Interview Guide for

IT Manager

This comprehensive interview guide for IT Managers is designed to help you identify candidates with the perfect blend of technical expertise, leadership skills, and strategic vision. Leverage structured behavioral questions, technical assessments, and thorough reference checks to ensure you're hiring someone who can maintain reliable IT infrastructure while driving innovation for your organization.

How to Use This Guide

This interview guide serves as your roadmap for conducting effective IT Manager interviews. To get the most out of it:

Customize and Adapt - Tailor questions to match your company's specific technology stack, security requirements, and culture.
Collaborate with Your Team - Share this guide with everyone involved in the hiring process to ensure consistency across all interviews.
Follow the Structure - Use the provided sequence to thoroughly evaluate candidates on both technical skills and leadership competencies.
Use Follow-Up Questions - Dig deeper with the suggested follow-up questions to understand the context behind each response.
Score Independently - Have each interviewer complete their scorecard before the debrief meeting to avoid group bias.

For additional tips on conducting effective interviews, check out our guide on how to conduct a job interview. You can also explore more IT Manager interview questions for additional question ideas.

Job Description

IT Manager

About [Company]

[Company] is a dynamic organization dedicated to [brief company mission]. With a focus on innovation and excellence, we have established ourselves as a leader in the [industry] sector.

The Role

We're seeking an experienced IT Manager to lead our technology infrastructure and operations. This pivotal role will ensure the reliability, security, and efficiency of our IT systems while aligning technology initiatives with our business objectives. The ideal candidate will not only maintain stable infrastructure but also drive strategic improvements that support the company's continued growth.

Key Responsibilities

Manage and maintain all IT hardware, software, networks, and cloud-based services
Oversee server administration, including installation, configuration, and maintenance
Implement and maintain robust IT security policies and procedures
Manage the IT help desk, providing support to end-users and resolving technical issues
Develop and manage the IT budget with a focus on cost-effectiveness
Collaborate with other departments to identify and implement technology solutions
Research and evaluate new technologies to improve efficiency, productivity, and security
Lead and develop IT team members, fostering a culture of continuous improvement

What We're Looking For

5+ years of experience in IT management with demonstrated success overseeing infrastructure
Strong understanding of networking principles (TCP/IP, DNS, DHCP, routing, switching)
Experience with cloud services and virtualization platforms
Excellent problem-solving abilities and technical troubleshooting skills
Strong communication skills and the ability to explain technical concepts to non-technical staff
Adaptability and willingness to learn as technology evolves
Leadership experience with a proven ability to develop team members
Relevant certifications (e.g., CompTIA, Microsoft, ITIL) are a plus

Why Join [Company]

At [Company], we offer a collaborative environment where your technical expertise and leadership can truly make an impact. We're committed to providing growth opportunities and supporting professional development.

Competitive salary range: [Pay Range]
Comprehensive benefits package including health insurance and retirement plan
Professional development opportunities and certification support
Flexible work arrangements
Collaborative and innovative company culture

Hiring Process

We've designed our hiring process to be thorough yet efficient, allowing us to evaluate your skills while respecting your time. Here's what you can expect:

Initial Screening Interview - A conversation with our recruiter to discuss your background and experience.
Technical Assessment - A practical exercise to evaluate your technical knowledge and approach to real-world IT management scenarios.
Competency Interview - An in-depth discussion focused on your leadership style and key competencies.
Chronological Career Review - A detailed walk-through of your career with our hiring manager to understand your experience and growth.
Final Interview (Optional) - A conversation with additional stakeholders if needed.

Ideal Candidate Profile (Internal)

Role Overview

The IT Manager will serve as the technology backbone of our organization, overseeing all aspects of our IT infrastructure while aligning technology initiatives with business goals. This role requires someone who can balance day-to-day operational management with strategic planning, ensuring the company's technology capabilities support current needs while positioning us for future growth. The ideal candidate will combine technical expertise with leadership skills and business acumen.

Essential Behavioral Competencies

Technical Expertise - Demonstrates comprehensive knowledge of IT systems, infrastructure, and security principles. Stays current with emerging technologies and can evaluate their potential business value.

Strategic Planning - Able to develop and implement IT strategies that align with business objectives. Can create and execute roadmaps for technology improvements and infrastructure upgrades.

Problem Solving - Quickly identifies technical issues and implements effective solutions. Uses analytical thinking to troubleshoot complex problems and prevent recurrence.

Change Management - Successfully plans and implements technological changes with minimal disruption. Communicates effectively with stakeholders and manages expectations throughout change processes.

Leadership - Effectively guides IT team members through clear direction and mentorship. Creates an environment of continuous learning and improvement while holding team accountable.

Desired Outcomes

Maintain 99.9% uptime for critical systems and infrastructure within the first 6 months by implementing robust monitoring and maintenance protocols.
Develop and begin implementing a comprehensive IT security strategy within the first quarter that aligns with industry best practices and addresses current vulnerabilities.
Reduce IT support ticket resolution time by 20% within 6 months by optimizing help desk processes and implementing self-service solutions where appropriate.
Create and execute a technology roadmap that supports the company's growth objectives for the next 2-3 years, including budget planning and resource allocation.
Build and develop a high-performing IT team through effective leadership, training initiatives, and performance management.

Ideal Candidate Traits

5-7+ years of progressive experience in IT management with demonstrated success overseeing infrastructure, security, and support functions
Experience managing both on-premises and cloud-based infrastructure (preferably with knowledge of AWS, Azure, or similar platforms)
Strong background in network administration, systems security, and IT governance
Proven ability to translate technical concepts for non-technical stakeholders
Track record of developing and implementing IT policies and procedures
Experience managing IT budgets and vendor relationships effectively
Relevant certifications such as ITIL, CompTIA, Microsoft, or Cisco
Proactive approach to problem-solving with excellent analytical skills
Strong communication skills with the ability to build relationships across departments
Adaptable and curious mindset that embraces technological change

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess if the candidate has the fundamental qualifications and experience needed for the IT Manager position. Your goal is to evaluate their technical background, leadership experience, and alignment with our company's needs and culture. Use this conversation to determine if they should progress to the more in-depth interview stages.

Best practices for this interview:

Review the candidate's resume before the interview to tailor your questions accordingly
Listen for concrete examples rather than theoretical knowledge
Note any red flags such as frequent job changes without clear progression
Pay attention to how they describe their leadership approach and team management style
Assess their ability to communicate technical concepts clearly
Allow 5-10 minutes at the end for the candidate to ask questions

Directions to Share with Candidate

Thank you for your interest in the IT Manager position at [Company]. During this initial conversation, I'll be asking about your technical background, management experience, and approach to IT infrastructure and operations. This helps us understand if there's a potential fit between your skills and our needs. Please feel free to share specific examples from your experience, and we'll save time at the end for any questions you have about the role or company.

Interview Questions

Tell me about your current role and responsibilities in IT management. What systems and infrastructure are you responsible for?

Areas to Cover

Size and scope of infrastructure they currently manage
Types of systems (cloud, on-premise, hybrid)
Size of team they lead or are part of
Key projects or initiatives they've led
Budget responsibility

Possible Follow-up Questions

How many servers and endpoints do you currently manage?
What cloud platforms or services are you using?
How do you prioritize competing IT demands?

What approach do you take to IT security and what specific measures have you implemented in your current or previous roles?

Areas to Cover

Security frameworks or best practices they follow
Specific security measures they've implemented
How they stay current with security threats
Their approach to security training for end users
Incident response experience

Possible Follow-up Questions

How do you balance security requirements with user experience?
Tell me about a security incident you've managed and what you learned.
How do you approach vulnerability assessments?

Describe your experience with IT budgeting and vendor management.

Areas to Cover

Size of budgets they've managed
Their approach to budget planning and tracking
Experience negotiating with vendors
How they evaluate new technology purchases
Cost optimization initiatives they've led

Possible Follow-up Questions

How do you prioritize technology investments when facing budget constraints?
Can you share an example of a successful vendor negotiation?
What methods do you use to demonstrate IT ROI to leadership?

How do you approach managing IT support and ensuring high-quality service to users?

Areas to Cover

Help desk management experience
Support metrics they track
Strategies for improving user satisfaction
Proactive vs. reactive support approaches
Experience implementing IT service management frameworks

Possible Follow-up Questions

How do you handle difficult users or challenging support situations?
What ITSM tools have you worked with?
How do you prioritize support tickets?

What experience do you have implementing new technologies or leading digital transformation initiatives?

Areas to Cover

Examples of significant technology changes they've led
Their methodology for implementation
How they managed resistance to change
Training approaches for new technologies
Measuring success of technology implementations

Possible Follow-up Questions

How did you ensure business continuity during major technology changes?
What challenges did you face during implementation and how did you overcome them?
How did you get stakeholder buy-in for significant changes?

Tell me about your leadership style and how you develop your IT team.

Areas to Cover

Size of teams they've managed
Their approach to delegation and oversight
Methods for developing team members
How they handle performance issues
Team culture they aim to create

Possible Follow-up Questions

How do you keep your team motivated?
How do you ensure technical skills stay current on your team?
Tell me about a time you had to manage a difficult team situation.

Interview Scorecard

Technical Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited technical knowledge or outdated skills
2: Basic understanding of IT systems but lacks depth in key areas
3: Solid technical knowledge across multiple IT domains
4: Exceptional technical expertise with advanced knowledge in multiple areas

Leadership Experience

0: Not Enough Information Gathered to Evaluate
1: Little to no leadership experience
2: Some leadership experience but limited scope or success
3: Proven leadership experience with demonstrated success
4: Exceptional leadership track record with evidence of developing high-performing teams

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Focused primarily on tactical execution
2: Shows some strategic thinking but limited implementation
3: Demonstrates clear strategic vision with successful execution
4: Exceptional strategic thinker who consistently aligns IT with business objectives

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Difficulty explaining technical concepts clearly
2: Adequate communication but room for improvement
3: Communicates clearly and effectively at all levels
4: Exceptional communicator who can influence and persuade effectively

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Unlikely to achieve this uptime goal
2: May partially achieve this uptime goal
3: Likely to achieve this uptime goal
4: Likely to exceed this uptime goal

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop effective security strategy
2: May develop partial security strategy
3: Likely to develop comprehensive security strategy
4: Likely to develop exceptional security strategy

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Unlikely to improve support processes
2: May achieve minor improvements in support
3: Likely to achieve 20% reduction target
4: Likely to exceed 20% reduction target

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Unlikely to create effective roadmap
2: May create basic roadmap without full alignment
3: Likely to create well-aligned technology roadmap
4: Likely to create exceptional roadmap with innovative approaches

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build a high-performing team
2: May improve team performance modestly
3: Likely to build a high-performing team
4: Likely to build an exceptional, industry-leading team

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Technical Assessment

Directions for the Interviewer

The technical assessment aims to evaluate the candidate's practical IT management skills and problem-solving approach. This exercise will reveal how they think about real-world IT challenges and their ability to develop and communicate solutions. Look for both technical accuracy and their thought process—how they analyze problems, prioritize tasks, and consider business impact.

When conducting this assessment:

Provide clear instructions and allow time for questions before beginning
Observe how the candidate approaches the scenario and what questions they ask
Note whether they consider both technical and business factors
Assess their ability to explain their reasoning and decisions
Evaluate whether their solutions balance technical excellence with practical realities
Pay attention to how they would communicate with different stakeholders
Allow 10-15 minutes at the end for discussion and questions

Directions to Share with Candidate

In this exercise, I'll present you with an IT management scenario that reflects real-world challenges you might face in this role. Take a few minutes to analyze the scenario and develop your approach. There are no perfect answers—I'm interested in your thought process, how you would tackle these challenges, and how you would communicate your plans to various stakeholders. Feel free to ask clarifying questions, and we'll discuss your approach afterward.

IT Infrastructure Assessment and Planning Exercise

Scenario: You've just joined [Company] as the new IT Manager. The company has approximately 250 employees across three locations. The current IT infrastructure includes:

An aging on-premises server environment (5+ years old)
A mix of Windows and Mac workstations
Basic network security measures
Several business-critical applications that are hosted locally
Increasing concerns about security and business continuity
Limited documentation of systems and processes
A small IT team (3 people) with varying skill levels

The CEO has asked you to develop a 12-month plan to modernize the IT infrastructure while ensuring business continuity and improved security. You have a modest budget increase of 15% over last year.

Task:

Outline how you would assess the current environment
Identify key priorities for the first 90 days
Develop a high-level 12-month roadmap
Explain how you would manage this transition with minimal disruption
Describe how you would communicate your plan to executive leadership
Explain how you would develop your IT team to support this transition

Questions to guide the discussion:

How would you approach the initial assessment of the current IT environment?

Areas to Cover

Methods for inventorying existing systems and infrastructure
Assessing security vulnerabilities and risks
Evaluating team skills and capabilities
Understanding business requirements and pain points
Reviewing existing documentation and processes

Possible Follow-up Questions

What specific tools would you use for this assessment?
How would you prioritize what to assess first?
How would you balance the assessment work with ongoing support needs?

What would be your key priorities for the first 90 days, and why?

Areas to Cover

Their approach to prioritization
Balance between quick wins and strategic initiatives
How they would address immediate security concerns
Approach to documentation improvement
Initial steps for team development

Possible Follow-up Questions

How would you measure success for these initial priorities?
How would you gain buy-in from both the IT team and business stakeholders?
What risks do you foresee in your initial 90-day plan?

How would you approach the cloud migration strategy, if that's part of your plan?

Areas to Cover

Their methodology for evaluating cloud vs. on-premises
Approach to selecting cloud providers and services
Migration strategy and prioritization
Security considerations in a cloud environment
Cost management in the cloud

Possible Follow-up Questions

How would you decide which applications to migrate first?
What specific security measures would you implement for cloud services?
How would you handle any resistance to cloud adoption?

How would you improve the security posture of the organization?

Areas to Cover

Security frameworks or standards they would implement
Specific security measures they would prioritize
Approach to security training and awareness
Security monitoring and incident response planning
Compliance considerations

Possible Follow-up Questions

How would you balance security requirements with user productivity?
What metrics would you use to measure security improvements?
How would you approach securing a hybrid environment?

How would you manage this transition with minimal business disruption?

Areas to Cover

Change management approach
Communication strategy with stakeholders
Testing methodologies before implementation
Rollback plans
Timing considerations (after hours, weekends, etc.)

Possible Follow-up Questions

How would you handle an unexpected issue during a critical system migration?
How would you prepare the business users for significant changes?
What contingency plans would you have in place?

Interview Scorecard

Technical Assessment & Planning

0: Not Enough Information Gathered to Evaluate
1: Lacks structured approach; missing critical considerations
2: Basic approach with some gaps in technical planning
3: Comprehensive assessment and planning approach
4: Exceptional strategic and technical planning with innovative solutions

Problem-Solving Ability

0: Not Enough Information Gathered to Evaluate
1: Simplistic problem-solving without considering complexities
2: Adequate problem-solving but missing some considerations
3: Strong problem-solving with thoughtful consideration of variables
4: Exceptional problem-solving with creative solutions and thorough analysis

Security Approach

0: Not Enough Information Gathered to Evaluate
1: Basic security considerations without depth
2: Adequate security approach but gaps in comprehensive planning
3: Strong security strategy with appropriate prioritization
4: Exceptional security strategy with advanced protective measures

Change Management

0: Not Enough Information Gathered to Evaluate
1: Minimal consideration for change management
2: Basic change management approach but lacks detail
3: Comprehensive change management strategy
4: Sophisticated change management approach with excellent stakeholder considerations

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Plan unlikely to achieve uptime goal
2: Plan may partially support uptime goal
3: Plan likely to achieve uptime goal
4: Plan likely to exceed uptime goal

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Security approach unlikely to yield comprehensive strategy
2: Approach may lead to partial security improvements
3: Approach likely to yield comprehensive security strategy
4: Approach likely to yield exceptional security strategy

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Plan unlikely to improve support processes
2: Plan may achieve minor support improvements
3: Plan likely to achieve support time reduction goals
4: Plan likely to exceed support time reduction goals

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Roadmap lacks coherence or strategic alignment
2: Basic roadmap with limited strategic consideration
3: Well-constructed roadmap aligned with business needs
4: Exceptional roadmap with innovative approaches

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Limited team development considerations
2: Basic team development approach
3: Strong team development strategy
4: Exceptional team development approach with specific growth plans

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Competency Interview

Directions for the Interviewer

This interview is designed to assess the candidate's essential behavioral competencies required for the IT Manager role. Your goal is to evaluate how they have demonstrated these competencies in real situations throughout their career. Focus on getting detailed examples and probe for the context, actions, and results of each situation they describe.

Best practices for this interview:

Ask for specific examples rather than hypothetical or general approaches
Use the STAR method (Situation, Task, Action, Result) to guide your follow-up questions
Listen for both what they did and how they did it
Note how they describe working with others, particularly in leadership situations
Pay attention to their decision-making process and how they handle challenges
Ensure equal time is spent on each competency area
Allow 10-15 minutes at the end for candidate questions

Directions to Share with Candidate

In this interview, I'd like to explore specific situations from your experience that demonstrate key skills needed for this role. Please share detailed examples from your past when responding to each question. I'll ask follow-up questions to understand the context, your specific actions, and the outcomes of these situations. This helps us better understand how you approach challenges and leadership situations in an IT environment.

Interview Questions

Tell me about a time when you had to implement a significant IT infrastructure change. How did you approach it, and what challenges did you face? (Technical Expertise, Change Management)

Areas to Cover

The scope and complexity of the change
How they planned and prepared for the implementation
Their approach to mitigating risks and ensuring business continuity
How they communicated with stakeholders
Technical challenges they encountered and how they overcame them
The final outcome and any lessons learned

Possible Follow-up Questions

How did you minimize disruption to business operations?
What would you do differently if you were to implement this change again?
How did you get buy-in from resistant stakeholders?

Describe a situation where you had to develop an IT strategy or roadmap that aligned with business objectives. How did you ensure alignment between technology and business needs? (Strategic Planning)

Areas to Cover

How they gathered requirements from business stakeholders
Their process for translating business needs into technical requirements
How they prioritized initiatives within the strategy
The timeline and budget considerations
How they measured the success of the strategy
Challenges they faced during implementation

Possible Follow-up Questions

How did you handle competing priorities from different business units?
What methods did you use to demonstrate the business value of your strategy?
How did you adjust your strategy when business priorities changed?

Tell me about a complex technical problem you faced that required significant troubleshooting. How did you approach solving it? (Problem Solving, Technical Expertise)

Areas to Cover

The nature and impact of the technical problem
Their troubleshooting methodology and process
How they leveraged resources (team members, vendors, documentation)
The solution they implemented
Steps taken to prevent similar issues in the future
How they communicated throughout the resolution process

Possible Follow-up Questions

How did you prioritize this issue against other ongoing work?
What specific technical skills did you apply to resolve the issue?
What did you learn from this experience that you've applied since?

Describe a situation where you had to lead your team through a significant change or period of uncertainty. How did you maintain team morale and productivity? (Leadership, Change Management)

Areas to Cover

The nature of the change or uncertainty
Their leadership approach during this period
Specific actions taken to support team members
How they communicated throughout the process
Any resistance they encountered and how they addressed it
The outcome and impact on team performance

Possible Follow-up Questions

How did you personally adapt to the change while leading others?
How did you identify which team members needed additional support?
What feedback did you receive from your team about your leadership during this time?

Tell me about a time when you had to balance security requirements with user experience or business needs. How did you approach this balance? (Security Management, Strategic Planning)

Areas to Cover

The specific security requirements and business needs in conflict
Their process for evaluating risks and benefits
How they collaborated with stakeholders
The compromise or solution they implemented
How they communicated the decision and rationale
The outcome and any lessons learned

Possible Follow-up Questions

How did you measure the effectiveness of your solution?
What would you do differently if faced with a similar situation today?
How do you stay current with evolving security best practices?

Interview Scorecard

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited technical expertise demonstrated in examples
2: Adequate technical knowledge but lacking depth in critical areas
3: Strong technical expertise across relevant domains
4: Exceptional technical mastery with advanced problem-solving examples

Strategic Planning

0: Not Enough Information Gathered to Evaluate
1: Examples show tactical thinking without strategic vision
2: Some strategic planning ability but limited in scope
3: Demonstrated effective strategic planning aligned with business needs
4: Exceptional strategic planning with innovative approaches and clear business alignment

Problem Solving

0: Not Enough Information Gathered to Evaluate
1: Simplistic problem-solving approach with limited effectiveness
2: Adequate problem-solving but missing systematic approach
3: Strong problem-solving methodology with good results
4: Exceptional problem-solving with innovative approaches and outstanding results

Change Management

0: Not Enough Information Gathered to Evaluate
1: Limited change management skills demonstrated
2: Basic change management approach but lacks sophistication
3: Effective change management with good stakeholder handling
4: Exceptional change management with outstanding results and stakeholder feedback

Leadership

0: Not Enough Information Gathered to Evaluate
1: Limited leadership abilities demonstrated
2: Some leadership skills but gaps in certain areas
3: Strong leadership with effective team management
4: Exceptional leadership with documented team development and performance improvements

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Examples suggest unlikely to achieve uptime goal
2: Examples suggest may partially achieve uptime goal
3: Examples suggest likely to achieve uptime goal
4: Examples suggest likely to exceed uptime goal

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Examples suggest unlikely to develop effective security strategy
2: Examples suggest may develop partial security strategy
3: Examples suggest likely to develop comprehensive security strategy
4: Examples suggest likely to develop exceptional security strategy

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Examples suggest unlikely to improve support processes
2: Examples suggest may achieve minor improvements in support
3: Examples suggest likely to achieve support time reduction goals
4: Examples suggest likely to exceed support time reduction goals

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Examples suggest unlikely to create effective roadmap
2: Examples suggest may create basic roadmap without full alignment
3: Examples suggest likely to create well-aligned technology roadmap
4: Examples suggest likely to create exceptional roadmap with innovative approaches

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Examples suggest unlikely to build a high-performing team
2: Examples suggest may improve team performance modestly
3: Examples suggest likely to build a high-performing team
4: Examples suggest likely to build an exceptional team

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Chronological Interview

Directions for the Interviewer

This interview takes a chronological approach to understanding the candidate's career progression and experience in IT management roles. The goal is to get a detailed understanding of their growth, achievements, and lessons learned throughout their career. This interview should be conducted by the hiring manager, as it will provide the most comprehensive view of the candidate's experience and fit for the role.

Best practices for this interview:

Review the candidate's resume in detail before the interview
Start with earlier relevant roles and progress to the most recent
Spend more time on recent and relevant positions
Listen for progression in responsibilities and skills
Note patterns of achievement or challenges across roles
Focus on understanding both what they did and how they did it
Look for evidence of increasing leadership responsibility
Pay attention to reasons for role changes
Allow 10-15 minutes at the end for candidate questions

Directions to Share with Candidate

In this interview, I'd like to walk through your career journey to understand your experience and growth as an IT professional. We'll discuss your roles in chronological order, focusing on your responsibilities, achievements, challenges, and lessons learned. This helps me understand how your experience has prepared you for this IT Manager position. Please feel free to provide specific examples and context throughout our discussion.

Interview Questions

Let's start with a bit about your background. What initially attracted you to a career in IT, and how has your interest evolved over time?

Areas to Cover

Their original interest and motivation in the IT field
How their career goals have evolved
Key inflection points in their career journey
Areas of specialization or particular interest
How their interests align with this role

Possible Follow-up Questions

What aspects of IT do you find most rewarding?
How has your view of technology management changed over time?
What skills have you deliberately worked to develop throughout your career?

For each relevant position, starting with earlier roles:

Tell me about your role at [Company X]. What were your main responsibilities and the environment you worked in?

Areas to Cover

Size of the organization and IT environment
Scope of their responsibilities
Size of team they managed (if applicable)
Technologies they worked with
Key projects or initiatives they led
Growth in responsibilities during their tenure

Possible Follow-up Questions

What were the biggest challenges in this environment?
How was the IT department viewed by the rest of the organization?
What was the state of IT when you arrived versus when you left?

What were your most significant accomplishments in this role?

Areas to Cover

Specific examples of projects or initiatives they led
Measurable results and business impact
Their direct contribution versus team effort
Technical and leadership aspects of their accomplishments
Recognition they received for their work
Lessons learned from these successes

Possible Follow-up Questions

What specific obstacles did you overcome to achieve this?
How did you measure the success of this initiative?
How did this accomplishment benefit the business?

What were the most significant challenges you faced in this role and how did you handle them?

Areas to Cover

Technical challenges they encountered
Team or personnel challenges
Resource constraints or budget issues
Organizational challenges
Their approach to addressing these challenges
Results and lessons learned

Possible Follow-up Questions

What would you do differently if faced with similar challenges today?
How did these challenges affect your leadership approach?
What resources or support did you leverage to overcome these challenges?

Tell me about your relationship with your team and leadership during this time.

Areas to Cover

Their management style with direct reports
How they interacted with senior leadership
Collaboration with other departments
How they handled conflicts or disagreements
Feedback they received from team members or leadership
How relationships evolved during their tenure

Possible Follow-up Questions

How would your team members describe your management style?
How did you adapt your communication style for different stakeholders?
What feedback did you receive that led to changes in your approach?

What prompted you to leave this position and move to your next role?

Areas to Cover

Their motivation for the change
What they were seeking in their next opportunity
How the transition relates to their career goals
Their approach to the job search and transition
How they handed off responsibilities

Possible Follow-up Questions

What were you looking for that you weren't getting in that role?
How did you ensure a smooth transition when you left?
How did this move align with your long-term career goals?

For the most recent/current position, add:

How has your current/most recent role prepared you for this IT Manager position?

Areas to Cover

Specific skills and experiences relevant to this role
Leadership and management capabilities developed
Technical knowledge applicable to our environment
Achievements that demonstrate readiness for this position
Areas where they still want to grow or develop

Possible Follow-up Questions

What aspects of our IT Manager role most closely align with your experience?
What areas would represent new challenges for you?
How would you approach the learning curve for any new aspects of this role?

Looking back at your career, what would you say are the most valuable lessons you've learned about IT management?

Areas to Cover

Leadership insights gained from experience
Technical strategy lessons learned
Approach to balancing competing priorities
Evolution in their management philosophy
Personal growth throughout their career

Possible Follow-up Questions

How have these lessons influenced your leadership style?
What advice would you give to someone starting in IT management today?
How do these lessons apply to our organization and this role?

Interview Scorecard

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Limited growth or progression in responsibilities
2: Some progression but with gaps or lateral moves
3: Clear progression with increasing responsibilities
4: Exceptional career growth with rapid advancement

Leadership Development

0: Not Enough Information Gathered to Evaluate
1: Limited leadership experience or growth
2: Some leadership experience but with limited scope
3: Strong leadership development with clear examples
4: Exceptional leadership journey with substantial team impact

Technical Evolution

0: Not Enough Information Gathered to Evaluate
1: Technical skills have not kept pace with industry changes
2: Some technical advancement but gaps in key areas
3: Strong technical evolution aligned with industry trends
4: Exceptional technical growth with cutting-edge knowledge

Problem Resolution History

0: Not Enough Information Gathered to Evaluate
1: Limited examples of effective problem resolution
2: Some examples of problem solving but with mixed results
3: Strong track record of effective problem resolution
4: Exceptional history of solving complex problems with outstanding results

Strategic Impact

0: Not Enough Information Gathered to Evaluate
1: Limited strategic impact in previous roles
2: Some strategic contributions with moderate impact
3: Clear strategic impact with measurable results
4: Exceptional strategic influence driving significant organizational value

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Career history suggests unlikely to achieve uptime goal
2: History suggests may partially achieve uptime goal
3: History suggests likely to achieve uptime goal
4: History suggests likely to exceed uptime goal

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Limited security strategy experience in career
2: Some security strategy experience with partial scope
3: Strong security strategy experience aligned with our needs
4: Exceptional security strategy history with demonstrable results

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Limited experience improving support processes
2: Some experience with support improvements
3: Strong history of support process optimization
4: Exceptional track record of support efficiency improvements

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Limited roadmap development experience
2: Some roadmap experience but limited scope
3: Strong roadmap development history
4: Exceptional strategic roadmap history with business alignment

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Limited team development history
2: Some team leadership with mixed results
3: Strong team development history
4: Exceptional team building with documented performance improvements

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Optional Technical Competency Interview

Directions for the Interviewer

This optional interview delves deeper into the candidate's technical knowledge and experience in specific areas relevant to our IT environment. It should be conducted by a technical leader in the organization who can assess the candidate's technical depth in critical areas. Use this interview if there are uncertainties about the candidate's technical capabilities after previous interviews or if there are specific technical competencies crucial for this role that need further evaluation.

Best practices for this interview:

Focus on technical areas most relevant to our environment and needs
Assess both breadth and depth of technical knowledge
Look for their approach to evaluating and adopting new technologies
Listen for their ability to explain complex technical concepts clearly
Note their understanding of security best practices
Evaluate how they balance technical excellence with business needs
Allow 10-15 minutes at the end for candidate questions

Directions to Share with Candidate

In this interview, we'll explore your technical knowledge and experience in specific areas relevant to our IT environment. I'm interested in understanding both the breadth and depth of your technical expertise, as well as how you approach technical decision-making. Please feel free to provide specific examples from your experience when answering these questions.

Interview Questions

Tell me about your experience with cloud services and infrastructure. Which platforms have you worked with, and how have you approached cloud migrations?

Areas to Cover

Specific cloud platforms they've worked with (AWS, Azure, Google Cloud, etc.)
The extent of their hands-on versus management experience
Their approach to cloud architecture and design
Experience with cloud migrations
How they handle cloud security and compliance
Their approach to cloud cost management

Possible Follow-up Questions

How do you decide which workloads are appropriate for cloud versus on-premises?
How have you handled hybrid cloud environments?
What challenges have you encountered in cloud migrations and how did you resolve them?

Describe your experience with IT security, including frameworks, tools, and practices you've implemented.

Areas to Cover

Security frameworks they're familiar with (NIST, ISO, etc.)
Specific security tools and technologies they've implemented
Their approach to vulnerability management
Experience with security audits or assessments
How they balance security with usability
Incident response planning and experience

Possible Follow-up Questions

How do you stay current with evolving security threats?
How have you handled a security incident or breach?
What's your approach to educating users about security best practices?

What experience do you have with network architecture and infrastructure management?

Areas to Cover

Types of networks they've managed (size, complexity)
Specific networking technologies they're familiar with
Network security implementations
Experience with WAN, LAN, wireless infrastructures
Network monitoring and troubleshooting approaches
Network documentation practices

Possible Follow-up Questions

How have you approached network segmentation for security?
What tools do you prefer for network monitoring and why?
How have you handled network performance issues?

Tell me about your experience with disaster recovery and business continuity planning.

Areas to Cover

DR/BC plans they've developed or implemented
Testing methodologies they've used
Recovery time objectives and recovery point objectives they've worked with
Backup systems and strategies they've implemented
Experience with actual disaster recovery situations
How they've communicated plans to stakeholders

Possible Follow-up Questions

How do you determine appropriate RTO/RPO for different systems?
How have you tested the effectiveness of DR plans?
How do you balance the cost of DR solutions with business requirements?

What is your approach to IT governance, policies, and compliance?

Areas to Cover

IT governance frameworks they're familiar with
Policies they've developed or implemented
Experience with regulatory compliance (GDPR, HIPAA, SOX, etc.)
How they ensure adherence to policies
Their approach to policy exceptions
How they communicate policies to the organization

Possible Follow-up Questions

How do you keep policies current and relevant?
How do you handle situations where business needs conflict with policies?
How do you measure the effectiveness of governance practices?

Interview Scorecard

Cloud Technologies

0: Not Enough Information Gathered to Evaluate
1: Limited cloud knowledge or experience
2: Basic cloud knowledge but lacking depth
3: Strong cloud expertise across multiple platforms
4: Exceptional cloud expertise with advanced implementation experience

Security Knowledge

0: Not Enough Information Gathered to Evaluate
1: Basic security knowledge without implementation depth
2: Adequate security knowledge with some implementation experience
3: Comprehensive security expertise with proven implementation
4: Exceptional security mastery with advanced threat mitigation experience

Network Infrastructure

0: Not Enough Information Gathered to Evaluate
1: Limited networking knowledge
2: Basic networking knowledge but lacks sophistication
3: Strong networking expertise with implementation experience
4: Exceptional networking mastery with advanced architecture experience

Disaster Recovery/Business Continuity

0: Not Enough Information Gathered to Evaluate
1: Limited DR/BC experience
2: Basic DR/BC knowledge without comprehensive implementation
3: Strong DR/BC expertise with proven implementation
4: Exceptional DR/BC mastery with tested recovery experience

IT Governance & Compliance

0: Not Enough Information Gathered to Evaluate
1: Limited governance/compliance experience
2: Basic governance knowledge but lacks depth
3: Strong governance expertise with implementation experience
4: Exceptional governance mastery with regulatory compliance experience

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Technical knowledge unlikely to support uptime goal
2: Technical knowledge may partially support uptime goal
3: Technical knowledge likely to support uptime goal
4: Technical knowledge likely to exceed uptime goal requirements

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Technical knowledge insufficient for comprehensive security strategy
2: Technical knowledge may support basic security strategy
3: Technical knowledge supports comprehensive security strategy
4: Technical knowledge supports exceptional security strategy

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Technical knowledge unlikely to improve support processes
2: Technical knowledge may support minor support improvements
3: Technical knowledge supports significant support improvements
4: Technical knowledge supports exceptional support optimization

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Technical knowledge insufficient for strategic roadmap
2: Technical knowledge supports basic roadmap development
3: Technical knowledge supports comprehensive roadmap
4: Technical knowledge supports exceptional strategic roadmap

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Technical knowledge insufficient to lead/develop team
2: Technical knowledge may support basic team development
3: Technical knowledge supports effective team development
4: Technical knowledge supports exceptional team development

Overall Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Based on our interviews, how well does the candidate meet our technical requirements for the IT Manager role?

Guidance: Focus the discussion on specific technical qualifications observed during the interviews. Consider both depth and breadth of technical knowledge relative to our environment.

How would you assess the candidate's leadership capabilities based on their past experiences?

Guidance: Discuss concrete examples of leadership the candidate demonstrated in previous roles and how those experiences might translate to leading our IT team.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Calls

Directions for Conducting Reference Checks

Reference checks provide critical insights into the candidate's past performance and working style from people who have directly observed them. For an IT Manager role, it's particularly important to understand their technical competence, leadership approach, and ability to manage complex projects and teams.

Approach these calls with genuine curiosity rather than just going through the motions. The goal is to validate what you've learned during interviews and uncover any potential concerns or strengths that weren't evident during the interview process.

Best practices:

Request references who directly supervised the candidate
Ask the candidate to brief their references in advance about the call
Prepare your questions in advance based on areas you want to explore further
Keep the conversation conversational rather than interrogative
Listen for hesitations or qualified praise, which may indicate concerns
Ask for specific examples rather than general impressions
Take detailed notes during the call
Consider conducting at least 2-3 reference checks for a comprehensive view

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the reference's relationship with the candidate and the timeframe. This helps contextualize their feedback and determine how recent and relevant their observations are.

What were [Candidate]'s primary responsibilities in their role?

Guidance: Verify the candidate's account of their role and responsibilities. Listen for any discrepancies between what the candidate told you and what the reference describes.

How would you describe [Candidate]'s technical abilities and knowledge?

Guidance: For an IT Manager, technical competence is crucial. Listen for specific examples of technical leadership and problem-solving rather than general statements.

Can you tell me about a significant IT project or initiative that [Candidate] led? What was their approach, and what was the outcome?

Guidance: This helps assess the candidate's project management abilities, technical leadership, and ability to deliver results. Listen for how they handled challenges and whether they met objectives.

How would you describe [Candidate]'s leadership style? How did their team respond to their leadership?

Guidance: Leadership effectiveness is critical for an IT Manager. Listen for specific examples of how they motivated their team, handled conflicts, and developed team members.

How did [Candidate] handle challenging situations or crises? Can you provide a specific example?

Guidance: This reveals how the candidate performs under pressure - a key attribute for an IT Manager who will need to handle outages, security incidents, and other critical situations.

How effective was [Candidate] at communicating technical concepts to non-technical stakeholders?

Guidance: An IT Manager must bridge the gap between technical and business teams. Listen for examples of how they translated complex technical information for different audiences.

What areas would you suggest [Candidate] focus on for professional development?

Guidance: This diplomatic way of asking about weaknesses often yields more candid responses than directly asking about weaknesses. It also helps you understand potential growth areas.

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate role? Why?

Guidance: This forces the reference to quantify their overall impression and often reveals their true feelings about the candidate. The explanation is as valuable as the number.

Is there anything else I should know about [Candidate] that would help us make our hiring decision?

Guidance: This open-ended question often elicits important information that wasn't covered by your specific questions. It gives the reference an opportunity to share any remaining thoughts.

Reference Check Scorecard

Technical Competence

0: Not Enough Information Gathered to Evaluate
1: Reference indicates significant technical limitations
2: Reference suggests adequate but not outstanding technical skills
3: Reference confirms strong technical abilities
4: Reference highlights exceptional technical expertise and continuous learning

Leadership Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Reference indicates leadership challenges or limitations
2: Reference suggests adequate but developing leadership skills
3: Reference confirms effective leadership approach
4: Reference highlights exceptional leadership with clear team impact

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Reference indicates primarily tactical focus
2: Reference suggests some strategic ability but limited scope
3: Reference confirms strong strategic thinking
4: Reference highlights exceptional strategic vision and execution

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Reference indicates communication challenges
2: Reference suggests adequate communication with room for improvement
3: Reference confirms effective communication across audiences
4: Reference highlights exceptional communication as a key strength

Goal: Maintain 99.9% uptime for critical systems

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests unlikely to achieve this goal
2: Reference feedback suggests may partially achieve this goal
3: Reference feedback suggests likely to achieve this goal
4: Reference feedback suggests likely to exceed this goal

Goal: Develop comprehensive IT security strategy

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests limited security strategy experience
2: Reference feedback suggests basic security strategy capabilities
3: Reference feedback suggests strong security strategy capabilities
4: Reference feedback suggests exceptional security strategy capabilities

Goal: Reduce IT support ticket resolution time

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests limited process improvement experience
2: Reference feedback suggests some process improvement success
3: Reference feedback suggests strong process improvement capabilities
4: Reference feedback suggests exceptional process optimization skills

Goal: Create and execute technology roadmap

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests limited strategic planning experience
2: Reference feedback suggests basic roadmap development skills
3: Reference feedback suggests strong strategic planning abilities
4: Reference feedback suggests exceptional strategic vision and execution

Goal: Build high-performing IT team

0: Not Enough Information Gathered to Evaluate
1: Reference feedback suggests limited team development success
2: Reference feedback suggests moderate team leadership abilities
3: Reference feedback suggests strong team building capabilities
4: Reference feedback suggests exceptional team development success

Frequently Asked Questions

How should I adapt this interview guide for our specific technical environment?

Review the technical assessment and technical competency interview sections and modify the scenarios and questions to reflect your specific technologies, infrastructure, and challenges. For example, if you use primarily AWS for cloud services, you might adjust cloud-related questions to focus specifically on AWS expertise.

What if a candidate has a strong management background but less experience with a specific technology we use?

Focus on their ability to learn and adapt. An experienced IT leader with strong fundamentals can typically learn specific technologies, but leadership and strategic skills are harder to develop. Consider whether you need immediate expertise in that technology or if there's time for learning. You might find our article on hiring for potential helpful.

How should we balance technical vs. leadership skills in our evaluation?

For an IT Manager role, you need both technical credibility and leadership ability. The balance depends on your team structure – if you have strong technical leads reporting to this position, you might weight leadership skills more heavily. If the role requires hands-on technical work, you might prioritize technical skills. Use the scorecard to adjust weightings based on your specific needs.

What's the best way to assess a candidate's ability to handle our specific IT security challenges?

Modify the technical assessment to include a scenario that mirrors your security environment and challenges. Ask specific questions about their experience with similar security issues. During reference checks, ask about how they've handled security incidents or implemented security improvements in previous roles.

How can we evaluate whether a candidate will work well with our existing IT team?

Consider adding a panel interview with key team members or having the candidate meet informally with the team. During the competency interview, focus on questions about team leadership style and collaboration. References can provide valuable insights into how the candidate has worked with diverse teams in the past.

What if we can't conduct all the interviews in this guide due to time constraints?

If time is limited, you might combine the competency interview and chronological interview, or make the technical competency interview part of the work sample. The most critical elements are the screening, work sample, and at least one in-depth behavioral interview, plus reference checks. Check out our article on why you should design your hiring process before you start for more guidance.

How can we ensure our hiring team is aligned on what we're looking for in this role?

Hold a pre-interview alignment meeting where you review the ideal candidate profile, essential competencies, and desired outcomes together. Make sure everyone understands which aspects of the role they should focus on in their particular interview. Review the scorecards to ensure consistency in evaluation criteria.

What if references are reluctant to share detailed information about the candidate?

This is common due to company policies. Try asking more behavior-based questions rather than evaluative ones, such as "How did they typically handle conflict?" instead of "How good were they at conflict resolution?" Also, ask candidates to proactively contact their references to encourage openness. Sometimes, references are more forthcoming about strengths than weaknesses, so listen carefully for what isn't said.