Engineering Manager Behavioral Interview Questions

Avdhesh T. - "In one of my previous project, I was assigned a feature to implement before the deadline. After understanding the feature I started the design and implementation. I thought that it could be completed, but I could not do before the deadline. Due to this product delivery was delayed, I accepted my mistake that I started work without estimation. Later I asked other team member to help me on some tasks to complete. At the end I completed the feature after one week of the committed deadline."See full answer

Kanwarpreet S. - "Credibility is very important for success of any team. And it is something that takes time to build, but if i am inheriting a team that i did not build, i would spend dedicated time to understand team structure, dynamics and skill levels for every team member. Domain knowledge and experience are other important factors i would learn about each team member. In regular meetings i would introduce the culture of openness and respect where team members feel free to bring in ideas and constructive fee"See full answer

Amparo L. - "Some coworkers say to me that I'm a hard worker, but some say that I can be a little loud while I'm working, So then when I get that feedback I would say I'm sorry that you felt that way and I will promise I will work on it."See full answer

Ra E. - "You deploy the member for a retraining depending on the task ahead"See full answer

Imju B. - "Wondering what is the difference between OKR based and Roadmap based. I feel it is based on the time horizon."See full answer

Sam T. - "demonstrate your ability to recognize and nurture talent, provide growth opportunities, and create an environment that supports and challenges high-performing individuals. Use a real-life example to illustrate your approach and showcase your leadership skills. Managing high performers is an exciting and rewarding aspect of being an engineering manager. These individuals are often the driving force behind innovation, productivity, and success within a team. As a manager, it's crucial to recogni"See full answer

Dheeraj D. - "Thanks Hozefa for your insights on this. I see that hozefa talks about giving used cases. It would be very helpful if there was an example provided with STAR framework."See full answer

Ilnur I. - "I really appreciate how he clearly explains every term he uses!"See full answer

James W. - "I've recently worked closely with a product that had both the best and worst performing teams. The situation is that one team is struggling to deliver within a reasonable timeframe, a few stronger members of the team are carrying the weaker. Work is taking a long time. They aren't listening to each other. They aren't helping each other to get work over the line. They are getting stuck down rabbit holes. They aren't continually improving their processes. They are getting frustrated and at risk o"See full answer

Ben G. - "Situation - A time where I had to collaborate with a team member in another department was while I was at Google working on my hotel project and had to work with the legal department for our OOBE flow. Task - I was tasked to work cross functionally with the legal department to lead the design of the out of box experience for our product to ensure our guest users were sure of policies around data and privacy. Action - In order to establish cadence and effective relationship building, I set up a t"See full answer

Alexander R. - "In my previous role as a Team Leader at XYZ Corporation, our department was facing high turnover rates, and the skill levels within the team were not meeting the company's evolving demands. We were in the midst of a major project that required a skilled and cohesive team to deliver on tight deadlines. My primary responsibility was to enhance team development and retention. Specifically, I needed to reduce turnover by 20% within six months and improve team competency to handle new project requir"See full answer

Adam M. - "This is a great question! If you don't mind, I'd love to list 3 strengths and weaknesses then dive a little deeper on one of each of them. I think my three greatest strengths are: Empathy Openness to feedback Drive And three weaknesses I have been working to strengthen are: Sometimes my desire to achieve can put me at risk of overcommitting Communicating status to the right stakeholders at the appropriate time Creating detailed and strategic lists of priorities so I can meet th"See full answer

Anonymous Krill - "I wish there were more real-life examples, more practical information that actually demonstrates the wealth of experience. In the beginning, we are introduced to 3 pillars: trust, high productivity, and growth mindset. It would have been nice to see 1 example for each of these pillars in practice. the interview response was very theoretical and diplomatic. Very shy in providing even small real-life examples e.g. question what are the example guidelines teams would set by themselves to identify w"See full answer

Scott S. - "Great question! Before communicating any major change, I would ensure I have a deep understanding of the strategic shift, its rationale, and its implications. This involves meeting with senior management to gather all necessary details and preparing to address any questions or concerns from the team. To share a recent experience I had, so Last year, our senior management decided to shift our focus towards leveraging machine learning and advanced real-time analytics to enhance our trading stra"See full answer

Scott S. - " The Situation A few months ago, our trading platform started experiencing significant latency issues during peak trading hours. This latency was affecting our ability to process real-time market data and execute trades efficiently, potentially leading to substantial financial losses and missed opportunities. Identifying the Problem The first step was to identify the root cause of the latency. I organized a team meeting with our data engineers, DevOps, and network specialists to gather"See full answer