# Software Engineering Manager
**Role:** Software Engineering Manager · **Level:** P5
**Company:** [UKG](https://scaleengineer.com/companies/ukg)
**Difficulty:** High
**Salary:** US$170000 - US$220000
**Experience:** 8 - 15
**Timeline:** ~14 days
This interview process is designed to assess candidates for a Software Engineering Manager (P5 level) position at UKG. It evaluates technical leadership, people management skills, strategic thinking, and cultural fit.
Canonical: https://scaleengineer.com/interviews/ukg/p5-software-engineering-manager
---
## Overall evaluation

- Technical Acumen
- People Management
- Strategic Thinking
- Cultural Fit & Communication

## Questions asked

- Tell me about a time you had to manage a difficult stakeholder. How did you handle it?
- Describe your approach to hiring and building a high-performing engineering team.
- How do you foster a culture of innovation and continuous improvement within your team?
- Walk me through a challenging project you managed from inception to completion. What were the key challenges and how did you overcome them?
- How do you balance technical debt with new feature development?
- Describe a time you had to deliver difficult feedback to a team member. What was the outcome?
- How do you stay current with emerging technologies and industry trends?
- What is your experience with agile development methodologies?
- How do you measure the success of your team and your own performance as a manager?
- Tell me about a time you failed. What did you learn from it?
- How do you delegate tasks effectively?
- What are your thoughts on code reviews and quality assurance processes?
- How do you handle conflict within your team?
- Describe a time you had to make a significant technical decision with incomplete information.

## Preparation tips

### lists

- Deeply understand UKG's mission, values, and products.
- Review common software engineering management interview questions, focusing on behavioral and situational examples.
- Prepare specific examples using the STAR method (Situation, Task, Action, Result) for leadership, conflict resolution, and project management scenarios.
- Brush up on technical concepts relevant to the teams you would manage (e.g., cloud technologies, specific programming languages, system design principles).
- Think about your leadership philosophy and how you foster a positive and productive team environment.
- Be ready to discuss your experience with agile methodologies and continuous improvement.
- Research the specific challenges and opportunities within the UKG engineering organization.
- Prepare thoughtful questions to ask the interviewers about the role, team, and company culture.

### studyPlan

- {"title":"Company & Foundational Knowledge","longDescription":"Weeks 1-2: Focus on understanding UKG's business, culture, and technology stack. Review core software engineering principles, agile methodologies, and common management frameworks. Begin preparing STAR method examples for key leadership and team management scenarios.","shortDescription":"Weeks 1-2: UKG overview, core SE principles, agile, management frameworks, STAR examples."}
- {"title":"People Management & Technical Depth","longDescription":"Weeks 3-4: Deep dive into people management topics. Study performance management, coaching, conflict resolution, and team building strategies. Practice articulating your leadership philosophy and providing examples of how you've developed engineers. Review system design and architectural concepts relevant to UKG's products.","shortDescription":"Weeks 3-4: People management, coaching, conflict resolution, leadership philosophy, system design."}
- {"title":"Strategy & Business Acumen","longDescription":"Week 5: Focus on strategic thinking and business acumen. Understand how engineering contributes to business goals. Prepare to discuss your experience with project prioritization, roadmap planning, and stakeholder management. Conduct mock interviews to refine your responses and timing.","shortDescription":"Week 5: Strategic thinking, business acumen, project prioritization, roadmap planning, mock interviews."}
- {"title":"Final Preparation","longDescription":"Week 6: Final review and preparation. Consolidate your notes, practice your key examples, and prepare insightful questions for the interviewers. Ensure you are comfortable discussing your career aspirations and how they align with the SEM role at UKG.","shortDescription":"Week 6: Final review, practice key examples, prepare questions, career alignment."}

## Location differences

- {"location":"Remote/Hybrid","differences":{"tips":["Highlight experience with remote or hybrid team leadership.","Be prepared to discuss tools and techniques for effective remote communication and project management.","Showcase your ability to build trust and rapport without physical proximity."],"interviewFocus":["Remote team management strategies","Cross-time zone collaboration","Building culture in a distributed team"],"commonQuestions":["How do you handle underperforming engineers in a remote setting?","Describe a time you had to manage a conflict between team members in different time zones.","What are your strategies for fostering team cohesion and collaboration in a hybrid work environment?"]}}
- {"location":"On-site (e.g., Lowell, MA; Weston, FL)","differences":{"tips":["Emphasize your experience in leading on-site teams and managing direct stakeholder relationships.","Be ready to discuss how you foster collaboration and productivity in a physical office setting.","Showcase your ability to influence and drive results within a specific office culture."],"interviewFocus":["On-site team dynamics","Stakeholder management","Driving execution and innovation"],"commonQuestions":["How do you manage stakeholder expectations in a fast-paced, on-site environment?","Describe a time you had to navigate complex organizational politics to achieve a technical goal.","What are your strategies for driving innovation and execution within a co-located team?"]}}

## Round 1: HR/Recruiter Introduction
**Type:** HR/Recruiter Screen · **Difficulty:** Medium · **Duration:** 30 min
Initial screening to assess basic qualifications, motivation, and cultural fit.
This initial screening call with a recruiter or HR representative is designed to assess your overall fit for the role and UKG. They will review your resume, discuss your career aspirations, and provide an overview of the company and the interview process. Be prepared to talk about your motivations for applying and your understanding of the Software Engineering Manager position.
**Interviewers look for:** Clear and concise communication; Positive attitude and energy; Genuine interest in UKG; Basic understanding of the SEM role
**Evaluation criteria:** Communication skills; Understanding of UKG's values; Enthusiasm for the role and company; Basic alignment with role requirements
**Common rejection reasons:** Lack of clear communication; Inability to provide specific examples; Poor cultural fit; Lack of strategic thinking
## Questions

- Tell me about yourself and your career journey.
- Why are you interested in this Software Engineering Manager role at UKG?
- What are your salary expectations?
- What do you know about UKG?

## Preparation tips

- Research UKG's mission, values, and recent news.
- Prepare a concise summary of your experience and career goals.
- Be ready to articulate why you are interested in this specific role at UKG.
- Have questions prepared about the company culture, the role, and the next steps in the interview process.

## Round 2: Technical Leadership & System Design
**Type:** Technical Deep Dive / System Design · **Difficulty:** High · **Duration:** 60 min
Assesses technical leadership, system design, and problem-solving skills.
This round focuses on your technical depth and ability to lead engineering efforts. You will likely be asked to discuss system design, architecture, and problem-solving scenarios. The interviewer will assess your understanding of software development best practices, scalability, and performance. Be prepared to dive deep into technical details and explain your reasoning clearly.
**Interviewers look for:** Deep technical understanding; Ability to design scalable and robust systems; Sound judgment in technical decision-making; Experience in guiding technical discussions
**Evaluation criteria:** Technical leadership capabilities; System design and architecture knowledge; Problem-solving approach; Ability to mentor and guide engineers technically
**Common rejection reasons:** Inability to articulate technical vision; Lack of experience in managing engineering teams; Poor problem-solving skills; Weak understanding of system design principles
## Questions

- Design a system for [e.g., a ride-sharing service, a notification system, a distributed cache].
- How would you approach optimizing the performance of a slow-running application?
- Describe a complex technical problem you solved. What was your approach?
- What are your thoughts on microservices vs. monolithic architectures?

## Preparation tips

- Review system design principles (scalability, reliability, availability).
- Practice designing common systems (e.g., URL shortener, social media feed, e-commerce platform).
- Brush up on data structures and algorithms, especially as they apply to system performance.
- Be ready to discuss trade-offs in technical decisions.
- Think about how you would guide a team through complex technical challenges.

## Round 3: People Management & Leadership Interview
**Type:** People Management & Leadership · **Difficulty:** High · **Duration:** 60 min
Focuses on people management, leadership style, and team development.
In this crucial round, you'll meet with the hiring manager, likely a Director or VP of Engineering. This interview focuses heavily on your people management skills, leadership style, and strategic approach to building and managing engineering teams. Expect behavioral questions that require you to share specific examples of how you've handled various management scenarios. Your ability to articulate your vision for a team and demonstrate a track record of success in developing engineers will be key.
**Interviewers look for:** Proven ability to lead and motivate teams; Experience in developing and growing talent; Effective conflict resolution and communication; Strategic approach to team management
**Evaluation criteria:** People management philosophy and experience; Leadership effectiveness; Team building and development strategies; Conflict resolution skills; Coaching and mentoring abilities
**Common rejection reasons:** Inability to provide concrete examples of leadership; Poor conflict resolution skills; Lack of empathy or understanding of team dynamics; Failure to demonstrate strategic thinking in people management
## Questions

- Describe your leadership style and how you motivate engineers.
- Tell me about a time you had to manage a conflict between team members. How did you resolve it?
- How do you handle underperforming team members?
- Walk me through your process for hiring engineers.
- How do you foster a culture of psychological safety and inclusivity on your team?

## Preparation tips

- Prepare detailed examples using the STAR method for common management scenarios (hiring, firing, performance reviews, conflict resolution, motivation).
- Think about your leadership philosophy and how you foster a positive and productive team culture.
- Be ready to discuss how you delegate, provide feedback, and develop your team members.
- Consider how you align team goals with broader organizational objectives.
- Practice articulating your vision for a high-performing engineering team.

## Round 4: Strategic Thinking & Business Acumen
**Type:** Strategic Thinking & Business Acumen · **Difficulty:** High · **Duration:** 45 min
Evaluates strategic thinking, business acumen, and cross-functional collaboration.
This round assesses your strategic thinking, business acumen, and ability to collaborate effectively with cross-functional teams. You'll discuss how you align engineering efforts with business goals, prioritize initiatives, and manage stakeholder relationships. The interviewer wants to understand your capacity to think beyond day-to-day tasks and contribute to the company's overall success. Be prepared to discuss your experience in product development lifecycles and driving business outcomes.
**Interviewers look for:** Ability to think strategically about technology and business; Understanding of how engineering contributes to business success; Experience working with product management, design, and other stakeholders; Sound judgment and decision-making skills
**Evaluation criteria:** Strategic thinking and planning; Business acumen; Cross-functional collaboration; Decision-making ability; Alignment with UKG's business objectives
**Common rejection reasons:** Lack of strategic vision; Poor alignment with company goals; Inability to articulate business impact; Weak collaboration skills with cross-functional teams
## Questions

- How do you prioritize competing demands from different stakeholders?
- Describe a time you had to influence a product roadmap. What was your approach?
- How do you ensure your team's work aligns with the company's overall business objectives?
- What is your experience with managing budgets and resource allocation?

## Preparation tips

- Understand UKG's market position, competitors, and strategic priorities.
- Think about how technology enables business strategy.
- Prepare examples of how you've collaborated with product management, sales, or marketing.
- Practice articulating the business impact of technical decisions.
- Consider how you would contribute to the long-term vision of the engineering organization.

## Round 5: Cultural Fit & Peer Interview
**Type:** Cultural Fit & Collaboration · **Difficulty:** Medium · **Duration:** 45 min
Assesses cultural fit, collaboration, and alignment with UKG values.
This final round often involves meeting with a peer Engineering Manager or a senior member of the team. The focus here is on assessing your cultural fit, collaboration style, and how you would integrate into the existing management team. They will look for evidence of UKG's core values in your responses and assess your ability to work effectively with others. Be prepared to discuss how you handle ambiguity and contribute to a positive team environment.
**Interviewers look for:** Demonstration of UKG's core values; Ability to work effectively with diverse teams; Positive and collaborative attitude; Resilience and adaptability
**Evaluation criteria:** Cultural alignment with UKG values; Collaboration and teamwork skills; Problem-solving approach in ambiguous situations; Overall attitude and enthusiasm
**Common rejection reasons:** Lack of alignment with UKG's core values; Poor cultural fit; Inability to demonstrate collaborative spirit; Negative attitude or lack of enthusiasm
## Questions

- How do you build trust with your team members?
- Describe a time you had to adapt to a significant change in priorities or direction.
- What are your thoughts on work-life balance for your team?
- How do you foster a learning culture within your team?

## Preparation tips

- Reflect on UKG's core values and how your experiences align with them.
- Think about how you contribute to a positive team environment and foster collaboration.
- Be ready to discuss how you handle ambiguity and navigate change.
- Prepare questions that help you understand the team dynamics and day-to-day challenges of the role.