Katkat
Back

Why Glovo, Strengths and Weaknesses, People Management and Disagreeing with a Manager

GlovoSoftware Engineer · Onsite
MediumSoftware EngineerOnsiteBehavioral & Leadership

Last updated

A behavioral question set from a mid-level software engineer loop at Glovo: introduce yourself and your recent work, explain why you want to join, describe your strengths and weaknesses, discuss any experience managing people, and recount a disagreement with your manager. It tests self-awareness, motivation and professional judgment.

The final round of a mid-level software engineer interview loop at Glovo, a food delivery company within the Delivery Hero group, was behavioral. Instead of one deep scenario, the interviewer moved through a series of classic questions. Prepare an answer to each part as you would deliver it out loud.

Clarifying Questions

  • Roughly how long should each answer take, given that several questions share one round?
  • For a mid-level role, is the interviewer looking for impact within your own team, or across several teams?
  • Does "managing people" mean formal direct reports only, or does it include mentoring and leading a project?

Part 1 — Introduction, recent work and why Glovo

Give a brief introduction to yourself, walk through the most relevant work you did at your previous company, and explain why you want to work at Glovo in particular.

What This Part Should Cover

  • A concise, structured introduction rather than a chronological reading of your resume
  • Concrete past work, with your own contribution and a measurable outcome
  • Motivation specific to this company and its product, not reusable for any employer

Part 2 — Strengths and weaknesses

What are your biggest strengths, and what are your biggest flaws?

What This Part Should Cover

  • Strengths relevant to the role, each backed by a specific example
  • A genuine weakness rather than a strength in disguise
  • The concrete steps you are taking to manage the weakness, and evidence they are working

Part 3 — Experience managing people

Have you managed people? Answer the question directly, then describe your most relevant experience.

What This Part Should Cover

  • An honest, direct answer about formal management experience
  • A specific example of leading or developing others, told with situation, actions and results
  • What you learned about guiding people without relying on authority

Part 4 — Disagreeing with your manager

Tell me about a time you disagreed with your manager.

What This Part Should Cover

  • A real disagreement with stakes, not a trivial preference
  • How you raised it: evidence, timing, a private conversation, and respect for context the manager had
  • The resolution, including committing to a decision you did not prefer if that is what happened
  • What you learned and how the working relationship held up

Hints

Hint 1

Connect past and future: Choose one or two pieces of recent work that relate to the kind of engineering problems a delivery platform faces, so your introduction leads naturally into your motivation.

Hint 2

Show, then name: For each trait, have one specific moment ready that demonstrates it; for a flaw, know what you have changed because of it.

Hint 3

Answer the literal question first: Be clear about whether you have had formal reports before describing the closest leadership experience you do have.

Hint 4

Show how you disagreed: The interviewer learns more from how you raised the disagreement and handled the final decision than from whether you turned out to be right.

Follow-up questions

  • Your manager overruled you and the decision later turned out badly. What did you do then?
  • What feedback have you received most often, and what did you change because of it?
  • If you joined and found the pace much faster than you expected, how would you adapt?
  • Tell me about someone you helped who was struggling. What did you do, and what happened?