1. Describe a decision you made that turned out to be wrong and what you learned from it.
Model answer
Situation
I once led a decision to split a mature service into several smaller services because we expected independent scaling and clearer team ownership. I had support from senior engineers, but our evidence was mostly architectural intuition: we had not measured how much deploy coordination or scaling pain the proposed boundaries would actually remove. The change was significant because several teams would need to operate the new components.
Task
I owned the architecture decision and needed to reduce delivery risk while still addressing the real deployment and reliability problems that had prompted the proposal.
Action
- I approved a broad first phase too quickly. We split one service into three deployable components before setting measurable success criteria or validating the operational cost.
- When incidents increased, I looked at the data rather than defending the original decision. Deployment lead time had not improved, while cross-service timeouts and on-call pages had increased.
- I acknowledged my part in the decision with the teams and leadership. I explained which assumption had been wrong: organizational boundaries alone would not create service independence when the components still shared data and release dependencies.
- I paused further decomposition and convened a review with engineers and on-call owners. We mapped actual dependency paths and compared the cost of the new architecture with simpler options, including better deployment automation and clearer ownership inside the existing service.
- I led a targeted recovery: consolidate two tightly coupled components, add explicit service-level objectives and timeout budgets, and improve deployment observability. I also introduced decision records that included a hypothesis, success measures, and a reversal plan for large architectural changes.
Result
Over the next quarter, we reduced cross-service pages by roughly 30% and restored deployment lead time to its previous level while simplifying the operational model. The remaining service boundary had a clear scaling and ownership rationale. I learned that a technically attractive direction is not enough: managers must make assumptions testable, define what success means before committing, and take visible responsibility when evidence shows a decision was wrong.
What interviewers listen for
- Direct ownership without blaming the team or external factors.
- A specific signal that the decision was wrong and a timely response.
- Learning translated into better decision-making practices and measurable recovery.