Crack the Hiring Managers' Decision Framework (2/3 part series)

What happened this week?

Last time, we talked about what makes a great PM from a hiring process standpoint. Today, we're focusing on the softer, non-technical skills that PM hiring managers value.

I'll share some unique insights that can help both new and experienced PMs looking for jobs.

In this edition, I won't be diving into technical PM chops because you can find that information elsewhere really. Instead, we'll explore the "soft" skills such as positioning your value and the delivery angle.

Just a heads-up, what I'm sharing here is how I approach hiring PMs based on my experience and the many conversations I had with other hiring managers. It does not represent the view of any organization or somebody else.

What’s in there?

1. Managers go beyond what you say - Demonstrating vs Saying

2. Positioning yourself with “We vs I” Framework

3. You are a fast learner, are you really?

4. Managers’ Decision Framework

5. Your Tactical Summary

1. Managers go beyond what candidates say…Demonstrating vs Saying

We know that candidates say what we want to hear.

We’re not just taking your words at face value. Nope, we're like detectives, digging into your qualifications and potential during the interview.

We're on the lookout for things like whether the candidate will fit in with the company culture or if they can handle ambiguous situations with multiple stakeholders.

I always ask myself:
- Why do I think they have the right skills?
- Is it because they said it or because they demonstrated it during the interview?

Tips to remember

• ⏳ Not about what the candidate says, but what the manager thinks 

• 🗣️ Go beyond your statement. Make sure it’s convincing

• 🤝 Demonstrate your skills with details, don’t just say it

Your Job To Be Done can be summarized as follows:

2. “We vs I” Framework

Problem-solving ability is highly valued by product leaders when hiring product managers due to the complex nature of the role, which demands creative solutions to unexpected challenges. However, the mistake I see the most is that PMs struggle to convey a clear framework on “We vs I” and their explanation.

What hiring managers look for?

• 🤔 Speak with “I” but highlight your team interaction

  • Focus on “I” for execution tasks and highlight team interactions

  • Focus on “we” for goals

    • Eg. I developed this ABC feature by running multiple user interviews so that WE delivered on XYZ%

• Use the STAR framework (Situation, Task, Action, Result) method to provide clear and compelling evidence of your execution.

3. Are you a fast learner?

This is an important trait of a great PM. In our ambiguous product management world, you will face setbacks here and there - It’s okay. That’s what you’re hired for, but the most important aspect is to fail forward and learn fast so that you can move your metrics faster.

Simple principle:

This is hard to assess for a PM, but here’s a PROF framework to use.

1. Past Success: Share quick examples of your ability to learn and adapt rapidly in previous roles.

2. Results-Driven: Emphasize the positive outcomes and results tied to your fast-learning skills.

3. Future-Oriented: Express your commitment to continued learning and growth in the role you're interviewing for.

   
   You can mix and match any of those above to build your answer.

4. Core Managers’ Decision Framework

Now that you’ve been through multiple interview rounds, let's dive into the exciting phase where we piece everything together. Keep in mind that every company, team, or manager has its unique approach, but what follows is the underlying rationale hiring managers will apply.

a) Sad reality…Job History counts more than interviews

• Have they worked long stretches at good companies, learning from good people? eg. I personally check past candidates’ managers and leadership teams on Linkedin

• Has their career progressed? Would a move to my team make logical sense?

Job History is just a fact for hiring managers but it is powerful to filter the noise early in the process

🌟 Tips for you:

Ensure your resume highlights your relevant PM experience ONLY, (ie no laundry list) aligning it with the job you're applying for.