The Main Way To Figure Out If An Engineering Manager Is Good

This segment emphasizes how to make informed decisions when evaluating a potential team or engineering manager, especially in scenarios like internal transfers or team matching at large companies. Rather than relying solely on the perspectives of hiring managers, it's essential to dig deeper and gather honest insights.

• Recognize incentive misalignment: Engineering managers are incentivized to grow their team, so their portrayals may be overly positive. Rarely will a manager openly admit that a team has significant issues.
• Talk to individual engineers: Engineers, especially those who’ve been on the team for a while, tend to be more honest about both the strengths and challenges of the team. Speaking with two to three engineers—including the tech lead—can offer a well-rounded perspective.
• Attend a team meeting if possible: Observing how a team interacts in real-time reveals power dynamics. Red flags include a manager dominating the conversation or cutting off team members, indicating possible micromanagement.
• Tap into your network: For a broader view of the company or org, talk to trusted contacts about engineering culture and how managers are evaluated. These insights are rarely available through public sources.
• Build long-term relationships for deeper intel: Sensitive, nuanced feedback usually only surfaces when mutual trust exists. Superficial networking isn’t enough—invest in meaningful relationships to access the full truth about potential teams.