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

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. ```hint 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. ``` #### 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? ```hint 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. ``` #### 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. ```hint Answer the literal question first Be clear about whether you have had formal reports before describing the closest leadership experience you do have. ``` #### 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. ```hint 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. ``` #### 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 ### What a Strong Answer Covers - Answers that are concise and specific, built on real examples rather than general claims - Clear ownership of your own actions and outcomes, including mistakes - Self-awareness that stays consistent across all four answers - Motivation and working style that fit a demanding, fast-moving engineering environment - Scope calibrated to a mid-level engineer: credible team-level impact without inflating your role ### 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?