Hi! I’m looking for nice and inspiring portfolio examples for content managers… any suggestions?

I haven’t kept a portfolio since I was an individual contributor. No one’s asked me for one, and I don’t ask managers for one when hiring. YMMV. Maybe some managers keep portfolios if they don’t actually manage people or if they’re still doing significant hands-on work on a small team. If you don’t get suggestions here, you might check LinkedIn for profiles of people with the jobs you want and see whether they have portfolios or work samples attached. If you’re an individual contributor pursuing a management role, it’s typically best to do that where you already work, because they’d presumably have the best chances of seeing your work, value and potential. In those cases, they’d not usually require a portfolio. If that’s not feasible and you’re applying elsewhere for your first management job, even if you present a portfolio, I’d suggest that you consider how you’ll demonstrate the ability to manage. That might include focusing on initiatives or projects you proposed and led, people you helped develop, strategies you came up with, the kind of influence you were able to have over others and on work above and beyond the norm, how you collaborated with cross-functional teams to produce results beyond the norm and such. The key thing would be how you were already demonstrating greater ability than an individual contributor. And the sooner you show that, the better, like in your application. Otherwise, it can be hard to get to intws. (Exceptions can include having been an IC at a well-respected company and then applying at a smaller company, because sometimes they’ll think you can help raise their bar, because you’ve learned from better people and worked to higher standards.) Typically, the higher up you go, the better you’ll be expected to communicate thinking and approaches. That’s because you’ll be working primarily via influence. The manager screenings I’m familiar with include preparing presentations; doing case studies or tests; and doing interviews (where you’re asked how you come up with strategy; how you’d approach the work there specifically; how you decide how to spend resources; how you manage, recruit and retain, develop people and build bench). Back-channel screening and / or reference checks tend to be more thorough the higher up the job. Personally, I want to hear from people they managed, as well as people they reported to. And depending on the role, I might want to hear how they worked with cross-functional folks. When people do back-channels on manager or exec candidates, they’ll typically tap folks in their networks whom they can trust to maintain confidentiality, because they don’t want to screw up candidates’ existing work situations in case they don’t land the new job.

Hi @white-potato-56800, thank you for taking the time to answer my question and for sharing your very valuable advice! It definitely makes sense to me and helps me in my current situation, I’m going to take it into consideration. Thank you again!