Technical screening questions
Ask for one example per question and listen for specifics.
- How do you find dependencies between teams early? A good answer: Planning sessions with each team and a shared dependency map.
- What do you do when a team says the date will slip? A good answer: Understand the cause, options for scope or help, and tell stakeholders early.
- How do you decide what to cut? A good answer: Tie scope to the goal and let the business owner choose with the trade-offs shown.
- How do you keep status honest? A good answer: Evidence-based status and risks named, not green by default.
- How do you run a post-incident or post-launch review? A good answer: Blameless, with actions that have owners and dates.
Quick screening questions
Use these when you have only a few minutes.
- Describe the largest program you ran, the number of teams and the outcome.
- How do you manage a dependency that is slipping?
- How do you report status to executives?
What separates the levels
Match the level to the requirement before you submit.
- Mid: runs one program.
- Senior: runs several programs with executive reporting.
- Principal: sets program practice for an organisation.
Red flags
Any of these is a reason to probe further.
- Cannot explain the technical side of the program.
- Only reports status, never removes blockers.
- No example of cutting scope.
Tools you should hear mentioned
A Technical Program manager with real experience usually names several of these without prompting.
- Jira or similar
- Roadmap and planning tools
- Spreadsheets and dashboards
- Risk logs
- Communication tools
- Budget trackers
Run the call well
Ask for the last project first, then dig into the second or third question. Take notes on versions, team size and outcomes, and record them with the submission so the vendor’s later technical interview does not surprise you.
Frequently asked questions
How long should a Technical Program manager screening call take?
Fifteen to twenty minutes is enough to cover the project, three technical questions and availability, rate and work authorization.
Do recruiters need to know the technology?
Working vocabulary is enough. Use the sourcing guide for the role and listen for specifics instead of judging technical depth yourself.