There were 5 rounds of interviews (excluding the Recruiter screen).

Recruiter Screen The recruiter explained the role in great detail and was very transparent about the salary range for the advertised role. She emphasized that the person filling the role would manage people working on proprietary technology.

Round 1 with a Senior Manager/Director (not in the org for the role advertised) Mostly focused on stakeholder management, including both adverse and positive aspects, and how I handled some of the situations at my previous job.

Round 2 with two Principal SEs Focused entirely on UML and class diagrams, as this is the most objective way to evaluate someone who will potentially work on proprietary technology in the future.

Round 3 (In-person) with another Principal SE This time, the interview focused on the technical aspects of my previous job: the architecture, design, etc. As this was a manager position, the focus was on gauging my understanding of architecture and design.

Round 4 (In-person) with Hiring Manager A lot of overlap with Round 1, but this time the questions were more specific to the role and possibly to situations I might encounter should I get the job. More emphasis was placed on people management.

Round 5 (In-person) with Manager, Product Management Focused on product understanding and stakeholder management. Some conversations revolved around various SDLC methods and my opinions of them.

The whole process, from the day of applying to the final round, took around 2 months.

How would you handle a direct report who is unhappy about working on proprietary technology?

Describe a time when a project you were leading was not going to meet a deadline, and how did you handle it.