# Software Engineering Manager
**Role:** Software Engineering Manager · **Level:** M7
**Company:** [Unity](https://scaleengineer.com/companies/unity)
**Difficulty:** High
**Salary:** US$180000 - US$250000
**Experience:** 8 - 15
**Timeline:** ~14 days
This interview process is designed to assess candidates for a Software Engineering Manager (M7 level) position at Unity. It evaluates leadership potential, technical acumen, people management skills, strategic thinking, and cultural fit within Unity's collaborative and innovative environment.
Canonical: https://scaleengineer.com/interviews/unity/m7-software-engineering-manager
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## Overall evaluation

- Leadership and People Management
- Technical Acumen
- Strategic Thinking
- Communication and Collaboration
- Problem Solving

## Questions asked

- Tell me about a time you had to lead a team through a significant technical challenge.
- How do you foster a culture of innovation and continuous improvement within your team?
- Describe your approach to hiring and retaining top engineering talent.
- How do you balance the needs of your team with the demands of the business?
- What is your philosophy on performance management and career development for engineers?
- How do you handle conflict within your team or with other departments?
- Describe a time you had to make a difficult decision that impacted your team.
- How do you stay current with emerging technologies and industry trends?
- What are your strategies for managing technical debt?
- How do you ensure effective communication and collaboration across different teams and disciplines?

## Preparation tips

### lists

- Thoroughly review Unity's mission, values, and recent product developments.
- Prepare specific examples using the STAR method (Situation, Task, Action, Result) for behavioral questions.
- Brush up on common software engineering management principles, including agile methodologies, team building, performance management, and technical leadership.
- Understand Unity's technical stack and common challenges faced by game development teams.
- Research common interview questions for engineering managers and practice your responses.
- Prepare thoughtful questions to ask the interviewers about the role, team, and company culture.

### studyPlan

- {"title":"Company and Leadership Fundamentals","longDescription":"Weeks 1-2: Deep dive into Unity's company culture, values, and recent news. Review core leadership principles, including servant leadership, situational leadership, and agile methodologies. Focus on understanding the Software Development Life Cycle (SDLC) and common project management frameworks.","shortDescription":"Weeks 1-2: Unity culture, leadership principles, SDLC, Agile."}
- {"title":"People Management and Development","longDescription":"Weeks 3-4: Focus on people management. Study performance management techniques, career development planning, conflict resolution, and effective feedback delivery. Practice behavioral questions related to motivating teams, handling underperformance, and fostering a positive work environment.","shortDescription":"Weeks 3-4: People management, performance, career development, conflict resolution."}
- {"title":"Technical Strategy and Execution","longDescription":"Weeks 5-6: Enhance technical understanding. Review system design principles, architectural patterns, and common challenges in game development or real-time systems. Prepare to discuss technical strategy, managing technical debt, and ensuring code quality.","shortDescription":"Weeks 5-6: System design, architecture, technical strategy, code quality."}
- {"title":"Strategic Thinking and Problem Solving","longDescription":"Weeks 7-8: Practice strategic thinking and problem-solving. Prepare to discuss how you align team goals with business objectives, manage stakeholders, and make data-driven decisions. Work on articulating your vision for a high-performing engineering team.","shortDescription":"Weeks 7-8: Strategic thinking, stakeholder management, problem-solving, team vision."}

## Location differences

- {"location":"Remote/Distributed Teams","differences":{"tips":["Highlight experience with distributed teams and remote collaboration tools.","Emphasize your ability to foster a strong team culture regardless of location.","Be prepared to discuss strategies for effective asynchronous communication."],"interviewFocus":["Remote team management strategies","Cross-cultural communication","Building trust and engagement in a distributed workforce"],"commonQuestions":["How do you handle performance issues with a direct report in a remote setting?","Describe a time you had to adapt your leadership style for a distributed team.","What tools and strategies do you use to foster team cohesion and collaboration remotely?"]}}
- {"location":"San Francisco, CA","differences":{"tips":["Showcase your understanding of agile principles and their practical application.","Provide examples of how you've successfully driven product development and innovation.","Be ready to discuss your approach to managing stakeholder expectations and communication."],"interviewFocus":["Agile development practices","Driving innovation","Stakeholder management","Technical strategy and execution"],"commonQuestions":["How do you foster innovation and creativity within a team in a fast-paced environment?","Describe your experience with agile methodologies and scaling them.","How do you balance technical debt with feature delivery?"]}}
- {"location":"Copenhagen, Denmark","differences":{"tips":["Share specific examples of how you've helped engineers grow their careers.","Demonstrate your commitment to fostering a positive and supportive team environment.","Be prepared to discuss your philosophy on feedback and performance management."],"interviewFocus":["People development and mentorship","Performance management","Technical mentorship","Team building and retention"],"commonQuestions":["How do you approach building and mentoring junior engineers?","Describe your experience with performance reviews and career development planning.","How do you ensure code quality and maintainability in a growing team?"]}}

## Round 1: HR and Cultural Fit Interview
**Type:** HR/Recruiter Screen · **Difficulty:** Medium · **Duration:** 45 min
HR screen to assess cultural fit and basic qualifications.
This initial round with HR/Recruiting focuses on understanding your background, career aspirations, and alignment with Unity's culture and values. They will assess your communication skills, motivation for applying, and overall fit for the role and company. Expect questions about your experience, why you're interested in Unity, and your understanding of the Software Engineering Manager position.
**Interviewers look for:** Enthusiasm for Unity; Clear communication; Alignment with company values; Basic understanding of the role
**Evaluation criteria:** Communication skills; Cultural fit; Basic understanding of the role
**Common rejection reasons:** Lack of clear communication; Inability to provide specific examples; Poor understanding of leadership principles; Negative attitude towards feedback or challenges
## Questions

- Tell me about yourself and your career journey.
- Why are you interested in Unity and this specific role?
- What are your strengths and weaknesses as a leader?
- Describe a time you had to adapt to a significant change.

## Preparation tips

- Research Unity's mission, values, and recent projects.
- Prepare to articulate your career goals and why this role is a good fit.
- Practice answering common behavioral questions using the STAR method.
- Have questions ready to ask about the company culture and the role.

## Round 2: Technical and Management Deep Dive
**Type:** Technical and Management Interview · **Difficulty:** High · **Duration:** 60 min
Technical and management discussion with a senior leader.
This technical interview focuses on your experience as a manager and your technical depth. You'll be asked about your approach to managing software development projects, your understanding of system design and architecture, and how you foster technical excellence within a team. Expect questions about your experience with agile methodologies, managing technical debt, and driving innovation.
**Interviewers look for:** Strong technical background; Ability to guide technical decisions; Experience in managing engineering teams; Strategic thinking regarding technology
**Evaluation criteria:** Technical leadership capabilities; Understanding of software architecture and design; Experience with agile methodologies; Problem-solving skills
**Common rejection reasons:** Inability to articulate technical vision; Lack of experience in managing technical teams; Poor understanding of software development processes; Difficulty in problem-solving
## Questions

- Describe your experience leading a team through a complex technical project. What were the challenges and how did you overcome them?
- How do you approach system design and architecture for a new product or feature?
- What are your strategies for managing technical debt and ensuring code quality?
- How do you foster a culture of innovation and continuous learning within your engineering team?

## Preparation tips

- Review system design principles and common architectural patterns.
- Prepare to discuss your experience with agile development and project management.
- Think about how you've managed technical challenges and driven technical strategy.
- Be ready to discuss your approach to code quality, testing, and CI/CD.

## Round 3: Leadership and Strategic Vision Interview
**Type:** Managerial Interview · **Difficulty:** High · **Duration:** 60 min
Discussion on leadership, strategy, and people management with a senior leader.
This interview with a Director or VP of Engineering will focus on your leadership philosophy, strategic thinking, and ability to manage people and projects at a higher level. You'll discuss your experience in building and scaling teams, managing stakeholders, and contributing to the overall engineering strategy. Expect questions about your vision for an engineering team and how you align team goals with business objectives.
**Interviewers look for:** Proven ability to manage and grow teams; Strategic mindset; Strong communication and influencing skills; Alignment with Unity's long-term goals
**Evaluation criteria:** People management philosophy; Strategic thinking and planning; Cross-functional collaboration skills; Leadership vision
**Common rejection reasons:** Inability to demonstrate strategic thinking; Poor people management skills; Lack of experience in cross-functional collaboration; Failure to align with company vision
## Questions

- Describe your approach to developing and mentoring engineers on your team.
- How do you set strategic goals for your team and ensure they align with company objectives?
- Tell me about a time you had to manage a conflict between team members or departments.
- What is your vision for a successful engineering team at Unity?

## Preparation tips

- Prepare to discuss your leadership style and philosophy in detail.
- Think about how you align team objectives with broader business goals.
- Be ready to share examples of successful cross-functional collaboration.
- Articulate your vision for a high-performing engineering team.

## Round 4: Peer Engineering Manager Interview
**Type:** Peer Interview · **Difficulty:** Medium · **Duration:** 45 min
Interview with a peer manager to assess collaboration and cultural fit.
This round involves meeting with a peer Engineering Manager. The focus is on assessing your collaboration style, how you approach problem-solving in a team context, and your overall fit within the engineering organization. You'll discuss how you work with other managers, handle dependencies, and contribute to a positive team environment. This is also an opportunity for you to ask questions about the day-to-day realities of being an Engineering Manager at Unity.
**Interviewers look for:** Collaboration skills; Problem-solving approach; Enthusiasm for Unity's mission; Cultural fit
**Evaluation criteria:** Cultural alignment; Teamwork and collaboration; Problem-solving approach; Overall fit for Unity
**Common rejection reasons:** Lack of alignment with company values; Poor cultural fit; Inability to demonstrate passion for Unity's products; Unpreparedness for the role
## Questions

- How do you approach collaboration with other engineering managers on shared initiatives?
- Describe a time you had to influence a decision made by another team or manager.
- How do you handle disagreements or conflicts with peers?
- What are your expectations for a healthy team culture?

## Preparation tips

- Think about how you collaborate with other managers and teams.
- Prepare examples of how you've solved problems collaboratively.
- Be ready to discuss your approach to mentorship and team building.
- Prepare questions about team dynamics and cross-functional collaboration.