Manager and Reporting Relationship Fit Questions

Focuses on the candidate's fit with the hiring manager, leadership and direct reporting relationships. Areas covered include manager's leadership and coaching style, frequency and method of communication, expectations for autonomy and escalation, development and feedback practices, visibility into growth and promotion, how conflict is handled between manager and reports, and what makes a healthy manager direct report relationship. Candidates should demonstrate how they will build rapport, ask about management priorities, and evaluate whether the manager's approach supports their growth and productivity.

EasyBehavioral

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Tell me about a time your manager provided feedback that led to measurable improvement in your work (code quality, delivery speed, ownership, or career trajectory). Describe the situation, how the feedback was delivered (verbal/written/real-time), the actions you took, how you tracked progress, and the concrete outcome.

MediumTechnical

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During an interview with a hiring manager, what specific behavioral and situational questions would you ask to assess their leadership style and the expected impact on your day-to-day work on a software team? Provide at least ten questions that cover coaching, escalation, promotion visibility, conflict handling, and team health.

EasyBehavioral

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How do you prefer to receive recognition and rewards for contributions as a software engineer? Describe examples of recognition (public praise, private feedback, bonuses, stretch assignments, title changes) that motivated you, and explain how a manager's approach to recognition affected your engagement.

MediumTechnical

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Describe how you would prepare and deliver upward feedback to a manager whose coaching style is inconsistent—sometimes hands-off and sometimes micromanaging. Include examples you would use, how you would frame the impact on team performance, and a plan for follow-up if behavior does not change.

EasyTechnical

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Describe your preferred structure for recurring one-on-ones with your manager as a software engineer. Include typical frequency (weekly/biweekly), agenda items (blockers, roadmap, career goals, feedback), suggested time allocation for each item, and how you expect notes and action items to be tracked and followed up.

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