Had a recruiter contact me via LinkedIn. Found the whole process very unprofessional and took way too long. 1) none of the people who interviewed knew what I was being recruited for
2) none of the interviewers had any non-facebook experience which is generally a red flag for an experienced candidate.
3) the interviewer failed me on the technical component due to an SQL formatting issue. I told the interviewer that I would rarely look at SQL results directly and always piped them through a visualization layer.
4) the interviewer obviously thought that the interview was a waste of time.
5) at no point did anyone ask me about my experience. It was always "why" I would want to work at Facebook and "how" amazing Facebook is.
Conversation with recruiter in email. Technical screening round where they ask about SQL and product sense. Onsite-Loop with four rounds. They ask about SQL, Product Sense, Statistics, Behavioural questions. The difficulty is average.
The technical round kicked off with a design question about A/B testing for Facebook Reels, which I found engaging. Then, I tackled a SQL query on user comments and how to account for novelty effects in ongoing experiments. Thankfully, I had prepared with the company-specific questions on PracHub, and it made a real difference in my confidence. The entire process felt smooth, and after some behavioral questions, I received an offer that I happily accepted.
Sollicitatievragen [3]
Vraag 1
Design an A/B test for a Facebook Reels ranking change and describe how you would interpret the results
Total 7 rounds: first round for resume screening, second for technical screening, then for on-site virtual with 4 interviews back to back, then hiring manager round after team matching and then salary negotiation with HR
Sollicitatievragen [1]
Vraag 1
Meta’s evaluation rubrics focus heavily on "Product Thinking over Fancy Math". Interviewers want to see if you can operate like a product owner with an analytical mindset, navigating messy scenarios affecting billions of users