Twelve checks. Three minutes. The read I give a PM portfolio in the first ninety seconds, written out so you can give it to yourself first.
As a former product leader who spent years on the hiring side of PM interview loops, I developed this scorecard as a practical framework for evaluating the portfolios clients bring me.
The three levels focus on what hiring managers are ultimately trying to understand: how a candidate thinks, makes product decisions, leads through complexity, and creates meaningful impact, not simply how polished the portfolio looks.
The section does not do its job. Something is missing, or it describes you rather than shows you thinking.
Structurally correct. Complete. This is where most portfolios land, and it is the dangerous one, because it feels finished.
A hiring manager would stop and read it twice. Almost always braver, not better written.
Enter your email and all twelve checks unlock, each written out at the three levels. Score your page against them and you get your number, your level, and the section to fix first.
Open your portfolio in another tab. Pick the honest option, not the hopeful one. If you are arguing for the middle, pick the lower one.
Your weakest section. It is the first thing we would work on.
I run a portfolio-building program for people breaking into product. It is structured, it has an end date, and you leave with something a hiring manager can open.
It starts with a free thirty-minute call. Bring your score. We will look at where you are, where you want to go, and whether the program is the right next step. If it is not, I will say so.
You leave with your rung, your likely path in, and a straight answer about whether I am the right coach for it.