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Here are some sample letters of recommendation.
The first one is for Tuck for anyone interested how a real letter of recommendation may look like. I am also posting some samples of the letters I have written that have succeeded, plus a few others I ran across:
TUCK LOR
Recommender: Daniel Walker, Senior Vice President, Orion Consulting
Candidate: Emily Chen
Interaction with the applicant – 50 words
My name is Daniel Walker, Senior Vice President at Orion Consulting, and I have directly supervised Emily Chen for three years. We collaborate daily on multimillion dollar client engagements, giving me complete visibility into her performance, leadership, and growth relative to peers across finance, strategy, and operations teams.
Performance versus other well qualified individuals – up to 500 words
Emily ranks in the top five percent of the forty professionals I have managed in my fifteen year career. Her combination of analytical rigor, client empathy, and calm decision making stands out even among our highly selective talent pool.
Analytical excellence. [optional heading for each sub-section to make it easier for adcom]
During our 2024 market entry project for Helios Energy, Emily built a pricing model that integrated sixty thousand data points from disparate systems. Senior leadership adopted the model as our firmwide standard, reducing bid variance by twelve percent on subsequent contracts.
Leadership and collaboration. [optional heading for each sub-section to make it easier for adcom]
When a cross functional initiative began missing milestones, Emily convened finance, engineering, and operations to diagnose root causes. She introduced a fifteen minute daily huddle and a visual Kanban tracker, raising on time deliverables from sixty two to ninety four percent within eight weeks. Peers routinely cite Emily as the person who turns friction into momentum.
Client impact. [optional heading for each sub-section to make it easier for adcom]
A Fortune 100 customer threatened to terminate its agreement after a quality lapse. Emily flew on twenty four hours notice, met the client’s chief operating officer, and presented a recovery plan that regained trust and unlocked a two year renewal valued at seventeen million dollars. The outcome exceeded our account growth target by thirty five percent.
Comparison with peers. [optional heading for each sub-section to make it easier for adcom]
Even among our star performers, few display the blend of strategic foresight and humility that Emily demonstrates. Others deliver results; Emily also cultivates talent, coaching new analysts after hours and leading quarterly skill share sessions. Her formal performance rating has been Exceptional for three consecutive cycles, an honor reserved for fewer than one in twenty employees.
Most important constructive feedback and applicant’s response – up to 500 words [this is the main question in most LOR's; most recommenders write too much actually; this is a brief and fairly compact one that works well]
Eighteen months ago I advised Emily that, while her presentations were analytically strong, she sometimes overwhelmed executives with detail. I asked her to distill her message into three key points supported by clear visuals.
We had just completed a board prep session where Emily’s twenty five slide deck buried the central recommendation. Although the content was sound, directors requested a follow up summary, revealing a gap in executive communication.
Emily requested specific guidance and promptly enrolled in our Storytelling with Data workshop. She also rehearsed future presentations with me, iterating until every slide passed the “so what” test within thirty seconds.
Three months later Emily briefed our chief executive officer on a digital transformation roadmap using a six slide storyboard. The meeting ended early (unprecedented) because the decision was unanimous and the path forward clear. The CEO praised the succinct framing and cited the deck as a model for future updates.
Since then, Emily consistently tailors content to audience needs. Junior colleagues now seek her mentorship on presentation design, and our Net Promoter Score for executive briefings has risen from 8.1 to 9.0, a credit the communications team attributes largely to Emily’s influence. [there is something quantifiable, which is great]
Emily’s proactive response confirms her growth mindset and openness, qualities that will help her absorb Tuck’s feedback rich curriculum and contribute to classmates’ learning. [optional - almost too much/fake]
Anything else we should know? (Optional, 75 words)
Emily also devotes ten hours a month to mentoring first generation college students in STEM through the nonprofit Bright Futures. Her commitment to broadening opportunity mirrors Tuck’s ethos of wise leadership for societal benefit. I believe Emily will graduate as a principal ambassador for Tuck’s values and urge you to admit her with enthusiasm.
HBS Letter of Recommendation:
(written by me and modified to make anonymous with AI so some numbers/things may not make sense; candidate did not get admitted but not due to LOR I hope)
1. How do the applicant’s performance, potential, background, or personal qualities compare to those of other well-qualified individuals in similar roles? Please provide specific examples. (≈300 words)
I always get energized speaking with Neil Desai and look forward to our calls. He has innovative ideas, an engaging personality, and a genuine interest in others, but what truly fires me up is his initiative and ownership of tasks. Recently, I watched Neil lead a high-level strategic project to build an Engagement Rewards program designed to increase member participation on GMAT Club, our global test-prep community—a project he single-handedly initiated, coordinated, and executed.
The program required extensive data gathering and user interviews to define actionable engagement metrics and identify behaviors worth rewarding. Partnering closely with our development and design teams, Neil oversaw the product flow, user experience, and, most importantly, ensured community members felt appreciated for their contributions. He also handled a sensitive assignment: recruiting sponsors willing to provide attractive rewards. Neil secured more than $20,000 in products and services. The final program exceeded expectations for user experience, strategic fit, and sponsor involvement. Within six months we logged over 180,000 tracked activities, 5,000 badges earned, and 150 rewards redeemed; community registrations rose 27 percent in the same period.
There are many other examples of strategic yet complex projects that Neil followed through and completed, and he tackles daily tasks—like compiling user interviews or pulling site-performance metrics—with equal diligence. Neil owns his responsibilities, big and small. He is an indispensable member of our close-knit core team, and I consider him one of our most valuable assets.
2. Please describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response. (≈250 words)
“Don’t be afraid to be human and stop trying to be perfect.” During our first year together, Neil seemed almost super-human—focused, articulate, and tireless—handling the work of three people. When he began a Teach For America fellowship, however, he initially assumed he could keep the same workload at GMAT Club while teaching full-time. I advised him to step back from lower-impact tasks and reflect on where he could create the greatest value.
Neil spent two weeks assessing his prior work and concluded he thrives on developing new products. He proposed revamping our social channels and spearheading partner marketing initiatives, while mentoring newcomers who took over his previous duties to ensure a seamless handoff. Although he occasionally missed his old responsibilities, he was more excited about charting a clearer path forward.
In his second fellowship year, after settling into the classroom, Neil resisted spreading himself too thin and selected a handful of targeted projects, such as launching exam-specific tools that boosted forum performance. His sharpened focus led us into new territory: he coordinated the release of over 100 fresh videos on our YouTube channel, lifting subscriber count by more than 50 percent.
Paradoxically, embracing his limits allowed Neil to concentrate on the areas he enjoys most and that deliver the highest organizational value. I wholeheartedly recommend Neil Desai for the Harvard MBA Class of 2027 without reservation. Thank you for considering his candidacy.
HBS LOR v2 (Admitted)
(Anonymized using AI; may be strange so ignore any weirdness)
How do the candidate’s performance, potential, background, or personal qualities compare to those of other well-qualified individuals in similar roles? (≈300 words)
I am a Managing Director at Evergreen Growth Partners (EGP) and have supervised Alex Rivera since September 2022. Among the dozens of pre-MBA professionals I have hired, Alex ranks in the top five percent for performance, potential, and character.
Initiative and leadership. Within his first six months, Alex realized we were under-leveraging sector experts in due diligence. He designed a contractor program, vetted specialists, and rolled it out across our deal teams. We now use his framework firm-wide, and it has materially improved investment committee decisions.
Communication maturity. In March 2024, we sent Alex—still an Associate—solo to a three-day management meeting at an energy-infrastructure company in Chile. No previous Associate had ever represented EGP alone at an overseas session, but Alex’s poise made the choice easy.
Analytical judgment. During every semi-annual review, Alex scores “Exceptional” in both quantitative analysis and teamwork. His blend of rigor and optimism lifts the entire deal team’s morale.
Commitment to impact. Alex is deeply engaged in climate-tech volunteering, mentoring under-resourced founders through a nonprofit accelerator. His conviction to pair profit with purpose is unmatched among peers I have managed.
Constructive feedback example (≈250 words)
Our bi-annual reviews are exhaustive. During Alex’s first review, I urged him to evolve from “excellent analyst” to “insight generator.” On a subsequent renewables deal, he was tasked with evaluating disruptive battery chemistries that could threaten the target’s margins. Working independently, Alex synthesized patent-filing data, expert interviews, and cost curves to demonstrate that the perceived threat was overstated. The investment proceeded; eighteen months later, its IRR is 340 bps above forecast—thanks largely to Alex’s insight.
(Optional) Is there anything else we should know?
[BLANK]
Columbia (Admit)
(Anonymized using AI; may be strange so ignore any weirdness)
Please provide a brief description of your interaction with the applicant and, if applicable, the applicant’s role in your organization.
I first met Alex Romero at university and, in 2019, hired him to join the business-development team at my family’s company. His mandate was to open new sales channels and deepen customer relationships. After several successful years, Alex presented a business case for an entrepreneurial spin-off, LUMINA. Convinced by both the market potential and Alex’s ability, we invested; the venture has since grown more than 260 percent, long ago repaying our capital. I have watched Alex progress from business-development lead to general manager and, most recently, board member, and we continue to work together today. I have known and collaborated with Alex for ten years.
How does the applicant’s performance compare with that of other well-qualified individuals in similar roles? Please provide specific examples.
Alex is endlessly observant and curious about every business environment. This intellectual curiosity—not short-term gain—has always driven him. He fixates on long-run strategic goals and asks how he can move the organization toward them.
When we launched LUMINA, several revenue models were possible. Alex insisted on rigorous market research to identify the option that best fit the opportunity, ultimately steering us toward partnerships with leading carbon-technology firms. His work was crucial in persuading blue-chip suppliers to back an unproven start-up.
Although Alex is a successful entrepreneur, he remains refreshingly down-to-earth. He still bikes to the office, values empathy and active listening, and never uses hierarchy to push decisions. In meetings he leads with data and thoughtful questions rather than authority.
Relative to more than forty business-development professionals I have hired since 2013, Alex belongs in the top five percent for strategic insight, persistence, and integrity.
Some useful LOR Resources:
-
- Tuck LOR
- HBS LOR (ding)
- HBS LOR (admit)
- Columbia (admit)
The first one is for Tuck for anyone interested how a real letter of recommendation may look like. I am also posting some samples of the letters I have written that have succeeded, plus a few others I ran across:
TUCK LOR
Recommender: Daniel Walker, Senior Vice President, Orion Consulting
Candidate: Emily Chen
Interaction with the applicant – 50 words
My name is Daniel Walker, Senior Vice President at Orion Consulting, and I have directly supervised Emily Chen for three years. We collaborate daily on multimillion dollar client engagements, giving me complete visibility into her performance, leadership, and growth relative to peers across finance, strategy, and operations teams.
Performance versus other well qualified individuals – up to 500 words
Emily ranks in the top five percent of the forty professionals I have managed in my fifteen year career. Her combination of analytical rigor, client empathy, and calm decision making stands out even among our highly selective talent pool.
Analytical excellence. [optional heading for each sub-section to make it easier for adcom]
During our 2024 market entry project for Helios Energy, Emily built a pricing model that integrated sixty thousand data points from disparate systems. Senior leadership adopted the model as our firmwide standard, reducing bid variance by twelve percent on subsequent contracts.
Leadership and collaboration. [optional heading for each sub-section to make it easier for adcom]
When a cross functional initiative began missing milestones, Emily convened finance, engineering, and operations to diagnose root causes. She introduced a fifteen minute daily huddle and a visual Kanban tracker, raising on time deliverables from sixty two to ninety four percent within eight weeks. Peers routinely cite Emily as the person who turns friction into momentum.
Client impact. [optional heading for each sub-section to make it easier for adcom]
A Fortune 100 customer threatened to terminate its agreement after a quality lapse. Emily flew on twenty four hours notice, met the client’s chief operating officer, and presented a recovery plan that regained trust and unlocked a two year renewal valued at seventeen million dollars. The outcome exceeded our account growth target by thirty five percent.
Comparison with peers. [optional heading for each sub-section to make it easier for adcom]
Even among our star performers, few display the blend of strategic foresight and humility that Emily demonstrates. Others deliver results; Emily also cultivates talent, coaching new analysts after hours and leading quarterly skill share sessions. Her formal performance rating has been Exceptional for three consecutive cycles, an honor reserved for fewer than one in twenty employees.
Most important constructive feedback and applicant’s response – up to 500 words [this is the main question in most LOR's; most recommenders write too much actually; this is a brief and fairly compact one that works well]
Eighteen months ago I advised Emily that, while her presentations were analytically strong, she sometimes overwhelmed executives with detail. I asked her to distill her message into three key points supported by clear visuals.
We had just completed a board prep session where Emily’s twenty five slide deck buried the central recommendation. Although the content was sound, directors requested a follow up summary, revealing a gap in executive communication.
Emily requested specific guidance and promptly enrolled in our Storytelling with Data workshop. She also rehearsed future presentations with me, iterating until every slide passed the “so what” test within thirty seconds.
Three months later Emily briefed our chief executive officer on a digital transformation roadmap using a six slide storyboard. The meeting ended early (unprecedented) because the decision was unanimous and the path forward clear. The CEO praised the succinct framing and cited the deck as a model for future updates.
Since then, Emily consistently tailors content to audience needs. Junior colleagues now seek her mentorship on presentation design, and our Net Promoter Score for executive briefings has risen from 8.1 to 9.0, a credit the communications team attributes largely to Emily’s influence. [there is something quantifiable, which is great]
Emily’s proactive response confirms her growth mindset and openness, qualities that will help her absorb Tuck’s feedback rich curriculum and contribute to classmates’ learning. [optional - almost too much/fake]
Anything else we should know? (Optional, 75 words)
Emily also devotes ten hours a month to mentoring first generation college students in STEM through the nonprofit Bright Futures. Her commitment to broadening opportunity mirrors Tuck’s ethos of wise leadership for societal benefit. I believe Emily will graduate as a principal ambassador for Tuck’s values and urge you to admit her with enthusiasm.
HBS Letter of Recommendation:
(written by me and modified to make anonymous with AI so some numbers/things may not make sense; candidate did not get admitted but not due to LOR I hope)
1. How do the applicant’s performance, potential, background, or personal qualities compare to those of other well-qualified individuals in similar roles? Please provide specific examples. (≈300 words)
I always get energized speaking with Neil Desai and look forward to our calls. He has innovative ideas, an engaging personality, and a genuine interest in others, but what truly fires me up is his initiative and ownership of tasks. Recently, I watched Neil lead a high-level strategic project to build an Engagement Rewards program designed to increase member participation on GMAT Club, our global test-prep community—a project he single-handedly initiated, coordinated, and executed.
The program required extensive data gathering and user interviews to define actionable engagement metrics and identify behaviors worth rewarding. Partnering closely with our development and design teams, Neil oversaw the product flow, user experience, and, most importantly, ensured community members felt appreciated for their contributions. He also handled a sensitive assignment: recruiting sponsors willing to provide attractive rewards. Neil secured more than $20,000 in products and services. The final program exceeded expectations for user experience, strategic fit, and sponsor involvement. Within six months we logged over 180,000 tracked activities, 5,000 badges earned, and 150 rewards redeemed; community registrations rose 27 percent in the same period.
There are many other examples of strategic yet complex projects that Neil followed through and completed, and he tackles daily tasks—like compiling user interviews or pulling site-performance metrics—with equal diligence. Neil owns his responsibilities, big and small. He is an indispensable member of our close-knit core team, and I consider him one of our most valuable assets.
2. Please describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response. (≈250 words)
“Don’t be afraid to be human and stop trying to be perfect.” During our first year together, Neil seemed almost super-human—focused, articulate, and tireless—handling the work of three people. When he began a Teach For America fellowship, however, he initially assumed he could keep the same workload at GMAT Club while teaching full-time. I advised him to step back from lower-impact tasks and reflect on where he could create the greatest value.
Neil spent two weeks assessing his prior work and concluded he thrives on developing new products. He proposed revamping our social channels and spearheading partner marketing initiatives, while mentoring newcomers who took over his previous duties to ensure a seamless handoff. Although he occasionally missed his old responsibilities, he was more excited about charting a clearer path forward.
In his second fellowship year, after settling into the classroom, Neil resisted spreading himself too thin and selected a handful of targeted projects, such as launching exam-specific tools that boosted forum performance. His sharpened focus led us into new territory: he coordinated the release of over 100 fresh videos on our YouTube channel, lifting subscriber count by more than 50 percent.
Paradoxically, embracing his limits allowed Neil to concentrate on the areas he enjoys most and that deliver the highest organizational value. I wholeheartedly recommend Neil Desai for the Harvard MBA Class of 2027 without reservation. Thank you for considering his candidacy.
HBS LOR v2 (Admitted)
(Anonymized using AI; may be strange so ignore any weirdness)
How do the candidate’s performance, potential, background, or personal qualities compare to those of other well-qualified individuals in similar roles? (≈300 words)
I am a Managing Director at Evergreen Growth Partners (EGP) and have supervised Alex Rivera since September 2022. Among the dozens of pre-MBA professionals I have hired, Alex ranks in the top five percent for performance, potential, and character.
Initiative and leadership. Within his first six months, Alex realized we were under-leveraging sector experts in due diligence. He designed a contractor program, vetted specialists, and rolled it out across our deal teams. We now use his framework firm-wide, and it has materially improved investment committee decisions.
Communication maturity. In March 2024, we sent Alex—still an Associate—solo to a three-day management meeting at an energy-infrastructure company in Chile. No previous Associate had ever represented EGP alone at an overseas session, but Alex’s poise made the choice easy.
Analytical judgment. During every semi-annual review, Alex scores “Exceptional” in both quantitative analysis and teamwork. His blend of rigor and optimism lifts the entire deal team’s morale.
Commitment to impact. Alex is deeply engaged in climate-tech volunteering, mentoring under-resourced founders through a nonprofit accelerator. His conviction to pair profit with purpose is unmatched among peers I have managed.
Constructive feedback example (≈250 words)
Our bi-annual reviews are exhaustive. During Alex’s first review, I urged him to evolve from “excellent analyst” to “insight generator.” On a subsequent renewables deal, he was tasked with evaluating disruptive battery chemistries that could threaten the target’s margins. Working independently, Alex synthesized patent-filing data, expert interviews, and cost curves to demonstrate that the perceived threat was overstated. The investment proceeded; eighteen months later, its IRR is 340 bps above forecast—thanks largely to Alex’s insight.
(Optional) Is there anything else we should know?
[BLANK]
Columbia (Admit)
(Anonymized using AI; may be strange so ignore any weirdness)
Please provide a brief description of your interaction with the applicant and, if applicable, the applicant’s role in your organization.
I first met Alex Romero at university and, in 2019, hired him to join the business-development team at my family’s company. His mandate was to open new sales channels and deepen customer relationships. After several successful years, Alex presented a business case for an entrepreneurial spin-off, LUMINA. Convinced by both the market potential and Alex’s ability, we invested; the venture has since grown more than 260 percent, long ago repaying our capital. I have watched Alex progress from business-development lead to general manager and, most recently, board member, and we continue to work together today. I have known and collaborated with Alex for ten years.
How does the applicant’s performance compare with that of other well-qualified individuals in similar roles? Please provide specific examples.
Alex is endlessly observant and curious about every business environment. This intellectual curiosity—not short-term gain—has always driven him. He fixates on long-run strategic goals and asks how he can move the organization toward them.
When we launched LUMINA, several revenue models were possible. Alex insisted on rigorous market research to identify the option that best fit the opportunity, ultimately steering us toward partnerships with leading carbon-technology firms. His work was crucial in persuading blue-chip suppliers to back an unproven start-up.
Although Alex is a successful entrepreneur, he remains refreshingly down-to-earth. He still bikes to the office, values empathy and active listening, and never uses hierarchy to push decisions. In meetings he leads with data and thoughtful questions rather than authority.
Relative to more than forty business-development professionals I have hired since 2013, Alex belongs in the top five percent for strategic insight, persistence, and integrity.
Some useful LOR Resources:
- Getting a strong LOR: https://www.youtube.com/watch?v=FaJ5s7cTqbY
- The truth about LOR's and their role: https://www.youtube.com/watch?v=dDCCk09m1WI
- Five-Star LOR: https://www.youtube.com/watch?v=B_jC3r7u024
-
13 Sep 2025, 10:23
Kudos
Bookmarks
And here is an example of a "BAD" letter of recommendation by the way.
A consultant interviewed me and offered to put together an LOR for me for the candidate so it would save me time. I agreed to see what they would produce. The end result was terrible (in my view) and I had to completely rewrite it but the person got an admit (but not with this LOR). Take a read:
1. Brief description of your interaction with the applicant and the applicant’s role in your organization
I have worked closely with Jordan Kim as he has progressed at GMAT Club. Jordan moderates our global forum of 1.1 million users, collaborates with leadership on strategy and goals, hosts webinars, produces online videos, and designs study materials.
2. How does the applicant’s performance compare with that of other well-qualified individuals in similar roles?
As the founder of GMAT Club, I have managed hundreds of moderators. Jordan ranks at the very top for commitment, drive to innovate, and ability to connect with others.
GMAT Club succeeds only when users from six continents feel engaged and informed. More than any moderator I have worked with during nearly 20 years at the forum, Jordan excels at building those connections. He navigates cultural differences gracefully—whether explaining critical-reasoning techniques to a first-time user in Europe or resolving misunderstandings with colleagues in Asia. His combination of humor, humility, attention to detail, and professionalism ensures users feel heard.
Unlike many moderators who focus solely on their own tasks, Jordan forges relationships across our 40-member moderator team, as well as with designers, programmers, and marketing staff—making him one of the most team-oriented people I know.
Jordan is also disciplined and results-oriented. Joining us in 2020 as a verbal-forum moderator, he noticed a gap in advanced critical-reasoning resources and independently created several guides that have since helped more than 20,000 students improve their scores. He later initiated YouTube interviews with industry experts, keeping past users engaged. Even when ideas fail, Jordan bounces back quickly; his resilience and positivity make him invaluable.
Jordan’s writing results speak for themselves: more than 1,100 posts have earned 3,000 likes, generating over one million views—triple the average engagement ratio and higher even than mine.
His skill at diffusing difficult conversations also stands out. International peers praise Jordan’s inclusive, respectful tone. He knows when to listen, when to step in, and how to transform tense moments into collaborative solutions.
3. Most important piece of constructive feedback and the applicant’s response
Jordan’s deep respect for others occasionally created excessive formality, especially with senior staff. I explained that while courtesy is essential, an overly deferential tone can feel distancing or insincere. Jordan was surprised but grateful.
Together, we identified ways for him to “dial back” his etiquette without losing respectfulness. In subsequent meetings—both with me and when hosting guest moderators—I saw an immediate shift. He maintained his warmth but spoke more naturally, striking a balance between professionalism and approachability. Jordan’s quick adjustment underscores his self-awareness and capacity for growth.
(Optional) Additional information
Jordan’s contributions are particularly impressive because his work at GMAT Club has always been volunteer-based; he refuses compensation. His rise from moderator to the seven-member Board is unprecedented among volunteers, and he is the only non-employee Administrator with full platform access.
Dependable and endlessly curious, Jordan continually launches new initiatives and partnerships. In a forum where volunteers often burn out, his sustained energy and commitment are unique. Jordan represents GMAT Club with unwavering integrity and delivers results while making the journey enjoyable for everyone around him.
I wholeheartedly endorse Jordan Kim’s pursuit of advanced business education; he will be an asset to any program’s academic and student community, just as he has been to GMAT Club.
A consultant interviewed me and offered to put together an LOR for me for the candidate so it would save me time. I agreed to see what they would produce. The end result was terrible (in my view) and I had to completely rewrite it but the person got an admit (but not with this LOR). Take a read:
1. Brief description of your interaction with the applicant and the applicant’s role in your organization
I have worked closely with Jordan Kim as he has progressed at GMAT Club. Jordan moderates our global forum of 1.1 million users, collaborates with leadership on strategy and goals, hosts webinars, produces online videos, and designs study materials.
2. How does the applicant’s performance compare with that of other well-qualified individuals in similar roles?
As the founder of GMAT Club, I have managed hundreds of moderators. Jordan ranks at the very top for commitment, drive to innovate, and ability to connect with others.
GMAT Club succeeds only when users from six continents feel engaged and informed. More than any moderator I have worked with during nearly 20 years at the forum, Jordan excels at building those connections. He navigates cultural differences gracefully—whether explaining critical-reasoning techniques to a first-time user in Europe or resolving misunderstandings with colleagues in Asia. His combination of humor, humility, attention to detail, and professionalism ensures users feel heard.
Unlike many moderators who focus solely on their own tasks, Jordan forges relationships across our 40-member moderator team, as well as with designers, programmers, and marketing staff—making him one of the most team-oriented people I know.
Jordan is also disciplined and results-oriented. Joining us in 2020 as a verbal-forum moderator, he noticed a gap in advanced critical-reasoning resources and independently created several guides that have since helped more than 20,000 students improve their scores. He later initiated YouTube interviews with industry experts, keeping past users engaged. Even when ideas fail, Jordan bounces back quickly; his resilience and positivity make him invaluable.
Jordan’s writing results speak for themselves: more than 1,100 posts have earned 3,000 likes, generating over one million views—triple the average engagement ratio and higher even than mine.
His skill at diffusing difficult conversations also stands out. International peers praise Jordan’s inclusive, respectful tone. He knows when to listen, when to step in, and how to transform tense moments into collaborative solutions.
3. Most important piece of constructive feedback and the applicant’s response
Jordan’s deep respect for others occasionally created excessive formality, especially with senior staff. I explained that while courtesy is essential, an overly deferential tone can feel distancing or insincere. Jordan was surprised but grateful.
Together, we identified ways for him to “dial back” his etiquette without losing respectfulness. In subsequent meetings—both with me and when hosting guest moderators—I saw an immediate shift. He maintained his warmth but spoke more naturally, striking a balance between professionalism and approachability. Jordan’s quick adjustment underscores his self-awareness and capacity for growth.
(Optional) Additional information
Jordan’s contributions are particularly impressive because his work at GMAT Club has always been volunteer-based; he refuses compensation. His rise from moderator to the seven-member Board is unprecedented among volunteers, and he is the only non-employee Administrator with full platform access.
Dependable and endlessly curious, Jordan continually launches new initiatives and partnerships. In a forum where volunteers often burn out, his sustained energy and commitment are unique. Jordan represents GMAT Club with unwavering integrity and delivers results while making the journey enjoyable for everyone around him.
I wholeheartedly endorse Jordan Kim’s pursuit of advanced business education; he will be an asset to any program’s academic and student community, just as he has been to GMAT Club.
amoeba99
Joined: 19 Feb 2025
Last visit: 18 Apr 2026
Posts: 31
Own Kudos:
Given Kudos: 21
Location: India
Schools: HBS '26 Stanford '26 Wharton '26
GMAT Focus 1: 755 Q90 V89 DI84 
GPA: 7.95
14 Dec 2025, 09:31
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Hi bb , thank you so much for this post.
Could you highlight a bit on why this is a bad letter of recommendation?
Could you highlight a bit on why this is a bad letter of recommendation?
bb
