I have practically never seen a prd that did not have some ambiguity. I realised spotting ambiguity and asking questions is an essential and invaluable skill th

I have practically never seen a prd that did not have some ambiguity. I realised spotting ambiguity and asking questions is an essential and invaluable skill that needs to be selected for. One of my teams was very surprised that I rejected a prd for being too vague and put my foot down that it will not be picked up until specific questions are answered. They were, I would not say meek, but resigned to the inevitability of product managers pushing poorly thought PRDs and not having any say in the matter. I took my time training them to say no and spot ambiguities, and I like to think they have all become better developers and product managers for it. I always pick questions that have more than one obviously correct interpretation to see if the candidate notices it. The idea that you trust your interviewer to provide a directly actionable question is strange. I would expect that in campus hirings, and for entry level fresh grads, but not to anyone with even a year of experience. At senior levels, it becomes more and more important to spot ambiguities and clarify them before they result in misunderstandings, wasted efforts, and worse. I trust a good interviewer to have a question that can provide them useful data points on candidates experience, skill, thought process and attitude. Whether spotting ambiguities in the question has any correlation with future performance is harder to answer, but methodical people with attention to detail are preferrable to the alternative. If the candidate comes from an environment where questions are penalised, they would be a bad fit for a team that values and expects questioning. It is somewhat unfair, but either way, the interviewers are selecting for their preferred qualities.