1. Why do you want to work as a mgr? 2. What steps you take to grow your business from 100% to 200% 3. Have you managed an under performing employee? 4. What do u think are the technical barriers for FB @workplace? 5. How do you inspire employees? 6. Let's say your team is fully utilized but then your team has to do more work? What do u do? 7. What steps you take to grow your business from 100% to 200%
How to deal with unqualified employee
I think it was really ordinary questions. Tell me about yourself,Why Facebook,What value I can bring to the team, What I want to do, What is my thought about Pros and Cons of Facebook, etc. What was more impressive was that the interviewer seemed be more concentrating on knowing what kind of people I am rather than what skill and knowledge I have, which made me really comfortable to accept an offer.
- Why Facebook? - Why should a A brand advertise on Facebook? - Facebook Video Ads vs YouTube? - How would you suggest a marketing strategy for an A Brand for 1 million $? - A lot of Role and Platform related questions
How do you manage stakeholders? How do you make prioritization decisions?
How do you convince advertiser to buy Facebook advertisement?
Tell me about a time your manager disagreed with an idea you had
Have you ever run a Facebook campaign before
Tell me about yourself.
Navigating the Organization & RPO Partnership Alignment Company Navigation – Map decision-makers, influencers, and communication flows to accelerate hiring and resolve roadblocks. Expectation Setting – Align on hiring forecasts, communication cadence, and success measures (30/60/90 days). Delivery Assurance – Confirm resources, tech access, and processes for quick pivots when needs change. SLA/KPI Agreement – Define priority metrics (time-to-fill, quality, candidate experience) and reporting methods; adjust as conditions shift. Partnership Health – Hold QBRs, leverage analytics for improvement, and celebrate wins.
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