Interview Guide for

Solutions Architect

This comprehensive Solutions Architect interview guide provides everything you need to conduct effective, insightful interviews that identify top technical leadership talent. Designed to assess both technical expertise and soft skills essential for this critical role, the guide features structured interviews, a practical work sample, and targeted questions to evaluate a candidate's ability to design scalable solutions and collaborate across teams.

How to Use This Guide

This guide serves as a blueprint for evaluating Solutions Architect candidates using Yardstick's proven interview methodology. To maximize its effectiveness:

Customize and adapt the questions and evaluation criteria based on your specific technical stack, business needs, and company culture
Share with your interview team to ensure consistency across all candidate evaluations
Follow the structured format to create an objective assessment process that treats all candidates equally
Use follow-up questions to dig deeper into candidates' experiences and uncover their true capabilities
Score independently before discussing candidates to prevent groupthink and ensure diverse perspectives

For more guidance on conducting effective interviews, check out our resources on how to conduct a job interview and the science of sales hiring.

Job Description

Solutions Architect

About [Company]

[Company] is a [Industry] leader committed to [Company Mission/Values]. We are a fast-growing company looking for talented individuals to join our team and contribute to our continued success. Located in [Location], we offer a dynamic and collaborative work environment where you can make a real impact.

The Role

As a Solutions Architect at [Company], you will design, build, and implement innovative, scalable solutions that meet complex technical and business requirements. Working collaboratively with engineering, product management, sales, and customer success teams, you'll shape our technology infrastructure's future while contributing to our overall growth. This role requires a unique blend of technical expertise, business acumen, and outstanding communication skills.

Key Responsibilities

Lead the design and architecture of complex solutions that align with business objectives, industry best practices, and technology standards
Develop and maintain solution architecture diagrams, documentation, and presentations
Evaluate and recommend new technologies to improve solution capabilities and efficiency
Provide technical leadership throughout the solution implementation lifecycle
Conduct technical reviews and offer feedback on code, architecture, and design
Stay current on industry trends and emerging technologies
Mentor junior team members
Effectively communicate technical concepts to both technical and non-technical audiences
Work closely with sales and pre-sales teams on client engagements
Identify and resolve complex technical challenges
Participate in post-implementation reviews to identify improvements

What We're Looking For

[Number]+ years of experience as a Solutions Architect or in a related technical leadership role
Bachelor's degree in Computer Science, Engineering, or a related field (or equivalent experience)
Deep understanding of [Specific Technologies/Platforms]
Proven experience designing and implementing scalable and resilient solutions
Strong understanding of software development methodologies
Excellent communication, presentation, and interpersonal skills
Ability to work independently and collaboratively in a fast-paced environment
Strong problem-solving abilities and attention to detail
Experience with Specific Industry Knowledge
Relevant certifications (e.g., AWS Certified Solutions Architect, Azure Solutions Architect Expert) are a plus

Why Join [Company]

At [Company], we offer the opportunity to work with cutting-edge technologies and help solve meaningful business challenges. We foster a culture of innovation, collaboration, and continuous learning.

Competitive salary: [Compensation Range]
Comprehensive benefits package including health, dental, and vision insurance
Flexible work arrangements
Professional development opportunities
[Additional Benefits]

Hiring Process

We've designed our interview process to be thorough yet efficient, allowing both you and our team to determine if there's a mutual fit:

Initial Screening Call: A 30-minute conversation with our recruiter to discuss your background and interest in the role.
Technical Solution Design Exercise: You'll be given a business scenario to design a technical solution for, demonstrating your architectural thinking and approach.
Career Experience Interview: An in-depth discussion about your relevant work history with the hiring manager.
Technical Competency Interview: A deeper dive into your technical expertise and problem-solving abilities with senior technical team members.
Final Leadership Panel: A conversation with cross-functional leaders to discuss your approach to collaboration and leadership (for senior-level candidates).

Ideal Candidate Profile (Internal)

Role Overview

The Solutions Architect is a critical role that bridges technical expertise and business needs. This person designs and implements scalable, secure, and cost-effective solutions while collaborating with multiple stakeholders. Success in this role requires technical depth, excellent communication skills, strategic thinking, and the ability to lead through influence.

Essential Behavioral Competencies

Technical Design and Architecture - Ability to design and implement complex technical solutions that meet business requirements while adhering to best practices, including security, scalability, and maintainability.

Technical Leadership - Guiding implementation teams, influencing technical decisions, mentoring junior staff, and driving technical excellence throughout the organization.

Communication and Translation - Effectively explaining complex technical concepts to diverse audiences, from highly technical engineers to business stakeholders, adapting communication style as needed.

Problem Solving - Identifying root causes of complex technical issues and developing innovative, pragmatic solutions while balancing technical excellence with business constraints.

Collaboration - Working effectively with cross-functional teams, building consensus around technical decisions, and navigating organizational dynamics to ensure successful solution delivery.

Desired Outcomes

Design and implement scalable technical solutions that meet business requirements and performance expectations
Provide effective technical guidance to development teams during solution implementation, resulting in successful deployments
Develop high-quality solution documentation, including architecture diagrams, that enable knowledge sharing and maintenance
Evaluate and recommend new technologies that improve solution capabilities, resulting in measurable efficiency gains
Build strong relationships with stakeholders across the organization to facilitate smooth solution development and delivery

Ideal Candidate Traits

Has deep technical knowledge in [relevant technologies] with the ability to quickly learn new technologies
Demonstrates excellent judgment when making architectural decisions, balancing technical ideals with practical constraints
Shows flexibility and adaptability when requirements change or challenges arise
Possesses natural curiosity about new technologies and approaches to problem-solving
Communicates clearly and persuasively with various stakeholders, adjusting communication style as needed
Takes ownership of projects from concept through implementation
Maintains a customer-centric mindset, focusing on how technical solutions impact end-users
Demonstrates persistence and resilience when facing complex challenges
Has experience mentoring and developing other technical team members
Shows empathy and patience when working with less technical stakeholders

Screening Interview

Directions for the Interviewer

This initial screening interview helps determine if a candidate has the fundamental qualifications, experience, and skills necessary for the Solutions Architect role. The questions assess technical expertise, project experience, and soft skills crucial for success in this position.

Focus on understanding the candidate's depth of knowledge in solution architecture and their experience working across teams. Listen for concrete examples rather than theoretical knowledge. Take note of how candidates communicate complex technical concepts, as this will be a key responsibility in this role. Look for candidates who demonstrate a balance of technical depth and business acumen.

Best Practices:

Begin by describing the role and company briefly to ensure mutual understanding
Allow candidates time to think before answering complex technical questions
Note how they structure their responses and communicate technical concepts
Ask follow-up questions to clarify vague responses or dig deeper
Reserve 5-10 minutes at the end for candidate questions
Evaluate both technical knowledge and communication style

Directions to Share with Candidate

"Today, we'll be discussing your background, technical expertise, and experience as a Solutions Architect. I'm interested in understanding your approach to solution design, technical leadership, and collaboration with cross-functional teams. Please provide specific examples from your experience when possible, and feel free to ask for clarification if needed."

Interview Questions

Tell me about your experience as a Solutions Architect and the types of solutions you've designed.

Areas to Cover

Range of industries and technologies worked with
Scale and complexity of solutions designed
Key architectural patterns and approaches used
Impact of solutions on business outcomes
Role in the full solution lifecycle

Possible Follow-up Questions

What was the most complex solution you designed, and what made it challenging?
How did you ensure your solutions were aligned with business requirements?
What architectural frameworks or methodologies do you typically leverage?
How do you approach balancing technical excellence with practical constraints?

Describe a situation where you had to design a solution that required integration with multiple systems or technologies.

Areas to Cover

Integration approaches and patterns used
Technologies and systems involved
Challenges faced and how they were overcome
Collaboration with other teams or stakeholders
Results achieved and lessons learned

Possible Follow-up Questions

What integration patterns did you employ, and why?
How did you ensure data consistency across systems?
What security considerations were important for this integration?
If you were to redesign this solution today, what would you do differently?

How do you approach communicating technical concepts to non-technical stakeholders?

Areas to Cover

Communication strategies and techniques used
Experience with different types of stakeholders
Methods for simplifying complex concepts
Use of visual aids or diagrams
Handling of questions or resistance

Possible Follow-up Questions

Can you give an example of a particularly difficult concept you had to explain?
How do you adjust your communication style based on the audience?
What visual tools or methods have you found most effective?
How do you ensure stakeholders understand the implications of technical decisions?

What experience do you have with [specific technologies mentioned in job description]?

Areas to Cover

Depth of experience with each technology
Projects where these technologies were implemented
Understanding of best practices for each technology
Ability to evaluate and compare similar technologies
Learning approach for new technologies

Possible Follow-up Questions

What challenges have you faced when implementing [specific technology]?
How do you stay current with evolving best practices for these technologies?
Can you describe a situation where you had to recommend one technology over another?
How do you approach learning new technologies or platforms?

How do you balance technical excellence with business constraints like time, budget, and resources?

Areas to Cover

Decision-making approach when facing constraints
Experience prioritizing features or requirements
Communication with stakeholders about tradeoffs
Methods for optimizing within constraints
Examples of successful compromise

Possible Follow-up Questions

Can you describe a specific situation where you had to make significant tradeoffs?
How do you build consensus when stakeholders have different priorities?
What techniques do you use to estimate effort and resources accurately?
How do you communicate risks associated with certain tradeoffs?

Describe your approach to ensuring solution security, scalability, and maintainability.

Areas to Cover

Security practices and patterns implemented
Scalability considerations and approaches
Design for maintainability and supportability
Documentation practices
Knowledge transfer methods

Possible Follow-up Questions

What security frameworks or approaches do you typically leverage?
How do you design for future scaling needs?
What practices do you follow to ensure code and architecture are maintainable?
How do you balance immediate needs with long-term architectural considerations?

Interview Scorecard

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited technical depth; unable to articulate architectural principles clearly
2: Shows basic understanding of architecture concepts but lacks depth in key areas
3: Demonstrates solid technical knowledge and experience with relevant technologies
4: Exceptional technical depth; shows mastery of multiple technologies and architectural patterns

Solution Design Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience designing complex solutions
2: Some experience with solution design but lacks breadth or depth
3: Substantial experience designing varied solutions with appropriate attention to key requirements
4: Extensive and impressive track record of designing innovative, effective solutions

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Struggles to articulate technical concepts clearly
2: Communicates adequately but may not adjust effectively for different audiences
3: Communicates technical concepts clearly with good audience adaptation
4: Exceptional communicator who can make complex topics accessible to any audience

Problem Solving Approach

0: Not Enough Information Gathered to Evaluate
1: Demonstrates rigid or limited problem-solving approaches
2: Shows adequate problem-solving skills but may miss alternative perspectives
3: Thoughtful approach to problem-solving with good balance of technical and business factors
4: Exceptional problem solver who considers multiple dimensions and innovative approaches

Design and implement scalable technical solutions

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited experience with scalable solutions
2: Likely to Partially Achieve Goal; some experience but may not meet all requirements
3: Likely to Achieve Goal; demonstrated ability to design and implement scalable solutions
4: Likely to Exceed Goal; exceptional track record of implementing highly scalable solutions

Provide effective technical guidance to development teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited leadership experience or effectiveness
2: Likely to Partially Achieve Goal; some leadership experience but may lack influence
3: Likely to Achieve Goal; demonstrated ability to guide technical teams effectively
4: Likely to Exceed Goal; exceptional leadership skills with proven team guidance results

Overall Recommendation

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

Technical Solution Design Exercise

Directions for the Interviewer

This exercise evaluates the candidate's ability to design a technical solution for a real-world business problem. You're assessing their architectural thinking, technical knowledge, approach to constraints, and communication skills. This is not just about technical correctness but also about how they approach problem-solving and explain their decisions.

Provide the candidate with the business scenario at least 24 hours before the interview to allow adequate preparation time. During the interview, your role is to ask clarifying questions, probe their thinking, and assess their reasoning process as much as the solution itself.

Best Practices:

Begin by explaining the format and expectations of the exercise
Ask the candidate to walk through their solution step-by-step
Probe for the reasoning behind key architectural decisions
Ask about alternative approaches they considered
Challenge assumptions to see how they respond to feedback
Assess how they handle constraints and tradeoffs
Note how effectively they communicate technical concepts
Reserve time for questions about their solution and approach

Directions to Share with Candidate

"In this exercise, you'll design a solution architecture for a business scenario we've provided. We're interested in your approach to the problem, the decisions you make, and your ability to explain your thinking. Please walk us through your solution, highlighting key components, technologies, and the reasoning behind your choices. We'll ask questions along the way to better understand your thought process."

Business Scenario for Solution Design Exercise:

"[Company] needs to modernize its [specific business process] system. The current system is a monolithic application that's becoming difficult to maintain and scale. The new solution should support [specific requirements like user volume, data processing needs, etc.], integrate with [existing systems or platforms], and accommodate future growth. Security, scalability, and performance are key concerns. Please design a solution architecture that addresses these needs, explaining your technology choices and architectural decisions."

Additional Context to Provide:

Current technical environment details
Key business constraints (time, budget, resources)
Non-functional requirements (performance, security, compliance)
Integration points with existing systems
Available technology preferences or constraints

Interview Scorecard

Architectural Thinking

0: Not Enough Information Gathered to Evaluate
1: Solution lacks coherent architecture; major components missing or poorly integrated
2: Basic architectural understanding but with significant gaps or flaws
3: Sound architectural approach with appropriate components and integrations
4: Exceptional architectural design showing deep understanding and innovation

Technical Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of proposed technologies or approaches
2: Adequate technical knowledge but with some concerning gaps
3: Strong technical understanding across all major solution components
4: Extensive technical depth with nuanced understanding of multiple technologies

Requirements Analysis

0: Not Enough Information Gathered to Evaluate
1: Failed to address critical business requirements in solution
2: Addressed most requirements but missed important considerations
3: Thoroughly addressed all stated requirements with appropriate solutions
4: Exceptional analysis that identified and addressed unstated requirements

Communication and Explanation

0: Not Enough Information Gathered to Evaluate
1: Unable to clearly explain solution or reasoning
2: Adequate explanation but lacked clarity or organization
3: Clear, well-structured explanation of solution and rationale
4: Exceptional communication that made complex topics accessible and compelling

Design and implement scalable technical solutions

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; solution likely won't scale to meet requirements
2: Likely to Partially Achieve Goal; solution addresses some scaling concerns but has limitations
3: Likely to Achieve Goal; solution demonstrates appropriate scalability considerations
4: Likely to Exceed Goal; solution shows innovative approaches to scalability challenges

Develop high-quality solution documentation

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; diagrams and documentation inadequate or unclear
2: Likely to Partially Achieve Goal; documentation exists but lacks clarity or completeness
3: Likely to Achieve Goal; clear and comprehensive documentation of solution
4: Likely to Exceed Goal; exceptional documentation that enhances understanding for all stakeholders

Overall Recommendation

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

Chronological Interview

Directions for the Interviewer

This interview explores the candidate's career progression and past experiences as a Solutions Architect or similar roles. The goal is to understand their growth, accomplishments, challenges, and how they've applied their technical and leadership skills in various contexts. This helps assess their capability to succeed in your organization.

The chronological format allows you to dig deep into each relevant role, understanding patterns of behavior and performance over time. Focus on roles most relevant to the Solutions Architect position, spending more time on recent experiences. Listen for evidence of increasing responsibility, technical growth, and leadership development.

Best Practices:

Review the candidate's resume thoroughly before the interview
Start with earlier relevant roles and progress chronologically
Focus deeper on more recent and relevant positions
Ask the same core questions about each role to enable comparison
Listen for growth in skills, responsibilities, and leadership
Pay attention to how they handled challenges and what they learned
Note patterns in their approach to architecture and technical leadership
Reserve 10 minutes at the end for candidate questions

Directions to Share with Candidate

"In this interview, I'd like to walk through your career history chronologically, focusing on your experience as a Solutions Architect or in related technical roles. For each relevant position, I'll ask about your responsibilities, key projects, challenges, and achievements. This helps me understand your growth and how your past experiences might translate to success in our role. Please provide specific examples when possible."

Interview Questions

To start, what aspects of your professional background do you think have best prepared you for a Solutions Architect role?

Areas to Cover

Key skills and experiences relevant to the role
Career progression and growth patterns
Self-awareness about strengths and relevant capabilities
Motivations for pursuing solutions architecture
Understanding of the role requirements

Possible Follow-up Questions

How has your technical background evolved over your career?
What sparked your interest in solutions architecture specifically?
Which of your past roles has been most similar to this position?
What skills have you intentionally developed to prepare for this type of role?

Starting with [earliest relevant role], what were your primary responsibilities and key projects?

(Repeat for each relevant role)

Areas to Cover

Core responsibilities and scope of the role
Types of projects or solutions they worked on
Team structure and their position within it
Technologies and methodologies used
Key metrics or success factors

Possible Follow-up Questions

How large was the team you worked with?
What was the most complex solution you designed in this role?
How did your responsibilities evolve during your time there?
What technical standards or methodologies did you follow?

For your role at [company], what were the most significant challenges you faced, and how did you overcome them?

(Repeat for each relevant role)

Areas to Cover

Technical challenges and their approach to resolution
Organizational or team challenges encountered
Resources or support available to them
Problem-solving approach and adaptability
Lessons learned from these challenges

Possible Follow-up Questions

What resources or support did you leverage to address these challenges?
How did these challenges affect your approach to future projects?
Were there any challenges that required you to develop new skills?
How did you maintain progress while addressing these obstacles?

In your position at [company], what would you consider your most significant accomplishments?

(Repeat for each relevant role)

Areas to Cover

Notable achievements and their impact
Technical innovations or improvements introduced
Business value delivered through their solutions
Recognition or feedback received
Personal growth or skill development

Possible Follow-up Questions

How did you measure the success of these achievements?
What specific aspects of these accomplishments are you most proud of?
How did these accomplishments benefit the business?
What did you learn from these successes that you've applied since?

Tell me about your experience collaborating with cross-functional teams at [company]. How did you navigate different priorities and perspectives?

(Repeat for each relevant role)

Areas to Cover

Experience working with different departments
Approach to balancing competing priorities
Communication strategies with diverse stakeholders
Conflict resolution techniques
Relationship building across the organization

Possible Follow-up Questions

Which departments or teams were most challenging to collaborate with?
How did you ensure technical decisions aligned with business needs?
Can you describe a situation where there was significant disagreement about a solution?
How did you build credibility with non-technical stakeholders?

What technologies or methodologies did you introduce or improve during your time at [company]?

(Repeat for each relevant role)

Areas to Cover

Innovation and technical leadership shown
Research and evaluation process for new technologies
Implementation approach and change management
Results and adoption of the new technologies
Lessons learned from the introduction process

Possible Follow-up Questions

How did you evaluate the suitability of these technologies?
What resistance did you encounter, and how did you address it?
How did you ensure knowledge transfer across the team?
What was the impact of these technological improvements?

Which role has been most similar to the Solutions Architect position you're applying for, and why?

Areas to Cover

Understanding of the current role requirements
Self-awareness about relevant experiences
Transferable skills and experiences
Areas of strength and potential development needs
Motivation for this specific role

Possible Follow-up Questions

What aspects of that role do you think prepared you best?
What skills from that experience would you leverage in this position?
What challenges from that role do you anticipate might be similar?
What additional skills have you developed since that would be valuable here?

Interview Scorecard

Career Progression

0: Not Enough Information Gathered to Evaluate
1: Limited growth or progression in relevant skills and responsibilities
2: Some growth but may have plateaued or moved laterally
3: Clear progression with increasing responsibilities and technical depth
4: Exceptional career trajectory showing consistent growth and advancement

Technical Leadership

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of technical leadership or influence
2: Some examples of technical leadership but impact unclear or limited
3: Strong history of technical leadership with clear positive outcomes
4: Exceptional leadership track record with significant technical innovations

Collaborative Approach

0: Not Enough Information Gathered to Evaluate
1: Limited experience or effectiveness working across teams
2: Some cross-functional experience but may struggle with certain stakeholders
3: Strong collaborative skills with diverse stakeholders
4: Exceptional ability to build consensus and work effectively across the organization

Problem-Solving History

0: Not Enough Information Gathered to Evaluate
1: Limited examples of solving complex technical problems
2: Some problem-solving success but approach may lack sophistication
3: Consistent history of effective problem-solving with sound approaches
4: Exceptional problem-solving track record with innovative solutions to difficult challenges

Design and implement scalable technical solutions

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited history of designing scalable solutions
2: Likely to Partially Achieve Goal; some evidence of scalable solution design
3: Likely to Achieve Goal; strong history of implementing scalable solutions
4: Likely to Exceed Goal; exceptional track record of innovative, highly scalable solutions

Provide effective technical guidance to development teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited history of guiding technical teams
2: Likely to Partially Achieve Goal; some evidence of technical leadership
3: Likely to Achieve Goal; demonstrated history of effective technical guidance
4: Likely to Exceed Goal; exceptional track record of technical mentorship and leadership

Overall Recommendation

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

Technical Competency Interview

Directions for the Interviewer

This interview assesses the candidate's technical competencies and behavioral approaches relevant to a Solutions Architect role. The questions focus on their problem-solving abilities, technical decision-making, communication skills, and collaboration approaches. Look for evidence of both technical depth and the soft skills needed to succeed in this cross-functional role.

Each question targets specific competencies from the Ideal Candidate Profile. Listen for concrete examples and probe for details about their specific contributions, the approaches they took, and the outcomes they achieved. Pay attention to both what they did and how they did it, as this reveals their working style and effectiveness.

Best Practices:

Begin by explaining the format and purpose of the interview
Ask for specific examples rather than theoretical approaches
Use follow-up questions to dig deeper into their experiences
Listen for both technical accuracy and communication effectiveness
Note how they handle questions outside their comfort zone
Pay attention to how they frame their contributions within team efforts
Reserve 10 minutes at the end for candidate questions

Directions to Share with Candidate

"In this interview, I'll be asking questions about specific situations where you've applied your technical and leadership skills as a Solutions Architect or in similar roles. Please provide concrete examples with details about the context, your approach, and the outcomes. I'm interested in understanding both your technical capabilities and how you work with others to deliver solutions."

Interview Questions

Tell me about a time when you had to design a solution for complex or ambiguous requirements. How did you approach it? (Technical Design and Architecture)

Areas to Cover

Methods used to clarify and refine requirements
Stakeholder engagement and validation approach
Technical analysis and solution design process
Handling of trade-offs and constraints
Communication of proposed solution
Results and lessons learned

Possible Follow-up Questions

How did you validate your understanding of the requirements?
What alternative approaches did you consider, and why did you select your solution?
How did you address stakeholder concerns or competing priorities?
What would you do differently if faced with a similar situation?

Describe a situation where you had to provide technical leadership on a challenging project. What was your approach? (Technical Leadership)

Areas to Cover

Leadership style and techniques used
Technical guidance and decision-making approach
Team composition and dynamics
Challenges faced and how they were addressed
Methods for building consensus
Outcomes and impact of their leadership

Possible Follow-up Questions

How did you establish credibility with the team?
What techniques did you use to influence decisions when you didn't have direct authority?
How did you handle disagreements within the team?
How did you ensure the team maintained technical quality under pressure?

Give me an example of when you had to explain a complex technical concept to non-technical stakeholders. How did you approach it? (Communication and Translation)

Areas to Cover

Assessment of audience knowledge and needs
Communication strategies and techniques used
Use of analogies, visuals, or other aids
Handling of questions or confusion
Confirmation of understanding
Outcome and effectiveness of communication

Possible Follow-up Questions

How did you determine the appropriate level of detail to share?
What visual aids or examples did you use to enhance understanding?
How did you handle questions you couldn't answer immediately?
What feedback did you receive about your communication?

Tell me about a particularly difficult technical problem you had to solve. What was your approach? (Problem Solving)

Areas to Cover

Problem analysis and root cause identification
Information gathering and research methods
Solution development and evaluation process
Implementation approach and challenges
Validation and testing methods
Results and lessons learned

Possible Follow-up Questions

What made this problem particularly challenging?
What resources or support did you leverage in solving it?
How did you validate that your solution addressed the root cause?
What would you do differently with hindsight?

Describe a situation where you had to collaborate with multiple teams or departments to deliver a solution. How did you handle it? (Collaboration)

Areas to Cover

Approach to understanding diverse team perspectives
Communication and coordination methods
Handling of conflicts or competing priorities
Decision-making and consensus-building techniques
Relationship development across teams
Outcomes and effectiveness of collaboration

Possible Follow-up Questions

What techniques did you use to align the different teams?
How did you handle resistance or conflicting priorities?
What communication channels or tools did you establish?
What would you do differently to improve collaboration?

Interview Scorecard

Technical Design and Architecture

0: Not Enough Information Gathered to Evaluate
1: Limited ability to design appropriate solutions; struggles with complexity
2: Can design adequate solutions but may miss important architectural considerations
3: Designs solid technical solutions that address key requirements and constraints
4: Exceptional design capabilities; creates innovative, elegant solutions to complex problems

Technical Leadership

0: Not Enough Information Gathered to Evaluate
1: Struggles to provide effective technical guidance; limited influence
2: Provides adequate guidance but may lack authority or consistency
3: Consistently provides valuable technical direction and influences positive outcomes
4: Exceptional technical leadership that significantly elevates team performance and solution quality

Communication and Translation

0: Not Enough Information Gathered to Evaluate
1: Difficulty explaining technical concepts; relies too heavily on jargon
2: Can explain technical concepts but may not adapt well to different audiences
3: Effectively communicates technical information to various audiences with good adaptation
4: Exceptional communicator who makes complex technical topics accessible and engaging

Problem Solving

0: Not Enough Information Gathered to Evaluate
1: Basic problem-solving skills; may struggle with complex issues
2: Adequate problem-solving approach but may miss alternative solutions
3: Strong analytical skills with thoughtful, effective problem-solving approaches
4: Exceptional problem solver who consistently finds innovative solutions to difficult challenges

Collaboration

0: Not Enough Information Gathered to Evaluate
1: Works primarily independently; limited cross-functional effectiveness
2: Can collaborate adequately but may struggle with certain stakeholders
3: Works effectively across teams with good relationship-building skills
4: Exceptional collaborator who builds strong relationships and navigates complex organizational dynamics

Design and implement scalable technical solutions

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; demonstrated solutions lack scalability considerations
2: Likely to Partially Achieve Goal; some evidence of scalability thinking
3: Likely to Achieve Goal; demonstrated ability to design and implement scalable solutions
4: Likely to Exceed Goal; exceptional approach to creating highly scalable, future-proof solutions

Evaluate and recommend new technologies

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited technology evaluation experience or approach
2: Likely to Partially Achieve Goal; some technology evaluation experience but process may be informal
3: Likely to Achieve Goal; demonstrated systematic approach to technology evaluation
4: Likely to Exceed Goal; exceptional technology evaluation framework with proven success

Overall Recommendation

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

Leadership Panel Interview (Optional)

Directions for the Interviewer

This interview is designed for senior Solutions Architect candidates and involves cross-functional leaders to assess the candidate's leadership abilities, strategic thinking, and organizational fit. The panel format provides multiple perspectives on the candidate's suitability for a role that requires extensive cross-departmental collaboration and influence.

The questions focus on leadership style, strategic thinking, organizational impact, and cultural fit. Each panelist should focus on areas most relevant to their function while collectively evaluating the candidate's potential effectiveness across the organization. Listen for evidence of the candidate's ability to influence without authority, align technical solutions with business strategy, and drive organizational change.

Best Practices:

Begin with introductions of all panel members and their roles
Assign specific areas or questions to each panelist to avoid duplication
Allow adequate time for each question and follow-up
Observe how the candidate interacts with different leadership styles
Look for evidence of strategic thinking beyond technical excellence
Pay attention to how the candidate builds rapport with different stakeholders
Reserve 15 minutes at the end for candidate questions

Directions to Share with Candidate

"This panel interview brings together leaders from various parts of our organization to discuss your leadership approach, strategic thinking, and how you might collaborate across functions. We're interested in understanding how your experience as a Solutions Architect translates to our organization and how you'd work with different stakeholders. Please feel free to ask clarifying questions if needed."

Interview Questions

How would you describe your leadership philosophy as a Solutions Architect? How do you influence and drive technical decisions across teams? (Technical Leadership)

Areas to Cover

Leadership style and principles
Methods for building credibility and influence
Approach to technical decision-making
Handling disagreements or resistance
Balancing guidance with team autonomy
Examples that demonstrate their philosophy in action

Possible Follow-up Questions

How has your leadership approach evolved throughout your career?
How do you adapt your approach for different types of teams or individuals?
How do you build consensus when there are strongly differing opinions?
How do you measure your effectiveness as a technical leader?

Tell us about a time when you had to align a technical solution with broader business strategy or goals. What was your approach? (Communication and Translation)

Areas to Cover

Understanding of business context and strategy
Methods for gathering business requirements
Translation of business needs to technical solutions
Educating business stakeholders on technical considerations
Handling competing priorities or constraints
Results and business impact

Possible Follow-up Questions

How did you ensure you fully understood the business goals?
What challenges did you face in translating between technical and business perspectives?
How did you measure the business impact of your solution?
What would you do differently to improve alignment in the future?

Describe a situation where you identified an opportunity to significantly improve architecture or technology standards in your organization. How did you approach it? (Technical Design and Architecture)

Areas to Cover

Process for identifying improvement opportunities
Research and evaluation methods
Building support for the proposed changes
Implementation approach and change management
Measurement of impact and success
Lessons learned and continuous improvement

Possible Follow-up Questions

What resistance did you encounter, and how did you address it?
How did you balance immediate needs with long-term architectural goals?
How did you ensure adoption of the new standards or architecture?
What unexpected challenges arose, and how did you handle them?

How do you approach mentoring and developing technical talent? Give specific examples of how you've helped others grow. (Technical Leadership)

Areas to Cover

Mentorship philosophy and approach
Methods for identifying development needs
Techniques for knowledge transfer
Balancing guidance with learning independence
Measuring growth and development progress
Examples of successful mentoring outcomes

Possible Follow-up Questions

How do you adapt your mentoring approach for different learning styles?
How do you balance mentoring responsibilities with your other work?
How do you help someone overcome significant technical challenges?
What have you learned from your mentoring experiences?

Tell us about a time when you had to navigate organizational politics or competing priorities to deliver a solution. How did you handle it? (Collaboration)

Areas to Cover

Assessment of organizational dynamics
Stakeholder management approach
Conflict resolution techniques
Negotiation and compromise strategies
Communication methods
Outcomes and relationships maintained

Possible Follow-up Questions

How did you identify the key stakeholders and their interests?
What techniques did you use to build trust with different groups?
How did you handle situations where a technical ideal had to be compromised?
What would you do differently with hindsight?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Primarily tactical focus; limited connection to broader business context
2: Shows some strategic awareness but may not consistently align technical decisions with strategy
3: Demonstrates clear strategic thinking that connects technical solutions to business goals
4: Exceptional strategic vision that drives technology decisions with deep business understanding

Organizational Leadership

0: Not Enough Information Gathered to Evaluate
1: Limited ability to influence across the organization; primarily functional focus
2: Some cross-functional influence but may struggle with certain stakeholders
3: Effectively leads and influences across organizational boundaries
4: Exceptional organizational leadership that drives significant positive change

Executive Communication

0: Not Enough Information Gathered to Evaluate
1: Communication lacks executive-level clarity or impact
2: Adequate executive communication but may not fully adapt to C-level needs
3: Strong executive communication that effectively conveys complex topics
4: Exceptional communication that influences executive decisions and inspires action

Mentorship and Development

0: Not Enough Information Gathered to Evaluate
1: Limited experience or effectiveness in developing others
2: Some mentorship experience but approach may be inconsistent
3: Consistent track record of effectively developing technical talent
4: Exceptional mentor who significantly accelerates others' growth and careers

Provide effective technical guidance to development teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; leadership approach unlikely to be effective with development teams
2: Likely to Partially Achieve Goal; can provide guidance but influence may be limited
3: Likely to Achieve Goal; demonstrated ability to effectively guide technical teams
4: Likely to Exceed Goal; exceptional leadership approach that maximizes team effectiveness

Build strong relationships with stakeholders across the organization

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; limited relationship-building skills or approach
2: Likely to Partially Achieve Goal; builds some relationships but may struggle with certain stakeholders
3: Likely to Achieve Goal; effective relationship builder across organizational boundaries
4: Likely to Exceed Goal; exceptional relationship builder who creates strong partnerships

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.

How did the candidate's technical depth and breadth compare to our expectations for this role?

Guidance: Discuss the candidate's technical knowledge across required domains and their ability to design appropriate solutions for our needs.

What evidence did we see of the candidate's ability to communicate technical concepts to different audiences?

Guidance: Consider examples from the interviews where the candidate explained complex topics and how effectively they tailored their communication.

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 Checks

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for a Solutions Architect. They provide valuable third-party validation of the candidate's expertise, leadership abilities, and professional impact. When conducted properly, they can offer insights that may not emerge during interviews.

For this role, prioritize references who have directly worked with the candidate in a technical leadership capacity—managers, peers in architecture roles, or team members who were guided by the candidate's technical decisions. Ask specific questions about the candidate's architectural approach, technical leadership, communication with stakeholders, and problem-solving abilities.

Best Practices:

Request references from different perspectives (managers, peers, direct reports if applicable)
Prepare questions specific to the Solutions Architect role and competencies
Ask for specific examples rather than general impressions
Listen for patterns across different references
Pay attention to hesitations or qualified praise
Ask about areas for growth in addition to strengths
Take detailed notes to share with the hiring team

Questions for Reference Checks

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

Guidance: Establish the context of the relationship and how well-positioned the reference is to evaluate the candidate's relevant skills. Ask follow-up questions about the types of projects they worked on together.

How would you describe [Candidate]'s technical expertise and architectural thinking?

Guidance: Listen for specific examples of the candidate's technical depth and breadth. Ask for examples of complex problems they solved or significant architectural decisions they made.

Can you tell me about a significant project where [Candidate] played a key architectural role? What was their contribution and impact?

Guidance: Probe for details about the project scope, challenges, and how the candidate specifically contributed. Ask how their architectural decisions affected the project's success.

How effective is [Candidate] at communicating technical concepts to different audiences, from highly technical engineers to business stakeholders?

Guidance: Ask for specific examples of the candidate translating complex technical concepts. Listen for evidence of their ability to adapt communication style based on the audience.

How does [Candidate] work with cross-functional teams? Can you provide an example of how they handle collaboration with different departments or stakeholders?

Guidance: Look for evidence of the candidate's ability to build relationships, navigate organizational dynamics, and influence without authority across different teams.

What would you say are [Candidate]'s greatest strengths as a Solutions Architect or technical leader?

Guidance: Listen for alignment with the key competencies you've identified for the role. Ask for specific examples that demonstrate these strengths in action.

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

Guidance: This is a diplomatic way to ask about weaknesses. Pay attention to how significant these growth areas might be for your specific role and environment.

On a scale of 1-10, how likely would you be to hire [Candidate] again for a Solutions Architect role, and why?

Guidance: This direct question often reveals a reference's true assessment. Listen carefully to the explanation, which often provides more insight than the numerical rating.

Reference Check Scorecard

Technical Expertise and Architectural Thinking

0: Not Enough Information Gathered to Evaluate
1: Reference expresses significant concerns about technical depth or architectural abilities
2: Reference describes adequate technical skills but with notable limitations
3: Reference confirms strong technical expertise and sound architectural approach
4: Reference enthusiastically endorses exceptional technical capabilities and architectural vision

Communication and Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Reference notes significant challenges in communication or stakeholder management
2: Reference describes adequate communication but with room for improvement
3: Reference confirms effective communication across different audiences
4: Reference highlights communication as an exceptional strength with compelling examples

Leadership and Influence

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited leadership effectiveness or influence
2: Reference describes adequate leadership but with certain limitations
3: Reference confirms strong leadership capabilities and positive influence
4: Reference enthusiastically endorses exceptional leadership that significantly elevates teams

Problem-Solving and Innovation

0: Not Enough Information Gathered to Evaluate
1: Reference expresses concerns about problem-solving approach or effectiveness
2: Reference describes adequate problem-solving but with limited innovation
3: Reference confirms strong problem-solving abilities with good innovative thinking
4: Reference highlights exceptional problem-solving capabilities and innovative approaches

Design and implement scalable technical solutions

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates limitations in designing scalable solutions
2: Likely to Partially Achieve Goal; reference describes some success with scalable solutions
3: Likely to Achieve Goal; reference confirms consistent delivery of scalable technical solutions
4: Likely to Exceed Goal; reference enthusiastically endorses exceptional track record with highly scalable solutions

Provide effective technical guidance to development teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal; reference indicates limited effectiveness in guiding teams
2: Likely to Partially Achieve Goal; reference describes adequate team guidance with limitations
3: Likely to Achieve Goal; reference confirms effective technical leadership and team guidance
4: Likely to Exceed Goal; reference enthusiastically endorses exceptional ability to guide and elevate teams

Frequently Asked Questions

What technical skills should I focus on evaluating in a Solutions Architect?

Focus on the candidate's ability to design scalable, secure, and maintainable architectures. Assess their knowledge of relevant technologies mentioned in the job description, but also evaluate their architectural thinking, problem-solving approach, and ability to make appropriate technology decisions. Look for a balance of technical depth and breadth.

How can I effectively evaluate a candidate's solution in the Technical Solution Design Exercise?

Look beyond the specific technologies chosen to evaluate their thinking process and architectural approach. Strong candidates will ask clarifying questions, consider constraints, evaluate trade-offs, and explain their reasoning clearly. The AI interview guide generator can help you create more tailored evaluation criteria for your specific technical environment.

How do I balance assessing technical skills versus soft skills for this role?

Solutions Architects need both technical expertise and excellent soft skills to succeed. Allocate roughly equal importance to both areas in your evaluation. Technical skills enable them to design appropriate solutions, while communication and collaboration skills allow them to influence stakeholders and drive implementation. Our how to conduct a job interview guide provides additional frameworks for this balanced assessment.

What if a candidate has deep expertise in some technologies but not others that we use?

Prioritize architectural thinking and learning agility over specific technology experience. A strong Solutions Architect can apply architectural patterns across different technologies and quickly learn new ones. Look for evidence of how they've learned new technologies in the past and applied their knowledge in different contexts.

How should we handle candidates from different industries or technological backgrounds?

Focus on transferable skills and architectural thinking. Strong architectural principles apply across industries and technology stacks. Ask candidates how they would approach learning your domain and technologies. Consider whether their experience with similar complexity levels would transfer well to your environment.

What red flags should we watch for when interviewing Solutions Architects?

Watch for candidates who focus solely on technology without connecting to business value, struggle to explain complex concepts clearly, show rigid thinking about architectural approaches, or demonstrate limited collaboration skills. Also be cautious about candidates who can't provide specific examples of trade-offs they've made or lessons they've learned.

How can we use this interview guide for remote candidates?

This guide works well for remote interviews with minor adjustments. For the Technical Solution Design Exercise, provide clear instructions and expectations via email. Use screen sharing during the interview for candidates to walk through their solution. Consider using collaborative tools that allow the candidate to diagram their approach in real-time during discussions.