# Director
**Role:** Software Engineering Manager · **Level:** M5
**Company:** [Splunk](https://scaleengineer.com/companies/splunk)
**Difficulty:** High
**Salary:** US$180000 - US$250000
**Experience:** 10 - 15
**Timeline:** ~14 days
This interview process is for a Director-level Software Engineering Manager (M5) at Splunk. It is designed to assess leadership capabilities, strategic thinking, technical depth, and cultural fit within Splunk's engineering organization.
Canonical: https://scaleengineer.com/interviews/splunk/m5-software-engineering-manager
---
## Overall evaluation

- Leadership and Strategic Impact
- Technical Acumen and Execution
- People Management and Team Development
- Communication and Collaboration

## Questions asked

- Tell me about a time you had to lead a team through a significant technical challenge or failure. What did you learn?
- How do you balance the need for innovation with the demands of delivering on existing commitments?
- Describe your approach to building and scaling engineering teams.
- How do you foster a culture of accountability and high performance within your team?
- What is your experience with managing budgets and resources for engineering projects?
- How do you ensure effective communication and collaboration between your team and other departments (e.g., Product Management, Sales)?
- Tell me about a time you had to make a difficult decision that impacted your team. What was the outcome?
- How do you stay current with industry trends and emerging technologies, and how do you decide which to adopt?
- Describe your leadership style and how you adapt it to different individuals and situations.
- How do you handle underperformance on your team?
- What are your strategies for mentoring and developing engineers at different career stages?
- How do you measure the success of your team and your own effectiveness as a leader?
- Describe a time you had to influence stakeholders who had a different perspective. How did you approach it?
- What are your thoughts on technical debt and how do you manage it?
- How do you foster a culture of psychological safety and inclusivity within your team?

## Preparation tips

### lists

- Deeply understand Splunk's mission, values, and products.
- Review your past projects and identify key accomplishments and learnings.
- Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
- Brush up on leadership principles and management best practices.
- Familiarize yourself with common software engineering challenges and solutions.
- Understand Splunk's engineering culture and how you would contribute to it.
- Prepare thoughtful questions to ask the interviewers about the role, team, and company.

### studyPlan

- {"title":"Company and Self-Assessment","longDescription":"Weeks 1-2: Focus on understanding Splunk's business strategy, product portfolio, and recent news. Review your career history, identifying key leadership experiences and accomplishments. Prepare STAR-method stories for common leadership and management scenarios. Familiarize yourself with Splunk's engineering values and culture.","shortDescription":"Weeks 1-2: Splunk Business & Culture, Career Review, STAR Method Practice."}
- {"title":"Technical Leadership and Architecture","longDescription":"Weeks 3-4: Deep dive into technical leadership concepts. Review system design principles, scalability, reliability, and common architectural patterns. Prepare to discuss your experience managing technical debt and driving engineering best practices. Consider common challenges in software development and how you've addressed them.","shortDescription":"Weeks 3-4: Technical Leadership, System Design, Scalability, Best Practices."}
- {"title":"People Management and Team Development","longDescription":"Weeks 5-6: Focus on people management and team building. Prepare to discuss your approach to hiring, coaching, performance management, conflict resolution, and fostering a positive team environment. Review examples of how you've developed talent and managed team dynamics, especially in challenging situations.","shortDescription":"Weeks 5-6: People Management, Team Building, Hiring, Coaching, Conflict Resolution."}
- {"title":"Strategic Alignment and Interview Practice","longDescription":"Week 7: Practice articulating your leadership philosophy and strategic vision. Prepare to discuss how you would align your team's work with Splunk's overall goals. Refine your answers to behavioral questions and practice delivering them concisely and impactfully. Prepare insightful questions for the interviewers.","shortDescription":"Week 7: Leadership Philosophy, Strategic Alignment, Behavioral Practice, Question Preparation."}

## Location differences

- {"location":"San Francisco Bay Area","differences":{"tips":["Research Splunk's recent product launches and strategic initiatives.","Be prepared to discuss your experience with scaling engineering organizations.","Highlight examples of successful collaboration with product management and other departments."],"interviewFocus":["Emphasis on strategic alignment with Splunk's business objectives.","Assessment of experience in managing distributed or remote engineering teams.","Evaluation of ability to influence cross-functional stakeholders and senior leadership."],"commonQuestions":["How do you handle a situation where a critical project is falling behind schedule due to unforeseen technical challenges?","Describe a time you had to make a difficult decision that impacted your team. What was the outcome?","How do you foster innovation and encourage experimentation within your engineering teams?","What are your strategies for attracting and retaining top engineering talent?","How do you balance the need for rapid feature delivery with maintaining code quality and technical debt management?"]}}
- {"location":"Seattle","differences":{"tips":["Prepare examples of how you've successfully managed remote or hybrid teams.","Be ready to discuss your philosophy on team building and employee engagement.","Showcase your ability to adapt management styles to different team structures."],"interviewFocus":["Focus on experience with hybrid and remote team management.","Assessment of ability to drive results in a distributed environment.","Evaluation of understanding of operational excellence and efficiency."],"commonQuestions":["How do you manage performance issues within a team, especially when dealing with remote employees?","Describe your approach to building a strong engineering culture in a hybrid work environment.","How do you ensure effective communication and collaboration across different time zones?","What are your key metrics for measuring team productivity and success?","How do you stay updated on emerging technologies and assess their potential impact on our products?"]}}
- {"location":"Austin","differences":{"tips":["Be prepared to discuss your experience with P&L responsibility or budget oversight.","Highlight examples of successful process improvements you've implemented.","Showcase your ability to manage complex projects and stakeholder expectations."],"interviewFocus":["Emphasis on operational and financial acumen.","Assessment of experience in managing larger teams or multiple teams.","Evaluation of ability to drive process improvements and operational efficiency."],"commonQuestions":["How do you approach resource allocation and budget management for engineering projects?","Describe a time you had to navigate significant organizational change. How did you lead your team through it?","What is your experience with implementing agile methodologies at scale?","How do you foster a culture of continuous learning and professional development within your team?","How do you handle conflicts between team members or between your team and other departments?"]}}

## Round 1: HR/Recruiter Screen
**Type:** HR/Recruiter Screen · **Difficulty:** Medium · **Duration:** 45 min
Initial screening to assess basic qualifications, motivation, and cultural fit.
This initial round is conducted by a recruiter or HR representative to assess your overall fit with Splunk, understand your career aspirations, and confirm your interest in the role. They will cover your background, motivations, and expectations regarding compensation and role responsibilities. This is also an opportunity for you to learn more about Splunk and the specific team.
**Interviewers look for:** Enthusiasm for Splunk.; Clear communication style.; Basic understanding of the role and company.; Professional demeanor.
**Evaluation criteria:** Communication skills.; Understanding of Splunk's business and culture.; Initial assessment of motivation and fit.
**Common rejection reasons:** Lack of clear communication.; Inability to articulate strategic vision.; Insufficient experience in people management.; Poor cultural fit.; Lack of confidence or conviction.
## Questions

- Tell me about yourself and your career progression.
- Why are you interested in Splunk and this specific role?
- What are your salary expectations?
- What are your strengths and weaknesses as a leader?
- Describe your ideal work environment.

## Preparation tips

- Research Splunk's mission, values, and recent achievements.
- Be prepared to talk about your career journey and why you're interested in this specific role.
- Have a clear understanding of your salary expectations.
- Prepare questions about the company culture, team, and the role.

## Round 2: Technical and Strategic Leadership Interview
**Type:** Technical and Strategic Leadership Interview · **Difficulty:** High · **Duration:** 60 min
Assesses strategic thinking, technical depth, and ability to lead engineering initiatives.
This round focuses on your strategic thinking, technical leadership, and ability to drive engineering initiatives. You'll be asked to discuss your approach to building and scaling teams, managing technical roadmaps, and ensuring the delivery of high-quality, scalable software. Expect questions about system design, architectural decisions, and how you handle technical challenges.
**Interviewers look for:** Vision for engineering teams.; Understanding of scalability and reliability.; Ability to translate business needs into technical solutions.; Experience in managing complex technical projects.
**Evaluation criteria:** Strategic thinking and business acumen.; Technical depth and architectural understanding.; Problem-solving and decision-making abilities.; Ability to lead technical initiatives.
**Common rejection reasons:** Lack of strategic thinking.; Inability to articulate technical vision.; Poor problem-solving skills.; Weak understanding of system design principles.; Inability to provide concrete examples of leadership.
## Questions

- Describe a complex technical problem you solved as a leader. What was your approach?
- How do you define and measure technical excellence within an engineering team?
- Walk me through a time you had to make a significant architectural decision. What factors did you consider?
- How do you balance the need for new feature development with managing technical debt?
- What is your philosophy on building scalable and reliable systems?

## Preparation tips

- Review Splunk's technology stack and product architecture if possible.
- Prepare to discuss your experience with system design, scalability, and performance.
- Think about how you align technical strategy with business objectives.
- Be ready to share examples of successful technical leadership and project execution.

## Round 3: People Management and Leadership Interview
**Type:** People Management and Leadership Interview · **Difficulty:** High · **Duration:** 60 min
Focuses on your ability to manage, develop, and lead engineering teams effectively.
This round delves into your people management philosophy and experience. You'll be asked about your approach to hiring, onboarding, coaching, performance management, and career development for your team members. The interviewer will want to understand how you build and maintain a high-performing, motivated, and inclusive engineering team, including how you handle conflicts and underperformance.
**Interviewers look for:** Proven ability to hire, develop, and retain talent.; Effective coaching and mentoring strategies.; Experience in managing team performance and addressing issues.; Commitment to diversity, equity, and inclusion.
**Evaluation criteria:** People management skills.; Team building and development capabilities.; Coaching and mentoring approach.; Conflict resolution and performance management.; Ability to foster a positive and inclusive culture.
**Common rejection reasons:** Inability to articulate a clear people management philosophy.; Lack of experience in developing and mentoring engineers.; Poor conflict resolution skills.; Difficulty in fostering a positive team culture.; Failure to demonstrate empathy and understanding of team dynamics.
## Questions

- Describe your approach to hiring engineers. What qualities do you look for?
- How do you provide feedback to your team members, both positive and constructive?
- Tell me about a time you had to manage a difficult team member or resolve a conflict within your team.
- How do you foster a culture of continuous learning and professional development?
- What are your strategies for motivating your team, especially during challenging times?

## Preparation tips

- Prepare specific examples of how you've mentored engineers and helped them grow.
- Think about your approach to performance reviews and feedback.
- Be ready to discuss how you foster collaboration and address team conflicts.
- Consider how you promote diversity and inclusion within your teams.

## Round 4: Executive/Final Round
**Type:** Executive/Final Round · **Difficulty:** High · **Duration:** 60 min
Final discussion with senior leadership focusing on strategic vision and cultural alignment.
This final round is typically with a senior leader, such as a VP of Engineering or a senior director. The focus is on your executive presence, strategic vision, and alignment with Splunk's overall business objectives and culture. You'll discuss your leadership philosophy, how you envision contributing to Splunk's success at a higher level, and your ability to influence and collaborate with senior stakeholders across the organization.
**Interviewers look for:** Leadership presence and confidence.; Ability to think at a strategic level.; Understanding of business impact.; Cultural alignment with Splunk's leadership principles.; Clear articulation of vision and strategy.
**Evaluation criteria:** Executive presence and communication.; Alignment with Splunk's values and culture.; Strategic vision and long-term planning.; Ability to influence and collaborate with senior leadership.; Overall fit for a Director-level role.
**Common rejection reasons:** Lack of alignment with Splunk's values.; Poor communication with senior stakeholders.; Inability to demonstrate executive presence.; Lack of clarity on strategic priorities.; Failure to connect past experiences to future impact.
## Questions

- What is your vision for an engineering organization at Splunk's scale?
- How do you ensure your team's work aligns with the company's strategic priorities?
- Describe a time you had to influence senior leadership on a critical decision. What was the outcome?
- What are the key challenges facing engineering leaders today, and how do you address them?
- How do you foster innovation and drive change within a large organization?

## Preparation tips

- Understand Splunk's long-term vision and strategic goals.
- Prepare to discuss your leadership philosophy at an executive level.
- Think about how you would contribute to Splunk's culture and values.
- Be ready to articulate your vision for the engineering organization.
- Prepare insightful questions for the senior leader.