#1 Female Creator Worldwide 🌎 | CEO & Founder of BetterMe, Health Coach, Harvard Guest Speaker, Forbes 30 Under 30. On a mission to create an inclusive, healthier world

With an Executive Program from Stanford University Graduate School of Business, my journey has led me to become the CEO & Founder of BetterMe. At BetterMe, we've achieved global recognition by focusing on inclusive, affordable, and fun wellness solutions. My competencies in analytical skills, strategy, and market research have been pivotal in driving our mission.

The BetterMe team is dedicated to promoting a healthy lifestyle that is accessible to all, from individual users to entire organizations. Driven by my belief in the transformative power of inclusive wellness solutions, we’ve developed innovative programs like anywhere pilates, yoga, and stress relief workouts. 

BetterMe now extends these solutions to workplaces, empowering companies to foster healthier, more productive teams. We are committed to transforming lives and building a culture that values diverse perspectives and empowers our community to lead healthier, more balanced lives!

Victoria Repa

Never trade your nervous system for a salary.

Most people think job changes are mainly about money.

But over time, something else becomes obvious.
People move to places where work doesn’t feel like pressure.

Because a higher paycheck rarely makes up for:

↳ Sunday night anxiety
↳ fear of telling the truth
↳ a 11:40 pm “urgent” message
↳ the feeling of not being heard
↳ constant tension of “don’t mess up”

We often call it “being tired.”
But it’s actually a lack of safety.

That’s why peace of mind has become the new currency in the job market.

It looks simple, 
but it’s built every day:

• support instead of blame
• dialogue instead of silent tension
• respect for time instead of overtime
• meaning instead of endless “shoulds”
• clear expectations instead of guessing

People don’t leave because of hard tasks.

They leave the atmosphere where every task turns into stress.

So the question for every leader is simple:
Does your team feel calmer or more anxious because of you?

Because sometimes the strongest benefit isn’t a bonus.

It’s the ability to work without constant inner tension.

What creates “peace of mind” at work for you?
___

♻️ Share this if you believe strong results start with a calm, safe team environment.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

I used to think people changed jobs for money

Now I know they’re looking for peace of mind.

Victoria Repa
BetterMe

Here’s why most KPIs don’t work:

Many companies build their systems around numbers.
But not around people.

Because if people aren’t motivated and don’t feel safe, 
no metric will save the outcome.

The real KPIs are the small signals that keep a team moving:

→ Keep people invested in results 
when everyone knows what “winning” looks like.

→ Keep people inspired by purpose, 
so work feels meaningful, not automatic.

→ Keep people included in decisions, 
because ownership grows where voices matter.

→ Keep people in sync with priorities, 
so energy goes into the few things that actually move the business.

→ Keep people informed about change, 
because uncertainty kills focus faster than workload.

→ Keep people innovating without fear,
because fear stops initiative, and without initiative there’s no progress.

You can track revenue, retention, performance.

But if you don’t track the human system behind them, 
you’ll keep coming back to the same problems again and again.

So start measuring what keeps your team energized and engaged, 
and the numbers will follow.

Which of these KPIs has the biggest impact on your motivation to perform at your best?

_

♻️ Share this with someone who needs a different view on KPIs.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

KPI’s
KEY PERFORMANCE INDICATORS
KEEP PEOPLE INVESTED IN RESULTS
KEEP PEOPLE INSPIRED BY PURPOSE
KEEP PEOPLE INCLUDED IN DECISIONS
KEEP PEOPLE IN SYNC WITH PRIORITIES
KEEP PEOPLE INFORMED ABOUT CHANGE
KEEP PEOPLE INNOVATING WITHOUT FEAR

For more valuable content, follow me:
Victoria Repa 
BetterMe СEO & Founder

True leadership isn’t about being #1.

It’s about treating everyone like they’re #1:

↳ your team,
↳ your clients and audience,
↳ your partners and peers.

That’s why servant leadership is the new standard.

But most leaders confuse it with being convenient.
And that almost always ends with a loss of effectiveness.

Because a team doesn’t need someone who agrees with everything.

A team needs someone who protects what truly matters: 
growth and the ability to speak openly.

Because true service is about creating the conditions
where people can do their best work.

Servant leadership isn’t about:

• Avoiding conflict
• Pleasing everyone
• Saying “yes” to everything

Servant leadership is about:

• Lifting others up
• Supporting growth
• Empowering others
• Clearing roadblocks
• Leading from behind
• Amplifying quiet voices
• Coaching, not controlling
• Creating safety to speak up

Strong leaders don’t try to please everyone.
They transform:

→ Control → into coaching.
→ Politics → into clear agreements.
→ “I’ll decide” → into “I’ll help you decide.”
→ Fear of mistakes → into the courage to speak up.

Because when there’s space to speak openly,
people don’t hold back.

They challenge.
They contribute.
They take ownership.

And that’s how effectiveness happens.

Which habit of a convenient leader do you see most often in teams?
__

♻️ Share this if you agree.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

These 7 types of leaders are remembered with gratitude.

(they change your life forever)

The leaders we remember don’t just deliver results.
They unlock your potential.

Years later, you may forget the project.

But you won’t forget who made you believe in yourself.

Made you feel like you’ll figure it out.
Made you feel seen.

Here are 7 types of leaders people remember for life:

1/ The one who challenged you to grow, even when it was uncomfortable.

2/ The one who showed up consistently, even on hard days.

3/ The one who celebrated your wins like their own.

4/ The one who believed in you before you believed in yourself.

5/ The one who never needed to be the smartest person in the room.

6/ The one who led with kindness, not fear.

7/ The one who saw potential where others saw limitations.

Leadership isn’t a title.
It’s a trace.

And one day you’ll realize:

Your leadership isn’t what you say.
It’s who people become after working with you.

It’s how they speak after working with you.

The standards they keep.
The confidence they carry into the next room.

Which type of leader shaped you the most and why?
_

♻️ Share this to build an environment where people unlock their potential.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

The fastest way to lose a strong team...

Not pressure.
Not competition.
Not even tough deadlines.

It’s the absence of kindness.

The most underrated superpower in leadership.

People do their best work where they feel safe, respected, and seen.

Because when kindness disappears, 
people don’t become stronger.

They become guarded:

→ they stop taking risks
→ they stop fully showing up
→ they stop sharing ideas early

Here’s what KINDNESS looks like in action:

K — Kick the ego 
Lead with humility. No one trusts a know-it-all.

I — Inclusion 
Invite diverse voices into every conversation.

N — Nurture 
Check in regularly, not just during performance reviews.

D — Decency 
Keep your word, even when it’s inconvenient.

N — Notice 
Celebrate small wins as often as big milestones.

E — Empathy 
Ask “How are you?” and listen without rushing.

S — Support 
Be someone people can talk to, not tiptoe around.

S — Soft strength 
Set boundaries with clarity and respect.

If you want a team that moves fast, speaks honestly,
and grows, start here.

Kindness isn’t a nice bonus.

It’s how you hold high standards without devaluing people.

What kind act from a leader changed how you saw them?
_

♻️ Share this if you believe kindness builds strong teams.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

89% of employees say kindness at work is a top priority.

(but it’s still missing in many teams)

The real question is:
Do teams know how to show kindness at work?

Kindness is a skill.
You’re not simply born with it.

You build it through small, intentional actions.
And when it becomes a habit, everything works better.

Here are 7 types of kindness that really matter in the workplace:

1/ Spiritual Kindness 
Strengthening meaning and belonging 

• Celebrate progress, not only results 
• Encourage others to pursue passions 
• Respect others’ boundaries and values

2/ Sensory Kindness 
Making the workspace feel comfortable 

• Keep shared areas tidy 
• Limit noise to a minimum 
• Ask before adjusting lights/temperature

3/ Social Kindness 
Helping people feel included 

• Include new people 
• Create moments to connect 
• Check in and ask how they are

4/ Creative Kindness 
Making it safe to try ideas 

• Brainstorm and build together 
• Support imperfect experiments 
• Share tools and helpful prompts

5/ Physical Kindness 
Supporting energy and well-being 

• Help with heavy items 
• Invite a colleague to lunch 
• Offer help when it’s appropriate

6/ Emotional Kindness 
Creating safety and support 

• Validate colleagues emotions 
• Be gentle with others’ mistakes 
• Thank people for specific effort

7/ Mental Kindness 
Helping others stay focused 

• Help solve problems 
• Suggest short breaks 
• Listen without quick judgments

You don’t need a “culture program” to start.

Pick one type.
Practice it today.
Repeat tomorrow.

Which one will you choose first?
__

♻️ Repost if this is the kind of workplace you want to build.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

Stop calling burnout “a busy season.” 

It’s a warning sign.

Burnout doesn’t start with exhaustion.
It starts with small compromises that feel normal.

One more late night.
One more “I’ll rest later.”
One more skipped meal.

Most people notice burnout too late
because they track productivity, not patterns.

But burnout shows up in behavior first.

Here are 8 stages of burnout you can no longer ignore:

1/ Excessive Drive 
Pushing yourself too hard, constantly striving for perfection.

2/ Ignoring Self-Care 
Skipping meals, exercise, hobbies, and sleep becomes a regular thing.

3/ Denial of Problems 
Ignoring signs of stress and convincing yourself everything is fine.

4/ Withdrawal 
Distancing yourself from friends, family, and colleagues.

5/ Behavioral Changes 
Increased irritability, impatience, and quickness to anger.

6/ Depersonalization 
Feeling disconnected from your own emotions and body.

7/ Apathy 
Constantly feeling empty and lacking purpose.

8/ Depression 
Persistent sadness, hopelessness, and feeling overwhelmed by all areas of life.

If you recognize yourself in stages 1–3, 
take it seriously.

Because early burnout often looks like “high performance.”

But it’s actually the moment your body starts billing you for your ambition.

What can help:

→ Put the basics back on the calendar (sleep, food, movement).
→ Reduce the load before your energy is gone.
→ Talk to someone you trust.

Don’t wait until stage 8 to start caring about yourself.

Which stage have you noticed most in yourself lately?
__

♻️ Repost to help someone spot burnout earlier.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

1 in 2 employees have left a job to get away from their boss.

Think about this before you accept the offer.…

Most people choose a job.
But they forget to choose the person they’ll become next to that manager.

And that choice can shape your confidence, your standards,
and your career path for years.

A strong manager doesn’t just manage tasks.

They build people.

Here’s what a great manager does, and it changes everything:

• notices effort, not only outcomes
• brings clarity before the pressure hits
• challenges you without humiliating you
• creates ownership instead of micromanagement
• fixes systems instead of looking for someone to blame
• protects focus instead of rewarding constant availability

And here’s the red flag many people ignore:

If you constantly have to pretend you’re fine,
you’re not in a healthy environment.

The role can look perfect on paper. 
But if the manager is wrong, the job becomes heavy.

↳ They can shrink your ambition.
↳ They weaken your self-confidence.
↳ They make you doubt your true skills.

Don’t pick only a role. 
Choose the leader you’ll grow under.

Because the right manager doesn’t just manage work.

They expand your confidence, your standards, and your career.

So when you’re choosing your next role, 
ask yourself:

Will this leader make me stronger or smaller?

The right one can change your life.

What did a great manager do for you that stayed with you forever?
__

♻️ Repost if you also believe choosing the right leader is the best career decision.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

A principle I wish I’d known 8 years ago:

Working more is the worst strategy for better results.

Most people try to hack the system and get fast outcomes.

High performers build systems that make results inevitable.

They don’t wait until they “feel ready.”
They don’t rely on motivation alone.
And they don’t confuse being busy with being effective.

They change the way they think.

Because mindset drives what you do when you have no energy.

Here are 7 mindsets of high performers:

1/ Be consistent
Small daily steps beat occasional bursts of effort.

2/ Keep learning
Build skills continuously and apply them right away.

3/ Own the outcome
Take responsibility for results and don’t make excuses.

4/ Protect your energy
Sleep, recovery, and boundaries are productivity tools.

5/ Pick your priorities
Choose the few things that create the biggest impact.

6/ Embrace feedback
Use critique and data to improve fast, as a habit.

7/ Stay clear-minded
Manage emotions and think clearly in stress.

You don’t need a “perfect” routine or 24/7 work.
You need these mindsets on repeat.

Talent helps you start.
Mindset turns effort into results.

Which one do you need to strengthen the most right now?
_

♻️ Share this if you believe mindset shapes results.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

90% of managers ignore the power of introverts.

Translation:
They miss the best ideas and the most consistent execution.

Introverts do not need to get louder to deliver results.
They need the right environment.

Because most workplace cultures reward visibility, 
not value.

↳ The loudest voice gets remembered. 
↳ The fastest reply gets counted as contribution. 
↳ The person who talks the most looks “engaged.”

And quiet people learn one thing fast. 
To perform, they first have to fight the culture.

That is wasted talent.

A simple formula for consistent introvert performance:

1/ Basic needs: 
quiet focus time and space to recharge solo 

2/ Safety: 
clear expectations, steady routines, predictable check ins 

3/ Belonging: 
small group connection and easy ways to contribute 

4/ Esteem: 
recognition in a comfortable format and time to prepare ideas 

5/ Self-actualization: 
autonomy, meaningful work, and expertise-driven growth.

When those conditions exist, 
introverts become a team superpower:

→ they raise quality through care
→ they catch small mistakes early
→ they reliably finish what they start
→ they reduce tension without drama
→ they listen deeply and hold context
→ they show up with prepared solutions

The question is not “How do we make them talk more?”

The question is “How do we make it easier for them to contribute?”

A few leadership moves that change everything:

• Reward outcomes, not volume.
• Send the agenda before the meeting.
• Ask for input after the call, not only during it.
• Create smaller discussion spaces, not only big rooms.
• Share updates in a message and document decisions in writing.

Because motivation for introverts is not loud words.
It is autonomy, clarity, and space for deep work.

Quiet people do not need to become louder.

They need the right conditions to do their best work.

What is one change your team could make to help introverts thrive?
_

♻️ Share this with anyone who’s building a calmer, smarter culture.

☝️ For more valuable content, follow me Victoria Repa | BetterMe CEO & Founder

CFA® Level-1 Candidate || Certified FMVA®|| Certified CBCA® || FPWM™ Professional || ESG Specialist || Macabacus Specialist || MBA in Core Finance & Financial Consulting (KPMG) || Graduated in Aerospace Engineering

Hey there!

I'm Jeetain Kumar 
Financial Consultant and the Founder of FCP Consulting.

In the last 1.5 years, I've built a 75K+ strong Linkedin community with 35M+ impressions, helping students and professionals around the world break into finance through executive coaching, profile building, and industry insights.

I've guided 1200+ clients from top institutes like IIMs, IITs, FMS, HEC Paris, UC Berkeley, University of Sydney, Duke University and more helping them land roles in Investment Banking, Private Equity, FP&A, and Consulting.

My consultations and services have reached professionals across India, the US, UK, Japan, Australia, Canada, Ireland, and the UAE.

Beyond mentoring, I collaborate with finance, EdTech, and career brands to help them tell their story authentically reaching the right audience through  create content that educates, connects, and converts.

I also work with Founders, CXOs, and Coaches as a LinkedIn Ghostwriter, building their online presence, growing their audience, and crafting posts that attract business opportunities.

So whether you're a student aiming for a dream finance job, a brand wanting to reach finance aspirants, or a founder looking to grow your LinkedIn influence, I'm here to make that happen.

Let's build something meaningful together.

For collaboration or mentorship, you can contact here
Email: jeetainkumar1999@gmail.com
Phone: ‪+91 9815437647‬

“If you try to do your best, there is no failure.” — Mike Farrell

Jeetain Kumar, MBA, FMVA®, ESG

Which finance career should you actually target in 2026?

7 domains. Different work. Different salaries.

Most MBA students say "I want a finance job" without knowing which domain fits them. Here's a complete breakdown of every major finance career you can target as a fresher.

1. Investment Banking
→ What you do: IPOs, M&A deals, valuation, deal execution
→ Top employers: Big 4, boutique IBs (Avendus, Axis Capital)
→ Best for: High pressure tolerance, deal-oriented mindset
→ Reality: Best pay, worst hours. ₹10-18 LPA starting.

2. Equity Research / Asset Management
→ What you do: 
Analyze stocks, build sector models, write research reports
→ Top employers: Morningstar, CRISIL, Motilal Oswal
→ Best for: People who love markets, deep company analysis
→ Reality: Intellectually rewarding. ₹7-14 LPA starting.

3. Corporate Finance / FP&A
→ What you do: 
Budgeting, forecasting, MIS reporting, cash flow management
→ Top employers: Reliance, Tata, Marico, startups
→ Best for: People who want strategy + stability
→ Reality: Best work-life balance in finance. ₹8-14 LPA starting.

4. VC / PE / Family Office
→ What you do: Evaluate startups, due diligence, write investment memos
→ Top employers: Sequoia, Stellaris, AngelList
→ Best for: Startup ecosystem lovers with strong analytical skills
→ Reality: Hardest to break into as fresher. ₹8-15 LPA starting.

5. Fintech / Analytics
→ What you do: Use data + finance + technology together
→ Top employers: Razorpay, Paytm, CRED
→ Best for: Finance students with Python/SQL/data skills
→ Reality: Fastest-growing domain right now. ₹8-15 LPA starting.

6. Consulting (Finance-focused)
→ What you do: Strategy + financial modeling for client companies
→ Top employers: KPMG, PwC, Deloitte, ZS Associates
→ Reality: Broad exposure to industries. ₹10-18 LPA starting.

7. Risk / Treasury / Credit
→ What you do: Monitor risk, manage liquidity, analyze capital structure
→ Top employers: Banks, NBFCs, Credit Firms (CRISIL, ICRA)
→ Best for: 
Analytical people who prefer structured, process-driven work
→ Reality: Underrated and stable. ₹7-12 LPA starting.

Here's what most MBA students get wrong:

They spend 2 years doing MBA without deciding which domain to target. Then placements arrive and they apply to "anything in finance."

That's why they end up in roles they don't enjoy.
Pick your domain in Year 1. Prepare specifically. Apply strategically.
Your MBA is the foundation. Your domain choice is the direction.

Don't pick a finance domain based on what sounds prestigious. Pick based on what you'll actually enjoy doing every day for the next 5 years. That's how careers compound.

Confused about which domain fits your skills and goals?

Book a Career Guidance Session and let's map your path.

Link the comments in booking and details

Jeetain Kumar, FMVA®

I help students and professionals get into finance with executive coaching, career guidance, and financial education. KPMG Certified Financial Consultant | Risk & FP&A Specialist

Goldman Sachs will ask you Question #3. Are you ready?

These 28 questions appear in 90% of IB interviews.

Every investment banking interview - whether Goldman, JP Morgan, or Morgan Stanley - asks the same core questions. If you can't answer these confidently, you won't get the offer.

The first 5 questions are non-negotiable:
"What is Beta?" "What is EBITDA?" "Walk me through a DCF." "What is Enterprise Value?" "What is net working capital?"

If you fumble on ANY of these, the interview is over. 
They're testing if you know the absolute basics.

Questions 10-15 test if you can actually BUILD models:
"What is WACC and how do you calculate it?" "What are the three financial statements?" "How are they connected?"

Knowing definitions isn't enough. 
You need to explain HOW things work.

Questions 16-23 test real-world understanding:
"Why might there be multiple valuations of a single company?" "What drives M&A?" "Can a company have positive income but go bankrupt?"

These separate people who memorized textbooks 
from people who understand actual business situations.

The hardest questions (24-28) test depth:
"If EV is $80mm and equity is $40mm, what's net debt?" "Would you calculate enterprise value using book or market value of equity?"

Most candidates freeze here. 
The ones who answer clearly GET THE OFFER.

Here's what happens in real interviews:
They ask 10-15 of these questions. You need to answer 80%+ correctly to move forward. One or two "I'm not sure" is okay. Five "I don't know" answers? You're done.

Practice answering these OUT LOUD. 
Not in your head. Out loud. Record yourself. 
Time yourself. Aim for 45-60 second answers.

Investment banking interviews are predictable. Same questions every year. If you're prepared, you'll get offers. If you're not, you'll keep getting rejected. Simple as that.


-----
Applying to investment banking but getting rejected?
The problem isn't your qualifications. It's your preparation.

I offer:
1:1 consultation (career strategy, target firms, skill roadmap)
IB skill development plan (what to learn, in what order)
Mock interviews (technical + behavioral questions)

Whether you're a student targeting analyst roles or a 
professional switching to IB, I can help.

DM me "FINANCE" to discuss your situation.
Or book directly through link in the comments

Most candidates fail interviews before they start.

Not because they lack skills.
Because they lack structure.

I’ve seen brilliant students lose offers
just because they couldn’t answer basic questions clearly.

This cheat sheet covers what most interviews test:

1. Tell me about yourself
Keep it structured. 
Professional journey. 2–3 achievements. Clear direction.

2. Why this role?
Show alignment. Not desperation.

3.  Strengths & weaknesses
Strength = relevant to the role.
Weakness = real, but improving.

4. Problem-solving questions
Use the STAR method. Situation. Task. Action. Result.

5. Teamwork & leadership
Focus on impact. Not just participation.

6. Where do you see yourself in 5 years?
Show ambition. But show commitment too.

Most candidates “hope” interviews go well.

Top candidates prepare frameworks for every common question.

Interviews don’t reward intelligence alone.
They reward clarity, structure, and confidence under pressure.

If you want to break into finance 
IB, FP&A, Equity Research, Consulting
you need more than technical knowledge.

You need interview strategy.

If you're serious about landing finance roles,
DM me “INTERVIEW” and let’s build your preparation plan.


-----
Jeetain Kumar, FMVA®
Founder, FCP Consulting
Helping students break into finance and consulting

PS: If you want to start your career in finance, check 
the link in the comments to book a 1:1 session with me

#finance #investing #accounting #interview #impact

I help students and professionals get into AI-driven finance KPMG Certified Financial Consultant | Risk & FP&A Specialist

taplio

The Battle

Victoria Repa

Jeetain Kumar, MBA, FMVA®, ESG

Followers

Posts

Engagements

Likes

Performance ScoreVictoria Repa's LinkedIn Performance

Performance ScoreJeetain Kumar, MBA, FMVA®, ESG's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Victoria Repa

Jeetain Kumar, MBA, FMVA®, ESG

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Victoria Repa's LinkedIn Performance

Performance ScoreJeetain Kumar, MBA, FMVA®, ESG's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreVictoria Repa's LinkedIn Performance