Prepare for your Netflix engineering manager interview

Culture, autonomy, and high-performance team cases aligned with Netflix's unique "Freedom & Responsibility" philosophy.

Socratify AI

The Interview

What Netflix is looking for

Manager Case Interview

High-Performance Team Leadership

01Culture & Team Autonomy

02Performance Management & Accountability

03Technical Decision Making

04Retention & Career Growth

Behavioral Interview

01Judgment & Decision Making

02Building Effective Teams

03Communication & Transparency

04Adaptability & Learning

Freedom and Responsibility culture//High-performance, high-trust teams//Rapid decision making and execution

Practice Library

Netflix exercises

Ready to ace your Netflix manager interview?

Prepare for your Netflix engineering manager interview

Culture, autonomy, and high-performance team cases aligned with Netflix's unique "Freedom & Responsibility" philosophy.

Socratify AI

The Interview

What Netflix is looking for

Manager Case Interview

High-Performance Team Leadership

01Culture & Team Autonomy

02Performance Management & Accountability

03Technical Decision Making

04Retention & Career Growth

Behavioral Interview

01Judgment & Decision Making

02Building Effective Teams

03Communication & Transparency

04Adaptability & Learning

Freedom and Responsibility culture//High-performance, high-trust teams//Rapid decision making and execution

How It Works

Master Netflix Manager Interviews

High-performance team leadership cases scored on Netflix's autonomy-first and accountability framework. · Click to expand

Team Building & Scaling

Practitioner

Execution & Delivery

Practitioner

1Your Manager Goals

2Manager Case Prep

How do you apply Netflix's "Freedom and Responsibility" philosophy to team building?...

CASE INTERVIEWHard

Technology · Team CultureNetflix

3Frameworks

Framework

Can we hire the right people fast enough?

Do we have sufficient hiring pipeline?

Target: hire 2-3 engineers per quarter to reach 8 by Q4

Current funnel: 1 offer per 20 candidates (5% conversion)

Are we hiring for the right skills and culture fit?

Target skill mix: 50% senior/mid, 50% junior but high potential

90-day retention for cohort 1: 100% vs industry avg 85%

Is our org structure aligned for execution?

Do we have clear roles, responsibilities, and growth paths?

Span of control: 1 manager to 8 engineers (manageable, max 10)

Onboarding ramp time: 8 weeks to independent contributors

Do engineers understand priorities and dependencies?

Weekly 1-on-1s with direct reports (8 hrs/week invested)

Quarterly OKRs defined with engineering input

Are we executing on product commitments?

Is engineering velocity on track for product roadmap?

Sprint capacity: 32 story points per 2-week sprint (Q1-Q2)

6-month roadmap: 12 features, capacity for 10 with buffer

Are we maintaining code quality and reducing technical debt?

Test coverage target: 75% (starting 0%)

Bug escape rate: <2% to production, avg 3 days to fix

Are we building a healthy, high-performing team culture?

Are engineers engaged and feeling ownership?

Team survey engagement: target 85% participation, avg 7.2/10 satisfaction

Promotion/growth: 1 promotion per quarter by Q4

Can we retain top talent through growth?

Voluntary churn target: <5% annually (industry avg 12-15%)

Referral hires: 40% of new hires by end of year

Hiring & Talent Development

Distinctive

Org Design & Execution

Distinctive

Leadership & Culture

Strong

Project Delivery & Impact

Strong

4Feedback

How It Works

Master Netflix Manager Interviews

High-performance team leadership cases scored on Netflix's autonomy-first and accountability framework. · Click to expand

1Your Manager Goals

Team Building & Scaling

Practitioner

Execution & Delivery

Practitioner

2Manager Case Prep

How do you apply Netflix's "Freedom and Responsibility" philosophy to team building?...

CASE INTERVIEWHard

Netflix

3Frameworks

Framework

Can we hire the right people fast enough?

Do we have sufficient hiring pipeline?

Target: hire 2-3 engineers per quarter to reach 8 by Q4

Current funnel: 1 offer per 20 candidates (5% conversion)

Are we hiring for the right skills and culture fit?

Target skill mix: 50% senior/mid, 50% junior but high potential

90-day retention for cohort 1: 100% vs industry avg 85%

Is our org structure aligned for execution?

Do we have clear roles, responsibilities, and growth paths?

Span of control: 1 manager to 8 engineers (manageable, max 10)

Onboarding ramp time: 8 weeks to independent contributors

Do engineers understand priorities and dependencies?

Weekly 1-on-1s with direct reports (8 hrs/week invested)

Quarterly OKRs defined with engineering input

Are we executing on product commitments?

Is engineering velocity on track for product roadmap?

Sprint capacity: 32 story points per 2-week sprint (Q1-Q2)

6-month roadmap: 12 features, capacity for 10 with buffer

Are we maintaining code quality and reducing technical debt?

Test coverage target: 75% (starting 0%)

Bug escape rate: <2% to production, avg 3 days to fix

Are we building a healthy, high-performing team culture?

Are engineers engaged and feeling ownership?

Team survey engagement: target 85% participation, avg 7.2/10 satisfaction

Promotion/growth: 1 promotion per quarter by Q4

Can we retain top talent through growth?

Voluntary churn target: <5% annually (industry avg 12-15%)

Referral hires: 40% of new hires by end of year

4Feedback

Hiring & Talent Development

Distinctive

Org Design & Execution

Distinctive

Leadership & Culture

Strong

Project Delivery & Impact

Strong

Repeat

Practice Library

Netflix exercises

You're building a team with Netflix's "hire smart creative people and get out of the...

CASE INTERVIEWHard

Technology · Team CultureNetflix

How would you handle a situation where a high-performing engineer wants to leave? Walk...

LEARNMedium

Technology · Retention & DevelopmentNetflix

You need to make a critical product decision with incomplete information. How do you...

LEARNHard

Technology · Decision MakingNetflix

Tell me about a time you had to give critical feedback to a strong performer and how...

BEHAVIORALMedium

Behavioral · Performance ManagementNetflix

Describe how you build psychological safety and trust with a new team.

BEHAVIORALMedium

Behavioral · Leadership & CultureNetflix