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Managing Director Interview Questions

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Whether you are preparing to interview a candidate or applying for a job, review our list of top Managing Director interview questions and answers.

  1. Why do you want to become a Managing Director? See answer
  2. If we hired you, how would you spend your first few days? See answer
  3. What is the most valuable lesson that you have learnt as a manager? See answer
  4. How do you ensure that your employees feel motivated and valued? See answer
  5. How do you manage a project that has limited resources and budget? See answer
  6. As the Managing Director, how do you plan to maintain the positive image of our organisation? See answer
  7. How do you handle working with people who have different views from yours? See answer
  8. What would you do if one of the employees is underperforming? See answer
  9. As a Managing Director, what is your philosophy towards work? See answer
  10. What would you do if a project you have been working on gets rejected? See answer
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Indeed’s Employer Resource Library helps businesses grow and manage their workforce. With over 15,000 articles in 6 languages, we offer tactical advice, how-tos and best practices to help businesses hire and retain great employees.

Read our editorial guidelines

10 Managing Director Interview Questions and Answers

Why do you want to become a Managing Director?

The role of a Managing Director comes with many responsibilities and challenges. You should make sure that your candidate has the right reasons for wanting the job. Be sure to check their experience and attitude towards the job. What to look for in an answer:

  • Skills and experience
  • The right attitude towards the job
  • Excellent communication skills

Example:

 'I'm a passionate and dedicated person who has vast finance, leadership and management experience. I have the values, ethics, and skills to take this company to another level. I believe that I'm ready to take up a more challenging role as the Managing Director."

If we hired you, how would you spend your first few days?

The purpose of this question is to gauge if your potential hire has a plan and vision for the company. A strong candidate should have an action plan to transform or improve the company. What to look for in an answer:

  • Action plan
  • Creative vision for the company
  • Confidence in their ability to enhance the company

Example:

"I'd spend the first few days learning the company's policies and process. Then, I'd analyse areas that need improvement and use my skills and experience to develop a plan that can help the company. If my plan and ideas are accepted by the senior management team, I'd implement them as soon as possible."

What is the most valuable lesson that you have learnt as a manager?

You should pose this question to see if your potential hire has learnt anything in their career. It's essential to grow and learn from mistakes. What to look for in an answer:

  • Willingness to learn from mistakes
  • Examples of lessons learnt
  • Effective management style

Example:

"I used to micromanage everything, and I always avoided delegating tasks since I never trusted anyone not to make mistakes. I've learnt that if I don't allow my team to learn and handle tasks independently, they may never grow."

How do you ensure that your employees feel motivated and valued?

The success of any company depends on its employees' ability to work together to deliver results. They cannot work effectively if they don't feel motivated or valued. You should find a Managing Director who can motivate employees to do their jobs. What to look for in an answer:

  • Desire to mentor
  • Willingness to praise employees for their work
  • Ability to motivate employees

Example:

"As the Managing Director, I'll work closely with my employees to make sure they understand that I'm approachable. Whenever any of them perform excellently, I'll make sure they're recognised by either being promoted or rewarded."

How do you manage a project that has limited resources and budget?

The candidate should be able to work with limited resources and still complete the projects at hand. You should pose this question to see if the potential hire has the skills to use a limited budget and make prompt decisions. What to look for in an answer:

  • Ability to use a limited budget
  • Creativity during challenging situations
  • Ability to prioritise

Example:

"In such a situation, I first analyse the resources at hand and then prioritise the most important and urgent tasks. If time is the limiting factor, I can request my team to work extra hours or request additional team members."

As the Managing Director, how do you plan to maintain the positive image of our organisation?

The Managing Director is responsible for instituting steps to uphold the public image of your company. You should ask this question to see if the candidate has worked in public relations before and if they have the ability to build and maintain a good public image. What to look for in an answer:

  • Knowledge and understanding of the company's policies
  • Excellent communication skills
  • Experience working in public relations

Example:

"I want this company to be perceived as the best company to work in. I want it to be a beacon of care towards its employees and customers. I've worked in public relations before, and I believe I've got the skills and experience to uphold a positive public image."

How do you handle working with people who have different views from yours?

The question helps you gauge if your potential hire has the interpersonal skills to work with people with different opinions and ideas. A strong candidate should not allow their ego or personal opinion to affect their judgment. What to look for in an answer:

  • Interpersonal skills
  • Ability to perform even when irritated
  • Good decision skills

Example:

"I'm willing to let down my ego and listen to other people's ideas and opinions before discrediting them. I'm willing to get the work done, no matter whose idea gets it done."

What would you do if one of the employees is underperforming?

The question helps you to gauge how the potential candidate reacts to difficult situations. A strong candidate should be willing and able to confront the employee to understand why they're underperforming. They should foster a positive change as opposed to humiliating or intimidating them. What to look for in an answer:

  • Ability to deliver bad news effectively
  • Ability to monitor and evaluate employees
  • Willingness to guide and mentor team members

Example:

"I'd take time to talk to them and understand why they are underperforming. But, I'd also make sure the employee understands that they can do better and that the management is not happy with their results. If there's any way to help them improve, I'll ensure I do so."

As a Managing Director, what is your philosophy towards work?

A strong candidate should be willing to do anything possible to get work done as long as they follow the organisation's policies. You should pose this question to see if the potential hire has the right attitude towards work and if they can be creative in a work crisis. What to look for in an answer:

  • The right attitude towards work
  • Willingness to go an extra mile
  • Endurance and commitment

Example:

"I believe that work has to get done no matter what it takes. It takes commitment and endurance to perform any task. Therefore, even if it means spending extra hours at work, I'll do so to achieve results."

What would you do if a project you have been working on gets rejected?

Once in a while, a Managing Director will be tasked with different projects, which they'll have to present to the executive board and shareholders for evaluation. Sometimes, the project can be rejected and it can be frustrating to the manager and the team. Your hire should be able to accept the outcome and help the team remain motivated. What to look for in an answer:

  • Ability to accept critics
  • Willingness to try again
  • Ability to stay calm even when irritated

Example:

"Working on a project requires time and energy. If a project I've been working on gets rejected, I'd feel frustrated, but it would not deter me from trying again. I'd make sure my team understands why the project was rejected and what we can do better next time."

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