Brain Dump of an Engineering Manager Navigating the Interview Process in Today’s Climate

As an Engineering Manager (EM) with 14 years of experience in the tech industry, I’ve had my fair share of job searches. However, I’ve recently found myself in the midst of a unique and challenging interviewing process that has prompted me to reflect on my journey. In this post, I’m sharing my brain dump — my thoughts, experiences, and key takeaways from this phase of my career. Additionally, I invite you to join the conversation by answering some questions I have at the end.

From Fullstack Engineer to EM

My career began as a Fullstack Engineer, transitioned to Backend Engineer, and eventually evolved into an Engineering Manager role. With five years of management experience—half of which was spent at a hyper-growth startup—I’ve navigated a variety of hiring landscapes. Yet, I’ve never had to prepare so extensively for a job search as I am now.

In the past, I could rely on my skills and experience to land positions with minimal effort. I would quickly prepare for behavioral interviews by searching for “top behavioral questions” and approach system design interviews as I would in team meetings—using a bubble diagram without a structured methodology. However, I have found that the landscape has changed dramatically.

The Shift in Interview Preparation

Two years ago, I went through a job search and successfully secured a position as an EM at a public tech company. The process was straightforward, and my existing technical skills sufficed. That was during the post-COVID peak tech hiring era when candidates had the upper hand. Fast forward to today, and I’m knee-deep in interview prep, realizing there’s a whole universe of interview preparation techniques I was previously unaware of.

I’ve learned about the importance of storytelling and structured approaches to system design interviews. It feels as though I’ve been living under a rock, and I’m starting to wonder if the increased difficulty in the interview process is tied to my focus on larger companies, where expectations and tech hierarchies are more rigid.

The Importance of Mentorship

Another realization has been the lack of mentorship in my previous roles. Neither of the companies I worked for had systems in place to help Engineering Managers grow. I’ve come to understand that continuous development is crucial, and the insights I gain must stem from my network, peers, and the people I surround myself with. However, as a remote employee in a small town, I lack a community of engineering leaders to exchange ideas and experiences with.

Questions for the Community

As I navigate this process, I’d love to hear from others who have gone through similar experiences. Here are some questions I have:

• During your job search, what kinds of interviews have you encountered for EM roles?
• What kind of prep work do you do during a job search? Do you utilize structured preparation websites like HelloInterview?
• How familiar are you with the STAR method for answering behavioral questions?
• What system design questions have you encountered (e.g., designing Twitter, Facebook feed, YouTube)?
• How do you elevate yourself as an Engineering Manager?

I realize that managers at FAANG companies likely receive specialized training for interviews, so my questions are particularly aimed at non-FAANG managers.

Insights from the Community

I received some great feedback from several individuals who have also experienced the challenges of interviewing for EM roles:

1. Behavioral Interviews: Many emphasized the importance of structure when answering behavioral questions. The STAR method (Situation, Task, Action, Result) is highly recommended as it helps interviewers follow the thread of your narrative. One hiring manager noted, “A common error is that people don’t really answer the questions I ask.” Structuring responses allows candidates to stay on track and communicate effectively.

2. Diversity in Hiring: The topic of hiring for diversity has come up frequently in interviews. Candidates are encouraged not just to speak about their methods but to share their experiences and the significance of diversity in their hiring practices. It’s essential to strike a balance between being direct and providing context to make the conversation more engaging.

3. Resources for Preparation: Numerous resources have been recommended, including joining communities like Rands Leadership Slack, where tech leaders share insights and advice. Engaging in mock interviews and practicing the STAR method with peers can significantly enhance preparation.

4. Personal Experiences with Low Performers: Questions surrounding performance management, such as dealing with low performers or coaching them through a performance improvement plan (PIP), are also prevalent. Candidates should prepare stories that highlight their experiences in these areas.

Conclusion

The job search process can be daunting, particularly for those in leadership positions. However, by engaging with the community, sharing experiences, and continually learning, we can navigate these challenges more effectively. I look forward to hearing your thoughts on the questions I posed earlier and any additional insights you may have.

Thank you for joining me on this journey, and I wish you all the best in your own job search endeavors!

Feel free to comment below or connect with me if you have any questions or insights to share!