ABOUT BECOMING QUOTIENT

Career progress is a long game. It belongs to the person playing it. Becoming Quotient (BQ) is building career-growth infrastructure that gives organisations the opportunity to build their people, and each professional a continuing record of who they’re becoming.

BQ brings behavioural science, structured assessments, human coaching, and AI-supported practice into the flow of real work. The approach connects understanding a person’s strengths and context with practical action, then gathers evidence of what changes over time. A difficult conversation, a recent responsibility, or a leadership transition becomes a place to practise and grow.

The immediate focus is on meaningful career moments: the first 90 days in a role, readiness for promotion, and transitions into leadership, particularly for mid-level managers. The longer ambition is growth that compounds across roles, organisations, and careers.

YOUR ROLE

You turn that ambition into experiences people can use. Working with the founding and product teams, you take a talent need from research through design, pilot, and refinement. You connect the science behind an idea with the practical details that help someone act on it.

WHAT YOU OWN

- Frame the right talent need. Understand the participant, their role, and the situation they face. Define the behaviours that matter, the experience you are designing, and what useful progress would look like.
- Turn research into practical design. Translate organisational psychology, adult learning, and behavioural science into clear frameworks. Explain why a design choice makes sense, what supports it, and where the evidence has limits.
- Build structured talent experiences. Design the sequence from insight to practice, feedback, and reflection.



Make each step relevant to the person’s context and realistic within a working week.
- Create materials people can use. Write participant guides, manager toolkits, practice activities, reflection prompts, and curated learning resources. Make complex ideas clear without losing their meaning.
- Connect assessment to action. Work with research and product colleagues to translate psychometric and behavioural insights into understandable feedback and relevant next steps. Build in respect for consent, privacy, and individual choice.
- Prototype, test, and refine. Build early versions, support pilots, and gather feedback from participants, managers, and coaches. Use what people actually do with the experience to decide what to keep, change, or remove.
- Carry the design into the product. Work with product, research, and business colleagues to translate the experience into clear user flows and requirements. Document the design logic so others can build and deliver it consistently.

WHAT YOU BRING

• 7–8 years of relevant experience. You’ve designed talent or learning programmes, leadership experiences, assessment-based interventions, or related people-focused products. You can show work you’ve taken from a brief through delivery and iteration.

- Applied knowledge of people and learning. A background in psychology, organisational behaviour, HR, instructional design, or a related field,



with experience applying that knowledge at work. The quality of what you’ve built matters alongside your qualifications.
- Strong design judgement and clear writing. You turn an ambiguous need into a structured experience, simplify complex ideas, and explain why each element belongs. Your work makes the next action clear.
- Ownership with intellectual humility. You work independently, bring drafts into discussion early, and follow through. You can challenge an assumption thoughtfully, test an idea, and change your mind when the evidence calls for it.

Useful experience includes onboarding, promotion readiness, manager or leadership programmes, assessments, pilot facilitation, user interviews, or collaboration with product teams. Depth in relevant work matters more than having done everything on this list.

WHAT YOU CAN EXPECT

Direct involvement in early product and talent design decisions. Close collaboration with the founding team. The opportunity to see your work used by people, learn from it, and shape what comes next.

BQ is an early-stage team. Priorities and processes will evolve as the product is tested. You’ll need to make thoughtful choices with limited resources, manage focused initiatives, and work through regular reviews and short feedback loops. There is room to shape the approach, with responsibility for making it work.

SHARE YOUR WORK

Include your CV and a relevant work sample or short case study. Tell us the talent need, what you personally designed, why you chose that approach, and what you learned after it was used. An anonymised example is welcome.

Write to [email protected]; subject: Application for Talent Experience Design Specialist

📌 Talent Experience Design Specialist (Mumbai)
🏢 Becoming Quotient
📍 Mumbai