ISB Letter of Recommendation Questions
Q2. How does the applicant’s performance compare to that of other well-qualified individuals in similar roles?
Q3. Describe the most important piece of constructive feedback you have given the applicant.
Q4. Is there anything we should know?
ISB Letter of Recommendation Example – 1
1)Is there anything about your ratings on which you would like to comment? (Optional – Word limit 500)
I hereby declare that all the answers and ratings given in this recommendation letter are true and correct to the best of my knowledge, interaction, and professional experience with the candidate. I have carefully evaluated Dev’s capabilities, performance, and potential over the years, and I stand by these assessments with confidence. Throughout our professional relationship, I have witnessed his steady growth, adaptability, and ability to consistently deliver high-quality work even under challenging circumstances. The ratings reflect his exceptional technical skills, leadership qualities, and commitment to excellence, which I believe will enable him to succeed in a rigorous MBA program and beyond.
2)Please provide a brief description of your interaction with the applicant. (Word limit 500)
Dev and I have worked closely together for over three and a half years at Capgemini, primarily on a complex US retail digital transformation project. In my capacity as his immediate supervisor, I was responsible for monitoring the quality and timeliness of his deliverables. Our interaction was frequent and multifaceted—ranging from daily project status meetings and roadmap planning sessions to collaborative client presentations for stakeholders in the US, Mexico, and the UK. I worked with Dev not only on technical problem-solving but also on strategic decisions related to resource allocation and process improvement. Over time, I came to appreciate his proactive communication style, his willingness to take ownership of difficult tasks, and his ability to engage cross-functional teams effectively. This professional relationship has given me deep insight into his work ethic, technical competence, and interpersonal skills.
3)How does the applicant’s performance compare to that of other well-qualified individuals in similar roles? (Word limit 500)
Dev’s performance has consistently stood out among his peers and well-qualified professionals in similar roles. What distinguishes him is not only his technical proficiency but also his exceptional leadership and innovative mindset. When Capgemini onboarded a new US retail client in mid-2018 for a major digital transformation project, Dev was appointed as the offshore performance team lead. He was tasked with building an entire engineering team from the ground up—an assignment he executed flawlessly. Collaborating closely with product and program managers, Dev successfully recruited and structured a 17-member offshore team that quickly became a core asset to the project.
Beyond team-building, Dev introduced innovative solutions that significantly enhanced project efficiency. For instance, he automated key aspects of the data execution and filtration processes by implementing continuous integration and continuous deployment (CI/CD) pipelines aligned with the performance engineering roadmap. Dev’s mastery of Python and data analytics algorithms allowed him to process vast volumes of data rapidly and accurately—transforming workflows and reducing manual effort drastically. His initiative to prototype this solution, backed by empirical data, earned strong client endorsement from multiple geographies, including the US, Canada, and the UK.
Thanks to these improvements, the project reduced human effort by 97% and cut data analysis costs by 50%. This operational excellence translated into enhanced client satisfaction and trust, directly contributing to Capgemini securing follow-on engagements worth $120 million. Dev’s ability to combine technical innovation with client-centric delivery is rare and highly commendable, setting him apart as a top performer within our organization.
4)Describe the most important piece of constructive feedback you have given the applicant. (Word limit 500)
The most significant area of constructive feedback I provided to Dev relates to his project management skills, specifically negotiation and forecasting. While Dev demonstrated strong leadership in managing his offshore engineering team and delivering technical outputs, he initially faced challenges in negotiating realistic deadlines with product owners and accurately forecasting project timelines.
There were instances when Dev accepted tight deadlines under pressure, which led to significant last-minute efforts and increased stress for his team. For example, during several project sprints, Dev’s willingness to concede to product owner demands without pushing back resulted in unnecessarily compressed schedules. This, while manageable in the short term, risked diminishing team morale and increased the potential for burnout.
During his annual appraisal, I highlighted the importance of setting clear expectations and negotiating feasible timelines proactively. I also advised him to improve his forecasting accuracy by breaking down project tasks into granular components and anticipating possible risks that might cause delays. Dev received this feedback positively and took deliberate steps to improve. Over the following months, I noticed a marked shift in his approach: he became more confident in discussing deadlines with stakeholders, articulated potential risks clearly, and balanced assertiveness with collaboration.
This evolution in his project management style helped maintain team motivation and improved overall project delivery. I believe that Dev’s openness to feedback and commitment to personal growth demonstrate his maturity and readiness for the next stage of his career. Pursuing an MBA will further equip him with advanced managerial skills and strategic thinking necessary to excel in leadership roles.
5)Is there anything else we should know? (Word limit 500)
Beyond his technical and leadership capabilities, Dev is a highly motivated individual with clear aspirations for professional growth. We have had multiple discussions about his career objectives, and I am confident that an MBA program will be instrumental in helping him achieve his goals. Dev aspires to take on larger managerial responsibilities and drive innovation at an organizational level. His dedication to continuous learning and self-improvement makes him an ideal candidate for graduate studies.
From a corporate perspective, we see great potential in Dev as a future leader. Our organization is interested in exploring opportunities to bring him back into a managerial role post-MBA, leveraging the advanced skills and global perspective he will gain. Given his proven track record, leadership qualities, and positive attitude, I am certain that Dev will be a valuable addition to any MBA cohort. He brings not only technical expertise but also interpersonal skills, resilience, and a genuine passion for teamwork.
In summary, Dev is an outstanding professional who has already made significant contributions in his current role and shows strong potential for future success. I recommend him wholeheartedly for your MBA program, confident that he will excel academically and contribute meaningfully to the learning environment.
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ISB Letter of Recommendation Example – 2
1) Brief description of your interaction with the applicant.
I am the Director of New Age StratFin Advisors, leading the investment banking division for 8 years. Derek joined as an analyst in July 2020 and has been under my direct supervision since then. He has been an integral part of my team, contributing significantly to various transactions. We interact regularly, and I have closely observed his development.
2) How does the applicant’s performance compare to that of other well-qualified individuals in similar roles?
Two qualities that distinguish Derek from his peers are his strong business acumen and exceptional team-building skills. In 2022, during our business growth strategy planning, Derek identified the “Renewable Sector” and “NBFCs” as key focus areas, despite limited prior experience. He volunteered to lead initiatives in both sectors. For renewables, he researched and shortlisted companies, reaching out to over 50 contacts via LinkedIn, cold calls, and emails. His efforts converted one lead into a mandate with potential revenue exceeding INR 4 Crore. For NBFCs, he proposed partnering with those without investment banking arms to address their stressed assets. A pilot with one NBFC resulted in a partnership and access to a stressed asset portfolio worth INR 500 Crore, leading us to pursue further NBFC collaborations.
Additionally, when two employees left, Derek managed interviewing, hiring, and mentoring replacements, focusing on team fit, skill gaps, and growth potential. His mentorship program helped new joiners integrate quickly. Our team today is motivated, skilled, and self-reliant. Derek’s foresight and leadership potential make him a standout talent and future leader in investment banking.
3)Describe the most important piece of constructive feedback you have given the applicant.
Derek’s key growth area was his presentation and communication skills. In our boutique investment banking firm, learning is mostly on the job. Early presentations were well-prepared but delivered like academic talks, often reading from data-heavy slides, which reduced impact. I emphasized that presentations must be clear, persuasive, and impactful for CXO audiences. Derek responded positively, developing his own style by carefully planning flow, key points, and anticipating questions, often rehearsing with teammates playing devil’s advocate. Within weeks, his delivery improved significantly. I initially supervised some presentations but now fully trust him to lead independently. While further growth is possible, his progress reflects his adaptability and commitment.
4)Is there anything we should know?
Beyond investment banking, Derek was given a consulting assignment to develop a business plan for a luxury cream brand’s entry into seven Southeast Asian countries. Without guidance, he took on a CEO mindset, delivering a detailed strategy covering local laws, pricing, competitor mapping, sales channels, and influencer partnerships. The client was so impressed they paid an extra 33% over the original fee. With over 25 years of industry experience and as a lecturer at a top Indian B-school, I recognize Derek’s ambition and potential. The ISB Management Program will equip him with vital skills and insights to handle increased responsibilities. I am confident he will excel in your program and emerge as a future leader.
ISB Letter of Recommendation Example – 3
ISB Recommendation Question 1: Please provide a brief description of your interaction with the applicant.
I have known Akankshi (Name Changed) for the past 4 years. Akankshi (Name Changed) joined Deloitte Consulting as a fresh graduate engineer. I was a trainer for the 2 months long on-boarding Bootcamp program for her batch of 80 fresh graduate engineers.
After Bootcamp, she joined me in the Omnicare team where I was leading the Integrations track and then we moved together to the Cardinal Health project. I was her project lead for one and a half years. Then we worked together on the CDM Smith project last year.
ISB Recommendation Question 2. How does the applicant’s performance compare to that of other well-qualified individuals in similar roles?
Since last year, after being promoted as a consultant, Akankshi (Name Changed) has been mostly involved in client-facing roles. I think one of her principal strengths is collaborating with cross-functional teams involving clients and other stakeholders in the project.
I observed this strength of Akankshi (Name Changed) when she was working as a tech lead on the CDM Smith project. The requirements of the project were a little unclear. Akankshi (Name Changed) put in commendable efforts in collaborating and coordinating with the client and our teams in the USA, Delhi, and Bengaluru to get the requirements clarified. Her apt handling of conflicts between the client and our on-site and local teams ensured that everyone was on the same page throughout the project. She acted as a single point of contact and stretched her working hours to manage project work between globally dispersed teams in different time zones. With Akankshi’s (Name Changed) commitment and efficient collaboration, the team managed to deliver the entire project ahead of time schedule. This project showcased her potential to lead future projects and fill in the shoes of a senior consultant.
Another key strength of Akankshi (Name Changed), I really appreciate, is her diversified interest in Deloitte’s extracurricular activities. She has been leading Deloitte’s education-focused CSR team for 3 years in partnership with an NGO named Literacy India. She leads a team of 20 volunteers for all projects related to child education which includes fundraising, organizing volunteer visits, and other events. To me, this displays her versatile nature and self-motivation. It’s always a pleasure to have such a team member who keeps the entire team motivated towards benevolent causes.
Overall, I think it’s her social work experience that has really helped her hone her collaboration and project management skills, which reflects in her professional work as well and this makes her stand out among her peers in the organization.
ISB Recommendation Question 3. Describe the most important piece of constructive feedback you have given the applicant.
While Akankshi (Name Changed) is a great asset to the team, sometimes she tends to stretch her limits and take on lot more responsibilities than her experience allows her to. During the Omnicare project, I appreciated her energy but at times because of her inexperience, she could not estimate the effort and time needed to handle a particular job. For instance, she asked me to delegate the responsibility for common error handler utility to her, which I advised would be too difficult for her to handle given her already stretched work scope. Enthusiastically, she persuaded me and I assigned the task to her. It proved to be a tough task for her to manage and became a bottleneck. As a result, we ran into slight delays on the project. I had to take off the responsibility from her work scope and explain to her that she should not take up responsibilities blindly. She took this feedback positively and over time she has learned to manage her responsibilities and expectations very well.
During our 2 years of the working relationship, Akankshi (Name Changed) always incorporated constructive feedback from seniors and displayed a sharp growth curve as a professional. After our 2nd annual appraisal, I recommended her for promotion to the consultant level. I am proud to mention that last year, she was among the top 3 candidates who were given fast track promotion to consultant role out of a total batch size of 80 business technology analysts.
ISB Recommendation Question 4. Is there anything else we should know?
Akankshi (Name Changed) has earned the reputation of an excellent mentor and trainer very early in her career. Based on recommendations from her previous projects and positive feedback from analysts and interns, she was selected as a trainer in the official Bootcamp training team. The Bootcamp team includes trainers with more than 5 years of extensive experience within Deloitte, but Akankshi (Name Changed) made it in with 3 years of experience.
ISB Letter of Recommendation Example – 4
ISB Recommendation question 1: Please provide a brief description of your interaction with the applicant.
I have directly worked with Rishi (Name Changed) for more than 3 years. Rishi (Name Changed) joined ZS Associates as a fresh graduate engineer. As his manager, I have observed him closely while he performed tasks such as enhancing the reports he manages based on business requirements, performing analytics on pharma data, and providing BI reporting solutions to the client.
ISB Recommendation question 2: How does the applicant’s performance compare to that of other well-qualified individuals in similar roles?
When I compare Rishi’s (Name Changed) performance with his team member the 2 skills that make him stand apart are first of all his sense of ownership and second is his versatility.
One of the biggest and long-lasting projects that my team has worked upon is the Synvisc project for the client Sanofi and Rishi (Name Changed) have been involved since the very beginning of this project. Initially, we gave Rishi (Name Changed) a small scope of the project to lead and he showed great maturity in taking ownership of complete end to end deliverable of the scope. He developed a good in-depth understanding of the client’s business model and gather data points which enabled him to give specific insights to the client. These insights helped our clients recognize the gaps in their sales performance and Rishi also suggested improvement measures they can take. Based on this small scope, I received very positive feedback about his work from the client.
The positive impact that he made for the Synvisc brand enabled me to give him additional responsibility on occasions when other tenured team members transitioned out. He picked up new skills in no time and used his strengths to taking ownership to do justice to his new roles by delivering timely results and enhancements. Over the last 1 year, he has shown great capabilities to quickly fill in the roles for some of the senior members who moved out of the team and seeing his capabilities to take on additional responsibility I promoted him to Associate Consultant.
Hence, overall after knowing him for 3 years, and observing him grow and learn I think he is a well-rounded guy with a strong sense of task ownership and versatility which made him stand out from his peer group and earn him a well-deserved promotion.
ISB Recommendation question 3: Describe the most important piece of constructive feedback you have given the applicant.
While Rishi (Name Changed) has been a great asset for the team, in a few of his initial engagements with clients we had some gaps which Rishi (Name Changed) was not able to deliver upon. On discussing further with him we found out that majority of the issues where due to the incorrect understanding of the requirements and communication gap with the client. I realized while Rishi (Name Changed) is great at taking ownership of the task and run with it until the desired result is achieved, but he lacks project management skills & awareness about quality control measure we have before delivering anything to the clients, which he is now required to learn in his new role after promotion.
I gave him constructive feedback and told him to seek the guidance of other senior team members to improve the quality of his deliverables, as this is not about learning technical tools anymore. Soft Skills are best acquired by taking guidance from experienced members in the team.
He has acted on the feedback and turned it around completely with an increased focus on comprehensive quality control procedures and proper project management tasks. He created issue trackers where short and long-term mitigation plans for each issue were created and adhered to. He started having weekly cadence calls with the clients to better understand their requirements and updating them on the project progress. His efforts have resulted in increased accuracy of his and his team’s deliverables. From that time onward he has made sure to ask for help from other people including myself in case there are some issues, and he has managed to lead projects more effectively and getting things done before deadlines.
ISB Recommendation question 4: Is there anything else we should know?
Rishi (Name Changed) is actively involved in the training and development of new team members at ZS associates. He likes takes part in mentoring other ZSers in office-level boot camps and induction sessions which have helped him groom his leadership skills.
