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      Leaders Share Tips to Build Career Resilience as a Woman in Tech 

      by

      No career journey is complete without some level of uncertainty along the way. Discover tools to support you in times of uncertainty, whether you’re an individual contributor or spearheading a team. 

      In this blog, we share insights from the “Building Career Resilience in Times of Uncertainty” workshop led by: 

      Erica Yamamoto, SVP of Marketing & Partnerships at Hired

      Kelly Griffith, Global Director of Coaching Services at Ezra Coaching

      Use their strategies to thrive amid the unpredictable waves of today’s job market.

      The state of the hiring market

      The recent hiring market has been characterized by uncertainty, volatility, and contradiction. We’ve seen layoff trends fluctuate significantly over the past several years. We’ve learned to brace ourselves for change. Big picture, we’ve faced a potential recession, significant hiring freezes, and layoffs. 

      Related: Recently Laid Off? A Jobseeker’s Guide to Bounce Back Better Than Ever

      Unfortunately, these effects disproportionately impact women. 

      Prior to COVID, average attrition rates at companies were actually higher for men. However, during the pandemic, 1 in 4 women considered leaving the workforce or downshifting their careers. That compares to 1 in 5 men.

      In fact, globally, women lost 64 million jobs in 2020, amounting to a 5% loss. Black and Latina women comprised almost half of COVID workforce losses. For men, that was 3.9%. 

      2022 saw improvements in women’s labor force participation. However, it was still behind participation highs and below rates for men – who have regained all the jobs they lost during the pandemic.

      As of December 2022, women’s labor force participation was at 58.1% compared to 70.4% for men.

      Source: Bureau of Labor Statistics

      The gender wage gap

      Inequality in workforce participation and unemployment also impacts wage equality. Hired’s 2023 State of Wage Inequality report reveals the wage gap – the difference in salary between white males and underrepresented groups – continues to be prevalent in the tech industry. 

      According to the data, Hispanic men, Black men, Hispanic women, and Black women saw widening expectation and wage gaps. These groups earn $0.97, $0.93, $0.92, and $0.90, respectively, for every $1 a white male counterpart earns. 

      Asian women and white women reported improvements in the expectation gap. Data shows increases from $0.97 to $0.99 and $0.94 to $0.95, respectively, for every $1 a white male counterpart earns. This has consequently driven improvements in the wage gap. 

      Further improvements arise from recent salary transparency laws, which show potential to reverse gender wage gaps in tech.

      Related: Read the full 2023 State of Wage Inequality report

      We are making some progress, albeit slowly. The challenge lies in sustaining this progress even as the economy wavers. 

      Prioritizing women’s health 

      The increasing shift to remote work is associated with increases in imposter syndrome. As employees gather more evidence about the quality of their work over time, their confidence grows. 

      However, remote work and isolation from colleagues usually mean less face time and feedback. With less input, employees have less reassurance of their work quality, regardless of their performance level.

      In an effort to champion women in the workplace, many organizations are paying closer attention to how they might support women’s health. This includes supporting employees through menopause. CIPD estimates that 1 million women have already quit their jobs because of menopause. 

      Given that women over 50 represent the fastest-growing employee demographic, organizations have much to gain by enhancing menopause care. After all, this pool of talent is also likely to aspire to leadership roles. This aligns with many companies’ goals to boost female representation at senior levels.

      Related: How AND Digital & Dropbox Boosted Women in Tech Talent Hiring Pipelines

      In terms of health for leaders, stress tends to be an inevitable part of work. Regardless of how much planning you do, there will likely be moments when things do go wrong. In these situations, stress may actually be a good thing. A pounding heart and a flood of adrenaline help you galvanize your team, handling what needs to be done to solve the problem.

      However, long-term stress is associated with a host of difficulties. Chronic stress causes health problems such as anxiety and personality disorders, obesity, eating disorders, and more. 

      To mitigate these risks, consider partnering with a coach or mentor to build personal resilience. This is a great strategy to greatly reduce burnout and boost confidence. 

      Career resilience

      What is career resilience? 

      Resilience is the ability to swiftly rebound from difficulties. As for career resilience, think of it as the ability to adapt to career changes as they occur. This might include: 

      Anticipating risks 

      Feeling comfortable with change 

      Limiting damages during turbulent times

      Regrouping and bouncing back when facing the worst-case scenario

      Related: Insights for tech and sales careers

      Perhaps you are active in your job search or are optimizing in your current role. Actively building career resilience will give you the strength to:

      Endure uncertainty

      Adjust to changes as they arise

      Position yourself for success in future opportunities

      Career resilience also enables you to be an effective leader for teams when they need it most. 

      Building career resilience is an active process. It needs just as much attention as building job-related skills. Make these resilience-building activities a habit – you’ll soon see the impacts in your career.

      Start building career resilience

      As a leader, you often have to absorb other people’s stress, work through difficult situations, and bounce back. You’re expected to be ready to take on the next challenge. 

      That’s not easy. Sixty percent of leaders say they feel “used up” by the end of the day. Twenty-four percent are considering leaving their company because stress levels are so high. 

      The trick here is to develop strategies allowing you to lead your team effectively through difficult situations – without destroying your well-being in the process. 

      Pause to reflect on areas of strengths and areas of continued focus. This is a strategy to self-assess and identify gaps in skills or your network you might want to develop.

      Your personal SWOT analysis 

      SWOT stands for strengths, weaknesses, opportunities, and threats. This model is often used for project management but is an effective tool for reflection too.

      Simply pausing helps us create awareness and new insights. In turn, this enables us to focus on the areas that are most important.

      Here’s the recipe for resilience:

      Be self-aware: Even for senior leaders, having more resilient teams starts with ensuring you’re leading by example regarding reflection and positivity.

      Set reasonable expectations: “Above and beyond” is a great buzzword. However, make sure the goals you set for yourself and your teams are SMART.

      Ask for help: An often-underplayed component of resilience is the ability to understand your limitations and seek help when you need it.

      Get dedicated support: Are you a leader or aspiring to be one? An external viewpoint will help you navigate challenging situations, which can be invaluable to your growth.

      Revisiting this exercise regularly is a great way to pause and take stock of what’s going well – and where you can make adjustments or improvements. 

      This quickly instills an increased feeling of control over what may be a turbulent situation. It ultimately enables you to keep pushing forward.

      Resilient leadership

      A fundamental element of being a good leader is being able to instill confidence in your team. You need to keep the boat steady during times of uncertainty. How might you apply these personal insights to your experience and actions as a leader? Let us introduce you to The Change Curve.

      Applying The LHH Change Curve

      Research and experience tell us that people have a common transitional process they go through in times of change. People gradually accept the details of a new situation and the changes that come with it. 

      The five-stage LHH Change Curve Model is applicable to both positive and negative change.

      Food for thought: 

      Consider an example in which you’ve been through this curve (either as a leader or team member).

      Considering your personal SWOT, how can you leverage your strengths to support your team through change?

      What areas might you focus on developing to support your team even more?

      Having seen the change curve model, is there anything you’d add into your SWOT?

      Related: 10 Books to Add to Your List for Insights in Leadership and Management

      Moving forward (with resilience)

      The world has experienced some major shakeups over the past few years. Along the way, each of us felt anxiety and stress at levels we had not felt before. Everyone at some point has had to demonstrate some level of resilience.

      Building resilience is an essential habit to grow in your career and maintain your well-being along the way. It’s also a critical priority for businesses. They need leaders who can inspire a workforce and keep people focused, confident, and productive in times of uncertainty. 

      Give yourself space to habitually self-reflect on what brought you to where you are now and where you still have to go. This regular practice creates a map to follow amid turbulent times. It keeps you on the path to success in your career. More

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      Getting Ahead in the War for Talent

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      Navigating a world in the throes of rapid change as we are in today is a challenging feat. The war in Ukraine, energy price spikes, higher borrowing rates, and chronic inflation affect consumer and business confidence domestically and internationally. The impact on organisations – employers and employees alike – is enormous, and we must adapt to survive.
      Recruiters have long grappled with the ever-shifting tides of uncertainty as the employment sector often resembles a wild rollercoaster ride. From the disruptive onslaught of the COVID-19 pandemic to the subsequent post-pandemic boom, the rise of the ‘Great Resignation,’ and the rapid advancement of artificial intelligence, recruiters have weathered these storms with varying degrees of confidence.
      The UK recruitment sector is optimistic
      Against this backdrop, including concerns about a possible recession, a recent survey of 2,500 industry professionals by independent research firm Dynata on behalf of recruitment firm Monster shows that UK recruiters are optimistic about the future, with 87% looking to hire in 2023.
      Also, on the positive side, 92% of recruiters are confident (45%) or very confident (47%) of finding the right candidate. This sounds high, but UK recruiters are less confident than their compatriots across Europe or the USA. Why is this? It’s because The UK is facing a unique set of circumstances, including Brexit, that have created significant economic uncertainty.
      Nevertheless, recruiters across all sectors still believe that they can scope out the terrain of roles, define them with precision and assess candidates through the interview process, according to our survey. However, addressing the talent shortage is still the number one task facing industry professionals across the UK, Europe and the USA, and a constant challenge persists: the need to identify, interview and secure candidates faster than the competition.
      UK recruiters struggle to access talent as the skills gap widens
      The same survey highlights how amidst this battle for talent, 51% of UK recruiters claim that finding candidates with the necessary skills is the most significant challenge they will face in the next three years. The report reveals that finding candidates with the right skills is the biggest obstacle to recruiting in 2023, with 29% of recruiters indicating that the skills gap has widened compared to a year ago. 86% of recruiters “sometimes” or “very often” struggle to fill vacancies due to this. Of the 87% of recruiters looking to fill vacancies, 44% are replacing or backfilling roles, while 43% are hiring for net new job requirements. Only 13% of recruiters anticipate hiring freezes.
      The UK’s battle for talent is intensifying
      Across all sectors, accessing quality candidates is getting harder and is especially difficult in automotive (57%), leisure & hospitality (46%), education (45%), and insurance (45%) sectors. The survey also found that recruiters are searching for radically different soft skills from candidates from different generations. For instance, 13% of Gen Z recruiters are searching for dependability, compared to 57% of Boomers. In contrast, 40% of Gen Z recruiters seek managerial skills, compared to 17% of Boomers.
      To survive in 2023, recruiters must develop new strategies for success
      To thrive in this challenging environment, recruiters must forge new strategies for success. The reliance on traditional approaches is no longer sufficient; embracing innovative technologies and solutions becomes imperative to match talent with opportunities effectively. Casting a wider (digital) net offers recruiters many opportunities to engage with potential applicants.
      The battle for benefits
      To help them secure top talent, recruiters may need to engage in a “battle for benefits” to attract the top talent.
      The demand for flexibility takes centre stage in 2023, with 53% of candidates expecting more flexibility in where they work and 39% expecting more flexibility when they work. However, the survey reveals a disheartening reality: only 25% of businesses offer genuine flexibility to new hires.
      To succeed, recruiters must balance the demands of employees and employers and address candidates’ extended benefits wish list. As flexible options, including increasingly a four-day week, become standard in many industries; salary is no longer the primary determining factor.
      The top five benefits employees are seeking in 2023 are remote flexibility (50%); flexible work schedules (49%); skills training/learning and development (45%); salary protection/fair compensation (44%); and healthcare benefits (41%) according to the survey.
      Improving search techniques
      In addition to honing the quality and range of benefits they offer, firms need to improve their candidate search techniques. Our survey found that only 24% of UK recruiters leverage online recruitment sites, tools, and new technologies to engage talent – far lower than recruiters in the USA and Europe – and are less confident of finding suitable candidates. This means that 76% of recruiters should improve their search methods or face being left behind in the battle for top talent.
      Matching your benefits offerings to your candidate’s requirements and improving search techniques will go a long way to helping businesses find and recruit the individuals that will ensure the business survives and prospers in a challenging economic environment.
      By Rod McMillan, Marketing Manager, Monster UK.
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      Concerned about Employee Monitoring Software? How to Ask about It in a Job Interview

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      In today’s digital work-from-home world, as many as 60% of companies with remote employees use employee monitoring software to track employees’ activities during work hours. While this may be insightful for the company, it also raises concerns for jobseekers who value their privacy and autonomy. 

      If you’re a jobseeker who wants to know more about employee monitoring software before accepting a job offer, keep reading for tips on how to ask about it during an interview.

      What is employee monitoring software? 

      Employee monitoring software (EMS) is software used to keep track of when and how employees work. It essentially monitors productivity and collects data through employees’ tech devices. From supervising performance to intercepting illegal activities, employers use EMS for a number of reasons.

      The software may track:

      Time 

      Activity

      Project management 

      Email 

      Generally, if you’re on the clock, an employer has full discretion to make the rules. Employers do need to inform employees they maintain the right to monitor behavior. But they don’t need to be specific about the info they are obtaining or what they are using to get it.  

      And in case you were wondering: yes, employee monitoring software is legal. An employer using it might even notify employees and get their consent. 

      New data regulation laws

      In July 2023, New York City will release a new AI law requiring employers to inform candidates of any personal data collected during hiring and promotions. Oher locations inlcuding California, Washington DC, and Vermont are in the process of enacting similar AI-related laws. 

      New York’s AI law has received some mixed feedback from public advocates. Even tech leaders such as Google’s Sundar Pichai and Microsoft’s Brad Smith are calling for more oversight into AI algorithms at the national level. The Equal Employment Opportunity Commission also recently warned employers that they’re responsible for any AI-generated discrimination. 

      So, what are some graceful ways during the interview process to go about discovering if a company uses employee monitoring software? 

      1. Research the company’s policy beforehand

      Before going into the interview, do some research on the company’s policy on employee monitoring software. Check the company’s website or LinkedIn page for any information on their policy. You can also reach out to current or former employees of the company to get an idea of how the company uses monitoring software. In this instance, Glassdoor or Blind might provide relevant information.

      2. Ask about the company’s policy during the interview

      We wouldn’t recommend asking this immediately, of course. Determine how critical an issue this is for you and gauge the pros and cons along with the rapport you’ve created with the interviewer. 

      If you feel it’s necessary to your feelings about the role, you could ask the interviewer about the company’s policy on employee monitoring software. You can phrase your question as follows: “Can you tell me more about the company’s policy on employee monitoring software? How does the company use it, and what kind of data does it collect?”

      Tone is important here. Be curious, and upbeat, to keep the conversation friendly but professional. 

      3. Ask about the reasons behind using the software

      It’s important to understand why the company is using employee monitoring software. Ask the interviewer why the company feels the need to use it and what benefits it provides. You can also ask about any specific incidents that led the company to start using the software.

      4. Ask about how the software is used and who has access to the data

      It’s important to know how the software is used and who has access to the data it collects. Ask the interviewer about how the software is used on a day-to-day basis and who has access to the data it collects. You can also ask about the security measures the company has in place to protect the data.

      5. Express your concerns and ask for clarification

      If you have any concerns about the company’s policy on employee monitoring software, express them to the interviewer and ask for clarification. For example, if you’re concerned about your privacy, ask about how the company protects your personal data. 

      If you’re concerned about being micromanaged, ask about how the company balances monitoring with trust. 

      For example, you might say: “Trust is a key value for me. How do you demonstrate trust with employees? Does the company have specific rules around being online at certain times or not using company property for private emails outside of work hours?”

      How can I protect my privacy? 

      Keep your work life and personal life separate. Assume what you do with company property is not private. This includes devices and programs (email, Slack, Zoom, etc.) you use through work.  

      When is the most appropriate time to ask?

      The simple answer is: the sooner the better. If EM software is a dealbreaker for you, don’t let time pass in the process without inquiring.

      Is a company using employee monitoring software right for me?

      Based on the information you get from any questions asked in an interview, how does that company compare to others? Determine what it is you’re looking for in the answers to understand if the company and role are right for you. 

      Concerned about employee monitoring software? Be proactive.

      As we continue to navigate an increasingly digital landscape, it’s important for both employers and employees to understand the nuances and implications of technology like employee monitoring software. Consider your own comfort and needs as a jobseeker regarding privacy and autonomy at work. Be proactive and ask questions if you have concerns. 

      If you’re a jobeeker on Hired, the Candidate Experience Team is there to help you throughout your search. The team is available to coach jobseekers through the hiring process and even support them if the need to ask tough or awkward questions arises.  More

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      Empower Your Career: Understanding Salary Inequality in Tech (2023 Research)

      by

      A guide to Hired’s 2023 Wage Inequality Report for tech workers and jobseekers! Download the eBook

      There’s no question this job market is wildly different than a year ago. It’s more competitive and even intimidating. If you’re currently looking, finding a job is your number one priority, but equally important is an employer embracing qualities such as diversity, equity in opportunity and fair pay, as well as an inclusive workplace.

      We’ve curated the most valuable insights from Hired’s 2023 State of Wage Inequality report, and they’re all yours within the pages of this eBook. Consider it your ultimate resource for navigating the hiring market and guiding your search for a job where your contributions are appreciated and your voice is heard. Use this as a resource to understand the hiring market and guide your search for a job where you feel appreciated and empowered.

      Inside this eBook for tech talent you’ll discover:

      Findings on wage inequality and DEI in today’s job market

      Strategies to negotiate fair compensation 

      Real-life success stories from individuals who championed DEI

      Practical tips for identifying inclusive workplaces

      Actionable steps to promote positive change within organizations

      Impact of Salary Transparency legislation

      Are you ready to take control of your career, embrace diversity, and secure fair pay? Don’t miss out on this invaluable resource – download our eBook now and unlock the doors to a brighter future!Remember, the job market may have changed, but your potential for success remains limitless. Together, let’s create a world where diversity is celebrated, equity is embraced, and inclusion is the norm.

      Extra Resources

      Be sure to check out other resources from Hired, including:

      Virtual Event for Candidates June 27th, 2023

      Breaking Through Bias: How to Overcome Discrimination & Get the Tech Job You Want

      Blogs, Videos on Demand, & Guides

      Competitive Tech Job Offers? 6 Ways to Compare and Find the Right Fit

      Invest in Your Success: The Ultimate Salary Negotiation Workshop (Video on Demand)

      Your Guide to Salary Negotiation More

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      4 Ways to Use Today’s Global Mobility Trends to Recruit Top Talent 

      by

      Are you searching far and wide for new talent? Is that search feeling farther and farther afield? There is roughly a one in four chance (27%) that your company is struggling to find qualified employees locally or feels that the Great Resignation significantly impacted relocations in 2022. This comes despite relocation volumes and budgets increasing by 7% from 2021 to 2022 and is expected to increase in 2023 for 58% of companies of various sizes across industries.
      As pressures from the pandemic continue to ease, employees considering relocations also have evolving needs. Below are a few ways organizations can keep up with them:
      Continuously review benefits.
      When was the last time your organization conducted an in-depth review of its benefits? If it was a year ago or more, it is time to review them again. Simply put, organizations must continuously review their job offerings and relocation benefits to ensure they remain competitive and attractive in a dramatically changing environment.
      According to Gartner, just 32% of workers feel that they are being paid fairly due to inflation and recession concerns. Further, Jobvite shares that 52% of American workers across industries believe they could simply make more money by switching jobs. If the grass looks greener everywhere an employee looks, your organization must be equally appealing. Important questions to ask during your benefits review include:

      Does your organization’s compensation meet cost-of-living demands where you are located?
      How do relocation benefits impact general workplace benefits?
      What are our competitors in the region touting?
      Do you have a trusted House-hold Goods Moving provider that can support you and your potential new hire with the relocation process itself?

      Prioritize balance.
      There is far more an employee must consider today when weighing a relocation opportunity than in the past. Develop workplace management policies that take remote work, work/life balance, voluntary relocation, and flexibility into consideration. While many employers want to see their employees back in the office, in January 2023, almost 30% of all work happened at home. This is six times greater than the remote work rate in 2019. How and where we work has changed.
      How does your organization accommodate working from home, and what does that mean for relocating talent? You must have an answer to this question because even if an employee is willing to relocate, it does not necessarily mean they only want to work in the office. What flexibility options are you offering to entice in-office work with the desire to relocate your employee to your headquarters’ hometown?
      Consider family.
      For many families in the U.S., remaining close to home is both practical and personal. Data from the Pew Research Center shows that about three in 10 U.S. citizens live within an hour’s drive of some or all extended family. More adults today are also living in multigenerational households than ever before. One in five adults now lives with parents or grandparents – a rate that has quadrupled since 1971.
      This closeness to family is a preference and value for social and economic benefits, as family members are often available to help working parents, especially in sharing home labor such as childcare. Ensuring your organization’s relocation policies include resources to support the relocation of spouses, children, and residences is vital for prospective employees considering moving away from extended family.
      Offer guidance.
      Moving to a new city or state can be intimidating. New residents want to know where the best schools are located, where the best restaurants are, and what the best commute to take is. These are just a few of the barriers holding back prospective residents without someone on the ground to guide them.
      Workplaces that offer robust resources or partners to help guide employees through the relocation process can help. This can be a go-to individual who can share insider information on the most popular suburbs and best nightlife – complete with parking tips – or it can be through lump sums or flexible policies that allow employees to spend time seeking these answers on their own. Allowing time to tour houses while also paying for temporary housing can make a difference in an employee’s willingness to relocate and their happiness once they do.
      The war for talent is in full swing. When many companies are touting remote-first work policies, enticing new employees to physically relocate to a new city, state, or country can be difficult. Of all the stressors related to starting a new job or relocating to a new area, moving there should be the easiest part.
      Mary Beth Johnson is Vice President of Business Development for Atlas Van Lines. 
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      Tech Candidate Spotlight – Autumn Skerritt, Site Reliability Engineer in the UK

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      Let’s start by talking about your educational background!

      I have a degree from the University of Liverpool in computer science. I have not attended any bootcamps but I do have the AWS Certified Cloud Practitioner Certification. 

      What’s made the biggest impact on my tech career is choosing to work on side projects (which have become popular on GitHub!). I realized my degree does not matter nearly as much as my GitHub projects do. I highly suggest others think about projects first and degrees second.

      What would you like to learn more about?

      I’d love to learn more about building solutions for business problems. Right now I code and write solutions for bugs but actually adding business impact is where I find the challenge.

      Related: Site Reliability Engineer Career Path

      What led you to pursue a career in tech?

      I had no other choice! I wanted a job where I could earn money and tech was the right fit. Maybe I could crochet or skateboard but tech is far more viable for me than skating!

      How has your skill set evolved over the course of your career?

      I originally started off with a small skill set of Python and Bash. Eventually, I learned more about pen testing. Then I started doing AWS certifications to land my first job. I moved into infrastructure and then security. I currently use a mix of both!

      Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

      I have not really decided on what I want to specialize in yet. My ideal specialty is being able to make things quickly. I currently work in infrastructure but at a security company, I’m mostly doing IAM projects.

      Is your new role different from previous ones?

      It’s in a different industry but roughly has the same tech stack. I did IAM work before, which used SCIM/ OIDC protocols and I currently work with these a lot.

      What are some of the things you’re most excited about in your new role?

      I’m super excited about innovating and making our team more efficient. Currently, there’s a mishmash of things and we’re not too focused on a specific process to streamline our work. 

      What was your job search experience like before you joined Hired?

      It was actually very hard. I applied to 90+ companies and had 27 interviews, most of which were not an ideal match. Hired was super good for my job search! Companies applied to me. Plus, I knew the salary before having to struggle in an interview to find out how much they’d offer.

      What’s your best advice for job seekers registered on the Hired platform? 

      Generalise the roles you’re looking for. Instead of DevOps, I wrote software engineer, which means a larger pool of companies can see you. Also, reply to employers quickly! Being responsive is really important on Hired. It will show companies how much you care.

      What would you tell someone who’s curious about Hired?

      Just try it. There’s no harm. It takes maybe an hour to sign up and you get to see the platform. You might also just find a job!

      Any general advice you’d like to give other tech professionals?

      Take a break. It’s not life or death. You’ll survive and it’ll all be okay! Just breathe. If you lose your job, you’ll find another one and life will go on. Be sure to look on the bright side.

      Related: Recently Laid Off? A Jobseeker’s Guide to Bounce Back Better Than Ever

      Congrats on the job, Autumn! Interested in landing a great role in the UK like Autumn did? Complete your free profile on Hired today!

      About Cisco

      Cisco hardware, software, and service offerings are used to create the Internet solutions that make networks possible. Founded in 1984, Cisco has 5,001+ employees and is headquartered in San Jose.

      Tech Stack

      Python, Spark, Javascript, React, AWS, Kubernetes, Java, Go, Docker, Microservices, Kafka, iOS, Android, Kotlin, Kibana, Datadog, Terraform

      Benefits

      Health/dental/vision/life/disability insurance, 401k plan/matching, tuition reimbursement, paid time off, stock options, employee discount programs, job training, and more. More

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      Ace Your Engineering Manager Interview: A Comprehensive Guide to Prepare

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      Engineering Manager interviews may feel the most challenging in the tech industry. They require you to have a well-rounded balance of technical, people, and business skills. 

      Just remember, you wouldn’t have come this far if it weren’t for your leadership ability and experience driving company success! This interview is your opportunity to demonstrate your capabilities and your passion for guiding other engineers to bring results. 

      Hired Engineering Manager Prakash Patel reflects on his experience, saying: “My success is measured by the performance of my team and my individual reports. My goal is to develop technical excellence across the company as an EM. I enjoy driving project execution but I make sure my individual reports receive exciting, diverse responsibilities in a way that infuses the company’s culture with our team.”

      To help you, we’ve collaborated with our partner Educative to fully prep you for your next Engineering Manager interview. 

      What this Engineering Manager Interview Guide Covers

      1. How to prepare for Engineering Manager interviews

      We start by breaking down the typical EM interview process to give you a better sense of what to expect.

      2. How to perform well during Engineering Manager interviews

      We help you understand the purpose and expectations of each area so you can put your best foot forward.

      3. Sample interview questions

      Get a sneak peek into potential interview questions in this chapter. We offer examples of technical people management, and behavioral questions you may encounter.

      4. Helpful resources

      By now, you’re well on your way to impressing interviewers. Use this compilation of articles and courses for a deeper dive into refining your interview skills. More

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      8 Final Round Interview Questions You Should Be Prepared for as a Tech Jobseeker

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      Be ready for common final round interview questions with this guide

      Congratulations – you’ve made it through the hiring process and you’re preparing for final round interview questions to secure your dream job! This is a big deal – it means you’ve impressed the hiring team with your skills, experience, and potential. However, it also means the stakes are higher and you need to prepare thoroughly to stand out from the other candidates.

      If you’re a jobseeker in tech, you know how competitive the industry can be. Final round interviews often consist of more challenging questions designed to assess your technical expertise as well as your soft skills, cultural fit, and problem-solving abilities. This final round interview is your chance to really showcase your skills and experience, and to demonstrate why you’re the best candidate for the job. 

      In some cases, the hard skills assessment period is over and the final round is more about determining team fit, or more appropriately, “add.” It’s to determine between the finalists which one will bring the most value to the team, or be the addition it needs. You may also discover this round is focused on selling you on the role. 

      To help you prepare, we’ve compiled a list of top final round interview questions for tech jobseekers, along with tips on how to answer them.

      1. Tell Me About Yourself

      You’ve probably already answered this classic question in early stage interviews, but be prepared to respond again, especially if you’re meeting new people in the final round. We’ve written an article about how to answer ‘tell me about yourself’ question for tech talent with some great tactics. 

      As a bonus, use this final round interview opportunity to further personalize your response. Revise your answer using what you’ve learned about the role and the team so far.

      2. What are your strengths and weaknesses?

      This classic interview question is often used to gauge your self-awareness and honesty. However, in the final round, the interviewer may be looking for more specific examples and how they relate to the job requirements.

      When answering this question, it’s essential to focus on the strengths that are relevant to the job and the company culture. For example, if you’re applying for a software development position, you could mention your strong coding skills, attention to detail, and ability to work well in a team.

      For your weaknesses, avoid generic answers like “I work too hard” or “I’m a perfectionist.” Instead, be honest about an area where you could improve but also show how you’re actively working on it. For example, you could say, “I tend to get nervous when presenting to large groups, but I’ve been taking public speaking classes to improve my confidence.”

      3. What experience do you have in this particular area of tech?

      Interviewers ask this question to see how well you understand the specific area of tech the company is focused on, and how you might be able to contribute to the team. To answer a final round interview question like this, highlight any relevant experience you have, and talk about any specific projects or accomplishments to showcase your skills in this area.

      4. How do you stay up-to-date with the latest trends, technologies, and developments in your field?

      In tech, staying up-to-date with the latest trends and developments is crucial. Employers want to know you’re committed to continuing your education and staying current with industry changes. The interviewer wants to know if you have a passion for learning and if you’re proactive about keeping your skills relevant.

      When answering this question, show that you have a growth mindset and that you enjoy exploring new ideas and technologies. Talk about any industry events you’ve attended, online courses or certifications you’ve completed, or any side projects you’ve worked on to expand your knowledge. 

      For example, you could say, “I’m passionate about keeping up with the latest trends in software development. I regularly attend tech conferences and meetups, read industry blogs and newsletters, and take online courses to expand my knowledge. 

      Recently, I implemented a new cloud-based infrastructure in our company that reduced our costs and improved our scalability.”

      Interview Tip: 

      Don’t forget to include hobbies or volunteer activities here. If you help coach a high school robotics team or provide a nonprofit with web development support, for example, it’s great to share.

      Related: Hired’s 2023 State of Software Engineers report

      5. How do you approach problem-solving in a tech environment?

      Tech jobs are all about problem-solving, and employers want to know you have a solid approach to tackling challenges. When answering this question, talk about any specific problem-solving techniques you use. This might include breaking down problems into smaller parts. Perhaps it’s using data to inform your decisions or collaborating with team members to brainstorm solutions.

      Related: Want to Ace Technical Interviews? A Guide to Prep Software Engineers

      6. How do you handle working under pressure or tight deadlines?

      Chances are your work environment will be fast-paced and high-pressure at times, so demonstrate you can handle these kinds of situations. When answering this question, discuss any experience you’ve had working under tight deadlines, and how you managed to stay focused and productive in those instances. You might also share any strategies you use to manage stress, such as exercise or meditation.

      7. Can you walk me through a project you worked on from start to finish?

      Employers want to see how you approach projects from beginning to end, and how you collaborate with others along the way. In your answer, highlight your specific contributions to the project. Be sure to mention any challenges you faced and how you overcame them. You can also tell your interviewer about any lessons you learned from the project and how you might apply them to future projects.

      Related: Interviewing with the CTO? 3 Strategies to Help Prepare

      8. Why do you want to work for this particular company?

      Show you’re genuinely interested in the company and the work they do. When answering this question, do your research beforehand. Highlight specific aspects of the company that appeal to you. This could be the company culture, their mission or values, or specific projects or initiatives they’re working on. 

      Don’t be afraid to reference previous interviews in which you gained new insights. This shows how engaged you’ve been throughout the interview process and that you’ve connected with the team. 

      Final round interview questions? You’ve got this!

      Before we close, let’s review a great quote from author Thea Kelley. She said, “Interviewers are sick of robotic, canned answers people have read in books. So think through and prepare your own answers—ones that are both authentic and strategic.” We hope this article has given you food for thought. And, provided you with some material to contemplate as you organize and prepare some response options.

      Making it to the final round of a tech job interview is a major achievement. By preparing for common final round interview questions and practicing a bit, you’ll go into the interview feeling ready as ever. Remember to highlight your relevant skills and experience, and to showcase your passion for the industry and the work you do. With a little preparation and a lot of confidence, you will land the tech job of your dreams. Good luck! More