The Art of the Example: Nailing Your FAANG Behavioral Interview
By Evan King
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When it comes to FAANG interviews, you know the drill: pound leetcode problems, brush up on algorithms, and polish your system design skills. But there's a crucial aspect most overlook --- the behavioral interview. As you climb the career ladder, acing the behavioral side of things becomes increasingly important.
Having been a Meta Tech Lead and conducted hundreds of behavioral interviews, I've learned a thing or two about what catches an interviewer's eye. What's the number one mistake I see time and time again? Not tailoring responses to the specific level you're interviewing for.
Want to craft your own perfect example? Check out our free tool, Story Builder. Story Builder asks you a series of personalized questions in order to gather the necessary information to generate your personalized, perfect example.
What is a level specific example?
A level-specific example is a past experience that showcases your ability to excel in the level (E3, E4, etc) you're interviewing for. This is important because the behavioral interview is crucial to determining the level of the candidate. Oftentimes it is on the back of behavioral interview alone that a candidate is down-leveled during deliberations.
You see, the behavioral isn't just about answering questions "correctly"---it's about demonstrating your capabilities at the level you're interviewing for. Sounds simple, but you'd be shocked how often candidates miss the mark.
To better illustrate this, let's dive into some examples. The Meta interview in particular evaluates candidates on 4 competencies; resolving conflicts, navigating ambiguity, driving results, and growing continuously.
Let's break them down 1-by-1 and demonstrate what a level-appropriate answer looks like at each level.
Conflict resolution
E3 (New Grad) Example
E3 is reserved for new grads. There is no expectation for new grads to have extensive work experience beyond an internship or two. For conflict resolution, we are looking for examples that demonstrate a willingness to address conflicts, maintain positivity, and seek support when needed.Â
During college, I was working on a software development project with a diverse team for our capstone course. I found myself in a disagreement with a teammate about the best way to implement a specific feature in our application. We had contrasting ideas about the technology stack to use, and it became apparent that we needed to resolve this issue in order to move forward as a team.I made a conscious effort to actively listen to my teammate's concerns, putting my own opinions aside for a moment. By doing so, I gained a better understanding of their rationale for preferring a certain technology, and we were able to identify some common ground. Together, we discussed potential solutions, weighing the pros and cons of each approach, while considering factors like performance, scalability, and maintainability.Ultimately, we reached a compromise that satisfied both parties, allowing us to proceed with the project in a collaborative and efficient manner. This experience taught me the value of active listening, empathy, and finding common ground in resolving conflicts. I also learned that open communication and collaboration are essential for a team's success, especially when working on complex software projects, and these skills have continued to serve me well in my professional endeavors.
E4 (Mid-level) Example
E4 engineers usually have a few years of experience. At this level, candidates are expected to have experience working with teams and solving problems collaboratively. For conflict resolution, we are looking for examples that demonstrate a candidate's ability to take initiative, facilitate discussions, and find mutually beneficial solutions.
As a software engineer at a startup, our team faced a disagreement about a key feature for our core product. One colleague advocated for a user-centric design, while another pushed for a data-focused approach.Seeing this disagreement stall our progress, I stepped in. I suggested a discussion to weigh the pros and cons of each approach against our product strategy and business goals.During the discussion, both colleagues presented their viewpoints, and we collectively decided on a hybrid approach. This solution balanced immediate user engagement and long-term business needs, aligning well with our broader objectives.This experience highlighted the importance of proactive conflict resolution and aligning team decisions with business goals. It also led to us establishing a protocol for future strategic decision-making."
E5 (Senior) Example
E5 engineers are typically team leads who have extensive experience and are responsible for overseeing the work of others. A candidate should provide examples that demonstrate leadership, effective communication, and the ability to navigate complex interpersonal dynamics.
As a team lead at my previous company, I was responsible for managing a group of engineers working on a high-stakes project. I noticed that there was a significant disagreement between two senior team members about the architectural design of the system. The unresolved conflict was causing delays in the project and creating tension within the team.I decided to step in and address the issue by organizing a meeting with the two senior engineers, as well as other key stakeholders. I facilitated the discussion, ensuring that everyone had an opportunity to voice their concerns and provide input on the proposed solutions. We also discussed the potential risks and benefits of each option, keeping the project goals and requirements in mind.After a thorough analysis and open dialogue, we reached a consensus on an architectural design that balanced the concerns of both parties and aligned with the project's objectives. This resolution not only accelerated the project's progress but also helped to maintain a positive and collaborative work environment. This experience underscored the importance of leadership and effective communication in resolving conflicts and achieving project success.
E6 (Staff/Principal) Example
E6 are staff or principal engineers who have a significant impact on the company's technical direction, often working on cross-functional projects and collaborating with different teams across the organization. An interviewer is looking for examples that demonstrate strategic thinking, cross-functional collaboration, and the ability to influence others through technical expertise.
During an org-level, cross-functional project, a significant conflict arose between the engineering and product teams over the prioritization of features, which was causing delays and putting the project's success at risk.Recognizing the need to find a resolution, I volunteered to lead a cross-functional working group with representatives from both teams, as well as other stakeholders such as design and marketing. I facilitated the discussions, ensuring that all parties had a chance to share their perspectives and concerns. I also encouraged everyone to focus on the company's overall objectives and the impact of the decisions on the project's success.Together, we evaluated the potential trade-offs, analyzed the risks, and considered the resource constraints. Drawing on my technical expertise, I helped the team understand the implications of each option from a technical standpoint. After an in-depth discussion, we agreed on a prioritized feature set that balanced the needs of both teams and aligned with the company's strategic goals.This resolution not only helped us move forward with the project but also fostered a culture of collaboration and open communication across departments. This experience highlighted the importance of strategic thinking, cross-functional collaboration, and the ability to influence and guide others through technical expertise in resolving complex organizational conflicts.
Navigating Ambiguity
E3 (New Grad) Example
E3 candidates are expected to provide an example that demonstrates resourcefulness, adaptability, and a willingness to seek guidance when faced with uncertainty.
During my internship at Zillow I was assigned to a team working on a new feature for the company's rental product. The project requirements were still evolving, and there was a lot of ambiguity around what the final implementation should look like.Faced with this uncertainty, I decided to take a proactive approach. I started by breaking down the problem into smaller, manageable tasks and identifying the dependencies between them. This allowed me to work on aspects of the project that were less ambiguous while waiting for clarity on other parts.When I encountered roadblocks or needed guidance, I wasn't afraid to ask questions and seek help from my teammates and manager. I also attended relevant meetings and discussions, which provided valuable insights into the project's direction and helped me stay informed about any changes.By remaining adaptable and resourceful throughout the project, I was able to contribute meaningfully to the development of the new feature, despite the ambiguity surrounding its requirements. This experience taught me the importance of being proactive, adaptable, and willing to seek guidance.
E4 (Mid-level) Example
An E4 candidate should provide examples that demonstrate their ability to adapt to changing circumstances, take initiative, and work effectively with limited information.
In my previous role, I was part of a team tasked with developing a new feature for an existing application. However, due to shifting priorities within the company, the project requirements were frequently changing, and there was a lot of ambiguity around the final outcome.To navigate this uncertainty, I focused on what was within my control. I maintained open lines of communication with the project stakeholders to stay informed about any changes or updates. I also took the initiative to create flexible, modular code that could easily be adapted to accommodate evolving requirements.In addition, I collaborated closely with my teammates to ensure that we were all aligned and working towards the same goals, despite the changing circumstances. This involved holding regular check-ins and brainstorming sessions to discuss progress, share ideas, and address any challenges.By staying adaptable, proactive, and collaborative, our team was able to successfully deliver the new feature on time and within budget, even in the face of ambiguity. This experience taught me the importance of flexibility, initiative, and teamwork when dealing with uncertain situations.
E5 (Senior) Example
A senior engineer needs to be able to demonstrate leadership, strategic thinking, and the ability to guide their teams through uncertain situations.
As a senior engineer at my previous company, I was responsible for leading a team working on a complex messaging project with high levels of ambiguity. The project's goals were not well-defined, and there were multiple unknowns regarding the technology stack and architectural decisions.To navigate this uncertainty, I employed a strategic approach. I organized a series of workshops with my team and other key stakeholders to discuss and define the project's objectives, identify the critical unknowns, and develop a roadmap for addressing them. This process helped us establish a clear direction and prioritize the most important tasks.I also encouraged my team members to embrace the ambiguity and view it as an opportunity for innovation and learning. I provided guidance and support, helping them develop the necessary skills and mindset to tackle the challenges associated with the project effectively.By fostering a culture of collaboration, open communication, and strategic thinking, our team was able to successfully navigate the ambiguity and deliver a high-quality product that exceeded the expectations of our stakeholders. This experience reinforced the importance of leadership, adaptability, and a proactive approach when dealing with ambiguous situations.
E6 (Staff/Principal) Example
Like with conflict resolution, E6 examples tend to be at the org level and focus on cross-functional (XFN) interactions. We are looking for candidates to demonstrate the ability to drive innovation, provide strategic guidance, and influence others through technical expertise.
I was responsible for leading the architecture and design of a new product with almost zero intitial specifications. There was a high degree of ambiguity surrounding the project requirements, and it was essential for me to guide the team through the uncertainties while keeping the big picture in mind.To address the ambiguity, I started by working closely with the product and design teams to gather as much information as possible about the desired outcomes and the constraints we were operating under. This helped us develop a set of high-level goals and priorities that would guide our decision-making throughout the project.Next, I led the technical team in brainstorming and evaluating various architectural approaches, taking into account the potential risks, trade-offs, and opportunities for innovation. I helped the team make informed decisions and ensured that we were aligned on the overall direction.Throughout the project, I maintained open lines of communication with all stakeholders, providing regular updates and ensuring that everyone was informed about any changes or new developments. By establishing a culture of collaboration and strategic thinking, our team was able to navigate the ambiguity and deliver a successful product that met the company's goals and exceeded expectations.This experience highlighted the importance of setting in place a strong team culture through leadership in order to guide my team and XFN toward the desired outcome.
Driving Results
E3 (New Grad) Example
A new-grad should demonstrate their ability to proactively take on new tasks, meet deadlines, and collaborate with teammates to achieve small scale objectives.Â
When I was an intern at Uber, I was given the responsibility of implementing a new feature for their mobile app. Despite being new to the team and the technology, I was determined to drive results and make a meaningful impact during my internship.To achieve this, I actively sought guidance from my teammates, learned the necessary programming languages, and set realistic goals for myself. By breaking down the project into smaller tasks and diligently tracking my progress, I managed to complete the feature ahead of schedule, earning recognition from my team and contributing to the app's overall success.The key here was my proactivity. I went out of my way to learn the technology stack and familiarize myself with the product through documentation and by asking questions. This enabled me to deliver the feature expeditiously.
E4 (Mid-level) Example
Mid-level engineers need to provide examples that show a comfortability with taking ownership and overcoming obstacles.
In my role as a software engineer at IBM, our team faced a tight deadline for launching a new product. To ensure that we met this deadline without compromising on quality, I took the initiative to streamline our development process and improve our team's efficiency.I introduced agile methodologies, facilitated daily stand-up meetings, and set up automated testing to catch bugs early in the development process. These improvements allowed our team to work more effectively, and we successfully launched the product on time, exceeding the expectations of our stakeholders.
E5 (Senior) Example
Senior engineers should demonstrate their ability to lead complex projects and influence cross-functional teams to deliver results.
At my previous role as a Senior Software Engineer at Microsoft, I was tasked with leading the development of a new cloud-based service. This service was crucial for the company, as it was expected to significantly enhance our platform's scalability and performance.The project was challenging due to its complexity and the high expectations associated with it. To successfully deliver the service, I had to coordinate with multiple teams across the company, including product, design, and infrastructure.I drove the results by laying out a clear project roadmap, setting measurable goals, and facilitating effective communication among the teams. I also ensured that the team stayed focused and motivated by regularly acknowledging their hard work and celebrating small victories along the way.In the end, we managed to launch the service on schedule. It was well-received by our clients and significantly improved the performance of our platform. This experience not only demonstrated my ability to drive results on a large scale but also my leadership and cross-functional collaboration skills.
E6 (Staff/Principal) Example
Staff-level engineers are expected to show strategic thinking, influence over the wider engineering organization, and a strong track record of driving significant results.
As a Staff Software Engineer at ScaleAI, I was responsible for driving the technical strategy of our machine learning infrastructure. I noticed that the current system was not optimally designed to handle the rapidly increasing volume of data and the need for more complex algorithms.
Understanding the strategic importance of this infrastructure for Google's future products, I took the initiative to propose a complete redesign of the system. However, this was not an easy sell, as it involved a significant investment of resources and required buy-in from multiple teams and stakeholders.
To drive this change, I clearly communicated the limitations of the current system and the benefits of the proposed redesign, both in terms of scalability and enabling the development of more advanced AI capabilities. I also built a prototype to demonstrate its potential and rallied support from key influencers within the organization.
After securing approval, I led a team of 8 engineers to implement the new system. The successful execution of this project not only improved the efficiency of our machine learning infrastructure but also positioned ScaleAI to be a leader in AI technologies.
Growing ContinuouslyÂ
E3 (New Grad) Example
E3 candidates should demonstrate a commitment to personal growth, learning, and self-improvement. We are looking for examples of how they have sought out opportunities to develop new skills and expand their knowledge base.
During my time as a student, I was passionate about continuously improving my programming skills and staying up-to-date with the latest technologies. I took advantage of online resources like coding tutorials, blog posts, and webinars to learn new programming languages and frameworks.One summer, I decided to challenge myself by participating in a local hackathon. This event pushed me out of my comfort zone, as I had to quickly adapt to new technologies and collaborate with team members to build a functional prototype within a tight deadline. Through this experience, I learned the importance of effective time management, teamwork, and embracing challenges as opportunities for growth.Since then, I have continued to seek out opportunities for personal development, including attending industry conferences and joining local coding meetups. These experiences have not only expanded my technical skills but also helped me build a strong professional network and gain valuable insights into the tech industry.
E4 (Mid-level) Example
E4 candidates should provide examples that demonstrate their commitment to ongoing professional development, as well as their ability to learn from setbacks and apply those lessons to future situations.
In my previous role, I was responsible for implementing a new feature in our software product. Despite thorough planning and testing, we encountered unexpected performance issues after deployment, which led to a negative impact on user experience.Instead of dwelling on the setback, I used it as an opportunity to learn and grow. I worked closely with my team to identify the root cause of the issue and develop a plan to address it. I also proactively sought out feedback from colleagues and researched best practices to improve our development process.As a result, we were able to resolve the performance issues, and I gained valuable insights into how to better anticipate potential problems in the future. This experience reinforced the importance of learning from setbacks, continuously seeking feedback, and staying committed to personal and professional growth.
E5 (Senior) Example
E5 candidates should demonstrate their ability to foster a culture of continuous learning within their teams, as well as their own commitment to personal and professional development.
As a team lead, I believe that fostering a culture of continuous learning is essential for our team's success. I regularly encourage my team members to pursue professional development opportunities, such as attending workshops, webinars, and industry conferences.To lead by example, I am committed to my own ongoing growth. I recently completed an advanced course in machine learning, which has allowed me to bring new insights and techniques to our team's projects. This new knowledge has enabled us to explore innovative solutions and optimize our product offerings.Additionally, I have implemented regular team retrospectives, where we discuss our successes and challenges, and identify areas for improvement. This practice encourages open communication and allows us to learn from each other's experiences, ultimately fostering a culture of continuous improvement and growth within the team.
E6 (Staff/Principal) Example
E6 candidates should provide examples that demonstrate their ability to drive organizational growth and innovation, as well as their commitment to personal and professional development at a strategic level.
In my role as a staff engineer, I have been responsible for driving innovation and growth across multiple teams and departments. To ensure that our organization stays at the forefront of the industry, I have spearheaded initiatives to incorporate cutting-edge technologies and methodologies into our development processes.One such initiative involved implementing a company-wide training program on cloud-native technologies. I collaborated with HR and department leads to design and deliver training sessions, and establish a system for tracking progress and measuring the impact of the program. This initiative not only improved our overall technical capabilities but also created a culture of continuous learning and innovation within the organization.In addition to driving organizational growth, I am personally committed to my own professional development. I regularly attend industry conferences, engage with thought leaders, and participate in online forums and communities to stay informed about emerging trends and technologies. By doing so, I am able to bring fresh insights and ideas back to my team and the organization, helping us stay competitive in the rapidly-evolving tech landscape.Furthermore, I actively mentor junior engineers and share my knowledge and experiences with them. This not only helps them grow and develop their skills but also contributes to a culture of knowledge-sharing and collaboration within the company.This experience has reinforced the importance of fostering a growth mindset at both the individual and organizational level, and has taught me the value of continuous learning, innovation, and mentorship in driving success and staying ahead of the curve in the tech industry.
Final Words
Acing the behavioral interview is a critical component of the FAANG interview process, and to truly excel, it's essential to have the right tools and resources at your disposal. My co-founder and I built Hello Interview to help people like you master not only behavioral interviews but all types of FAANG interviews.
Free tools like Story Builder help you turn raw experiences into structured answers, and as part of our Premium offering we keep a library of the questions most commonly asked by company and level:
- Meta Senior-Level Behavioral Questions
- Meta Mid-Level Behavioral Questions
- Amazon Senior Leadership Principles Questions
- Amazon Mid-Level Leadership Principles Questions
- Google Mid-Level Googlyness Questions
Practice with those until your level-specific answers come out clean. In today's highly competitive job market, that's what separates candidates who get the offer from candidates who don't.
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About The Author
Evan, Co-founder of Hello Interview and former Staff engineer at Meta, possesses a unique vantage point having been on both sides of the tech hiring process. With a track record of conducting hundreds of interviews and securing offers from top tech companies himself, he is now on a mission to help others do the same.
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