90 days, 4000+ minutes of 1:1 mocks and uncountable hours of relentless self-practice. The result? Over 65% of members cracked their interview rounds
at organisations like Zepto, Salesforce, Zomato, Battery Smart, Ninjacart & more.

Ranging from 2-15 YOE, 37 members cracked a round for product roles,
6 in marketing and 22 in growth and adjacent functions in the last 60 days. While some members made functional transitions, others cracked breakthrough roles after career breaks.

Book a 1:1 for interview prep

Now, coming to today’s topic

Interviews aren’t just about answering questions; they’re about showing your potential as a problem solver, a strategic thinker, and a leader. For those in product, marketing, and growth roles, interviews demand not just functional expertise and industry insights but also storytelling, quick thinking, and confidence in your expertise.

In this edition, we’ll break down a practical, high-impact approach to interview practice, covering why it’s essential, how to do it effectively, and how to reflect and improve each step of the way. Let’s dive in!

Why does interview practice matter?

In an interview, you get just 60 minutes to show why you’re the right fit for the role. In that short time, you need to prove your skills and be ready for any type of question—even the tricky, unexpected ones.

With 4 or more years of experience, you’ve likely mastered the core skills in your field. So why is practice still essential? Because how you communicate your expertise is as crucial as what you know. For leadership and high-impact roles, it’s not just about solving problems; it’s about showing how you think, prioritise and strategize in real time.

Practice helps you with -
#1 Confidence: Familiarity with key stories and pointers lets you focus on delivering them smoothly.

#2 Articulation: You can refine how you present your thoughts, ensuring clear and concise answers.

#3 Real-time thinking: Practicing different questions trains your mind to think on your feet, which is vital in product, growth, and marketing interviews.

Step 1/ Set up your practice routine

Think of interview practice as a structured routine, not just a few prep sessions before the big day. Here’s a breakdown:

1. Define key stories and skills: Identify your strongest achievements and skills relevant to the role. Prepare stories that reflect challenges, strategies, and results.

2. Focus on core themes: For product, marketing, and growth roles, common themes might include:

   • Product roles: Prioritization, roadmap decisions, product-market fit challenges.

   • Marketing roles: Campaign strategy, ROI and metrics, brand messaging.

   • Growth roles: Customer acquisition, conversion optimization, growth hacking strategies.

3. List common questions: Make a list of role-specific questions. Use job descriptions, industry blogs, and your network to source questions that recruiters in your field are likely to ask.

By having these essentials ready, you’ll save time during practice sessions and ensure you’re always refining your most impactful answers.

Pro tip: Aim to be both specific and brief in each of your stories. Not only does this show a clear thought process, but it also keeps interviewers engaged.

Step 2/ Proven practice techniques

Different practice methods can simulate the interview experience. Here are four effective ways to practice and when to use each:

A] Solo practice
Stand in front of a mirror and go over key responses. Focus on your body language, tone, and facial expressions. Are you coming across as confident or nervous? Are you making eye contact (in person or virtually)? It’s a low-tech approach, but it works wonders for identifying any nervous habits.

Practice your elevator pitch here. Try starting with a question like, “So, tell me about yourself.” Rehearse until it feels like you’re speaking naturally.

B] Recording yourself on Zoom
Record your answers on Zoom. This not only helps with reviewing your performance but also builds familiarity with virtual interview settings.

How to start?
Pick 3-4 questions relevant to your target role (examples below) and record your responses.

Sample product manager questions:

• Tell me about a time when you had to prioritize features. How did you approach it?

• How do you measure the success of a product feature?

Watching playback can feel awkward, but it’s incredibly helpful in spotting filler words, weak points, or areas where you could improve your pacing. Try otter.ai or Descript for automated transcription, which can be useful for analyzing and refining word choices.

C] Mock interviews with friends/ experts or mentors:

If you’re looking to take your practice to the next level, mock interviews with a friend, mentor, or coach can provide a different perspective. A peer can offer insights on what works and what doesn’t, while a mentor with industry knowledge can give specific feedback. Both are equally critical and value-adding, you can start with whatever best options are available around you.

How to set up a mock interview:

1. Choose a theme for each session:
   In one session, focus on handling high-level strategic questions, like how you would lead a team or manage a budget.

2. Ask for realistic questions:
   You might find questions from online databases (e.g., Glassdoor or Product Alliance) or ask friends who have interviewed recently.

3. Tools for mock interviews:
   Pramp and Interviewing.io both provide structured, peer-based mock interview sessions with a variety of roles to choose from, helping you simulate the actual interview environment.

Pro tip: Aim for at least 2-3 practice rounds using different techniques to polish your answers from multiple angles.

Step 3/ Plan and track your progress

Just as you would for any project, create a practice plan with measurable steps:

1. Set milestones: Break your preparation into stages:

   • Initial practice: Focus on building your baseline by practising core answers.

   • Midway checkpoint: Assess your comfort level and refine complex answers.

   • Final review: Sharpen delivery and review any recent industry trends or case studies.

2. Document and reflect: After each session, jot down notes on:

   • Questions that were difficult or could be improved.

   • Instances where you were concise and impactful.

   • Areas needing more clarity or energy.

3. Track improvements: Progress isn’t always linear, but noticing small gains—whether in confidence, speed, or articulation—helps keep motivation high.

Step 4/ Reflect, refine, repeat

Reflection is where growth happens. After each practice session, take a few minutes to ask yourself:

• Where did I feel most confident? Identify strengths to leverage.

• Did any question catch me off guard? If yes, add it to your practice questions.

• How was my pacing? Ensure you aren’t rushing or dragging out answers.

• Is my answer structure clear? Make sure each response has a clear beginning, middle, and end to maximize clarity.

The goal here is to continually polish your approach, building confidence and clarity with every round of practice.

Some additional tips

As someone with several years in the field, it’s crucial to position yourself as a high-value contributor who understands the company’s needs. Here’s how to make your interview practice even more relevant:

1. Customize your answers for each role: Tailor your achievements to each company’s goals, showing how your experience aligns with their needs. For instance:

   • Product: Mention recent trends or specific product development tools (e.g., roadmapping tools, prioritization techniques).

   • Marketing: Emphasize metrics that matter, such as CAC, LTV, or ROI.

   • Growth: Talk about real strategies that show an understanding of scalable growth.

2. Frame achievements with impact metrics: Quantifying your impact is key, especially at senior levels. Use specifics:

   • Led a campaign that boosted engagement by X% in Y months.

   • Increased monthly active users by Z% through targeted product improvements.

3. Answer the “Why” behind your decisions: Hiring managers want to see thought processes, so practice framing answers that clarify why you took specific actions. For any and every question asked, you should be prepared to answer up to three levels of ‘Why’ to it.

Additionally, here’s something you can refer to for choosing questions you can ask to the interviewer at each stage.

Putting it all together

Confidence is one of the most valuable qualities you can bring to an interview, especially where leadership and decision-making are essential. Practicing consistently makes your responses feel second nature, so you can focus more on connecting with the interviewer and less on recalling information.

Each round of practice helps remove self-doubt and builds the confidence to handle unexpected questions & communicate clearly.

Remember, it’s not about memorizing answers; it’s about building the muscle memory to present your ideas effectively, answer thoughtfully, and lead with confidence.

Featured roles ✨

Business Analyst at Zerodha
As a Business Analyst at Zerodha, you'll be at the intersection of finance, technology, and user experience. You'll own and optimise critical processes across various aspects of the business.

Head of Field Marketing (India, ME & Asia) at greytHR
greytHR is a Full-Suite HRMS, with THE most advanced People Operations and Payroll products for businesses in India, the Middle East and South East Asia.

Product Manager at Pickyourtrail
Pickyourtrail, started in 2014, is India’s biggest online D-I-Y holiday booking platform that empowers users to curate customised holidays. This is your chance to be a part of the Product team catering to a new business category (TAM - $40B).

Access all open roles here

Curated resources 🚀

• How to master career transitions? by Senior Director at MoEngage

• Salary negotiation and things to consider, from a member who spent 5+ years at Swiggy leading growth & monetisation

• Price calculator template for D2C brands, check here.

What has worked for you when preparing for interviews? Reply back to share it with us and we’ll curate it in the next edition.

Here’s a precious moment captured in the #resume-building subculture, some folks got together last week to discuss the best practices around resumes, soundboard with each other and build their resumes.

The first task when you start the job search process is usually getting a solid resume in place. There are hundreds of questions in your head and almost no place to go to. The #resume-building channel is your place for discussions, getting feedback and sharing insights on everything related to resumes.

Join the space

Getting to today’s topic, a tough one indeed.

First off, hope you had a good Diwali break and celebration with your loved ones. Wishing you great success and joy in whatever you choose to do next. Now, let’s get started.

The salary negotiation advice you get out there is usually based on what worked for one person during the process, but you need more. The framework, articulation and your confidence make or break this part of the interview process. First things first: Why does this even matter?

Here’s the thing about negotiation - it’s no longer about getting “what you’re worth” in the traditional sense. Instead, it’s about anchoring your role as a key contributor to the company’s mission. The goal isn’t just to come away with the best package but to set up a framework that says, “I’m here to create value, and I’m aligned with where this company is heading.” Your negotiation strategy can play a huge role in building trust and establishing you as someone confident of what value they add.

Let’s break down the approach in a way that builds credibility, makes it easier for you, and helps you get what you deserve.

But before we get to it, here’s why you should treat this as an effective strategy and advice, the next time you negotiate an offer.

And there are hundreds of more fam-win stories where members have negotiated an offer that they are happy with confidently. It comes down to what makes you happy and not what others want/ think you should earn. Your only benchmark is your own compensation and wealth goals, with no market standards or limiting salary bands.

1/ Start with reflections to get clarity

Every meaningful negotiation starts far before you discuss compensation. It begins with a clear view of your broader career goals, writing it down. Think about what truly matters beyond the compensation: Where do I want to be in five years? What does this role contribute to that journey? Does this help me build depth of craft?

Reflect on what’s your non-negotiable

Role dynamics: Are you seeking a specific title or scope of responsibility?
Skills/ projects: Will this role allow you to learn and lead in ways that align with your goals?
Company culture: How important is it for you to work in a culture that resonates with your values and leadership style?

By writing this down, you know exactly what your priorities are and the unique strengths you bring to the role. This will help you evaluate the fitment of the role.

Additionally, the negotiation conversations start from the first time you talk to them, it’s not the last conversation where numbers are discussed. Having clarity on your goals, your non-negotiable will ensure you communicate effectively from day 1. Focus on building leverage and creating micro-delight moments for the interviewers throughout the process. You can do this by - joining well before time, showing up with great energy and excitement, adding value and sharing insights beyond what they expect, sharing recommendations and your proof of work over email that can help them, asking thoughtful questions and understanding the problem statements at the org, and more.

2/ There’s more beyond the % hikes

At the leadership level, traditional percentage increases are only part of the picture. Focus on what truly matters to you: exposure to new challenges, building specific skills, or working in a mentorship-rich environment. This approach allows you to discuss what adds genuine value to your growth.

Key elements to focus on:

• Responsibility: Does the team you’ll lead serve as a stepping stone toward future aspirations?

• Learning: Are there opportunities to build in-demand skills or lead impactful projects?

• Industry alignment: If working in a specific sector excites you, align your negotiations with companies that bring out that passion.

Knowing what matters most can help you frame your compensation requests in terms that emphasize shared goals over standard raises, adding substance to each term you negotiate.

3/ Avoid the trap of a “perfect” offer

Often, the search for a “perfect” offer can lead to endless comparison. Instead of focusing only on numbers, ask yourself if the offer aligns with your long-term vision and career milestones.

Anchor your decisions with clear questions:

• Does this role offer meaningful opportunities that contribute to my long-term goals?

• Will it allow me to grow and thrive in a culture that aligns with my values?

• Is there potential for skill-building and career momentum?

Choosing roles that resonate with your goals—rather than holding out for the highest offer—creates space for professional fulfilment and progression.

4/ Lead with vision

Think of your compensation as a three-legged stool: base salary, equity, and incentives. Before diving into the specifics, start by sharing your vision for the role and how you intend to create value within the organization. This positions you as an invested leader focused on the company’s growth, not just your paycheck.

How to approach the conversation:

For this Head of Product role, I’m excited to lead our roadmap to enhance user experience and drive customer engagement. To do so effectively, having a package that aligns with both my impact and the company’s growth is essential.

Beginning with your vision reframes the negotiation as a partnership, establishing you as a leader with clear, impactful goals.

5/ Structure the compensation well

Particularly in startups, demonstrating an “ownership mentality” by valuing equity can signal a long-term commitment. For startups in earlier phases, structuring your equity discussions to match the company’s growth shows strategic thinking.

Equity and bonus:

• Vesting: Standard four-year vesting? Or explore milestone-based vesting if you’ll be driving specific targets.

• Milestones: Consider additional grants tied to specific company or personal performance targets.

• Buyback: Clarify how your equity will be handled in case of acquisition, IPO, or merger cases.

Such questions show your awareness of the startup journey and your commitment to its success while setting a solid foundation for your role.

6/ Frame past success as context

Your past performance sets the context at a senior level, but the emphasis should be on what’s next. Use previous wins to highlight your impact while keeping the discussion focused on the future. For example, you can say -

My previous role saw measurable growth in user engagement from X to Y, and I’m excited to bring this momentum to [Company Name] as we work toward [company goal].

Balancing past achievements with forward-focused goals creates a vision of success rooted in past impact and future potential.

7/ Get clarity around appraisals

Leadership roles often come with bonuses tied to performance. Specific metrics and review schedules ensure you’re set up to meet—and exceed—expectations.

Questions to clarify bonus structure:

• What are the KPIs tied to this bonus—revenue, engagement, customer growth?

• Will performance reviews be quarterly, bi-annual, or annual?

• Are bonuses linked to team or individual performance metrics?

“To align on goals from day one, I’d appreciate clarity on the metrics for bonus eligibility. This will let me prioritize key areas effectively.”

This not only sets you up for a fair evaluation but also positions you as a results-focused leader ready to deliver on key objectives.

Putting it all together

Career transitions are personal and compensations related decisions should be ideally based on what your individual priorities are. There’s no right or wrong answer to this, it comes down to what your career goals are.

Try to answer this and then figure the right role/ company for you.
What is non-negotiable for you in the next role?
Pick one and optimize for that - Role title, team, leader/mentor, learning/projects, company, industry, salary.

Don’t put a number or think about % hikes, that’s how 90 out of 100 people approach this phase. Someone else in your place could be making 10X more or 1/10th as well.

Especially as you go from early > mid-senior > leader what matters is - having clarity on what is the financial outcome you are looking for based on your needs + lifestyle + aspirations. Working backwards from there to then figure what takes you closer to these goals is an approach that helps you compound.

The loop of - is there a better place/ better offer is unending - it never stops. What you have to personally understand and answer for yourself is - what are you aiming for in your career and accordingly pick bets that take you closer to it.

Featured roles ✨

Product Manager at Pickyourtrail
Pickyourtrail, started in 2014, is India’s biggest online D-I-Y holiday booking platform that empowers users to curate customised holidays. This is your chance to be a part of the Product team catering to a new business category (TAM - $40B).

Account Executive at SARAL Inc
SARAL is an influencer relationship management platform for E-Commerce businesses to find, reach out to, manage, and track the performance of the influencers they work with.

GTM Expert at ContextQA
The ideal candidate will have a proven track record of developing and executing GTM strategies in mid-size to large enterprise segments, particularly in the U.S. region.

Digital marketing manager at GoMarbleAI
Seeking an experienced Performance Marketer to join the team, who will independently handle and grow international accounts with monthly advertising spends >$10,000 / Month

Access all open roles here

Curated resources 🚀

• How to get feedback on your Round 1 Interview? Find out here

• Building an offline strategy, a summary from the live deep-dive hosted last month

• Deep-dive on user research for product builders with Dharmesh BA, notes and learnings here

• Always wanted to write on LinkedIn consistently, here’s a guide to help you start.

What’s your biggest fear when it comes to negotiating an offer? Reply back and we will help you navigate it.

The only experience you have in interviews is the ones you have given, but what if you can also observe and learn from a live interview? Things that you usually miss out on when you are the candidate can be easily understood when you watch an interview happening in front of you.

In these videos, you will get insights into how to tackle questions, structure you responses, and handle interview dynamics. Along with practicing for interviews, this is an incremental way to refine your communication skills, manage anxiety, and avoid the common mistakes.

To help you understand how to approach Round 1/GTM Interviews, we have members from the fam [the candidate] answering the most commonly asked questions & tackling tricky questions on spot, followed by feedback from AP [the interviewer] that you can learn from too.

Watch and learn

now, getting to today’s topic

Interviewing is not just about selling yourself to the company. It’s equally about evaluating if the company is the right fit for you. 9/10 people overlook this aspect and make decisions based purely on the role title or compensation. But culture fit goes beyond that—it’s about the environment you'll thrive in, the people you'll be working with, and the values the company stands by.

In this edition, you will learn the questions you should be asking during interviews to evaluate culture fit, team dynamics, and long-term growth.

Remember, you’re assessing them just as much as they’re assessing you.

Questions for the reporting manager

Your reporting manager will be your most frequent point of contact, so it’s critical to understand how they work, what they expect, and how they see your role fitting into the team.

Here’s where you ask about the day-to-day realities and team structure.

1/ Role and expectations

• How do you see this role evolving over the next year? and what milestones will define this?

• What are the most important skills or qualities you’re looking for in someone to succeed in this role?

• How will define my success in the first 90 days? And beyond? How does the feedback, reporting structure work?

These questions will help you ensure that your expectations align with those of your manager. It also gives clarity on how success is defined.

2/ Collaboration & team

• Can you describe the team I’ll be working with? What’s the team dynamic like?

• Who are the primary stakeholders I will collaborate with, and what’s their communication style?

• How does the team typically handle feedback and conflict resolution? Which communication channel does this happen over?

By asking about team dynamics, you’ll get insight into the collaborative culture and whether it’s a place where you’ll feel comfortable contributing.

3/ Potential growth

• What do you see this role evolve into? Especially over the next 2-4 years.

• Are there opportunities to take on more responsibility or work on cross-functional projects?

• How does 0-1 experimentation happen in the team currently?

• How does OKR planning work? And do we already have a set format of it?

Understanding the growth potential within the company is key if you’re looking for a role where you can evolve and advance. These questions also show that you’re thinking long-term.

Questions for the Founder

When you’re speaking with the Founder, you get the opportunity to understand core values and long-term vision that are driving the company. Founders are often deeply involved in setting the culture and strategic direction, so this is your chance to gauge if their mission resonates with you.

1/ Company vision & mission

• What inspired you to start this company, and what is the core mission driving it?

• How would you define the company’s ‘why’? What are the key principles that guide decision-making here?

• What’s the long-term vision for the company over the next 3-5 years?

These questions help you understand the "why" behind the company, which is crucial in evaluating whether you’ll be excited to contribute to that mission.

2/ Challenges and opportunities

• What are the biggest challenges the company is currently facing, and how are you addressing them?

• What market trends or shifts are you preparing for?

Founders are typically focused on big-picture challenges and industry-level changes. Their answers will give you insight into whether the company is forward-thinking and adaptable.

3/ Company stage and growth

• Would you say the company has reached product-market fit (PMF), or is it still evolving?

• What stage of scaling is the company at? How is the company positioning itself to grow over the next few years?

• Can you talk about the funding and financial health of the company?

If you’re joining a startup, it’s important to know whether they’re still finding their product-market fit or if they’ve already established a strong footing. Understanding the growth trajectory helps you evaluate your fitment better.

Questions for the HR

HR is your go-to for understanding the culture, company values, and policies that may affect your work and long-term growth. This is also your opportunity to discuss topics like compensation structure.

1/ Company culture and values

• What are the company’s core values, and how do they influence everyday work life?

• How would you describe the overall culture here? Is it more collaborative or autonomous?

• What are some of the rituals that the team does to ensure solid relationship building?

HR will have a broader view of how the culture applies across different teams. Their answers will give you a clear picture of the day-to-day work environment.

2/ Flexibility & feedback

• How does the company approach flexibility with work schedules, remote work, or pursuing new initiatives?

• What’s the performance review process like? How often can employees expect to receive feedback?

• What is the company’s philosophy on internally moving to another roles suitable?

If the chance to grow internally into a more suitable role is important to you, this is the time to ask. Understanding how appraisals work, timelines and process for it - can help you set clear expectations.

3/ Compensation and benefits

• Can you walk me through the structure of the compensation package? How are bonuses and incentives structured?

• Does the company offer equity or ESOPs as part of the compensation? How is that decided?

• What does the benefits include apart from compensation? any policy related to professional development/ learning?

Especially in larger orgs [100+ team members] HR is the best point of contact for any questions related to compensation, equity, and benefits. Make sure you get clear details on what’s being offered, especially around long-term incentives like stock options.

Extremely important

The questions you ask during an interview say as much about you as your answers do. Thoughtful, well-framed questions can reflect your preparedness, curiosity, and alignment with the company’s values. If done right, they help you build a high perceived value as a candidate. But it’s not just about what you ask — how you ask matters too.

Before jumping into your questions, take time to build rapport with the interviewer. Get a feel for the room, gauge the tone, and delight them with your understanding of the company. This sets the stage for a more meaningful and engaging conversation.

Do your research. Skip questions you can easily find online. Instead, dig deeper and focus on things that only an insider can clarify.

Explain the why. Share the reason behind your question to provide context. It shows you’re intentional and thoughtful in your approach.

Ask open-ended questions. Avoid the yes/no questions. Instead ask questions that allow them to open up and give you more than just surface-level answers.

Make sure your questions fit the person you’re speaking to. Ask founders about the vision, managers about day-to-day team dynamics, and HR about policies and growth opportunities.

Be respectful of the interview’s duration. Prioritize your top questions and don’t overwhelm them.

Be honest. Focus on what truly matters to you—whether it’s career growth, flexibility, or team culture. It’s important to get clarity for yourself first. Your non-negotiable will define the questions you ask.

An exercise to identify what you want

Putting it all together

It’s about the overall fitment, not just the job.

Ultimately, the goal of these questions is to ensure that the company aligns with your values, goals, and working style and vice-versa.

Don’t wait until you’ve joined to ask these things. The more you get clarity on during the interview process, the more empowered you’ll feel to make an informed decision.

Featured roles this week ✨

Marketing Manager and Product Marketing Manager at ALLEN Digital
Both are IC roles, in which you will work closely with Apoorv Sharma, CMO at Allen and ex-Apple, Marketing & communications.

GTM Expert at ContextQA
The ideal candidate will have a proven track record of developing and executing GTM strategies in mid-size to large enterprise segments, particularly in the U.S. region.

Digital marketing manager at GoMarbleAI
Seeking an experienced Performance Marketer to join the team, who will independently handle and grow international accounts with monthly advertising spends >$10,000 / Month

Access all open roles here

Curated resources for you 🚀

• Going from IC to Director of Product, notes from the live session we hosted with Chris, Director of Product at LinkedIn

• [Women-circle exclusive] Becoming a CMO, notes from the session

• How do you know if you did well in the interview? here’s a playbook

• [Resume] We have launched a sub-culture in the community for all things resume, search for #resume-building and join in.

What are some questions you ask in interviews to evaluate the role/org and truly figure if it’s the right place for you?

If you’ve read till here, thank you for sticking through. See you next week.

Did you know, on average, a job hunter applies to hundreds of jobs when looking out for a role, repeatedly filling out the same information in lengthy applications? It's a redundant and time-consuming task.

Job hunting is challenging—from searching for opportunities, applying for jobs, and tracking applications to preparing for interviews and finally getting hired, it’s no easy feat.

ELEVATE Chrome extension simplifies and streamlines the process, allowing you to apply for jobs with one click by auto-filling all the application details.

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No more hours spent manually applying for jobs. Streamline your search, stay organized, and focus on what truly matters—landing your next opportunity.

Now, coming to today’s edition

A lot of you have been actively reading this newsletter every week and all the heartwarming notes, feedback, and suggestions you share keeps us going. Just want to take a moment here and let you know that you are the reason why building Outcomes at GrowthX feels extremely rewarding for all of us. And of course, the endless scroll on #gx-fam-wins with heartwarming stories of members who have successfully cracked roles.

In this edition, we want to help you understand everything we have in store for you to help you crack your dream role. You have to do two things right - trust the process & keep executing.

1/ Finding your why – not just a role

Everyone talks about finding their "dream job," but let’s take a pause here. Is it really about the job? Or is it about the impact you want to make? the users you want to solve for, the product you truly feel passionate about, the people you want to build with?

Think about it—every job you take is shaping the version of yourself that you are growing into. Members from the fam, now in roles at Swiggy, Ninjacart, Simpl, etc - all started from a place of purpose, not just chasing titles. Their stories might help you connect the dots and figure out your ‘why’.

Here’s everything that you can look at to figure out this phase.

2/ Will the recruiter call back?

Every time you hit “submit” on an application, there’s this quiet hope that you’ll get the callback. But it’s about positioning yourself in a way that reflects your value. We’ve gathered tips that go beyond the usual checklist and dive into how real candidates in product and marketing have revamped their LinkedIn profiles, resumes, and portfolios. It’s more than just polishing—it’s creating a story that employers can’t ignore.

Access here

3/ Beyond the JD – what are they looking for?

A job description is just the tip of the iceberg. What’s written is often only half of the story. We’ve analyzed roles from companies like Blissclub and RazorpayX, showing you how to read between the lines, ask the right questions, and uncover what matters to the hiring team.

Learn here

4/ Ace your first round of Interviews

The first round is often the hardest—it’s your chance to connect on a human level, not just professionally. What’s your story? How do you introduce yourself in a way that not only demonstrates your skills but also your values, your energy, and your passion for the role? The trick is finding that balance between authenticity and preparation.

First impressions aren’t about perfection—they’re about connection.

Nail it with the resources in here

5/ Calm before the storm – last-minute Prep

You’re one step away from the interview, and the anxiety kicks in. We’ve all been there. It’s exactly why we built Cheatsheets—designed not just to prep your brain but to calm your nerves. These are practical, on-the-go tools that can help you refresh key concepts and case studies for roles across Product, Growth, and Marketing in B2B, B2C, and D2C companies.

Because sometimes, confidence comes from knowing you’ve got something solid to lean on.

Access here

6/ Learn by watching – real-time mock interviews

There’s something powerful about watching others in action. It’s a reminder that interviews aren’t about being perfect—they’re about navigating through the tough moments. We’ve recorded mock interviews taken by AP with members of the GrowthX fam, tackling Round 1 and GTM interviews. You’ll see real challenges, mistakes, recoveries, and best practices—and you’ll feel a little more ready when your turn comes.

Watch here

7/ Reflect on your interviews to do better

Let’s face it, interviews can be stressful, and it’s easy to feel lost after. Getting feedback is tough. You’re often left wondering what went wrong (or right!) leaving you stuck in a loop.

That’s why we built Scorecards - to help you reflect, improve, and nail your next interview. You can now self-assess your interview performance easily.

Access Scorecards here

8/ Building a bar-raiser assignment

It’s so easy to feel overwhelmed by take-home assignments, there are too many unknowns there. But what if it’s a chance to showcase how you think, not just what you can do?

Learn from the people who’ve aced roles at CRED, Lenskart, and Zerodha Fund House by turning anxiety into an opportunity to tell their story through work. We’ll walk you through how they did it.

Find out here

9/ Getting a response on your cold reach-outs

Nobody replies to cold emails/ messages. 8/10 times they get ignored. But what if you change this? You need to build a solid cold reach-out strategy, draft a compelling note/ message that sparks curiosity, and of course, GET THE REPLY.

Here’s how you can do it.

10/ Standing out in a sea of candidates

How do you distinguish yourself from the hundred other candidates battling for the role? By building something no one else can replicate—your proof of work. Whether it’s a case study, a project, or even a blog, we’ll show you how to build your case that tells a story better than a resume ever could.

Aiming to crack a product role? you can build a POW using this course
For marketing roles, you can start with this

11/ 1:1 Interview practice

Ever had that feeling where you think you’re ready, but as soon as the interview begins, you freeze up? That’s why practice is everything. In the 1:1 mock interview, we’ll run through the scenarios you’re likely to face, giving you real-time feedback so that you can walk in with confidence. Sometimes, all it takes is that one extra run-through.

Book a slot here

12/ Apply to the relevant roles

Looking for your next opportunity? Look out for the open roles on GrowthX’s job board. From product to growth and marketing, you’ll find curated positions that you can thrive in.

Stay in the loop and apply to the roles that fit your journey.

Apply here

13/ 100+ Interview prep resources

Build the muscle & confidently nail interviews. These tools are designed to help you approach interviews with clarity, confidence, and structure, whether you're pursuing roles in product building, marketing, growth, or strategy.

Access everything you need here.

14/ Negotiate with confidence

Once you've aced your interviews and received an offer, it’s time for one of the most pivotal conversations—negotiating your compensation. This step can feel intimidating, but it’s key to ensuring you join your next role feeling valued and well-compensated. Through 1:1 personalized support, we’ll help you navigate every aspect of the negotiation process—from discussing your base salary to understanding the often tricky realm of ESOPs (Equity). We focus on helping you build leverage and negotiate from a position of strength, so you can step into your new role with confidence and peace of mind.

You can drop a note here anytime you need help with offer negotiation.

Every single thing that you need to get closer to your dream role is built at GrowthX. Again, the best way to make the most of it is - trust the process and start executing.

Featured roles this week ✨

Growth Lead at HP
As Growth Marketing Lead, Commercial SMB (B2B) you will help drive acquisition, experimentation, retention + engagement, and monetization for HP’s portfolio of commercial line of products. You will partner with Global Business Units, Market Marketing Leads, and several Centers of Excellence (Media, Content, MarTech, etc.), to develop and execute growth strategies and tactics across organic and paid channels that accelerate the adoption of HP's commercial SMB products globally.

Assistant Manager, Retention at Foxtale
Looking for a growth-focused individual with a first-principles mindset & experience in startups or consulting. If you're passionate about scaling in the D2C space and driving meaningful impact, this could be a fit.

Access all open roles here

Curated resources for you 🚀

• Deep-dive on performance marketing, notes from the recent live session.

• How to affect change in behaviour? recommended by Jaudat [member since 2022]

• Communication is the key, written by Bozs [CTO, Meta]

The journey to cracking your dream role isn’t linear.

There will be moments of doubt, but that’s part of the process. What matters is that you keep moving forward, keep learning, and keep showing up for yourself.

Here’s to your next win—let’s get you there together.

Here’s the thing—at the mid-senior / leadership stage in your career, you’re not just asked what you know. You’re expected to communicate vision, leadership, and impact, all while staying calm under pressure. The stakes are higher, and so are the expectations.

You might think, “I’ve done this before, I know my stuff.” And sure, you do. But interviewers have a way of putting even the most seasoned leaders on the spot. What if they ask about that tricky project where things didn’t go as planned? Or challenge you on your vision for a department you haven’t led?

That’s where interview practice helps. It’s not about sounding rehearsed; it’s about being ready. Ready to tell your story, share your vision, and do it all under the pressure of a virtual interview, where reading the room is hard.

The path to cracking interviews is simple: Practice. Refine. Get into that interview as the leader they can see in the role, not just the one with the right credentials.

To crack your upcoming round with confidence, you can now prepare with the outcomes team and get feedback to do better.

Book a 1:1 for interview practice

now, getting to today’s topic

Last week, we spoke about how to set your space - virtual space, physical space and mind space for the interview. Today we will go over the ‘after’ part of interviews - How to reflect on your Round 1 chat.

Round 1 interviews are the gateway to the rest of the process. It’s that crucial first impression where you’re not only proving that you’ve got the skills, but that you also align with the company’s culture, values, and direction. Whether you're speaking with a recruiter, hiring manager, or even the founder, this round sets the foundation for how the rest of the process will go.

The moment the interview ends, before diving into anxiety about whether you’ll get a callback, you should sit down and ask yourself: How did I really do?

Let’s understand how to evaluate yourself and build actionable insights to ensure you’re better prepared for the next interview.

Reconstruct the interview 🎯

Once the interview is done, start writing down the details of how the conversation went, do this while it’s still fresh in your mind. The more detailed this is, the better you can reflect and truly understand what to do better next time.

Start by mentally replaying the entire interview, from the first “hello” to the closing “thank you.” You want to be as thorough as possible in your recall.

1/ Write down the questions asked
List out as many questions as you can remember. This helps you break the conversation into digestible pieces and gives you a concrete starting point for reflection.

Most commonly asked questions will involve -
Tell me about yourself, Why do you want to work here? Can you describe a time you handled a challenge? What excites you about this role? etc

2/ Note your answers
Reflect on how you answered each question. Did you give a clear, concise response? Did you feel lost when responding? Were there any moments where you felt unsure?

Write it down - for example, 'Tell me about yourself,' I started strong but then rambled a bit when talking about my previous roles.

3/ Capture key moments
Was there a point in the interview where you felt you really clicked? Or maybe there was a moment when you noticed the interviewer's interest fade. These moments are clues to what worked and what didn’t.

Example: I noticed the interviewer got more engaged when I talked about my experience leading a product launch.

Most of the questions will revolve around the above themes. Once you make a list of everything you recall from the interview, you have a rough blueprint of how the interview unfolded. You’ll use this to dig deeper into how you performed.

Rate yourself for the answers 🧠

Four key areas to assess yourself:

1. Role fitment
   How well do your skills and experiences match the job requirements?

2. Authenticity check
   Did you come across as a genuine, true-to-yourself kind of person?

3. Vibe check
   Did you connect with the interviewer and fit the company culture?

4. Intent for the role
   Did you show enthusiasm and clear intent for this specific role?

Each of these can be rated across three bands: Needs Improvement | Can do better| Nailing it. Now, coming to how do you self-evaluate accurately

A] Role fitment: did you share skills & experience effectively?

Questions to ask yourself:

• Did I link my experience with the role's requirements?

• Did I give specific examples of relevant skills in action?

• Could I have given better examples or been more concise?

Now, coming to self-assessment and understanding how well did you do -

Needs Improvement: If you realized your examples weren’t strong or clear enough, identify two to three better examples from your past that are more closely aligned with the role’s needs. Practice how to explain these examples clearly in your next interview.

Can do better: You had decent examples but they could’ve been stronger. Reframe them to highlight impact—what specific outcomes did your efforts achieve? Tie them back to what the company is looking for.

Nailing it: If you feel confident here, keep those examples polished. Focus on sharpening how you deliver them, maybe trimming down any unnecessary details.

B] Authenticity check: Were you true to yourself?

Questions to ask yourself:

• Did I answer questions in a way that reflects my true self?

• Did I feel like I was putting on a "professional" mask or speaking genuinely?

• Did I avoid exaggerating or underselling my abilities?

On the rating part, here’s how you can assess your answers -

Needs Improvement: If you felt inauthentic or like you were just saying what you thought they wanted to hear, focus on realigning with your true strengths and weaknesses. Practice answering questions more honestly, even if it means admitting areas where you’re still growing.

Can do better: Maybe you were mostly yourself but over-prepared and sounded rehearsed. Practice answering common questions more spontaneously—make it feel like a conversation, not a speech.

Nailing it: If you feel completely at ease, keep it up. Authenticity builds trust and sets you apart.

C] Vibe check: Did you fit the company culture?

Questions to ask yourself:

• Did the conversation feel natural or awkward?

• Did I communicate clearly and confidently?

• Did I get a sense of their culture, and do I think I fit?

To truly understand if you did well, evaluate it like below -

Needs Improvement: If there was a disconnect, research the company culture more deeply before the next round. Look for clues about how they communicate, what values they emphasize, and tailor your responses accordingly.

Can do better: If you felt a bit formal or stiff, try to relax more in future interviews. Focus on building rapport with the interviewer by using personal references that are relevant and asking thoughtful questions.

Nailing it: If the vibe was good, think about how you can replicate that connection with other interviewers down the line.

D] Intent for the role: Did you show excitement & energy?

Questions to ask yourself:

• Did I express genuine excitement for the role and company?

• Did I make it clear that I wasn’t just applying to any job, but this job?

• Did I align my career goals with what the company is offering?

Needs Improvement: If your interest didn’t come across strongly, spend more time before the next interview thinking about why you want that specific job. Why is it a great fit for your career goals? Practice communicating that.

Can do better: You were interested but maybe didn’t fully convince them. Next time, tailor your excitement to something specific—maybe it’s the company’s mission or its products. Make it clear that this role is more than just a paycheck to you.

Nailing it: If your excitement shone through, you’re in great shape. Continue emphasizing why you’re drawn to this role in a meaningful way.

You’ve rated yourself across these four areas. Now, you know which areas need improvement and where you feel confident. Keep this organized in your notes, so next time you have an interview coming up - you can quickly go over this.

Objective feedback is critical, actively seek it

It’s one thing to think you did well on a certain question, but it's a whole different ball game when a mentor or peer tells you they noticed a hesitation or a lack of clarity.

Set up a mock interview with a friend or mentor who has experience in the field or has been through a similar hiring process. Record the session and play it back. This exercise is often uncomfortable but incredibly revealing.

• Did your responses flow smoothly?

• Did you maintain energy throughout, or did you taper off after a tough question?

Watching yourself on video or hearing your answers allows you to identify areas where you can tighten up, whether it’s the way you structured an answer or how confident you sounded.

But here’s where the real value comes in—ask for candid and raw/real feedback. A lot of the time, you won’t notice small things that make a big difference, like just the body language or tone.

Have a plan in place

Here’s the secret: interviewing is a skill like any other. The more intentional practice you put in, the better you become. So, once you’ve reflected and gathered feedback, the next step is to create an action plan

1. Start by making a personalized checklist before each interview.

2. If you know that answering technical questions under pressure is where you struggle, that’s something you need to zero in on. Maybe it’s preparing detailed case studies, fine-tuning your STAR (Situation, Task, Action, Result) method for behavioural questions, or researching the company culture more deeply.

3. Tailor your preparation to the areas that need the most attention.

And this doesn’t stop at prep. After each interview, revisit your scorecard. Compare how you performed versus the last time. Did you improve on the areas you focused on? If not, adjust your plan.

Everything you need for Round 1

Putting it all together

At its core, interviewing is about evolution. With every round, you’re honing how you present your skills, how you connect with the interviewer, and how you communicate your value.

Each step - writing down the questions asked & your answers, assessing it against the scorecard, practicing - feeds into that evolution. These aren’t steps you do once and move on. They’re iterative. They’re part of a larger journey to becoming the kind of candidate who doesn’t just get through interviews but owns them.

The goal here is progress, not perfection. Interviewing is iterative, and with each round, you’re building muscle memory for how to handle different questions, scenarios, and personalities.

Featured roles this week ✨

Growth Marketer at Rocketlane
Chennai-based B2B SaaS platform looking for someone with B2B experience, hands-on ownership of paid channels and leading growth.

Marketing Manager and Product Marketing Manager at ALLEN Digital
Both are IC roles, in which you will work closely with Apoorv Sharma, CMO at Allen and ex-Apple, Marketing & communications.

Senior Product Marketer [Growth team] at Uniqode
They offer a complete QR Code lifecycle management & analytics solution that is used by over 50,000 businesses around the world.

Access all open roles here

Curated resources for you 🚀

• How to become a CMO? Cheatsheet from the session with Jaimit Doshi

• Questions you should ask in the first round of Interview as a candidate

• How to improve Netflix? learn how to answer questions asked in product improvement rounds

• The ultimate guide to cold reachouts, specifically for job seeking.

• [Offline event] Demo Day is happening across 11 cities, meet the fam IRL.

What’s your #1 focus in the job search process currently? Reply back and I will share resources that will help you prepare for it.

See you next week.

Let’s face it, interviews can be stressful, and it’s easy to feel lost after. Getting feedback is tough. You’re often left wondering what went wrong (or right!) leaving you stuck in a loop.

We built Scorecards - to help you reflect, improve, and nail your next interview.

With Scorecard, you can
- pinpoint your strengths and double down on them.
- identify and target specific areas to improve for upcoming interviews.
- learn from your mistakes & avoid them in the future.

Scorecard will help you reflect on any interview across product, growth and marketing roles. These are built exclusively for GrowthX members. 💙

Self assessment post Interviews

Getting to today’s topic

Last week we covered how you can prepare for interviews in the week/ couple of days prior. Today we talk about the interview day.

Your online interview is coming up, what do you focus on? Maybe you’re excited, nervous, or perhaps a bit of both. And that’s normal. The good part? It’s possible to go into your interview feeling calm and confident.

Let’s get straight into what will help you feel ready for your big day – simple, practical steps that are easy to implement and make a real difference.

1/ Setup your space

First things first: your environment matters more than you think. When you control your space, you’re less likely to feel bothered by distractions or unexpected glitches.

It’s not about being perfect; it’s about feeling comfortable in your space. If you know everything is in place – from the lighting to your wifi setup – it reduces anxiety. Puts your mind at ease.

Get everything in place -

• Find a quiet spot
  Pick a spot in your home that’s quiet and clean, and where no one’s going to barge in (no matter how cute your dog is).

• Good lighting = Good vibes
  Make sure you’re sitting where the light hits your face. No need for fancy equipment, just sit near a window or turn on a lamp.

• Test your tech ahead of time
  You’ve probably been in those awkward ‘Can you hear me?’ Zoom moments, right? Do a quick test the day before. Make sure your mic works, and you’ve got stable internet. Have a backup ready, in case the power gives up on you - your phone data can help.

• Camera view
  Position your camera so that it’s at eye level and you’re in the centre of the frame. If you’re on a laptop, stack a few books under it to get the right height. It’ll make the conversation feel more natural.

• Virtual background

  Put a pleasant virtual background that makes the face look bright & hides your real setup behind.

When everything is set up, you can stop worrying about the small stuff and focus on what matters: having a great conversation.

2/ Practice in your actual setting

Here’s a small but powerful trick: practice in the same place you’ll be doing the interview. It sounds simple, but getting used to the environment where you’ll take the call makes a huge difference in how comfortable you feel.

Here’s what it does - It takes away the element of surprise. You’ll already know what your setup looks and feels like, so there’s less ‘newness’ to throw you off during the actual interview.

What you can do is -

• Do a mock interview
  Use Zoom or Google Meet to run through a mock interview with a friend or record yourself. This way, you get used to speaking to a camera (it can feel weird at first, but you’ll get the hang of it).

• Check your body language
  Watch your recording back. Are you fidgeting, or do you keep looking off-screen? Small tweaks like keeping eye contact with the camera (not the screen) and sitting up straight can make you come across way more confident.

It may feel awkward at first, but after a couple of run-throughs, you’ll feel way more relaxed when the real thing happens.

Also, you can request a 1:1 mock anytime for your upcoming interview & we will help you prepare.

3/ Have your notes handy

A one-pager note takes the pressure off. If you get stuck or need a reminder, you can glance at it without missing a beat.

Nerves can mess with your memory, especially when you’re trying to think of the perfect answer. With a few key points written down, you’ll have a safety net if your mind goes blank.

• Make a quick list
  On a sticky note or a Word doc, write down a few bullet points: your key strengths, a couple of projects you’re proud of, data and numbers of the impact, and questions to ask the interviewer.

• Visual reminders
  Keep a post-it note on your screen with a couple of calming reminders, like “breathe” or “listen first, take a 10 sec pause”.

This note is what will keep you on track, if nerves kick in – it’ll help you stay focused.

For the last-minute interview prep, we have also built Cheatsheets you can refer to.

4/ Dress for confidence [yes, even online]

Even though it’s a virtual interview, what you wear matters. Not for them – for you. Dressing up like you’re going to an in-person interview helps you feel more prepared and professional. It sounds silly, but when you’re fully dressed – from your shirt to your shoes – you’ll feel more ‘in the zone.’ It’s a mental switch that puts you in a professional headspace.

• Full outfit
  Wear what you’d normally wear to an in-person interview. No, you don’t have to wear a suit (unless that’s your style), but something that makes you feel sharp and confident. Avoid pyjama bottoms – and, yes it makes a difference.

• Comfortable but polished
  Make sure you’re comfortable. You want to be able to sit through the whole interview without fidgeting.

Dressing the part puts you in a more focused, confident mindset – and that’s half the battle won.

5/ Breathing breaks to calm your nerves

When you’re anxious, your brain is in overdrive. Taking a few deep breaths brings your body back into a calm state and lets you think more clearly.

• 5-minute reset
  Before you log on, close your eyes and take a few deep breaths. Inhale for 4 counts, hold for 4, and exhale for 4. Do this for about 5 minutes. You’ll feel more grounded and focused.

• Visualisation
  While you’re doing this, picture the interview going smoothly. Imagine the conversation flowing, you answering questions confidently, and connecting well with the interviewer.

• Stretching
  A quick stretch (even if it’s just standing up and rolling your shoulders) can help release any built-up tension.

• Hydrate
  Keep a glass of water within reach and take sips before the interview starts. Even in between if you need it.

This quick reset helps you walk into the interview feeling calm, clear-headed, and ready to go.

6/ Remind yourself why you are here

Finally, remind yourself why you’re interviewing for this job in the first place. When you connect with your purpose, it becomes easy to answer confidently.

Write down a couple of sentences about why this job excites you or how this role fits into your career goals. Keep it somewhere visible during the interview.

Example: "I want this role because I believe in the mission of this company, and I’m excited about the chance to help them grow."

When you write down your ‘why,’ you’ll feel more grounded, and your passion will come through naturally.

Next time you have an interview coming up, get these six steps right and you will feel the difference it makes. The interview day is not about learning new technical skills and forcing new information into your brain thinking you will answer with that, it is about feeling confident.

Putting it all together

Your space and how you dress matters, maybe not for the interviewer but for you to feel confident. Practicing in your actual interview setup, having visual cues/ notes in front of you helps you maintain your calm.

By taking these simple steps, you’ll show up to your virtual interview feeling calm, confident, and ready for whatever questions come your way. It’s not about being perfect – it’s about being prepared and feeling good about the conversation you’re about to have.

We hosted Jaimit this week ✨

170+ members joined [on a Wednesday night] to learn from the marketing OG.

We covered topics that mid-senior & early-stage marketers usually don't have access to, to plan careers well and think long-term, without getting lost in reactive decision-making -

• How do you grow your marketing career? Be it becoming a CMO/ CGO.

• How do you create a surface area for yourself to pull CMO opportunities?

• What does the interview process for a CMO/ CGO role look like? What works, what doesn’t?

Here’s one of the many takeaways -

"If you are not willing to put your job at risk every day, then you cannot think about growth - it is better to ask for forgiveness than permission" - Jaimit, on taking risks.

We will be compiling the learnings and launching it here, incase you missed attending.

Featured role this week ✨

Senior Product Marketer [Growth team] at Uniqode
They offer a complete QR Code lifecycle management & analytics solution that is used by over 50,000 businesses around the world.

Access all open roles here

Curated resources for you 🚀

• Chesterton’s Fence: A Lesson in Thinking [recommended by Jaimit]

• Become an AI PM with no experience [written by Aakash Gupta]

• [Online session] Build your resume in 90 mins, reserve your slot here.

• [Masterclass] Omni-Channel Growth with Jeetesh Agrawal, VP - Global Business Growth at Lenskart.com [GrowthX member since 2022], RSVP here.

• AI for Customer experience, find the summary and notes from the session here.

This is the 9th edition of the newsletter, and we would love to know what have you applied from the learnings so far, and how it helped you.

Thank you for reading. See you next week.

Cracking roles in this market is harder than ever. To add fuel to the fire– a busy work schedule means you need something that will get you high impact in a short period. That’s exactly what we solve with Cheatsheets.

With Cheatsheets
– You can prep on-the-go
– Revise easily with visual frameworks
– Get in-depth with industry-specific case studies
– Brush up frameworks with easy-to-implement examples.

Cheatsheets will help you crack roles across B2B, B2C & D2C companies. This is across Product, Growth and Marketing functions.

Launched with 14 roles i.e. APM, PM1, PM2, SPM, Product owner, growth marketing, growth lead, product marketing manager, marketing lead, brand manager and more.

Last-minute interview prep

Now, coming to today’s edition.

Ever wondered what separates a great candidate from an average one? It’s their preparation—especially when it comes to researching the product, category, users, and market. When you walk into an interview with deep insights, you are entering with leverage. Not just the skills but with your ability to think from the company’s perspective.

This newsletter will guide you through how to gather the right information and use it effectively in interviews. Think of it like assembling the pieces of a puzzle, where the more you research, the clearer the bigger picture becomes.

Ready? Let’s break it down.

1/ Why does this product exist?

Understanding the product's core use case not only improves your interview responses but also builds trust with the interviewer. They can see you “get” what they’re working toward.

Step 1 → Understand the problem

This step will help you decode the problem statement of the product for which you’re interviewing.

• What problem is it solving?

• What is its core use case?

What will this help you achieve?

1. Cracking the DNA of the company.

2. Learning motivations within the company.

Let’s break it down with a couple of examples.

Uber? It solves the problem of getting someone from point A to point B in a convenient, affordable way.
Freshdesk? Helping businesses manage and resolve support tickets at scale.

Step 2 → Now, how to use it in the interview?

Once you understand the problem, you can anchor all your responses to it.
Let’s say you’re interviewing at Facebook and the interviewer asks, "Tell me about a time you used data to conclude." You could mention how your data analysis helped you identify inefficiencies in a system—and then relate it to the problem Facebook is solving, like connecting people in meaningful ways.

The deeper you go into understanding the problem, the better you'll connect your experience to what the company is solving for.

Understanding the product & category

This will help you distil what the product & competition does in depth. This will show that you're thinking about the market landscape and the product’s place in it.

Step 1 → Understand the product and its competition

Ask yourself:

• Is this product part of a new category? Or does it fit into an existing one?

• What other solutions are out there to solve the same problem?

• What’s the good, bad, and ugly with these alternatives?

Take Uber again. In terms of alternatives, you might consider public transport or private cars. What are the good, bad, and ugly parts of these? Public transport might be cheap, but it’s often unreliable. Private cars offer flexibility, but they’re expensive and need maintenance. Uber bridges the gap by providing an affordable, reliable middle ground.

Also, consider global markets—how are similar products faring in regions like the U.S., Europe, or China? Looking at these comparisons will help you see the whitespace and how the product could innovate or improve in your local market.

What will this help you achieve?

1. Whitespace v/s the competition

2. Landscape knowledge for this domain

3. Potential improvements in the product

Step 2 → How to use it in the interview?

Your answers should be tailored to the context of the product, landscape & domain. For example, if asked how you would improve Uber, talk about:

• What does Uber do well?

• Where alternatives like public transport fall short.

• Potential improvements Uber could make based on user needs and gaps in the competition.

This approach shows the interviewer that you understand not only the product but also the competitive landscape it operates in.

Quick pause.

Take out your notes and start writing this down for a company you have an upcoming interview with.

2/ Researching the users

This section will help you anchor all your answers from a user’s POV. Every product is built for a specific group of people. The better you understand them, the stronger your interview answers will be.

User research, documented insights and proposed strategies/ features = Chance to highlight your intent, effort and skills.

Step 1 → Understanding ICPs (Ideal Customer Profiles)

Answer the following in depth.

Think about the core users of the product. Who are they? What do they care about? For example:

• Demographics: What’s their age, job title, and income level? Are they single, married, parents?

• Interests: What brands do they love? What apps are on their phone’s home screen? What do they follow on Instagram, LinkedIn, or Twitter?

• Pain points: What problems do they face that this product solves? Maybe they want a flexible rental vehicle (Zoomcar), or temporary furniture in a new city (Furlenco).

• Values: How do they spend their time and money?

Watch the concept note to identify and prioritize ICPs here.

Getting specific about these details helps you empathize with the user and understand their needs more clearly. For example, users of a service like Swiggy Instamart might be young professionals who value convenience and time-saving solutions. They likely spend a lot of time on social media and expect things fast. Knowing this makes your interview responses much more targeted and relevant.

Step 2 → About using it in the interview

If the interviewer asks how you’d attract more users to Swiggy Instamart, you can draw from your ICP research:

• Marketing pitch: Tailor your marketing efforts based on insights from user behaviour.

• Channel selection: Use what you know about where your users spend their time (e.g., Instagram, YouTube) to inform your channel strategy.

Showing that you know the users and how to connect with them will set you apart in every round of interviews

Pause again.

Write this down and make a plan to reachout to the relevant users. Post on your socials, WA groups, communities to get a chat set with the ICP for this product.

3/ Understanding the market: calculating TAM

Now, let’s talk about the market.

This section will help you understand the depth of the market for this product.

Step 1 → Calculating TAM (Total Addressable Market)

Start by listing out the ICPs and estimating the market pull. Look at data like:

• Google search volumes for product-related terms.

• YouTube video views for use-case-related content.

• Blog readership for articles covering product-related topics.

Next, assess the frequency of the problem the product solves and how many people need it. When Uber launched, they looked at premium black taxis as the existing solution in California. Though premium, there was enough volume to suggest demand for a new kind of ride-hailing service.

Finally, try to estimate how many of your ICPs exist in the target region. For example, if Uber is focusing on outstation travellers, you could calculate the number of people who fit this ICP in a city or state.

How to calculate TAM? Visit the concept video here

Step 2 → Using it in the interview

If you are asked - how would you grow the user base? back up your answer with market research. If you're discussing Uber’s growth strategy, explain the potential TAM based on your research, then suggest expansion strategies rooted in data.

This kind of analysis not only shows that you’ve done your homework but also your ability to think strategically for the business’s future.

Putting it all together

The best interview preparation comes from understanding the product, its competition, the users, and the market.

Once you have all of these insights, your interview answers will be more thoughtful, data-driven, and relevant to the company’s goals. This builds trust with your interviewer and positions you as someone who not only fits the role but can help the company scale.

Every bit of research you do helps you get one step closer to landing that role. There’s no downside to doing this, it builds you convinction in building for this category, if nothing.

Celebration fam-wins ✨

Dhruvish Thakkar (GrowthX member since 2024) joined Swiggy Dineout as the AVP for Revenue & Growth.

Featured roles this week ✨

• Product manager at Kazam, this role is ideal for a detail-oriented Product Manager with a passion for scaling products in the EV sector.

• Marketing manager at Mariana AI. You will get to work on our core business levers - acquisition and engagement. Also, have a key role in brand building with a focus on improving discovery and building trust.

• Senior growth marketer at Bright Money. For the right person, this is an opportunity to grow into or enter the leadership level at a fast-growing innovative FinTech.

Access all open roles here

Curated resources for you 🚀

• How to become a CMO? Learn from Jaimit Doshi [Global Marketing Head & CEO, Lenskart.com (Hustlr)]

• [Discussion] How long should be your resume? find out

• Top conversations this week in the community are here, to help you stay on top of your game when searching for roles/ interviewing.

• Exploring roles in the EV Sector? Learn about the ecosystem here.

• Overview from the recent online session - Shipping B2B Products.

That’s all from my end for this week!

Reply back with what are you focusing on to solve this week in your job search process, I will help you out with the right resources.

See you next week.

It’s an overly crowded job market, and hence more important than ever to get basic hygiene in place. Nailing the first impressions is critical. Over the past 2 years, we have worked with hundreds of members to help them identify, crack and thrive in their dream roles. And now, you can access all the collective learnings and resources in one place.

Introducing personal branding to help you increase your chances of getting shortlisted for a role.

We have put together a step-wise guide for you, right from cracking the accurate positioning to pitching yourself in a way that establishes relevancy for the role. Across your LinkedIn, resume, and portfolio with tonnes of specific examples relevant to your goals, find everything.

Build your personal brand

Getting to today’s edition.

We’ve all been there — staring at the blinking cursor, drafting that one cold email or message hoping it’ll unlock a conversation. But what separates a generic reach-out from one that grabs attention? Let’s learn today.

We’re diving into the anatomy of a great cold outreach message. Here’s everything we will cover -

1. Doing your homework on the receiver, company, industry, users & more.

2. Drafting the pitch to show clear value, focusing on personalisation

3. Closing it strong & making it easy for the reader to reply back

Powerpacked with insights from Leaders / Founders who are on the receiving end.

Ready? Let’s break it down.

Step 1/ Do your homework

Here’s the thing - without understanding the person and the company well, you can’t build your case. When you reach out to someone via email/ LinkedIn, you have the reader’s attention only for a few seconds, if you do not make it personalised - you are losing this game.

But how do you do it? You will find all the information by digging up on -

1. Company website, LinkedIn, Twitter, Instagram, YouTube, etc

   [Look for everything that helps you understand - Who they are, what are they building, what’s the vision, everything about the product & more.]

2. Founders/ leaders background, posts, articles/podcasts/features if any

   [Is there any common thread that you can use as a reference?]

3. Latest news about the company related to funding, product launch, announcements, etc. [Ensure you are up-to-date with the information available out there]

4. Speak to a couple of users if you can, and get to know their experience using the product. [Honestly, nothing like speaking to users, that gives you insane leverage and deeper insights.]
   Don’t have access to the users? Even app store reviews can help you with what people are saying about the product.

Personal experience: Two years back, I spoke to members of the fam including Meghna, Priyanka to learn about their experience at GrowthX, before my first chat with AP. In fact, I met Nikita offline in Bangalore, she was a Demo Day panellist at GrowthX and knew AP personally. You will see how it came together, towards the end of this newsletter.

Moving ahead, list down everything that you find out in one place. Use it when you start writing the message draft. Remember, you don’t need to force all the information in, use only what’s relevant to the person and the role. Right from the first reachout, to the interviews and then negotiation - your research will be your anchor. This helps you constantly establish the ‘why’ of building in this space & working on the product that matters to you.

Let’s also understand what the hiring managers have to share about cold reach-outs.

When we connected with him, Saket mentioned the candidate was interviewed and hired. Now, what stood out? ‘Effort the person took to find good insights and the context to show why he is interested.’

Even Vignesh Naidu, Head of Digital Acquisitions at IDFC First Bank [from GX21] said - "I get a lot of cold reachouts from candidates. There is nothing that I remember that was particularly good, most of them are the usual cover letter format asking for referral which I unfortunately don't respond to. I respond when they have done some research on both the company and me, highlighting why I should consider them. “

Do you see why and how your research sets the stage for a more meaningful conversation? See you have to understand that these folks are already getting an insane number of requests asking them for a job/ referral. If you are unable to distinguish yourself, you are getting ignored. This is why personalisation is the key.

The bottom line here is to use your research for a personalised approach when reaching out.

Step 2/ Nail the hook of the message

The first 3 lines either make or break for you, it decides if someone will continue to read your message.

The subject line is the first (and sometimes the only) thing people read. It needs to compel them to open your email. A strong subject line should be concise, relevant, and pique curiosity.

Avoid clickbait or overused phrases like "Just following up", "Quick question”, “looking for a referral”, or “Are you hiring for this role?”. Instead, you can write - Excited about [Product] and have an idea that could boost retention by 20%. Here, you’re immediately showing that you have something valuable to share.

Coming to the main content, the first line should quickly establish common ground. A compliment that shows genuine interest or acknowledgement of the recipient’s work can build an instant connection. Mention a recent post, a product launch, or a shared interest — something that shows you’ve done your homework. This approach makes the reader feel seen and valued.

Step 3/ Mention what you bring to the table

For a lot of folks, logos/brand of the companies they have worked at & the tenure of work itself is a leverage. Here, keeping it crisp helps because there’s so much credibility your profile already depicts.

But if that’s not the case for you, remember - numbers to the rescue. Here’s an example of what Shubham Mehta [Founder’s Office at EMotorad] wrote to the Founder and cracked the role.

This demonstrates your skills in the exact area that’s relevant to the recipient’s needs — it’s tangible, data-driven, and helpful.

Small personal touches can make a big difference. This not only shows attention to detail but also proves you're genuinely interested in them, not just sending a mass message. For example -

Another example is from Ambar who is currently working as a Growth strategist [GX10], he sent this cold email and got the role too.

This way, you make the outreach feel like a conversation, not a pitch.

An effective way to build trust

Sometimes, what seals the deal is proof of your expertise. You can stand out by attaching or linking your portfolio, a project you’ve worked on, or data that supports your claims. When you demonstrate you’re capable of delivering results, the reader is more likely to respond. You can simply hyperlink your proof of work document in your email saying - "Here’s a case study of how I increased lead generation by 25% for a SaaS company in three months. I believe similar strategies could be adapted for [Company]."

Step 4/ Make it easy to reply

Don’t overwhelm the recipient with multiple requests. Try to focus on a single, clear ask. Make it actionable, like setting up a quick call next week. Avoid vague requests like “Let me know your thoughts.” You can instead write - "Would you be open to a quick 10-minute chat next week? I’d love to share how my campaign optimization ideas have helped startups increase their customer acquisition by 30% in under six months."

This shows respect for their time and makes it easy for them to respond. The closing should reaffirm your ask and create a sense of urgency without being pushy. End on a strong note.

Looking back on it, I would do a bunch of things differently but that’s a learning that I have tried to sum up for you in this whole newsletter.

Putting it all together

Once your research is in place, start drafting the message - proofread, check for grammatical errors, schedule it for the right time. Also, in general the learning is - early stage founders [Series A and below] will respond faster, compared to large orgs. So identify the right person to reachout to based on the scale of the company.

Length and contents of your message should be personalised based on the receiver, role & company.

Deploy, learn and iterate. What has worked for someone else might not work for you, so don’t copy paste it as is. Use what’s relevant, build your own version and keep optimizing it for best results.

Writing a good cold outreach message isn’t about luck. It’s about understanding the person you’re writing to, offering clear value, and making it easy for them to say yes.

Celebration of fam-wins continues -

Jeetesh Agrawal (GrowthX member since 2022) is now the VP of Global Business Growth at Lenskart.com ✨

Featured roles this week ✨

• Senior growth marketer at Bright Money [An AI-driven Fintech for US consumers to manage debt]

• Marketing manager at Mariana AI [Research labs building AI models exclusively for Healthcare]

• Product manager at Kazam [Agnostic EV charging software platform building India's largest EV charging station network]

Access all open roles here

Curated resources for you 🚀

• How to analyse a head of marketing job description?

• [Podcast] Landing your dream job, Lenny with Phyl Terry

• [Events] Meet the GrowthX Fam offline

• [Discussion] What’s the core challenge with applying to jobs? find out

• [Insights] Top conversations in the community this week

That’s all from my end for this week!

If you are planning to send out a cold reach-out email/ message, send the draft and I will help you refine it.

We will work together to make sure you hear back on it!

Today, you’ll learn how to leverage data to make your resume and story irresistible to startup hiring managers / Founders.

What we’ll cover:

1. Decoding startup job descriptions, reading between the lines

2. Showcasing the right metrics, the ones that matter

3. Telling data-driven stories that help you stand out

Ready? Let’s break it down.

Before getting into it, celebrating the fam-wins -

Jaimit Doshi (GrowthX member since 2021) has now joined Lenskart as the Global Head of Marketing & CEO, Hustlr ✨

Now, getting to the topic for this week.

How to analyse a job description?

Job descriptions are often a mix of buzzwords and big expectations. But if you read between the lines, you can decide what matters and why. Before getting to the JD, make sure you understand the product and the user it’s been built for. Build enough context on the industry, only then will you be able to connect the dots.

Let’s look at an example below -

Now, after reading this what will you ideally highlight in your resume? Take a pause and think about this. A few things that should go in -

• The mention of working closely with a Founder is made twice if you have worked with Founder/ CXO Leaders previously - add that. This implies you know how to prioritize, how to make the most of the time you get with them and also how to report metrics/ insights that can further help business decisions.

• Customer insights for decision-making and building the product roadmap is highlighted. Talk about the insights you gathered that led to a decision that impacted metrics.
  For example, we spoke to ~130 users and collected insights which led to us launching the 7-day trial plan of the product, with the paid conversions going up by 12%. If you have a project where you spoke to XX number of users that led to a product development decision, mention that.

• Documentation as mentioned is crucial. Show them what you have done on this front with examples - Attach that PRD/ BRD you wrote for a product/ feature you worked on.

There’s more that you need to understand when you read a JD. How to accurately dissect the JDs and get the meat out? Find out here.

Commonly used keywords like "MVP," "scale," and "product-market fit" will tell you they want someone who’s navigated early-stage challenges before. Show relevant skills by understanding the role requirements clearly, for example -

• Getting it done: Startups want people who can get things done with minimal resources. This isn’t just a buzzword.
  If you're applying for a Growth role, mention a time you managed a campaign or scaled an acquisition strategy without much budget, focusing on creative problem-solving.

• Data-driven: Whether you're targeting a marketing role or a product role, showcase your experience with metrics like customer acquisition cost (CAC), lifetime value (LTV), or retention rates.
  For example, mention how you improved conversion rates by 20% by analyzing user behaviour data.

• Innovative: In Business roles, startups want individuals who aren’t afraid to suggest new processes or pivot strategies when needed.
  For example, you might have suggested a pricing strategy change that led to a 15% increase in monthly recurring revenue (MRR).

Understanding cultural fit

Beyond the hard skills, startups care deeply about cultural fit. Take note of the language used—words like ‘ownership, hustle, figure it out’ reflect the unique pace of startup life.

If you’re applying to a startup that emphasizes "team culture" or "cross-functional collaboration," your resume needs to reflect that you thrive in fast, often chaotic environments where adaptability is key. And not just by stating it but by highlighting any experience/ project where you showcased this.

Now, coming to metrics

Make sure you talk about what’s relevant for the role, and not have everything that you have done. Ultimately, if it doesn’t add up for the hiring manager, it won’t count.

Marketing roles:
Focus on metrics like channel efficiency, traffic to conversions, and customer acquisition cost (CAC). For instance, if you were responsible for a marketing campaign, explain how you optimized channels: "Increased channel efficiency by 15% by reallocating budget to high-performing channels, leading to a 10% improvement in traffic-to-paid conversions."

Product roles:
The emphasis should be on metrics that tie to revenue impact. Talk about how your product initiatives contributed directly to revenue growth. For example: "Implemented a feature that increased user retention by 15%, translating to an additional $200K in annual recurring revenue."

Growth roles:
For growth roles, focus on metrics such as customer acquisition and funnel optimization. "Optimized the sales funnel to increase conversion rates by 20%, leading to a 25% increase in new customer acquisition within six months."

To stand out, make sure your resume, portfolio, or cold reachouts align with role-specific data. Not every metric is relevant for every role, so ensure you add what matters.

Sometimes, especially if you’re transitioning into a new role, you may not have direct data to present. Here’s how you can estimate or get the data:

• If you’ve worked in cross-functional teams, ask your manager or colleague about the business impact of your work. For example, “I contributed to X project, what did that mean for our user growth or revenue?”
  Ensure no matter which role you are in, your focus is on knowing and defining the impact your work drives on the end goal for the business.

• Let’s say you worked on a website redesign as a product manager. You may not know the exact numbers, but you could estimate:
  Redesigned the checkout flow > resulted in an estimated 15-20% decrease in cart abandonment based on similar industry benchmarks > based on AOV what’s the impact that had on revenue can be calculated.

Finally, data-driven storytelling

Once you have listed everything down, time to put it together in your resume/ cold reach-out messages. Here your depth of understanding about the user, product and market is very critical.

For example, If the startup is a fintech company offering small business loans, you could say: I’ve been following your product’s growth in enabling small businesses to scale faster through accessible loans. With my experience in improving user flows in a fintech app, I believe I can help drive your user acquisition and retention further by optimizing loan approval processes.

Highlight and show that you know what you are trying to get into, you understand the business and the industry. Do this with a project you have worked on in the previous org, a personal project you have built out or a freelance/ consulting role in which you solved a relevant problem will work. Your proof of work is what helps you give the hiring manager confidence in your work & skills.

Especially in resume/ cold reach-out messages, your work is doing the talking before even you get a chance. Start with adding the ones that you built during immersion at GrowthX, here’s how.

Building focused projects (on the specific company/ product) always helps. And here’s a full-blown course on how you can build one -

1. Aiming for a product role, enrol here.

2. To crack a marketing role, get started here.

When you have this all, how to tell a compelling story and build the right narrative. How to talk about yourself to drive curiosity, how to make it matter to the other person - learn here. This is also the most critical part where things make or break. Learning this will help you cross- -

1. The first call with a hiring manager/TA

2. Offline networking events that you go to

3. Cold emails/DMs that you send out, and more

Making data accessible

Startups move fast, and their decision-makers don’t always have time to dive into complex data. Make sure your numbers are clear, digestible, and aligned with their goals. Avoid overwhelming hiring managers with too much information—focus on what’s most relevant and impactful.

Break it down: “Increased customer retention by 25%, leading to a $200k increase in ARR within 6 months.”

Here’s how you can communicate your craft & experiences impactfully. There’s a way to do it right, and you can learn it too.

Putting it all together

When you tie everything back to the data, you’re not just showing that you’ve "done the work"—you’re proving that you know how to make a measurable difference. That’s what startups are looking for. They don’t just want someone who understands their world; they want someone who’s going to move the needle.

Your job, when applying to a startup, is to show them exactly how you’ll do that.

So block some time this week to get this done.

Featured roles this week ✨

• Brand & PR Head at Coverfox [Insurance]

• Growth Manager at Dodo Payments [Finance]

• Growth Marketer at d’you [Beauty & personal care]

• Brand Manager at Youneek Pro Science [Personal care]

Access all open roles here

Bonus tip:

Increase your chances of getting shortlisted, here’s how -

1. For cracking any product role

2. For transitioning into marketing roles

You just need to block 60 mins this week to get this done.

Curated resources for you 🚀

• Story-telling 101 - The Dan Harmon story circle

• Thoughts on TAM by Sajith Pai, VC at Blume Ventures

• How to think about your career?

• Stay on top of your game with insights exchanged by the fam this week.

• Prep for any interview in just 5 minutes with these Interview cheatsheets

These small, yet impactful steps will make a lot of difference the next time you apply for a role. Action on it, learn and iterate.

Reply back to send your resume for a quick review and I will share feedback with you.

See you next week!

You’ve been applying for product roles—dozens of them. And the replies? “Your profile doesn’t fit,” “We’ve decided to move forward with other candidates,” or worse—no response at all. Sound familiar?

Here's the truth: your resume isn’t the problem. The real issue is that you’re not showing them proof of what you can do. Your skills aren’t just words on paper—they're solutions to real problems. The idea of making portfolios to show past projects, case studies, and personal work is common among designers/ creators. But in recent years, it’s been on the rise among operators and leaders across growth/ product working in tech companies.

Why is this happening?

It’s simple: You’re essentially the product in today’s job market. Your proof of work is a unique leverage you have to show the skills you have and your portfolio is a personal website, an interactive experience that sells you.

• It builds trust
  Hiring managers don’t want promises; they want proof. Your proof of work/ personal projects shows what you can do.

• You stand out
  Resumes are everyone’s way of applying. But a polished portfolio? That sets you apart from the hundreds of applicants hiring managers scroll through daily.

• It showcases real skills
  Skills listed on a resume are just words. But your proof of work puts those words into action. It demonstrates what you can accomplish using those skills.

What you’ll learn today -

#1 How to choose the right project?
Not all projects are relevant & impactful. We’ll guide you on selecting one that showcases the skills that matter most for your next role.

#2 Building the proof of work
More than just creating something for the sake of it. You’ll learn how to build proof of work that’s relevant, impressive, and directly aligned with the jobs you’re targeting.

#3 Creating a solid portfolio
Your personal website doesn’t need to be flashy, but it needs to communicate value. Learn how to put together a compelling portfolio that gets noticed.

Understand what is Proof of work

Proof of Work (POW) in product management is all about showing what you can do. It’s not just about listing skills; it's about demonstrating them through real work.

If you have proven experience in product management, the proof of work will be a way to show how it translates to the product/ company you are applying to. If you don’t have any product experience, proof of work is your chance to show how your existing skillsets can add value to the role.

A great proof of work consists of four core elements:

1. The right and realistic problem statement: This isn’t about guessing. You need to identify a real problem by doing user, product, and market research. Carefully dissect the job description (JD) to understand what issues the company needs to solve, then tailor your proof of work around that.

2. Clear context setting: What does your strategy or proof of work solve for? Define the goal accurately. Set measurable objectives—use numbers where possible. The more clarity you offer, the more impressive your proof of work becomes.

3. Pack it with insights: Don’t just share assumptions and solutions. Add deep insights that the hiring manager probably doesn’t know. Your proof of work should add value and showcase your ability to dive into product details.

4. Format it well: Your proof of work needs to be easily consumable and engaging. If the reader can understand and summarize your work effortlessly, you’re much more likely to get that interview. A clear format increases your chances of landing a chat with the hiring manager.

Who should consider building it?

Now, Let’s get to work.

Step 1/ Set your goal & identify the skills needed

Before building your proof of work, take a moment to define your career goal.

1. Aiming to transition into a new function/ industry?
   for example, going from a business/ strategy role to a product role, with no previous product experience

2. Advancing in your current role?
   for example, going from APM > PM > SPM roles.

Once the goal is clear, pick projects that are relevant to the roles you want.

For example, If you’re targeting a fintech product role, align your projects around core competencies like risk analysis or compliance. Your goal is to show that you can apply your product skills to specific fintech needs, like handling large data sets securely.

Understand the landscape of a product role, narrow down your strengths that overlap with the requirement of the role - and double down to ensure they shine through in the project.

To understand this better, you can refer to this module

Step 2/ Pick the right project to build

The proof of work you build has to be relevant to the role you are aiming to crack. Looking at the JD of the role to identify the potential problem statements you will solve in the role, will give you leverage to choose the right one.

Everything you need to know about this is here.

Note: If you are aiming to send your proof of work to a potential hiring manager/ Founder, it’s best if you have built it on the same product/ parallel product with the same ICP. This allows them to establish relevancy between what you are showing and how you will fit in.

Here’s a zoomed-out view of how your GrowthX projects can be used depending on the role you are transitioning into -

Note: In the part where it says Capstone project, you can build one independently by picking the companies on top of your wishlist. Abhinav did exactly that here, it’s a mini version of the Capstone project at GrowthX that highlights all the relevant levers.

Most importantly, add projects that you have personally worked on instead of adding group projects where you have handled one of the many parts.

Step 3/ The starting point

It can be overwhelming to understand where to begin, knowing what’s right and what works. After speaking to 20+ hiring managers/ leaders in Product, we have learnt what they look for in a proof of work before going ahead with the candidate. These learnings have been collated and simplified for you below.

We have built the blueprint that will allow you to get started, you can use it for -
1. User, product, market research
2. Product teardowns
3. Feature suggestions/improvement
4. UX Design solutions & more

Find them all in here.

When building a proof of work, doing it on the specific product you are applying for always helps. Abhinav Jain, Director of New Initiatives at PocketFM built this project, it helped him get prioritized amongst other potential candidates, and you can directly hear from him to learn.

Even, Ashish Mundra, Product Manager at Zerodha Fund House put this together when reaching out to the hiring manager.

How you should approach picking the project -

If you are aiming to crack a role in fintech, dive into a product teardown of a digital bank. Analyze user flows, suggest improvements to KYC (Know Your Customer) procedures, or explore new ways to enhance transaction security.

Important: Your proof of work is your way of going the extra mile to show your intent, effort and most importantly - skills! Don’t do a half-hearted job here, by spending just 2-3 hours on it or using AI tools to generate it. That will do more harm than good, on your application and personal brand too.

Step 4/ Putting it together

A messy presentation undermines the entire point of building it in the first place. You don’t need to be a designer, but you do need to make sure your work is clean, structured, and easy to navigate.

Once you have built a few case studies/ proof of work projects, you can bring it all together in a portfolio. And to start with, you can build this on Notion. Here’s how Aamir from the GrowthX fam built one (helped him crack a role at Toplyne).

Presenting your work well is an important part too, it’s the first touch-point for anybody before even they get into the specifics of what’s built.

1. Here’s how you can build a solid portfolio to highlight your proof of work.

2. Ensure your personal brand across LinkedIn is on point too, use this to revamp. Hiring managers will always visit your profile when you reach out to them, make sure it is in sync with your portfolio.

3. Here’s a list of 200+ portfolios that you can take a look at for inspiration [Curated by Aakash Gupta]

Coming back to why put so much effort? 💫

Submitting your resume alone is a surefire way to get lost in the crowd. When you’re reaching out to hiring managers or founders, lead with your proof of work. Reference specific projects that solve problems they’re already facing. Show them you’ve already done the job they need someone to do.

Now, addressing the most obvious questions you would have - how much time should I put into building one, how many projects should I build, what if I don’t hear after sending it out?

How much time should I put into it?
Here’s a reality check. There’s no perfect answer to how much time you should spend on building proof of work, but this is not a shortcut. It’s an investment in your career—not just for landing a role now but for the long haul. Whether you're trying to crack a product role, take on consulting projects, mentor early-stage founders, or build a team in the future, your proof of work becomes your weapon.

How many of them should you ideally build?
The answer isn’t just about quantity; it’s about quality. Start with one or two well-crafted projects that align with the roles you’re targeting. These should be detailed enough to demonstrate your depth, yet concise enough to be easily digestible.

As you progress in your career, keep building. Over time, create a diverse library of projects that showcase your growth and ability to solve different types of problems.

What if I don’t hear back?
Distributing the portfolio is a whole different skill on its own, we will cover that ahead in upcoming editions. Remember that there’s no downside to building a portfolio. Even if you don’t immediately get responses from hiring managers, your portfolio remains an asset. The work you’ve done can be reused, refined, and repurposed for future opportunities. It’s not just about getting a job today—it’s about setting yourself up for long-term success.

Featured roles this week ✨

• Lead Product Manager at SmartQ [Hospitality]

• Brand & PR Head at Coverfox [Insurance]

• Brand Manager at Youneek Pro Science [Personal care]

• Growth Manager at Dodo Payments [Finance]

• Product Marketing Manager at Saras Analytics [Technology]

Access all open roles here

Curated resources for you 🚀

• Insights from the GrowthX Fam across Meta ads, content marketing for Series A startups & more.

• How to build your portfolio website?

• Everything personal branding - LinkedIn, Resume, Portfolio & more

• 10+ Interview cheatsheets, to revise and practice on the day of the interview

• [Event] Succeeding in B2B SaaS with Harsh Jain, product leader turned Founder

Focus on building as much leverage as possible, when the right opportunity arrives you will have all that it takes to bag it.

Block two hours this week to start building your proof of work. It could be the difference between continuing the job hunt and landing your next product role.

Need help to start? we are here for you. Book a quick chat here. 💙

Before getting into this, apologies for not sending last week’s edition out - to compensate for that, we will send you two power-packed reads this week. Consistency is everything, for you and us both. Thank you for reading!

Over the years, we’ve cut through a lot of irrelevant advice to uncover the strategies that just work. After working with thousands of members on cracking their dream roles and helping hundreds of companies like Zerodha, CRED, Plum, Rocketlane, Lenskart hire top talent from GrowthX, we’ve seen both sides of the process. We’ve come to understand what helps candidates stand out and land the roles they want. And today, we’re passing on that knowledge to you.

At its core, getting a job isn’t about flooding the market with resumes—it’s about making a compelling case for your value.

Like any good sales process, there are steps involved, and we’re going to break it down in an actionable, results-driven way.

The bottom line:

• Focus on what will convince employers, put yourself in their shoes. Ask yourself ‘So what?’ for everything you will tell them.

• Demonstrate your ability by building proof of work or addressing the company's problems before the interview.

• Set daily goals or partner with someone to keep your job search momentum strong. Momentum is everything.

• Most importantly, as you go from early » mid-senior » leadership, the game becomes about referrals.

Read ahead for practical steps to take control of your job search, make meaningful connections, and ultimately land that offer.

Here’s what we’ll cover:

• Search for the right role (leads)

• Cracking the interview rounds (conversion)

• Negotiating the offer

The key throughout is to see things from the employer’s perspective and do whatever will resonate with them the most.

Stage 1: Finding opportunities

A job lead is anything that might turn into a potential opportunity—a position you can apply for, a connection who knows of an opening, or even a freelance project that could lead to paid work.

40% of employers hire fewer than 1 in 10 candidates they interview. This means rejection isn’t personal; it’s just part of the process.

Four major channels that work when it comes to finding the right role -
1. Career pages [on company website]
2. Job Board [LinkedIn & more]
3. Cold DMs
4. Referrals

The most effective way: Referral

As you go towards leadership roles, companies prefer to hire someone they know or someone recommended by a trusted source. If you were hiring, which would you trust more: a recommendation from a colleague or a stack of 200 resumes from strangers? Referrals make the hiring process easier and increase the chances of finding a good fit.

But who you ask for a referral is critical. It definitely cannot be someone you have never interacted with/ worked with. This is why putting yourself in places where you get to build relationships, work on shared projects, add value to discussions and help solve someone’s problem at work is critical. When they know you and have seen you contribute and solve - the chances of them putting their reputation on the line by recommending you to be hired for a role increases.

More than competency

Hiring managers often have limited information when hiring and are looking for more than just competence; they want someone who fits the team’s culture and meets the specific needs of the role.

At every single step and touchpoint, you have to communicate your intent and let your effort shine.

Small effort goes a long way - a leader with 10+ years of experience, while appearing for a Head of Marketing interview round with the Founder of a Series A startup put his Zoom background with the company’s logo in the frame. This helped him start the conversation on a warm note, and they fast-tracked his application. (More on this when he joins them next month)

Stage 2: Prepare for interviews

This is the most critical step, yet neglected by most.

Interview success = 70% Structure + 30% Practice

Exclusive access for GrowthX Members:

Everything you need for your interviews is co-built with members from the fam who have successfully cracked these growth roles.

• For cracking product roles

• Crack a marketing role

• Crack any growth role

Building confidence is the key. Prepare for interviews from day 0 of your job search process, not just a day before the interview. It takes multiple rounds of mocks, getting critical feedback and having a command over solving any problem that gets thrown at you. Basically, knowing the structure to solve.

Ask thoughtful questions that show your interest and willingness to solve their problems. Employers are looking for someone who isn’t just qualified but who’s a good fit for their team and culture. Use your interview as an opportunity to demonstrate that fit. For example, let’s say the role you’re applying for requires a lot of cross-functional collaboration. Ask about the team dynamics, the kind of problems they typically face, and how you can help solve them. Showing that you’ve done your homework and that you’re eager to contribute is a game-changer.

Stage 3: Negotiating your worth

Negotiating your salary as a leader involves more than just discussing numbers; it’s about aligning expectations, demonstrating your value, and setting the stage for a mutually beneficial partnership.

1/ Approach the negotiation with confidence

When you’ve verbally accepted an offer but need to revisit the compensation package, it’s important to communicate with clarity and confidence.

Confidence signals that you know your worth and are serious about the role. It sets a professional tone and underscores your commitment to making a significant impact.

You can say “I’m enthusiastic about the opportunity to work with [Company Name]. After reflecting further on the offer, I believe it’s important to revisit the compensation package to ensure it aligns with my experience and the value I aim to bring.”

2/ Emphasize Long-term commitment

As a leader, you’re looking at a long-term partnership with the company. Make it clear that your focus is on contributing significantly over the next few years.

Leaders are expected to drive substantial growth and impact. Demonstrating a long-term perspective shows that you’re committed to investing in the company’s future, not just seeking immediate gains.

But do this only if you are truly invested in the product, mission and the industry. The ecosystem is too small and any evil move will come back in some way or the other, so ensure you act responsibly through the negotiation chat. Highlight what you truly mean and feel without sugarcoating it to offer benefits only.

Sample Approach: “I’ve been carefully evaluating my next career move, aiming for a role where I can stay and contribute meaningfully for the next 3-5 years. I’m eager to bring my expertise to [Company Name] and be a part of its growth journey.”

3/ Highlight your value and previous compensation

Discussing your previous compensation should be done tactfully, focusing on how it reflects your value and experience rather than just a comparison.

Addressing your past compensation helps set a baseline for your expectations, especially if you’ve felt undervalued. It’s essential to frame it as a reflection of your experience and the market value you bring.

This can help - “In my current role, I have felt that my compensation does not fully reflect my contributions and market value. Given my experience and the impact I’ve demonstrated, it’s crucial that my new compensation aligns with my expertise and the value I will bring to [Company Name].”

4/ Keep the focus on mutual benefits

Frame the negotiation as a partnership where both parties are making a bet on future success. Avoid over-justifying or excessive focus on personal needs.

How does it help? Highlighting the mutual benefits of the arrangement reinforces the idea that you’re committed to contributing to the company’s success, which aligns with the company’s goals and expectations.

Always end by saying, “I see this as a mutual commitment. My goal is to focus on solving key challenges and driving growth. Ensuring that the compensation package reflects both my current value and future contributions will enable me to dedicate my full energy and expertise to the role.”

Very Important: These steps will only help and make sense if you truly belive in it. Just using this for the sake of getting a number will not work.

It’s a fairly small ecosystem, ensure you do what’s morally right.

Featured roles this week ✨

• Brand & PR Head, Coverfox | Insurance

• Growth Manager, Dodo Payments | Fintech

• Product Marketing Manager, Saras Analytics | Technology

• Marketing Ops, Rockletlane | B2B SaaS

Access all open roles here

Curated resources for you 🚀

• How to quantify your resume

• Getting into VC

• [Event] Decoding a career in Marketing with Head of Marketing, Ampverse.

• [Book] Crossing the Chasm, recommended for those building in B2B space

• Top discussions - evaluating creative agency’s performance, landing pages, US entity registration & more.

Job searching isn’t easy, and there’s no one-size-fits-all formula. But by taking a strategic approach—one that’s focused on building connections, proving your worth, and staying resilient—you’re already positioning yourself ahead of the pack.

Until next time,
Kshitija

P.S. What do you want us to cover next? Hit reply to share.

What got you an offer a year ago might not work today. The talent market has shifted, with over 1,000 applications for every role posted on LinkedIn. Recruiters, hiring managers, and founders are overwhelmed with resumes and requests.

We spoke with GrowthX members who secured roles in the last six months, and here’s what they shared:

• Applications: 100

• Responses: 15

• Interviews: 4

• Offer: 1

These numbers come from a Product Manager with 6 years of experience in Fintech. Similar stats apply to those targeting growth or marketing roles.

Why Your Efforts Might Be Going Unnoticed

1. Applying to irrelevant roles
   Your resume or LinkedIn profile doesn’t clearly show your fit.

   • Example: If you’re a growth marketer applying for a data analyst role, your resume needs to reflect relevant analytics experience.

2. Weak pitch
   Poor choice of projects and weak articulation.

   • Example: If you led a successful campaign, highlight the measurable impact, like “Increased conversions by 30%.”

3. Reaching out to the wrong person
   Contacting someone who isn’t the right decision-maker, using the wrong channel, or at an inconvenient time.

4. Lack of clear expectations
   The reader doesn’t understand what you want from them.

   • Example: Instead of saying, “I’m interested in opportunities,” be specific, like “I’d love to discuss how I can help with your next product launch.”

Now, you might be putting in a lot of effort too but putting that effort into the right things is very critical.

Sharing an effective strategy to get a response for your cold DM/ emails.👇🏼

Step 1: Hygiene check

Ensure your LinkedIn profile is up-to-date with relevant information about you - experiences, skills and a story (about section) that gets the reader curious. Think of yourself as a product, and ensure the user (here a potential recruiter) gets delighted at every single touch point.

You need 60 minutes of focused time to get this right -
1. LinkedIn profile is set, everything you need is here
2. Resume exactly matches the requirements for the potential role, here’s how.

Bonus:
If you are aiming to get into product roles [APM, PM, SPM, Product leader] -
1. Here’s a goldmine for you with lots of examples
2. Customize your LinkedIn profile to make it relevant for product opportunities.

Recommended:
Go ahead and build a personal website to elaborate on your experience, projects, case studies/ proof of work. Refer to this thread where GX members have shared the links to their personal websites.

Step 2: Research

Most companies (unless in stealth mode) have a lot of information online. Use this to your advantage:

• News & Blogs: Read articles featuring the founders or key leaders to understand the company’s vision and milestones.

• Podcasts: Listen to episodes where leaders share their journey and approach.

• Social Media & Websites: Look at the company’s latest updates, culture, and customer engagement on LinkedIn and Twitter.

• Funding Articles: Check out platforms like Crunchbase for insights on recent funding and strategic direction.

Before sending a cold DM, do your homework.

User insights:
Speak to at least 10 users to learn about their experience.
For example, if you’re targeting a fintech company, reach out to users on Reddit or review platforms to gather insights on their satisfaction levels and suggestions.

Product exploration:
Go through the product flow multiple times. Observe every touchpoint and document your findings.

Market analysis:
Understand the product’s market size, competition, and the overall industry landscape. Use tools like Statista for a detailed analysis.

This approach helps you:

Tailor your communication:
Use the insights to customize your messages, pitches, and interview answers. For example, if you notice a missing feature that users desire, highlight how you can contribute to addressing this gap.

Build conviction:
A deep understanding of the company’s mission and vision lets you decide if this is the right opportunity for you. If you’re not excited about the mission, it might be time to reconsider.

Now, it comes down to story-telling and selling yourself well.

Step 3: Your pitch

Step back and consider the JTBD for both sides:

• You (the candidate): Aiming to find the perfect role to learn, grow, and create impact.

• The interviewer: Searching for exceptional talent to take ownership, add significant value, and consistently grow within the team.

Getting shortlisted: a zoomed-out perspective

Think of yourself as a product. To create an impactful pitch, consider:

Your audience: Who are you pitching to?
Example: If you’re reaching out to a tech startup, your pitch should focus on your innovative and tech-savvy side.

The channel: Which platform are you using?
Example: On LinkedIn, showcase your professional achievements;
on Twitter, highlight quick insights.

The pitch’s purpose: What’s the outcome?
Aim to spark interest and build a connection, not just get a job offer.

Crafting your pitch

• List all personal and professional experiences.

  If you’ve led a team to a 30% sales increase in a previous role, mark this as relevant.

• Identify the most relevant points for your audience.

  If pitching to a startup, highlight your experience in 0-1 problem statements, thriving in ambiguous situations.

The three segments of your pitch

1. Hook:
   Start with a one-liner about the recipient’s recent achievement.

   “Congrats on your Series B funding round! I’ve been following your journey, and it’s impressive.”

2. Meat:
   Focus on major data points and the value you can add.
   “In my last role, I led a team that doubled our user engagement in six months.”

   Tip: Include metrics showing your past impact, like “Increased customer satisfaction by 25%.”

3. Climax:
   Share a personal insight or unique fact about the company.

Finalizing your pitch

Read your pitch out loud and make necessary tweaks. Avoid making it a one-size-fits-all template. Keep refining based on responses.

What to avoid in cold reach-outs

1. Don’t Attach Your Resume: It often gets ignored or redirects you to a career site.

2. Avoid Starting With ‘Looking for a Role’: Focus on your passion for solving problems and adding value.

3. Limit the Use of ‘I’: Make the message about your potential contributions rather than solely about yourself. Talk about team wins, instead of showing everything was done by you alone.

Step 4: Your proof of work

Imagine this: You’re in an interview, and the interviewer asks about your experience with user engagement. Instead of a generic answer, you pull up a case study from your portfolio that showcases how you led a feature enhancement that improved user retention by 20%. You walk them through:

1. The Problem: Declining user engagement.

2. Your Solution: Implementing a targeted feature.

3. The Process: Detailing the steps taken to implement the solution.

4. The Results: A 20% increase in user retention, supported by data.

This strategy not only turns the conversation in your favour but also makes you a memorable candidate.

Samik Bhattacharya Landed a Growth Lead Role at Medmastery, [GrowthX member since Feb 2024, Prev Marketing Lead, Clinikk]
Here’s what he has to say about using proof of work -

Proof of work helps you drive the interview.
I steered the questions to my advantage because of the strong talking points. Ended up asking them more questions based on my research, and that shifted the conversation my way.

Here’s an in-depth module to help you get started. This covers -

1. Setting your goal

2. Identifying the right projects to work on

3. Templates to build proof of work

4. Building a portfolio to showcase the work

Recommended:
When building a proof of work, doing it on the specific product you are applying for always helps.

1. Abhinav Jain, Director of New Initiatives at PocketFM
   Member since Feb 2022 built this project

2. Ashish Mundra, Product Manager at Zerodha Fund House
   Member since April 2023 put this together to send in his cold reach out.

Step 5: Don’t hesitate to follow-up

When sending a cold DM or email to a hiring manager, follow-up is key. After your initial message, don’t be discouraged if you don’t receive an immediate response. Hiring managers are often busy, so be prepared to follow up until you get a clear reply.

However, with every follow-up add value and share more insights/ information about you that is not already disclosed.

Be Responsive and Engaged

Throughout this process, ensure you’re responsive to any replies or updates you receive. Quick and thoughtful responses convey your enthusiasm, which will increase your chances.

Step 6: Prepare and practice

You’ve done the hard work with your cold outreach; now, make sure the first call reflects your pitch accurately. The first call is your chance to ensure your pitch matches who you are

Start with why you’re excited about the company and the industry, just like you mentioned in your outreach. Be prepared to talk about how your experience makes you confident about solving the challenges, and share any specific ideas you proposed earlier.

Here’s everything that you need to prepare for any first Interview call.

Featured roles this week ✨

• Growth Marketing at d’you [Consumer Goods]

• Product Manager at Foxtale [Consumer Goods]

• Product Manager at Parentune [Technology]

• Marketing Ops at Rocketlane [B2B SaaS]

Access all open roles here

Curated resources for you 🚀

• Insights from the GrowthX Fam across Referral, offline, and WhatsApp marketing

• Proven strategies for cold reach out, insights from Principal PM at BrowserStack

• Foundations to learn the fundamental pillars of business growth

• How to get Interviews

This is your blueprint for securing interviews. You can modify it to fit your unique style and strengths. The key point to remember: stop sending resumes —start pitching yourself like a seasoned professional. Approach it like a strategic campaign, and you'll see results. You've got this in the bag!

Until next time,
Kshitija

P.S. What has been your major learning with cold reachouts? Your insights and strategy can help someone find their dream role.

You can simply reply back, we will include it in next week’s edition.

Imagine spending half your life doing something you don't love. Sounds absurd, right? Yet that's exactly what most of us do. We're not just talking about a job here—we're talking about a 40-year marathon called a career. In this edition, we're breaking down the process of finding your dream career into actionable steps. But first, let's talk about why this matters.

The brutal truth about career decisions

Most of us spend 40 years working. That's more than half our lives. Yet, how many of us actively choose our career paths? Too often, we find ourselves running away from what we dislike rather than towards what we love.

But let's be real - finding that perfect fit isn't easy. It requires introspection, courage, and sometimes that leap of faith.

Paul Graham wrote about “How to do great work” and I want to start by sharing something he wrote.

Four steps:
One, choose a field.
Two, learn the field.
Three, notice gaps.
Four, explore promising ones.

It's essential to work on something you're deeply interested in. Interest will drive you to work harder than mere diligence ever could.

Now, coming to the part of figuring out this path for yourself.

There’s a visualization exercise we do with members who are figuring out what next. And that has led to the most rewarding outcomes, one of which is -

Conversations with Arnima started back in January, she had just completed immersion then.

Context: [Screenshot below] She had a clear goal & wanted to build a path by identifying skills gaps, setting milestones and defining step 1 of getting closer to the goal. What stands out in the context she shared is thinking about long-term career bets before getting to the ‘what’s the immediate next thing to do’.

And not just one, but hundreds of members have been able to identify a fulfilling career path. See, at GrowthX it is never about a job switch/ salary hike, it’s about truly identifying what brings you joy and compounding on it.

Sharing fundamentals that helped Arnima, Sachin, Anirudh and a hundred other members find work that truly brings them joy. Hoping it does for you too. 👇🏼

Step 1: Ask yourself the hard questions

Think back to your first job. How did you get into it? For many of us, family, friends, or even neighbours influenced this decision. They made similar choices, so we followed suit. This is a pattern—mimetic behaviour. We often do what others around us are doing without thinking if it’s what we want.

Take a pause. Ask yourself if what you’re doing right now was your choice, or if you just followed others. Start by questioning why you want what you want.
Things will become clearer.

Step 2: Envision your 5 year future

Without having a clear goal, finding a roadmap to get there is impossible. But when you take time to write down where you want to be in 5 years—both personally and professionally—you can work backwards and create a path to get there.

Why do we avoid long-term goals? ⚒️

It’s natural not to think long-term. Here’s why:

• What if it does not work out? Then?

• Believing it’s impossible & can’t happen.

• We like to play safe, & figure it out as we go.

• There’s no time to slow down & think about 5 years.

• Change is uncomfortable, and thinking long-term forces it.

Exercise: vision-setting ☕️

You might hesitate to do this, and that’s okay. Take a deep breath. Find a comfortable place, a safe space. Block out distractions, and get started. This will be liberating, I promise.

Before you get into the flow, I want you to listen to this -
Steve Jobs' 2005 Stanford Commencement Address

Take out a pen and paper, write down everything that comes to your mind when you think of your 2029 self - both personal and professional.

Here’s a quick template that you can duplicate. But please don’t restrict yourself to just this, add whatever you can to have your own guiding framework on -choosing the right role, the right company, the right opportunity. Next time you are at the crossroads of making a decision, this will be your source of truth.

And most important: Be honest—this is about you.

Step 3: Chart your path

Now that you know where you want to go, it's time to work backwards. What steps will take you closer to your goal each year?

This process will evolve. You’ll learn and grow, and you’ll find ways to accelerate certain things at the right time.

This isn't about creating a perfect plan. Think of it as your internal compass, guiding you towards meaningful opportunities.

It’s less about checking off specific milestones and more about making sure you’re heading in a direction that feels right and meaningful. It pushes you to take leaps you might not otherwise take, driven by a vision that excites you.

Know the tradeoff

Early on in your career try different things to find the one that resonates most with you. Then as you go towards mid-senior and leadership roles, go deeper into what excites you and build your leverage.

Here’s something I would recommend you to read, for better understanding.

Featured roles this week ✨

• Growth Marketing at d’you | 💰 Up to 18LPA

• Product Manager at Foxtale | 💰 Up to 30LPA

• Product Analyst at AB InBev | 💰 Up to 20LPA

• Growth Marketing at Nxtwave | 💰 Up to 18LPA

Access all open roles here

Curated resources for you 🚀

• Consume these insane threads

• How to do great work?

• How to get shortlisted for a role?

• Build a solid introduction pitch

• How to find your dream role?

Careers are long—at least 40 years. Remember, finding your dream career is a journey. It's about progress, not perfection. Keep exploring, keep learning, and most importantly, keep growing.

Until next time,
Kshitija

P.S. We'd love to hear your story. Reply to this email with your biggest career realization. Your insight might just be the wake-up call someone else needs.

Every week, we will bring you a topic that will help you think better about your career progression & we will bring these after learning from 100s of GrowthX members we speak to every single month.

Onto today’s piece - cracking resumes.

Resumes are important, yet they are often the most neglected. After speaking to so many members every week who want their resumes reviewed - we have core insights on why a resume is/isn’t shortlisted.

The most common resume mistakes —
- Using the same resume for every role.
- Listing tasks w/o impact. No numbers.
- Readability, visual presentation, & grammar
- ChatGPT to write the entire resume

Resumes = the professional you in 7 seconds.

JTBD is to -
1. Establish relevance for the role.
2. Highlight your fit Vs the role requirements.
3. Show who you are, what you've achieved, and where you've thrived.

Plus, resumes are looked at every single interview round that you go through for a specific role. It’s not just to clear screening but also to set the right odds in each round.

5-step framework to resumes.

Based on resumes that have helped members crack roles at CRED, Zerodha, Google, Flipkart, Licious, Meesho & 100+ more. Trust the process 💙

Step 1→ Understand the Job Description

We covered this in the last week’s edition. Reading between the lines of a JD is key to learning what the hiring manager is thinking. Plus, you can watch the live demos of how to analyse a Job description by AP on ELEVATE.

Knowing the role well is the key to understanding what your pitch will be, helps you tailor your resume and make it relevant to the pain points the company is trying to solve.

Access them here

Step 2→ Show the Impact

There's no substitute for showing numbers & metric impact from past roles. Some examples from GrowthX members who secured roles at CRED, Licious & HROne with these resumes 👇🏻

Step 3→ Add Proof of Work to build trust

Built a product & launched it? Have you designed a launch strategy? Have an onboarding teardown? Solved retention in the last role? Solved free to paid user journey? Increased ARPU? Add it under the proof of work.

The GrowthX Immersion & CRAFT proof of work will come in handy. The hiring manager for a critical role will always skim through it - worth doing this step. AP wrote a whole blog about it, you should give it a read.

Building POW, read here

Step 4→ Don’t mess up the basics

You have the data and proof of work, but if the reviewer struggles to read your resume, it's a problem. 6 out of 10 resumes have mistakes across —

Font style, size, colour, line spacing.
keep it standard. Here are a few templates.

Length - No more than 1 or 2 pages.
Every 10 years of work ex should be 1 page.

Grammar - run it through Grammarly.
Check for spelling/punctuation errors.

Clear & concise language.
No random sentences.

Curate your resume for the role.
You will truly stand out - it’s worth it.

Layouts - use basic layouts.
No fancy stuff. No design competition.

Step 5 → Send your resumes for the right roles.

Ensure your profile aligns at least 70% with the role's expectations and requirements. Applying without fitment can do more harm than good. Imagine the same company finding your resume across every role they have open. - they will feel you are not thoughtful - ATS will catch this multi-role application and is most times a soft red flag.

Now, this feels like a lot of work.

Gone are the days when a template or ChatGPT version would suffice. What worked until 2023 won't work now. The demand and supply of roles is skewed, an average role receives 1000+ applications.

Featured roles this week ✨

• Product Manager at Foxtale | 💰 Up to 30LPA

• Growth Marketing Manager at The Pant Project | 💰 Up to 24LPA

• Product Analyst at AB InBev | 💰 Up to 20LPA

• Growth Marketing at Nxtwave | 💰 Up to 18LPA

• Access all open roles HERE

Visit Job Board

That's it for this week. See you in the next one.

Got something on your mind? Want to talk? Just hit reply.