How to Interview a Maintenance Manager (Even If You’re Not Technical)

 If you’ve ever had to interview a maintenance manager without a technical background, you know the feeling—like you’re sitting for an exam in a language you don’t speak. 

I hear it from operations and HR leaders all the time: 

“Renee, I’m hiring a maintenance manager, but I have no idea what to ask.” 

Here’s the truth: you don’t need to be an engineer to make a great technical hire. 
You just need to know what to listen for. 

That’s exactly what I unpack in my latest episode of Building Your High-Performing Team, where I share insider recruiting strategies you can use right away. 

Why You Don’t Need to Be Technical to Hire Well 

After two decades recruiting for manufacturing, supply-chain, and distribution companies, I can tell you: the best maintenance managers aren’t hired because they impress a technical panel. 
They’re hired because they can lead people, solve problems, and think strategically. 

Your job as a hiring leader is to evaluate judgment, communication, and culture fit. 
The rest can be validated by your technical team or a recruiter like me. 

The 5 Traits of Every Great Maintenance Manager 

Ownership & Accountability 

The best leaders take responsibility when things go wrong and model accountability for their teams. 

Proactive Thinking 

They prevent problems before they happen, not just react after the fact. 

Communication Skills 

They bridge the gap between technical experts and non-technical leaders. 

Budget Awareness 

They treat your budget like their own, balancing cost with quality and uptime. 

Safety-First Mindset 

True leaders weave safety into every decision, they don’t treat it like a checklist. 

These are the indicators I look for when I’m screening candidates for my clients across the country. 

Ask Smarter Questions, Not Harder Ones 

You don’t need deep technical expertise, you need behavioral evidence. 
Use the STAR Method (Situation, Task, Action, Result) to get it. 

For example: 

“Tell me about a time you reduced maintenance costs without compromising safety.” 

A strong candidate will walk you through the problem, their role, what they did, and what changed. 
That’s how you uncover real leadership. 

Red Flags vs. Green Flags 

After thousands of interviews, I’ve learned patterns don’t lie. 

Red Flags: 

They blame others for failure. 
They stay vague and avoid specifics. 
They dismiss safety or people development. 

Green Flags: 

They own mistakes and share what they learned. 
They use data and examples. 
They ask thoughtful questions about your team and operations. 

Three or four green flags? Move fast, great maintenance leaders don’t stay on the market long. 

Culture Fit: The Recruiter’s Secret Weapon 

Technical skills can be taught; cultural alignment can’t. 
 

Ask yourself: 
Do they communicate in a way your team will respond to? 
Do their values match yours? 
Would you trust them to lead when you’re not around? 

My favorite trick - after the formal interview, take it off-script. 
Grab coffee or walk the floor. 
That’s when people show who they really are. 

Quick Tips for Non-Technical Interviewers 

1. Do your homework. Google the systems or acronyms on their resume so you can follow along. 
2. Set expectations. Let them know you’re focusing on leadership and fit. 
3. Bring a technical partner. You assess the people side; they validate the technical side. 
4. Ask them to teach you. If they can’t explain it clearly, they’ll struggle to lead effectively. 
5. Check references carefully. Tone and hesitation tell you more than the words themselves. 
6. Trust your gut. If you wouldn’t want to work for them, your team won’t either. 

Need Help Filling a Maintenance Leadership Role? 

This is what we do every day at TalentQ. We partner with operations-driven companies to find the leaders who protect your uptime, improve retention, and drive performance without adding more to your plate. 

If your maintenance manager position has been sitting open too long, or you’re not confident your pipeline is strong, let’s talk. You can reach me directly at [email protected] or visit www.talentq.net.