Understanding the Interview Process

When it comes to interviewing potential candidates, I tend to be quite passionate and assertive about the methods we use. The interview process often serves as a crucial indicator for candidates regarding what it’s like to be part of our team. This is especially important for sought-after candidates who may have offers from competing firms. It’s essential that our interview experience reflects our best selves.

This perspective carries over when I find myself on the candidate side of the table. I expect interviewers to not only evaluate my skills but also to persuade me on why their organization is the right fit for my career aspirations. However, it can be challenging to navigate this as a candidate, particularly for those early in their careers. How can you effectively utilize your interview time to gather valuable insights about the company and the role?

The key lies in seizing the moment when the interviewer poses the question, "Do you have any questions for me?"

The Essential Questions

1. "What occurs when an IC proposes a groundbreaking idea for a new feature or product?"

Many companies brand themselves as "innovative," but true innovation can emerge from unexpected sources. You might have the brightest minds in a room, yet that spark of creativity can remain elusive. Often, the best ideas come from those closest to the problem, yet large organizations struggle to manage contributions that cannot be standardized. They tend to favor innovation teams and structured initiatives that can be monitored and measured for ROI.

Thus, when companies tout their commitment to innovation, I often ask: "If a midcareer engineer suddenly has a brilliant idea, what happens next?"

2. "Can you discuss your last significant migration? How long did it take, and how long did you initially estimate?"

I've observed a trend among "tech" companies. Various organizations claim to be tech-focused, but the distinction lies in how they approach technology maintenance over the long term. Real tech companies recognize that migrations are an integral part of the process. They don’t view them as burdens or failures but as necessary undertakings that require considerable time and resources.

For instance, major migrations like Amazon's transition from Oracle or Facebook's MySQL upgrade took years, and that’s a reality acknowledged by true tech firms. In contrast, non-tech companies often mislead leadership about the time needed for such projects, frequently offering unrealistic timelines.

3. "If I were to be hired, what changes would I see in six months?"

You might be surprised by how many times I receive vague responses to this question, such as, "You’ll be here doing the job." This highlights a fundamental disconnect—some individuals view hiring as merely checking a box rather than an opportunity to create real value.

It's crucial for organizations to recognize the value that new hires bring, especially in leadership roles. The distinction between a "bad hire" and "no hire" often shapes decision-making much more than the contrast between a "good hire" and a "bad hire." Organizations that fear leaving roles vacant tend to retain underperforming employees rather than risk the challenges of recruiting replacements.

Engaging Non-Technical Interviewers

For some firms, non-technical personnel (often from Product, Design, or Sales) may conduct interviews to assess cultural fit. You can still ask your essential questions, but they may need rephrasing to avoid expecting technical answers. For example, instead of inquiring about migrations, you could ask:

"Do you consider engineering to be a dependable partner? How accurate are we when estimating effort and time?"

This approach addresses the same topic—trustworthiness in engineering estimations—without requiring technical specifics, while also signaling to the interviewer your interest in collaboration.

Focusing on the Company

Candidates often ask questions aimed at gauging their chances of receiving an offer, such as:

• "Do you have any concerns about my application?"
• "Is there an area where you think I fall short?"
• "Am I missing any qualifications for this position?"

While I occasionally ask, "Is there something I should have inquired about but didn’t?" this is reserved for after a thorough discussion about the job and organization.

Always approach interviews with the mindset of finding the right opportunity for your career rather than simply securing a job. Make sure interviewers perceive that you are answering their questions authentically because you seek a suitable fit, not just employment.

To be treated as a top candidate, act as though you have alternatives. This means prioritizing whether the role is a good fit for you over merely meeting the minimum qualifications.

Additionally, steer clear of questions that allow interviewers to provide stock answers prepared by HR or PR. Questions about company goals or culture can elicit generic responses. Instead, ask specific questions that demonstrate your understanding of the industry and the company's position. For instance, inquire about how the company is tackling challenges from disruptors or maintaining culture in a remote work context.

The true measure of a company's values is how they react when they fail to live up to them, not just their ability to craft lofty value statements.

Video Insights

To further enrich your understanding of this interview process, check out the following videos:

1. 10 Questions You NEED to Ask During Your Tech Job Interview

   This video offers essential questions that can enhance your interview strategy and help you make informed decisions.

2. Tell Me About Yourself - Best Answer to This Interview Question

   Gain insights on how to effectively respond to one of the most common interview questions.

In summary, approaching interviews with a strategic mindset and asking the right questions can help you glean invaluable insights about potential employers.