Organizational Strategy & Culture Topics
Organizational strategy, culture shaping, change management, and organizational dynamics. Includes culture initiatives, transformation, and organizational design.
Team Structure and Composition
Covers how teams are organized, who does what, and how work and accountability are distributed. Core areas include team size, roles and responsibilities, seniority mix, skills distribution, diversity of perspectives, reporting relationships and organizational structure, who reports to whom, and how a role fits into the broader organization. Also addresses cross functional dependencies and integration with other teams, handoff and workflow patterns, decision making models and ownership boundaries, autonomy versus centralized direction, code and design review practices, on call rotations and escalation paths, available resources and success metrics. Leadership and hiring topics include strategies for building balanced teams, identifying skill gaps, onboarding and mentorship programs, scaling teams from small to large while avoiding fragmentation, and setting short term and first year priorities for improving effectiveness. Candidates should be prepared to ask and evaluate questions about immediate peers and managers, domain responsibilities, and how the team is structured to deliver outcomes.
Scaling Operations and Change Management
Focused on planning and executing operational changes to support rapid organizational growth or expansion. Topics include diagnosing what breaks as scale increases, capacity planning for people and systems, enabling new capabilities, process standardization, tooling and automation choices, cross functional coordination, training and enablement, governance and operating models, risk identification and mitigation, phased rollouts and pilots, and communicating changes across stakeholder groups. Candidates should be prepared to walk through concrete plans for scaling headcount, geographic expansion, or rolling out new methodologies at scale while managing transition risk and measuring outcomes.
Growth Culture and Team Enablement
Explore how the candidate created and scaled a growth oriented culture and enabled teams to operate as growth practitioners. Areas include establishing principles such as hypothesis driven thinking and data driven decision making, building processes for rapid experimentation and prioritization, tooling and analytics to support experiments, training product and cross functional teams to run and learn from experiments, fostering psychological safety and making teams comfortable with failure as learning, scaling growth practices beyond a single team by enabling product teams to own growth experiments, and driving organizational change to broaden impact at staff or higher levels. Candidates should give concrete initiatives, change management tactics, metrics used to judge experiments and adoption, examples of successful and failed experiments, and how they measured and scaled learning across the organization.
Growth Organization & Capability Building
Discuss how you'd structure the growth function: team organization, hiring priorities, skill development, processes, and tools. Show thinking about scale: How does the team grow as the company grows? What capabilities are critical to build first? How do you balance hiring specialist roles with building breadth? Discuss how you'd establish experimentation cadence, measurement frameworks, and cross-functional processes. Show comfort with both execution and scaling.