Interview Questions

Shanavas M. - "I will have a discussion with him regarding why he disagrees with my solution. I will try to present him a plan about my solution. why I think its the best approach and take his feedback. I will try to analyze his approach and find the best in both approach. Will try to discuss with him and come up with an approach which is agreeable to both parties. The idea is refining the solution and approach instead of personally taking the disagreement. I will make sure that we are attacking the problem"See full answer

Scott S. - "One of the most challenging moments I experienced as a Engineering Manager was with an employee who was a very talented engineer but struggled with communication and collaboration within the team. This situation not only affected his performance but also created tension among team members. To sort of elaborate on it, I had an engineer on my team, Ravi, who was extremely skilled technically and consistently delivered high-quality code. However, Ravi often worked in isolation, was reluctant to sh"See full answer

Kiley S. - "Great question. As a Product Manager, it is common to have to have difficult conversations with clients, stakeholders, or co-workers. This question actually reminds me of a time that I was faced with having to tell a client that the original estimate we gave them was much lower than it should have been and would, therefore, take much longer and cost a lot more as well. In this scenario, we had to work within a client's legacy codebase and didn't realize the limitations, roadblocks, and barrie"See full answer

Scott S. - " Last year, we were in the midst of a critical project to develop a new machine learning-driven risk analytics platform. This platform was intended to provide real-time risk assessments and predictive insights to enhance our trading strategies. However, midway through the project, our project lead unexpectedly had to take an extended leave of absence due to a personal emergency. This left the team without clear leadership during a crucial phase of the project. Stepping into the Leadership R"See full answer

Scott S. - " Project Overview: Real-Time Risk Management System Objective The goal was to develop a real-time risk management system capable of processing and analyzing large volumes of trading data to provide near-instantaneous risk assessments. This system was crucial for enabling traders to make informed decisions while managing their exposure to various market risks in real-time. Complexity Factors 1. \\Data Volume and Velocity\\ \\High Throughput:\\ The system needed to ha"See full answer

BePostive - "For me the answer looks very broad and general. It would be good the reply is relevant and focus good examples using STAR format. Please let me know your views."See full answer

Abhinav M. - "Always assume good intentions on the part of both parties when resolving conflicts. Then proceed with a STAR example."See full answer

BePostive - "· Creating templates for requirement stories regarding acceptance criteria, there are lot of places where modifications are done later. Freeze them as early as possible once PR is in execution · Product managers asking random requests directly with engineers by passing leads and manager, work which is not in the sprint planning. Learned from this and gave a thought to call it out in team agreement · Follow up on Retrospective action items didn’t happen 100%"See full answer

Scott S. - " Situation Our data engineering team was tasked with developing a new real-time analytics platform for derivatives trading. To ensure the project’s success, we needed buy-in and support from various non-technical teams, including finance, compliance, and senior management. These teams needed to understand the importance of the project, the resources required, and how it would benefit the organization. Task My task was to effectively communicate the technical requirements and benefits of"See full answer

BePostive - "Learn to know why they want to switch and also make sure their understanding about the new role is in line with organization standards. Train them if they are lagging in some aspects and make sure to layout a plan for them to grow in that direction. Put them in pilot project or as shadow manager for some time if there are any opportunities in the organization. Once they are up to speed help them applying internally to the specific position."See full answer

Graig - "Yes, I have had to make the difficult decision to terminate an employee for low performance. As a manager, my primary goal is to build a high-performing and cohesive team. While I believe in providing ample support and opportunities for growth, there are instances when an employee’s performance does not meet the required standards despite multiple interventions. There was a data engineer on my team, let’s call him Mike, whose performance had been consistently below expectations for several month"See full answer

BePostive - "· Support team members to grow, people oriented, have ability to deal with underperformers, influential and motivational skills · Can deal with multiple releases and able to manage resource crunch"See full answer

Graig - "I showed excellent resiliency and patients and also thanks my partner who always help me to not take any aggressive steps and say bold statement to anyone."See full answer

Scott S. - " A couple of years ago, we were working on a project to integrate a new third-party data feed into our existing data processing pipeline. This data feed was critical for enhancing our trading algorithms with more comprehensive market data. Given the tight timeline and high stakes, I decided to push for a rapid implementation. In my eagerness to meet the deadline, I underestimated the complexity of integrating this new data feed. I did not allocate sufficient time for thorough testing and valida"See full answer

BePostive - "· Listen both sides and without any bias. Support or focus on the problem rather than person. Take necessary steps in case there is middle ground its well and good if both parties agree. If not be honest and support the person who is correct. Ultimate goal is to be useful for overall project and company rather individual satisfaction. The approach should be fit into overall team goal."See full answer

Graig - "1:1 are history of your trajectory in career it has to be as detailed as possible to know where are you going and where you want to go"See full answer

Santhosh K. - "As an engineering manager, motivation is key to the success of the team. Here are some ways to motivate the team: Set clear goals: Clearly defined goals help team members understand what they're working towards and give them a sense of purpose. Offer growth opportunities: Providing opportunities for professional development and advancement can increase motivation and job satisfaction. Provide recognition and rewards: Recognising and rewarding team members for their hard work and achieve"See full answer

Surekha G. - "In one of the projects I managed, one team member was slipping each of his task's ETAs several times, citing different reasons, and communicating the delay after it already happened. The delay seemed disproportional to the reasons thereof. I first collected sufficient historical data to confirm that this was a pattern, and similar circumstances were faced by other team members, but they were managing to still keep their ETAs. Then I had a talk with the person, and showed him the data. I also ex"See full answer