PadCare

Confidential · Anonymous · FY 2025–26 Year-End Review

CEO Feedback — Ajinkya Dhariya

Why this exists

PadCare is moving from founder-led execution to leadership-led execution. For that shift to work, I need a clearer view of how I'm operating — beyond what I can see myself.

How to answer

Be direct. Be specific. Sugar-coating doesn't help me, and it doesn't help PadCare. The most useful feedback names a behavior, not a personality trait. Where the form asks for examples, please anchor them in something you've observed in the last 3–6 months.

How anonymity actually works

This form does not collect your name, email, or IP address.
A neutral third party aggregates free-text responses before I see them.
I receive themes and verbatim quotes only where a quote is non-identifying.
I will not see raw text from any role group with fewer than three respondents.

What happens next

Within 30 days of close, I will share back: top themes, what I'm changing, what I disagree with and why, and what I'm not changing yet and why. This is a two-way commitment.

Time: 12–15 minutes

Closes: Two weeks from launch

Anonymity: Aggregated externally

A note on required questions. Questions marked with * are required — the 19 rating questions and 5 anchored open-ends that ask about specific behaviour in the last 3–6 months. Everything else is optional. Please don't fill required questions with "NA" or "nothing" — if you genuinely have no observation to share on a specific item, write one line explaining why. Honest "I don't have visibility into this" is more useful than a fabricated answer.

Section 1 — Context

Q1.Which best describes how you work with me? * This helps me read patterns by perspective. It does not identify you.

Direct report (function head) Leadership peer or co-founder Cross-functional colleague Board member or investor Team member, two or more levels removed

Section 2 — Strategic LeadershipDirection, trade-offs, and focus.

Q2.Ajinkya sets a clear direction for where PadCare is going over the next 2–3 years.

Q3.When priorities conflict, his trade-offs are well-reasoned and clearly explained.

Q4.Ajinkya creates focus by limiting competing priorities, rather than regularly adding new ones.

Q5.Name one strategic decision in the past 6 months where his thinking was strongest, and one where you would have pushed back. Be specific. A decision, not a theme.

Section 3 — Leadership & DelegationTrust, intervention, and accountability.

Q6.Ajinkya trusts me to own my decisions without unnecessary intervention.

Q7.When he does intervene, the reason is clear and justified.

Q8.He builds leaders rather than dependencies — I feel more capable, not less, working with him.

Q9.He holds people accountable consistently, regardless of relationship or seniority.

Q10.Thinking about the last 3–6 months: where is he over-involved that he shouldn't be? Where is he under-involved that you wish he were more present? *

Q11.Where does he act as a multiplier for your work, and where does he unintentionally slow you or your team down? Be specific. *

Section 4 — Communication & ClarityHow decisions are conveyed.

Q12.I leave conversations with Ajinkya with a clearer understanding of what to do next.

Q13.His written communication (Slack, email, docs) is crisp and easy to act on.

Q14.He communicates the "why" behind decisions, not just the "what" — including when he changes his mind.

Q15.What is one communication habit he should keep, and one he should change? Anchor in a recent example if possible. *

Section 5 — Decision-MakingPace, process, and openness.

Q16.He makes decisions at the right pace — neither rushed nor delayed.

Q17.His decisions hold up when you consider their downstream effects on the business. For example, on customers, team, cash, or compliance.

Q18.He is open to being wrong and updates his views based on new evidence.

Q19.I feel comfortable disagreeing with Ajinkya openly, even on important decisions.

Q20.Once a decision is aligned, Ajinkya follows through consistently — without reversing course unless new information materially changes the situation.

Q21.Describe a recent decision (last 3–6 months) where his involvement made the outcome better. And one where it made it worse or slower. *

Section 6 — Personal Effectiveness & PresenceHow he shows up.

Q22.Ajinkya remains calm and clear under pressure.

Q23.He is approachable when I need to raise a hard issue.

Q24.He invests in my growth and development.

Q25.He models the culture and values he expects from others.

Q26.What is one thing about how he shows up — energy, mood, availability — that affects the team most? Positively or negatively. *

Section 7 — Forced PrioritizationThe sharpest section.

Q27.Of the areas below, pick the top 3 where Ajinkya should focus most in the coming year. Assign rank 1 (most important), 2, and 3 to your top three. Leave the rest blank.

Q28.Stop · Start · Continue One specific behavior for each. A behavior, not a personality trait. ("Stop checking Slack at 11pm" beats "be less anxious.")

Stop

Start

Continue

Q29.The hardest question — if you had to name the single biggest blind spot in how Ajinkya operates as CEO, what would it be? Be honest. This is anonymous. The most useful answer is the one hardest to write.

Q30.What is one thing I believe about PadCare, the market, or myself that you think is wrong?

Q31.Which of Ajinkya's behaviours worked well at PadCare's earlier stage but may now slow scaling? Be specific.

Q32.Anything else you want me to know that the questions above didn't capture?

Thank you. The honesty in this form is what makes it useful. You'll see the themes within 30 days.

PadCare

Thank you.

Your response has been recorded.

Themes and Ajinkya's response will be shared with the team within 30 days of form close.