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How To Crack General Management Jobs At Top Companies

If you’re in B-school, chances are you’ve heard the buzzword “General Management or GenMan,” And if you’ve not… either you’re lying, or you’ve been living under a rock :p

ABGLP, TAS, Capgemini ELITE, Mahindra GMC, HUL ULIP, ITC YLP, Reliance LEAD, Adani AMTP: the list is endless. Basically, almost every conglomerate or MnC company has a leadership program tucked somewhere.

But here’s the thing: most people run behind these roles without really knowing what they’re about. So before we discuss how to crack them, let’s bust some myths around GenMan to set the record straight.

The GenMan Myth-Busting Time

Myth 1: Only People with Work Experience Get General Management Roles

Reality: Not really. Some companies explicitly cap experience (e.g., 0–36 months). Nevertheless, having 5 years of pre-MBA work experience doesn’t automatically guarantee you a General Management role.

Myth 2: General Management = Strategy

Reality: While strategy does show up, most General Management roles are execution-heavy. Think operations, budgets, people management, firefighting, and fixing processes that don’t work. Basically, you’re the problem-solver / team-enabler type more than the “big thinker sitting in a corner office” type.

Myth 3: No Technical Knowledge Required

Reality: You don’t have to code in Python or know supply chain formulas by heart. But you do need a working knowledge of stuff. Why? Because credibility comes when you know the nuts and bolts. Good news: you can learn this on the job.

Then What’s General Management Really?

It’s a role without a fixed function. “General” doesn’t mean you’ll be stuck doing admin work. Far from it.

Here’s the deal: these programs give you exposure across functions.

Take the Aditya Birla Group Leadership Program (ABGLP) for example. It spans industries like metals, cement, paints, jewellery, textiles, finance, chemicals, you name it. If you get in, you spend your first year as a Leadership Associate, doing three stints of four months each across different functions. One rotation could be in strategy, another in sales, and the third in supply chain. At the end of the year, you get placed into a role that aligns with your skills, preferences, and the company’s needs.

The coolest part? Versatility. You gain hands-on experience across multiple functions and businesses. For example, if today you’re in insulator manufacturing operations and tomorrow you want to try jewellery retail, it is possible.

The bigger picture: these companies aren’t just filling roles. They’re grooming future leaders. Where a regular employee might take 12–15 years to become a VP, a leadership program candidate might get there in 8–10 years.

Okay. But, How to Crack General Management Programs?

Every company has its own style, but usually it looks like this:

1. Aptitude Test

30-60 mins of CAT-style quant + LRDI. Most people forget this after CAT. My advice? Do a sectional test once a week. They'll also come in handy for case competitions and company prelim rounds.

2. Psychometric Test

This is the “Are you our type of person?” test. Situational questions, 30-60 mins. Pro tip: Don’t fake it. These tests are long enough to catch your inconsistencies.

Be yourself (authentic > pretentious). Definitely go through the website of the company before starting. Their purpose and values will make you understand what is the type of person they are looking for.

3. Group Discussion (GD)

Topic-based, case-based, or chairperson style.

If you know the topic, speak. If you don’t, chill. Remember, GDs are not viva exams. They check leadership skills: can you structure, moderate, stop fish-market behaviour, ensure everyone talks, and summarise. Even if you’re clueless about the topic, don’t be clueless about the room.

4. Personal Interview

The final boss round: 1-2 deep, personal interviews with senior leaders. Expect questions on your past work, decision-making, failures, and your “why General Management, why this company” story.

Tip: Reflect before placements. Build a clear, authentic story that ties your experiences, strengths, and goals. Leaders can spot fluff instantly.

Expect:

HR-style: your story, strengths/weaknesses, company fit
Technical: past work, challenges, impact
Reflective: highs/lows, key lessons

No faking it, authenticity wins.

Should You Go for GenMan? Or Not?

If you like interacting with people, exploring new domains, and don’t mind a bit of chaos, then yes, these roles are worth it. They’re challenging, but also full of opportunities.

Want to know more? Connect with Kashish Pragya Ghosh on Unstop for personalized 1:1 mentorship, expert guidance, and more!

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Kashish Pragya Ghosh

Unstop Mentor

Kashish Pragya Ghosh is currently part of the ABGLP program at Indriya – Aditya Birla Jewellery, working in retail operations. She’s an IIM Kozhikode and IIT Delhi grad who finds joy in mentoring, exploring new places, and keeping life creative through dance.