What Engineering Hiring Managers Actually Look For in Interviews

If you’re an engineer preparing for interviews, chances are you’ve focused on polishing your resume, brushing up on technical skills, and rehearsing textbook answers. But what do engineering hiring managers really pay attention to in interviews?

At Engineered Sourcing, we’ve interviewed hundreds of top-performing engineers and hiring managers. We’ve noticed one major thing: there’s often a gap between what candidates think matters—and what hiring managers are actually assessing. 

Let’s break it down. The Red Flags Hiring Managers Won’t Tell You About while you’re busy running through your accomplishments, your interviewer is quietly observing red flags that might never make it into feedback emails. These include:

• Overuse of buzzwords without clear substance ("I'm a team player" with no example).
• Dodging questions about past failures or challenges.
• Weak communication—especially when explaining technical decisions.
• Lack of curiosity: no questions for the interviewer is often a dealbreaker.

Sometimes it’s not what you say, but what you fail to show—ownership, initiative, or clarity. Why Problem-Solving Stories Matter More than perfect answers.

Hiring managers aren’t looking for robots with memorised syntax—they want real thinkers. That’s where problem-solving stories come in. When you walk them through how you debugged a systems failure, designed an automation pipeline, or dealt with a tricky legacy codebase, you reveal:

• How you approach complexity
• Your level of systems thinking (seeing how your work affects the whole)
• Decision-making under pressure
• Ownership and collaboration style

Pro tip: Use the STAR method (Situation, Task, Action, Result), but engineer it to include context on the broader system or team impact. Soft Skills Aren’t Optional—They’re the Deal-Sealer, you might be a Python wizard or a master of embedded systems, but if you can’t collaborate, manage conflict, or adapt to change—you’re not getting the offer. Managers consistently cite soft skills as the deciding factor when choosing between two technically solid candidates. What they want to see:

• Clear and confident communication
• Empathy and team orientation
• A growth mindset and coach-ability
• Leadership potential—even in junior roles

Bridging the Gap: Final thoughts many engineers go into interviews thinking it’s about proving competence. But hiring managers are often more interested in how you think, how you communicate, and how well you’ll fit into their ecosystem. So next time you prep for an interview, don’t just focus on hard skills. Prepare stories that show how you solve problems, think holistically, and contribute beyond the code. 

Need help preparing for your next engineering interview? Reach out to Engineered Sourcing—we’re not just recruiters, we’re your technical career partners.