Amazon Software Engineering Manager (SDM) Interview: Managing Performance
Вставка
- Опубліковано 30 лип 2024
- Don't leave your engineering management career to chance. Sign up for Exponent's engineering manager interview course today: bit.ly/3wS0780
Watch our mock Amazon engineering manager interview. Kevin Wei (Coinbase PM) asks Suman (Amazon EM) to answer a mock interview question about managing software engineering team performance.
Chapters -
00:00:00 Introduction
00:00:40 Question
00:00:52 Answer
00:02:38 Follow-up questions
00:09:12 Interview analysis
00:09:59 Tips
Watch another Amazon EM interview here: • Amazon Engineering Man...
👉 Subscribe to our channel: bit.ly/exponentyt
🕊️ Follow us on Twitter: bit.ly/exptweet
💙 Like us on Facebook for special discounts: bit.ly/exponentfb
📷 Check us out on Instagram: bit.ly/exponentig
📹 Watch us on TikTok: bit.ly/exponenttikttok
ABOUT US:
Did you enjoy this interview question and answer? Want to land your dream career? Exponent is an online community, course, and coaching platform to help you ace your upcoming interview. Exponent has helped people land their dream careers at companies like Google, Microsoft, Amazon, and high-growth startups. Exponent is currently licensed by Stanford, Yale, UW, and others.
Our courses include interview lessons, questions, and complete answers with video walkthroughs. Access hours of real interview videos, where we analyze what went right or wrong, and our 1000+ community of expert coaches and industry professionals, to help you get your dream job and more!
#engineeringmanagement #amazon #EM #software #entrepreneurship #interview #management #exponent #resume - Наука та технологія
Don't leave your engineering management career to chance. Sign up for Exponent's engineering manager interview course today: bit.ly/3wS0780
Thank you. This is good; although as an Interviewer - I would have liked to hear specific examples supporting the answer. Some of the answers on best or worst performance teams were theoretical than actuals
When he says every member should have a voice, his eyes say that he is lying, he will PIP you if you don't agree. Typical Amazon manager says something and does something else
I'm not impressed.. both questions and answers were vague
Great Interview! Thanks for sharing all the amazing insights 🙂
one of the better ones out there.ty
Most of these mocks never give any examples. I know that some of these guests can't share most of their personal experiences but it's a bit dangerous to share videos like this to help people but give them the impression that they can talk in theoreticals and pass an interview.
Wow, performance management coaching by an Amazon SDM, just what the industry needs - said no one ever
Curious. Why is it a bad thing?
@@isurujn because amazon is notorious for bad management. their work culture is said to be very toxic. Personally, I think that there are good and bad teams and managers in all companies. I have friends at Amazon who have good managers and good work life balance. But when looking at a bigger picture, there is a higher chance that you will get a bad work life at Amazon compared to a company like Microsoft or Google.
Sorry but that was extremely unimpressive with just theoretical fluff. Maybe he’s that TPM switch into SDM
thank you
Thanks Suman!
Good conversations. I dont think it is necessarily too abstract like others say. Although if he was being interviewed, would be nice with more examples. Still good to hear his views
Thanks for sharing your thoughts, I could easily relate to all your points.
Behavioral questions basically doesn't have right or wrong answer. Its about he fits to the organisation or team.
This was one of the best interviews. Congrats Suman!
What's that CRT TV in background?
looks like it
🤣. Best comment ! Cracked me up
Haha funny
The questions asked for concrete examples, the answers were hypotheticals.
I interview people and this is common of people I vote against. Even the interviewer switched to asking hypotheticals after the first 2 non-answers.
Not taking much from the interviewee as he has the position. The last answer regarding contingencies was how things really work.
a question: if I know someone will slip the deadline, is it a bad idea to let them fail? then talk to them after the failure?
Hey Leonardo! This is quite subjective. I can think of 3 factors to consider when deciding a course of action:
1. The importance of the deadline. How crucial/big is the task? Is it blocking any other tasks?
2. The character of the individual. Is this someone who only learns through experience, or can he/she internalise constructive criticism?
3. The lesson to learn. Can the same lesson be taught effectively without going through the failure?
Hope this helped and would love to hear your thoughts!
@@tryexponent Woow, perfect points, totally agree
Good interview! Sensible, well-balanced, and mature responses. Thanks for sharing!
The best interviewees would share the stories they experienced. How they handled the problems, and how they resolved (or failed) the issue. And, what they learned from that. In real life, most engineering teams work is very boring and how to motivate employees is a true challenge.
Who remembers nitty gritty of all of these? Just bullshitin
And the true fact is underperforming engineers are always under performant. I never seen a manager can change it
Pip
Doesn’t work.
well, the answers were good. However, shouldn't this be in a STAR format?
Hi Karthika! While the STAR framework is helpful in structuring your response, it is not mandatory. Hope this helps!
Engineering manager interviews are all stories n talks, complete shallow talks. EM is lazy job at the end of the day, I recently made move into EM after being an Architect but I feel like I am not doing much although my stakeholders are happy. Meeting, talk n talk, that's it
Sorry, not impressed at all.
Not the best example of an EM. Difficult to understand, with canned answers. When a manager delivers imprecise statements such as "this particular service is not performing. Let's make it performing" at 4:21, it's a poor representation of his management skills. Leadership is about communicating well.
Nothing special, everything from the “book”
Rob those jobs.
This candidate looks clever n possess negative aura, all theories only, n lying