I was contacted by a recruiter through LinkedIn for a Director level PM role. At Tanium the PM groups are not all organized the same, in this case I was not going to be managing a team (despite the title), but would have potential influence over other more junior PMs. I passed a phone screening with the Recruiter, basic information only. I was then passed to a Hiring Manager who had some high level PM questions and some insight on Tanium's position as an Endpoint Vendor. They definitely saw themselves positioned MUCH stronger then the remainder of the market and didn't seem to believe they had a lot of "improvement" to make in the Product. This was a RED FLAG immediately for me. After the initial Hiring Manager conversation I was put in front of (2) additional PM Directors for 1-1 interviews. Both of these interviews were very unstructured and tended to focus on highly-technical Endpoint driven product improvements. One interviewer asked for my opinions on a Product and ways to improve; after brainstorming and providing some options he actually took time to disagree with me and pick-apart my answer because "he knew the product very well." Generally speaking the process was not well organized and the interviewers were quite seat-of-their-pants in Q/A. I then heard nothing back from Recruitment, despite false promises that they would communicate. STEAR CLEAR OF THIS PM TEAM. They are very immature or going through a lot of challenging changes at a minimum.

Tanium is looking for the best of the best. That means that the interview process is long. They put you through the paces, multiple interviews and you have to pass each one, they hire slow to make sure you fit. For Product Management I had 3 initial interviews followed by a 30 minute presentation 30 minute Q&A on product management. After that it was another 4 interviews and discussions. If you get past the interview, you are empowered.