STAR method, behavioral, situational, technical — tailored to how this role actually works day-to-day. Each question has a rubric for what a strong answer covers.
STAR · Universal
Tell me about a time you missed an important deadline. What happened, and what did you do?
What good looks like:Owns the miss (no blame deflection), names the contributing factors, describes recovery actions, and pulls a concrete lesson into a system or habit.
Follow-up: What's different about how you approach deadlines today because of that?
Walk me through a time you had to convince someone with more authority than you that they were wrong.
What good looks like:Names the stakes, shows how they framed the case with data and the person's interests, and describes the outcome — including humility if they were partially wrong.
Follow-up: How did the relationship hold up afterwards?
Describe a project where the scope changed midway. How did you handle the change?
What good looks like:Articulates the original plan, what triggered the change, how they re-prioritized, and how they communicated the new shape of the work upward and across.
Follow-up: If you could redo one decision on that project, what would it be?
Tell me about a time you received hard feedback that surprised you. What did you do with it?
What good looks like:Recognizes the gap honestly, separates the feedback from the messenger, and shows a behavior change with evidence — not just a self-narrative.
Describe the most ambiguous problem you've solved at work. How did you make progress?
What good looks like:Names the ambiguity explicitly, describes the structure they imposed (questions asked, hypotheses tested), and shows how they narrowed scope to a shippable first step.
Follow-up: Who did you pull in, and why those people?
Tell me about a time you disagreed with a teammate's approach. How did you resolve it?
What good looks like:Goes beyond "we talked it out" — explains how they steel-manned the other view, what tradeoffs surfaced, and how the decision actually got made.
Behavioral · Operations Manager
Tell me about a process you built from scratch. What were the early gotchas?
What good looks like:Specific process, the manual workaround it replaced, and the surprise that came up only after rollout (data quality, edge cases, change-mgmt).
Describe a process you killed or simplified. Why and what was the impact?
What good looks like:Honest naming of what wasn't worth the cost. Quantified time saved or quality preserved.
Situational · Operations Manager
Your team is hitting all its targets but morale is declining. What do you look at first?
What good looks like:Workload-without-acknowledgment, lack of growth, tools friction. Diagnoses before prescribing.
Technical · Operations Manager
Walk me through how you'd design a hand-off between two functions that complain about each other.
What good looks like:Maps the actual hand-off (what info passes, in what format, with what SLA), surfaces the unspoken expectations, and ships a tight written agreement.
What tools do you reach for when scaling operational reporting?
What good looks like:Specific stack (data warehouse → BI tool → curated dashboards), and knows when to add complexity vs when to keep it spreadsheet-simple.
Culture · Universal
What's the best feedback you've gotten in the last year, and what did you do with it?
What good looks like:Picks specific, uncomfortable feedback (not a humble-brag), traces the behavior change, and is honest about whether the change stuck.
Describe how you give critical feedback to a peer.
What good looks like:Specific recent example, attention to timing and audience, separates the behavior from the person, and asks for the other side of the story.
What kind of manager brings out your best work?
What good looks like:Self-aware — knows what they need (autonomy, structure, frequent check-ins, etc.) and what they don't. Bonus if they describe how they adapt to managers who don't match.
Tell me about a time you advocated for an unpopular decision.
What good looks like:Names the unpopularity explicitly, walks through their reasoning, and is honest about the outcome — including if they were wrong.
What's a habit or ritual that makes you better at your work?
What good looks like:Concrete and unforced. The best answers are small, specific, and personally invented — not a CEO-podcast trope.
Motivation · Universal
Why this role, specifically?
What good looks like:Has done their homework — references the actual job description, product, or recent company news, not just "I love your mission."
Follow-up: What's the part of this role you're least sure you'd love?
What's the next thing you want to get great at in your career?
What good looks like:Specific, named skill or domain. Bonus points if they can articulate why this role accelerates that vs another role they're considering.
Walk me through the most recent thing you learned that wasn't required by your job.
What good looks like:Specific, recent, and ideally adjacent to (not directly inside) their job — shows genuine curiosity rather than performative learning.
Where do you want to be in three years?
What good looks like:Less about title, more about the kind of work and impact. Honesty about uncertainty is a positive signal; over-rehearsed answers are a flag.
Raffi calls every applicant for a 10–15 minute conversational interview, asks the operations manager-specific questions from this bank, scores against the rubric, and hands you the top 3–5. SaaS, $25 starter credit.