I was reached out on LinkedIn after I expressed interest in new roles. The interview process was fast. I had two phone screens:

• One with HR.
• Another with the Application Manager, mostly focusing on how a technology manager would work end-to-end.

The final face-to-face round lasted 4.5 hours. There was a change in the interview structure after I went in, with an additional person added to the screening process. The face-to-face round included the usual case study, two behavioral rounds, two technical rounds, and ended with a Hiring Manager meet and greet. The behavioral and case rounds went fine.

Technical Round: The technical interview was in-depth. I had to do whiteboard sessions and explain how I would use technologies like Microservices, APIs, and Cloud in particular scenarios. I was asked to write a class with methods, explain the difference between SOAP and REST, and discuss my knowledge of AWS cloud. It sounded like they were looking for a combination of architect and developer experience.

Behavioral Round: One Senior Manager in the behavioral round stated he was not purely technical but a people manager. He even commented that if the new hire was interested in technical work, they should apply for technical roles rather than management. Conversely, others, including a Senior Java Developer, expressed that the new hire's main focus should be more technical. It was confusing to see how different people held varying views on the Senior Software Manager role.

Case Study: The technical case study involved analyzing a program and writing its output on paper. I was also asked about post-merger strategies, specifically how to leverage new company XYZ applications and resources for reuse at Capital One.

Meet and Greet: This went fine. I learned about the team's layout and how this new role would fit into the organization.

How would you call microservices in standalone or cloud applications if they are not reachable?