# Manager 2
**Role:** Software Engineering Manager · **Level:** M16
**Company:** [Pinterest](https://scaleengineer.com/companies/pinterest)
**Difficulty:** High
**Salary:** US$180000 - US$250000
**Experience:** 8 - 15
**Timeline:** ~21 days
This interview process is designed to assess candidates for a Software Engineering Manager (M16) role at Pinterest. It evaluates leadership potential, technical acumen, people management skills, strategic thinking, and cultural fit within Pinterest's collaborative environment.
Canonical: https://scaleengineer.com/interviews/pinterest/m16-software-engineering-manager
---
## Overall evaluation

- Core Competencies
- Managerial Effectiveness
- Impact and Cultural Alignment

## Questions asked

- Tell me about a time you had to make a difficult decision that impacted your team. What was the outcome?
- How do you motivate and develop engineers on your team?
- Describe your approach to managing underperforming team members.
- How do you balance technical debt with delivering new features?
- Walk me through a complex project you managed from inception to completion.
- How do you foster a culture of psychological safety and inclusion within your team?
- What is your strategy for hiring and retaining top engineering talent?
- How do you collaborate with product managers and other stakeholders?
- Describe a time you failed. What did you learn from it?
- How do you stay current with technological advancements?
- What are your thoughts on the current state of our platform/product?
- How would you handle a situation where your team disagrees with a technical direction?
- What are your long-term career aspirations?

## Preparation tips

### lists

- Understand Pinterest's mission, values, and product.
- Review common software engineering management frameworks (e.g., OKRs, Agile methodologies, performance management).
- Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
- Brush up on technical concepts relevant to Pinterest's stack (e.g., distributed systems, data infrastructure, machine learning).
- Think about your leadership philosophy and how you foster a positive team culture.
- Research the interviewers if possible to tailor your responses.
- Practice articulating your thought process for strategic and problem-solving questions.

### studyPlan

- {"title":"Foundation and Self-Reflection","longDescription":"Weeks 1-2: Deep dive into Pinterest's company culture, values, and recent product developments. Familiarize yourself with common management philosophies and leadership theories. Start outlining key career achievements and potential behavioral interview stories.","shortDescription":"Weeks 1-2: Company research, leadership theories, STAR method preparation."}
- {"title":"Technical Acumen","longDescription":"Weeks 3-4: Focus on technical areas relevant to Pinterest's engineering challenges. Review system design principles, scalability, and data management. Prepare to discuss technical trade-offs and architectural decisions.","shortDescription":"Weeks 3-4: Technical refresh (System Design, Scalability, Data)."}
- {"title":"Behavioral and Strategic Practice","longDescription":"Weeks 5-6: Practice behavioral and situational questions. Develop detailed examples for managing teams, resolving conflicts, driving performance, and fostering growth. Prepare for questions related to strategic thinking and business impact.","shortDescription":"Weeks 5-6: Behavioral and situational question practice, strategic thinking."}
- {"title":"Mock Interviews and Final Polish","longDescription":"Week 7: Mock interviews with peers or mentors. Focus on articulating your thoughts clearly and concisely. Refine your answers based on feedback and ensure you are prepared to ask insightful questions.","shortDescription":"Week 7: Mock interviews and final preparation."}

## Location differences

- {"location":"Remote/Hybrid","differences":{"tips":["Highlight experience with distributed systems and asynchronous communication.","Provide examples of successfully managing remote or hybrid teams.","Emphasize your ability to adapt management styles to different cultural contexts."],"interviewFocus":["Remote team management strategies","Cross-cultural communication and collaboration","Building trust and engagement in distributed teams"],"commonQuestions":["How do you handle underperforming engineers in a remote setting?","Describe a time you had to manage a conflict between engineers on different continents.","What are your strategies for fostering team cohesion and collaboration in a hybrid work environment?"]}}
- {"location":"On-site (e.g., San Francisco, New York)","differences":{"tips":["Showcase experience in building and scaling high-performing teams in an office environment.","Provide examples of fostering a positive and productive team culture.","Discuss your strategies for driving technical excellence and innovation."],"interviewFocus":["On-site team dynamics and collaboration","Mentorship and career development for engineers","Driving innovation and execution in a physical environment"],"commonQuestions":["How do you foster innovation within a co-located engineering team?","Describe your approach to managing a team with a mix of junior and senior engineers in an office setting.","How do you ensure effective knowledge sharing and mentorship within a physical workspace?"]}}

## Round 1: HR Screening
**Type:** HR/Recruiter Screen · **Difficulty:** Medium · **Duration:** 45 min
Initial screening by HR to assess basic qualifications and cultural fit.
This initial round is conducted by a recruiter or HR representative to assess your overall fit for the role and Pinterest. They will discuss your background, career aspirations, and motivation for applying. This is also an opportunity for you to learn more about the company culture and the specifics of the role. Expect questions about your resume and general management experience.
**Interviewers look for:** Enthusiasm for the role and Pinterest; Clear communication of career goals; Basic understanding of management principles
**Evaluation criteria:** Communication skills; Initial cultural fit assessment; Understanding of the role and company
**Common rejection reasons:** Lack of clear communication; Inability to provide specific examples of leadership; Poor understanding of team dynamics; Failure to demonstrate strategic thinking; Lack of alignment with company values
## Questions

- Tell me about yourself and your career journey.
- Why are you interested in this Software Engineering Manager role at Pinterest?
- What are your strengths and weaknesses as a manager?
- What are your salary expectations?

## Preparation tips

- Research Pinterest's mission, values, and recent news.
- Be prepared to articulate why you are interested in this specific role and company.
- Have clear answers for common HR questions about your strengths, weaknesses, and career goals.
- Prepare questions to ask the interviewer about the team, culture, and role.

## Round 2: Technical Deep Dive
**Type:** Technical Interview / System Design · **Difficulty:** High · **Duration:** 60 min
Assesses technical depth, system design skills, and problem-solving abilities.
This round focuses on your technical expertise and system design capabilities. You will likely be asked to design a system or solve a complex technical problem. The interviewer will assess your ability to break down problems, consider trade-offs, and propose scalable solutions. Depending on the specific role, there might also be a coding component to evaluate your programming skills.
**Interviewers look for:** Strong understanding of software development lifecycle; Ability to design scalable and robust systems; Sound judgment in technical decision-making; Clear articulation of technical concepts
**Evaluation criteria:** Technical depth and breadth; System design and architecture skills; Problem-solving abilities; Coding proficiency (if applicable); Ability to think at scale
**Common rejection reasons:** Lack of structured approach to problem-solving; Inability to articulate technical decisions clearly; Weak understanding of system design principles; Difficulty in handling ambiguity; Poor performance on coding challenges
## Questions

- Design a URL shortening service like bit.ly.
- How would you design a news feed system for a social media platform?
- Discuss the trade-offs between SQL and NoSQL databases for a specific use case.
- Write a function to find the k-th largest element in an unsorted array.

## Preparation tips

- Review core computer science concepts (data structures, algorithms, operating systems, databases).
- Practice system design problems, focusing on scalability, reliability, and performance.
- Familiarize yourself with distributed systems concepts.
- Be prepared to discuss your past technical projects in detail.
- Think about how you would approach technical challenges as a manager, including delegation and technical guidance.

## Round 3: People and Strategy
**Type:** Managerial Interview · **Difficulty:** High · **Duration:** 60 min
Focuses on people management, leadership style, and strategic thinking.
This round is typically conducted by the hiring manager or a senior engineering leader. It focuses on your experience in managing people, building teams, and driving technical strategy. You'll be asked behavioral questions about your past experiences in leadership, conflict resolution, performance management, and strategic planning. The interviewer will assess your ability to lead a team effectively and contribute to the broader engineering organization.
**Interviewers look for:** Proven ability to lead and grow engineering teams; Empathy and strong interpersonal skills; Capacity to set vision and drive execution; Effective communication and influence
**Evaluation criteria:** People management and leadership skills; Coaching and mentoring abilities; Conflict resolution and team building; Strategic thinking and execution planning; Cross-functional collaboration
**Common rejection reasons:** Lack of clear vision for team growth; Inability to provide concrete examples of people management; Poor conflict resolution skills; Difficulty in delegating tasks effectively; Failure to demonstrate strategic alignment with business goals
## Questions

- Describe your approach to performance management and career development for your team members.
- Tell me about a time you had to manage a conflict within your team. How did you resolve it?
- How do you delegate tasks and empower your team members?
- What is your strategy for building and maintaining a high-performing engineering team?
- How do you balance the needs of your team with the goals of the business?

## Preparation tips

- Prepare specific examples using the STAR method for questions related to people management, conflict resolution, and team building.
- Think about your leadership philosophy and how you foster a positive and productive team environment.
- Be ready to discuss how you set goals, provide feedback, and develop engineers.
- Consider how you align team objectives with broader business strategies.
- Practice articulating your vision for an engineering team.

## Round 4: Cross-functional Collaboration & Culture
**Type:** Cross-functional / Behavioral Interview · **Difficulty:** Medium · **Duration:** 45 min
Assesses collaboration, cultural fit, and alignment with Pinterest values.
This round often involves meeting with peer managers or key cross-functional partners (like Product Managers) to assess your collaboration style, cultural alignment, and how you would integrate with the broader organization. Questions will focus on how you work with others, handle disagreements, and contribute to a positive team environment. They want to understand if you'll be a good colleague and partner.
**Interviewers look for:** Demonstration of Pinterest values (e.g., collaboration, creativity, empathy); Ability to work effectively with diverse teams; Positive attitude and enthusiasm; Alignment with the team's working style
**Evaluation criteria:** Cultural fit and alignment with Pinterest values; Collaboration and communication skills; Problem-solving approach; Potential for growth within the company
**Common rejection reasons:** Lack of alignment with Pinterest's values; Poor collaboration with cross-functional partners; Inability to demonstrate cultural contribution; Lack of enthusiasm or passion; Poor fit with the team's working style
## Questions

- How do you collaborate with Product Managers to define roadmaps and priorities?
- Describe a time you had a disagreement with a peer manager. How did you handle it?
- How do you ensure your team's work aligns with the company's overall strategy?
- What does a healthy engineering culture look like to you?

## Preparation tips

- Reflect on Pinterest's core values and how your experiences align with them.
- Prepare examples of successful collaboration with product management, design, or other departments.
- Think about how you handle disagreements and drive consensus.
- Be ready to discuss your approach to mentorship and supporting colleagues.
- Show genuine interest in Pinterest's mission and impact.

## Round 5: Executive Leadership Assessment
**Type:** Senior Leadership Interview · **Difficulty:** High · **Duration:** 60 min
Final round with senior leadership to assess strategic vision and leadership potential.
This final round is with senior leadership, often a VP or Director of Engineering. The focus is on your strategic thinking, leadership vision, and ability to drive impact at a higher level. They will assess your understanding of the business, your long-term goals, and your potential to contribute to Pinterest's future success. Be prepared to discuss your leadership philosophy and how you would shape the engineering organization.
**Interviewers look for:** A clear vision for leading engineering teams; Ability to think strategically about technology and business; Strong leadership qualities and decision-making skills; Potential to grow into more senior leadership roles
**Evaluation criteria:** Strategic thinking and long-term vision; Leadership presence and influence; Business acumen and impact; Ability to inspire and motivate teams; Overall leadership potential
**Common rejection reasons:** Lack of strategic vision; Inability to articulate long-term goals; Poor alignment with leadership principles; Failure to demonstrate impact at a higher level; Lack of confidence or conviction
## Questions

- What is your long-term vision for an engineering team at Pinterest?
- How would you approach scaling our engineering organization to meet future demands?
- Describe a time you influenced senior leadership on a strategic decision.
- What are the biggest challenges facing engineering leaders today, and how do you address them?

## Preparation tips

- Develop a clear vision for leading engineering teams and contributing to business goals.
- Think about industry trends and how they might impact Pinterest.
- Be prepared to discuss your leadership philosophy and how you inspire teams.
- Articulate your understanding of the business and how engineering drives value.
- Practice summarizing your key strengths and contributions concisely.