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Sure, here we go! Senior Engineering Manager, commonly L7 Typical loop: • System design, sometimes two rounds • Coding or code review • People management • Technical leadership and execution • Behavioral/“Googliness” Expected evidence: • Leading multiple teams or a critical platform • Strong architectural judgment • Hiring, coaching, and performance management • Resolving technical disagreements • Cross-team influence • Delivering through ambiguity • Quantified technical and business results They must remain technically credible. “My engineers handle the technical details” is weak. Director, commonly L8 The loop usually emphasizes: • Technical and product strategy • Organizational design • Managing managers • Portfolio and headcount allocation • Executive and cross-functional influence • Execution across several teams • Culture, succession and organizational health Directors may still receive technical architecture interviews, but they must connect the design to team structure, investment decisions, migration strategy, and a multi-year roadmap. Typical Director questions: • Describe an organization you redesigned. • How did you handle an underperforming manager? • Tell me about a major investment you stopped. • How did you secure executive alignment and resources? • How do you prioritize when every program is critical? • Describe a technical strategy spanning several organizations. Common rejection reasons: • Senior EM behaves like a strong IC or first-line manager. • Director behaves like an experienced Senior EM. • Weak people-management evidence. • No experience managing managers. • Stories lack measurable scope and personal contribution. • Strong strategy but insufficient technical depth—or the reverse. Current Google EM postings emphasize technical leadership, architecture, product strategy, and people management. A current Director posting asks for experience managing managers, executive influence, and leadership of a large multi-team organization.

E5s are Meta's workhorses. Therefore, they have to be very productive and own the subsystem technical direction. They need to lead E4s and E3s along with collaborating with E6s. They need to be driven to action, work on their features and support other engineers when SEVs (site events) occur. They're also expected to participate in org wide initiatives and help streamline the developer experience and operational excellence initiatives

DoorDash essentially provides candidates with a lot of information about its product sense and product prioritization rounds, so I think they're really looking for a sharp, structured answer that covers everything they're looking for. I think there is slightly less room for error there compared to product case rounds at other companies. DoorDash places a huge emphasis on success metrics, experimentation, and navigating the complexities of a 3-sided marketplace like the one they operate in. Their margins are razor-thin, so it's really important to get the combination of supply, demand, pricing (and user experience) right to win and beat out competition.

Ops cases focus on how to improve performance within existing constraints vs. strategy cases which emphasize what direction the company should take. Expect to dive into KPIs like throughput, utilization, downtime, or unit costs—not just revenue growth or market share. Ops often deal with short-term fixes and real-time trade-offs, while strategy cases are more long-term. You’re diagnosing inefficiencies, not just testing strategic options - requiring sharper analytical breakdowns and logic trees.

For coding interviews: (1) always think out loud by explaining your thoughts to the interviewer, especially when stuck or unsure. (2) make sure the interviewer understands your idea before diving into implementation. (3) write code in a top-down fashion, which means you can make calls to non-existent functions and fill in the details later, to maximize the chance of completing the main scaffolding. For behavioral interviews: (1) study and practice the STAR framework (2) think about and list out as many past projects/experiences as possible (3) be honest. To stand out: pretend the interviewer is your colleague, demonstrate 'Googleyness', and prepare questions to ask.

Typically, candidates receive a case/problem statement about a week in advance. Candidates are expected to prepare a response, often in the form of a presentation or document. The actual jam session usually involves 2-3 interviewers from the team. The focus is less about arriving at the “perfect” answer and more about: The framework and structure used to approach the problem Depth of thinking Consideration of edge cases and operational realities Product judgment and prioritization Ability to incorporate feedback live during discussion Collaboration style and communication Whether the person seems easy to work with