The true but uninsightful answer is to get a mock interview from someone at Amazon. They will help you calibrate your stories for SDE2.

More helpfully, focus on stories that cover end to end ownership of entire features (SDE2 scope) and then tell them using STAR/CARL in a way that highlights the actions you took to bring about the results. That’s the most common way candidates tell a poor story about a good project.

Check out <https://thebehavioral.substack.com/p/using-the-carl-method-to-structure>

Behavioral Interview Enthusiast | Ex-Facebook

Austen McDonald

They will consider your tenure at the company. Key is for you to align quickly with your manager, once you’re in the seat, on what deliverables and outcomes will be for your first n months there before the review. Then work to own those outcomes and make noise when those outcomes are at risk. 

I agree with Alex that this is a poor question if that's truly how it was phrased.

In cases like this, instead of trying to divine what the interviewer is after, give them some options with commentary and let them pick:

*I've worked on a number of teams. I could tell you about the scrappy MVP-driven startup team I was on or I could tell you about the quality-focused infrastructure team at Big Co or ...*

The idea being to offer up what value the listener might get from each story.

Agreed that these are good questions.

I like to ask them for a promotion story---how they helped someone at my level get promoted. That feels like one meaty question to explore multiple aspects of them as a manager, which can serve to give you a broad overview without interrogating them, as Rahul mentioned. I would especially want to hear this if they are newer to management or newer to Meta.

I would also encourage you to identify what's important to you in a team/manager vs just what are some good questions to ask.