Here's an article that makes the process of securing a software development job (which for us usually lands on the .NET/C# side of things) more fun by treating it like the "cheat codes" to a game in which you're the protagonist preparing to go up against hiring managers.
Level 3: Boss, Software Manager
By: Ben Weiss,
Digital Marketing Strategist at Infusive Solutions
Special thanks to Sean Kennedy, Director of Software
Development at Steadfast
Financial, LP and Ian Yamey VP of Software at Park Assist, LLC.
When grappling with the software manager in level 3 of the
interview, one of the first things to remember is that while this professional
will often have a technical background, these interviews typically evaluate
candidates on a more macro level.
On that note, it is generally assumed that if a software
developer has advanced beyond the “tech out,” they have sufficient technical
acumen for the role and now must be vetted for overarching problem solving
skills.
With that in mind, here are a few cheat codes to deploy when
preparing to go up against a software manager:
Don’t just answer the question
Because of the many intricacies that accompany software
development roles, a candidate with encyclopedic code knowledge may not be
enough.
Rather, these professionals must supplement their wealth of
existing knowledge with the mental agility to address a complex problem with a
level head and calmly design well-engineered solutions with a logical
step-by-step approach.
Those skills are difficult to test for and consequently,
many software managers will ask questions that might sound hard or even absurd
just to see how a candidate reacts.
One such question might be something along the line of “How
many pizzas were delivered in Manhattan last year?” While this may sound
unreasonable at first glance, the best development candidates will grab a pen
and paper and start devising a strategy to arrive at an educated estimation.
For example, you might start with the fact that Manhattan is
roughly 23 square miles, estimate the number of pizza joints per square mile as
well as a rough number of pizzas delivered by each establishment every day to
arrive at a rough conclusion.
This approach is far superior to just throwing out a number
or looking into the distance with your eyes glazing over. In fact, you’ll
virtually always be seen as a superior candidate than the next person who may
have experience and a well-padded resume but whose inability to tackle the
problem logically will suggest they can’t think outside the box and are only
successful when given specific instruction.
Ask about the big picture
On a similar note, software managers perceive the best
candidates to be those that want to understand how their technical niche will
impact the larger vision of the company.
Consequently, they’ll be looking for an indication that you
don’t just want to get your job done, but get it done in a way that makes life
easier for the rest of the organization and even more so for its
customers/clients.
One strategy software managers may use to gauge such is
asking a candidate to do the simple task of drawing an action figure. In this
instance, the average candidate will just draw the first thing that comes to
mind. However, the best candidates will ask questions like ‘Is the action
figure targeted at males or females? What is it made out of? Should it have accessories?’
These types of follow up questions are fantastic to suggest
to software managers that you’re the type of person who wants his/her work to
fit into an established vision rather than someone who just wants to complete a
series of tasks and go home.
The bottom line is that you should be cognizant that many
questions in the higher rounds of the interview process may not be what they
seem.
Detail how you stay informed
Considering how quickly technology evolves, software
managers are looking for development candidates who are engaged with thought
leaders in their field and stay abreast of new trends so they can seamlessly
evolve their style and skills along with the industry. Consequently, if you
express that you regularly visit MSDN and follow Scott Guthrie’s work, that
will leave a far more resonant impression upon a software manager than if you
say you only read sneaker blogs in your free time.
Moreover, while you may not need to be proficient with the
latest version of C#, for example, software managers are nonetheless looking
for candidates who understand what’s new and exciting about latest and greatest
software iterations.
As such, even if you haven’t used the newest version of the
technology yet, be sure to research the new features so you at least appear
informed.
Show a desire to learn and create impact
Average software development candidates want a job. Awesome
candidates want a job at which they can become a better professional, make a
difference and be noticed.
To showcase you’re an awesome candidate to a software
manager, ask questions about what kinds of things you might be able to learn on
the job or how you as a developer would be able to transition an idea to an
implementation stage. These exhibit a willingness to constantly grow and
improve as well a desire to make your mark at the company, both highly sought
after characteristics.
So now you’ve
gone head on with the software manager and came out victorious, ready to
complete your quest for gainful employment as a developer after meeting the
final boss: the Chief Technology Officer (CTO).
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