Interview Formats: From Informal Chats to Formal Panels
Interview processes vary widely between a 10-person startup and a tech giant. Startups often favor a looser, conversational approach, whereas big tech companies run candidates through structured rounds and panels
Interview Formats:
From Informal Chats to Formal Panels
Here’s what to expect from each
Startups – Informal and Flexible
In a startup PM interview, don’t be surprised if the “process can be quite unpredictable”.
You might have a quick phone chat or coffee with the founder, some informal conversations with team members, and no standardized script of questions. In fact, founder interviews might feel like casual chats “over a cup of coffee or during lunch”, rather than formal interrogations.
Because early-stage startups have fewer resources and little employer brand, they also devote time to selling you on the role. One hiring expert notes that for startups, “roughly half the time [in a phone screen] should be devoted to convincing the person to come in” Expect the company to pitch you on their vision even as they evaluate you.
Also, decisions can be swift and based on gut feel – if the chemistry with the founder is great, you might get an offer after just a couple chats. On the flip side, scheduling can be chaotic (people wearing many hats are busy!), and interviews may get rescheduled or feel disorganized.
Tip: Stay flexible and patient. If something feels informal, roll with it – but remain professional and enthusiastic. The startup is judging your adaptability and culture fit in these unstructured interactions.
Mid-Sized Companies – Semi-Structured Rounds
At mid-sized tech firms, the PM interview process becomes more defined than a startup’s, but it’s still more agile than a FAANG loop.
Typically you’ll have an initial recruiter or hiring manager screen, then one or two rounds of onsite or video interviews with various stakeholders (PMs, engineers, designers, maybe a director or VP).
Panel interviews (multiple interviewers in one meeting) might occur for a final presentation or case, but more often you’ll have a series of one-on-ones. Many mid-sized companies use a mix of interview styles – for example, a session focused on product design, another on execution/analytics, and a behavioral interview.
Some may include a take-home assignment or case study presentation as part of the process, especially if they want to see your practical skills. (Take-homes are more common at mid-sized and startups than in big tech.)
You should also be prepared for at least one senior leader (like a VP Product or CTO) to chat with you to ensure you’re a fit for their growing team. While not as rigid as big company loops, mid-size interviews still aim to cover a breadth of skills.
Tip: Ask your recruiter what the interview steps are; mid-sized firms often provide an outline. Then prepare for a bit of everything – some behavioral questions, some product case questions – and be ready to possibly do a short presentation or exercise.
Large Tech (FAANG) – Structured Loops and Panels
Big tech companies conduct highly structured interviews for PM roles.
Expect multiple rounds covering specific areas: product sense/design, analytical thinking, technical acumen (for some roles), and behavioral leadership.
Typically, after an initial HR screen, you’ll have a phone or video interview testing basic product thinking or problem-solving.
If you pass that, you enter the on-site (now often virtual on-site) loop. This loop usually consists of 3–5 separate interviews, each 45–60 minutes, with different interviewers (often PMs or cross-functional leads) who each have a defined focus area.
For instance, one interviewer might solely assess product design skills with a case question, another focuses on execution or metrics, another on behavioral/leadership questions.
Panel interview formats are common in the sense that you meet many interviewers in sequence; sometimes two interviewers might be present together (e.g. a designer and engineer evaluating you in a combo interview).
Companies like Google and Meta have calibrated scoring rubrics and even hiring committees to review feedback – meaning the process is standardized and each interviewer looks for specific competencies.
You’ll also encounter company-specific elements:
Amazon, be ready for extensive behavioral questions for each Leadership Principle (every interviewer will probe these);
Meta (Facebook), you’ll have a dedicated “product sense” interview and an “execution” interview;
Google, you might get questions that test “Googleyness” (culture fit) alongside product and analytical cases.
This structured approach might culminate in a debrief where they decide collectively.
Tip: Embrace the structure. Use frameworks in your answers and treat each interview as a distinct exam on that topic. Research the specific big company’s interview process in advance – many resources outline what, say, a Google PM loop or Amazon PM loop entails. Knowing the format means fewer surprises.
Need help getting started?
