Pull out your smartphone or tablet whenever you want to show a specific product to the interviewer. Tip: use the whiteboard whenever it makes sense. So if you’re in this situation, it’s always a good sign to have the afternoon interviews. When a candidate is not doing well in the first couple of interviews, their afternoon sessions get canceled to avoid wasting time. Some companies will tell you that you have 2-3 interviews before lunch and that you may have an extra 1-2 after lunch. Unless you screw up big time during lunch, this conversation will actually not count towards your interview scores. This is not meant to be a formal interview, but rather a time for you to relax and ask as many questions as you have about the company. Most companies will offer you lunch with one of their PMs. This step is very similar to step 3, except it happens in person, and there are often at least 4 interviews in a single day. Even the best PMs I know have to spend some time preparing good anecdotes, learned, product ideas before they the interview process. Tip: it is highly recommended to spend a few hours preparing for these interviews. If the question is very specific, then feel free to mention to the interviewer that someone else already asked the question, but that you’re happy to answer it again. Don’t worry about that – it’s not your fault. This means there’s always a chance you get repeat questions. Sometimes, the 2nd person interviewing you hasn’t spoken to the 1st interviewer. If you do alright, but not like a rockstar, they will schedule a 2nd phone interview. If you do poorly, the company will stop the process there. If you do exceptionally well on the first phone interview, you will be asked to attend a half or full day of in-person interviews. Questions for PMs will fall into one of the following categories: You will be asked to do 1 or 2 phone interviews (maybe over video chat). For example, current salary, desired compensation package, how senior the candidate really is, etc. More than anything, this step is aimed at explaining the rest of the process to the candidate, as well as for the company to gather intel which may be important for later steps. if you’re super rude to the recruiter, or it’s discovered that you lied on your resume. This step is not meant to filter out candidates, although it can happen in extreme circumstances – e.g. So it’s always a good idea to ask your recruiter who the first phone call is with – a member of the HR department, or a PM/hiring manager. In fact, sometimes it is skipped altogether. Some people mistake this first phone conversation for an interview. It may be a good idea to polish up on your skills or go through a product manager bootcamp to hone your skills. If you don’t know anyone at the company, see if a friend of a friend works there, and get an intro. Probably 2x-5x more at companies lots of people apply to. This increases your odds of getting a phone call significantly. Tip: whenever possible, apply to a company via their employee referral program. Most people with a solid resume get a phone interview. After this has happened, recruiters, PMs and/or hiring managers will look at top matches. Part of this happens algorithmically and part of it happens via humans.Īlgorithmically means that software ranks candidates based on certain keywords that appear (or don’t appear) on their resumes. Once the company receives your resume, they figure out whether your background is a match to the role(s) you applied to. For instance, if a candidate has an offer from a competitor with a tight deadline, the company may choose to skip step 3 altogether. Note: occasionally, there are exceptions to these steps. 1 or 2 phone interviews (can be in-person campus interviews for college students).At a high level, the process may look like this: That pipeline has a number of filters that cut down the of candidates at every step. When you apply for a job at a tech company, you formally enter their recruiting pipeline. So the observations below mainly apply to those 2 companies and the Product Manager role. At Yahoo, I was a member of the hiring committee for 2 years and co-founded the APM program. I then worked at Yahoo for 3 years, where I interviewed over 100 PM candidates. I worked at Google for 5+ years, where I interviewed over 150 PM candidates. This is a guest post from our PMHQ Advisor, Fernando Delgado.
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