# Software Engineering Manager
**Role:** Software Engineering Manager · **Level:** L1
**Company:** [Notion](https://scaleengineer.com/companies/notion)
**Difficulty:** Medium
**Salary:** US$140000 - US$180000
**Experience:** 4 - 7
**Timeline:** ~14 days
This interview process is designed to assess candidates for a Software Engineering Manager (SEM) position at Notion, focusing on leadership, technical acumen, people management, and strategic thinking. The L1 level indicates an entry-level management role, suitable for individuals transitioning from senior individual contributor roles or with limited prior management experience.
Canonical: https://scaleengineer.com/interviews/notion/l1-software-engineering-manager
---
## Overall evaluation

- Leadership & People Management
- Technical Acumen
- Execution & Strategy
- Cultural Alignment

## Questions asked

- Tell me about a time you had to manage a conflict within your team. How did you resolve it?
- How do you approach setting technical direction for a team?
- Describe your process for hiring and onboarding new engineers.
- How do you ensure your team is productive and motivated?
- What are your strengths and weaknesses as a manager?
- How do you handle underperforming team members?
- Tell me about a challenging project you managed and how you navigated it.
- How do you balance the needs of individual developers with the goals of the team and company?
- What is your experience with agile methodologies?
- How do you foster a culture of innovation and continuous improvement?
- Describe a time you had to make a difficult decision that impacted your team.
- How do you stay current with technology trends?
- What are your thoughts on code reviews and quality assurance?
- How do you delegate tasks effectively?
- What are your career aspirations?

## Preparation tips

### lists

- Understand Notion's mission, values, and product deeply.
- Review common software engineering management interview questions.
- Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
- Familiarize yourself with agile development methodologies and best practices.
- Think about your leadership philosophy and how you motivate teams.
- Practice articulating your technical background and how it informs your management style.
- Research common challenges faced by engineering managers and how you would address them.

### studyPlan

- {"title":"Foundation & Behavioral Prep","longDescription":"Weeks 1-2: Deep dive into Notion's company culture, values, product, and recent news. Understand the role of an SEM at Notion. Review fundamental software engineering principles and common architectural patterns. Begin preparing STAR method examples for common behavioral questions related to leadership, conflict resolution, and team building.","shortDescription":"Weeks 1-2: Notion research, leadership fundamentals, STAR method prep."}
- {"title":"People Management & Agile","longDescription":"Weeks 3-4: Focus on people management aspects. Study topics like performance reviews, coaching, feedback delivery, conflict resolution, hiring, and onboarding. Practice articulating your management philosophy. Prepare for questions related to managing different personality types and motivating engineers. Review agile methodologies in detail.","shortDescription":"Weeks 3-4: People management skills, motivation, agile practices."}
- {"title":"Technical Leadership & Strategy","longDescription":"Weeks 5-6: Concentrate on technical leadership and strategic thinking. Review system design principles, scalability, and common technical challenges. Prepare to discuss how you would guide a team through technical decision-making and roadmap planning. Practice articulating your vision for a team and how you align it with business goals.","shortDescription":"Weeks 5-6: Technical leadership, system design, strategic planning."}
- {"title":"Mock Interviews & Final Prep","longDescription":"Week 7: Mock interviews focusing on all aspects covered. Refine answers, practice concise communication, and get feedback. Ensure you have compelling examples ready for all potential questions. Prepare thoughtful questions to ask the interviewers.","shortDescription":"Week 7: Mock interviews, refinement, question preparation."}

## Location differences

- {"location":"Remote","differences":{"tips":["Highlight experience with asynchronous communication tools.","Showcase your ability to build team culture remotely.","Be prepared to discuss strategies for managing performance and engagement across distances."],"interviewFocus":["Remote team management strategies","Cross-functional collaboration across different time zones","Effective communication in a distributed environment"],"commonQuestions":["How do you handle underperforming engineers in a remote setting?","Describe a time you had to align a distributed team on a technical vision.","What tools do you use to foster collaboration and transparency in a remote team?"]}}
- {"location":"San Francisco","differences":{"tips":["Emphasize your experience with in-person team building activities.","Provide examples of how you've influenced product direction through direct collaboration.","Be ready to discuss your methods for creating an inclusive and productive office environment."],"interviewFocus":["On-site team dynamics and collaboration","Managing local stakeholder relationships","Driving team productivity in an office setting"],"commonQuestions":["How do you foster innovation within a co-located engineering team?","Describe your approach to managing stakeholder expectations in a fast-paced office environment.","How do you balance individual developer growth with team project delivery?"]}}

## Round 1: Recruiter Screen
**Type:** HR/Recruiter Screen · **Difficulty:** Medium · **Duration:** 45 min
Initial screening 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 Notion's culture. They will ask about your background, motivations for applying, and general management philosophy. This is also an opportunity for you to learn more about the role and the company.
**Interviewers look for:** Clear and concise communication.; Enthusiasm for Notion and the role.; Basic alignment with company values.; Ability to articulate past experiences.
**Evaluation criteria:** Communication skills; Cultural fit; Basic understanding of management principles
**Common rejection reasons:** Lack of clear communication.; Inability to provide specific examples of leadership.; Poor understanding of people management principles.; Defensiveness when discussing failures or challenges.; Lack of alignment with Notion's values.
## Questions

- Tell me about yourself and your career journey.
- Why are you interested in a Software Engineering Manager role at Notion?
- What are your strengths and weaknesses as a potential manager?
- How do you handle feedback?

## Preparation tips

- Research Notion's mission, values, and product.
- Prepare your 'elevator pitch' about your background and career goals.
- Be ready to discuss why you are interested in this specific role at Notion.
- Practice answering common behavioral questions.
- Prepare questions to ask the recruiter about the role, team, and company culture.

## Round 2: People Management Interview
**Type:** People Management Interview · **Difficulty:** Medium · **Duration:** 60 min
Assesses people management, leadership, and team-building skills.
This round focuses on your people management skills and leadership approach. The hiring manager, who is likely a peer SEM, will delve into your experience managing engineers, handling performance issues, fostering team collaboration, and developing talent. Expect behavioral questions that require detailed examples.
**Interviewers look for:** Evidence of effective people management.; Ability to handle difficult conversations.; Examples of fostering team growth and development.; Understanding of how to build a positive team culture.
**Evaluation criteria:** Leadership style and philosophy.; Ability to manage and motivate individuals.; Conflict resolution skills.; Coaching and mentoring capabilities.; Understanding of team dynamics.
**Common rejection reasons:** Inability to provide concrete examples of leadership.; Poor problem-solving skills.; Lack of empathy or understanding of team dynamics.; Difficulty articulating technical concepts or decisions.; Failure to demonstrate growth from past experiences.
## Questions

- Describe a time you had to give difficult feedback to a team member. What was the outcome?
- How do you motivate a team that is facing a challenging project or low morale?
- Tell me about a time you had to resolve a conflict between two engineers on your team.
- How do you approach performance management and career development for your team members?

## Preparation tips

- Prepare specific examples using the STAR method for common people management scenarios (e.g., conflict, underperformance, motivation).
- Think about your leadership philosophy and how you empower your team.
- Be ready to discuss your approach to feedback, coaching, and career development.
- Consider how you build psychological safety and trust within a team.

## Round 3: Technical & System Design Interview
**Type:** Technical & System Design Interview · **Difficulty:** Medium · **Duration:** 60 min
Assesses technical depth, system design, and architectural decision-making.
This round evaluates your technical leadership capabilities. You'll discuss your experience with software architecture, system design, technical decision-making, and how you guide your team through technical challenges. Expect questions about past projects, technical trade-offs, and your approach to technical strategy.
**Interviewers look for:** Sound technical judgment.; Ability to balance technical excellence with business needs.; Experience in making architectural decisions.; Understanding of scalability, reliability, and maintainability.
**Evaluation criteria:** Technical depth and breadth.; System design and architectural understanding.; Ability to guide technical decisions.; Strategic technical planning.; Problem-solving in a technical context.
**Common rejection reasons:** Lack of strategic thinking.; Inability to articulate a clear technical vision.; Poor understanding of system design or architecture.; Difficulty in prioritizing and managing technical debt.; Failure to demonstrate impact through technical leadership.
## Questions

- Describe a complex system you were responsible for. What were the key design decisions and trade-offs?
- How do you approach managing technical debt?
- Tell me about a time you had to make a significant technical decision. What was your process?
- How do you ensure the scalability and reliability of the systems your team builds?

## Preparation tips

- Review fundamental computer science concepts and common architectural patterns.
- Prepare to discuss a complex system you helped design or manage.
- Think about how you balance technical debt with feature delivery.
- Be ready to articulate your approach to code quality, testing, and CI/CD.
- Consider how you foster technical growth within a team.

## Round 4: Managerial & Strategic Interview
**Type:** Managerial & Strategic Interview · **Difficulty:** Medium · **Duration:** 45 min
Assesses strategic thinking, product sense, and execution capabilities.
This round focuses on your strategic thinking, product sense, and ability to manage projects and align your team with broader business objectives. You'll discuss how you prioritize work, manage roadmaps, collaborate with product management, and drive execution. This interview assesses your ability to operate at a higher level and contribute to the company's success.
**Interviewers look for:** Ability to think strategically about the product and business.; Experience in roadmap planning and execution.; Understanding of how engineering impacts business outcomes.; Collaboration with product managers and other stakeholders.
**Evaluation criteria:** Strategic thinking and planning.; Product sense and understanding.; Ability to align team efforts with business goals.; Project management and execution.; Cross-functional collaboration.
**Common rejection reasons:** Lack of strategic vision.; Inability to align team goals with business objectives.; Poor understanding of product development lifecycle.; Difficulty in prioritizing and managing roadmaps.; Failure to demonstrate impact on business outcomes.
## Questions

- How do you prioritize features and technical initiatives for your team?
- Describe your experience working with Product Managers. How do you ensure alignment?
- Tell me about a time you had to manage a project with shifting priorities. How did you adapt?
- How do you measure the success of your team and its projects?

## Preparation tips

- Understand Notion's product strategy and target market.
- Think about how engineering teams contribute to product success.
- Prepare examples of how you've influenced product direction or roadmap.
- Practice discussing project management methodologies and your experience with roadmapping.
- Consider how you collaborate with non-technical stakeholders.

## Round 5: Executive/Final Interview
**Type:** Executive/Final Interview · **Difficulty:** Medium · **Duration:** 45 min
Final assessment of leadership potential and strategic alignment with senior leadership.
This final round is typically with a senior leader, such as a Director or VP of Engineering. They will assess your overall leadership capabilities, strategic thinking, and alignment with the company's vision and values. This is your chance to demonstrate your potential to grow within Notion and make a significant impact.
**Interviewers look for:** Strong leadership presence.; Clear vision and strategic thinking.; Ability to inspire and influence.; Alignment with Notion's long-term goals.; Enthusiasm and passion for the role and company.
**Evaluation criteria:** Overall leadership potential.; Alignment with company vision and values.; Strategic thinking and decision-making.; Communication and influence.; Cultural fit with senior leadership.
**Common rejection reasons:** Lack of alignment with senior leadership vision.; Inability to demonstrate strong leadership potential.; Poor cultural fit at a higher level.; Concerns about overall capability to lead a team effectively.; Lack of enthusiasm or conviction.
## Questions

- What is your vision for a high-performing engineering team?
- How do you see yourself contributing to Notion's long-term success?
- What are the biggest challenges facing engineering leaders today, and how do you address them?
- What questions do you have for me about Notion's engineering organization or our future?

## Preparation tips

- Reiterate your understanding of Notion's mission and long-term goals.
- Be prepared to discuss your leadership vision and how you see yourself contributing.
- Showcase your strategic thinking and ability to connect team efforts to business outcomes.
- Ask insightful questions about the company's future and engineering's role in it.
- Convey confidence and passion for the opportunity.