Same process except in my case the position I was considered for got cancelled so they sent me to the generic recruiting team. 1) phn intw 45 mins 2 algo questions on coderpad 2) Onsite 4 intw, 2 coding, 1 design, 1 (Behavior + coding) Overall everything went pretty smooth everyone was nice but also at the same time they rejected me saying my coding was not up to the par to what they are looking for. 1) 2 Coding interview onsite I solved all the problems to my best capability on a whiteboard and was confirmed by the interviewers that they were ok with the solutions I wrote. I would rather people be honest and tell me what they didnt like so I dont wait 2 weeks thinking I did ok at the interview. Very fixed process with no honest feedback from interviewer during interview. 2) The Behavior interview felt very robotic and there was no real in depth discussion. however there was no bad feedback from interviewer. 3) The design interview was my favorite as the interviewer seemed he was really interested in the discussion. So yeah overall it is their company so they can follow whatever process. They encourage employees to be creative and bold so why such a fixed interview process where you cant let your interviewer ask whatever they want to ask to judge a candidate. I want to work their coz I am very close to menlo park and it is supposably one of the best place to work but will rethink before applying again because I am sure if they are hiring for their bootcamp they want only genius people to be paid so much without having a real requirement.

Meta’s interview process consists of the following steps: Call with a Meta recruiter Technical phone screen (and possibly a second technical phone screen) Onsite interviews Meta's technical phone screen is a 45-minute coding interview that focuses on data structures and algorithms. At the beginning of the interview, your interviewer will ask you a question or two about your resume and recent work that you've done. This portion will take 5 minutes, and how you answer these questions doesn't meaningfully factor into the interview's outcome - they are just meant to break the ice and get you talking. The part that matters is the technical portion.