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\n $\"Learning$ \n

Portfolio Write-Up and Pitch Coach

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Turn your portfolio sample into a hireable portfolio piece

You finished your sample. Now you need two things that get you interviews: a write-up on your portfolio site and a polished verbal pitch for when an interviewer says \"walk me through this.\"

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Who's giving you feedback

Throughout this tool, you'll get feedback from the perspective of an experienced hiring manager who hires Instructional Designers. That means they know ID language, they know what good design thinking sounds like, and they know what hiring managers actually look for in portfolio write-ups and interviews. They won't flag ID jargon (that's expected). They will flag teacher-speak, vague answers, missing rationale, and anything that doesn't sound like a working ID.

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Create your write-up. Nine sections, guided. You'll paste in work you already did (audience, problem, solution) and create fresh content for Highlights, Process, AI Use, and Evaluation with hiring manager feedback.
Practice your pitch. Five common interview questions about your sample. Speak your answer or type it. Get hiring manager critique on each one.
Save your work. Print or save the write-up to PDF. Copy your polished pitches into your interview prep doc.

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Tools Used

List the tools you used to build your sample. Keep it factual and comma-separated.

\n Your tools\n \n

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Audience

Pull this from your content map. Paste in the audience you defined when you planned your sample.

You already wrote this. No new thinking required. Go to your content map and copy the audience description into the field below.

\n Your audience\n \n

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Problem

The business problem your training solves. Pull this from your content map too.

Copy the problem statement straight from your content map. This is the \"why this training matters\" part. Hiring managers care about this a lot.

\n The problem\n \n

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Solution

The goal or measurable outcome of your training. From your content map.

This is the goal statement, ideally with a measurable target (reduce errors by X percent, increase compliance by Y, etc.). Paste it from your content map.

\n Your solution\n \n

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Highlights

The design moves you made. This is where you show the ID thinking behind the building.

What to include: the strategies you applied (scenario-based, chunking, spaced practice), any standout interactions in your build, and specific moves you made to enhance the learning experience for your learners.

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Example highlights (retail associate training)

Applied several design strategies to engage learners:

A branching scenario simulating a real customer complaint conversation, with different response paths depending on the choice the learner makes
Chunked the content into five-minute modules with logical sequencing
Knowledge checks with targeted feedback after every section
A downloadable job aid for quick reference during a shift

Interactions used: drag-and-drop sorting, click-to-reveal product details, the branching customer scenario, marker hotspots on a product display image, tabbed FAQ, slider for pricing tiers.

Use this as a structural reference. Create yours about your actual sample.

\n Your highlights (draft)\n \n

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Hiring manager feedback REVIEW

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Process

Walk through how you approached the project from analysis to delivery. Show the ID thinking behind what you built.

What to include: the analysis you would do (or did) before building, design document and storyboard work, the development tool, and the final deliverable format.

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Example process (retail associate training)

Before development, a needs analysis would be conducted with store managers and tenured associates to confirm training was the right solution and not a coaching or process issue. A scoping meeting with subject matter experts and operations leadership would define the scope and sequence and set clear, measurable learning objectives. A design document captured the blueprint, and a storyboard mapped out every interaction before development started.

During development, the storyboard was built out in Articulate Storyline with all approved interactions, voiceover, and assessments. The deliverable to the client was a SCORM-compliant package ready to load into their LMS.

Yours will look different depending on your actual sample. Use this for structure.

\n Your process (draft)\n \n

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Hiring manager feedback REVIEW

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AI Use

Explain if and how you used AI at any point while creating this sample. Being upfront about this is a strength. If you didn't use AI at all, just say so.

What to include: where in the process you used AI (research, drafting, storyboarding, script writing, images, etc.), what you asked it to do, and what you changed or added yourself. If you didn't use AI anywhere in the process, one sentence saying that is enough.

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Example AI use (retail associate training)

Used ChatGPT to brainstorm realistic customer complaint scenarios for the branching interaction, then rewrote the dialogue myself to match the tone and reading level of the audience. Used Claude to tighten the wording on knowledge-check feedback so it sounded encouraging rather than clinical. Built the storyboard, design document, and all final content myself.

If you didn't use AI, write something like: \"I didn't use AI for this sample. All research, writing, and design decisions were mine.\" Either way, this section gets used.

\n Your AI use (draft)\n \n

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Hiring manager feedback REVIEW

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Evaluation

How you would measure whether the training actually worked. This is where most career changers stop short and lose hiring managers.

What to include: Kirkpatrick levels if you used them (Level 2 is knowledge checks, Level 3 is on-the-job behavior change), how you'd collect the data, and who'd review it.

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Example evaluation (retail associate training)

Kirkpatrick Level 2 is measured throughout the course with scenario-based knowledge checks and a final pass-fail assessment that mirrors situations associates face on the floor. Learners must pass the final to complete the course.

Kirkpatrick Level 3 is measured on the job. Floor managers track behavior using a 60-day observation checklist, capturing whether associates apply the trained skills in real customer interactions. Results are reviewed monthly with the L&D team and used to identify whether additional support or refresher content is needed.

If you didn't deploy to real learners, write this as \"would be measured by.\" Hiring managers know it's a portfolio sample.

\n Your evaluation (draft)\n \n

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Hiring manager feedback REVIEW

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Additional Deliverables

Link the supporting documents from your sample so hiring managers can see the depth of your work.

No writing needed here. On your portfolio page, add a section called Additional Deliverables with links to each of the supporting documents below. Make sure each link is set to \"Anyone with the link can view.\"

Sections to link:

Design Document
Storyboard
Job Aid
Voiceover Script

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Practice your pitch out loud

Five questions hiring managers actually ask about your portfolio sample. For each one, you'll get a frame, you'll speak (or type) your answer, and you'll get hiring manager feedback. Aim for 60 to 90 seconds per answer.

Voice input uses your browser's built-in speech recognition. Works best in Chrome and Edge. If voice doesn't work for you, just type your answer.

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Write-Up Preview

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Save your work

Open a printable version of your write-up. From the print dialog you can choose \"Save as PDF\" to download a copy, or print it directly.

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Your draft is saved in your browser. To pick up where you left off, come back to this same page on the same computer and browser. Clearing your browser data will erase the draft.

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