Hiring World-Class Product Managers: A Product Leader’s Perspective
As a product leader who's been on the hiring side countless times, I've developed a knack for identifying and hiring great PMs. In this piece, I share tough lessons learned over time
Having interviewed hundreds of candidates and hired multiple PMs, I have learned that finding exceptional product managers is both an art and a science. Let me share some important but tough lessons that took me years to learn.
The DNA of a world-class product manager
First, let's cut through the noise. A truly effective product manager is a rare breed – part visionary, part strategist, part diplomat, part execution and data machine. They are focused on building the right product for the right market, and most importantly at the right time.
In most cases, they serve as the glue that holds all stakeholders together and accountable, constantly balancing customer needs, business goals, and technical realities (My use of the word “realities” here is intentional – apply here to join my slack channel to hear more on this).
In my experience, the best PMs excel in four critical areas:
Strategy and execution: They see the forest and the trees and can study patterns in crafting compelling product strategy while managing day-to-day priorities.
Customer Empathy: They have an almost supernatural ability to uncover and understand user needs.
Technical Depth: While not necessarily developers, they speak the language of engineering fluently.
Leadership: They inspire and align diverse teams towards common goals. They can transform dissenting views into momentum.
The Interview: Mining Diamonds
When I interview Product Managers with the goal of them joining my team, it is more than just checking boxes. With a lot of intent, I look for that spark – the combination of rigor, resilience, expertise, and potential that separates good PMs from great ones. Here's my battle-tested approach:
1. Probe for Deep Product Thinking
"Walk me through your process for product discovery." (I'm listening for a rigorous, customer-centric approach).
"How do you balance short-term wins with long-term vision?" (This reveals strategic thinking and prioritization skills).
2. Assess Technical Acumen
"Describe a time you had to make a technical trade-off. How did you approach it?" (Here, I am looking for nuanced understanding of tech debt and engineering realities).
"How do you ensure product quality throughout the development lifecycle?" (Quality should be everyone's responsibility – I want to hear this).
3. Evaluate Leadership and Influence
"Tell me about a time you had to say 'no' to a key stakeholder." (This shows backbone, team awareness, communication strength and strategic thinking).
"How do you build trust with your engineering team?" (Cross-functional collaboration is critical).
4. Gauge Learning Agility and Self-Awareness
"What's the biggest product mistake you've made, and what did you learn?" (I want PMs who grow from failures).
"How do you stay current with product trends and methodologies?" (Continuous learning is non-negotiable in our field).
Beyond the Interview: Creating a Winning Team
Remember, hiring is just the beginning. To truly build a world-class product organization:
Foster a Culture of Experimentation: Empower your PMs to take calculated risks and learn quickly.
Invest in Growth: Provide mentorship, training, and exposure to different parts of the business.
Emphasize Outcomes, Not Output: Judge your PMs on the value they deliver, not just features shipped.
Build Diverse Teams: Different perspectives lead to better products and stronger problem-solving.
The Bottom Line
In 15 years, I have seen the product management field evolve dramatically. But the core of what makes a great PM remains constant: an unwavering focus on solving real customer problems, the ability to navigate complexity, and the leadership skills to bring ideas to life.
When you find these rare individuals, move mountains to hire and retain them. They are the ones who will transform your business and the world we live in.