Behavioral Interview Questions

Shen W. - "For self achievement, The product manager builds useful products for users and makes the world better. For the team, The product manager can work with the team, and leverage the team resources to make things happen, which is more impactful. For the company, Pm are usually problem solvers, help companies to solve problems and grow better "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

Vijay P. - "Explained in STAR format one of the project situation where I had originally approved problem with different design which was correct approach that time. But as the project progressed that approach needed revision. Emphasized on facts why original approach was taken with points. Also focused tail end of discussion on learnings out of situation and how you end up deploying better solution from that learning."See full answer

Sankar S. - "We will not always have all the required data to make a decision quickly. We need to work with ambiguity effectively by tying up the available facts with intuition."See full answer

A G. - "Clarification Qs: What does "split" mean here? - split the UI and if so how (through tabs?) What counts as "media" - clarified already What is prompting us to consider this change? - any negative feedback from the users/ decrease in certain Newsfeed metrics like engagement etc/ any particular business goal? is this across or platforms eg desktop/mobile ? Is this for all regions? Mission of FB: Fb's mission is to bring people closer together by enabling them to build communiti"See full answer

Amit A. - "What are you strengths -: My strengths would include my eagerness to learn. This allows me to be open to new projects, roles and products and I can give my 100% to achieve the goals expected of me Other strengths would include my collaborative approach to work. I believe a team can achieve tremendous success if shares a common goal, respects other's opinions and contribution and is built on fundamental of trust Finally my biggest strength would be my commitment and passion to solve the custome"See full answer

Hans - "Situation: Was given negative feedback about an aspect of my communications. The person said it made them worried because of the brevity and the format of some messages. (Their worry was that a longer negative message was coming) Task(s): Reflected on feedback about my communication style. Acknowledged the point. Assumed best intentions on the part of the person giving the feedback Saw things from the other person's point of view Action(s): In private - Apologised to the person wh"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

Dewansh Z. - "It's fair to assume a tech lead is an experienced person, especially in bigger organizations like Google. How we shape our thought process is part of our past experiences of default nature. I will first give it some time before I react/respond. I will try to understand the pattern where the tech lead is being devil's advocate. Eg. If he is being negative about PRD everytime, that means he had past experiences where the PRD was incomplete or scope was change; if is negative about testing scena"See full answer

Ross B. - "I most want to communicate a few principals of conflict resolution that I believe were integral in this situation, which are mutual respect, a results orientation, an unwavering focus on the user. To that end, here’s how I’d like to structure this answer: First, I’ll tell you about the project we were working on, to provide some background for you. Second, I’ll describe the disagreement. Third, I’ll describe how we arrived at a solution, and finally, I’ll discuss how those 3 conflict resolution"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

Kiley S. - "Set Success metrics for Google Maps: Assuming we are focusing on mobile experience… Clarify the product: Overall, it is a directions app: Gets you from point a to point b Allows for several methods of transportation - car, public transit, walking, biking, rideshare After entering location, you click your transport method, and select get directions which leads you to steps to get to you location or if you are driving or walking it speaks to you giving youthe directions aloud based on sett"See full answer

Anjali P. - "Question and video tagged not same. "See full answer

Sachin P. - "The key here is a) not to overreact to Sales bypassing me going straight to Engineering (while understanding every team acts according to their incentives), and b) communicate with all parties as much as possible to get everyone on the same page. 1) First, I'd speak to Sales and understand the feature being requested. I consider Sales to be one of the most important primary research funnels - they have direct, regular touchpoints with the client and are finely attuned to the lifeblood o"See full answer