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Lead Performance Engineer Interview Questions

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2,828 lead performance engineer interview questions shared by candidates

3 rounds of interview. Based on job description and mostly related your current experience. The interview with client was very good need to be more proficient on monitoring tools. Related to Jmeter and devloper center tools
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Performance Engineer

Interviewed at EPAM Systems

4★
Oct 19, 2024

3 rounds of interview. Based on job description and mostly related your current experience. The interview with client was very good need to be more proficient on monitoring tools. Related to Jmeter and devloper center tools

Video Screening-1) Recap of your experience, 2) McDonalds values displayed, how do you align? 3) Favourite menu item 1:1 Interview-No typical behavior questions, very focused on resume and experience, specific questions included "did you have to invoke penalties against vendor", "have you had to terminate a vendor"
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Manager, Vendor Performance

Interviewed at McDonald's

3.6★
Jun 15, 2021

Video Screening-1) Recap of your experience, 2) McDonalds values displayed, how do you align? 3) Favourite menu item 1:1 Interview-No typical behavior questions, very focused on resume and experience, specific questions included "did you have to invoke penalties against vendor", "have you had to terminate a vendor"

Phone Screen: Based on previous projects and resume. Coding question: Design counter. difficulty level: easy Panel interview: interview 1: coding : Palindrome with Vowels (easy) interview2: performance: interview was mostly Release engineer and instead of anything to do with perf. this was mostly deployment related round. interview3: performance: Interviewer explained their domain expertise and kept asking question in-their domain vs. candidates' expertise domain interview4: Hiring manager: spent good 35 min explaining org tree, business structure. No question on resume, behavioral etc. No indication on what roles and responsibilities would look like. Also mentioned, if all feedback was positive- I'd need to do two more rounds (after 7 rounds). In their words, i was't told this one before because they didn't know how the interviews would go. interview5: performance: simple instance trouble shooting questions+ coding : arrange character by frequencies (easy). both interviewers were New grads/hires. interview6: QA: coding question but interview was struggling with C++ syntax. interview
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Senior Performance Engineer II

Interviewed at Apple

4.2★
Apr 18, 2021

Phone Screen: Based on previous projects and resume. Coding question: Design counter. difficulty level: easy Panel interview: interview 1: coding : Palindrome with Vowels (easy) interview2: performance: interview was mostly Release engineer and instead of anything to do with perf. this was mostly deployment related round. interview3: performance: Interviewer explained their domain expertise and kept asking question in-their domain vs. candidates' expertise domain interview4: Hiring manager: spent good 35 min explaining org tree, business structure. No question on resume, behavioral etc. No indication on what roles and responsibilities would look like. Also mentioned, if all feedback was positive- I'd need to do two more rounds (after 7 rounds). In their words, i was't told this one before because they didn't know how the interviews would go. interview5: performance: simple instance trouble shooting questions+ coding : arrange character by frequencies (easy). both interviewers were New grads/hires. interview6: QA: coding question but interview was struggling with C++ syntax. interview

The interviewer had not properly go through my CV. The questions were not relevant to my experience and skills. The type of questions were highly biased by their internal processes, which is not a good way to assess someone's skills, when the person has no idea of internal process and work routines. In addition to that I never received a proper feedback on my case study.
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Senior Performance Marketing Manager

Interviewed at Lingoda

3.6★
May 3, 2021

The interviewer had not properly go through my CV. The questions were not relevant to my experience and skills. The type of questions were highly biased by their internal processes, which is not a good way to assess someone's skills, when the person has no idea of internal process and work routines. In addition to that I never received a proper feedback on my case study.

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