Atlassian

Software Engineering Manager

Software Engineering ManagerM60High

The Software Engineering Manager (M60) interview at Atlassian is a comprehensive process designed to assess a candidate's leadership capabilities, technical acumen, people management skills, and strategic thinking. It evaluates their ability to lead and grow engineering teams, drive technical excellence, and contribute to Atlassian's mission and values.

Rounds

5

Timeline

~21 days

Experience

8 - 15 yrs

Salary Range

US$180000 - US$250000

Total Duration

270 min

Overall Evaluation Criteria

Leadership & People Management

Demonstrates strong leadership and ability to inspire and motivate teams.
Effectively manages and develops engineers, fostering their career growth.
Possesses sound technical judgment and can guide technical strategy.
Drives execution and delivers results through their team.
Exhibits excellent communication and interpersonal skills.
Aligns with Atlassian's values and culture.

Technical Acumen & Strategy

Ability to define and communicate a clear technical vision.
Sound decision-making regarding technology choices and architecture.
Understanding of software development best practices and quality.
Experience with scaling systems and managing technical debt.

Collaboration & Communication

Effectively collaborates with peers, stakeholders, and other departments.
Manages conflict and navigates complex organizational dynamics.
Communicates clearly and persuasively, both written and verbal.

Execution & Drive

Demonstrates a proactive and results-oriented approach.
Shows resilience and adaptability in challenging situations.
Exhibits a growth mindset and commitment to continuous learning.

Preparation Tips

1Understand Atlassian's mission, values, and products deeply.
2Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
3Review common software engineering management challenges and best practices.
4Think about your leadership philosophy and how you build and manage high-performing teams.
5Research the specific challenges and opportunities relevant to the team you are interviewing for.
6Practice articulating your technical vision and decision-making process.
7Be ready to discuss your experience with Agile methodologies, performance management, and conflict resolution.
8Network with current Atlassian Engineering Managers to gain insights.

Study Plan

1

Foundation & Self-Reflection

Weeks 1-2: Atlassian culture, values, products. Personal career review. STAR method prep.

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

2

People & Technical Management Skills

Weeks 3-4: People management (performance, coaching, hiring). Technical leadership (vision, architecture, debt).

Weeks 3-4: Focus on people management skills. Study topics like performance management, career development, coaching, conflict resolution, hiring, and building inclusive teams. Prepare examples related to these areas. Review technical leadership concepts, including setting technical direction, architectural decision-making, and managing technical debt.

3

Strategic Thinking & Practice

Weeks 5-6: Leadership philosophy, strategy, collaboration. STAR refinement. Mock interviews.

Weeks 5-6: Practice articulating your leadership philosophy and strategic thinking. Prepare for questions related to cross-functional collaboration, stakeholder management, and driving execution. Refine your STAR examples and practice delivering them concisely and impactfully. Conduct mock interviews focusing on management and leadership scenarios.

Commonly Asked Questions

Tell me about a time you had to manage a difficult stakeholder. How did you handle it?
How do you foster a culture of innovation and psychological safety within your team?
Describe your approach to performance management and career development for your engineers.
What are your strategies for balancing short-term delivery with long-term technical vision?
Tell me about a time you had to make a significant technical decision. What was your process and the outcome?
How do you handle conflict within your team?
Describe a situation where you had to lead your team through a period of significant change or uncertainty.
How do you ensure your team is aligned with the company's strategic goals?
What is your experience with Agile methodologies and continuous improvement?
How do you approach hiring and building a diverse and high-performing team?
Tell me about a time you failed. What did you learn from it?
How do you delegate tasks effectively?
What are your thoughts on technical debt and how do you manage it?
How do you motivate your team, especially during challenging times?
Describe your leadership style.

Location-Based Differences

Sydney

Interview Focus

Leadership and team buildingTechnical strategy and executionPeople management and developmentCross-functional collaborationUnderstanding of Atlassian's products and culture

Common Questions

Describe a time you had to manage a conflict within your team. How did you resolve it?

How do you foster a culture of innovation and continuous improvement within your team?

Tell me about a challenging technical decision you had to make as a manager. What was the outcome?

How do you approach performance management and career development for your engineers?

In Sydney, there's a strong emphasis on collaboration with product management and design teams. Be prepared to discuss how you build these cross-functional relationships.

Tips

Highlight experience with Agile methodologies and scaling teams.
Showcase your ability to mentor and develop engineers at various career stages.
Be ready to discuss your approach to hiring and building diverse teams.
For Sydney, emphasize your experience working with distributed or global teams if applicable.

Austin

Interview Focus

Operational excellenceTechnical leadership and architectureTeam performance and productivityStakeholder managementAdaptability to fast-paced environments

Common Questions

How do you handle underperforming team members?

Describe your experience with setting technical direction for a team.

How do you balance delivering on short-term goals with long-term technical vision?

What are your strategies for managing stakeholder expectations?

In Austin, we often see questions related to scaling infrastructure and dealing with rapid growth. Prepare examples of how you've managed this.

Tips

Provide concrete examples of how you've improved team efficiency and delivery.
Demonstrate your understanding of system design principles and scalability challenges.
Be prepared to talk about your experience with cloud technologies and DevOps practices.
For Austin, emphasize your experience in high-growth environments and managing distributed systems.

Bangalore

Interview Focus

Team health and psychological safetyTechnical decision-making and trade-offsAccountability and ownershipContinuous learning and technical curiosityProblem-solving and analytical skills

Common Questions

How do you ensure psychological safety within your team?

Tell me about a time you had to make a difficult trade-off between technical debt and feature delivery.

What is your approach to fostering a culture of accountability?

How do you stay current with emerging technologies and industry trends?

In Bangalore, there's a focus on technical depth and problem-solving. Be ready to dive deep into technical challenges you've faced.

Tips

Share examples of how you've built inclusive and supportive team environments.
Articulate your thought process for making complex technical decisions.
Showcase your ability to drive initiatives and take ownership.
For Bangalore, be prepared for in-depth technical discussions and problem-solving scenarios.

Process Timeline

1
HR Screening45m
2
Technical Deep Dive60m
3
People Management60m
4
Strategic Leadership60m
5
Values & Culture Alignment45m

Interview Rounds

5-step process with detailed breakdown for each round

1

HR Screening

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

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 career history, motivations for applying, and high-level understanding of management principles. This is also an opportunity for you to learn more about the role and the company culture.

What Interviewers Look For

Enthusiasm for Atlassian and the role.Clear communication and ability to articulate their background.Alignment with core Atlassian values.Basic understanding of management principles.

Evaluation Criteria

Leadership potential
Communication skills
Cultural fit
Initial assessment of experience

Questions Asked

Tell me about yourself and your career journey.

BehavioralIntroduction

Why are you interested in this Software Engineering Manager role at Atlassian?

MotivationCompany Fit

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

Company KnowledgeCultural Fit

What are your salary expectations?

Compensation

Preparation Tips

1Research Atlassian's mission, values, and products.
2Prepare your 'elevator pitch' about your career and why you're interested in this role.
3Be ready to discuss your resume and key accomplishments.
4Think about why you want to work at Atlassian specifically.

Common Reasons for Rejection

Lack of clear examples demonstrating leadership impact.
Inability to articulate a coherent people management strategy.
Poor communication or inability to connect with the interviewer.
Lack of strategic thinking or understanding of business context.
Failure to demonstrate alignment with Atlassian's values.
2

Technical Deep Dive

Assesses technical depth, system design, and problem-solving skills.

Technical InterviewHigh
60 minSenior Software Engineer / Architect

This technical interview focuses on your ability to understand and guide complex technical challenges. You'll be asked to discuss system design, architecture, scalability, and problem-solving scenarios. The interviewer will assess your technical judgment, your ability to make sound trade-offs, and your understanding of software development best practices.

What Interviewers Look For

Strong understanding of software architecture and design patterns.Ability to discuss trade-offs and make sound technical decisions.Experience with scaling systems and performance optimization.Knowledge of various technology stacks relevant to Atlassian.Ability to mentor engineers on technical topics.

Evaluation Criteria

Technical depth and breadth
System design and architecture skills
Problem-solving abilities
Ability to guide technical strategy
Understanding of software development best practices

Questions Asked

Design a system for [e.g., real-time collaboration, issue tracking, code repository management]. Discuss scalability, reliability, and trade-offs.

System DesignArchitectureScalability

How would you approach optimizing the performance of a large-scale web application?

PerformanceOptimizationSystem Design

Describe a challenging technical problem you solved. What was your approach?

Problem SolvingTechnical Depth

How do you manage technical debt within a team?

Technical DebtManagement

What are your thoughts on microservices vs. monolithic architectures?

ArchitectureTrade-offs

Preparation Tips

1Review system design principles, common architectural patterns, and scalability concepts.
2Practice designing scalable and reliable systems.
3Be prepared to discuss your experience with specific technologies and how you've used them.
4Think about how you would approach technical challenges faced by Atlassian's products.
5Brush up on data structures and algorithms, though the focus will be on application in a management context.

Common Reasons for Rejection

Lack of structured approach to problem-solving.
Inability to articulate technical decisions or trade-offs clearly.
Insufficient depth in technical knowledge relevant to the role.
Poor communication of technical concepts.
Failure to demonstrate ownership or accountability for technical outcomes.
3

People Management

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

People Management InterviewHigh
60 minEngineering Manager / Director

This round focuses entirely on your people management capabilities. You'll be asked behavioral questions about how you lead, mentor, develop, and manage engineers. The interviewer will probe into your experience with performance reviews, career pathing, conflict resolution, and building a strong team culture.

What Interviewers Look For

Proven ability to hire, develop, and retain talent.Experience in performance management and providing constructive feedback.Skills in conflict resolution and mediation.Strategies for motivating and engaging teams.Understanding of how to create an inclusive and psychologically safe environment.

Evaluation Criteria

People management skills
Team building and development
Conflict resolution
Coaching and mentoring abilities
Fostering a positive team culture

Questions Asked

Describe a time you had to manage an underperforming engineer. What steps did you take?

People ManagementPerformance Management

How do you approach career development and growth for your team members?

People ManagementMentoring

Tell me about a time you had to resolve a conflict between team members.

Conflict ResolutionPeople Management

How do you foster a culture of accountability and ownership within your team?

Team CultureAccountability

What is your strategy for hiring and onboarding new engineers?

HiringTeam Building

Preparation Tips

1Prepare specific examples using the STAR method for scenarios related to hiring, firing, performance improvement, conflict resolution, and team building.
2Think about your philosophy on people management and team development.
3Consider how you foster diversity and inclusion within your teams.
4Be ready to discuss how you handle underperformance and motivate individuals.

Common Reasons for Rejection

Inability to provide specific examples of people management.
Lack of a clear strategy for team development and performance.
Poor handling of conflict or difficult conversations.
Failure to demonstrate empathy or understanding of team dynamics.
Not showing a proactive approach to fostering a positive team culture.
4

Strategic Leadership

Evaluates strategic thinking, cross-functional collaboration, and leadership influence.

Managerial / Leadership InterviewHigh
60 minDirector of Engineering / VP of Engineering

This interview assesses your strategic thinking, leadership capabilities, and ability to influence across the organization. You'll discuss how you set direction for your team, collaborate with other functions (like Product Management and Design), manage stakeholders, and contribute to broader business goals. This is often with a more senior leader.

What Interviewers Look For

Ability to set a clear vision and strategy for their team.Experience collaborating with product management, design, and other departments.Skills in influencing stakeholders and driving alignment across teams.Understanding of business objectives and how engineering contributes.Demonstrated leadership in driving initiatives and achieving results.

Evaluation Criteria

Strategic thinking and vision
Cross-functional collaboration
Stakeholder management
Influence and impact
Leadership presence

Questions Asked

How do you align your team's roadmap with the company's strategic objectives?

StrategyAlignmentLeadership

Describe a time you had to influence a decision with stakeholders outside your direct team.

InfluenceStakeholder ManagementCollaboration

What is your vision for a high-performing engineering team in the next 1-2 years?

VisionStrategyLeadership

How do you balance competing priorities from different stakeholders?

PrioritizationStakeholder Management

Tell me about a time you had to drive a significant change within your team or organization.

Change ManagementLeadershipExecution

Preparation Tips

1Think about how your team's work aligns with Atlassian's overall business strategy.
2Prepare examples of successful cross-functional collaborations.
3Consider how you influence decisions and drive alignment across different teams.
4Be ready to discuss your long-term vision for an engineering team.
5Understand the challenges and opportunities facing Atlassian's product areas.

Common Reasons for Rejection

Lack of strategic vision or inability to connect team's work to business goals.
Poor communication of strategy or vision.
Inability to influence stakeholders or drive alignment.
Not demonstrating leadership beyond their immediate team.
Failure to show adaptability and resilience in leadership.
5

Values & Culture Alignment

Assesses alignment with Atlassian's values and cultural fit.

Cultural Fit / Values InterviewMedium
45 minPeer Engineering Manager / Cross-functional Partner

This round is often with a peer Engineering Manager or a key cross-functional partner (e.g., Product Manager, Design Lead). It focuses on assessing your cultural fit, collaboration style, and alignment with Atlassian's core values. They'll look for how you work with others, your approach to teamwork, and your overall alignment with the company's ethos.

What Interviewers Look For

Demonstration of Atlassian's core values in past experiences.Ability to work effectively with others.Genuine enthusiasm for Atlassian's mission.Self-awareness and a growth mindset.Alignment with the team and company culture.

Evaluation Criteria

Alignment with Atlassian's values (Teamwork, আগ্রression, Customer Focus, Best Outcome, Humility)
Self-awareness
Collaboration style
Cultural fit
Motivation and passion

Questions Asked

Tell me about a time you had a disagreement with a Product Manager. How did you resolve it?

CollaborationConflict ResolutionValues

How do you ensure your team is customer-focused?

Customer FocusValues

Describe a situation where you had to demonstrate humility.

ValuesBehavioral

How do you foster teamwork within your own team and with other teams?

TeamworkCollaborationValues

What does 'Best Outcome' mean to you in a professional context?

ValuesDecision Making

Preparation Tips

1Understand Atlassian's core values (Teamwork, আগ্রression, Customer Focus, Best Outcome, Humility) and prepare examples that demonstrate them.
2Think about how you collaborate with Product Managers, Designers, and other functions.
3Reflect on your own values and how they align with Atlassian's.
4Be prepared to discuss how you build positive working relationships.

Common Reasons for Rejection

Lack of alignment with Atlassian's core values.
Poor demonstration of collaboration and teamwork.
Inability to articulate personal values and how they align with the company.
Lack of self-awareness regarding strengths and weaknesses.
Not showing genuine interest or passion for the role and company.

Commonly Asked DSA Questions

Frequently asked coding questions at Atlassian

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