Many of the questions were answered in the 30 minute presentation. When it came to the individual interviews, every team member asked separate questions based on their needs and backgrounds. For instance, I discussed FMEAs, DFMs, Run@Rates, etc. with the leads for Advanced Mfg and PLM. I discussed other business and quality tools with other disciplines. I was able to understand how my background and skills were to be utilized in different departments and how I would interact with folks.
1. Explain details of your project 2. Behavioral Questions on Leadership, Team, Failures, Growth etc. Sample questions are shared by Recruiter before hand on each topic and it really helps to prepare them.
Considering you only for a FLM role
How do you hire engineering talent?
How to resolve conflict within your team?
Biggest strength and biggest weakness?
Como avaliar maturidade das pessoas do time; Como reter e montar bons times;
There are 40 weird and not half of not relevant questions about how you studies at high school.
Tell me about your recent experience
OOPS concepts like constructors, C# / .Net concepts like reflection - advantages,, disadvantages, ASP.Net performance features - caching, Database optimization techniques - People management based questions. I was expecting the interview to be at the level of Senior Engineering manager, while it turned out to be a developer role based questionnaire. Looks like the role definition isn't being bothered in the interview rather what the interviewer skill set and what he wants to ask upon
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