Hiring Criteria

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This section of the video explains how the engineering manager (EM) interview process differs significantly from that of individual contributor (IC) roles. It emphasizes that EM interviews are more focused on leadership behaviors and decision-making rather than deep technical assessments.

• Hiring focus shifts significantly: Unlike IC interviews where 80% of the evaluation is based on technical competence (e.g., DSA and system design), EM interviews flip this ratio — 80% of the evaluation is based on behavioral and leadership skills.
• Technical leadership is the focus: The primary aim is to assess whether a candidate can lead teams, manage stakeholders, plan roadmaps, and coach effectively, rather than just solve technical problems.
• Trust is central: Behavioral interviews seek to answer one key question: Can this person be trusted to ensure the team delivers, no matter what?
• Technical evaluation still exists but is broader: The remaining 20% of the EM interview process tests a candidate’s ability to handle high-level technical topics, often through system design or architecture discussions rather than deep algorithmic challenges.
• Successful EM candidates demonstrate strategic thinking and people management, not just strong coding skills. Knowing how to translate engineering outcomes into business impact is critical.