It’s already hard enough to find the right job and go through the interview process. Going through the COVID-19 pandemic adds to the stress. As it says on our Careers Page, we have a pretty streamlined process and move quickly because we’re a growing tech company. An in-person interview is usually one of the last steps. It gives us a chance to learn more about the candidates, introduce them to team members, answer their questions, and show them the space where they’ll be working.
We are recruiters, so we are used to quick changes. When we were given the order to work from home in March, we knew we had to bring the same level of service to the process of interviews that were done from home. This article will talk about how we’ve changed our process, the best ways to interview someone from afar, and some success stories from the last few months.
Landing a job at LogicMonitor can launch your career in IT monitoring and observability. With LogicMonitor’s innovative platform and strong company culture, it’s no wonder they receive thousands of applicants each year. Standing out takes preparation and insight into their unique behavioral interview process.
This comprehensive guide will provide tips directly from LogicMonitor to help you ace your interview. We’ll cover:
- What to expect in a LogicMonitor interview
- How to prepare using their published advice
- Common behavioral questions with example answers
- Extra tips to help you shine
- Questions to ask at the end
Arm yourself with the knowledge needed to have a stellar interview. Let’s dive in!
Overview of LogicMonitor’s Interview Process
LogicMonitor uses a behavioral interview style focused on their core values of being customer obsessed, better everyday, embracing agility, building trust, and working as one team.
Here’s what to expect
- Typically 4-6 rounds of video interviews starting with HR, then hiring manager and team members
- Each round lasts 45-60 minutes
- Questions target past experiences that demonstrate cultural fit
- Interviewers take notes to compare candidates
- Panel interviews with multiple interviewers may occur
Come ready to share stories that highlight LogicMonitor’s values. We’ll cover how to do that next.
How to Prepare Using LogicMonitor’s Published Tips
Luckily, LogicMonitor provides advice on their blog for acing their behavioral interviews. Here are key ways they recommend candidates prepare:
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Reflect on potential questions ahead of time. Brainstorm stories you could use to demonstrate skills and fit.
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Use the STAR method. When answering questions, share the situation, task at hand, actions you took, and the result. Use specific examples.
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Be open about successes and failures. Don’t try to be the “perfect” candidate. Talk about what you learned.
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Stay positive. Put a constructive spin on negative experiences.
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Research the company and interviewers. Understand LogicMonitor’s mission, values, products and team.
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Practice responses aloud. Get comfortable speaking fluidly about your background.
Following this guidance directly from the source will help you craft winning responses.
Common LogicMonitor Behavioral Interview Questions and Answers
Let’s look at some of the typical questions asked, along with strong sample responses:
Q: Tell me about a time you influenced someone without authority.
A: As an individual contributor in my last role, I was working on a new content strategy to improve our website’s search rankings. I informally shared data on our declining traffic with a few colleagues and proposed my ideas for optimizing our content. My passion helped influence their thinking and they volunteered to help create better content. Together we updated 20 pages with keywords and valuable user information. In the end, we increased organic traffic by 10% through collaboration even though I had no authority over them.
Q: Describe a time you had a conflict with a team member and how you resolved it.
A: My teammate and I had different ideas on the best structure for a new customer success process we were creating. I felt we should lead with support tiers, while she thought tagging by customer size was clearer. We had a constructive debate in our weekly meeting, actively listened to each other’s reasoning, and realized neither approach was fully complete. We compromised by designing an initial chart to capture all key customer traits for segmentation. Then we worked together to align those with the right process flow. Combining viewpoints led to a process that our whole team loved. Most importantly, it avoided any lingering conflict.
Q: Tell me about a time you failed and what you learned from it.
A: As a project manager, I was overseeing a software implementation that quickly went off the rails. Looking back, I made the critical mistake of not securing buy-in from senior leadership early on. When direction pivoted, I had trouble getting other teams on board because I hadn’t established alignment. In the end, the project timeline slipped badly. From then on, I learned to identify key stakeholders early and overcommunicate throughout a project to maintain buy-in. I still build those relationships upfront which keeps initiatives running smoothly.
Q: When have you gone above and beyond?
A: In my customer success role, I inherited an account that had a history of support tickets for unclear product issues. I dug into their unique setup and workflows. Then I proactively reached out to walk their team through optimizations specific to their needs. This quickly reduced their tickets by 30%. When they mentioned an upcoming renewal, I shared data quantifying our improvements. Although I have an individual quota, I advocated for them to get special pricing for their loyalty. Going above my core responsibilities resulted in a multi-year renewal.
Crafting compelling stories like these will impress hiring managers. Use LogicMonitor’s tips to excel.
5 More Tips to Stand Out in Your Interview
Beyond preparing stories and researching LogicMonitor, here are some other ways to shine:
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Ask thoughtful follow-up questions on anything you need clarified. Demonstrate analytical thinking.
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Take notes during the interview to reference later. This shows active listening.
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Send thank you emails after the interview to reiterate your interest and recap your qualifications.
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Watch your body language. Maintain confident posture, eye contact and active listening.
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Be specific when answering. Share details, stats, examples, names. Don’t just give vague generalities.
Following this advice can help you have an outstanding interview experience.
Smart Questions to Ask at the End
When they ask if you have any final questions, take advantage of this moment. You could ask:
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How would you describe the culture and work environment here?
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What qualities make someone really successful in this role?
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What are some of the challenges you’re facing in your department right now?
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What are the next steps in the hiring process?
Limit yourself to 2-3 questions that show nuanced interest in the role and company. Avoid basic questions easily found online.
Now you’re ready to interview confidently and leave a lasting impression. Be personable and conversational while concisely answering questions. With preparation and practice, you will demonstrate how your skills and values align perfectly with LogicMonitor. Get excited to share all you have to offer!
3 – Test Your Setup
- Lighting is important (avoid distractions when possible).
- Have family or friends help you with a dry run.
- Double-check your internet connection is stable.
- Prepare at least 5 to 10 minutes ahead of time; do not rush.
How We Adjusted Our Remote Interviewing Process
We realized quickly that we needed to adjust our high-touch interviewing to scale remotely. Some of the things we did as a team would be even more important when we did them virtually. For example, we could prepare candidates for interviews by asking the hiring manager what they’ll be focusing on, sharing team LinkedIn profiles, and making sure everyone knew what to expect from the start. However, preparing our team has been important as well to ensure a good experience all around.
We made an internal document for our recruiters that lists every step a candidate takes as they move through our process from afar. The main differences include:
- Being honest from the start means telling a candidate early on that if they make it to the final stages, the interview will take place online.
- Keep It Simple: Use a single link to schedule the video call throughout the process. Also, show them how to use our virtual meeting tool if they don’t already know how to use it. We let you know in the confirmation email that you only need one Zoom link for the whole interview.
- Bio breaks should be built into the interview plan because Zoom fatigue is real.
- Updates Are Important: As part of regular interview training, teach the hiring team how to let other interviewers know when they’re done or running late. This keeps candidates from being stuck in an empty Zoom room and helps us keep track of their time.
- A Friendly Face: The recruiter should greet the candidate five minutes before the interview. The candidate and recruiter should then join the call to answer any last-minute questions. We also add the interview schedule in the Zoom chat.
Before candidates move on to the next part of our interview process, we’ve found the following tips to be helpful:
The Four Questions Every Monitoring Engineer is Asked
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