Atlassian

Software Engineering Manager

Software Engineering ManagerM100High

The Software Engineering Manager (M100) interview at Atlassian is designed to assess a candidate's leadership capabilities, technical acumen, people management skills, and strategic thinking. This role requires a blend of technical depth and strong people leadership to guide and mentor engineering teams effectively. The interview process is rigorous and aims to identify individuals who can drive innovation, foster a positive team culture, and deliver high-quality software solutions.

Rounds

5

Timeline

~14 days

Experience

8 - 15 yrs

Salary Range

US$180000 - US$250000

Total Duration

270 min

Overall Evaluation Criteria

Leadership & People Management

Leadership and people management skills
Technical depth and understanding
Strategic thinking and business acumen
Communication and interpersonal skills
Problem-solving and decision-making abilities
Cultural fit and alignment with Atlassian values

Technical Acumen & Execution

Ability to mentor and develop engineers
Experience in performance management and feedback
Conflict resolution skills
Team building and motivation strategies
Fostering a positive and inclusive team culture

Strategic Thinking & Business Acumen

Understanding of software development lifecycle
Ability to make sound technical decisions
Experience with system design and architecture (at a high level)
Focus on quality, scalability, and reliability
Ability to drive technical strategy and roadmap

Communication & Collaboration

Understanding of business goals and how engineering contributes
Ability to translate business needs into technical requirements
Experience with product management and roadmap planning
Financial literacy and budget management (if applicable)

Cultural Fit

Clear and concise communication
Active listening skills
Ability to influence and persuade stakeholders
Collaboration with cross-functional teams
Presentation skills

Problem Solving & Decision Making

Alignment with Atlassian's values (Openness, Boldness, Teamwork, Humility, Customer Focus)
Demonstration of a growth mindset
Proactive and results-oriented approach
Resilience and adaptability

Problem Solving & Decision Making

Analytical thinking
Data-driven decision making
Ability to handle ambiguity
Effective prioritization

Preparation Tips

1Deeply understand Atlassian's products, mission, and values.
2Review common leadership frameworks and methodologies (e.g., Situational Leadership, servant leadership).
3Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
4Brush up on your understanding of software development best practices, agile methodologies, and DevOps principles.
5Think about your career journey and key leadership experiences.
6Research the specific team and product area you are interviewing for.
7Practice articulating your leadership philosophy and how you build and manage high-performing teams.
8Be ready to discuss your approach to technical strategy, roadmap planning, and execution.
9Prepare questions to ask the interviewers about the role, team, and Atlassian's culture.

Study Plan

1

Foundation & Self-Reflection

Weeks 1-2: Atlassian research, career reflection, STAR method prep.

Weeks 1-2: Deep dive into Atlassian's culture, values, products (Jira, Confluence, Trello, Bitbucket, etc.), and recent news. Understand Atlassian's approach to software development and team management. Review your own career history, identifying key leadership achievements and challenges. Start preparing STAR method examples for common leadership and behavioral questions.

2

People Management & Technical Practices

Weeks 3-4: People management skills, agile/DevOps practices.

Weeks 3-4: Focus on people management. Study topics like performance management, coaching, mentoring, conflict resolution, hiring, and building inclusive teams. Prepare examples related to these areas. Review agile methodologies (Scrum, Kanban) and DevOps practices, considering how you've implemented or improved them.

3

Strategy & Execution

Weeks 5-6: Strategic thinking, execution, stakeholder management, scaling.

Weeks 5-6: Concentrate on strategic thinking and execution. Understand how to set technical vision, create roadmaps, manage stakeholders, and drive innovation. Practice articulating your approach to technical challenges and business alignment. Prepare for questions about scaling teams and processes. Refine your STAR examples and prepare thoughtful questions for the interviewers.

Commonly Asked Questions

Tell me about a time you had to manage a difficult team member. How did you handle it?
Describe your leadership philosophy.
How do you foster innovation within your team?
How do you balance technical debt with feature delivery?
Tell me about a time you failed. What did you learn?
How do you prioritize competing demands from different stakeholders?
Describe a situation where you had to influence without direct authority.
How do you measure the success of your team?
What is your approach to performance management and career development for your engineers?
How do you ensure your team stays aligned with the company's strategic goals?
Tell me about a complex technical challenge your team faced and how you guided them through it.
How do you handle conflict within your team?
What are your thoughts on remote vs. in-office work for engineering teams?
How do you stay current with technology trends?
Describe a time you had to make a difficult decision that impacted your team.
How do you build trust and psychological safety within a team?
What are your strengths and weaknesses as a leader?
How do you delegate tasks effectively?
Tell me about a time you had to manage a significant change within your team.
How do you ensure the quality and reliability of the software your team produces?

Location-Based Differences

Remote/Distributed Teams

Interview Focus

Remote team management strategiesCross-cultural communication and collaborationBuilding trust and psychological safety in a distributed teamTools and techniques for effective remote collaboration

Common Questions

How do you handle underperforming engineers in a remote setting?

Describe a time you had to manage a conflict between team members in different time zones.

What strategies do you use to foster team cohesion and collaboration in a distributed environment?

How do you ensure effective communication and knowledge sharing across geographically dispersed teams?

What are the unique challenges of managing a remote engineering team, and how do you overcome them?

Tips

Highlight your experience with remote or hybrid team leadership.
Be prepared to discuss specific tools and methodologies you've used for remote collaboration.
Emphasize your ability to build strong relationships and foster a sense of belonging regardless of location.

Enterprise/Large Organizations

Interview Focus

Navigating large organizational structuresStakeholder management and influenceDriving change and innovation in an enterprise settingScaling teams and processes effectivelyUnderstanding of enterprise-level software development lifecycle

Common Questions

How do you balance the needs of a fast-paced startup culture with the established processes of a larger organization?

Describe your experience in scaling engineering teams and processes.

How do you foster innovation and agility within a large enterprise context?

What are your strategies for managing stakeholder expectations across different departments?

How do you drive technical excellence and maintain high standards in a complex organizational structure?

Tips

Showcase your experience in large-scale projects and organizations.
Be ready to discuss how you've influenced stakeholders and driven strategic initiatives.
Demonstrate an understanding of enterprise challenges and how to address them.

Process Timeline

1
Recruiter Screen45m
2
People Management Interview60m
3
Technical & System Design Interview60m
4
Hiring Manager Interview60m
5
Cross-functional/Team Fit Interview45m

Interview Rounds

5-step process with detailed breakdown for each round

1

Recruiter Screen

Initial screening by HR to assess cultural fit and basic qualifications.

HR/Recruiter ScreenHigh
45 minRecruiter/HR

This initial round is conducted by a recruiter or HR representative to assess your overall fit for the role and Atlassian. They will explore your background, motivations, and high-level leadership experience. This is also an opportunity for you to learn more about the role and the company culture. Expect questions about your career aspirations, why you're interested in Atlassian, and your general approach to management.

What Interviewers Look For

Enthusiasm for the role and AtlassianClear communication styleBasic understanding of leadership principlesAlignment with Atlassian values

Evaluation Criteria

Leadership potential
Communication clarity
Cultural alignment
Initial assessment of experience

Questions Asked

Tell me about your background and why you're interested in this Software Engineering Manager role at Atlassian.

BehavioralMotivation

What do you know about Atlassian's products and culture?

Company KnowledgeMotivation

Describe your leadership style.

LeadershipBehavioral

What are your strengths and weaknesses as a manager?

Self-AwarenessBehavioral

Why are you looking to leave your current role?

MotivationBehavioral

Preparation Tips

1Research Atlassian's mission, values, and products.
2Be prepared to talk about your career journey and key achievements.
3Practice articulating why you are a good fit for the role and company.
4Prepare questions to ask the interviewer about the role and culture.

Common Reasons for Rejection

Lack of clear leadership vision
Inability to articulate people management strategies
Poor communication or interpersonal skills
Lack of strategic thinking or business acumen
Failure to provide specific examples using STAR method
Not demonstrating alignment with Atlassian values
2

People Management Interview

Focuses on your ability to manage, mentor, and develop engineering teams.

People Management InterviewHigh
60 minSenior Engineering Manager or Director

This round focuses on your people management and leadership capabilities. You'll be asked behavioral questions designed to elicit specific examples of how you've managed teams, coached individuals, resolved conflicts, and driven performance. The interviewer will assess your ability to build, lead, and develop high-performing engineering teams.

What Interviewers Look For

Demonstrated ability to develop and motivate engineersExperience in handling performance issuesEffective conflict resolution techniquesUnderstanding of career development frameworksAbility to foster a positive team environment

Evaluation Criteria

People management skills
Coaching and mentoring abilities
Conflict resolution
Performance management
Team building strategies

Questions Asked

Tell me about a time you had to manage an underperforming engineer. What steps did you take, and what was the outcome?

People ManagementPerformance ManagementBehavioral

Describe a situation where you had to resolve a conflict between team members. How did you approach it?

Conflict ResolutionTeamworkBehavioral

How do you approach career development and growth for your engineers?

CoachingMentoringPeople Management

Tell me about a time you had to give difficult feedback to a team member. How did you deliver it?

FeedbackCommunicationBehavioral

How do you foster a sense of psychological safety and inclusivity within your team?

Team CultureInclusivityLeadership

Preparation Tips

1Prepare specific examples using the STAR method for common people management scenarios (e.g., performance issues, conflict, career development).
2Think about your philosophy on coaching, mentoring, and feedback.
3Be ready to discuss how you foster a positive and inclusive team culture.
4Consider how you handle difficult conversations and performance management.

Common Reasons for Rejection

Inability to provide concrete examples of leadership impact
Lack of depth in people management strategies
Poor conflict resolution skills
Difficulty in articulating technical vision or strategy
Failure to demonstrate strategic thinking
Weak problem-solving or decision-making skills
3

Technical & System Design Interview

Evaluates your technical depth, system design skills, and strategic technical decision-making.

Technical & System Design InterviewHigh
60 minSenior Engineer or Architect

This round assesses your technical leadership and strategic thinking. You'll discuss your experience with software architecture, system design, technical decision-making, and driving technical excellence. Expect questions about how you guide your team's technical direction, manage technical debt, and ensure the quality and scalability of the software produced.

What Interviewers Look For

Sound judgment on technical trade-offsAbility to guide teams on technical directionUnderstanding of scalability, reliability, and performanceExperience with modern software development practicesAbility to balance technical excellence with business needs

Evaluation Criteria

Technical depth and breadth
System design and architecture understanding
Strategic technical decision-making
Understanding of software development lifecycle and best practices
Ability to drive technical roadmap and execution

Questions Asked

Describe a complex system you helped design or significantly improve. What were the key challenges and your approach?

System DesignArchitectureTechnical Leadership

How do you balance the need for new features with the importance of addressing technical debt?

Technical StrategyPrioritizationExecution

Tell me about a time you had to make a significant technical decision that involved trade-offs. How did you evaluate the options?

Decision MakingTechnical StrategyBehavioral

What are your thoughts on CI/CD, automated testing, and DevOps practices?

Technical PracticesDevOps

How do you ensure the scalability and reliability of the systems your team builds?

ScalabilityReliabilitySystem Design

Preparation Tips

1Review software architecture principles, design patterns, and scalability concepts.
2Think about how you've made significant technical decisions in the past.
3Be prepared to discuss your approach to managing technical debt and ensuring code quality.
4Consider how you align technical strategy with business objectives.
5Practice explaining complex technical concepts clearly.

Common Reasons for Rejection

Lack of strategic vision
Inability to connect technical decisions to business goals
Weak understanding of software architecture and scalability
Poor prioritization skills
Difficulty in articulating technical strategy
Not demonstrating leadership in technical decision-making
4

Hiring Manager Interview

Assesses strategic thinking, business alignment, and collaboration with product and stakeholders.

Hiring Manager InterviewHigh
60 minHiring Manager (Director/Senior Manager)

This interview is typically with the hiring manager, often a Director or Senior Manager. It focuses on your strategic thinking, business acumen, and ability to align engineering efforts with product and company goals. You'll discuss how you set vision, manage stakeholders, collaborate with product management, and drive the overall success of the team and its products.

What Interviewers Look For

Ability to connect engineering work to business outcomesUnderstanding of product development lifecycleExperience working with product managers and other stakeholdersCapacity to set a clear vision and strategy for the teamStrong communication and influencing skills

Evaluation Criteria

Strategic thinking
Business acumen
Product understanding
Stakeholder management
Cross-functional collaboration
Vision setting

Questions Asked

How do you ensure your team's work is aligned with the company's strategic objectives?

StrategyAlignmentBusiness Acumen

Describe your experience working with product management. How do you collaborate to define roadmaps and priorities?

CollaborationProduct ManagementStakeholder Management

Tell me about a time you had to influence stakeholders outside of your direct team to achieve a goal.

InfluenceStakeholder ManagementBehavioral

What is your vision for a successful engineering team at Atlassian?

VisionLeadershipStrategy

How do you prioritize work when faced with competing demands from different parts of the business?

PrioritizationDecision MakingStrategy

Preparation Tips

1Understand Atlassian's business strategy and how your team contributes.
2Think about how you collaborate with product managers and other cross-functional partners.
3Prepare examples of how you've driven strategic initiatives or influenced product direction.
4Be ready to discuss your vision for a high-performing engineering team.
5Practice articulating how you measure success beyond just technical metrics.

Common Reasons for Rejection

Lack of strategic alignment with business goals
Inability to articulate a clear vision for the team
Poor stakeholder management skills
Difficulty in handling ambiguity or making decisions under pressure
Not demonstrating leadership in cross-functional collaboration
Failure to align engineering efforts with product strategy
5

Cross-functional/Team Fit Interview

Assesses cultural fit, collaboration, and teamwork with potential peers.

Cross-Functional/Team Fit InterviewMedium
45 minCross-functional team members (e.g., Product Manager, Senior Engineer, another Manager)

This round often involves meeting with potential peers or cross-functional partners. The focus is on assessing your cultural fit, collaboration style, and how you'd integrate into the broader Atlassian team. You might be asked behavioral questions related to teamwork, collaboration, and problem-solving in a team context.

What Interviewers Look For

Demonstration of Atlassian values in past experiencesAbility to work effectively with othersPositive attitude and enthusiasmCuriosity and willingness to learnGood rapport with the interview panel

Evaluation Criteria

Cultural fit
Alignment with Atlassian values
Collaboration and teamwork
Problem-solving approach
Overall impression and potential

Questions Asked

Tell me about a time you worked effectively with a Product Manager. What made that collaboration successful?

CollaborationProduct ManagementTeamwork

How do you approach mentoring junior engineers?

MentoringPeople DevelopmentTeamwork

Describe a time you had to work with someone whose working style was very different from yours.

CollaborationAdaptabilityBehavioral

What are you passionate about in software engineering or leadership?

MotivationPassionCultural Fit

What questions do you have for us about the team or the work we do?

EngagementCuriosity

Preparation Tips

1Reflect on how your past experiences demonstrate Atlassian's values.
2Think about how you collaborate with different roles (e.g., Product Managers, Designers, other Engineers).
3Be prepared to discuss how you handle disagreements or challenges within a team.
4Show genuine interest in the people you meet and the work they do.

Common Reasons for Rejection

Lack of alignment with Atlassian's core values
Poor cultural fit
Inability to demonstrate collaboration and teamwork
Lack of enthusiasm or passion
Failure to ask thoughtful questions
Overall negative impression

Commonly Asked DSA Questions

Frequently asked coding questions at Atlassian

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