Technical leads have many of the responsibilities of a manager (handing out tasks, interfacing with upper management, discipline, etc...) but also have to be able to 'get their hands dirty', in other words, they basically have to be very strong technically.
If you're interviewing for a manager who isn't going to be doing anything technical, then just make sure that A) you don't grant him schema/enterprise admin rights, so that he can't screw everything up on you and B) He knows enough to where you're not holding his hand in *every* discussion that goes down the technical path.
If he's a technical lead... he should know how to deal with people and know nearly as much as you do, if not more. If he's going to be digging into AD and having to work on fixing problems when they appear, then you need to make sure that he's not going to screw things up because he's trying to remember what they taught him in that 2-week class 8 months ago.
On 7/23/06, Matheesha Weerasinghe <[EMAIL PROTECTED]> wrote:
All
I am currently in the process of interviewing job
candidates who if successful will become my boss ;-)
Basically the manager who will be his boss has asked
me to do the technical side of the interview and check
if the candidates are OK. I've had the "pleasure" of
interviewing 2 so far and they were pretty weak
technically. I am not sure if I have been spoilt by
the creme-de-la-creme here but I did check them a
little thoroughly especially with the candidate who
was bold enough to mention under key skills "very
strong knowledge of windows 2000/2003 Active
Directory".
Now I am definitely no expert, but if someone is bold
enough to claim that, he better not buckle up under
pressure and reply that the questions I am asking are
only worthy knowledge to those working at Microsoft.
And this is the reply I got when I asked him what the
FSMO roles did. Actually, I got a little miffed as the
guys had the audacity to demand pretty much twice the
pay I am getting and were paper MCSE's.
The feedback we received from the candidates
afterwards said the interview style was .....
aggressive.
So, my question to you guys is, if you interviewing
someone for a Windows tech-lead position (with focus
on AD), how technical would you want him to be? This
is a guy who would be steering the design of an
infrastructure to support tens of thousands of users.
Cheers
Mudha
{Newbie AD Guru wannabe ;0) }
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