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NTU (Nanyang) Letter of Recommendation

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NTU (Nanyang) Letter of Recommendation Questions

  1. How long and in what capacity have you known the candidate? (No word limit)
  2. If this is a work-related reference, in what position is/was the candidate employed and for how long? (No word limit)
  3. What do you consider to be the candidate’s principal strengths/talents? (No word limit)
  4. What do you consider to be the candidate’s weaknesses or areas that need improvement? (No word limit)

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NTU (Nanyang) Letter of Recommendation Example – 1

1. How does the performance of the applicant compare to that of other well-qualified individuals in similar roles? (E.g. what are the applicant’s principal strengths?) (Recommended word count: 500 words)

Aditya is an individual who has the remarkable ability to take up larger responsibility at a very fast pace, with commendable pro-activeness to spearhead initiatives.

Back in 2018, when I first interacted with Aditya, I just knew him as the new Mathematics in-charge who had joined Neev. A few months into Aditya’s role at Neev, his manager was unable to connect with us due to health problems and Neev did not have any senior personnel to manage our engagement. This is when Aditya took charge and became the sole point of contact, ensuring that all operations between Tenpoint Academy and Neev were handled smoothly.

The entire cycle of generating the content, sending it to us, going back and forth in case of issues, and reaching out to students to ensure effective use of our platform was taken care of by him. I later found out that Aditya was the only management personnel who was handling all operations at Neev for a few months while his manager was seeking treatment for his health ailments.

It has been over a year working with Aditya now and I have only observed immense business growth at Neev. Student enrolment has vastly increased after Aditya joined, which positively impacted our firm, increasing our user count, and engagement revenue. He also requested us for help in marketing for Neev, leveraging our contacts and network to reach out to prospective students.

Being one of the points of contact for our engagement with Neev, he was quite enterprising in providing solutions to various problems such as the error proneness in generation of content that is shared between us. He would also provide invaluable feedback on how we could improve the quality of features on our platform.

Knowing him for nearly 2 years now, I believe he is an accountable young leader who takes initiative and stepped up to manage Neev at a critical time when his manager was dealing with health issues. That is why I believe has the capability to grow into a good manager and a leader one day

2. Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response. (Recommended word count: 500 words)

One of my initial interactions with Aditya was to train him to use our online testing platform so that he can employ it for the students at Neev. A month after the training, I asked if he was effectively using certain helpful performance analyses features that could pinpoint the weaknesses of his students. He replied in the negative. It appeared that he did not understand the complete value of our tool, at the time.

I emphasized to him the importance of such a critical feature and how his students were missing out on feedback generated on the online portal. The larger point communicated was how he should always be on the lookout for methods to uplift student performance. He took the feedback very seriously and revisited the features not used at the time.

He incorporated the feedback nicely and started using the feature regularly and then almost a year later, he came back and requested an in-depth custom analysis of each student’s performance that goes far beyond what was automatically provided. It was clear that he had been accommodating the online feedback in the knowledge transfer to his students and now he is ready to think further ahead to uplift student performance. Aditya also had a few suggestions as to how the above-mentioned tool could be enhanced. Despite the overhead of additional work for my firm, I was glad he had taken my criticism so constructively and was inspired by his commitment to his students.

Recently, I was informed by Aditya that he undertook the design and development process of his own analyses portal, customized to Neev’s requirements, for the tests conducted at their center. A project which is testimony to how well he responded to my feedback.

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NTU (Nanyang) Letter of Recommendation Example – 2

1. How does the performance of the applicant compare to that of other well-qualified individuals in similar roles? (E.g. what are the applicant’s principal strengths?) (Recommended word count: 500 words)

During my time working with Aditya, I think what set Aditya apart was his willingness to seek challenging problems and commitment to delivering on them.

Mu Sigma had a dynamic environment where everyone’s workload was substantial. Despite that, Aditya had the habit of asking for the most logically intensive, or vague and muddy problems to solve.

While working for American Express GBT, our team of 10 had to automate 120 travel reports in a span of 8 weeks. The most complicated report required over 20 hours to generate manually and quite some time to understand. Aditya showed initiative and took it as a challenge to work on that report. He spent hours understanding every single requirement and instruction in its generation, wrote a code module of over 1000 lines, and reduced the report generation time to a few minutes via automation. He even included a few of his own metrics to make the process of deriving business insights effortless. The client was very impressed by Aditya’s efforts and said the job was done perfectly.

After that project, Aditya’s urge to seek new challenges made him move out of his comfort zone and he asked for a change from the Amex GBT engagement to a Campbell Soup pilot project. He wanted to work on something deadlines oriented as well as diversify his skill sets. The Campbell team had to design a pricing web tool, which would be employed company-wide, in a span of 3 months. I saw Aditya work with all his effort and energy, working late nights and on weekends. He drove high-level client meetings, delivering beyond expectations regularly. His efforts in the Campbell project were recognized by the senior leadership and the pilot was converted to a year-long project.

He is not only committed to projects at work, even outside of work I remember Aditya used to coach students in Mathematics on weekends. Even in the middle of the intensive Campbell project, Aditya would request a few hours off project work, on the weekends, travel to the other side of the city, and pursue his passion for teaching students.

Overall, I feel that he has all the necessary qualities to shine in an MBA program and his unwavering commitment will ensure that he thrives in a learning environment.

2. Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response. (Recommended word count: 500 words)

For a short period of time, Aditya was transitioning teams within American Express GBT projects and did not have a well-defined role or responsibility. He was contributing by taking up work from whichever team needed more hands. He realized that he could have played a more impactful role if he stitched his day to day tasks with the long term vision of the Mu Sigma – Amex engagement. With this thought, Aditya came to me for feedback and support.

I had a one on one meeting with Aditya and made him realize that he needs to be more cognizant of the big picture, identify business-level gaps for which he can take responsibility and then deliver despite not having his role defined by the senior leadership for the transition period. In order to progress in one’s career, sometimes just doing the job is not enough, one should introspect and determine how to expand their corporate impression.

Aditya took the feedback very seriously and his demeanor changed right after the meeting. He started sitting with one of my teams from that day onwards. He identified missing links in a chain of critical code modules and undertook their development himself, which had an immense business impact. The rest of the team also took positively to his involvement and he quickly adapted to the team’s requirements. Eventually, Aditya was handling client communications and became the acting lead. With his help, the project reached a point of stability where nobody was overworked and the client was satisfied.

The positive nudge I had given him at our one on one meeting pushed Aditya into a state of sustained personal growth, which I observed over the next 12 months. He had truly broadened his horizons. Aditya is in general open to critical feedback and actively seeks it for his own personal growth.

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