ChannelPulse
Low performance and difficult conversations
The round where interviewers find out whether you have actually managed people. Low performers, the engineer who is not a team player, disagreeing with someone more senior than you, and the person who has been at the same level for four years — each has a specific thing being tested, and one of them requires you to say out loud that you would fire someone.
What you'll be able to do
- Diagnose underperformance before responding to it, and say so in that order
- Handle the engineer who is technically strong and corrosive to the team
- Disagree with a senior engineer in a way that preserves both the decision and the relationship
- Discuss escalation, formal process and exits without flinching or being callous
Before this: hiring-and-interview-rubrics
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The round where interviewers find out whether you have actually managed people. Low performers, the engineer who is not a team player, disagreeing with someone more senior than you, and the person who has been at the same level for four years — each has a specific thing being tested, and one of them requires you to say out loud that you would fire someone. This walkthrough runs about 26 minutes, with runnable code you can edit and re-run as you read. A new account gets 7 days of Pro free, no card required.
Log in to continueThe first module of every track is free to read on the web: see what's open in Engineering management.