Dev Sr. Director

What they look for

Evaluation

• Technical depth and breadth.
• System design and architecture skills.
• Problem-solving and analytical abilities.
• Understanding of software development best practices.

Sample questions

• Design a scalable system for [specific ServiceNow product feature]. Discuss trade-offs.

  System DesignScalabilityArchitecture

• How do you approach managing technical debt within a growing codebase?

  Technical DebtCode QualityMaintenance

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

  Problem SolvingTechnical DepthTroubleshooting

Prep for this round

1. 01Review common system design patterns and principles (e.g., microservices, distributed systems, caching).
2. 02Be prepared to discuss trade-offs in various architectural choices.
3. 03Refresh your knowledge on cloud platforms (AWS, Azure, GCP) and their services.
4. 04Think about how you've managed technical debt and ensured code quality in previous roles.

Common rejection reasons

• ×Lack of depth in technical problem-solving.
• ×Inability to articulate technical decisions or trade-offs.
• ×Poor understanding of system design principles.
• ×Difficulty in managing technical debt or architectural challenges.

What they look for

Evaluation

• People management and leadership skills.
• Talent development and mentoring capabilities.
• Team building and culture fostering.
• Conflict resolution and performance management.

Sample questions

• How do you approach hiring and building a diverse engineering team?

  HiringDiversityTeam Building

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

  Performance ManagementPeople ManagementCoaching

• How do you foster a culture of continuous learning and development within your team?

  Talent DevelopmentLearning CultureMentoring

Prep for this round

1. 01Prepare specific examples using the STAR method for questions related to team management, conflict resolution, and employee development.
2. 02Think about your philosophy on building and maintaining a strong engineering culture.
3. 03Be ready to discuss how you handle underperformance and motivate your team.
4. 04Consider how you promote diversity, equity, and inclusion within your teams.

Common rejection reasons

• ×Inability to demonstrate effective people management.
• ×Lack of experience in developing and mentoring talent.
• ×Poor conflict resolution skills.
• ×Failure to foster a positive team culture.

What they look for

Evaluation

• Alignment with team's specific needs and challenges.
• Cultural fit and enthusiasm for the role.
• Ability to ask insightful questions.
• Overall impression and potential contribution.

Sample questions

• Based on what you know about our team's current projects, what would be your priorities in the first 90 days?

  PrioritizationOnboardingStrategy

• What are the biggest challenges you anticipate facing in this role, and how would you address them?

  Problem SolvingChallenge ManagementProactive

• How do you foster collaboration between different engineering functions (e.g., backend, frontend, QA)?

  CollaborationTeamworkCross-functional

Prep for this round

1. 01Understand the specific domain or product area the team focuses on.
2. 02Prepare questions that demonstrate your understanding of the team's challenges and opportunities.
3. 03Articulate how your past experiences directly address the needs of this specific role.
4. 04Show genuine enthusiasm for the opportunity.

Common rejection reasons

• ×Lack of alignment with the specific team's goals or challenges.
• ×Inability to articulate how their experience translates to the role's needs.
• ×Poor cultural fit or lack of enthusiasm for the role/company.
• ×Asking generic or uninspired questions.