Shruti KaushikWise Mango writes LinkedIn content for HR leaders and CHROs whose profile shapes how candidates, employees and the executive team see the company. Shruti Kaushik interviews you on hiring, culture and change decisions, drafts to a written voice guide that keeps employee detail out, edits every piece and sends it to you for an accuracy check before you publish. Two 60-minute discovery calls start the engagement; pricing is shared on a call.
What LinkedIn has to do for HR leaders
An HR leader's profile is read by candidates deciding whether to apply, employees checking whether the stated values are real, peers comparing notes, and CEOs and boards assessing whether the people function has a strategy. It is also read, carefully, by anyone the company has ever let go. The content has to carry a point of view on people decisions while treating every individual situation as private.
The usual output is values language and celebration posts. Those are read as PR. What works is reasoning: how a hiring decision is made, how a layoff was handled, how a policy was changed and what the trade-offs were, what the function is measuring and why.
What changes in the process
The voice guide excludes individual employee situations, current disputes, anything in a grievance or legal process, and figures the company has not published. Interviews work at the level of policy and judgement: the decision rule, the trade-off, the pattern across many cases. Where your company's communications team needs to review, that step is agreed in the written proposal.
Posts are written to be read by employees as well as outsiders, which is the test most HR content fails. If a post would make an employee roll their eyes, it is not published. Where you have a specialist area, such as compensation, talent or organisational design, the angles stay inside it.
Three sample topic angles
- How we decided what to measure in the people function. The metric you dropped, the one you kept, and what each one changed.
- What a good exit looks like. The principles you hold to when someone leaves, stated without any individual case.
- A policy we rewrote and why. The problem the old policy caused, the trade-offs in the new one, and what you would still change.
These are starting points, not a content calendar. The real list comes out of the interviews, and nothing is published that you cannot stand behind.
How the engagement runs
- Two discovery calls, 60 minutes each. Business context, who you need to reach, the point of view you should be known for, and how you sound when you talk about your work. These produce a written voice guide.
- A written proposal. Deliverables, review rounds, responsibilities, fees and exclusions, in writing before you commit. Pricing is shared on a call, not on this page.
- Interviews, then drafts. Each cycle opens with a short conversation and closes with drafts matched to the voice guide. Shruti Kaushik writes and edits; AI supports the drafting where it saves time; a human editor reads every piece.
- Your approval. You check every fact and approve every piece before it is published. You publish from your own account. Wise Mango never asks for your LinkedIn login.
Wise Mango works remotely with clients worldwide. No reach, lead or revenue outcome is promised; progress is reviewed against measures agreed with you.
A free resource whichever route you take: the Klype post checker, built by the same founder, flags unsupported claims, invented stories and machine-writing patterns in any LinkedIn draft, with no sign-up.
Book a 30-minute strategy call ↗
Prefer email? Write to shruti@wisemango.io with a line about your work and who you need to reach.
Common questions
How do you keep employee information out of the content?
The voice guide excludes individual employee situations, disputes, legal matters and unpublished figures. Interviews stay at the level of policy and judgement, and you approve every piece.
Can the company communications team review drafts?
Yes. Additional review steps are agreed in the written proposal so that the cycle is predictable.
Is this for employer branding?
It is for your own professional voice, which supports employer branding without being a recruiting campaign. Company-page content is a different job.
Who writes the content?
Shruti Kaushik writes and edits the work. AI supports drafting; a human editor reads every piece; you approve before publishing from your own account.