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Home Blog Presentation Ideas How to Give A Compelling Interview Presentation: Tips, Examples and Topic Ideas

How to Give A Compelling Interview Presentation: Tips, Examples and Topic Ideas

Interview presentations have now become the new norm for most industries. They are popular for sales, marketing, technology, and academic positions. If you have been asked to deliver one for your job interview presentation, prepare to build a strong case for yourself as a candidate.

Giving a general presentation is already daunting. But selling yourself is always the hardest. Spectacular credentials and stellar expertise don’t count much if you cannot present them clearly, which you are expected to do during your interview presentation.

So, let’s prime you up for the challenge. This post is action-packed with job interview PowerPoint presentation examples and will teach you the best way to do a presentation without stressing too much!

Table of Contents

What is an Interview Presentation?

What should an interview presentation look like, how to prepare for a job interview presentation: the basics, define your structure, what slides to include, how to come up with 15-minute interview presentation ideas, how to conclude your interview presentation, how to prepare for an interview: the final tips, what to do at the first interaction with the company elevator pitch for interview, presentation design tips, how to overcome presentation anxiety, tips on maintaining positive body language throughout the presentation, your final act.

An interview presentation, also known as a job interview presentation or interview portfolio, is a formal and structured way for candidates to showcase their skills, qualifications, and suitability for a specific job position during an interview. It goes beyond the typical Q&A format of interviews, allowing candidates to demonstrate their expertise through a prepared presentation. Employers commonly request interview presentations in various industries, such as sales, marketing, technology, academia, and management roles. These presentations serve several important purposes: assessing communication skills, evaluating cultural fit, measuring expertise, analyzing problem-solving skills, and observing presentation skills. While the specific format and requirements of interview presentations vary widely, candidates typically receive guidelines from the employer regarding the topic, duration, and any specific criteria to be addressed. In essence, an interview presentation is an opportunity for candidates to make a compelling case for their candidacy, showcasing their qualifications, experience, and suitability for the job. It requires careful preparation, effective communication, and the ability to engage and persuade the interview panel. A successful interview presentation can significantly enhance a candidate’s chances of securing the desired position.

Think of your interview presentation as a sales pitch.

Your goal is to convince the human resources team that you are the best candidate. The kick here is that you will present to a warm audience – you already impressed them enough with your resume to be called in for an interview. We recommend generating a strategy and presentation based on a 30 60 90 Day Plan .

Employers request interview presentations for a few simple reasons:

• To assess your communication and public speaking skills.
• To understand whether you are the right cultural fit for the company.
• To develop a better sense of how well-versed you are in the domain .

So, your first job is ensuring your presentation fits the criteria. Review the company’s job description again and jot down all the candidate requirements. Take the time to read about their company values and mission. Be proactive and ask precisely what you should cover during your presentation.

Most interview presentations will differ in content and style, but here’s a quick example to give you more context:

[ Use This Template ]

Before you get elbow-deep in designing that PowerPoint for a job interview presentation, do some scouting and reach out to the HR team with a few questions.

You want your presentation to be on-point and technically accurate, so ask your contact the following:

• How long should an interview presentation be? Fifteen minutes is the golden standard, though some employers may ask to cut it down to just 10 minutes or extend it to 20-25.
• Who exactly will be present? A conversational presentation would undoubtedly be welcomed by your peers and a team leader but may appear too casual for the senior managers or board of directors.
• Does the HR team have a particular agenda in mind? Ask some leading questions to understand what kind of skills/experience they want you to demonstrate. If needed, use a proper agenda slide to include your content.
• What’s the IT setup? Should you bring your laptop? Do you need an adapter to connect to their projector? What kind of presentation software have they installed – PowerPoint, Keynote, Google Slides?

Everyone appreciates clarity.

In fact, 89% of professionals state their ability to communicate with clarity directly impacts their career and income.

Your presentation should flow, not rumble. Make sure that your story is easy to follow and your key message is easy to digest, remember, and pass on. If you want people to retain your main points, opt for the following structure:

Source: this infographic was created with  3 Steps Editable 3D Ladder Infographic

Here’s an interview presentation example styled in this fashion.

What is: The company’s presence in the Middle East is low. Only 15% of revenues come from the top markets.

Why this matters: The UAE fashion market alone is expected to grow at a CAGR of 21% during the next five years.

What could be: I have helped my previous employer open a flagship store in Dubai, have a lot of industry contacts, and am familiar with the local legislature. Your brand can expect a 17% revenue growth within one year of opening.

You can find even more ideas for designing your presentations in this post .

The choice of slides will largely depend on whether you are asked to talk about yourself or present on some task that you will be required to do as part of your job (e.g., create marketing campaigns).

Most interview presentation templates feature the following slides:

• Opening Slide
• Quick Bio/Personal Summary
• Career Path
• Education timeline
• Key Skills and Expertise
• Case studies/examples of the problems you have solved at your past jobs
• Your vision for your future role.
• What exactly can you bring in as the candidate (we will come back to this one later on!)

Can’t figure out where to start? Check out our AI PowerPoint generator to create an entire interview slide deck in a couple of clicks, or just download a job interview template . Swipe down to learn from the either of the following job interview presentation samples.

Typically, a talent acquisition team will suggest broad interview presentation topics for you. For example, if you are applying for a sales position, they may ask you to develop a sales presentation for some product (real or imaginary).

Some employers will request a short presentation about you or your hobbies to understand whether you are a good “fit” for the team and share the company’s values. Remember this: your audience will be assessing your aptitude for the role, no matter which topic you were given.

In fact, the interviewers at this point don’t care that much about your experience and skills. They want to know how you can apply those to solve the company’s pressing problems – meet sales targets, improve ROI from social media marketing or help them earn more revenue.

Your job is to make an educated guess… predict the most wrenching problem, and pitch your “magic pill” during your interview presentation.

I know what you are thinking – but how do I find the right opportunity/problem to tackle?

Businesses across different industries pretty much struggle with the same generic challenges related to either of the following:

Your topic should clearly address one of these areas and offer a potential roadmap for solving some specific problem within it.

Let’s say that you are applying for a sales role. Clearly, you will want to tackle the “customer audience” set of problems. To refine your idea, ask yourself the following questions:

• Can you think of a new customer segment the company should target? Who are they, what do they want, and how you can help the company reach them?
• Do you have a network or experience to identify and pitch new clients?
• Can you think of new collaboration opportunities the company could use to attract a whole new niche of customers?

So a sample job interview presentation about yourself should include a series of Problem & Solution Slides , showing exactly how you will address that issue if the company hires you.

Here’s another PowerPoint presentation about yourself for job interview example worth using – incorporate a case study slide, showing how you have successfully solved a similar problem for your past employer.

Wrap up your presentation by laying out the key steps the company needs to take. Give an estimate of how much time it will take to tackle the problem, and what changes/investments should be made.

Your conclusion should tell this: “Hire me and I will solve this problem for you in no time!”.

Source: StockSnap

Dial-Up Your Power

Take a deep breath and strike a “power pose” before you enter the room.

According to her research, power posers performed better during interviews and were more likely to get hired. Another study also proved this theory: unaware judges gave major preference to the power-primed applicants. So yes, pep talks do work!

The first 30 Seconds Count The Most

What you do and say in the first 30 seconds will make the most impact. Psychological  research  shows that listeners form opinions about your personality and intelligence in the first 30 seconds of the interview. So be sure to start with a compelling opening, framing exactly how you want to be perceived.

Try To Appear Similar to the Interviewer

Lauren Rivera, a professor from Kellogg School,  came to the conclusion that interviewers tend to hire “people like them” .

Even the top human resource management folks fall for this bias and tend to base their evaluations on how similar a candidate is to them, instead of trying to decide whether the person’s skill set is ideal for the position. So to be liked, you will have to act relatable.

Back up your statements with facts

To deliver a presentation with a bang, you can make use of pre-analyzed facts to support your hypothesis. Make sure to do your homework, study the company and its competitive landscape, and do the professional work you would have done as a member of the company crew. At some point in your interview presentation, you go “off the script”, and pull out a bunch of documents, supporting your statements.

For example, you can give away a quick plan indicating a number of things the employer could do today to save money, even if they don’t hire you. Make sure to be meticulous; your work will speak for you. But giving away this work will show the employer your commitment, skills, and focus.

And that’s exactly how to make your job interview presentation stand out. Most candidates just ramble about their skills and past career moves. You bring specificity and proof to the platter, showing exactly what makes you a great hire fair and square.

Within a selection process, there are many interactions (interviews and dynamics) that you must successfully complete in order to be the next selected candidate. One of your objectives in this first interaction should be to generate a great first impression in the company. For this, we recommend using the Elevator Pitch for Interview technique.

The Elevator Pitch for Interview will allow you to present yourself in a solid and professional way in less than 60 seconds, in order to generate an outstanding first impression.

What is an Elevator Pitch for an Interview?

The Elevator Pitch is a condensed speech about yourself that aims to generate engagement in no more than 60 seconds. Entrepreneurs widely use this type of speech to persuade investors and job seekers in job interviews. Your Elevator Pitch for the Interview will generate a great first impression to the employer and be better positioned than other candidates. If your goal is to make a convincing presentation in a job interview, your Elevator Pitch needs to be well crafted.

How to Make an Elevator Pitch for an Interview

There are many ways and tips to make an excellent Elevator Pitch for a job interview. This section provides you with essential advice to make your interview more convincing.

Identify your target

You need to know to whom you are presenting yourself. Is it a recruiter? or an executive?. Your Elevator Pitch will change depending on the receiver.

Comprehend the needs of the hiring company

Make an advanced study about the search requirements for the job position. Identify your strengths. Highlight them. Demonstrate your experience. Identify your weaknesses. Show that you have a profile that seeks constant improvement

Create a clear, concise, and truthful Elevator Pitch

This point is critical. Your Elevator Pitch must be clear, concise, genuine, and impactful. Go from less to more. Generate a real hook in your audience. Try not to go off-topic or talk too much, and be brief in everything you want to say.

Speak naturally and confidently

If you can speak fluently and naturally, you can show a confident profile. Show you know what you are talking about and what you want.

Elevator Pitch Example for Job Seekers

This section illustrates an Elevator Pitch Example targeted to Recruiters. It will help you put together your own.

“My name is [NAME]. After graduating with a degree in Business Administration, I have spent the last five years accumulating professional experience as a Project Assistant and Project Manager. I have successfully managed intangible products’ planning, strategy, and launch these past few years. I was excited to learn about this opportunity in Big Data – I’ve always been passionate about how technology and the use of information can greatly improve the way we live. I would love the opportunity to bring my project management and leadership skills to this position.”

Ways to avoid common mistakes in your Elevator Pitch

Keep in mind the following points to avoid making mistakes in your Elevator Pitch for an Interview.

Don’t hurry to make your Elevator Pitch

The Elevator Pitch lasts approximately 60 seconds. Do it on your own time and naturally, as long as you make it clear and concise.

Do not always use the same Elevator Pitch for all cases

One recommendation is not to repeat the same Elevator Pitch in all your interviews. Make changes. Try new options and ways of saying the information. Try different versions and check with your experience which generates more engagement and persuasion.

Make it easy to understand

Articulate your pitch as a story. Think that the person in front of you does not know you and is interested in learning more about your profile. Don’t make your Elevator Pitch challenging to appear more sophisticated. Simply generate a clear and easy-to-understand narrative, where all the data you tell is factual and verifiable.

Don’t forget to practice it

Practice is the key to success. Your Elevator Pitch for Interview will become more professional, convincing, and natural with practice.

How to End an Elevator Pitch?

An essential aspect of ending an Elevator Pitch for an Interview is demonstrating interest and passion for the position. You have already presented yourself and established that you have the necessary background for the job. Closing with phrases revealing passion and attitude will help reinforce your pitch.

We recommend you use expressions such as:

“I have always been interested and curious about the area in which the company operates, and it would be a great challenge for me to be able to perform in this position.”

“I have been interested in moving into your company for a while, and I love what your team is doing in IT.”

“I would like to advance my career with an employer with the same values. I know that thanks to my profile and experience, I can make excellent contributions to your company.”

Keep It Visual: Use visuals like images, graphs, and charts to convey your points effectively. Visuals can make complex information more accessible and engaging. Consistency Matters: Maintain a consistent design throughout your presentation. Use the same fonts, color schemes, and formatting to create a cohesive look. Practice Timing: Be mindful of the allotted time for your presentation. Practice to ensure you can comfortably cover your content within the time limit. Engage the Audience: Incorporate elements that engage the audience, such as questions, anecdotes, or real-world examples. Interaction keeps the interview panel interested. Use White Space: Avoid cluttered slides. Use white space to create a clean and uncluttered design that enhances readability.

Presenting during a job interview can be nerve-wracking. Here are some strategies to overcome presentation anxiety:

• Practice: Practice your presentation multiple times, ideally in front of a friend or mentor. The more you rehearse, the more confident you’ll become.
• Visualization: Visualize yourself by giving a successful presentation. Imagine yourself speaking confidently and engaging the audience.
• Breathing Techniques: Deep breathing can help calm nerves. Take slow, deep breaths before and during your presentation to reduce anxiety.
• Positive Self-Talk: Replace negative thoughts with positive affirmations. Remind yourself of your qualifications and the value you bring to the role.
• Focus on the Message: Concentrate on delivering your message rather than dwelling on your anxiety. Remember that the interviewers want to learn about your skills and experiences.
• Arrive Early: Arrive at the interview location early. This gives you time to get comfortable with the environment and set up any technical equipment you use.

Maintain Good Posture: Stand or sit up straight with your shoulders back. Good posture conveys confidence and attentiveness. Make Eye Contact: Establish and maintain eye contact with your audience to show confidence and engagement. Use Open Gestures: Employ open gestures, like open palms and expansive arm movements, to convey enthusiasm and openness. Smile and Show Enthusiasm: Genuine smiles and enthusiastic facial expressions demonstrate passion and eagerness. Control Nervous Habits: Be mindful of nervous habits like tapping or fidgeting, which can distract your audience and convey anxiety.

Stop fretting and start prepping for your interview presentation. You now have all the nitty-gritty presentation tips to ace that interview. If you are feeling overwhelmed with the design part, browse our extensive gallery of PowerPoint templates and cherry-pick specific elements ( diagrams , shapes , and data charts ) to give your interview presentation the top visual appeal.

Here you can see some 100% editable templates available on SlideModel that could be useful for preparing an interview presentation.

1. Versatile Self-Introduction PowerPoint Template

Use This Template

2. Professional Curriculum Vitae PowerPoint Template

This a sample of PowerPoint presentation template that you can use to present a curriculum and prepare for a job interview presentation. The PPT template is compatible with PowerPoint but also with Google Slides.

3. Modern 1-Page Resume Template for PowerPoint

4. Multi-Slide Resume PowerPoint Template

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Top 30 Program Manager Interview Questions (+ Example Answers)

Mike Simpson 0 Comments

By Mike Simpson

The world of business is like a spider’s web. Different pieces connect through a series of delicate threads. Sometimes, the pattern is logical. In other cases, it’s visual cacophony. But, regardless of how it appears, it’s the connections that matter. And those connections are what define the world of a program manager.

Program managers oversee an interconnected chunk of a business, allowing them to steer it toward a brighter future and help it achieve its goals. Without program managers, projects that share threads might not account for the efforts of another, causing everything to become disjointed. To put it simply, without a program manager’s guidance, it could be chaos.

Because of that risk, hiring managers are diligent about selecting highly skilled program managers. If you want to prove that you’re the amazing candidate you know yourself to be, nailing your program manager interview questions is a must. Otherwise, you won’t stand out from the pack; and that means missing out on the opportunity.

Sure, you could simply head to the interview and hope for the best. But is that really the best way to go?

No, of course not.

Being prepared is what it should always be about. Luckily, making sure you can shine isn’t challenging. We have your back. So, come with us as we take a deep dive into what it takes to leave the competition in the dust.

How to Answer Program Manager Interview Questions

First, don’t confuse program managers with project managers or product managers . While the job titles look ridiculously similar, and the roles do have quite a bit in common, they aren’t actually the same. Technically, they all oversee projects, but the niches can vary.

Product managers focus on (surprise, surprise) products. Project managers might work in any niche, depending on their employer. But their work tends to focus on the project at hand, and not on the big strategic picture.

Program managers usually oversee a group of projects (and, potentially, a team of project managers), and each one is connected by a common element, like a single company goal. Additionally, they are responsible for guiding strategy, keeping everyone moving toward the right target.

Oh, and project and product managers earn an average of $76,683 and $83,617 a year, respectively. For program managers, the annual salary average is $134,620 .

Now that’s out of the way, but before we go over the program manager interview questions, let’s pause for a moment to talk strategy. You need the right approach. That way, if the hiring manager asks you something unexpected, you can adapt.

Start by doing some research.

The program manager job description is a great place to start, as it spells out what the company considers must-haves. Couple that with a look at the company’s mission and values statements, and you can find out a lot about the skills and traits the hiring manager wants to find.

When an interview question is straightforward – like, the “do you have skill X?” kind of straightforward – answering is a breeze. You assert that you do and provide a relevant example that proves it. Or, if you don’t, you admit it, but then go a little further, discussing your interest in acquiring the skill or any efforts you’re taking to improve in that area. Done.

But, when you’re facing behavioral interview questions , it’s a bit trickier. These require more than a “yes” or “no,” for one. For another, there usually isn’t a “right” or “wrong” answer. Sure, some answers may be better than others, or a better fit in the eyes of the hiring manager, but it isn’t cut-and-dry.

In most cases, behavioral interview questions ask you to navigate a scenario and provide examples of what you’ve done or what you would do. While that isn’t always easy, there is a technique that works. By combining the STAR Method and the Tailoring Method , you can craft a compelling, story-driven answer that’s as relevant as possible. It’s a great way to stand out from the crowd, so make sure you really get to know those strategies as you prepare for your interview.

We also wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions along with their program manager specific questions!

Click below to get your free PDF now:

Get Our Job Interview Questions & Answers Cheat Sheet!

FREE BONUS PDF CHEAT SHEET: Get our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you " word-word sample answers to the most common job interview questions you'll face at your next interview .

CLICK HERE TO GET THE JOB INTERVIEW QUESTIONS CHEAT SHEET

Top 3 Program Manager Interview Questions

As with all interviews, the exact questions you face vary depending on the precise role. Every employer is different, so their needs, priorities, and preferences won’t precisely match their competitors. However, certain ones are pretty common. Here’s a look at the top three program manager interview questions, and some example answers.

1. When you’re overseeing multiple projects, how do you determine which is a priority?

Since program managers are responsible for several projects at once, they have to set priorities. This allows them to allocate funding appropriately, as well as direct their energy in the best possible way.

The hiring manager wants insights into your strategy. You need to clue them in to how you think, so provide details into what you assess when making a decision.

EXAMPLE ANSWER:

“If I need to set a priority, my first step is to examine any dependencies. In some cases, certain projects have to reach specific stages before another can move forward, making this a critical factor. Beyond that, I examine several project facets, including the goals, budget requirements, level of risk, resource constraints, and potential strategic value. Additionally, I’ll speak with the various sponsors and stakeholders to get their perspective. Typically, that process allows me to prioritize the projects in a way that yields the most benefit for the company.”

2. What steps do you take to avoid scope creep?

In the world of projects, scope creep is like the ax-wielding maniac lurking in the shadows in horror movies; it can spring out at you quickly and completely destroy everything. Since program managers oversee several projects at once, keeping scope creep in check is essential. Otherwise, a project can careen out of control.

Hiring managers want to know that you actively prevent scope creep. That way, the odds favor you finishing on-time and on-budget.

“For managing scope creep, vigilance is key. However, it also requires critical thinking. After all, every project shifts a bit along the way, so having the ability to separate scope creep from genuine necessary adjustments is essential. For every project, I make sure all of the parameters are well-defined before it moves forward. Additionally, I keep the lines of communication open, both with team members and stakeholders, establishing myself as a primary point of contact for questions and change requests. This allows me to remain informed of any requests that fall outside of the original scope, enabling me to step in and assess the situation as quickly as possible. Then, we can work together to determine whether a change is appropriate or needed, and, if it isn’t, I can address the situation appropriately.”

3. What is the most common reason projects fail?

Hiring managers want to avoid failure. That means hiring a program manager that understands what can cause it, allowing them to sidestep it to the best of their ability.

“If I had to pick a single reason, I’d have to say poor communication. When the lines of communication breakdown, the resulting situation invites failure. For example, team members may not be on the same page, causing one group to prioritize one aspect while others concentrate in a different direction. Details about changes might not be properly shared, slowing progress and potentially requiring some to redo work simply because they weren’t informed that they needed to take a new direction. All of this elevates costs and lengthens the timeline, increasing the odds of failure. But, with solid communication, much of this can be avoided.”

27 More Program Manager Interview Questions

Here are 27 more program manager interview questions the hiring manager may ask during your meeting:

• How is a program manager different from a project manager?
• What value is created by grouping several projects into a single program?
• What is the biggest challenge you’ve ever faced when overseeing a team of project managers? How did you overcome it?
• If you’re working on a project and the company changes its goals, how do you adapt?
• Tell me about a time when one of your projects fell behind schedule. What did you do to recover?
• What steps do you take to make sure you can meet tough deadlines?
• How do you prevent communication breakdowns among team members?
• Tell me about a time where you and a project manager you were overseeing disagreed. How did you handle it?
• Which metrics do you use to determine success?
• How do you make use of technology to keep a program on target?
• Describe your experience with program charters.
• Do you believe that change management is critical for program managers? Why or why not?
• What resources do you use to stay on top of industry trends?
• Describe your risk analysis process.
• Tell me about your biggest project success. What about your biggest project failure?
• Have you ever had to negotiate with a difficult stakeholder? How did you handle it?
• Can you tell me about your management style?
• Tell me about your delegation strategy.
• Do you use a different approach for small programs than large ones? Why or why not?
• What steps do you take to determine how to allocate a program’s budget?
• When you have a chance to build your own team, how do you put one together?
• Once you identify project risks, how do you mitigate them?
• If two team members disagree about how to proceed, how do you get them both on the same page?
• What steps do you take to get the best deal from a critical vendor?
• How do you ensure the quality of the program’s results?
• If two stakeholders provide you with conflicting requirements, how do you determine how to proceed?
• Which of your traits do you feel best equip you to work as a leader?

5 Good Questions to Ask at the End of a Program Manager Interview

When the sun begins to set on your program manager interview, there’s a good chance you’ll be able to ask the hiring manager a few questions of your own. This is a critical opportunity that you shouldn’t pass up. Not only does it make you seem more interested in the job, but it also lets you learn more about the role and the company’s culture.

Sometimes, you’ll be able to choose some questions on the fly. If you don’t learn something important during the interview, consider asking about it. But, if that doesn’t happen, we have your back. Here are five good questions to have in your back pocket.

• Does your company use a specific approach, toolset, or methodology for managing projects?
• How many projects are typically occurring simultaneously?
• Can you describe the typical day for a program manager here?
• What is the biggest challenge this position solves for the company?
• What do your most successful program managers have in common?

Putting It All Together

Ultimately, by embracing the tips above, you can show those program manager interview questions who’s boss. Just make sure to practice your answers ahead of time, ensuring you can discuss your capabilities with ease. That way, you’ll showcase yourself as the amazing candidate you know you are, increasing the odds that you’ll get the offer when all is said and done.

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

Download our " Job Interview Questions & Answers PDF Cheat Sheet " that gives you word-for-word sample answers to some of the most common interview questions including:

• What Is Your Greatest Weakness?
• What Is Your Greatest Strength?
• Tell Me About Yourself
• Why Should We Hire You?

Click Here To Get The Job Interview Questions & Answers Cheat Sheet

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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Google program manager interview: the only post you'll need to read

Program manager interviews at Google are really challenging. The questions are difficult, specific to Google, and cover a wide range of topics.

The good news is that the right preparation can make a big difference and can help you land the job at Google (or Google Cloud). We have put together this ultimate guide to help you maximize your chances of success.

And if you're targeting a technical program manager position (which is a closely related role), then check out our separate guide on  Google TPM interviews .

Here's an overview of what we'll cover in this guide:

• Process and timeline
• Program manager questions
• Behavioral questions
• Role-specific / technical questions
• Preparation tips

Click here to practice 1-on-1 with Google program manager ex-interviewers

1. interview process and timeline, 1.1 what interviews to expect.

Google's program manager interview process is extensive and can be quite time consuming. It typically takes 3-8 weeks to go through the process, but it's not uncommon for it to take much longer (i.e. 6+ months). Here's an overview of the interview steps you'll face along the way.  If you're interviewing at Google Cloud Platform, you can expect similar steps.

• Resume screen
• Recruiter phone screen: one interview
• Program manager phone screen: one or two interviews
• Onsite: typically four interviews

In addition to these interview steps, there are also some "behind the scenes" steps that have to happen before you get an offer. See the "What happens behind the scenes" section below for more on this.

But first, let's focus on more details about the interview steps you'll need to prepare for:

1.1.1 Resume screen

First, recruiters will look at your resume and assess if your experience matches the open position. This is the most competitive step in the process, as millions of candidates do not make it past this stage.

You can use  this free guide  to help tailor your resume to the position you’re targeting. 

And if you’re looking for expert feedback, you can also get input from our  team of ex-Google recruiters , who will  cover what achievements to focus on (or ignore), how to fine tune your bullet points, and more.

If possible, it can also be helpful to get an employee or contact at Google to refer you to the recruiting team internally. 

1.1.2 Recruiter phone screen

After your application is accepted, you'll start your interview process with Google by talking to a recruiter on the phone. They are looking to confirm that you've got a chance of getting the job at all, so be prepared to explain your background and why you’re a good fit for Google. You should expect typical behavioral and resume questions like, "Tell me about yourself", " Why Google? ", etc.

If you get past this first HR screen, the recruiter will then help schedule your first program manager interview. At this time, your recruiter will probably also give you some additional details about the next interview and the person you're interviewing with.

1.1.3 Program manager interviews

Next, you'll go through one or two program manager interviews . Your first interviewer will usually be the hiring manager for the role, and sometimes you'll also have a second interview before you're advanced to the onsite interviews.

The types of questions you'll be asked in this round are roughly the same as the questions you'll encounter in your onsite interviews. In particular, you'll want to be well prepared for behavioral and program management questions. More on this below.

The role of this step is to make sure it's worth bringing you onsite. Your interviewer will therefore try to make sure there isn't an area where you are particularly weak and don't stand a chance of meeting the hiring bar.

1.1.4 Onsite interviews

Onsite interviews are the real test. You'll typically spend a full day interviewing with Google, and the interview questions you'll encounter will usually fall into one of three broad categories:

• Program management questions , where you'll be asked questions about leading projects, working with cross-functional teams, and executing at various stages of the project lifecycle. 
• Behavioral questions, where you'll be evaluated on your past work experience, your motivation for applying, your ability to handle conflict, and more.
• Role-specific / technical questions, where you'll be assessed on skills and experience specific to the role or functional area that you're applying for, this could include questions that assess your technical knowledge.

[PRE-COVID] In addition to these interviews, you'll usually also have lunch with a fellow program manager while you are onsite. The lunch interview is meant to be your time to ask questions about what it's like to work at Google. The company won't be evaluating you during this time, but we recommend that you behave as if they were.

In some cases, Google may ask you to do a follow up interview after your onsite to drill further into one of the areas listed above. This means you're close to getting an offer but the company wants to double check you're meeting the hiring bar for a given criteria.

1.2 What exactly is Google looking for?

At the end of each interview your interviewer will grade your performance using a standardised feedback form that summarizes the attributes Google looks for in a candidate. The form is constantly evolving, but below we have listed the main components we know of at the time of writing this article.

A) Questions asked

In the first section of the form the interviewer fills in the questions they asked you. These questions are then shared with your future interviewers so you don't get asked the same questions twice.

B) Attribute scoring

Each interviewer will assess you on the four main attributes Google looks for when hiring:

• General cognitive ability. This is often referred to as "GCA" by Googlers. The company wants to hire smart program managers who can learn and adapt to new situations. Here your interviewer will try to understand how you solve hard problems and how you learn. For more information, take a look at our guide to the GCA interview .
• Role-related knowledge and experience. This is often referred to as "RRK" or "RRKE" internally. The company wants to make sure that you have the right experience, domain expertise, and competencies for the position you're applying for. For more information, take a look at our guide to the RRK interview .
• Leadership . Google looks for a particular type of leadership called “emergent leadership.” You'll typically be working in cross-functional teams at Google, and different team members are expected to step up and lead at different times in the lifecycle of a project when their skills are needed. More information in this guide to Google leadership questions .
• Googleyness (i.e. culture fit) . The company wants to make sure Google is the right environment for you. Your interviewer will check whether you naturally exhibit the company's values, including: being comfortable with ambiguity, having a bias to action, and a collaborative nature. More information in this guide to Googleyness .

Depending on the exact job you're applying for these attributes might be broken down further. For instance, if you were applying to be a TPM then "Role-related knowledge and experience" might be broken down into "Program management" and "Technical judgement".

In this middle section, Google's interviewers typically document your answers in detail, and give you a score for each attribute (e.g. "Poor", "Mixed", "Good", "Excellent").

C) Final recommendation

Finally interviewers will write a summary of your performance and provide an overall recommendation on whether they think Google should be hiring you or not (e.g. "Strong no hire", "No hire", "Leaning no hire", "Leaning hire", "Hire", "Strong hire").

1.3 What happens behind the scenes

If things go well at your onsite interviews, here's what the final steps of the process look like:

• Interviewers submit feedback
• Hiring committee recommendation
• Team matching
• Senior leader and compensation committee review
• Final executive review (only senior roles)
• You get an offer

After your onsite, your interviewers will all submit their feedback, usually within two to three days. This feedback will then be reviewed by a hiring committee, along with your resume, internal referrals, and any past work you have submitted. At this stage, the hiring committee will make a recommendation on whether Google should hire you or not.

If the hiring committee recommends that you get hired, you'll usually start your team matching process. In other words, you'll talk to hiring managers and one or several of them will need to be willing to take you on their team in order for you to get an offer from the company.

In parallel, the hiring committee recommendation will be reviewed and validated by a senior manager and a compensation committee who will decide how much money you are offered. Finally, if you are interviewing for a senior role, a senior Google executive will review a summary of your candidacy and compensation before the offer is sent to you.

As you've probably gathered by now, Google goes to great lengths to avoid hiring the wrong candidates. This hiring process, with multiple levels of validations, helps them scale their teams while maintaining a high caliber of employees. But it also means that the typical process can spread over multiple months.

2. Example questions

To help you prepare strategically for your interviews, we have used Glassdoor data to identify the types of questions which are most frequently asked in Google program manager interviews.

Let's dive in and look at the three broad types of interview questions you can expect:

• Program management questions (57% of questions)
• Behavioral questions (28%)
• Role-specific / technical questions (16%)

2.1 Program management questions

Google program managers design and execute programs from end-to-end. It's therefore important that they have a strong ability to plan, prioritize and deliver projects.

This is the part of the interview process where you need to show you think about programs in a comprehensive way (e.g. resources, risks, etc.) and have a track record of executing flawlessly.

And in order to make a strong impression on your interviews, you'll need to cover a lot of ground during your preparation. This is because the specific questions asked in program manager interviews tend to vary significantly depending the circumstances and the role or functional area you're applying to.  

As a result, we'd suggest practicing two broad categories of program manager questions to prepare:

• Partnership

As you can see, each category has some sub-categories within it. But don't worry, they're actually fairly easy to remember when you understand what each category represents.

Let's begin by digging into the process questions, then we'll cover the skill questions later. 

2.1.1 Program management process questions

If you're familiar with project management, you may notice that the 5 categories listed under program management processes, are roughly aligned with the PMBOK project management  process groups .

For our purposes, essentially all this means is that "process" questions are aligned with the lifecycle of a project (e.g. kick-off, planning, execution, monitoring, and then closing). 

Below you'll find several examples questions that you can practice with. All of the below are real program manager interview questions from Glassdoor, we've just edited the phrasing in some places to improve the grammar and clarity. Also note that we've added a few questions from other Tech companies to provide further practice materials. These questions are indicated with parentheses at the end of the question, all other questions listed here are from Google. 

Example program management process questions

• How do you kick off a new project?
• Tell me about a program you managed from from kick off through execution. (*Facebook question).
• What is critical path and what happens if it changes?
• You have 12 months to roll out a new product, describe in detail how you would manage the process.
• Your team currently handles calls pertaining to a product at the rate of 150 calls per day. It is expected that the calls will increase to 10,000 per day in 4 months. How would you plan to handle this spike in demand?
• What steps would you take to launch “x” product?
• Tell me about the challenges you had while implementing a project
• Your entire team can only use one spreadsheet. How would you optimize the design of the spreadsheet to make sure it works well for everyone?
• How do you manage a complex program that consists of multiple projects?
• Tell me of a problem you faced when going from strategy to implementation.  (*Facebook question).
• How would you derive metrics?
• Tell me about a project you managed. What were some of the metrics you used to determine the success of the project?  (*Facebook question).
• How would you handle reporting for multiple projects when some of them are falling behind schedule?  (*Amazon question).
• How do you know if a project is done?

2.1.2 Program management skill questions

The second broad category of program management questions to cover, are "skill" questions. These  are commonly asked in program manager interviews to assess key skills, like leadership and partnership.

You'll see that these questions are different, in that they are not specifically associated with a particular stage of the project lifecycle. Instead, these skills could prove useful at any stage of a project.

Below you'll find several example questions that you can practice with. All of these are also real program manager interview questions from Glassdoor, we've just edited the phrasing in some places to improve the grammar and clarity. Also note that we've added a few questions from other Tech companies to provide further practice materials. These questions are indicated with parentheses at the end of the question, all other questions listed here are from Google. 

Example program management skill questions

• What 5 slides would you use for a presentation to a CEO?
• Imagine you are working with a lot of engineers in this role, knowing they speak a slightly different language, how would you approach communications?
• How do you advocate for a commitment to a priority, when that priority is not high on someone else's list? (*Facebook question).
• How do you manage timelines in a highly matrixed environment, where there is no top down authority? (*Facebook question).
• Tell me about a time you shared a common vision with your team for a project you were leading?  (*Amazon question).
• Tell me about a time someone changed your mind on a topic. How did you feel about it?
• How would you convince someone to get your work done if they happen to be a difficult personality?
• What would others say about you?  (*Facebook question).
• Have you ever collaborated with multiple teams? What challenges did you face?  (*Facebook question).
• Describe a time when you had to earn the trust of your project team and break their resistance to change. How did you do it, and what was the biggest challenge?  (*Amazon question).
• How many website domains are there in the world?
• Estimate the costs of building a subway system (i.e. a metro)?
• How many Pizzas were consumed in certain state
• What is daily collection at the busiest toll road in [name of local city]?
• How many cars are registered in [name of local city]?
• What would you include in a program management 101 course for new grads?
• How do you prioritize features?
• How many ways can you choose 3 desserts from a menu of 10?
• What is the angle between the hour hand and the minute hand on a clock at 4:20?
• What would occur on earth if the sun "went out"?

2.2 Behavioral questions

Google program managers usually work in cross-functional teams with other engineers ,  product managers , PMMs , data analysts, etc. They need to be able to communicate clearly, work with others efficiently, build trust and relationships, and  resolve project issues (before or after they arise).

Your ability to perform these functions will be assessed using behavioral interview questions. Be prepared to talk about your top accomplishments, situations where you've resolved conflict, and your motivation for applying to be a Google program manager.

Below, we've compiled a list of example behavioral questions, and you'll notice that we've included a few subcategories. We've added the subcategories to make the list of questions easier to understand, but you don't need to learn the categories themselves. Just focus on practicing with questions from each sub-category and that will give you a great start on your preparation.

All of the below questions are real Google program manager interview questions from Glassdoor, we've just edited the phrasing in some places to improve the grammar and clarity.

Example behavioral questions asked by Google

• What are your strengths and weaknesses?
• How will you go about doing this job during the first 90 days?
• What skills do you possess that will help you succeed in this role?
• What skills have you used less over the years and what have you used more?
• Tell me a little about your current situation
• Why do you want to leave your current role?
• Why Google?
• What do you like to do?
• Define your ideal work environment and manager
• Tell me about how you work with difficult people.
• How would you resolve conflict and ambiguity in a project?
• Tell me about a time you dealt with a conflict at work
• Describe a project where you failed
• What was the last time you failed and what happened?
• Tell me about a time when you had to come up with a creative solution to solve a problem.
• Tell me about a time you created something from nothing

2.3 Role-specific / technical questions

Google program manager interviews tend to focus on the two areas we've just covered above. However, not all program manager jobs at Google are the same, so you should also do your homework on the job description and any other details about the role that you can find.

You'll want to be prepared to speak knowledgeably about the functional area where you'd be working. If your role would be in a technical area, or if you'd be working closely with engineers, then your interviewers may also decide to ask you a few technical questions to evaluate your depth of knowledge and your ability to communicate about technical details.

Below you'll find several example questions that you can practice with. All of these are real Google program manager interview questions from Glassdoor, we've just edited the phrasing in some places to improve the grammar and clarity.

These example questions are focused on technical topics, specific products, or functional areas.  When you begin practicing for your own interviews, you'll want to customize the questions below to a product or topic that is relevant to your target role.

Example role-specific / technical questions asked by Google

• Describe the logic for writing a doubly linked list
• Explain how TCP works
• What are some challenges facing cloud technology?
• Suggest 5 ways to improve Google Maps & Gmail
• Suggest a new product / market segment that Google should develop

3. How to prepare

Now that you know what questions to expect, let's focus on how to prepare. Here are the four preparation steps we recommend, to help you get an offer as a Google (or GCP) program manager. For extra tips, take a look at our guide to program manager interview prep .

3.1 Learn about Google's culture

Most candidates fail to do this. But before investing a ton of time preparing for an interview at Google, you should make sure it's actually the right company for you.

Google is prestigious and it's therefore tempting to assume that you should apply, without considering things more carefully. But, it's important to remember that the prestige of a job (by itself) won't make you happy in your day-to-day work. It's the type of work and the people you work with that will.

If you know program managers who work at Google (or used to) it's a good idea to talk to them to understand what the culture is like. In addition, we would recommend reading the following resources:

• Google's mission statement (by Google)
• Google's values (by Google)
• Google strategy teardown (by CBS Insights)

3.2 Practice by yourself

As mentioned above, you'll encounter three main types of interview questions: program management, behavioral, and role-specific / technical. Below, we've compiled resources and tips to help you prepare for each of these. Let's get into it!

3.2.1 Program management questions preparation

For program management questions, we recommend starting with our program management primer . Also, take a look at the following video, which outlines how Google thinks about program management.

Here is a summary of the video:

• Communication and influence. Make sure you communicate in a structured way and use data to anchor your arguments whenever possible.
• Navigating ambiguity. Show you use program requirement documents and roadmaps to align stakeholders and move forward despite ambiguity.
• Stakeholder management. Show you are proactive about managing stakeholders by constantly making sure everyone is aligned and trying to anticipate issues before they arise.
• Technical partnership. Make it clear you're comfortable diving into technical details when your team needs you to.
• Strategic insight and creativity. Show you never lose sight of the product's users and that you find creative ways of solving their problem.
• Execution. Explain how you measure the success of your programs and proactively solve issues before they become bottlenecks.

Once you've watched this video or studied the summary above, we recommend brushing up on program management basics. You can use our program manager interview guide to learn more. And a big part of a program manager's role actually comes back to project management skills. As a result, we also recommend brushing up on project management fundamentals using a free guide, like this one published by Wrike .

This will give you an opportunity to refresh your memory on the key aspects of project management, like scope, schedule, resources, stakeholders, etc.

In addition, you should make sure you're on top of common concepts used in Agile project management. A great resource here is Atlassian's Agile project management guide . In particular, we recommend brushing up on the difference between Kanban and Scrum, and the common structures used in Agile projects (e.g. epics, stories, themes, etc.).

Once you've refreshed your memory on project management best practices, you should go through the list of program management questions we've listed in the previous section and draft answers for those.

3.2.2 Behavioral question preparation

For behavioral questions, we recommend starting with the following video:

Here is a summary of the video. Notice that some elements overlap with the program management section above.

• Communication and leadership style. Show you are comfortable with "emergent leadership". Explain how you're leaning on different people at different times in the lifecycle of a program.
• Navigating complexity and ambiguity. Make it clear you're good at keeping all your stakeholders up to date. And that you can protect your team's time when necessary.
• Working with teams. Show that you've got empathy for other people's opinions. And that you can create alignment without generating frustration.
• Vision. Be ready to articulate the mission of the program you're currently working on, to explain who your users are and how you're solving their problem.
• Delivering results. Show that you deliver results by running a clear process with goals and metrics to measure progress. In addition, make it clear you're leaving room to adapt and be creative.

In addition to studying the video above, we also recommend consulting our leadership  and people management primers, as well as learning our step-by-step method  for answering behavioral questions. You can then use that method to craft answers for the example behavioral questions we have listed previously in this article.

3.2.3 Role-specific / technical questions preparation

You should also make sure you're well prepared for role-specific questions, and you should learn as much information as you can about the role, industry, and/or functional area to which you're applying.

You can begin by doing online research, and carefully understanding each part of the job description. It's also a great idea to reach out to any connections you have that are involved in similar roles. Your Google recruiter may also be able to provide you with some additional information in advance.

If you anticipate that you'll have a technical role, or you just want to make sure you're prepared for any technical questions that may arise, then our Google Technical Program Manager guide would be another helpful resource. 

3.2.4 Practice out loud

This may sound strange, but it will significantly improve your confidence and the way you communicate your answers during an interview. Play the role of both the candidate and the interviewer, asking questions and answering them, just like two people would in an interview. Trust us, it works.

3.3 Practice with peers

Practicing by yourself will only take you so far. One of the main challenges of program manager interviews is communicating your different stories in a way that's easy to understand. As a result, we strongly recommend practicing with a peer interviewing you. A great place to start is to practice with friends or family members if you can.

3.4 Practice with ex-interviewers

Practicing with peers can be a great help, and it's usually free. But at some point, you'll start noticing that the feedback you are getting from peers isn't helping you that much anymore. Once you reach that stage, we recommend practicing with ex-interviewers from top tech companies.

If you know a program manager or someone who has experience running interviews at Google or another big tech company, then that's fantastic. But for most of us, it's tough to find the right connections to make this happen. And it might also be difficult to practice multiple hours with that person unless you know them really well.

Here's the good news. We've already made the connections for you. We’ve created a coaching service where you can practice 1-on-1 with ex-interviewers from leading tech companies like Google. Learn more and start scheduling sessions today .

Interview presentation preparation tips

The interview presentation is becoming more common in the hiring process. It gives employers a better overview of your general aptitude and provides you with an opportunity to showcase your skills, knowledge, and experience. But how should you prepare for an interview presentation? What should you include? What if it goes wrong?

4th Jun, 2021

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What is an interview presentation?

As you progress further in your career, particularly to executive level, you may be asked to give a presentation for interview. Perhaps you’ve been asked to conduct research and present your findings to a panel, complete a task and show how you approached it, put together a business plan and present your ideas, or even give a presentation about yourself and how you would excel in the role. Whatever you are presenting about, how you approach it should remain the same.

Many people find giving presentations intimidating, especially during an interview when you’re already nervous, but it’s something that you may have to do throughout your career – the sooner you tackle this skill, the better.

Why are you being asked to do a presentation for a job interview?

Many employers opt for a presentation-style interview as it gives a better overview of your general aptitude when compared to, or combined with, a traditional question and answer interview, like a competency-based interview . The interviewer is looking for proof that you can do the job and that you possess the required skills and traits.

Additionally, if you put time and effort into your presentation, this will highlight to the hiring manager that you are committed to the role and enthusiastic about joining the company. How many times have you been asked in an interview ‘Why do you want this position?’ or ‘What is it about this role that attracted you to it?’. They want to know how much you want this position, rather than just any position.

How to prepare a presentation for an interview

Where do you start? What should you include? The presentation is your opportunity to showcase your knowledge, experience, and communication skills as well as your organisational skills and diligence – so start with the job description and person specification and pick out key skills and traits that the company is looking for. Then you can prepare your presentation around what they want to see.

For example, if the business is looking for someone creative, pay great attention to the style of your presentation. If it is looking for someone who is a confident public speaker, spend more time perfecting your speech. If attention to detail is paramount in the role, double and triple check your spelling and grammar. This is a great starting point and gives you something to build your presentation around.

What to include in an interview presentation

Although you may be tempted to go all out and show your potential employer that you are committed to the job, don’t fall into the trap of creating a 30-slide presentation with reams of text. Try to keep each slide short and significant and aim for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other interviewees. Some interviewers may even give you a specific amount of time for your presentation, make sure you factor this in and don’t go over the time limit – otherwise you may appear to have poor time management skills.

Another way to make sure your presentation engages hiring managers is to include a range of formats to help you illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewers.

If you are conducting research as part of your presentation, include quotes from industry leaders and/or research pieces. This gives your points authority and demonstrates your commercial awareness.

You should also try to incorporate the company’s colours, fonts, or style in your presentation. This will show that you have done your research and highlights your brand awareness.

Finally, check your spelling and grammar thoroughly! Small mistakes can really undermine the content of your presentation.

Tips for presenting at the interview

Presenting is a skill which can be learnt. Even if you are not a confident public speaker, the more you practice, the better you will become.

Present confidently and enthusiastically - Remember to speak clearly, make eye contact, and use open body language.

Don’t just read the slides - There is nothing worse than watching a presentation where the presenter has their back to you the whole time just reading reams of text from their PowerPoint notes.

Try not to talk too fast - Make sure you breathe, and take your time.

Practice, practice, practice - Ensure you are well rehearsed so that you are familiar with the structure of your presentation and are able to deliver it smoothly. If possible, practice your presentation with family members or friends to get used to speaking in front of other people.

Arrive early to give yourself time to set up the presentation and settle any nerves - Get comfortable with PowerPoint and presentation equipment. Make sure you know how to work any projectors, screens, or remote controls before you begin to avoid any awkward stumbles or pauses.

Stay within the allocated time - If you have not been given guidance on length, aim for the 10-minute mark. Time your presentation when you are practising to make sure it will fit within the time limit. If you need to reduce the content of your presentation, cut out the least relevant or weakest points.

Be prepared to adapt - You may have practised your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be interrupted by questions or further discussion unexpectedly.

Breathe and try to enjoy it - By relaxing, you will find yourself presenting better and, if you enjoy it, your interviewers will respond to that and be better engaged with what you are saying.

Tips for keeping the interview presentation simple

It can take a lot of work to make something simple, yet effective, and when it comes to interview presentations less is often more. Keep it short - As previously mentioned, try to keep each slide short and aim for no more than 10 slides in total.

One idea per slide - To make sure your presentation is clear and concise, each slide should represent a different point/idea you want to make.

Stick to the important bits only - If you don’t think it’s important enough to spend time on, don’t have it on your slide.

Use the 4x6 rule - Aim for either four bullet points with six words per bullet point, or six bullet points with four words per bullet point. This way, your slides won’t look too busy.

Minimal text - Instead of writing paragraphs of text, use bullet points and a minimum font size of 24.

What's better for your interview presentation? Cue cards or presenting from memory?

Should you use cue cards in your presentation for interview or try to present from memory?

The answer to this question depends on what you feel most comfortable doing. If you find that having cue cards will help ease your nerves and ensure that you don’t forget your speech, then there is nothing wrong with that.

However, if you choose to use cue cards, you should not rely too heavily on them. You shouldn’t stand in front of the interviewers and look down at the cards continuously, neither should you write your whole speech out on the cards and read directly from them. They are cue cards for a reason and should only give you prompts on what to talk about. If your interview presentation has a lot of statistics on, using cue cards to remember the figures if you are unable to memorise them all is an excellent strategy.

What to do when things go wrong

You can practice your interview presentation as much as possible, but something may still go wrong and it’s important to be prepared for this eventuality. Here are some things that could go wrong and how to deal with them: Technical issues

There is not a lot you can do to prevent technical issues, especially if you are using someone else’s computer. But there are ways you can prepare just in case. Ensuring you have access to multiple sources of your presentation is key. Email the file to yourself and the recruiter, bring a copy on a USB stick and printed handouts. This way you are covered if anything goes wrong with the file you’re intending to use.

Your mind goes blank

Even those who are pros at presenting can sometimes lose their train of thought and find that their mind goes blank. The key here is not to panic. If possible, take a bottle or glass of water in with you and use this chance to take a sip, breathe and try to relax. Then look at your presentation slide or your cue cards and pick up where you left off. It may be helpful to repeat the last point you made as saying it out loud could spark your memory for your next point.

You are asked a question that you don’t know how to respond to

If you have allotted time at the end of your presentation to allow the interviewer to ask any questions (which is recommended), don’t worry if someone asks a question that you are not sure on. It may be that the interviewer is looking to see how you respond to a challenging question, so how you react is often more important than the answer itself.

If you do not understand the question, ask the person to explain. There is nothing wrong with doing this and shows more confidence than just saying that you don’t know. If you understand the question but are not sure of the answer, then admit that you don’t have the full answer, provide what information you do have, and offer to come back to them at a later date with a complete answer.

10-minute interview presentation template

Below is a presentation for interview example. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer. Slide 1 - Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expect. Slide 2 - About you – Detail your professional experience, skills and working style. Slide 3 - Company history – Give a brief summary of the company history, any milestones or awards. Slides 4-7 - Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestions. Slide 8 - Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interaction. Slide 9 - Conclusion – Sum up the key points you have made, reach a decision, and explain your reasoning. Slide 10 - Personal achievements – End the interview on a high with a brief slide highlighting achievements that show how you will succeed in the role.

For more information on how to ace your interview, download our free guide, ‘ Getting the best from your interview: Candidate interview tips and tricks ’, or contact your local recruitment specialist today.

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Frequently Asked Questions

A job interview presentation is all about selling yourself. Be confident, speak clearly, and make eye contact with the interviewer. Don’t be afraid to promote yourself and highlight your achievements. This is your chance to really show the interviewer that you are capable and have the necessary skills to do the job. By putting time and effort into your presentation, you can show them how dedicated you are to the role and the company. For more information on how to ace your interview, download our free guide, ‘ Getting the best from your interview: Candidate interview tips and tricks ’.

Using cue cards can support you with your interview presentation, as long as you use them for their intended purpose. Do not write your entire presentation for interview out on cards and read from them word for word or constantly hold them in your hand and fail to make eye contact with the interviewer. Use them only to prompt you or for remembering key facts and figures. For more tips, read our article on ‘interview tips & questions’ .

If you have been sent a presentation brief that you do not understand – don’t panic. If there are words that you are not sure about, do some research and try your best to figure out what the organisation is asking of you. If you are still unsure, you could ask your recruiter as they may have seen this brief before and can give you an idea. If you are dealing directly with the hiring manager, then it may be worth checking that your interpretation of the brief is correct.

It is better to ask the question than present on something completely different to what the interviewer has asked. However, instead of saying to them that you don’t understand the brief and leaving it at that, tell them your understanding of it and ask if this is correct. This will show that even though you are unsure, you have taken the time to try to come to a conclusion yourself before asking for help. Download our free interviewing guide for more tips and advice.

How long your job interview presentation should last depends on what guidance you have been given. Thoroughly read the brief, as the recruiter or hiring manager may have specified the length of time you have for your presentation. If they haven’t given any indication, you should aim for 10 minutes, including time for questions and answers. For more tips on interviewing, read our article on ‘interview tips & questions’ .

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20 Program Manager Interview Questions and Answers to Help You Prepare

Common Program Manager interview questions, how to answer them, and sample answers from a certified career coach.

Congratulations! You got the interview for a program manager position. But right after you put the date on your calendar, the interview jitters hit. Your mind starts racing: What kinds of questions will they ask you? How can you prepare and make sure you seem confident? Do you have the project management skills needed to succeed?

Take a deep breath—we’re here to help. If you have an interview for a program manager position coming up, this post is for you. We’ve gathered some common program manager interview questions (plus tips on how to answer them) that you should know before heading into the room.

• What strategies do you use to ensure successful project completion?
• Describe a time when you had to manage multiple projects simultaneously.
• How do you handle difficult stakeholders or team members?
• Explain your experience with developing and managing budgets for programs.
• What is the most important factor in ensuring program success?
• How do you prioritize tasks and delegate responsibilities among team members?
• Provide an example of a successful program you have managed in the past.
• What metrics do you use to measure progress towards program goals?
• How do you stay informed about industry trends and developments that may affect your program?
• Describe your experience working with cross-functional teams.
• What strategies do you use to identify potential risks and develop mitigation plans?
• How do you ensure effective communication between all stakeholders involved in a program?
• What would you do if a key stakeholder was not supportive of the program objectives?
• How do you handle unexpected changes in scope or timeline during a program?
• Are you familiar with Agile methodology and how it applies to program management?
• Do you have any experience with process improvement initiatives?
• How do you approach setting and achieving long-term goals for a program?
• What strategies do you use to motivate team members and keep them engaged?
• Describe a situation where you had to navigate a complex legal or regulatory issue as a Program Manager.
• How do you evaluate the success of a program once it has been completed?

1. What strategies do you use to ensure successful project completion?

Program managers are often responsible for overseeing multiple projects at once, and they need to be able to move between them quickly and efficiently. The interviewer wants to know that you’re able to prioritize and manage your time in a way that ensures each project is completed on time and with the desired results. They’ll also want to know that you’re familiar with various project management methods and techniques for ensuring successful outcomes.

How to Answer:

You should be prepared to discuss the strategies you’ve used in past projects, as well as any project management methodologies or tools you’re familiar with. Examples of strategies could include breaking down large tasks into smaller pieces and delegating them to team members, setting milestones for each stage of the project, proactively communicating with stakeholders, and utilizing risk mitigation techniques such as creating a backup plan in case something goes wrong. Be sure to mention how these strategies have helped you ensure successful outcomes in the past.

Example: “I’ve found that the most successful projects are those in which I break down large tasks into smaller, more manageable pieces and delegate them to team members. This helps ensure that everyone is on the same page and working towards the same goal. Additionally, I like to set milestones for each stage of the project so we can track our progress and make sure we stay on schedule. I also believe in proactively communicating with stakeholders throughout the process to ensure they’re kept up to date on any changes or issues. Finally, I utilize risk mitigation techniques such as creating a backup plan in case something goes wrong. These strategies have helped me successfully complete multiple projects in the past.”

2. Describe a time when you had to manage multiple projects simultaneously.

Program managers are expected to juggle multiple projects and tasks at once, often with limited resources. This question gives the interviewer an opportunity to gauge your experience in this area and the strategies you use to stay organized and on task. Interviewers will be looking for examples of how you managed competing deadlines and communicated with stakeholders, as well as how you handled any issues that arose between projects.

The best way to answer this question is by providing an example of a successful project you managed and the strategies you used. Talk about any tools or processes you implemented, such as creating detailed timelines, setting clear expectations with stakeholders, or breaking down tasks into manageable chunks. You can also discuss how you kept track of progress and adjusted your strategy if needed. Be sure to emphasize the positive outcome of the project and how it was completed on time and within budget.

Example: “I recently managed a project that involved developing a new software system for a client. I had to manage several teams simultaneously, each with their own deadlines and tasks. To ensure the project was completed on time and within budget, I created a detailed timeline for each team and communicated expectations clearly. I also set up weekly check-ins with each team to track progress and make sure everyone stayed on task. In addition, I implemented a process of daily communication between teams to identify any potential issues before they became major problems. As a result, the project was successfully completed ahead of schedule and under budget.”

3. How do you handle difficult stakeholders or team members?

Program managers are expected to bring together team members, stakeholders and other partners to ensure a project is completed on time and within budget. This means they must be able to manage the many different personalities and competing interests that come along with a project. In addition, they must be able to resolve conflicts quickly and effectively. By asking this question, the interviewer wants to make sure that you have the skills to take on such a role.

Start by talking about how you approach difficult situations. Do you prefer to talk things out with the person or do you handle it behind the scenes? Explain that your goal is always to find a solution that works for everyone involved, and that you strive to be respectful of all parties. Then give an example of a time when you successfully handled a difficult situation. Talk about what steps you took and why they worked. Finally, emphasize that you’re willing to take responsibility for any mistakes made and learn from them.

Example: “I prefer to talk things out with the person or people involved in order to find a solution that works for everyone. I believe it’s important to be respectful of all parties and to strive for a win-win outcome. For example, when I was working on a project last year and there were differences of opinion between two stakeholders, I sat down with them both separately and then together to discuss their concerns. We eventually came up with a compromise that addressed both sides’ needs and allowed us to move forward. I always take responsibility for any mistakes made and use them as an opportunity to learn and grow.”

4. Explain your experience with developing and managing budgets for programs.

Program managers are responsible for overseeing the budget, timeline, and other aspects of programs they manage. They must be able to accurately estimate costs, identify areas of potential savings, and track spending in order to keep the program on track and within budget. Interviewers want to know that you have the experience and knowledge to effectively manage a program’s budget.

Start by discussing your experience with budgeting. Talk about any courses or certifications you have taken related to budgeting, as well as any past experience you have had in developing and managing budgets for programs. You can also discuss specific techniques you use to track spending and identify areas of potential savings. Finally, be sure to provide examples of how you have successfully managed a program’s budget in the past and what kind of results you were able to achieve.

Example: “I have extensive experience with developing and managing budgets for programs. I have taken courses in budgeting and earned a certification in project management, which has given me the tools to accurately estimate costs and track spending. In my current role as Program Manager at XYZ Corporation, I am responsible for creating and managing the program’s annual budget of $2 million. To do this, I use various techniques such as data analysis, cost-benefit analysis, and financial forecasting. I also regularly review the budget to identify areas of potential savings. As a result of my efforts, I was able to reduce the budget by 10% while still meeting all of our objectives.”

5. What is the most important factor in ensuring program success?

Program managers are tasked with keeping a project on track, on budget, and on time. This question is a chance for the interviewer to get a sense of your understanding of project management and your experience with program management. The answer you give should demonstrate your knowledge of the key factors that influence program success, such as communication, budgeting, and goal setting.

The most important factor in ensuring program success is effective communication. Clear and regular communication between all stakeholders, including the client, team members, and other partners, is essential for successful project management. Additionally, setting realistic goals and maintaining a well-defined budget are also key factors in ensuring program success. Finally, having an agile mindset that allows for quick pivots when necessary can help ensure projects stay on track.

Example: “For me, the most important factor in ensuring program success is effective communication. Clear and regular communication between all stakeholders, including the client, team members, and other partners, is essential for successful project management. I have experience developing and maintaining a communication plan that outlines expectations, tasks, deadlines, and any changes to the project scope or timeline. Additionally, setting realistic goals and maintaining a well-defined budget are also key factors in ensuring program success. Finally, having an agile mindset that allows for quick pivots when necessary can help ensure projects stay on track.”

6. How do you prioritize tasks and delegate responsibilities among team members?

Program managers are expected to be highly organized and able to effectively manage multiple projects and people at once. When asked this question, you should be prepared to demonstrate your ability to assess priorities, delegate tasks appropriately, and ensure that the team is working together efficiently.

To answer this question, you should explain your process for prioritizing tasks and delegating responsibilities. Talk about how you assess the importance of each task and assign it to the right team member based on their skillset and availability. You can also discuss any strategies or methods that you use to ensure that everyone is working together efficiently, such as regular check-ins with team members or setting up a project management system. Finally, emphasize that you are always willing to adjust priorities and delegate tasks differently if needed.

Example: “When I’m managing a program, I prioritize tasks based on their importance and urgency. I then assign them to the appropriate team members based on their skillset and availability. To ensure that everyone is working together efficiently, I use project management software and hold regular check-ins with each team member. I also make sure that everyone has access to the same information so they can stay up to date on any changes or new developments. Finally, I’m always willing to adjust priorities if needed in order to keep the project running smoothly.”

7. Provide an example of a successful program you have managed in the past.

Program managers are tasked with overseeing multiple projects and ensuring that they are completed on time and on budget. This question is designed to assess your ability to manage a program, as well as your success in doing so. The interviewer will want to know the details of the program, including the scope, budget, timeline, and results. This question also gives you an opportunity to highlight your problem-solving skills, as well as your ability to work with multiple stakeholders.

Start by framing the program—what was its purpose and what were the goals? Then, provide an overview of your role in managing the program. Talk about how you worked with stakeholders to define the scope of the project and create a timeline for completion. Discuss any challenges that arose during the course of the program and how you overcame them. Finally, discuss the results of the program and how it achieved its goals.

Example: “I recently managed a program for ABC Corporation that aimed to develop a new customer loyalty program. My role was to define the scope of the project, create a timeline and budget, and work with stakeholders from various departments to ensure that all aspects of the program ran smoothly. I identified potential risks and created strategies to mitigate them. The program was completed on time and within budget, and resulted in an increase in customer satisfaction and retention.”

8. What metrics do you use to measure progress towards program goals?

Program managers need to be able to track performance, compare results to goals, and anticipate risks. This question is meant to gauge your understanding of the importance of metrics and your ability to use them to measure progress. It also shows the interviewer that you have a good understanding of the program’s goals and can use metrics to track performance towards those goals.

First, you should explain the metrics that you use to measure progress. These can include time-based metrics, such as deadlines and milestones; financial metrics, such as budgeting and cost savings; or customer satisfaction metrics, such as surveys and feedback. You should also explain how these metrics are used to track performance towards a program’s goals. Finally, it’s important to show that you understand the importance of using data to make decisions and adjust strategies when needed.

Example: “I use a combination of quantitative and qualitative metrics to measure progress towards program goals. I track time-based metrics, such as deadlines and milestones, as well as financial metrics, such as budgeting and cost savings. I also use customer satisfaction metrics, such as surveys and feedback, to get a better understanding of how the program is performing. By tracking these metrics, I am able to identify areas of improvement and adjust strategies and plans as needed. This helps me ensure that the program is meeting its goals and objectives.”

9. How do you stay informed about industry trends and developments that may affect your program?

Being a successful program manager requires a thorough understanding of the industry you’re working in. It’s important to be aware of any new technologies, regulations, or other changes that may affect your program. The interviewer wants to know how you stay informed and up to date on these changes. This question is also a great way to showcase your knowledge and research skills.

You should be prepared to explain how you stay informed about industry trends and developments. You can talk about any research methods or resources that you use, such as attending conferences, reading trade publications, following industry leaders on social media, or subscribing to newsletters. Be sure to mention any specific examples of how your research has helped you in the past. Additionally, emphasize your ability to quickly learn new information and apply it to your work.

Example: “I stay informed about industry trends and developments by reading trade publications and attending industry conferences. I also follow industry leaders and influencers on social media, and I subscribe to relevant newsletters and podcasts. I’m always looking for ways to stay ahead of the curve and be aware of any changes that could affect my program. For example, I recently read about a new regulation that was going to be implemented in our industry, which I was able to quickly research and incorporate into my program. My research skills have allowed me to stay on top of any changes and ensure that my program is up to date and compliant with industry standards.”

10. Describe your experience working with cross-functional teams.

As a program manager, you’ll often be working with people from different departments, each with their own goals and objectives. The interviewer wants to know that you can manage and coordinate these different teams in order to get the desired outcome. They’ll want to know that you can build relationships with team members from different departments, understand their different needs, and communicate effectively with them to ensure everyone is working together towards the same goal.

Program Managers are expected to coordinate and collaborate with different teams, so it is important for the interviewer to understand your experience in this area. You should be able to demonstrate that you have worked successfully with multiple departments or stakeholders to achieve a common goal. Talk about how you were able to build relationships with each team member, identify areas of overlap, and develop strategies to ensure everyone was working together towards the same objectives. Be sure to emphasize any successes or accomplishments you achieved through your work with cross-functional teams.

Example: “I have extensive experience working with cross-functional teams. In my current role as a Program Manager, I have successfully coordinated and collaborated with multiple departments in order to achieve our desired outcomes. I have developed strong relationships with each team member, and I understand the different needs and objectives of each department. I have also been successful in creating strategies to ensure that everyone is working together to achieve the same goal. In addition, I have been able to identify areas of overlap and ensure that resources are used efficiently and effectively.”

11. What strategies do you use to identify potential risks and develop mitigation plans?

Program managers are responsible for overseeing the entire lifecycle of a project, from planning to execution, so it’s important for them to be able to identify potential risks and develop strategies to minimize them. Knowing how to effectively manage risk is a critical part of any successful project, so the interviewer wants to know that you have the skills and experience to do so.

You should be prepared to explain the strategies you use to identify potential risks and develop mitigation plans. This could include researching industry trends, creating a risk register, or using project management software to track risks. You might also talk about how you collaborate with stakeholders to ensure that all risks are identified and addressed. Finally, emphasize your experience in developing effective mitigation plans that have successfully reduced risk on past projects.

Example: “I believe that effective risk management is essential for any successful project. My approach is to start by researching industry trends and identifying potential risks that could arise. I also create a risk register to document these risks and use project management software to track them. I then collaborate with stakeholders to ensure that all risks are identified and addressed. Finally, I develop effective mitigation plans that have successfully reduced risk on past projects. I have a proven track record of doing this successfully and would be happy to discuss further examples of my work.”

12. How do you ensure effective communication between all stakeholders involved in a program?

Program managers need to be able to keep all stakeholders informed of the progress of a project and have the organizational skills to ensure that everyone is on the same page. This question is a great way for the interviewer to get a sense of your ability to communicate and manage multiple relationships. It also provides insight into your ability to effectively manage a project and its progress.

The best way to answer this question is to give a specific example of how you have managed communication between stakeholders in the past. Talk about the methods you used, such as regular meetings or emails, and explain how these helped keep everyone informed and on the same page. You can also talk about any tools or processes that you implemented to ensure effective communication. Finally, emphasize your ability to listen to all stakeholders and incorporate their feedback into the project.

Example: “I believe that effective communication between all stakeholders is essential for successful program management. In my experience, I have found that regular meetings are the best way to ensure that everyone is on the same page. I also make sure to send out emails with updates and reminders about upcoming deadlines and tasks. I also use project management software to track progress and ensure that everyone is aware of the project’s timeline. Additionally, I make sure to listen to all stakeholders and incorporate their feedback into the project. This helps to ensure that all stakeholders feel heard and that their input is valued.”

13. What would you do if a key stakeholder was not supportive of the program objectives?

Program managers must be adept at navigating the complexities of working with different stakeholders, each with different interests and goals. The interviewer wants to know how you would handle an important stakeholder who is not supportive of the program objectives. This question is a chance to show how you could use your interpersonal skills and problem-solving abilities to come up with a solution that meets the needs of all stakeholders.

Start by acknowledging the importance of having a stakeholder on board for any program to be successful. Talk about how you would assess the situation, identify the root cause of the issue and work towards finding a solution that meets everyone’s needs. You could also talk about how you would use your leadership skills to bring all stakeholders together to discuss their concerns and reach an agreement. Finally, discuss how you would monitor progress and ensure that all parties are kept informed throughout the process.

Example: “If a key stakeholder was not supportive of the program objectives, my first priority would be to assess the situation and identify the root cause of the issue. I would then use my interpersonal skills to bring all stakeholders together for a discussion and work towards finding a solution that meets everyone’s needs. I would also use my leadership skills to ensure that everyone is on the same page and that all parties are kept informed throughout the process. Finally, I would monitor progress regularly to ensure that the program is going according to plan.”

14. How do you handle unexpected changes in scope or timeline during a program?

In project management, it’s not uncommon for scope to change or timelines to be extended. The ability to handle these unforeseen changes is a key skill for any program manager. By asking this question, the interviewer wants to gauge your level of flexibility and how you manage expectations when changes occur. They’re also looking to see if you can think quickly and problem-solve on the spot.

Start by explaining how you would assess the change to determine its impact on the program. Then discuss how you’d communicate the change to stakeholders, and how you’d manage expectations around the new timeline or scope. Lastly, talk about how you’d adjust your plan accordingly and ensure that the team is still on track to meet their goals.

Example: “When a change occurs, I take a step back to assess the situation and understand how the change will impact the program. I then communicate the change to all stakeholders, and make sure they understand the impact on timeline and scope. I work with the team to adjust our plans and processes accordingly, and I ensure that our goals are still being met. I also keep an eye on the budget and timeline, and make sure that the team is staying on track. Finally, I document all changes, so that everyone is aware of the new plan and timeline.”

15. Are you familiar with Agile methodology and how it applies to program management?

Program management is all about being able to manage multiple projects and tasks at once, and agile methodology is one of the most popular frameworks for doing so. Agile methodology is a set of principles and practices that help organizations stay on track and reach their goals, and it’s important for program managers to understand how to use it. This question is meant to gauge your knowledge of, and experience with, agile methodology.

The best way to answer this question is to provide a brief overview of agile methodology and how you have applied it in your work. Be sure to include any successes or challenges you’ve experienced when using agile methodology, as well as any lessons you’ve learned from those experiences. If you don’t have direct experience with agile methodology, discuss how you believe it could be used in program management.

Example: “Yes, I am very familiar with agile methodology and have applied it to program management in my previous roles. I’ve found that using agile methodology allows teams to identify and address any potential issues quickly, stay on track and reach their goals efficiently. I’ve also learned that it’s important to be flexible and adjust your approach when needed, as well as to encourage collaboration and communication among team members. I believe that agile methodology is an essential tool for successful program management and I’m confident that I can use it to ensure the success of any program I manage.”

16. Do you have any experience with process improvement initiatives?

Process improvement is a key component of a Program Manager’s job. It’s essential that you can identify areas of opportunity, develop strategies to improve, and ultimately create better processes that save time, money, and frustration. An interviewer will want to know if you have any experience with these initiatives and how you’ve been successful in the past.

Talk about a time when you identified an area of opportunity and implemented a process improvement initiative. Describe the steps you took to identify the problem, develop a solution, and implement it successfully. Show that you have experience in this area by talking about how your solutions improved efficiency, saved time or money, or increased customer satisfaction.

Example: “I recently identified an area of opportunity in the customer onboarding process and implemented a process improvement initiative. I started by gathering data on customer onboarding times and customer feedback. I then developed a strategy to streamline the process and improve customer satisfaction. I worked with the customer service team to create a new system that increased the efficiency of onboarding and reduced customer onboarding times by 25%. The process improvement initiative was a success and resulted in higher customer satisfaction and a more efficient onboarding process.”

17. How do you approach setting and achieving long-term goals for a program?

Program managers are responsible for the big picture, which can require juggling a lot of moving parts. How do you go about setting long-term goals that are realistic and achievable? How do you communicate those goals to the teams involved? Are there any specific methods or processes that you’ve used in the past to help organize and prioritize tasks? This question is a great way to find out how you think strategically and how you go about tackling large projects.

You should talk about how you approach setting long-term goals for a program. This could include breaking down the goal into smaller, more manageable tasks and assigning them to team members with deadlines. You can also discuss how you prioritize tasks and delegate responsibilities based on skill set and availability. Additionally, you may want to mention any processes or methods that you’ve used in the past to help organize and prioritize tasks.

Example: “When I approach setting long-term goals for a program, I start by breaking down the goal into smaller, more manageable tasks and assigning them to team members with deadlines. I prioritize tasks based on urgency, importance, and the skill sets of the team members involved. I also use a variety of methods to keep everyone on track, including regular check-ins and progress reports. I’ve also found that setting short-term goals along the way helps to keep the team motivated and on track. My ultimate goal is to ensure that the team is working together in an efficient and organized manner to achieve the program’s long-term goals.”

18. What strategies do you use to motivate team members and keep them engaged?

Program managers are responsible for leading and coordinating team members, often in different departments or locations. They must be able to manage the team’s performance and keep them motivated and engaged in order to achieve their goals. This question is designed to test your understanding of how to motivate and engage a team.

You should focus on the strategies you have used in the past to motivate and engage team members. You can talk about how you set clear expectations, provide feedback and recognition, create a positive working environment, and encourage collaboration. You should also mention any initiatives you’ve implemented that have been successful, such as team-building activities or rewards programs. Finally, emphasize your ability to adapt your strategies to different teams and situations.

Example: “I believe that the key to motivating and engaging team members is to create a positive work environment where everyone feels supported and appreciated. I set clear expectations for performance and make sure that team members have the resources and support they need to meet those expectations. I also provide regular feedback and recognition to show that their hard work is appreciated. Additionally, I foster collaboration between team members and encourage them to work together to achieve our goals. I have also implemented initiatives such as team-building activities and rewards programs to further motivate and engage team members. I’m confident that my strategies will help your team reach their goals.”

19. Describe a situation where you had to navigate a complex legal or regulatory issue as a Program Manager.

Program managers often need to be able to think critically and strategically in order to manage complex projects. In addition to understanding the technical aspects of the project, they must also be able to navigate regulatory and legal issues that may arise. This question gives the interviewer an idea of how well you can think on your feet and handle complex situations.

Start by describing the situation and how you identified it. Then, explain how you gathered all of the necessary information to make an informed decision. Finally, talk about how you worked with relevant stakeholders such as legal teams or compliance officers to ensure that the project was compliant with any applicable regulations. Be sure to emphasize your ability to think critically and strategically in order to find a solution that met everyone’s needs.

Example: “I was working on a project to develop a new software system for a government agency. During the development process, we realized that there were several legal and regulatory issues that needed to be addressed. I quickly identified the relevant statutes and regulations, and then consulted with the legal team to develop a plan for compliance. I worked closely with the legal team to ensure that all of the necessary steps were taken to ensure that the project complied with the applicable regulations. In the end, the project was completed on time and within budget, and without any legal or regulatory issues.”

20. How do you evaluate the success of a program once it has been completed?

Program managers are expected to be able to assess their own work and the work of their teams. They need to be able to identify what went well during a project, what didn’t, and how to make improvements for future projects. Being able to evaluate the success of a program is a key skill for a program manager.

Your answer should include the different metrics you use to evaluate success. Examples of these metrics can include customer satisfaction, cost savings, time-to-market, and other key performance indicators (KPIs). Be sure to explain how you track each metric and what thresholds you consider “successful” for each one. Additionally, it is important to discuss any feedback that you receive from stakeholders or team members, as well as any lessons learned during the program.

Example: “I evaluate the success of a program by looking at both quantitative and qualitative metrics. I track customer satisfaction, cost savings, and time-to-market, and I consider any feedback that I receive from stakeholders or team members. I also use the program’s KPIs to determine if the program met its goals. Additionally, I make sure to take the time to reflect on the program and identify any lessons learned that can be applied to future programs. This helps me to ensure that future programs are even more successful than the ones that came before.”

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Demonstrate Your Skills in an Interview with a PowerPoint Presentation

Extra effort brings extra results . Everything you do before, during, and after your interview, matters at the end of the hiring process. To prepare a PowerPoint presentation is definitely a good idea–especially when you can use it to demonstrate your knowledge of the job , or to showcase a successful project which you completed . Job seekers typically prepare one of the following presentations:

• Work portfolio – the presentation gives a brief insight on your career, the jobs you’ve had, the projects you managed, and the things you achieved and learned while working on them. Portfolio is especially useful for people who apply for technical jobs, such as graphic designer, project manager, web developer, application developer, marketing manager, cook , etc.
• Presentation of a specific project – for example if you apply for job in software development company, you can prepare a PowerPoint presentation of one of the projects you led. From first draft and planning of the application through setting milestones to completing them. Such a presentation helps you to demonstrate your excellent pm skills.

* Do not forget to check also: Project Manager Interview Questions .

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Ask them whether you can use a presentation

A presentation is an effective way of demonstrating your skills, and if you do it in a right way, you will benefit from having it in an interview. Nevertheless, you should always ask the interviewers whether you can do the presentation.

Many hiring managers have their own way of doing things, they follow a strict interview template with each job candidate, and they have a packed schedule from morning to evening. In such a case may not allow you to show your presentation–simply because they want to follow the very same interview template with each job candidate –either everyone shows their PowerPoint presentation, or no one will.

Bearing this in mind, you should call them before the interview and ask about an option to show the PowerPoint presentation. Remember that even if they do not allow you to do it, they will appreciate the idea , and the extra effort you made to prepare something for your interview. All HR managers love the “I do more” attitude.

How to prepare a presentation

From a software point of view, you will find good tutorials on YouTube , and learn how to prepare a great-looking PowerPoint presentation with ease. From the content point of view, check our interview portfolio article to understand what you should include on your presentation, and what you should rather avoid.

Practice makes perfect, bad presentation can kill your chances

It happened to me several times that a job applicant brought their laptop to the interview, and they delivered their presentation. We did not agree about this upfront, but I never follow a strict template in job interviews, and I like applicants that do something more while trying to succeed. Therefor I let them to deliver the presentation.

More often than not, however, the presentation had very little to do with the job offer. Or, even worse, the way they delivered it uncovered their weaknesses in terms of their communication, presentations, or project management skills. Take my advice: Practice your presentation before an interview, and make sure that it relates to the job you try to get. Honestly, no presentation is better than a bad one.

Do not put us under pressure, let us lead the interviews

Most interviewers have an exact schedule for their interviews, and the template, and they try to follow both of them. You should not interrupt them at the beginning and tell that you want to present your portfolio, or certain project with the help of MS PowerPoint.

You should wait for a good time , and a good time comes when:

• We ask about your working experience.
• At the end of the interview, when everything else has been said and done.
• When they ask you a practical question, and the answer can be explained with the help of your presentation (this is actually the best time to suggest doing it).

Conclusion and next steps

Wait for the right time. It may come, and it may not come. Maybe everything goes well, and you won’t even need the presentation to get a job . Do not press the issue, do not try to do the presentation at all costs.

If you get a chance to show us your presentation, ensure that the content relates to the job offer, and demonstrates the value you can bring to our company. Practice your presentation beforehand , and ensure you’d deliver it in a best possible way–showing your strong presentation and communication skills.

While the presentation can help you greatly with your efforts to get a job, other things matter as well in an interview. Let’s prepare for them together:

• How to answer interview questions – Not only WHAT you say, but also HOW you say it matters in an interview.
• Salary negotiation tips – Learn how to get the best possible salary offer at the end of your job interview.
• How to overcome interview nerves – Feeling anxious before your interview? You are not alone, and we will show you how to solve this problem.
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How to win the product manager presentation interview.

• October 8, 2018

Kristen Miller

In the final round of your Product Manager interview , you will be expected to prepare a short presentation walking the interviewer through a product strategy you developed and are proud of. Before diving into your preparation, give yourself a pat on the back for making it this far in the interview process! Carry this boost of confidence with you into your presentation to win the Product Manager job of your dreams. 

For this podcast, we asked Tony Rudeen , Director of Product Management at Dutchie to help us navigate a standard Product Manager presentation. Listen along as we break down what you need to know about the Product Manager interview presentations.

What Is the Interviewer Looking For?

Please prepare a short presentation that will walk us through a product strategy you developed that you are particularly proud of.

Your Product Manager interview presentation should include the following:

• The problem you are trying to solve or opportunity you are seizing
• The way it fits into the organization’s mission, goals, or KPI’s
• Explain where the strategy originated and why you’re proud of it
• Explain a key design decision that positively impacted the product
• Share an example of a technical challenge, roadblock, or constraint that influenced the product
• Highlight your role on the team and your contribution
• Reflect on what went well and what you learned from the process
• If possible, share screenshots or a demo

While the information you provide in your presentation is tremendously important, the company is not solely concerned about the data. They are evaluating your ability to give a presentation that is part strategy and part execution. You want to show the team you can communicate effectively by familiarizing and explaining your concepts to people who may know nothing about your project. 

The presentation is not just about your accomplishments and achievements, it is about how you are able to communicate them to others.

Product Manager Presentation Interview Step 1: Choosing the Problem

Most business problems fall into one of two buckets: growing revenue or cutting costs. Saving time is another attractive problem to solve. These are the most macro-level business problems and, whether you have a product management background or not, you likely have experience in contributing solutions.

Presenting a problem you have solved related to growing revenue may be slightly more attractive than problems of cutting costs because there is no real cap on growth. For example, you can only cut costs so low while still running a business and selling a product. You will never be able to cut costs down to zero. However, you can grow your revenue far beyond any foreseeable limit or goal the company has set. There is more opportunity to exceed expectations when you are talking about growing revenue.

You want to show the interviewers how you can find a problem and portray a solution while also meeting metrics and company goals.

Interview Presentation Step 2: Presenting the Solution

Every company has a unique mission and focused set of goals or KPI’s. Your goal metrics will vary depending on your industry and your function within the company. It’s important to present metrics that line up with the problem you are solving. 

Even without a technical background, you can explain a key design decision that positively impacted the product. The easiest answers are UX-related. Small, incremental changes greatly affect the metrics over time and are a great example to give in your presentation. If you do have a technical background, you can also give a more technical design perspective.

Interview Presentation Step 3: Highlighting a Roadblock You Overcame

One of the key aspects of your Product Manager interview presentation is sharing a challenge or roadblock you overcame that influenced the product. For example, a time when you presented the solution to a stakeholder and they completely rejected the idea. Explain how you were able to work with the stakeholder to find a solution that works for them. Identifying what didn’t work well in your last project and acknowledging it in your presentation shows the interviewer you can learn from your mistakes and will apply what you learned to your next product.

Win the Product Manager Presentation Interview

For more interview tips and presentation preparation, schedule a free coaching call with a Product Gym career coach. Together we can identify your strengths and highlight your skills to help you land your Product Manager dream job. 

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Complete Guide For Preparing Job Interview Presentation With Examples

Making a presentation during an interview can be intimidating! Still, it’s a terrific method for you to highlight your abilities, personality, and suitability for the position and an excellent approach for employers to learn more about your expertise and knowledge.

Your ability to effectively communicate essential information and the quality of your design can frequently make the difference between a failed and successful presentation. No matter how solid your research or ideas are, excessive slides, packed content, and unreadable fonts might turn interviewers off. However, developing an eye-catching presentation can support your expertise and give you more confidence. It is a skill you should invest time in learning.

In today’s blog, we will go through all the components you should include in a presentation for interview and how to deliver them efficiently.

What Is A Job Interview Presentation?

Before seeing what you should include in a presentation for interview, let us discuss what is an interview PowerPoint presentation: 

As your career advances, especially to an executive position, you might be required to give a presentation during an interview. These kinds of presentations help the hiring manager in doing employee performance reviews and let them decide whether you’re worthy of the position. 

You may have to assemble a business plan and present your ideas, finish a task and demonstrate how you approached it, conduct research and submit your findings to a panel, or even give a presentation about why you would be an excellent fit for the position. All these presentations and tasks can be classified as interview presentations as they will convey your knowledge about the industry, organizational skills, communication skills, attention to detail, creativity, and more.

Giving presentations is something that many people find scary, especially when they’re concerned about an interview. However, you might have to do it at some point in your career, so the sooner you learn how to do it, the better. So, in the next section, we will see what an employer expects to see in your presentation for interview. 

What Is the Employer Looking for in a presentation for interview?

The employer searches for a candidate who will stand out throughout the hiring process. They are looking for someone who will blend in with the business culture and who is knowledgeable about their profession. Another method to determine if candidates are qualified for the position is to ask them to give a presentation.

During the interview, your employer might notice the following crucial competencies:

• Your written and vocal communication style
• The way you interact with your audience
• Your profession and industry expertise
• Your capacity to adhere to a brief
• Your capacity for organization
• Your meticulousness

When an employer witnesses a blind presentation, they can additionally note:

• Your ability to function under pressure
• How imaginative you are

In the end, the employer is also determining whether you fulfill the requirements listed in the job description, so make sure to review it while you prepare.

What to include in a job interview presentation template

Here are a few components that you should consider while preparing a powerpoint presentation for interview:

Presentation type and topic

Choose a presentation style before you start getting ready for a presentation. It will impact the kind of template you make. For a virtual slideshow presentation, write a simple slide breakdown or a script for an oral presentation. The technologies used during your interview also influence your presentations. Consider contacting a recruiting manager with any queries before making any preparations if you need clarification on what they anticipate. When given a topic for your presentation, you can plan your study accordingly. Alternatively, suppose you have the freedom to select your topic. In that case, it’s advisable to focus on themes that ignite your passion and align with your expertise, ensuring you can effectively convey your message quickly.

Make a shorter presentation with tons of words, even if you want to impress your potential boss by showing how much effort you put in. Keep it simple with short slides that look good and convey your message. Aim for no more than ten slides, and make everything brief. It guarantees that the material you present will stick in the recruiter’s mind and make you stand out from the other applicants. Some recruiters might even allot a certain amount of time for your presentation; be sure to account for this and stay within it to avoid giving the impression that you lack time management abilities.

Include research findings and quotes from prominent figures in the industry in your presentation if you are performing research for it. It exhibits your business awareness and lends authority to your ideas.

Brand Style

Use the presentation and style of the company. It will demonstrate your diligence in research and draw attention to your brand awareness.

How To Prepare A Presentation For A Job Interview

To prepare a PowerPoint presentation for interview, follow these five steps:

1. Analyze the business

Be sure to research the company you are applying to before submitting your application. By exploring the business, you can incorporate crucial details into your presentation. To learn more about the company’s offerings, application procedure, market size, performance, leadership, and governance, visit their website. Examine news stories, features, and press releases recently covered by the media. If the business has a social media account, review the most recent updates to see the preferred tone and any new advancements.

2. Recognize your target audience

The audience for your interview will probably vary depending on the job you are applying for. It is essential to know who will be at your presentation, their departments, roles, and what they’re good at. For example, suppose you’re applying for human resources. In that case, your presentation will differ from someone applying for a sales or executive role. Hence, it will be more effective if you customize your presentation for the audience. Make a PowerPoint presentation that interests and is relevant to the audience’s technical and non-technical segments.

3. Get notes ready

Make notes on the company or sector you will present for. It’s crucial to be ready to discuss the topic you’ll be given during the interview. The interviewer can gauge your understanding of the more significant business the company works in, so include current industry news in your notes.

4. Adopt a rational framework

Make sure that the format of your presentation is well-organized. An organized presentation makes it easier for your audience to follow along and stay interested. A strong finish, exciting material, and an engaging introduction define a successful presentation. A strong opening grabs the audience’s attention, and your engaging facts persuade them that you are a standout contender.

5. Work on your delivery

Once your presentation is ready, practice delivering it. You can also catch presenting mistakes with proper practice. You can get prepared by using a camera to record yourself. You can also present in front of your friends and solicit their opinions on what went well and what still needs improvement.

How to Deliver Your Presentation For Interview

When delivering a PowerPoint presentation for interview, follow these tips:

• Seek advice
• Recognize your target
• Identify a central idea
• Tell an engaging tale
• Take a strategic stance
• Adopt a constructive mindset
• Get comfortable delivering
• Communicate nonverbally
• Conclude powerfully

1. Seek advice

Ask the recruiting manager for any clarification you might need before you start working on your presentation. Read and review all the directions regarding the presentation first. Ask the hiring team if they would prefer to hear about a particular topic or if you should develop your own if the instructions do not specify one. Next, determine how long you can expect to speak with the hiring team. You can show that you are detail-oriented, receptive to criticism, and have practical communication skills by asking for help.

2. Recognise your target

Find out how knowledgeable the audience is so that you can communicate at a level that is understandable and sophisticated. To better understand the audience and adjust your discussion to your audience’s knowledge, experience, and interests, think about asking for names and positions. Obtaining all your information will help you make your discussion more effective and relevant, raising your candidature rating.

3. Identify a central idea

Be careful to choose a focal point when deciding on a presentation topic. Ensure the audience understands your presentation’s main point by organizing it around a single idea. Reduce the points in your presentation to make it seem comprehensive, well-thought-out, and professionally prepared.

4. Tell an engaging tale

Some of the best ways to organize a presentation are through conventional storytelling techniques , whether you’re talking about a finished project or a highly technical subject. Using a proven method, you can make your message stick in people’s minds and grab their attention. To tell an engaging story, take the following actions:

• Describe the issue.
• Describe the significance of the issue.
• Talk about the difficulties you encountered while trying to find the solution.
• Finish with a powerful impact and resolution.

5. Take a strategic stance

Without being too commercial, use your presentation to establish yourself as the protagonist of your own tale. When feasible, use evidence to support your claims; otherwise, highlight your best traits and the most pertinent experience in your presentation. Seize the chance to show that you are a candidate who can quickly help the organization achieve essential goals.

6. Adopt a constructive mindset

Throughout your presentation, maintain an optimistic attitude while discussing your challenges. Consider emphasizing how you improved a problematic situation or discussing your efforts to overcome difficult circumstances. When appropriate, project an image of being proactive and emphasize your steps to resolve a problem. Let the information and data lead your presentation so the interviewers can grasp your thought processes.

7. Get comfortable delivering

To ensure you leave a positive first impression on the recruiting team:

• Practice your presentation multiple times in advance.
• Try presenting without consulting your notes or reading your script after a few practice sessions.
• Keep track of the time during each practice session to determine the perfect pace.
• Choose the main themes you want to discuss as you review each presentation segment to help it sound more natural and prevent it from coming across as too prepared.

8. Communicate non-verbally

Practice confidently expressing yourself while standing up and speaking. Face the audience directly, have a cheerful look, and smile naturally. To make points, keep your shoulders back and utilize small hand motions. Keep eye contact throughout your job interview PowerPoint presentation, particularly when making a crucial point.

9. Conclude powerfully

Create a memorable conclusion to ensure your presentation is as compelling as possible. A broad, open-ended question that came up throughout your study could be an excellent way to wrap up. A one- to three-word key takeaway that helps your audience recall the presentation’s primary point can also be used to wrap up. Integrating your message with an intriguing quotation next to the organization’s mission, vision, and goals is another effective wrap-up technique. In closing, raise any queries to show you are receptive to criticism and conversation.

Helpful tips For the Job interview Presentation

Here are some tips that you can use during the presentation for interview: 

1. Create the outline

When requested to give a presentation at an interview, you should have enough time to organize it according to a predetermined outline. If the interviewer still needs to provide you with all the necessary information, ensure you know how the process will work out regarding the topic, time limits, available multimedia devices, and participants. Remember that adhering to the brief is a necessary component of the evaluation process, so if you’re requested to do the task in less than or equal to 10 minutes, stay within that amount of time. After you’ve confirmed the nature of the interview, you should begin preparing a presentation that will wow the audience and showcase your qualifications for the post.

2. Establish a framework

Developing a presentation with a coherent framework facilitates the communication of your ideas. A well-considered framework conveys your thoughts intelligibly and concisely rather than jumping from one notion to another. Naturally, an introduction is the ideal place to begin. Set the scene immediately and emphasize how your solution makes a real difference. Next, compose a story using informative statistics and first-hand accounts. It should demonstrate how your skills and expertise help the business achieve its objectives.

3. Improve the visual assistance

Your audience shouldn’t just be able to read the slides from your presentation. They must endorse what you’re saying to keep their attention on you. It entails using fewer wordy slides and increasing the number of images to illustrate your arguments better.

4. Practice For The Job Interview Presentation

Although it may seem obvious, people must practice their presentations long enough. Even if you have a better idea than the other interviewees, there’s a considerable possibility the hiring panel will only understand the relevance of your speech if you convey it well. To find the ideal balance, practice with friends or family and ask for feedback on your areas of weakness.

5. Get ready to adjust

It would be best if you rehearsed to project a powerful presence during your presentation. Still, the hiring panel may try to knock you off balance. Consider potential question topics when you draft your presentation. It might assist you in preparing answers that demonstrate that you have thought through the issue.

6. Pay attention to the little things

Once the creation of your presentation is complete, focus on fine-tuning the minor elements. We’ve already discussed the need to speak deliberately. Still, to project confidence, you should also remember to make eye contact and display open body language. Your presentation will go more smoothly if you are more prepared. Ensure you arrive early on the interview day so you can set up your presentation. Ensure your tech gadgets function properly, bring extra batteries for your remote controls, and allow enough time for a final evaluation.

Lastly, you can ensure you deliver a standout presentation showcasing your most substantial skill sets by giving your job interview presentation more thought and preparation.

Job Interview Presentation Examples:

Here are some job interview presentation examples of a presentation template to assess a candidate’s ability to teach by having them give thesis statements:

What Is A thesis statement?

Introduction.

Brad Cooper

As a seasoned academic writer, I plan to teach English in middle schools. A thesis statement is a crucial sentence that sums up your paper’s central topic. I will define a thesis statement today and give you an example to see what one may look like in an academic work.

Defining a thesis statement

A thesis statement is a sentence that exposes the reader to the primary idea of a paper or essay in the opening paragraph. Your thesis statement is one of the most crucial sentences in your work and one of the first things the reader will see, but it may also be one of the most difficult to compose! 

An example of a thesis statement

It is an illustration of a thesis statement for a literary devices-related English paper: The central premise of this novel is that hardship can lead to triumph with hard effort and perseverance; the author presents this idea through metaphors and foreshadowing.

As I explained in my presentation today, a thesis statement is a paper’s central notion. Since it’s an essential component of the writing process, young children must know this subject as soon as possible. I appreciate your attention to my presentation. Do you have any questions concerning my credentials or the information I provided? I would be happy to help.

Job Interview Presentation Templates

SlideUpLift is well-known for its vast collection of expertly designed PowerPoint templates covering a wide range of subjects and businesses. One notable category within its repertoire is the Job Interview Presentations section. Here, you can find templates explicitly tailored for interview scenarios, enabling seamless presentations during job interviews such as job interview presentation examples. These templates come in various styles, such as making dynamic employee profiles and using the STAR system to highlight skills. 

Interview Resume Presentation PowerPoint Template

The Interview Resume Presentation PowerPoint Template aims to help people with different professional backgrounds increase their chances of getting hired. This template consists of 11 slides, including all the relevant information that a job seeker should include in their resume to seek an excellent job. Job seekers, interns or students, professionals looking for a promotion, independent contractors, consultants, etc. can all use it.

Presentation Agenda PowerPoint Template

The Presentation Agenda PowerPoint template is valuable for incorporating a structured agenda into your job interview presentation. The Agenda Presentation template features four dedicated agendas, providing a clear, organized layout highlighting key topics. The slide can be included in your presentation, allowing you to communicate the issues to be covered effectively. Whether you are outlining the interview process, presenting key points, or discussing specific aspects, this template ensures a professional and visually appealing agenda for a presentation.

Star Job Interview Presentation Template

The Star Interview PowerPoint template adopts a structured format featuring four blocks: Situation, Task, Action, and Results. 

This template is tailored for interviews or presentations using the STAR (Situation, Task, Action, Results) method to assess or communicate experiences. Each block provides dedicated space to articulate the specific Situation, Task at hand, Actions taken, and Results achieved.

30 60 90 Day Plan for Interview PowerPoint Template

A 30 60 90 Day Plan for an interview presentation is a structured outline that illustrates your intentions and proposed actions during the first three months of your employment in a new role. It’s a tool used to demonstrate your understanding of the position, your strategic thinking, and your ability to set goals and achieve them.

Animated Job Interview Presentation PowerPoint Template

This is another amazing resume PowerPoint template for you. The unique thing is that it comes with animations. These Animations make your presentation more exciting and attractive for the audience. Download it and customize it as per your requirements. Add your details, and you are good to go.

With all the information and tips in this detailed article, you can end your worries and prepare for your job interview presentation like a pro . You now possess all the specific presenting advice needed to ace the interview. If the design aspect overwhelms you, peruse our vast collection of PowerPoint Presentation templates and select particular components (such as data charts, shapes, and diagrams) to give your presentation the best visual appeal.

How long should my job interview presentation be?

Aim for a concise presentation, typically lasting 5-10 minutes, to maintain audience engagement.

What's the best way to conclude my job interview presentation?

The best way to conclude your job interview presentation is by summarizing key points, expressing enthusiasm for the role, and opening the floor for any questions from the interview panel.

What should be the key focus of my job interview presentation?

Prioritize showcasing your skills and experiences and how they align with the job requirements and company values.

How can I handle questions during or after the presentation for interview?

Be prepared for questions by anticipating potential inquiries related to your content, experiences, or the role.

How can SlideUpLift benefit me in preparing a job interview presentation?

SlideUpLift provides a wide array of professionally designed PowerPoint templates, including specific templates for job interview presentations. This resource can significantly help you create a standout and impactful interview pitch.

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Best 25 Project Manager Interview Questions and Answers (2024)

Simplify project management. Plan and collaborate across teams and work styles for total visibility and greater productivity with ProjectManager.

Finding the right project manager, who has the skill sets, experience and proper corporate cultural fit for your organization is not as easy as just posting a job listing. You need to meet the potential candidate and figure out if they’re suited for the job. That’s where having the right project manager interview questions comes in.

Project management interview questions will guide your decision-making process. Hire a leader with the project management and communication skills that’ll lead your projects to success by using these project manager interview questions.

Related: Free Project Management Templates and Spreadsheets for Excel

Types of Project Manager Interview Questions

There are two main types of project management interview questions, behavioral and scenario-based questions. These two different approaches help interviewers get as much information as possible from project managers.

Scenario-Based Project Manager Interview Questions

The purpose of scenario-based interview questions is to ask project manager candidates how they’d respond to hypothetical project management scenarios. Here, you can understand the thinking process of your project managers and look into their problem-solving skills, leadership style, knowledge of project management methods and tools, etc.

Behavioral Project Manager Interview Questions

This type of interview question asks for events that happened in the past. The purpose of these project manager interview questions is to get an idea of how the project manager has acted in the past, and how he or she applied applicable project management skills and knowledge to solve real-life problems.

The 25 project management interview questions below include these two types of questions. We hope they help you prepare for your PM interview.

Types of Project Manager Interviews

Most employers typically conduct several rounds of interviews to look at project managers through different lenses. This is done to get a better understanding of the technical capabilities of project managers, their past performance and their decision-making under different scenarios.

Here’s some expert advice from Devin Deen, certified scrum master and project manager expert. In the video below he explains some the main types of project manager interviews that you’ll need to go through to get a project management  role .

Top Project Manager Interview Questions and Answers

Here are some of the most common project manager interview questions that will help you find the best talent for your projects. They’re also helpful if you want to learn how to prepare for a project manager interview. There are different types of PM interview questions as well as some icebreakers to start the interview.

1. Tell me about yourself

This is a typical question for an interview and is a great way to break the ice and conversate. But you can get important information about the candidate’s past experiences, skills and education. You can also get a feel of how well this individual will adapt to the project manager role at your organization. A good way to do this is to ask the candidate to tell you a little about his or her past, present and future project management job expectations.

How to answer: Be honest in answering this and every question, but keep it brief. You can share relevant information about your upbringing. For example, was one of your parents a project manager? What in your upbringing shows you have the leadership or communication skills to manage a team and handle the pressure of a project ? If you have project management certification or prior positions that make you the ideal candidate, make sure to bring that up.

2. What’s your background, personally and professionally?

It’s important to get a snapshot of the applicant to bring their project manager resume into sharper focus. Knowing a bit about their life story unveils their soft skills and how they might respond to issues at work, and whether they’ll fit into the corporate culture.

How to answer: If you haven’t brought up your profession and educational background in the previous question, now’s the time to do so. It’s also good to bring up a personal anecdote that illustrates your leadership qualities. The same goes for their project management experience. Staying at a single job for a long time can be either bad or good for project managers, but you won’t know until you put their choice into context.

3. What’s your ideal project?

The ideal project is the one that you’re hiring for, of course! But on a serious note, try to get them to answer honestly. It’ll let you know what sort of projects they prefer to work on which gives a better feel for what kind of project management methodology excites them. This can help you place the project manager with the right project, or help them adapt to the project team you’re hiring them to manage.

How to answer: Be specific in answering this question. It’s best if you can relate a past project you worked on and why it checked all the boxes for you. If, for example, you’re applying to a construction company, then you’ll want to share a previous construction project that excited you, perhaps because of the length and complexity of the project. The more specific and passionate you are in your answer, the better you can show your enthusiasm for the work.

4. Have you worked in this industry before?

Does the candidate have project management experience in your industry? That’s important because they might excel at the project management methods your company uses or may have the right risk management skills to manage your projects. If they don’t, it’s not a deal breaker as much of project management is the same from industry to industry.

How to answer: If you’ve worked as a project manager, share that experience, such as how the prevalent projects panned out. But if you haven’t held a project manager position in the past yet have strong project management skills or certifications that relate to the industry of your potential new employer, that can make up for a lack of direct experience. Whether you do or don’t have experience, be confident as it shows you’re an authentic person who’s comfortable in the position.

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Use this free Project Budget Template for Excel to manage your projects better.

5. Have you managed remote teams?

Not all projects are executed under one roof and remote teams are common. With more dynamic project management tools and a global workforce to choose from, many project managers might never meet the members of their team, at least in person, but they’ll be able to work together using project management software. Then there are the necessary resources that’ll be outsourced, which involves a different resource management technique than when working with employees. Knowing how they’ve managed people and resources can help you get an overview of their leadership skills and be a crucial point in your decision to hire or not to hire.

How to answer: Again, honesty is key. Lying will only cause future troubles. If you’ve managed a remote team, talk about the challenges of leading a group of people who you never met face-to-face. How’d you build a cohesive team from a distributed group? How did you track progress, foster collaboration, etc.? If you haven’t managed a remote team, explain how you would or what team management experience you have and how it’d translate to a situation where the team was not working together under one roof.

6. How did your last project end?

This question is about discovering any lessons they learned from that project. Everything about project management is a learning experience, and each project offers lessons from which a good project manager grows.

How to answer: Don’t be vague. Answer the question with a specific example. Provide a quick overview of the project’s goals, deliverables , constraints and risks. Show how you dealt with those issues and brought the project to a successful conclusion. If the project failed, explain why, but don’t lay blame on others. You’re the project manager and the buck stops with you.

7. How do you prioritize tasks on a project?

Task management is important. There’s going to be more work in a day than can be accomplished, so any good project manager is going to have to determine what is crucial and what could be left undone if necessary. It’ll prove interesting and informative to see how the candidate makes these time management and task management decisions.

How to answer: If you can tether your answer to a real-life situation that’s best. Interviewers don’t want abstract answers. Explain how you review all the tasks for a particular project and then the decision-making process in prioritizing. For example, do you use the critical path method or some other technique? That will reveal a lot to the interviewer.

8. How do you foster team collaboration?

This behavioral question is a great way to gauge the candidate’s basic leadership and team management knowledge as well as their ability to use modern work management software and team collaboration apps. Project managers need to use tools to communicate with their team members whether they’re traditional, remote or hybrid teams.

How to answer: This question can be answered in two ways. You’ll want to give examples of how you facilitated collaboration with a team in the past by leading them through team-building exercises. But that just sets the stage for good collaboration. Next, you’ll want to talk about the project management software or other tools you used to connect teams so they could quickly and easily share files, comment on tasks, etc.

9. What was a challenging project, and how did you manage it?

This behavioral question takes the conversation from theoretical to practical. You can see how the project manager responded to real-life problems to help determine how they’d manage projects at your organization. This question also provides a sense of the person’s project management experience, such as how they lead teams and deal with conflicts. By asking about a challenging project, you can see how they apply their hard and soft skills when pushed to their limits and beyond.

How to answer: It’s a bit of a broken record, but the advice is important enough to repeat; be honest. Choose a real project that has challenged you. Set it up by explaining what those challenges were and explain how you addressed and resolved the challenges. It’s a bit of a balancing act as you want to make the project’s challenges real, but you also want to show how you dealt with them. Don’t take all the credit, though. Make sure to give credit to your team.

10. What’s the biggest mistake you’ve made on a project?

Everyone makes mistakes; character is defined by how you deal with them. This project management interview question allows you to first gauge the candidate’s honesty.

How to answer: This is another tricky question. If you say that you’ve never made a mistake, you can rest assured that the interviewer won’t believe you’re truthful and your resume will go into the circular file. However, when you share a mistake you’ve made, interviewers will note that you take responsibility for your actions, which reveals your level of maturity. Bonus points if you can show how that mistake was rectified by you and your team.

Interview Questions for Project Managers About Team Management

Projects are a team effort, so any project management interview will likely include questions about how you manage teams. Make sure you highlight team management skills such as leadership, communication skills, conflict resolution and interpersonal skills. The main purpose of these project management interview questions is that interviewers want to understand how well you can work with others, including project teams and stakeholders.

11. What’s your leadership style?

Talking about managing a project will inevitably lead to a discussion of leadership style . There are many ways to lead, and all have their pluses and minuses. Depending on the project, a project manager might have to pick and choose how they lead, ranging from a top-down approach to servant leadership. See how well-versed they are in leadership techniques and how they apply them to project management.

12. What’s your communication style?

This is another classic project management interview question that directly stems from asking about managing projects and leadership. A project manager is nothing if he has poor communication skills. They need to be able to speak to team members, stakeholders, vendors, etc. Each group needs a slightly different approach. Stakeholders want the broad strokes of the project management plan, while team members need more detail. If a project manager can’t clearly communicate, the project is doomed before it has begun.

Being a good communicator is only the start. Project management software helps you better target communication with your team and stakeholders. ProjectManager has project management tools like Gantt charts , kanban boards and project calendars to clearly communicate your project plan. Our online software allows you and your team to collaborate in real time. If someone has a question, they can tag another person on the team to get them into the conversation. Our email and in-app notifications make sure you’re never late for a meeting or an important stakeholder presentation. Try our tool for free today.

13. How do you seek help outside of the project team?

This project manager interview question gives you information about the leadership and communication skills of your project manager candidate. Some project managers are going to think you want a person who’s wholly independent and pulls from an inner reservoir. But more resourceful is the project manager who knows when they’re over their head and asks for help from a mentor or a network of professionals.

14. How do you gain agreement with teams?

Where there are people, there are conflicts, and even the best projects have problems. Good teams collaborate and trust one another. If there’s a problem between two or more project team members, it must be resolved quickly. But this can also apply to stakeholders, vendors, etc. A project manager is a bit of a psychologist who must know how to resolve conflicts quickly.

15. Do you delegate?

The last thing you want is a project manager who carries everything on their shoulders. But this is a bit of a trick question or at least one that has an implicit question embedded in it. What you really want to know is not whether they delegate, but how they delegate work to their team members . This is a great way to weed out the micromanagers.

That doesn’t mean a project manager is absent from the process. Project management software has features to keep them aware of what their team is doing but not in the way. For example, ProjectManager has a board view that visualizes the workflow. The kanban allows managers to oversee their team as they work and make sure things are moving forward. Even better, if a potential block is spotted in the production, the manager can reallocate resources to keep the work moving forward.

16. How do you manage team members that aren’t working to their full potential?

Sometimes, no matter how much due diligence you put into assembling a skilled and experienced project team , someone underperforms or creates conflicts. While the project is rolling, you don’t have time to stop and tweak your team. Rather, the project manager must use problem-solving techniques and communication skills to deal with the problem. This comes up with even the best project team, so any capable project manager would know how to nip underperformance in the bud.

Interview Questions for Project Managers About Work Experience

Work experience is always important in any type of interview, and that’s true for project management interviews. Employers make these project manager interview questions because they need to make sure you have the necessary hands-on experience that’s required to be a good fit for their type of projects and that you have the capabilities to excel in their industry.

17. How do you deal when you’re overwhelmed or underperforming?

It’s easy to forget that project managers are people, too. They’re hired to perform project management processes and lead a project to success, but they can suffer the same setbacks as anyone on the team over the course of the project life cycle. The difference between a good and a great project manager is the ability to monitor oneself and respond proactively to any drop-offs in performance.

18. How do you work with customers, sponsors and stakeholders?

Even project managers have to answer to someone. Responding to executives, project sponsors and stakeholders requires a different approach than the one they’d use with teams and vendors. Part of their duties includes managing stakeholders who hold a position of authority over the project manager. That takes a subtle touch.

19. If the project isn’t adhering to schedule, how do you get it back on track?

Knowing that a project isn’t keeping to its schedule is only as important as being able to get the project back on track. Once a project manager is aware of the discrepancy between the actual project schedule and the schedule baseline estimated in the project plan, they need to take action, such as project crashing or fast-tracking. Any project manager worth hiring will be able to answer this with practical specifics. On these types of questions, it’s best to answer with the STAR method.

20. Do you have budget management experience?

It helps to drill down into specific aspects of the project management experience of your candidates. Naturally, if the candidate has specific skills, they’ll be briefly sketched in the resume. But here’s your opportunity to get a deeper sense of where they stand in terms of their experience with project management processes such as budget management. Project managers are known as planners. They create a project schedule and lead teams to success. But there’s often money involved, so they should know how to handle a project budget.

21. How do you know the project is off track?

Every project hits a snag along the way, but not every project manager is aware of that delay until the project budget or project schedule is affected. The ability to monitor and track the progress of a project and tell immediately when it’s not meeting the benchmarks you set in the project planning phase is perhaps the most important duty of a project manager. It’s also important to see if the project manager candidates have experience implementing a risk management plan to mitigate risks and keep projects on budget and schedule. ProjectManager has project dashboards to help project managers spot issues before they become serious problems.

22. What project management software do you prefer?

A project manager needs project management tools to plan , monitor and report on the project. There are many, from simple to complex. This question reveals first how up-to-date the candidate is regarding software and project management tools. Additionally, it provides a picture of what tools and processes they use to manage a project.

Most project managers heavily rely on Gantt charts when it comes to project planning and scheduling. ProjectManager has award-winning online Gantt charts that allow project managers to plan every phase of their projects. Managers can create dependencies, add milestones, assign tasks, manage workload and more—all from one screen. Any project manager you hire would appreciate the power of our planning tools.

23. What’s your preferred project management methodology?

There are almost as many ways to manage a project as there are projects. From traditional methods like waterfall to hybrid methodologies, you want a project manager who understands the many ways to work. And more importantly, can they use the project management methodology that best suits the work at hand?

Out-of-the-Box Project Manager Interview Questions

Lastly, employers will often make out-of-the-box questions to relieve the tension of the interview and be able to get a better idea of what the candidate’s personality is like.

24. How tall are the pyramids in Egypt?

Talk about not being prepared. Who’s going into a job interview with this information in their head? You don’t want an accurate answer to this question, but you do want to see how the project manager deals critically and seriously with the question. Because during the project, they’ll be sidelined with unexpected challenges and questions.

25. What’s something you don’t want us to know?

Ouch. Yes, you need to go there and make the candidate uncomfortable. It’s not that you want to learn some secret or catch them in an unethical act. Less important than the content of their answer is the way they deal with the question. You’ll get a better picture of the person instead of the persona they’re presenting. It also shows their communication skills while under pressure. It might seem cruel, but it’ll help you get to the heart of the person that you’re going to trust with the management of your project.

Tips for Preparing for a Project Manager Interview

One tip for preparing for your project manager interview is to get familiar with the above questions to give you a sense of confidence when in the interview. This will go a long way. People want to hire people that they can trust.

Other than that, you should do your homework. Research the organization you’re interviewing at and know their history and what they do. Also, study the job description and make sure you understand what’ll be expected of you.

If you know who the hiring manager is, you can also do a bit of research on them. You don’t want to come across as a stalker, but it could help you feel more comfortable having a bit of background on the person.

Finally, practice. Ask a friend you trust to be honest with you and ask them to act as the interviewer. They can ask the questions above. It’ll help you get comfortable answering them. Take constructive feedback from your friend and hone your answers and mannerisms to be the best applicant.

How ProjectManager Helps Project Managers

If you’re a project manager or are looking for one, then you have projects to execute. Projects need more than a good project manager to lead them, they need project management tools, too. ProjectManager is online project management software that helps project managers plan, monitor and report on the project, while team members collaborate on tasks online. It’s ideal for the whole organization.

Dashboards to Track Your Projects

Monitoring a project is the only way to make sure your team is aligned with the project plan. Online Gantt charts measure the progress of each task, but project managers want a bird’s-eye view. ProjectManager has a real-time dashboard that tracks six project metrics to help project managers monitor the overall progress of the project. The dashboard also helps project managers keep their stakeholders in the loop.

Generate Reports for Stakeholders

Teams are a project’s most valuable resource. ProjectManager keeps team morale high by giving project managers the tools they need to manage their workload and make sure no one is given too many tasks while others are idle. ProjectManager also streamlines project timesheets and has features that manage project resources, so projects can deliver on stakeholder expectations.

Once you’ve gotten through the project manager interview process and a job offer has been made, then it’s up to you to provide them with the best tools to manage the project. ProjectManager is online project management software with real-time dashboards, online Gantt charts and a collaborative platform for your team. There’s no question, this is what your project manager will want. Try our award-winning software for free with this 30-day trial.

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20 project manager interview questions and answers

Landing a project management interview is a big accomplishment. But you’ll only get a chance at the job if you prepare for the interview properly. In this article, we cover some of the most common project manager interview questions and answers so you can ace this interview and get hired.

Take a deep breath—we’re here to help. If you have an interview for a project manager position coming up, this post is for you.

What does a project manager do?

Before we dive into common project manager interview questions, let’s take a look at what a project manager actually does. 

The title project manager has changed significantly over the years. Initially, project manager roles were highly specialized technical positions, and project managers themselves were certified in complicated, complex project management tools. Luckily, modern project management tools have made project management accessible to a broader variety of roles—and now, more often than not, a project manager is less focused on the technical element and more focused on aligning stakeholders, driving clarity, and hitting project goals. 

The definition of project management varies between companies, departments, and positions. For example, at Asana, we believe that if you’re managing projects, you’re a project manager, regardless of your job title. 

To get a sense of what your interviewer expects from you as a project manager, study the job description closely to understand the main responsibility of the position you applied for. Is it people management, cost management, risk management, program management , or something entirely different?

If you know what exactly this project manager job will entail, you can use this information to better prepare for the interview. This will also help you figure out which of the questions and answers below are going to be the most helpful for your interview prep.

1. Tell me about yourself.

While it’s technically not a question, more often than not, this is going to be the first thing an interviewer wants you to talk about. Think of your answer as your elevator pitch—this is your chance to briefly summarize who you are, why you’re here, and what makes you the best candidate.

What the question means: For the interviewer, it’s a great way to ease into a conversation, give the candidate a chance to settle in, and give a first impression. The interviewer wants to find out who you are as a person and why you’ve applied. 

How to answer: Briefly explain your last project or current position. Then name a few project planning skills you’ve learned in your previous job and how they’ve prepared you for this position. Stay positive, be truthful, and let your passion shine through. 

What not to say: Don’t just restate your resume. The interviewer has that right in front of them. Tell them something they don’t know and can’t find out from your resume alone. Also, keep it professional and read the room—not every interviewer cares about your new puppy (unfortunately).

2. Do you have experience working from home and managing a remote team?

Since working from home has become the norm for many companies, it’s possible that you’ll have to manage a fully remote team either now or in the future. Project manager positions are often team leads or project leads, so your interviewer may want to learn more about your experience in this area.

What the question means: Virtual managers face more challenges than managers who share the same office space as their teammates. The interviewer wants to find out if you have previous experience managing virtual teams .  

How to answer: If you have experience managing a remote team, that’s great! Talk about some of the challenges you’ve faced not being in person and how you overcame them. If you don’t have a ton of relevant experience, talk about how you can use project management tools and team bonding exercises to connect, communicate, and collaborate with remote teams.

What not to say: Don’t downplay the challenge of keeping virtual team members motivated and engaged. Your interviewer needs to know that you take team morale seriously and understand what it takes to connect with your team in a remote world.

3. How do you keep your team motivated?

If your project team doesn’t feel motivated, they’ll struggle to complete their high impact work. This can cause project delays and lack of quality in your deliverables. As a project manager, one of your responsibilities is knowing how to keep your team motivated and moving towards the project objective .

What the question means: The interviewer wants to find out what your tactics are for keeping a team engaged and motivated. 

How to answer: You can start by describing the work environment you hope to build for your team. Besides a place where teammates feel valued, seen, and understood, it’s also important to set transparent goals and expectations for your team. Explain how setting realistic project milestones doesn’t just keep the project on track but also fosters effective teamwork.

What not to say: Don’t talk about monetary rewards like raises or promotions. Teams that complete their work for extrinsic motivation only aren’t going to feel as fulfilled as teams that feel intrinsic motivation to perform well.

4. What is your leadership style of choice?

There are several different leadership styles out there and while some may be more popular than others, there is no right or wrong leadership style. In fact, your team members may benefit from different leadership styles depending on their unique personalities, the projects they’re currently working on, and the challenges they’re facing. 

What the question means: While the terms leadership and management are often used interchangeably, not every manager is a leader and not every leader is a manager. If the interviewer asks this question, they’re probably looking for someone who can be both—so it’s important that you know what your leadership style is. 

How to answer: Be sure that you know what different leadership styles entail. Know the risks and benefits of your leadership style so you can confidently answer follow-up questions about your specific leadership skills, like:

As a democratic leader , how do you ensure that your team still trusts you when you make a decision without their input?

How do you approach conflict resolution as an affiliative leader?

As a transformational leader, how do you combat pressure your team may feel because of your constant involvement?

What is your communication style as a transactional leader ?

As a laissez-faire or delegative leader, how do you keep your team on track?

What not to say: Don’t wiggle your way out of the question by simply saying your leadership style depends on the situation. If that’s true and your leadership style is in fact situational , talk more about how you adapt your style and give examples of when you’d apply a supporting, coaching, delegating, or directing style.

5. How do you communicate bad news with your team?

Part of your job description as a project manager will be to deliver news to your team—good and bad. Whether you’re managing people or projects, at some point, you’ll likely have to relay bad news to your team.

The way you handle sticky situations, like communicating that you’re not hitting a project’s goals or are losing funding for an exciting initiative, will be a reflection of how qualified you are to be a manager.

What the question means: The interviewer likely wants to find out if you have both the integrity and communication skills to deliver bad news to your team without causing misunderstandings or issues.

How to answer: Acknowledge that the challenge of communicating bad news is that you have to balance representing and understanding both the emotional response of your team and the decision of higher-level executives. Explain that the best way to effectively communicate bad news is to prepare yourself. 

Once you’ve prepared and practiced how you’ll deliver your message, you’ll do your best to use direct language when communicating the news to avoid misunderstandings. It’s also important that you set aside time for questions from your team and establish next steps so they feel prepared for what’s to come.

What not to say: Don’t try to answer this question with a positive spin. Bad news is bad news and there’s no reason to sell it as something it’s not. Instead, be realistic and ensure that you show the interviewer that you understand the potential risks and severity of a scenario like this.

6. How do you prioritize tasks?

As a project manager, your workday can change in an instant. New tasks, change requests, or a confused stakeholder who needs clarification right away can throw off your entire schedule. It’s important that you know how to prioritize work if you want to excel in this position.

What the question means: The interviewer is looking for a very direct and detailed answer on how you prioritize tasks. 

How to answer: Explain your go-to time management method . Perhaps you use the Eisenhower Matrix to find out which tasks need to be done right away or can be scheduled for later, delegated to someone else, or deleted altogether. 

Maybe you prefer to eat the frog and get your biggest and most complex task done first thing in the morning. Whatever your preferred method of task prioritization is, quickly explain what it is and give a specific example of how you’d apply it—or better yet, how you’ve applied it in the past.

What not to say: Don’t just say you go with the flow. A skilled manager will use tools and techniques to prioritize tasks by importance and urgency, so make sure to share your go-to approach with your interviewer.

7. How do you define an ideal project?

The answer to this is not “one that goes according to plan.” This question intends to find out more about what type of projects you prefer to work on.

What the question means: The interviewer wants to know what type of projects you feel most comfortable and confident working on. This is not going to be a guarantee that you’ll get the kind of project you describe but it’s going to give the interviewer a better sense of your skill set.

How to answer: The best way to answer this question is to be honest. Tell the interviewer what kinds of projects excite you the most. Perhaps you prefer projects that are super collaborative and innovative. Maybe you do your best work when a project is streamlined and there aren’t too many moving parts at the same time. Or you may do really well managing multiple small projects that run simultaneously. Whatever it is that you feel the most passionate about—tell the interviewer. And, if you can, give an example of a specific project you’ve done in the past that was really rewarding for you.

What not to say: Don’t lie and say you can handle any type of project. Even if that’s true, really dig into the type that excites you the most so your answer is more genuine.

8. How do you handle changes to a project?

Projects rarely go according to plan, which is why your position is so important. As the project manager, you’ll be in charge of adjusting the schedule, communicating changes, and adopting them accordingly. 

What the question means: The interviewer wants to know what kind of problem-solving strategies you’re familiar with. Depending on the level of your position, they may also want to know how familiar you are with change management processes .

How to answer: Showcase your ability to adapt to unexpected or uncomfortable situations when answering this question. Convince the interviewer that you’re quick on your feet and have successfully handled project changes before.

What not to say: Don’t be vague. If you’re struggling to explain how you handle changes to a project, give a real-life example instead. This will also show the interviewer that you’ve successfully managed a situation like this before.

9. What project management methods have you used in the past?

There are many different project management methodologies and chances are you’ve used or experienced more than one before. Whether you’re familiar with Agile work environments, the waterfall model, or running teams on Scrum —this is the time to showcase your knowledge.

What the question means: The interviewer wants to find out whether the project management methods you use fit the organization's style.

How to answer: Talk about the project management methodology you’re most familiar with and give an example of how you’ve used it. For example, you could talk about your experience with Scrum teams or talk about projects that you managed using Kanban boards . Explain why you used the given methodology and how it worked for your team and project.

What not to say: Don’t just toss around buzzwords. Make sure that you know what Agile means if you’re going to talk about applying this methodology. Interviewers notice whether or not you understand a methodology so it’s best to be prepared for follow-up questions.

10. What project management tools do you have experience with?

There is an array of project management software available and chances are, you’ve used your fair share of them. There really is no right or wrong answer to this question but you can get a few extra points if you personalize your answer.

What the question means: The interviewer wants to gain a sense of how many and what types of project management tools you’re familiar with.

How to answer: Truthfully answer what project management tools and software you’ve used in the past. If possible, find out what tools the company you’re interviewing for uses. You may find information on their website, on a review site, or get this kind of insight from an employee via LinkedIn. With this information on hand, you can tailor your answer to the tool the company uses and let the interviewer know that you’ve used it or something similar in the past.

What not to say: Don’t judge any project management tools. You may have a favorite (Asana, right?) or even a tool that gives you a headache just thinking about it, but now is not the time to pass judgment. Simply list the tools you have experience with and explain your skill level, if applicable.

11. Do you have experience with cost or budget management?

While not every project management position requires cost management knowledge, it’s a very common interview question for human resources, accounting, or finance management positions. So let’s take a look at the best way to answer it. 

What the question means: The interviewer is curious whether you’ve had to manage costs before and is likely looking for an example.

How to answer: If you don’t have experience managing budgets, be honest about it and let the interviewer know how you’re planning to build this skill. If you have budget or cost management experience, talk about the budget you’ve managed, what you were in charge of, and how you allocated additional resources when necessary.

What not to say: Don’t make up budgets you’ve never managed or talk about how you manage your personal budget if you don’t have professional experience. Being fiscally responsible is not the same as knowing how to manage a project budget. So be honest about your experience and skill level.

12. What motivates you to give your best to a project?

This is an excellent opportunity to talk about a project that went really well and explain why it was one of your best projects to date. Chances are, you were passionate, inspired your team, and led the project to success because you felt so motivated. 

What the question means: Motivation looks different to everyone. The interviewer wants to find out what keeps you motivated to get a better understanding of your personality.

How to answer: Think about what motivates you when you’re working. Is it a great team that loves to collaborate? Do you love showing up for work to solve problems? Do you get excited about learning new things and widening your skillset? Whatever satisfies and excites you to do your best in a project, share it with your interviewer and give an example if you can.

What not to say: Don’t say “money.” It’s obvious that money is a factor in why you’re motivated to show up for work every day but the interviewer is asking this question to find out what other factors drive you.

13. Tell me about a challenge you’ve faced and how you handled it.

As a project manager, you’ll encounter plenty of challenging projects. Share a challenge that turned into a successful project or a great learning experience with your interviewer to prove that you can handle roadblocks or setbacks.

What the question means: The interviewer wants to learn more about your problem-solving skills and how you approach challenges. They’re looking for a specific example.

How to answer: The best way to answer this question is to apply the STAR method. This method allows you to break down a situation into four categories: 

Situation : Start with the situation you were in. For example, explain that your project team suddenly got smaller because two people were out sick for an extended period of time.

Task : Explain how you wanted to resolve the situation. For example, your goal was to ensure that you could still deliver the project on time.

Action : Describe the actions you took to reach your goal. For example, you first tried to get help from another team. When that didn’t work out, you had to outsource some of the simpler tasks to a freelancer to give your team the bandwidth for their work.

Result : Finish with the outcome of the situation. For example, hiring a freelancer allowed your team to focus on the important tasks and complete the project without delays. Plus, you ended up hiring that freelancer for your next project because they did such an amazing job supporting your team.

What not to say: Don’t talk about a personal challenge. The interviewer wants to know how you handle challenges like lack of resources, negative feedback, or project delays. Whether you have prior experience as a project manager or not, we’ve all faced difficult times at work before, so talk about a situation where you showed how well you can handle a challenge.

14. Why are you looking to leave your current job?

Obviously, there’s a reason you’re doing this job interview. And the interviewer is curious what you’re hoping to find here that you’re lacking at your current job.

What the question means: The interviewer wants to find out one of two things (or both): How do you speak of your former/current employer and what motivated you to apply for this position?

How to answer: Instead of looking back at your old or current employer, talk about what excites you most about this new opportunity. Are you excited about the possibility of relocating? Are you looking forward to gaining new skills or taking on more responsibilities? Perhaps you’re looking to improve your work-life balance and feel like this new company is the perfect place to do so. Let your excitement for the new role shine through—that will set you apart from other candidates.

What not to say: Don’t bash your former employer. No matter how dreadful your current or past job is or was, it’s important to look forward and stay positive in your interview.

15. Name three tactics you’ve used to develop and maintain great customer relationships.

Depending on your field, you may have to deal with customers or clients on a regular basis. If you’re skilled at creating and maintaining solid relationships, you’re going to be a great asset to your company.

What the question means: Happy clients or customers are important—the interviewer wants to know if you have more than one card up your sleeve when it comes to fostering meaningful professional relationships.

How to answer: Think about your past customer relationships and what they valued. Did they appreciate your quick and positive communication? Did you make them feel like they were your only client or customer? Did you consistently exceed their expectations? Were you able to understand their goals and speak their language? All of these are tactics proven to build and maintain strong business relationships. 

What not to say: Don’t brag about how great you are with clients or customers. Humility is one of the many tactics that help maintain positive professional relationships so make sure you’re staying humble in your interview to prove you’re capable of this.  

16. How do you inspire underperforming team members?

A successful project manager must be able to motivate their team, and this question probes both your communication and management styles.

What the question means: The interviewer is seeking insight into your leadership skills, specifically how you identify, address, and turn around instances of underperformance within your team. They're interested in your ability to inspire and motivate, rather than just manage.

How to answer: Begin by emphasizing the importance of understanding each team member's strengths, weaknesses, and personal motivators. Share a past experience where you identified the root cause of an underperforming team member, such as a lack of clarity, insufficient training, or personal challenges. Explain the steps you took to address the issue, which might include setting clearer goals, providing additional support or resources, or adjusting project roles to better align with team members' strengths.

Highlight the positive outcome of your actions, such as improved performance, increased team morale, or the successful completion of a project. It's crucial to convey empathy, adaptability, and a commitment to developing your team's potential.

What not to say: Avoid suggesting that underperformance is solely the team member's fault or implying that punitive measures are your go-to strategy.

17. How do you handle changes to a project’s scope, especially in the middle of a project?

This question explores a project manager's adaptability, strategic planning skills, and decision-making process—all of which are critical for managing the inevitable changes that occur during the project life cycle.

What the question means: The interviewer is looking to understand your process for managing scope creep and your ability to maintain project objectives, timelines, and budgets in the face of change. They're interested in your stakeholder management skills, decision-making process, and how you communicate changes.

How to answer: Start by acknowledging that changes to a project's scope are common and can sometimes lead to better project outcomes. Describe your initial step of evaluating the impact of the requested change on the project's timeline, budget, and resources. Emphasize the importance of good communication with stakeholders to understand the reasons behind the change and to set realistic expectations.

Share a past experience where you successfully managed a scope change by conducting a thorough impact analysis, obtaining necessary approvals, and adjusting project plans accordingly. Highlight how you kept the team informed and motivated, managed stakeholder expectations, and ensured the project remained on track. Stress the importance of flexibility, but also of having robust change management processes in place to assess and integrate changes efficiently.

What not to say: Avoid suggesting that you resist all changes to project scope or that you accommodate changes without assessing their impact and obtaining the necessary approvals.

18. Can you describe your experience with Agile project management?

This question targets a project manager's familiarity and proficiency with Agile methodologies, which are vital for managing projects in dynamic and fast-paced environments.

What the question means: The interviewer is gauging your understanding of Agile principles, practices, and frameworks (such as Scrum, Kanban, etc.) and how you've applied them in real-world projects. They're interested in your ability to adapt, collaborate, and deliver value quickly and efficiently.

How to answer: Briefly explain your understanding of Agile project management and its importance in fostering collaboration, flexibility, and customer satisfaction. Then, share past experiences in which you successfully managed projects by applying Agile practices. Discuss how you facilitated sprint planning, guided daily stand-ups, and conducted reviews to ensure continuous improvement and stakeholder engagement. Highlight any challenges you faced, such as resistance to change or team alignment issues, and explain how you overcame them.

It's also beneficial to mention any certifications or training you've completed in Agile project management. This demonstrates your commitment to professional development and your proactive approach to managing projects.

What not to say: Avoid giving the impression that you are unfamiliar with Agile methodologies or that you prefer not to use them, especially if the organization you're interviewing with follows Agile practices.

19. Can you briefly tell us about the last project you worked on?

This question offers a window into your recent project management experiences, showcasing your project planning skills, challenges you've overcome, and ability to deliver results.

What the question means: The interviewer is seeking a snapshot of your project management style, including how you handle project schedules, dependencies, and metrics to ensure success. They're interested in your ability to lead, adapt, and apply lessons learned to future projects.

How to answer: Begin with a brief overview of the project, including its objectives, scope, and team dynamics. Highlight your specific responsibilities, such as planning, execution, stakeholder management, and any particular methodologies or tools you used (e.g., Agile, Waterfall, Gantt charts, etc.). Discuss a key challenge you faced and how you addressed it, demonstrating your problem-solving skills and resilience.

Conclude with the project's outcome, emphasizing any successes or achievements, and reflect on a valuable lesson learned or how the experience has prepared you for future projects. This approach shows your competence, leadership, and ability to reflect on and grow from your experiences.

What not to say: Avoid giving a vague or overly general response that doesn't provide insight into your capabilities or the specifics of the project. Also, steer clear of placing blame on others for any difficulties encountered during the project.

20. What is your experience with stakeholder management, and how do you balance conflicting priorities and demands?

A successful project manager must be able to communicate with stakeholders while balancing conflicting priorities. This project management interview question gauges your capacity to resolve conflicts and prioritize effectively.

What the question means: The interviewer is seeking insight into your ability to engage with various stakeholders, each with their own interests and expectations, and how you navigate the complexities of competing demands and priorities that are a reality in most projects. They want to know if you can maintain a strategic perspective while ensuring stakeholder satisfaction and project alignment with business goals.

How to answer: Begin by summarizing your approach to stakeholder management, emphasizing good communication, transparency, and relationship building. Provide specific examples of how you've identified and engaged stakeholders in past projects. Then, transition into discussing your methods for prioritizing demands, such as using a decision-making framework, leveraging project management tools, or applying negotiation and conflict resolution skills.

Highlight a past experience where you successfully balanced conflicting priorities, detailing the outcome and what you learned from the experience. It's essential to convey that your approach is systematic, adaptable, and tailored to the unique needs of each project. 

What not to say: Avoid suggesting that you prioritize tasks solely based on intuition or without a clear, consistent methodology.

Tips for acing project management interview questions

Knowing what to say is important, but a job interview is about much more than just saying the right things. You’ll want to leave a great impression and make sure that your personality stands out from the rest of the candidate pool (especially in person or via Zoom). Here are our favorite tips to leave hiring managers and recruiters with a great impression.

Understand PM terminology. You should familiarize yourself with common project management terms . That way, when they come up during the interview, you don’t have to ask what they mean first and potentially risk your chances of getting the job.

Practice clarity and confidence. Besides rehearsing answers to common interview questions, work on delivering your answers with confidence and clarity. This includes practicing your body language to make sure it conveys confidence.

Ask for clarification when needed . If a question is unclear or you're unsure of what's being asked, don't hesitate to ask for clarification. It's better to get more information than to answer incorrectly due to a misunderstanding. This also demonstrates your communication skills and attention to detail.

Prepare with real-world examples . Equip yourself with past experiences that demonstrate your project management skills and accomplishments. Tailor these stories to the job description and the skills it requires, showing how your background makes you the perfect fit for the role.

Go get that project manager job!

Now that you know what to say (and what not to say) during your job interview, we’re sure you’re going to nail it. 

And if you land the job, make sure you utilize tools that make your life easier, like Asana’s project management software that’s designed to minimize app switching. That way, you and your new team can keep everything from messages to timelines in one place and focus on what’s really important.

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