How to Hire the Right Product Manager?


If you want to be successful, you have to recruit the right kind of employees in the right direction. The best applicants for the role sometimes aren’t the easiest to locate. In this article, we will give valuable tips and pointers that can bring your project off to a great start when it comes to choosing the right project managers for your programs. You can consult and hire qualified and best-suited product manager by only contacting DMWare.

Who is Product Manager?

A product manager is mainly responsible for producing numerous products. They would be concentrating its efforts on particular facets of its creation. To be competitive, new products must inform consumers about how they could use it and clarify how the organization expects to manage the rapid increase in popularity. A specialist in this area would decide whether those companies are compatible with the product’s market model or ideologies.

Fundamental skills of a product manager

I saw many vacancies that missed the point of finding the right product manager. There is some confusion regarding what this position needs.

There are three necessary skills you are looking for.

  1. Leading collective decision making

A product is about maximizing the collective talents of a product team, stakeholders, and customers. They all contribute to the creation of the product. The first skill is to use all of your talents and knowledge to guide the decision-making team. Product managers don’t hold the absolute truth. Still, they are responsible for leading the effort to get the right data, answering the right questions, and deciding which direction to go.

2. Steering execution

Once you’ve decided which direction to go, it takes a lot of consistency, detailed expertise, and hard work to do it right. Product managers need to be proficient in manoeuvring while the ship is in motion.

Is this bug urgent to push hotfixes in the sprint? What are the implications for these new dependencies from System X? And another 1000 questions that PM should answer, like Kung Fu Master.

Products are usually not created independently and are exposed to business operations under the influence of various departments. Product managers have many factors that try to move away from the configured direction.

The primary purpose is to keep the steering in the same direction as when you are in the “driver’s seat” of the product.

3. Delivering product (on managed expectations)

While developing  product is not so difficult. It is challenging to deliver a product based on controlled expectations. Running product processes with quality and consideration is an art in and of itself.

The more important part is to meet expectations, communicate progress appropriately, make constant round trips, meet expectations, and ultimately make sure that the delivery of the product strikes people’s hearts.

PMs need to understand an essential part of their business. A product that people don’t want to pay for is not a product.

  • Technical background: We recommend using a product manager with experience in computer science for high-tech companies. This lets administrators learn how to interact more effectively with engineers and therefore improves their net worth. This can vary as a stringent requirement if there is very little technology underway in that particular position.
  • Entrepreneurial skills: Here is a big plus in the business sense. The person who runs his business knows the importance of finance and profits. This keen eye is very suitable if you are engaged in a highly competitive transaction business. It’s much easier to distinguish terms such as ACV, MMR, and TPV and see how they affect product development from a management team perspective.
  • Social skills: When you make a product for a person, you need to understand the person. Sounds like a matter of course. Humans are the most complex machines, much more complicated than computers. Therefore, people’s skills should not be at the end of the list. Example: PM needs to motivate people. This is important when difficult decisions are made.
  • Leadership: Real evidence that someone has shown the skills to lead multiple teams, listen, adapt to a culture of talent, and help people take ownership. It all leads to building scalable product operations where the best to prosper and decisions are made based on collective support.

4. Create PM personas and design your interview process around them

The actual existing LinkedIn profile is divided into categories that need attention (good and bad) as it describes the quality of “required,” “convenient,” and “bonus” that you need to look for in the PM., Interview questions and ideal answers and scripts to close selected candidates. This is the best comprehensive walkthrough of this process we have seen. This is not surprising given Jackson’s complete PM experience with Google, Facebook, Twitter, and his company Cover.

5. Check off these qualities shared by chefs and soldiers

Sounds counterintuitive, but Eaze CEO Jim Patterson, a former Air Force himself and a track record of hiring a real former chef as a PM, vow to list the attributes that determine his military and kitchen success. As a teaser, the checklist he proposes is:

• Being able to lead without authority.

• Always take responsibility while giving credit.

• Strong decision making with incomplete information.

• Value intensive preparation.

• Systematic about how to recover from mistakes and crises.

• Optimal operation under extreme pressure.

6. Ask these questions about hiring a top performer every time

This recruitment system by Koru CEO Kristen Hamilton isn’t PM-specific. Still, it’s a must-have reading category because it gives you great insight into how to test the quality shared by high performers. I love quickly summarizing the traits that the hiring manager might be looking for (grits, teamwork, rigour, ownership, etc.), but measure them over a series of hours or 30 minutes. I don’t know-how. Interview. In this piece, she explains exactly what to ask, what you are looking for in people’s reactions, and when to cut the bait.

7. Recruit pioneers, settlers, and town planners

Sure, I know you only have an axe and a pocket knife in the woods, but being the founder can sometimes feel that way. That’s why this advice from Airbnb’s first product manager, Jonathan Golden, is very compelling. Being successful in the long period, he encourages startup leaders to have a long-term view — not just getting into PM for more help. Hire certain types of PMs, hire them as pioneers, settlers, and city planners to maintain stability and repeatability and growth at various company development stages (underestimated priority). In his interview, he details how to identify, adapt, and utilize each PM type.