Product Managers play a pivotal role in driving innovation, aligning product development with market needs, and ensuring the success of products in a competitive business landscape. And it’s a popular role. In fact, it came third in the ‘25 Best Jobs in the UK for 2022’ list produced by Glassdoor.

So how do you find high-quality product managers for your business? In this article, we will cover:

  • 6 characteristics of a great product manager
  • Effective ways to hire high-quality product managers
  • How to leverage the expertise of recruiters and talent partners
  • Hiring a product manager – step-by-step guide
  • Why work with a talent partner

H2: 5 characteristics of a great product manager

We’ve talked before about the importance of soft skills for those working in tech, so let’s build on that and break down five characteristics of a great Product Manager.

  • Strategic vision: A great product manager possesses a strong vision that aligns with the overall goals of the company. They understand market trends, customer needs, and competitive landscapes, enabling them to develop a long-term product strategy. This vision guides their decision-making and ensures that the product roadmap is not just a collection of features but a coherent plan.
  • Customer empathy: The product manager must understand the needs, pain points, and preferences of the target audience. By listening to customers, conducting user research, and staying close to customer feedback, a great product manager ensures that the product is not only functional but also really engages users.
  • Cross-functional collaboration: Effective communication and collaboration across departments is crucial for a product manager. They work closely with engineering, design, marketing, sales, and other teams to ensure a unified approach. Strong interpersonal skills, the ability to influence without direct authority, and a collaborative mindset are essential.
  • Adaptability and flexibility: The tech industry is dynamic, and changes are inevitable. A great product manager is adaptable and flexible, ready to pivot based on market shifts, emerging technologies, or changes in business priorities. They embrace uncertainty and view challenges as opportunities to learn and improve.
  • Data-driven decision-making: A great product manager relies on data to inform decisions and measure the success of the product. They use KPIs, user analytics, and other metrics to evaluate the impact of product changes and guide future iterations.

Effective ways to hire high-quality product managers

As businesses strive to get an edge on competitors, finding and hiring high-quality product managers becomes critical. Partnering with a recruiter or talent acquisition specialist helps you navigate these complexities and enables you to ensure your organisation is staffed with top-tier professionals.

As a starting point, it’s important to have a well-defined understanding of the specific skills, experience, and qualities you are seeking. A talent acquisition consultant can then better assist you, helping to identify candidates who not only meet but exceed your expectations.

How to leverage the expertise of recruiters and talent partners

Recruiters and consultants often specialise in specific industries or job roles, providing them with insights into the nuances of the talent market. They have extensive networks built over years of experience in the industry and can tap into them to source high-quality candidates who may not be actively searching for new opportunities, allowing you access to top-tier talent that is not visible through traditional job postings.

Hiring a product manager – step-by-step guide

Let’s now look at how to refine your product manager recruitment process.

  • Step 1: Define the role and requirements: Begin by clearly defining the role and responsibilities of the product manager. Understand the specific needs of your organisation and the product being managed. Outline the key skills, experience, and qualifications required for success in the role.
  • Step 2: Create a compelling job description: Highlight the company culture, mission, and the exciting challenges that the candidate will face. Clearly outline the qualifications, responsibilities, and expectations. The job description should serve as a marketing tool to attract candidates who are not only qualified but also excited about the opportunity.
  • Step 3: Utilise multiple sourcing channels: Cast a wide net to attract a diverse pool of candidates. A good consultant will be able to diversify your candidate pool and bring all the business advantages of DE&I.
  • Step 4: Screen CVs and applications: Look for relevant experience, a track record of successful product launches, and an ability to navigate complex product challenges. During this stage, a talent acquisition consultant can play a crucial role in objectively evaluating CVs and identifying suitable candidates.
  • Step 5: Conduct initial interviews: Assess a candidate’s communication skills, cultural fit, and overall enthusiasm for the role. Explore their approach to product management, problem-solving, and collaboration. A talent acquisition consultant can assist in conducting structured interviews, providing valuable insights into a candidate’s soft skills and cultural compatibility with the organisation.
  • Step 6: Technical assessment and task assignment: Assign a relevant task or case study that simulates challenges they may encounter in the role. This step helps assess their problem-solving skills, decision-making process, and ability to apply their expertise to real-world scenarios.
  • Step 7: Collaborative interviews and cross-functional assessment: Conduct collaborative interviews with representatives from engineering, design, marketing, and other relevant departments to assess a candidate’s ability to work effectively across functions. A talent acquisition consultant can facilitate these interviews, bringing a holistic perspective to the assessment process.
  • Step 8: Final interview with leadership: Invite shortlisted candidates for a final interview with the leadership team. This step allows leaders to gauge the candidate’s alignment with the company’s strategic vision, long-term goals, and cultural values.
  • Step 9: Reference checks: A talent acquisition consultant can leverage their industry connections to gather insights from trusted sources, providing an additional layer of confidence in the hiring decision.
  • Step 10: Offer and onboarding: Once the ideal candidate is identified, extend a competitive offer and ensure a smooth onboarding process. A talent acquisition consultant can assist in negotiating offers, managing candidate expectations, and facilitating a seamless transition into the organisation.

Why work with a talent partner

Consultants possess the expertise to streamline the candidate screening process. They can conduct initial interviews, assess qualifications, and evaluate cultural fit, saving your internal team valuable time and resources. This ensures that only the most qualified candidates are presented for your consideration.

They also are skilled negotiators who can facilitate discussions between you and potential hires. They understand market trends, salary expectations, and benefits packages, enabling them to secure top talent at a competitive rate. This expertise ensures that your organisation remains attractive to high-quality candidates in a competitive job market.

A positive employer brand is essential for attracting top talent. Consultants can work collaboratively with your organisation to highlight its strengths, values, and unique selling points, creating a compelling narrative that resonates with potential candidates.


Working with a recruiter or talent partner through the hiring process provides expertise, networks, and market knowledge. As industry leaders in recruitment and talent partnering, Alevio brings a wealth of expertise to empower organisations that are navigating the evolving demands of the modern workforce. Contact us today for a chat about ensuring your organisation has the people it needs to succeed.

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