· Valenx Press · 6 min read
Non-FAANG EM Interview: Alternative to Big Tech for Engineering Managers
Non-FAANG EM Interview: Alternative to Big Tech for Engineering Managers
What are Non-FAANG Companies and Why Should I Consider Them?
Non-FAANG companies offer competitive salaries, ranging from $160,000 to $220,000, and unique growth opportunities.
In a debrief with a hiring manager at a late-stage startup, it became clear that the company’s flat organizational structure and emphasis on innovation allowed for more rapid career progression compared to traditional big tech firms. This is not about the brand name, but about the actual impact and responsibilities one can have. For instance, a mid-level engineering manager at a non-FAANG company can oversee a team of 10-15 engineers, compared to 5-7 in a FAANG company, and have more direct influence on product decisions. The timeline for such roles can vary, with interview processes lasting anywhere from 14 to 28 days, depending on the company’s size and stage.
The first counter-intuitive truth is that non-FAANG companies often provide more comprehensive benefits packages, including 0.05% to 0.15% equity and $20,000 to $50,000 sign-on bonuses, to attract top talent. This is because they understand the value of each hire in driving their growth and are willing to invest in their employees’ futures. For example, an engineering manager at a series C startup might receive a $200,000 base salary, $30,000 signing bonus, and 0.1% equity, totaling $230,000 in the first year, not including potential stock appreciation.
How Do I Prepare for a Non-FAANG EM Interview?
To prepare, focus on behavioral questions, system design, and technical skills, as these are crucial for engineering manager roles.
A common mistake in preparing for non-FAANG interviews is to overemphasize big tech-specific knowledge. Instead, develop a deep understanding of software development life cycles, agile methodologies, and leadership principles. The PM Interview Playbook covers these topics with real debrief examples, offering insights into how to structure your answers and demonstrate your capabilities. For instance, when discussing system design, it’s not about memorizing specific architectures, but about understanding the trade-offs between scalability, reliability, and maintainability, and being able to apply that understanding to novel problems.
In an interview with a non-FAANG company, the conversation might revolve around how you’ve handled conflicts within a team, made technical decisions under uncertainty, or improved engineering processes. Be prepared to give specific examples from your experience, quantifying your achievements wherever possible. This could mean explaining how you reduced deployment time by 30% through process improvements or increased team velocity by 25% through better resource allocation.
What are the Key Differences in the Non-FAANG Interview Process?
The interview process at non-FAANG companies can be more streamlined, with 3-4 rounds, focusing on cultural fit and technical expertise.
Notably, these companies often place a higher emphasis on cultural fit and personal values alignment, recognizing that their smaller size means each hire has a more significant impact on the team’s dynamics. This is not about fitting into a pre-defined mold, but about being able to contribute to and thrive in the company’s unique environment. For example, a company might prioritize collaboration and open communication, seeking candidates who can demonstrate these skills in their past experiences.
In a conversation with a founder of a successful startup, it was clear that the ability to adapt to changing priorities and communicate effectively with both technical and non-technical stakeholders was crucial for success in their fast-paced environment. This adaptability and communication skill are key to navigating the less structured, more dynamic world of non-FAANG companies, where roles can be more fluid and responsibilities more varied.
How Do I Evaluate Non-FAANG Companies for the Best Fit?
Evaluate companies based on their mission, growth stage, and employee testimonials to find the best fit for your career goals.
The second counter-intuitive truth is that company stage (seed, series A, B, C, etc.) can significantly impact your role’s responsibilities and growth opportunities. Earlier-stage companies might offer more autonomy and the chance to build processes from scratch, while later-stage companies provide more resources and established systems. For instance, an engineering manager at a series A startup might be responsible for building the initial engineering team, defining the technical roadmap, and establishing key partnerships, whereas at a series C company, the focus might be on scaling existing teams, optimizing processes for efficiency, and driving strategic technical initiatives.
Using platforms like Levels.fyi or Glassdoor can provide insights into salary ranges, company culture, and review scores from current and former employees, helping you make a more informed decision. It’s also beneficial to network with professionals in your desired field to gain firsthand insights into what it’s like to work at these companies and how they align with your personal and professional goals.
Preparation Checklist
- Develop a strong understanding of system design principles and practices.
- Practice answering behavioral questions with the STAR method.
- Review and improve your coding skills, focusing on problem-solving strategies.
- Work through a structured preparation system, such as the PM Interview Playbook, which covers specific topics relevant to engineering manager interviews with real debrief examples.
- Research the company thoroughly, including its mission, values, products, and current challenges.
- Prepare questions to ask the interviewer about the company culture, team dynamics, and expectations for the role.
Mistakes to Avoid
BAD: Focusing solely on technical skills without considering the company culture and team fit. GOOD: Balancing technical preparation with research into the company’s values and mission to ensure alignment.
BAD: Not being prepared to ask insightful questions during the interview. GOOD: Coming with a list of thoughtful questions about the company, role, and future prospects, demonstrating interest and engagement.
BAD: Overemphasizing achievements without providing specific examples or metrics. GOOD: Quantifying achievements and providing concrete examples of past successes and challenges, highlighting problem-solving skills and impact.
FAQ
Q: What is the average salary range for an engineering manager at a non-FAANG company? A: The average salary range can vary widely, from $160,000 to over $250,000, depending on the company stage, location, and industry.
Q: How long does the interview process typically take for non-FAANG companies? A: The interview process can last anywhere from 14 to 28 days, with 3-4 rounds of interviews, though this can vary based on the company’s size and hiring process efficiency.
Q: What are the most important skills for an engineering manager to succeed in a non-FAANG environment? A: Key skills include strong technical expertise, excellent communication and leadership abilities, adaptability, and a deep understanding of software development life cycles and agile methodologies.amazon.com/dp/B0GWWJQ2S3).
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TL;DR
In a debrief with a hiring manager at a late-stage startup, it became clear that the company’s flat organizational structure and emphasis on innovation allowed for more rapid career progression compared to traditional big tech firms. This is not about the brand name, but about the actual impact and responsibilities one can have. For instance, a mid-level engineering manager at a non-FAANG company can oversee a team of 10-15 engineers, compared to 5-7 in a FAANG company, and have more direct influence on product decisions. The timeline for such roles can vary, with interview processes lasting anywhere from 14 to 28 days, depending on the company’s size and stage.