Self Awareness and Humility Questions
Assesses the candidate's realistic self appraisal of strengths and development areas, humility in acknowledging gaps, and concrete plans for improvement. Interviewers look for specific strengths, clear examples of areas the candidate is actively developing, how they solicit help or mentorship, and evidence of learning from mistakes. This topic includes demonstrating awareness of the impact of one s actions on the team and the ability to request support when appropriate.
MediumTechnical
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Medium: As a PM, how do you decide which personal development activities to outsource (mentorship, coaching, courses) versus which to commit to alone (reading, journaling)? Give recent examples and explain your decision criteria.
HardSystem Design
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Hard: Your product team repeatedly underestimates implementation effort, causing missed deadlines. On reflection you realize your scoping process contributed. Design a new end-to-end process that surfaces technical uncertainty early, includes explicit escalation paths when unknowns arise, and encourages engineers to push back safely. Include rituals, artifacts, and metrics.
HardTechnical
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Hard: Create a plan to embed humility and reflective practice into product org culture across multiple teams. Include leader behaviors, hiring/onboarding signals, performance-review elements, and mechanisms to reward vulnerability and learning without penalizing failure unfairly.
EasyTechnical
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Explain in your own words what humility means in product leadership. Provide two practical behaviors that demonstrate humility in day-to-day product work and one behavior that undermines humility.
EasyBehavioral
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Describe a concrete area where you, as a PM, needed significant improvement (e.g., data literacy, stakeholder negotiation, technical depth). Explain how you discovered this gap, the steps you took to improve it, what progress you have made, and what remains a work in progress.
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