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1. Embed this notice
   Graham Lee (leeg@fosstodon.org)'s status on Friday, 25-Aug-2023 00:02:56 JST Graham Lee

   Interviewer: So now do you have any questions for us?

   Candidate: Yes, thank you. I was looking at your LinkedIn profile and didn't see any evidence of side teams that you manage, are you actually that passionate about being my manager? I'm going to give you a scenario where a team got into conflict, could you please show me on the whiteboard how to reverse it in linear time?

   • Doughnut Lollipop 【記録係】:blobfoxgooglymlem: likes this.
   • Embed this notice
     Paul Cantrell (inthehands@hachyderm.io)'s status on Friday, 25-Aug-2023 00:06:41 JST Paul Cantrell

     in reply to

     • Lisa Vogt

     @leeg @lisavogtsf
     Delicious joke aside, interviews should be biderectional and I am 1000% for grilling the interviewer. “Tell me about a time you managed interpersonal conflict on your team” or “How do you protect your team from unreasonable demands coming from powerful people far up the hierarchy?” seem like great things to ask.

   • Embed this notice
     Paul Cantrell (inthehands@hachyderm.io)'s status on Friday, 25-Aug-2023 11:06:51 JST Paul Cantrell

     in reply to

     • neoluddite
     • Lisa Vogt

     @neoluddite @leeg @lisavogtsf
     Ha, this probably works, doesn’t it? Diabolical

   • Embed this notice
     neoluddite (neoluddite@aus.social)'s status on Friday, 25-Aug-2023 11:06:52 JST neoluddite

     in reply to

     • Paul Cantrell
     • Lisa Vogt

     @inthehands @leeg @lisavogtsf On the other hand, a great way to stand out as a candidate is to ask them a couple of middle weight questions. The hiring manager will usually answer them fairly easily and the rush of dopamine when you say "that's a great answer" will trigger a positive association when they think about you.