Shobhit Chugh

Product Manager Career Coach | I help ambitious Product Managers transform into highly respected Product Leaders making 50%+ income in a dream role WITHOUT working more or getting certified | Free Breakthrough Session⬇️

Connect for a breakthrough session:
👉🏼 https://www.intentionalproductmanager.com/apply

If you are:
👉 A Product Manager who is ready to make a bigger impact as a highly respected Product Leader while making what you are worth
👉 Have what it takes to land the dream job in a top tech company while being known as part of the top 1% of Product Managers.
👉 Want to focus on the strategic initiatives that will move your company and career forward.

🔵Our Track Record (having helped 500+ clients like these):
👉Gabor landed his dream role at Google after years of trying on his own
👉Chris got promoted from Senior Product Manager to Director, managing a team of eight people
👉Oana landed her dream role at Meta
👉Ian Swanson went from Director to VP of Product at Lightspeed Systems
👉Sandesh Patil landed his dream role at Amazon

Here's what a few clients have to say:

"Thanks to IPM, my self-framing has changed dramatically. If I was unsure how to position myself on the job market before, now I'm in a job that I love, and I feel like I have the key for future success." - Oana, PM at Meta

"As a result of what I learned, I got a promotion I've been working towards for a long time to Director of Product Management. But, not just that–I was also made Head of Product for all four sister companies and will soon be adding four more people to my team." - Chris Ruhter, Director of Product

"I am a mid-career Product Management professional with an MBA, and a previous Faang experience, so the interview process is not new for me.

I used to do it all by myself and I now realize it’s not necessary and not even sensible.

I’d credit the well-structured approach, a supportive community and the rigor from the coaches as complementary to my own efforts. I started feeling more prepared and the mindset work was invaluable for me.

If you are serious about landing a strong Product management offer, why would you not join this program and learn from the best?" –  Amirtha Raman, Senior Manager of Product Management at Amazon

You can check out these reviews and more at https://www.ipmreviews.com/

ARE YOU READY TO GET STARTED?
Would you like to transform into a highly respected Product Leader making 50%+ income in a dream role without adding more work to your already busy schedule?
If so, message me here on LinkedIn or below to connect for a breakthrough session with my team (free):
👉🏼 https://www.intentionalproductmanager.com/apply?el=linkedin

🔵 𝐂𝐨𝐩𝐲 𝐚𝐧𝐝 𝐩𝐚𝐬𝐭𝐞 𝐭𝐡𝐢𝐬 𝐔𝐑𝐋 𝐭𝐨 𝐰𝐚𝐭𝐜𝐡 our 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐯𝐢𝐝𝐞𝐨: ipmworkshop.com/r/a?el=linkedin

Founder and CEO

If you’re still applying online for Product Management roles in 2026, you’re already behind.
Not because you’re unqualified.
But because the strategy you’re using is stuck in 2016.

The best product roles don’t go to the most experienced candidates.
They go to the ones who’ve positioned themselves as the obvious hire — before they even apply.

I’ve now helped over 1,000 product leaders do exactly that.
Not with gimmicks. Not with endless resume tweaks.
But with a strategy that turns your experience into leverage, your story into a signature narrative, and your job search into a career-defining leap.

I thought through about the question - what would I do if I was applying for Product Management roles in 2026?


So I came up with a video where I covered 
-> Why top PMs get ghosted even with the right experience
-> How to stop “applying everywhere” and start creating demand
-> The mindset, skillset, and systems you need to attract roles in AI, Big Tech, or breakout startups
-> What changes when you stop asking for permission — and start leading your search like a product

If you’re ready to stop guessing and start moving with intention, watch this.

To get the video

1. Connect with me (so that I can message you)
2. Comment "2026 Search" and I will send you the video

I help Product Managers transform into respected leaders with $300K–$900K+ roles | Ex-Google Product Leader | 40-50%+ raise in dream roles | $300M+ in client offers | Free Lesson -​> ipmworkshop.com

You know what drives me absolutely batshit crazy?
When a Product Manager tells me they’re struggling to explain a career gap……because they took time off to raise their kids.

Let’s get one thing clear:
That’s not a “career gap.” That’s a damn life choice.

You took time off to raise a human.
You showed up fully for your family.
You prioritized what actually matters.

And now…
Some hiring manager wants you to justify it like you committed a crime?

Own it.
Say it with your chest:
“I chose to take time off to raise my kids. Because that’s the kind of life I want to live.”

Don’t shrink when you get asked that question—expand.
This isn't a liability.
It's one of the most transformative leadership experiences you’ll ever have.

You think juggling stakeholders is hard?
Try negotiating with a 2-year-old on 3 hours of sleep.

And here’s the truth no one says out loud:
The people who stumble in interviews when asked about this?
It’s not the gap—it’s the self-doubt behind it.

If you’re secretly wondering,
“Did I hurt my career?” Then that uncertainty shows up in the room.

So the work starts here:
Decide that you made the right decision.
That this was a powerful, intentional choice.
And that anyone would be lucky to have you because of it, not in spite of it.

You didn’t step out of the workforce.
You stepped into a new kind of leadership.

Product execs with 10+ years of experience are now applying to Senior PM roles… and not getting interviews.

We analyzed conversations with product managers last quarter.

A VP of Product from a top TV network—10+ years in ad sales tech—applied to a Senior PM role. Exact same work. Zero response. Not even a recruiter screen.

His next idea?
"I'm thinking of using a massive AI auto-applier."
A VP. Considering spam.

An AI PM I spoke to is being pushed into a Program Manager role. After building AI products, he’s now fighting just to stay in product. Not grow—just survive.

Another product leader with 9 years at a FAANG company?
Laid off. Now upskilling in LLM security just to feel "AI enough" for 2026.

These aren’t isolated stories.

Here’s what it points to:

The ladder isn’t broken.
It’s being pulled up while you’re climbing it.

→ VPs can’t get Senior PM interviews.
→ AI PMs are being moved out of product.
→ Microsoft veterans are starting over to stay relevant.

The game changed.
Not you.

If you’re down-leveling, upskilling, or starting to doubt your value, you’re not too old, too expensive, or too specialized.

You’re operating in a new market, under old assumptions.

And you can’t win that way.

You don’t have a job search problem. You have a positioning problem. The market doesn’t need to be fixed—you just need to show up differently in it.

Have you had to down-level or reframe yourself to stay in the game?
I’d love to hear your experience—drop it in the comments. You’re not alone.

Product Managers: One word is killing your interview answers.

And you were taught to use this word all the freakin time.

"We."

"We launched the feature."
"We decided to prioritize mobile."
"We hit our targets."

Every time you say "we," the interviewer is thinking:

"But what did YOU do?"

I've reviewed hundreds of mock interviews. This is one of the most common—and most fixable—mistakes.

Here's the problem:

When you hide behind "we," you sound like a passenger.

When you use "I," you sound like a driver.

The fix is simple:

"We identified the problem and built a solution." becomes
"I identified the root cause by interviewing 15 customers, then partnered with engineering to build the solution."

"We improved conversion by 20%." becomes "I ran three experiments that improved conversion by 20%."

But wait—what about teamwork?

Great question. You can show collaboration AND ownership:

"I led the cross-functional team..."
"I partnered with engineering to..."
"I aligned stakeholders around..."

You're not taking credit for others' work.

You're being clear about YOUR contribution.

Interviewers aren't hiring your team.

They're hiring you.

Make it easy for them to see what you bring.

Want to break into Principal, Group, or Director-level product roles—without playing the tedious job search game?


Most product managers treat their career like a feature factory. Apply to everything. Tweak the resume. Add one more certification. Hope something sticks.

But you’re not everyone. And those tactics? They’re not designed for leaders.

I reviewed lessons from coaching atleast 500 candidates successful in landing those roles, and came up with a step by step platbook

Here’s what it covers:
→ Why resume rewrites are just a distraction from the real problem
→ How to become a magnet for Director+, Principal, and Group PM roles (even if you’ve been overlooked before)
→ The 4-step system our clients use to go from stuck to sought-after—without burnout or job-hopping

This is the same system that’s helped PMs land at Meta, Stripe, Amazon, and Google—with comp lifts of 30–50% and total control of their narrative.

No fluff. Just what works.

The fastest path to your next big role doesn’t start with more applications—it starts with a system that makes you the obvious choice. Want to gain access to the playbook that describes that system?

Just drop "Leadership Playbook" in the comments, and I will send it your way.

Being good at product management doesn’t get you to the next level.
Being perceived as strategic does.

Execution gets you thanked.
Strategic perception gets you chosen.

You can lead sprints, ship features, hit goals—
and still be invisible when it matters.

Because promotions aren’t based on effort.
They’re based on belief.

Belief that you see around corners.
That you drive outcomes, not just output.
That you lead—without being told.

If you’re not shaping that belief, you’re letting someone else define your ceiling.

You don’t need more projects.
You need better positioning.

Stop proving you can do the job.
Start being seen as the only one who should.

If you are a Product Manager struggling to land the next role, the problem is not your resume or your interview answers.

Its something deeper.

And we are going to solve it now.


If you’re a mid-to-senior Product Manager still relying on bullet points, generic intros, and hoping someone “gets it”—that stops now.

On January 21st, Will Lowrey and I are hosting a live, hands-on Signature Narrative Workshop.
You’ll walk away with the single most important document in your job search:
→ A Signature Core Sheet that makes hiring managers say, “We need to talk to this person.”

✅ We’ll extract the patterns behind your strongest work
✅ Craft 2–3 stories that show leadership, not just experience
✅ Build your go-to “positioning line” for LinkedIn, interviews, and intros

This is the same structure our clients have used to land roles at Google, Amazon, Stripe, and top startups—even in this market.

If you’ve been applying cold and hearing crickets, here’s your turning point.

Experience doesn’t get you hired.
Proof, clarity, and narrative do.

Spots are limited to 20 folks and this will sell out.
Comment NARRATIVE, and I will send you a link to register.
Let’s build the story that gets you hired—before you walk in the room. 

P.S., Investment is $97, not because its "low-ticket" but because I want to only have folks who are serious join us.

Good News: AI Won't Replace Product Managers. 
Bad News: PMs Who Use AI In Very Specific Ways Will Replace Those Who Don't. 

I keep hearing: "AI is coming for PM jobs."

It's not.

Here's what's actually happening:

The PMs who learn to leverage AI are getting 10x more done. They're shipping faster, writing better specs, and making decisions with deeper insights.

The PMs who ignore AI are falling behind. Not because AI took their job—but because their peers outpaced them.

Here's how the best PMs I know are using AI right now:

1. Research in minutes, not weeks.
Customer interviews, competitive analysis, market sizing—AI compresses what used to take days into hours. The PM who shows up with deeper insights wins the room.

2. First drafts that don't suck.
PRDs, strategy docs, launch plans. AI gets you to 70% in minutes. You spend your energy on the 30% that actually matters: judgment, trade-offs, and stakeholder nuance.

3. Pressure-testing decisions.
Use AI as a sparring partner. "What's wrong with this strategy?" "What am I missing?" "Argue the other side." It's like having a thought partner on demand.

4. Communicating with precision.
Exec summaries, roadmap narratives, and difficult emails. AI helps you find clarity faster—so your ideas land the first time.

The PMs who treat AI as a threat will get replaced.

But not by AI.

By PMs who embraced it.

Product Managers: your interviewer is bored 30 seconds into the interview.

Here's why: you buried the lead. 

I've listened to hundreds of PM mock interviews.

The most common mistake in behavioral answers?

Candidates start with context. Background. Setup.

By the time they get to the point, the interviewer has already tuned out.

Strong candidates do the opposite:

They lead with the headline.

Instead of:
"So I was working on this project where we had multiple stakeholders, and there were competing priorities and the timeline was tight..."

Try:
"I turned around a failing product launch in 3 weeks by rebuilding trust with engineering."

Then give the context.

Here's why this works:

→ It signals you know what matters
→ It gives the interviewer a mental anchor
→ It shows you can communicate at the executive level

The structure that works:

1. Headline (10 seconds) - The outcome and why it mattered
2. Context (30 seconds) - Just enough to understand the situation
3. Actions (2 minutes) - What you specifically did
4. Result (30 seconds) - Quantified impact

One more thing:

Put your notes away.

If you're reading your story, you don't know your story.

The best answers feel like conversations, not presentations.

Three Product Managers. Same background.
One becomes Director.
Two stay “high performer, high potential” forever.

Here’s what most PMs get wrong:

1. They try to level up alone.
No system. No outside signal. Just brute force.

2. They obsess over output.
More PRDs. More launches. More tickets closed.
While leadership is watching for something else.

3. They stay loyal to an environment that can’t promote them.
And call it patience.

The wild part: The promoted Product Manager didn’t work harder.
They made 3 strategic moves that made promotion feel inevitable.

Want me to break down the moves? Link to full video in the comment section.

If you’re a product manager and your “Tell me about yourself” sounds like a résumé recap…
You’re already behind.

This is a call to get serious about your narrative — because it’s the single most valuable asset in your career.

I’ve coached over 1,000 product managers.

The ones who stand out?
They don’t always have the most experience.
Or the perfect background.
Or the big brand names.

But they always have one thing in common:
A crystal-clear narrative that does the heavy lifting for them.

Their story says:
→ This is who I am.
→ This is the problem I solve.
→ This is why I’m the obvious choice.

And they stay consistent with it.
Not 15 stories. Not a different pitch every interview.
Just 2–3 high-impact stories they sharpened like a blade — and used everywhere.

Let me give you 3 examples:

Nora was getting interviews, but couldn’t get past the final round.
She stopped obsessing over frameworks and started clarifying her narrative.
Together, we built three tight stories — each framed around business impact, not responsibilities.
She started walking into interviews with a clear through-line: “This is who I am. This is what I do. This is why it works.”
A few weeks later? Final rounds turned into offers — and she closed on a staff product manager role despite a previous title of senior product manager.

Akash had years of experience, but the market was brutal.
He wasn’t even getting callbacks.
Once we sharpened his positioning around one thing, everything changed.
He used three proof stories across his resume, LinkedIn, and networking messages.
That alone got him 6–8 interviews a week. He landed a principal role at Convera.

Tommy was chasing product roles across multiple industries — but no one knew what he stood for.
We cut the noise.
We built one clear narrative.
He owned that story, backed it with three examples, and made it the through-line of every conversation.
He went from getting ghosted to passing 90%+ of his interviews.


Your narrative isn’t just an intro.
It’s your differentiator.
It builds trust before the first call, aligns interviews around your strengths, and frames you as the solution — not just a candidate.

---


If you haven’t built a leadership-level narrative yet, now’s the time.

1. Connect with me (so that I can message you) 
2. Comment NARRATIVE and I’ll send you a breakdown of how our clients use theirs to land top roles — without rewriting their resume or applying to every job in sight.

Most Product Managers think the key to landing their dream role is consistency and hard work. I would rather they "be lazy."

I’ve helped PMs land $300K–$900K roles at Google, Amazon, Meta—without sending hundreds of resumes or chasing pointless certifications.

The mistake most PMs make?
They treat job search like a numbers game instead of a positioning game.

Here’s what happens when you get positioning right:
→ Companies that ghosted you start calling you back
→ You negotiate 35–45% higher compensation
→ You land roles that fit your goals and your lifestyle
→ You walk into interviews with the confidence of a leader

And you do it without:
– Settling for a small pay increase
– Pretending career gaps don’t exist
– Applying for jobs you don’t actually want

This isn’t about luck or timing.
It’s about showing up as the obvious choice for the roles you want—and knowing exactly how to make that happen in any market.

It’s not a job search problem.
It’s a positioning problem.
And the right system can solve it in weeks, not months.

Want the exact system my clients use to land high-paying PM roles? 
1. Connect with me (so that I can message you)
2. Like this post and Comment “System” and I’ll send it over.

Product Managers, stop FOMOing your way into becoming AI engineers.

You weren’t hired to out-code the tech team.

You were hired to lead.

But I get it. In this AI-obsessed world, it’s easy to feel like you’re falling behind. You see peers diving into LLMs, prompting, and building GPT wrappers — and you start wondering if you’re doing enough.

But here’s the truth:
The fastest way to stall your career is by chasing technical credibility instead of owning your actual superpower.

What great product leaders actually do:

Obsess over the customer
Not just their problems. Their tradeoffs, their fears, their next move. You become dangerous when you understand the whole person, not just the backlog.

Craft a clear, compelling narrative
AI is noisy. Clarity cuts through. If your vision doesn’t move people to action, it’s just another dashboard. Leaders align teams through story, not specs.

Speak tech, but don’t drown in it
You need just enough technical fluency to ask sharp questions — not to refactor code. Respect the engineers, but stop trying to be one.

Drive decisions, fast
Your job isn’t to be in every meeting. Your job is to remove the blockers, resolve the ambiguity, and give people the confidence to move.

Ask the question no one else will
"Can you translate that into plain English?"
Most powerful sentence in the room. Because when you simplify the complex, you de-risk the entire product.

In a world where everyone’s chasing the next AI certification or prompt engineering course, the leaders who win will be the ones who can:

→ See around corners
→ Set the vision
→ And create momentum through clarity

So if you’re feeling the pressure to become the most technical person in the room—pause.

Lead the room instead.

“You don’t understand, Shobhit. I work in a very complex industry.”

I’ve heard this phrase more times than I can count.

And I get it.

At the executive level, especially in industries like healthcare, fintech, or enterprise platforms — your work is complex.
Your scope is wide. Your impact is layered.
Your success often comes from cross-functional orchestration, not clean metrics.

But here’s the problem:
The job market doesn’t reward nuance.

It rewards clarity.
Confidence.
Signal.

One of our executive clients had been leading org-wide transformations in a deeply technical space.
But when she described her work?
She sounded vague. Generic. Hard to place.

We helped her distill her narrative into something tight, sharp, and unmistakably executive.

→ Clear proof of leadership
→ Strategic framing of outcomes
→ Stories that translated across industries

She went from being misunderstood… to in demand.

If your story is too complex to explain, it’s too complex to convert.

Your impact is real.
But the market can’t reward it if it can’t see it.

What’s one part of your experience that feels hard to explain?
Drop it below — I’ll help you reframe it.

I wasn’t always seen as a good PM.
Even when I delivered results, I was overlooked.
Underestimated.
Told I wasn’t cut out for the role.

It shook my confidence, quietly on the outside but deeply on the inside.

But I knew their comments didn't define me.

Over time, I stopped chasing external validation and started trusting the way *I* lead best.

Fast forward:

* I managed teams as large as 9 PMs, and managed people managers
* I built products used by hundreds of millions
* I presented alongside Mark Zuckerberg
* I was awarded Additional Equity 3 years in a row and grew my comp from ~$300k to ~$900k in 6 years
* And I retired (FIRE'd) from Big Tech at 40

But I never forgot what it felt like to over-prepare because deep down, I **still** didn’t think I belonged.

That’s why I now coach L6-L9 leaders who are ready to lead differently.

Not louder. Not flashier.

Just with more trust in themselves.

Much of my work has grown organically through referrals. Often from senior leaders who’ve seen the impact firsthand.

Recently, I was recommended by a Meta VP of Product to a leader.

The truth is:

You already know a lot.
You’ve done a lot.
But you’re still not being *seen* as the strategic, grounded leader you are.

I work with leaders who are navigating transitions, interviews, and high-stakes influence, and are ready to:

* Rebuild confidence without chasing perfection
* Communicate with calm, not over-explanation
* Be seen as strategic in rooms that move fast
* Lead with presence, not pressure

**And when that shift happens, things start to move.**

Here’s what that looks like in real life:

* Frozen in interviews → landing roles at Meta, Google, Microsoft, and other top tech companies
* Scared to negotiate for higher offers → getting both Meta and Microsoft to increase their offer from $850K to $1.2M TC
* Stuck at L6 for years → getting put up for promos within a half
* Overlooked in the room → being sponsored by executives

If you’re in that gap, between how much you’ve done and how little it’s landing, you don’t have to keep figuring it out alone.

Check out the Featured section for stories and resources. Or feel free to connect if something here resonated.

Your next chapter doesn’t have to be louder. It just has to be truer, to no one else but you.

Nancy Chu

I was reviewing a Director-level candidate's answer about fostering cross-functional collaboration.

They described implementing weekly sync meetings, shared documentation, and clear role assignments to demonstrate how they fostered effective collaboration on their team.

But do these processes actually create collaboration?

Once you can clearly identify and articulate the differences between the surface-level operational processes and the underlying principles that drive outcomes, you'd be communicating at a higher altitude.
 
Here's how leaders think at different altitudes:

* Junior-Mid level: talks about what they did, ie "I set up weekly cross-functional meetings and created a shared workspace."

* Senior level: explains why their approach worked, ie "I recognized that information asymmetry was creating friction, so I established touchpoints to align with decision-makers and created visibility into dependencies."

* Leadership/Executive level: articulates transferable principles, ie "I've learned that meaningful collaboration emerges from three fundamental conditions:
      1) Psychological safety, 
      2) Aligned incentives, and 
      3) Extreme clarity."

Processes can support collaboration, but they don't create it on their own.

Collaboration emerges when:

* People feel safe raising concerns.
* Incentives reward joint outcomes and not individual wins.
* Decisions are clear, so energy doesn’t get wasted on confusion or second-guessing.
* Context is shared, so teams align on why they’re doing the work, not just what they’re delivering

The more your answer shows you understand deeper principles, the more naturally you’ll sound more senior and strategic.

Next time you answer a behavioral or leadership question, run it through this check:

Am I describing what I did, why it worked, or the principles that would make it work anywhere?

When you communicate at higher altitudes, the more interviewers lean in, because you're not just explaining operational processes, you're showing you know the underlying principles that can lead to repeatable successes. 

Would you like to up-level your communication and ace your next L6-L9 behavioral/leadership interview?

Click on the link in the comments for your invite, and I'll be in touch. 👇 
﻿

Empowering L7+ leaders to land $900K+ TC roles faster, lead with presence, and thrive with calm || Helping enterprises with AI-First Thinking || Barista FIRE’d at 40 || x Meta PM Manager, Roku PM Director

Interview prep that only works for interviews isn't actually good enough. What matters more is developing actual communication and leadership skills that serve you long after you've landed the role.

"The way you taught me to frame complex problems in interviews - I used that exact approach in my first strategy meeting. My ability to influence stakeholders improved dramatically, and it started with how you helped me structure my leadership stories." -- shared by a L7 client after they were onboarded in their new role. 

That's the sustainable advantage of preparation that addresses not just what you say, but how you think.

When you fundamentally strengthen your product sense muscles, analytical thinking, and leadership communication, those skills become part of who you are as a leader.

They show up in how you write strategy documents.

They emerge in the way you set goals for your team.

They shape how you navigate complex stakeholder conversations.

What we are up to isn't just for interview performance, it's actual leadership development.

It is the same work we do together with clients that result in $1M+ total compensation packages. 

This is the kind of work that creates lasting change that continues to serve them after our program ends.

Would you like to join us in $1M+ interview preparation that becomes part of your leadership DNA, not just surface-level interview performance?

Click on the links below and we'll be in touch.

Empowering L6-L9 leaders to land in top Tech faster, lead with presence, and thrive with calm || Helping enterprises with AI-First Thinking || Barista FIRE’d at 40 || x Meta PM Manager, Roku PM Director

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