# Software Engineering Manager
**Role:** Software Engineering Manager · **Level:** M100
**Company:** [Atlassian](https://scaleengineer.com/companies/atlassian)
**Difficulty:** High
**Salary:** US$180000 - US$250000
**Experience:** 8 - 15
**Timeline:** ~14 days
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.
Canonical: https://scaleengineer.com/interviews/atlassian/m100-software-engineering-manager
---
## Overall evaluation

- Leadership & People Management
- Technical Acumen & Execution
- Strategic Thinking & Business Acumen
- Communication & Collaboration
- Cultural Fit
- Problem Solving & Decision Making
- Problem Solving & Decision Making

## Questions asked

- 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?

## Preparation tips

### lists

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

### studyPlan

- {"title":"Foundation & Self-Reflection","longDescription":"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.","shortDescription":"Weeks 1-2: Atlassian research, career reflection, STAR method prep."}
- {"title":"People Management & Technical Practices","longDescription":"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.","shortDescription":"Weeks 3-4: People management skills, agile/DevOps practices."}
- {"title":"Strategy & Execution","longDescription":"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.","shortDescription":"Weeks 5-6: Strategic thinking, execution, stakeholder management, scaling."}

## Location differences

- {"location":"Remote/Distributed Teams","differences":{"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."],"interviewFocus":["Remote team management strategies","Cross-cultural communication and collaboration","Building trust and psychological safety in a distributed team","Tools and techniques for effective remote collaboration"],"commonQuestions":["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?"]}}
- {"location":"Enterprise/Large Organizations","differences":{"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."],"interviewFocus":["Navigating large organizational structures","Stakeholder management and influence","Driving change and innovation in an enterprise setting","Scaling teams and processes effectively","Understanding of enterprise-level software development lifecycle"],"commonQuestions":["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?"]}}

## Round 1: Recruiter Screen
**Type:** HR/Recruiter Screen · **Difficulty:** High · **Duration:** 45 min
Initial screening by HR to assess cultural fit and basic qualifications.
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.
**Interviewers look for:** Enthusiasm for the role and Atlassian; Clear communication style; Basic understanding of leadership principles; Alignment with Atlassian values
**Evaluation criteria:** Leadership potential; Communication clarity; Cultural alignment; Initial assessment of experience
**Common rejection reasons:** 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
## Questions

- Tell me about your background and why you're interested in this Software Engineering Manager role at Atlassian.
- What do you know about Atlassian's products and culture?
- Describe your leadership style.
- What are your strengths and weaknesses as a manager?
- Why are you looking to leave your current role?

## Preparation tips

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

## Round 2: People Management Interview
**Type:** People Management Interview · **Difficulty:** High · **Duration:** 60 min
Focuses on your ability to manage, mentor, and develop engineering teams.
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.
**Interviewers look for:** Demonstrated ability to develop and motivate engineers; Experience in handling performance issues; Effective conflict resolution techniques; Understanding of career development frameworks; Ability to foster a positive team environment
**Evaluation criteria:** People management skills; Coaching and mentoring abilities; Conflict resolution; Performance management; Team building strategies
**Common rejection reasons:** 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
## Questions

- Tell me about a time you had to manage an underperforming engineer. What steps did you take, and what was the outcome?
- Describe a situation where you had to resolve a conflict between team members. How did you approach it?
- How do you approach career development and growth for your engineers?
- Tell me about a time you had to give difficult feedback to a team member. How did you deliver it?
- How do you foster a sense of psychological safety and inclusivity within your team?

## Preparation tips

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

## Round 3: Technical & System Design Interview
**Type:** Technical & System Design Interview · **Difficulty:** High · **Duration:** 60 min
Evaluates your technical depth, system design skills, and strategic technical decision-making.
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.
**Interviewers look for:** Sound judgment on technical trade-offs; Ability to guide teams on technical direction; Understanding of scalability, reliability, and performance; Experience with modern software development practices; Ability 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
**Common rejection reasons:** 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
## Questions

- Describe a complex system you helped design or significantly improve. What were the key challenges and your approach?
- How do you balance the need for new features with the importance of addressing technical debt?
- Tell me about a time you had to make a significant technical decision that involved trade-offs. How did you evaluate the options?
- What are your thoughts on CI/CD, automated testing, and DevOps practices?
- How do you ensure the scalability and reliability of the systems your team builds?

## Preparation tips

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

## Round 4: Hiring Manager Interview
**Type:** Hiring Manager Interview · **Difficulty:** High · **Duration:** 60 min
Assesses strategic thinking, business alignment, and collaboration with product and stakeholders.
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.
**Interviewers look for:** Ability to connect engineering work to business outcomes; Understanding of product development lifecycle; Experience working with product managers and other stakeholders; Capacity to set a clear vision and strategy for the team; Strong communication and influencing skills
**Evaluation criteria:** Strategic thinking; Business acumen; Product understanding; Stakeholder management; Cross-functional collaboration; Vision setting
**Common rejection reasons:** 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
## Questions

- How do you ensure your team's work is aligned with the company's strategic objectives?
- Describe your experience working with product management. How do you collaborate to define roadmaps and priorities?
- Tell me about a time you had to influence stakeholders outside of your direct team to achieve a goal.
- What is your vision for a successful engineering team at Atlassian?
- How do you prioritize work when faced with competing demands from different parts of the business?

## Preparation tips

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

## Round 5: Cross-functional/Team Fit Interview
**Type:** Cross-functional/Team Fit Interview · **Difficulty:** Medium · **Duration:** 45 min
Assesses cultural fit, collaboration, and teamwork with potential peers.
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.
**Interviewers look for:** Demonstration of Atlassian values in past experiences; Ability to work effectively with others; Positive attitude and enthusiasm; Curiosity and willingness to learn; Good rapport with the interview panel
**Evaluation criteria:** Cultural fit; Alignment with Atlassian values; Collaboration and teamwork; Problem-solving approach; Overall impression and potential
**Common rejection reasons:** 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
## Questions

- Tell me about a time you worked effectively with a Product Manager. What made that collaboration successful?
- How do you approach mentoring junior engineers?
- Describe a time you had to work with someone whose working style was very different from yours.
- What are you passionate about in software engineering or leadership?
- What questions do you have for us about the team or the work we do?

## Preparation tips

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