What Is a Custom LMS or Learning Management System? While learning management systems (LMS) have
Software engineering manager interview questions and the entire process is the best way to measure if a candidate is really the best fit for the role and the company, in general. Recruiters also have the opportunity during this part of the hiring process to ask cultural and behavioral questions as well as test the applicants on their technical skills.
Cultural questions help determine if the candidate will be the right fit for the role in the existing office culture. They also help recruiters single out candidates whose values, beliefs, and behavior fit in with the company’s culture. Here are a few examples of cultural interview questions for potential software engineering managers:
This question allows recruiters to get a sense of the candidate’s experience in management roles. It’s also a way for them to assess if they agree with the candidate’s way of handling internal processes. Applicants should include the following points in their answers:
- Avoiding micromanagement
- Encouraging questions and establishing open communication lines
- Promoting education and skill building
- Providing constructive criticism and feedback
Here, it’s important that the candidates describe a workflow that revolves around communication. This is extremely important, considering that they’ll be managing a team, sharing ideas, and helping each member overcome different issues that may appear. When answering this question, candidates should describe a few daily tasks that might include:
- Catching up on team emails/messages
- Running team meetings
- Hiring new talent
- Ensuring that business objectives align with the technical needs of the project
- Monitoring productivity
This is a good question to help separate software engineers from software engineering managers. The former would have no interest in the leadership aspects of the role or the idea of running a team. A good answer to this question would involve enjoying taking on projects and seeing the big picture, having a lot of decision-making power, and delegating different tasks according to the skills available in the team.
Behavioral questions for software engineering manager applicants will help recruiters determine if the candidate is a quick thinker and if their decision-making abilities are logical and professional. A few examples of behavioral questions to ask during an interview include:
When answering this question, applicants should make use of their previous experience working collaboratively with other departments like marketing or sales. They should explain how they can convey their ideas by deconstructing complex tech terminology without using a lot of jargon.
This is a great question to understand if the candidate is willing to take risks and able to learn valuable lessons whenever their plans don’t work out. Applicants should share a previous experience in which they’ve made a mistake and show the recruiters that they’re constantly evolving and learning from their actions.
This question measures the candidate’s ability to determine the optimal division and distribution of tasks. It’s also a great way to get an insight into their previous experience in leading teams and learn more about their methodology.
The applicant should have an interest in learning about each developer’s skills and domain knowledge before delegating the tasks. It’s also important for the candidate to demonstrate that they’d want to avoid overloading their team members.
A good answer should also mention potentially pairing up developers and figuring out common ways to deal with different tasks, as a way to establish comprehensive solutions and protocols.