PREVIOUS EXPERIENCE
• Achievements:
• Position:
1. Team member in OGV
2. Coordinator CX in OGV
3. Coordinator OGT
Duration:
1. September 2020- December 2020
2. January 2021- August 2021
3. September 2021 - ……..
1. Found 4 Approuv`s.Highest amount in the
team during the coronavirus
2. Sent 6 EPs abroad for internships, help with
insurance and documents, help with
unexpected situations during their
internships
• Transferred 3 people (potential Eps to OGT
another city ,when we didn't have this product)
• Participated in volunteer internship 2021
3. I don’t have any achievements for today, but
I hope they will be
 I am a positive person who came into this
world with a specific mission: to go and do. My
world is all about creativity and wanting to live
in harmony with myself and the people around
me. Since childhood I have been involved in
dance. Participation in creative projects has
made my world more diverse, brighter and
richer. For several years I was a leader in a
team where we worked with environmental
projects.Thanks to this I have travelled all over
Ukraine, performed on the stages of various
theatres and learned to always be open to
everything, to communicate and overcome
difficulties independently.
 2. What drives you to stay in AIESEC? Why have you decided to apply for EB
position?
Firstly, it is the feeling that I am part of something very big. Something that can change not only me, but also other people
and the environment. That I can influence the world and contribute to development, no matter if it's a small step or a big
one. Secondly, it's people. Isek gave me the opportunity to be among awesome people with whom we are on the same
wavelength.
I decided to apply for this position because I need to move forward. If I don't move, I won't be able to move the world.
And just because I'm scared, as we know: EVERYTHING YOU WANT IS ON THE OTHER SIDE OF FEAR
3.What do you want to get from this experience?

First and foremost, I realise that I will gain tremendous experience of working with different people, teams and experience
of dealing with sudden problems and of course mistakes. It would be better if there were none, but everyone understands
that everyone can make mistakes.
Challenges and new challenges( I've never been able to just live and don't always look for a calm and measured
life).Confidence( so I don't have bouts of insecurity )
4. What are your future plans in life and how position as LC VP will help you in achieving of your
future goals?
One of my goals is to study abroad in a few years. I will not hide the fact that the opportunity to work and socialise with
foreigners is a priority for me. Also, running a department is a kind of preparation for managing organisations, which will
help me develop my professional skills. Also, my specialisation at university is very close to my future position, and it suits
me perfectly for both work and university life.
 5. What to do to ensure financial sustainability of LC? What will be your contribution in it?
There will only be financial stability if financial plans for profitability are done. Accordingly, the committee will have no
debts, or the debts will be repaid sustainably. If each department does its part, the committee will be able to develop
normally. For my part as the OGT I can only work with the EPs to provide income to the committee.
6. Name your 3 strengths and 3 weaknesses. How will they influence on your work as LCVP ?
My weaknesses: Highly demanding of myself and others, perfectionist syndrome, lack of self-confidence in some cases. My
strengths: Responsibility, Risk-taking, Adaptability
In any case, I will make sure that my strengths do not turn against myself and that my weaknesses are an advantage rather
than an impediment.
7. Why AIESEC is relevant for Ukrainian society in general and for Dnipro? Be specific and provide data to support
your answers.
If we talk about the UGT department, of course I will mention the problems of youth unemployment. In Ukraine at the
moment it is 18%. This is a very high indicator of a low standard of living and problems in the economy. Aisek provides an
opportunity to work and gain useful experience abroad to see ways of solving the problems of life in the home country. In
today's world, especially in Ukraine, young people are divided into those who want and do and those who want and
complain. I believe that Aisek is an ideal platform to develop, first of all, myself.
8. Analyze current state of LC Dnipro (contribution to AIESEC in Ukraine, Culture, Membership, EP
and OP-taker satisfaction)
We are not at the top of the overall rankings at national level. But our LC has always been able to keep afloat thanks to
the work of the people. Marketing did not function much last year, but the IGV and OGV departments did 9 and 6
approve`s accordingly. We did not meet the plan. We still have loan to MC And we are still trying to cover it.
I will talk about the culture below
EP satisfaction: On the IGV side, all 5 partisans were happy with both the accommodation and the work provided. On the OGV
side out of 6 only one person was dissatisfied with the work of the team and their preparation for the internship.
9. How is EB able to implement AIESEC 2025 strategies in LC Dnipro?
In Ukraine, especially in Dnipro, there is an urgent problem of youth activism. Only if our LC is open and accessible to people will
we be able to attract them. In fact, almost no one in the city knows about it. So how will the committee develop leadership
without being a leader in its own right?
Don't be afraid to set up partnerships with big countries or cities, why should we stop at those countries that are closest to us?
After all, we are "world sitizens". We should be closer to each other even despite the distance. Maybe with exoticism we will also
attract the attention of the LC and the youth.
10. How in term 22-23 ensure sustainable growth of LC Dnipro?
Over the next few years, we would like to pay off the debt. Accordingly, it is necessary for each department to fulfil its own plan.
This requires people who are willing to work and learn. Managing people is the task of EB as a controlling lever that will trigger
the work. It is also important not to lose good and useful people. These are the two main things that, for me, are indicators of
the effectiveness of the LS
11. How do you see culture of term 21-22? How will you personally shape it in LC?
I know that a lot has already been said about culture by others. But having been in Aisek for a year, I can say that we have
a problem with it in the committee.
We need to build good relationships between departments, not just within their teams. So that every member of the
committee knows the shouting, rollcall and all those things that relate to culture. They were invented for a reason).
Maybe a system of rewards could be introduced to create a healthy noria competition between committees, and at
general LСM a particular department could be praised or rewarded as the task is completed. I think people need
motivation. And often they leave an organisation for lack of it. And just this can provide it.
When recruiting, you need to get people to try out different areas and change teams accordingly and work with all the
people on the committee. This way they are not dependent on "friends".
 1.Make SWOT analysis of oGta of last 2 terms. What are main issues for this product? Which action steps
we need to do to change it?
We haven't had this product for several years. We didn't open it until the summer of 2021.
Unfortunately, I cannot analyse previous terms, but I will
There is ado a SWOT
good analysis
set of contacts for the
with current months
Comparison with another
The biggest problem is that the product is new potential Еps;
Experienced people in a team with
product(OGV) sometimes interferes
with work;
and we don't quite know the best strategies knowledge and ability to work; Low conversion from EPs to
yet. As someone who has been in the OGV Own experience as an internship applicants
department for a year, I am still comparing the participant
two and this may hinder me. But for now, we One of the biggest cities in Ukraine; Not enough approve`s;
need to focus on teamwork and try new things. Advertising opportunities through new Marketing will not work effectively
marketing sources enough
( To be honest, I would also like to open my
own projects,
2.Evaluate thebut this of
culture is in the plans
direction. andwill you drive it in
How
design)
your corner and LC?
As I said before, culture is important. And I only realised this after seeing how LCs work in other countries. In
fact, the difference is huge. I don't want to force people to work together, but I want us to become a family. So
that even outside of Aisec we have something to talk about. Indeed, in our country, in our city, there is a
different mentality, a different behaviour. But after all, only interesting and unique people who want something
more remain in Aisec. And I want to contribute with my own ideas, as I did in question 11 in the previous
section
3.What is value of Global talent for our customers and for our city? Name 5 excuses why people don't go on Global
For our city, it is almost the only organisation thatgive
talent and doestointernships.
each of themTo denial.
give people the opportunity to share their
knowledge and get new ones in return is incredible. Especially now, in these difficult times for the world, for our
country, and we are the doors overseas that we can help open.
1) People are afraid of coronavirus and all the consequences associated with it. ( With a vaccination passport, there
should be no problem if in case of illness abroad, you host country provides all quarantine services. The insurance
that you have to take out before your internship covers these services)
2) Fear that it is a hoax. ( We also provide all documents)
3) Not enough money for Fee.( We can help with this by deferring payment terms or giving a small discount.)
4) Insufficient level of English ( High level of English is not required everywhere, we will look in the project description
and prepare you for the4.What
interview.
will be your strategies and innovations to make oGta in Dnipro growing?
One of my strategies
5) Unclear pay and accommodation conditions ( we will explain, clarify and tell you everything, if there are any
1) Synergy
questions between
about OGT and MKT
accommodation - it -isall the time.
possible to negotiate with the host country)
Agree on general terms and conditions for selling the product.
Conduct an education for the MKT team from the OGT to explain the features of the product and what exactly we nee
Provide information to the MKT about new projects and innovations.
Show how the IGT side works as IR partners.
Introduce the ict team to Kocaeli’s MKT team.
5. Write down a flow for work with mkt side. Which actions you need to do to establish qualitative LC2LC
partnership?
First of all, I want to hold a general meeting with the mkt team. We have recruited new very good strong guys
and we would like to share ideas amongst ourselves about the work. As I have a lot of experience with the OGV
side and because of my experience with other committees from other countries, I would like the whole city to
know what Aisek is all about. We have unused booklets, posters, but no visiting card. Why not create one?
Secondly, to cooperate with leading committees in Ukraine, especially those which have had a product for a long
 6. Describe your month as VP ogta put down all the things you are going to do, with deadlines, set real
goals to separately
1) Meet achieve! with the МКТ's TL, with the team to set
up a development strategy
2) Identify any weaknesses or problems in our work up to
this point, set deadlines for tasks to be done
3) With OGT team to try to make 2 approuve`s the next
month
4) I will check all tools, presentations and
documents, I think, that we must delete all unnecessary
old presentations, check-lists or update them;
5) Agree with OGT Kharkiv to run the cases separately for
the MKT and OGT side
1) The Marketing department is responsible of the brand positioning in the Local Market and of the product strategy
in synergy with oGX. MKT always works in synergy with oGX, F&L and TM, in order to guarantee an efficient
Marketing plan and execution, guarantee a valuable experience to the member, guarantee the right strategy for
investments.
2) Marketing is exactly what allows us to find our client, be it members on recruitment,
or EP
3) Strengths:Large market from 2 regions of Ukraine, Constantly active MoGX synergies, Active Instagram;
Weaknesses:Inactive youth of Dnipro, Dead telegram channel with zero exclusive content, Lack of promotions;
Opportunities,New partnerships,Offline promo,Threats,New quarantine restrictions; Threats: New quarantine
restrictions,Lack
4) We should focus of people
on 3-4 in thestudents,
year ICT department
focus on universities
5) Openness, mutual help, trust, support - should be our values.
6) We only have to promote at partners we work with because there is no other option.
Offline events should be produced at various events so that everyone recognises the brand, which means that the
main focus should be on students