How would you set OKRs for your product team for next quarter?
What the interviewer wants to hear
- Align with company goals and strategy
- Objectives inspiring and qualitative
- Key results measurable outcomes with baselines
- Few OKRs, set with the team
- Track regularly and grade honestly
Model answer
I start with company goals and our product strategy so our OKRs clearly contribute to what matters most. Then I draft them together with my engineering and design leads, because people commit to goals they help create. Objectives are short, qualitative and motivating, like "Make it effortless for new teams to get started". Key results are measurable outcomes with a baseline and target, such as raising the share of teams that complete setup in a week from 40% to 55%, not outputs like "launch onboarding v2". I keep it focused: one to three objectives with two to four key results each, plus health metrics we must not break. We check progress every week or two and adjust tactics, and at the end of the quarter we grade honestly and use the lessons to set better goals next time.
Can you answer it under time pressure?
Take a timed medium round and get scored on every answer.
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- How would you tell whether a new product has product-market fit?