AI Portfolio Website Prompt

Customer Success Professionals | StoryBrand Framework

01 | What to Bring (Ok to copy, Lovable will ignore this)

The quality of your portfolio website depends entirely on the quality of what you give the AI. Before you open any tool, gather your raw material. The more context you load upfront, the more your portfolio will sound like you and less like everyone else's. If you bring everything on this list, you can one-shot your portfolio in a single prompt and walk away with a live URL.

You don't need all six to start. Items 01 and 02 are enough to generate a strong first draft. Add the rest to deepen and personalize.

Fill in these placeholders in "03 The Prompt" before you paste the prompt:

02 | Design Requirements

• Clean and professional. White or light background with blue and amber accent colors.
• Single-page scrolling with sticky navigation.
• Mobile-responsive.
• Smooth scroll animations.
• No em dashes or en dashes anywhere in the copy.
• NDA-safe metric formatting: use percentages, multiples, and relative comparisons. No specific dollar ARR figures unless explicitly provided.
• Metric callout style: "Up 94% renewal rate" rather than "high retention."

03 | The Prompt

Copy everything in the box below and paste it into your tool of choice. Attach your materials from Section 01 before submitting.

Build me an interactive, single-page portfolio web application for a Customer Success professional. This portfolio should function as a StoryBrand-structured conversion asset. Not a digital resume, but a narrative that positions me as the trusted guide for hiring managers who need to protect and grow their customer revenue.

Use all attached materials as your foundation. Extract my experience, metrics, case studies, endorsements, and working style to populate every section. Where specific details are missing, write in a confident, first-person narrative style consistent with my background and flag any synthesized content so I can review and update it.

Target reader: A [HIRING MANAGER TITLE, e.g. VP of Customer Success, CRO, CCO] at a [COMPANY TYPE, e.g. B2B SaaS, enterprise software, PLG] company who is trying to [HIRING MANAGER'S GOAL, e.g. reduce churn, scale their CS org, improve NRR]. They are the hero. I am the guide.

04 | Section-by-Section Instructions

Hero Section: open on their problem, not my story

Write a headline that names what the hiring manager is trying to accomplish, not what I want. Example framing: "Your customers stay, expand, and advocate when you have the right CS leader." Follow with a subheadline that introduces me as the guide who makes that happen, plus 2 to 3 headline metrics pulled from my resume (renewal rate, NRR improvement, accounts managed, time-to-value reduction). Include a direct CTA button: "Let's Talk" or "See My Work."

The Problem: name their pain clearly

A short section that demonstrates empathy, showing I understand what keeps CS leaders up at night. Frame it across three levels:

• External: The measurable business problem (churn, slow onboarding, stalled expansion revenue)
• Internal: The emotional weight (fear of a bad hire, board pressure on NRR, customer escalations landing on the CEO)
• Philosophical: The principle at stake (customers who paid to succeed deserve a team fully committed to their outcomes)

About Me: the guide introduction

Establish credibility in two moves: empathy first, then authority. Do not open with "I have X years of experience." Instead open with something like: "I've sat across the table from a customer who was about to churn and I know exactly what it takes to turn that conversation around." Then follow with authority signals: years in CS, types of accounts managed, notable companies, certifications, and any strengths or working style signals from my assessment profile.

Results / Track Record: outcomes, not duties

Pull my strongest metrics from the resume and format them as outcome callouts:

• Up [X]% renewal rate across [account segment]
• Reduced time-to-value from [X] to [Y] days
• Managed [$X ARR] in book of business
• Prevented [N] at-risk accounts from churning in [time period]

Each metric should include a single sentence of context explaining how, not just what.

Case Studies: the success story format

Write 2 to 4 case studies using this structure:

1. The customer's problem: what was at stake for the customer and the business
2. My approach: the specific actions I took (onboarding redesign, QBR program, escalation protocol, expansion play)
3. The outcome: quantified results (renewed at X%, expanded to Y seats, reduced churn by Z%)
4. What this means for you: one sentence on why a hiring manager should care about this story

If I haven't provided case study notes, synthesize plausible examples from my resume that illustrate my CS competencies, and flag them as illustrative so I can update with real detail.

The Plan: my methodology (give them the steps)

Customers trust guides who have a plan. This section shows I operate from a playbook, not just instinct. Include:

• My onboarding framework (e.g., Land, Activate, Expand, or similar)
• How I run QBRs and executive engagement
• My approach to identifying and managing at-risk accounts
• My expansion and upsell philosophy
• How I define, track, and act on health scores

Present this as a clear, numbered or staged framework, not a bulleted list of duties.

First 90 Days: the trust-building plan

Show hiring managers I hit the ground running without creating chaos. Three phases:

• Days 1 to 30 / Listen and Learn: Shadow the CS team, review all accounts, map the current tech stack, understand the product deeply, identify the 3 biggest risks in the book
• Days 31 to 60 / Build and Align: Establish my operating cadence, identify quick wins (at least one visible retention save or onboarding improvement), align with Sales, Product, and Support on handoff processes
• Days 61 to 90 / Scale and Optimize: Propose systemic improvements, present a data-backed retention strategy, set 6-month KPI targets with the leadership team

KPI Framework: the numbers I own

Show I'm data-driven. Include the metrics I track and own. Format these as a clean visual grid or card layout, not a bullet list:

Net Revenue Retention (NRR) Gross Revenue Retention (GRR) Customer Health Score Time-to-Value Product Adoption Rate QBR Completion Rate CSAT / NPS Escalation Rate Renewal Rate Expansion Revenue

Avoid Failure: what's at stake without the right CS hire

A short, direct section that makes the cost of inaction real without being manipulative. Framing: "The companies I've worked with came to me because [problem]. Without a CS leader who can [specific capability], they risk [consequence: churn acceleration, stalled NRR, customer escalations, damaged G2 reputation]." This positions my value through what they lose, not just what I offer.

Testimonials: social proof from customers and peers

Pull LinkedIn recommendations, prioritizing:

• Customers or executive sponsors
• Cross-functional partners (Sales, Product, Support leaders)
• Direct managers or skip-level leaders

Format as pull quotes with name, title, and company. If any recommendation mentions a specific outcome, lead with that line.

Tech Stack

Group by category and include only tools I've actually used (pull from resume). Mark preferred tools with a star or callout.

• CS Platforms: Gainsight, ChurnZero, Totango, Catalyst, Vitally, Planhat, ClientSuccess, Velaris
• CRM: Salesforce, HubSpot, Zoho CRM, Microsoft Dynamics, Pipedrive
• Calls and Communication: Gong, Chorus by ZoomInfo, Zoom, Slack, Microsoft Teams, Loom, Google Meet
• Data and Reporting: Looker, Tableau, Mixpanel, Amplitude, Domo, Power BI, Excel / Google Sheets
• Ticketing and Projects: Zendesk, Jira, Asana, Intercom, Freshdesk, ServiceNow, Monday.com, Notion
• Onboarding and Adoption: Pendo, WalkMe, Appcues, Whatfix, Userpilot, Chameleon, Userflow
• AI and Productivity: Claude, ChatGPT, Gemini, Notion AI, Otter.ai, Fireflies, Perplexity

Call to Action: the direct ask

End with a single, specific action, not "feel free to reach out":

"If you're building a CS team that needs to protect $[X]M in ARR and drive expansion, I'd like to talk. [Schedule a 30-minute call]"

Include email, LinkedIn URL, and a downloadable resume link.

05 | Tool Options (Ok to copy, Lovable will ignore)

Basic: Lovable, start here

Go to lovable.dev. Describe the portfolio you want, your role, your target audience, your tone, and paste this prompt along with your materials. Lovable builds and publishes a complete, professional web app in minutes. No code, no setup, no friction. The fastest path from prompt to live URL.

Intermediate: Claude + Netlify Drop

Attach your resume, LinkedIn export, and any other materials to a Claude conversation. Paste this prompt and Claude will generate a complete single-file HTML/CSS/JS portfolio. Download the file, then publish instantly with Netlify Drop. Free, no account needed, drag and drop.

Advanced: Cursor + GitHub + Vercel

Use Cursor's AI editor to build and refine your portfolio with full code control. Commit your project to GitHub, then connect it to Vercel for free hosting with a professional URL. Every time you push an update, it auto-deploys. Best for professionals with evolving content, multiple projects, or custom domain needs.

06 | CS-Specific Tips by Role

Individual contributor

Lead with customer outcomes, not internal metrics. "Managed 45 accounts" is far less compelling than "95% of my accounts renewed last year." Let case studies carry the weight. One great churn-save story is worth more than a full page of responsibilities.

Team lead or manager

Show both your individual track record and your leadership outcomes. How did your team's retention metrics change under your management? How did you coach, ramp, or develop your direct reports? The portfolio should answer both "what did you do?" and "what did your team do because of you?"

Executive or VP

Let the data lead. Board-level metrics: NRR trend, GRR trend, logo churn rate, CS-influenced expansion revenue. Show program outcomes alongside the business results they produced, such as onboarding redesign, QBR cadence adoption, health score rollout, with before and after numbers wherever possible.

07 | The Guide Mindset

Never write "I am seeking an opportunity." Instead:

"Here is the problem you're facing. Here is how I've solved it before. Here is what your business looks like when we work together."

The hiring manager should finish reading your portfolio thinking this person understands my situation, not this person wants a job.

08 | Why This Works

Most career portfolios fail because they make the professional the hero. They lead with "here's who I am and what I've done" and the hiring manager, already overwhelmed, tunes out.

StoryBrand flips this. The hiring manager is the hero. They have a problem: customer churn, slow onboarding, stalled NRR, a CS team that isn't scaling. You are the guide, the trusted advisor who has solved exactly this kind of problem before. Your portfolio exists to make them believe you can help them win.

The 7-part framework applied to your CS career story:

1. A character: the hiring manager who needs to protect and grow revenue
2. With a problem: external (churn risk), internal (fear of a bad hire), philosophical (customers deserve better)
3. Meets a guide: you, with empathy for their situation and a proven track record of solving it
4. Who gives them a plan: your playbook, methodology, and 90-day approach
5. And calls them to action: a clear CTA on your portfolio (let's talk)
6. That helps them avoid failure: show what's at stake if they hire the wrong person
7. And ends in success: paint the picture of what retention and revenue look like after working with you