Meet DeepL: how to ace a Product interview

If you're gearing up for a product interview at DeepL, you’ve come to the right place. We had the pleasure of chatting with Justyna Walkowska, our Director of Product, who leads the Core Platform and Public API teams.

With Justyna’s wealth of experience in both engineering and product management, she has some fantastic advice for candidates. Whether you’re curious about what we look for, how to avoid common missteps, or how to thrive in DeepL’s unique culture, this article is packed with practical, personal insights to help you shine. 

We’re excited to guide you through what it takes to be part of our Product team!

What advice would you give to candidates preparing for an interview with DeepL?

When you prepare for your interview, think of it as an opportunity to showcase your whole journey. We’re not just after achievements—we want to hear about what you've owned, where you've succeeded, and yes, even where you've stumbled. These experiences are part of what makes you stand out. It’s your story that matters, and we want to hear it.

At DeepL, we really value people who can make smart, data-driven decisions, execute them effectively, and then adjust when necessary. Agility is key here, and it’s what helps us innovate and grow.

We also pay close attention to how aligned your resume is with the role. If you’re sending out the same application to dozens of places, we’ll probably know. Instead, take a moment to ask yourself: does this role excite me? Can I see myself growing here? It’s important to find the right fit for both sides, and we believe in that mutual alignment.

And don’t worry! We’re a friendly and supportive team. Interviews are a chance for us to get to know each other, so come prepared with your own questions. It’s a two-way conversation, and your curiosity helps us understand what matters most to you. Plus, it makes the experience more personal and engaging for everyone.

What are some of the most common interview mistakes candidates make, and how can they avoid them?

We place a high value on kindness and honesty. One of the quickest ways to derail an interview is by being rude or dishonest. Assertiveness is great, but there’s always room for respect and transparency. If your resume doesn’t match what we see on LinkedIn, we’ll ask about it. Just be open with us—we appreciate authenticity.

Confidence is important, but so is humility. We don’t expect you to know everything, and it’s completely okay to say “I don’t know” or “Here’s my best guess.” That honesty speaks volumes, and we respect it a lot more than pretending to know something you don’t.

When it comes to case studies, follow the instructions closely. If we ask for a presentation, that’s exactly what we want. Staying on track and understanding what’s asked of you shows your attention to detail—something that’s critical in product roles.

Lastly, be open to feedback. We truly believe that feedback helps everyone grow, and we want this process to be as beneficial for you as it is for us.

What are the most important lessons you’ve learned from interviewing candidates for DeepL?

One of the biggest lessons I’ve learned is that “Product Manager” means something different at every company. Some PMs report directly to the CEO, while others are embedded in teams like engineering or sales. So, it’s important to dig into what a candidate’s actual responsibilities have been. Titles don’t always tell the full story.

I also love hearing candidates talk about what they’ve learned. Some of my favorite takeaways have been things like “Don’t trust your gut alone,” “Don’t be afraid to ask simple questions,” and “Acknowledging a problem isn’t enough—you need to make it visible.” It’s these kinds of insights that show us how a candidate thinks and grows, and we value that diversity of thought.

Can you describe how a candidate’s values or cultural fit influenced a hiring decision you’ve made?

Cultural fit is a big deal for us at DeepL—you can read more about it in our interview with Francesca Pal, Talent Acquisition Specialist. Our values—caring deeply, building for scale and quality, staying humble, and being decisive—aren’t just words on paper. They’re how we work every day.

For example, if a candidate regularly interrupts or talks over others during an interview, it’s a sign that they might not fit with our collaborative and respectful culture. On the flip side, if someone makes strong, informed decisions and takes ownership of them, we know they’ll thrive here. 

We also love when candidates aren’t afraid to challenge the status quo. That kind of courage is exactly what helps us grow and improve as a team.

Beyond skills and experience, how do you evaluate a candidate’s potential for growth and long-term success at DeepL?

While experience is important, we really focus on a candidate’s potential. Especially in the fast-moving tech world, having the ability to learn and develop is huge. That said, in remote and hybrid environments, it’s also important that new hires are self-sufficient and able to hit the ground running.

I like to mix experience-based questions with “what-if” scenarios in interviews to get a feel for how candidates think. Talking about past failures and what they’ve learned from them is also incredibly revealing—it shows whether someone has a growth mindset and can learn from their mistakes.

We’re always impressed by candidates who are curious and committed to continuous learning. If someone shares a book or podcast recommendation during the interview, it tells me they’re actively seeking out new knowledge and eager to grow. That’s exactly the kind of energy we’re looking for.

If Justyna’s insights have inspired you, and you’re ready to bring your skills and values to DeepL, explore our current opportunities and apply today.