Episode 369: Staying at a sinking ship and behavioral interview questions

<p><b>This episode is sposored by OneSchema, the best way to build CSV import into your product.</b></p> <p><b>Check OneSchema out at <a href="https://oneschema.co/softskills">https://oneschema.co/softskills</a></b></p> <p>In this episode, Dave and Jamison answer these questions:</p> <ol> <li> <p>My employer offered a retention bonus after:</p> <ol> <li>The CTO left two weeks after I arrived</li> <li>Two weeks later 1/4 of the staff was laid off</li> <li>Two weeks after that the COO left</li> <li>Two weeks after that 2 board members resigned</li> <li>Three or Four weeks after that the Director of Engineering left</li> </ol> <p>What does that mean? What do I look out for?</p> </li> <li> <p>I discovered your podcast just about 2 weeks ago and I love it, and I listen to them daily when driving to office, this make forced RTO feels a little bit better.</p> <p>I am currently a mid to senior SWE at FAANG. For the past 1.5 years I have been trying to interview for other opportunities at Staff level. I have good result with coding and design interview but I felt like I’m always falling short at behavioral questions. Example is “Tell me a time when you have a conflict”. How do I go about showing seniority in these type of questions? I led a few projects and powered through a lot of conflicts to deliver results at my company, at the same time I can’t think of a particular methodology I used to get through them. There were times I compromised, pushed back hard, meet halfway depends on situation. I dont want to show i’m a pushover at the same I don’t want to show i’m not easy to work with. What are the signals they are looking for for a Staff level engineer in behavoral style questions</p> </li> </ol>