Oriol Bedia

What they show

A Barcelona-based leader with 15+ years in product design and three in management, and a site that separates the two instead of blending them. Three columns of competencies: As Designer (research, product strategy, product-led growth, facilitation), As Manager (team development, stakeholder alignment, design ops, process, recruiting), As Mentor (100+ ADPList sessions). The role summaries are written as leadership outcomes: scaled the Typeform design and research team from 5 to 15 and set up its culture and processes; led the Advanced Trading, Design Systems and Web3 verticals at Bitpanda; drove omni-channel product-led growth at Zalando Lounge with GMV impact. Six testimonials, from a design director, product managers and peers at Zalando, Typeform and Bitpanda, and a short certifications list round it out.

Why it works at this level

This is the leader-doer portfolio the Manager level actually calls for. By giving design, management and mentoring their own columns, he lets a hiring manager see that all three are real without having to guess which one a given project represents. The role summaries do the Manager-specific thing most sites skip: they state the team before and after (5 to 15) and name what was built around it (culture, process), so the growth reads as something he did rather than something that happened. The mentoring column is a quiet signal that he takes the people part seriously enough to do it for free.

What to steal

If you're a manager who still designs, don't hide it; split the page so the reader can see both. For each role, write the team size when you arrived and when you left, plus the one or two things you built around the team. Treat mentoring as a competency with a number attached, not a hobby.

What I'd change

One thing I'd push on. Every site here is good; this is the note I'd send the author.

The 'open to work' banner and the certifications block make the site read like a job application, which undercuts the leadership framing. And the role summaries are summaries only: one full case study on the Typeform scale-up, with what changed in hiring, rituals and process, would do more than all three columns combined.