Why the case interview is the least bad option for hiring PMs
It’s easy to hate on the case interview for PMs. But what’s the alternative?
The case interview is the least bad option for hiring PMs.
People say the alternative is a work trial. How do you even do a work trial with someone who has a full-time job? They take a vacation day? You can’t expect the best talent to do that.
That’s why, despite its flaws, the case interview is here to stay.
Let’s address each common complaint:
➜ “More like interview theater than our real challenges.”
This is often the case if you let the interviewee take you down a path they copied from a book. Good case interviewers should quickly deep dive into specifics to move away from frameworks and get real insights.
➜ “They miss the mark on testing real-world grit and agility.”
Design cases that push candidates outside their comfort zone. Introduce unexpected challenges part way. It’s on you to create scenarios that reflect the real-world demands of your product context.
➜ “I’m not sure we’re actually hiring PMs that meet our bar.”
That’s a problem with your process, not the case interview itself. Align on your bar, train interviewers to assess consistently, and iterate until you’re confident interviewers are calibrated.
➜ “Collaboration can’e be measured in a 45-minute sim.”
No, but you can get a sense of things like: communication skills, ability to incorporate feedback, and empathy. Those are valuable signals, even if they’re not the full picture.
➜ “Staying at the case level obfuscates execution details.”
Then push deeper in your cases. Probe into technical feasibility, architecture, and execution risks. If your cases are too high-level, fix it.
➜ “It’s data without context — barely scratching the surface.”
Provide enough context and be willing to answer clarifying questions. Assess how candidates seek out additional information, not just how they decide in a vacuum.
➜ “Case studies are too sterile. The real world is messier.”
So make your cases messier! Inject ambiguity, introduce conflicting data, have requirements change midway through. Design cases that reflect the uncertainties of your PM environment.
➜ “Market dynamics are too complex for cases.”
You can’t replicate an entire market, but you can test strategic thinking and adaptability. Include market shifts, competitive pressures, changing customer needs… Then see how candidates adjust.
➜ “User needs aren’t a ‘problem to be solved’ in an hour.”
Sure. But you can assess how candidates approach research, prioritize needs, and make trade-offs. Evaluate their thought process, not their final solution.
Putting it all together:
• Since the case interview is here to stay
• And the complaints can be addressed with how you interview…
It’s crucial to become a great case interviewer and train the team on doing it well. By actively avoiding the complaints, you can turn this “least bad” option into a valuable tool.
And find the PMs you need in that next stage of growth.
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For more on how to case interview well, check out my guide for interviewers.
And for help as a interviewee, here is:
