Walk me through how you run 1:1s — what's your structure, and how has it evolved?

leadership · Manager level · engineering-management

What the interviewer is really asking

Evaluates whether the candidate treats 1:1s as a genuine leadership tool versus a checkbox, and whether they adapt to each report's needs.

What to say

• Share a concrete cadence and format — what you cover, who sets the agenda, how you track follow-ups
• Explain how you customize the approach per person (senior IC vs. new hire, someone struggling vs. thriving)
• Describe how you use 1:1s for career development, not just status updates

What to avoid

• Using 1:1s purely as status updates that could have been an email
• Having no structure, leading to unfocused sessions that frustrate both parties
• Canceling 1:1s when things get busy — that's exactly when they matter most

Example answers

Strong: I use a shared doc for each report. The top half is theirs — they bring whatever is on their mind. The bottom half is mine — blockers, feedback I want to give, career topics. We alternate who leads. I review the doc the night before so I arrive prepared.

Weak: I ask 'what are you working on this week?' and we go through their tasks. That covers everything I need to know.