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Thanks for another great video and all the content you create on this channel. I have an additional perspective to conflict resolution question. Referring directly to an escalation in interview response is little risky. Depending on the personality of the interviewer, an approach of escalation can be negatively viewed as "this candidate doesn't have a back, and would like to pass on the problems to higher-ups". So a a little more safer approach to answer this question could be, Step 1: Detailing out a framework one would use to negotiate with all relevant parties (example; using a RICE framework to stack rank all requirements), Step 2: Stack ranking eliminates most conflicts as requirements are being measured basis clear outcomes, and the outcomes which are aligned with org. goals for the year. Technically in companies like FAANG one has to respect data driven approaches, so post this process very few conflicts would remain to debate. Step 3: For the reminder of conflicts, one could explore alternates like, scope rationalisation across quarters , doing scrappy in this quarter and a platform approach in subsequent qtr etc Step 4: If conflicts still exist, invite conflicting parties (+ respective seniors) for a conversation over a meeting, and then summarise pros and cons for each of the conflicting requirement. A meeting helps view the situation as collaborative exercise vs a email as pure escalation. At the end of the day, human sensitivities play a very major role in handling a conflict scenario via escalation approach.

Great!

good job guys

Solve conflict through escalation ? That's just passing the buck !!