As a hiring manager myself, I found these examples and additional elaboration very helpful. i think these are good candidate questions for 'behavioral questions' to assess couple key PM skills, e.g. strategic thinking (trade/offs), communicate up and with cross functional teams, leadership.
One call out I have is, these might not be good questions for more junior PMs.
These are bogus questions. Copied from Amazon. Why write about them as if you came up with these? Also did you actually hire good talent, based on an honest 6 months later perspective on your yes candidates? Good talkers/bullshitters who make up idealistic STAR scenarios in interviews don’t equate to good PMs necessarily.
As a hiring manager myself, I found these examples and additional elaboration very helpful. i think these are good candidate questions for 'behavioral questions' to assess couple key PM skills, e.g. strategic thinking (trade/offs), communicate up and with cross functional teams, leadership.
One call out I have is, these might not be good questions for more junior PMs.
Nice concept , thanks for the sharing these questions with us.
These are bogus questions. Copied from Amazon. Why write about them as if you came up with these? Also did you actually hire good talent, based on an honest 6 months later perspective on your yes candidates? Good talkers/bullshitters who make up idealistic STAR scenarios in interviews don’t equate to good PMs necessarily.