{"id":8309,"date":"2026-06-24T11:15:03","date_gmt":"2026-06-24T11:15:03","guid":{"rendered":"https:\/\/nextagile.ai\/blogs\/?p=8309"},"modified":"2026-06-24T11:15:04","modified_gmt":"2026-06-24T11:15:04","slug":"how-leadership-skill-helps-get-hired","status":"publish","type":"post","link":"https:\/\/nextagile.ai\/blogs\/leadership\/how-leadership-skill-helps-get-hired\/","title":{"rendered":"How Leadership Skills Helps You Get Hired Even Before You Have Work Experience"},"content":{"rendered":"<h2>Key Highlights: How Leadership Skills Gets You Hired<\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leadership helps freshers get hired because recruiters at companies like Infosys, Deloitte, Razorpay, and consulting firms use structured behavioral interviews to identify seven specific signals: taking initiative without being asked, influencing without authority, making decisions under pressure, owning failure honestly, communicating across differences, thinking beyond the immediate task, and developing others.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Key data<\/b><span style=\"font-weight: 400;\">: In a 2025 Deloitte India campus hiring study, leadership potential ranked as the number one screening criterion, above academic performance and technical skills. Students who can cite a real example of leading without authority are 60% more likely to pass the first behavioral screening round.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">The most common fresher mistake: describing what the team did instead of what the candidate specifically did to lead it. The interviewer is evaluating you, not the team.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">You do not need a job title to demonstrate leadership. You need a story. Specifically, a story where you identified a problem, brought people together around a goal, made a decision that mattered, and created a result you can describe with numbers. Recruiters at every major company in India that runs structured campus hiring programs are trained to find this story in your answers using the STAR method. The question &#8216;Tell me about a time you led a team&#8217; is not asking you to describe a team. It is asking you to describe what you specifically did that qualified as leadership in that team context.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This guide explains exactly what recruiters mean when they say leadership, the seven specific signals they are trained to identify in your answers, and how to build and communicate each one before your first day at work. It is built on what companies actually evaluate, not on a generic definition of leadership. For students who want structured leadership development alongside technical skills, NextAgile&#8217;s<\/span><a href=\"https:\/\/nextagile.ai\/leadership-coaching-services\/\"> <span style=\"font-weight: 400;\">leadership coaching services<\/span><\/a> <span style=\"font-weight: 400;\">and<\/span><a href=\"https:\/\/nextagile.ai\/corporate-leadership-training\/\"> <span style=\"font-weight: 400;\">corporate leadership training<\/span><\/a><span style=\"font-weight: 400;\"> are designed specifically for the early-career transition from student to professional.<\/span><\/p>\n<h2>What Companies Mean by Leadership When They Screen Campus Candidates<\/h2>\n<p><span style=\"font-weight: 400;\">When a recruiter says they want <a href=\"https:\/\/nextagile.ai\/blogs\/leadership\/leadership-skills\/\">leadership skills<\/a> in a campus hire, they are not looking for someone who won a student council election. They are looking for evidence of three specific behaviors:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Taking initiative without being asked<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Influencing others without formal authority<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Owning outcomes including failures<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">These three behaviors appear in every competency framework at major employers, regardless of what they call them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">McKinsey calls it ownership and initiative. Amazon codifies it as Bias for Action and Ownership. Infosys evaluates it as initiative and accountability. HCL looks for it under proactive contribution. The label differs. The underlying behavior does not. And behavioral interview training at all of these companies teaches interviewers to look for the same evidence: a specific situation, a specific decision you made, and a specific outcome that resulted from your action.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The practical implication: if you cannot describe a situation where you made a decision that nobody assigned you to make and led people who did not have to follow you, you do not have a leadership example yet. The<\/span><a href=\"https:\/\/nextagile.ai\/blogs\/leadership\/ownership-and-accountability\/\"> <span style=\"font-weight: 400;\">ownership and accountability in leadership<\/span><\/a><span style=\"font-weight: 400;\"> cover the behavioral definition of leadership accountability that enterprise assessors use and how to demonstrate it at the fresher level.<\/span><\/p>\n<p><b>Recruiters Evaluate Future Potential More Than Past Achievement<\/b><\/p>\n<p><span style=\"font-weight: 400;\">Campus hiring differs fundamentally from lateral hiring.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Experienced professionals are assessed based on demonstrated business outcomes, while freshers are assessed based on indicators of future capability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Leadership examples therefore serve as predictive signals. They reveal how candidates think under uncertainty, respond to ambiguity, and influence others when facing unfamiliar situations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recruiters are often less interested in whether an initiative succeeded than in understanding how the candidate approached obstacles, adapted decisions, and learned from setbacks. A thoughtfully analyzed failure frequently provides more insight into leadership potential than a perfectly executed success story.<\/span><\/p>\n<h2>Seven Leadership Signals Recruiters Screen for in Campus Interviews<\/h2>\n<h3>Signal 1: Initiative Without Being Asked<\/h3>\n<p><span style=\"font-weight: 400;\">Did you start something nobody assigned you to start? A study group, a campus campaign, a student society initiative, or a digital resource your peers now use? The key is that you spotted a gap and moved to fill it without waiting for permission. Students looking to demonstrate initiative can contribute to real-world<\/span><a href=\"https:\/\/github.com\/topics\/good-first-issue?utm_source=chatgpt.com\" rel=\"nofollow noopener\" target=\"_blank\"> <span style=\"font-weight: 400;\">open-source project opportunities<\/span><\/a><span style=\"font-weight: 400;\"> where identifying problems, proposing improvements, and collaborating with contributors provides tangible leadership experience outside the classroom. Companies investing in digital transformation and product innovation at scale need people who act before being directed. This is the most frequently cited leadership signal in campus hiring at technology companies, and it is the one most freshers describe inadequately because they focus on the activity rather than the initiative decision.<\/span><\/p>\n<p><b>How to build it: <\/b><span style=\"font-weight: 400;\">Choose one of the low-effort leadership projects from the NextAgile<\/span><a href=\"https:\/\/nextagile.ai\/blogs\/leadership-projects-for-students\"> <span style=\"font-weight: 400;\">leadership projects for students<\/span><\/a><span style=\"font-weight: 400;\"> guide and start it this week. Document the moment you decided to act before anyone asked you to. That decision is your signal.<\/span><\/p>\n<h3>Signal 2: Influence Without Authority<\/h3>\n<p><span style=\"font-weight: 400;\">Did you get people to do something when you had no formal power over them? Convincing a group of peers to commit to a study schedule, persuading a professor to change a policy through a well-argued proposal, or coordinating a hackathon team where everyone participated voluntarily are all examples. Influence without authority is the most cited leadership development gap in mid-level professionals and the one companies most want to hire for early because it is the hardest to develop later.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Building influence often starts with understanding how people make decisions. These practical<\/span><a href=\"https:\/\/github.com\/topics\/negotiation\" rel=\"nofollow noopener\" target=\"_blank\"> <span style=\"font-weight: 400;\">persuasion and negotiation resources<\/span><\/a><span style=\"font-weight: 400;\"> can help students develop communication techniques that improve collaboration without relying on formal authority.\u00a0<\/span><\/p>\n<h3>Signal 3: Making Consequential Decisions Under Pressure<\/h3>\n<p><span style=\"font-weight: 400;\">Did you make a meaningful decision when you had incomplete information or a tight deadline? A key team member drops out two days before a presentation. Your event budget is cut by half with two weeks left to plan. The data does not support the recommendation you already committed to. How you handled the pressure and what decision you made is the leadership data point. The quality of your decision matters, but so does the clarity of your reasoning under constraint.<\/span><\/p>\n<h3>Signal 4: Owning Failure Honestly and Extracting Learning<\/h3>\n<p><span style=\"font-weight: 400;\">Did something fail under your leadership? If so, can you describe it without blaming circumstances, explain what you personally did wrong, and articulate how your approach changed as a result? Leaders own outcomes. Freshers who can do this are extremely rare in behavioral interviews and immediately memorable to experienced assessors. The<\/span><a href=\"https:\/\/nextagile.ai\/blogs\/leadership\/self-awareness-and-decision-making\/\"> <span style=\"font-weight: 400;\">self-awareness and decision-making<\/span><\/a><span style=\"font-weight: 400;\"> covers why self-awareness under failure is the highest-signal leadership indicator and how to develop it through deliberate reflection practices.<\/span><\/p>\n<h3>Signal 5: Communicating Across Differences<\/h3>\n<p><span style=\"font-weight: 400;\">Did you work effectively with people who were meaningfully different from you: different academic backgrounds, different skill levels, different communication styles, or different cultural contexts? Cross-functional and cross-cultural collaboration is a tested competency at every multinational company and at Indian product firms operating across India&#8217;s regional and linguistic diversity. A team experience where you adapted your communication style to work with someone different from you is strong leadership evidence.<\/span><\/p>\n<h3>Signal 6: Strategic Thinking at Small Scale<\/h3>\n<p><span style=\"font-weight: 400;\">Did you ever ask why a project was being done, not just how to complete your assigned part? Did you notice that a team&#8217;s effort was producing an outcome that did not match the original goal and raise it? Strategic thinking at the student level does not mean business strategy. It means seeing how your work connects to a larger system and questioning whether the team is working on the right thing. Companies that promote early-career professionals quickly are consistently selecting for this pattern.<\/span><\/p>\n<h3>Signal 7: Developing Others<\/h3>\n<p><span style=\"font-weight: 400;\">Did you teach, mentor, coach, or help a peer become more capable in a measurable way? Helping a struggling batchmate pass an exam, training a new club member, or supporting a junior through an internship application is early evidence of coaching capability. Organizations that grow fast need people who can develop others from day one, not just perform individually. The<\/span> <span style=\"font-weight: 400;\">NextAgile <\/span><a href=\"https:\/\/nextagile.ai\/workshop\/agile-leadership-masterclass\/\"><span style=\"font-weight: 400;\">Agile Leadership Masterclass<\/span><\/a><span style=\"font-weight: 400;\"> covers coaching and developing others as a core leadership competency with structured practice scenarios for early-career professionals.<\/span><\/p>\n<p><strong>Great Leaders Multiply Capability<\/strong><\/p>\n<p><span style=\"font-weight: 400;\">Organizations increasingly value employees who elevate team performance rather than maximize only their own contributions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Helping a peer understand a difficult concept, documenting knowledge for future batches, or onboarding new members creates leverage beyond individual output.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Recruiters recognize these behaviors because organizations scale through knowledge sharing rather than isolated expertise. Candidates who demonstrate a habit of developing others often transition into leadership responsibilities more naturally during the early years of their careers.\u00a0<\/span><\/p>\n<h2>How to Build These Seven Signals Before Your First Interview<\/h2>\n<p><span style=\"font-weight: 400;\">You have twelve to eighteen months before most campus placements begin. That is enough time to build three to four strong leadership examples if you start with a specific plan. The framework is simple: choose a context, set a goal, take a leadership role, and document what happens.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The contexts available to you right now include college clubs and societies, online communities, freelance or volunteer work, open-source projects, hackathons, NGO internships, and household or community responsibilities you have been carrying but never described as leadership. Almost every student has more leadership experience than they have documented. The gap is not experience. It is the habit of naming it, measuring it, and writing it down.<\/span><\/p>\n<h3>Leadership Is Built Through Repeated Small Decisions<\/h3>\n<p><span style=\"font-weight: 400;\">Many students wait for a &#8220;big opportunity&#8221; to demonstrate leadership.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In reality, leadership develops through dozens of small moments: volunteering for difficult tasks, resolving conflicts proactively, asking better questions, improving existing systems, or supporting teammates without recognition.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Over time, these seemingly minor actions create a consistent behavioral pattern.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Interviewers are remarkably effective at distinguishing between candidates who experienced one accidental leadership moment and those who have intentionally cultivated leadership habits over several years.<\/span><\/p>\n<h3>The Documentation Habit That Changes Everything<\/h3>\n<p><span style=\"font-weight: 400;\">After every significant team experience, write three sentences immediately: what you specifically did, what the measurable outcome was, and what you would do differently. Do this consistently for twelve months and you will have fifteen to twenty leadership stories ready for any behavioral interview. The stories will be specific, because you wrote them close to the events. They will be honest, because you captured them in real time. And they will cover the full range of leadership signals because you were tracking them deliberately rather than trying to reconstruct them from memory six months later.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many students find it easier to maintain consistency using structured<\/span><a href=\"https:\/\/github.com\/topics\/journal-template\" rel=\"nofollow noopener\" target=\"_blank\"><b> leadership journal templates<\/b><\/a><span style=\"font-weight: 400;\"> that help capture actions taken, outcomes achieved, and lessons learned after each leadership experience.\u00a0<\/span><\/p>\n<h3>Reflection Converts Experience Into Leadership<\/h3>\n<p><span style=\"font-weight: 400;\">Experience alone does not produce better leaders.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Reflection does.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Two students may participate in the same project, but the one who regularly examines decisions, identifies mistakes, and captures lessons learned develops stronger judgment over time.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This reflective practice also makes interview preparation significantly easier because examples remain detailed, authentic, and outcome-focused rather than reconstructed from memory months later.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Many experienced executives maintain similar learning journals throughout their careers, reinforcing the idea that leadership growth depends on continuous reflection rather than isolated achievements.<\/span><\/p>\n<h2>How to Communicate Leadership in Behavioral Interviews Using the STAR Method<\/h2>\n<p><span style=\"font-weight: 400;\">The STAR method (Situation, Task, Action, Result) is the format every major employer trains their interviewers to evaluate. Your answers need to map to it cleanly and in the right proportions. The most common mistake is spending 70 percent of the answer on Situation and Task, the background, and barely covering Action and Result, which is what the interviewer is actually evaluating.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The right ratio: 20 percent Situation (set the context briefly), 10 percent Task (state your role and the goal), 50 percent Action (what you specifically decided, said, and did, including how you influenced others), 20 percent Result (what changed, measured wherever possible, and what you learned). The Action section is where most candidates undersell themselves. They say &#8216;we decided&#8217; when they mean &#8216;I proposed X and convinced the team&#8217;. The specific language matters.<\/span><\/p>\n<h2>Leadership Questions You Will Be Asked and How to Prepare<\/h2>\n<ul>\n<li><b><\/b> <b>Tell me about a time you led a team without formal authority. <\/b><span style=\"font-weight: 400;\">Prepare a story from a cross-functional project, a club initiative, or a hackathon team where you organized people who did not have to follow you.<\/span><\/li>\n<li><b><\/b> <b>Describe a time you made a difficult decision with incomplete information. <\/b><span style=\"font-weight: 400;\">Prepare a specific decision you made under time pressure. Include what information you had, what you did not have, and how you decided anyway.<\/span><\/li>\n<li><b><\/b> <b>Tell me about a time your team failed. What was your role? <\/b><span style=\"font-weight: 400;\">Prepare a failure where you were the leader, you owned it, and you changed your approach as a result. Avoid narratives that attribute failure to circumstances.<\/span><\/li>\n<li><b><\/b> <b>Describe a time you identified a problem no one else noticed. <\/b><span style=\"font-weight: 400;\">Prepare a situation where your initiative created value that would not have existed without you.<\/span><\/li>\n<li><b><\/b> <b>Tell me about a time you influenced someone resistant to your idea. <\/b><span style=\"font-weight: 400;\">Prepare a persuasion story where you changed someone&#8217;s position through reasoning, evidence, or relationship-building, not authority.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For freshers who want to build the leadership experience and the communication skills to present it effectively before campus placements, NextAgile&#8217;s<\/span><a href=\"https:\/\/nextagile.ai\/leadership-learning-programs\/\"> <span style=\"font-weight: 400;\">leadership learning programs<\/span><\/a> <span style=\"font-weight: 400;\">and<\/span><a href=\"https:\/\/nextagile.ai\/workshop\/team-development-workshop-and-training\/\"> <span style=\"font-weight: 400;\">team development workshop<\/span><\/a> <span style=\"font-weight: 400;\">provide coaching-led development in both areas with practitioner-facilitated practice scenarios.<\/span><\/p>\n<h2>Authenticity Outperforms Perfection<\/h2>\n<p><span style=\"font-weight: 400;\">Candidates often attempt to present flawless leadership stories because they assume interviewers reward perfection.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Experienced interviewers generally value authenticity more.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An example involving uncertainty, disagreement, or failure often demonstrates maturity, resilience, and self-awareness more effectively than a carefully polished success narrative.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Leadership credibility increases when candidates openly acknowledge trade-offs, explain why difficult decisions were made, and articulate what they would approach differently today.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The willingness to learn publicly is itself a leadership signal.<\/span><\/p>\n<h2>Leadership Creates Compounding Career Advantage<\/h2>\n<p><span style=\"font-weight: 400;\">Leadership contributes value far beyond the hiring process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Graduates who develop initiative, communication, and influence early often become trusted contributors more quickly, receive broader responsibilities sooner, and build stronger professional networks across functions.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Over time, these opportunities compound.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While technical expertise opens doors into organizations, leadership capability frequently determines how rapidly individuals expand their impact after joining.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Seen from this perspective, investing in leadership during college is the beginning of a long-term career acceleration strategy.<\/span><\/p>\n<h2>Conclusion<\/h2>\n<p><span style=\"font-weight: 400;\">Leadership is one of the few skills that can help you stand out even before you gain professional work experience. Recruiters look for evidence of initiative, ownership, influence, and problem-solving, not just academic achievements. By intentionally building and documenting leadership experiences, you can create compelling stories that strengthen both your resume and interview performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you&#8217;re looking to accelerate your leadership journey, explore NextAgile&#8217;s strategic <\/span><a href=\"https:\/\/nextagile.ai\/corporate-leadership-training\/\"><span style=\"font-weight: 400;\">leadership training programs<\/span><\/a><span style=\"font-weight: 400;\"> to gain practical experience and workplace-ready leadership skills. You can also reach out to us <\/span><a href=\"mailto:consult@nextagile.ai\"><span style=\"font-weight: 400;\">consult@nextagile.ai<\/span><\/a><span style=\"font-weight: 400;\"> to explore how we can help you create impactful leadership transformations.\u00a0<\/span><\/p>\n<h2>Frequently Asked Questions<\/h2>\n<h3>1. Can leadership experience compensate for a low GPA during campus placements?<\/h3>\n<p><span style=\"font-weight: 400;\">Leadership experience may not replace academic eligibility requirements, but it can significantly strengthen a candidate&#8217;s profile during interviews. Recruiters often view strong leadership examples as evidence of initiative, accountability, and problem-solving ability that grades alone cannot demonstrate.<\/span><\/p>\n<h3>2. Do recruiters value leadership in virtual communities and online projects?<\/h3>\n<p><span style=\"font-weight: 400;\">Yes. Leading an online community, managing an open-source project, organizing virtual events, or coordinating distributed teams can demonstrate many of the same leadership competencies that employers evaluate in traditional campus activities.<\/span><\/p>\n<h3>3. How many leadership examples should a fresher prepare before interviews?<\/h3>\n<p><span style=\"font-weight: 400;\">Most candidates should prepare three to five strong leadership stories covering different situations such as initiative, teamwork, decision-making, conflict resolution, and failure. These examples can often be adapted to answer multiple behavioral interview questions.<\/span><\/p>\n<h3>4. Can part-time jobs or internships demonstrate leadership even without a manager title?<\/h3>\n<p><span style=\"font-weight: 400;\">Absolutely. Leadership is demonstrated through actions, not job titles. Taking ownership of a process improvement, mentoring a new team member, solving a recurring problem, or coordinating a project can all provide strong leadership examples.<\/span><\/p>\n<h3>5. What is the biggest mistake students make when discussing leadership in interviews?<\/h3>\n<p><span style=\"font-weight: 400;\">The most common mistake is describing responsibilities instead of impact. Recruiters are more interested in what changed because of your actions than in the position you held or the tasks you performed.<\/span><\/p>\n<h3>6. How can students demonstrate leadership if they are not involved in clubs or campus organizations?<\/h3>\n<p><span style=\"font-weight: 400;\">Leadership can be demonstrated through community projects, family responsibilities, freelance work, volunteering, online communities, open-source contributions, tutoring, or personal initiatives that involve organizing people toward a goal.<\/span><\/p>\n<h3>7. Can leadership be demonstrated through individual initiatives without managing a team?<\/h3>\n<p><span style=\"font-weight: 400;\">Yes. Leadership is fundamentally about creating positive change, not supervising people. Students who independently identify a problem, design a solution, mobilize resources, and achieve measurable outcomes often demonstrate stronger leadership capability than those holding formal positions with limited ownership. Personal initiatives, community projects, digital content creation, or process improvements can all provide credible evidence of leadership when accompanied by clear actions and measurable impact.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Key Highlights: How Leadership Skills Gets You Hired Leadership helps freshers get hired because recruiters at companies like Infosys, Deloitte, Razorpay, and consulting firms use structured behavioral interviews to identify seven specific signals: taking initiative without being asked, influencing without authority, making decisions under pressure, owning failure honestly, communicating across differences, thinking beyond the immediate&#8230;<\/p>\n","protected":false},"author":4,"featured_media":8310,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[141],"tags":[],"class_list":["post-8309","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership"],"_links":{"self":[{"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/posts\/8309","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/comments?post=8309"}],"version-history":[{"count":1,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/posts\/8309\/revisions"}],"predecessor-version":[{"id":8314,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/posts\/8309\/revisions\/8314"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/media\/8310"}],"wp:attachment":[{"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/media?parent=8309"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/categories?post=8309"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/nextagile.ai\/blogs\/wp-json\/wp\/v2\/tags?post=8309"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}