Decoding the Strategy & Operations Interview in Big Tech
A Step-by-Step Breakdown of the Big Tech Strategy & Operations Interview Process
I’ve interviewed for Strategy & Operations roles at DoorDash (where I now work), a unicorn AI startup, and other big tech companies. I’m not gonna lie — the process is intense and takes serious preparation to get right. Now that I’m hiring for similar roles, I’ve noticed many candidates feel overwhelmed or unsure how to prepare. Here’s what I wish I knew before I started.
What’s the Interview Process, Really?
Why is it so intense?
How to standout?
1. What’s the Interview Process, Really?
The Strategy & Operations interview loop at most big tech companies typically includes 4–6 rounds designed to test 3 core themes: structured thinking, stakeholder management & execution. While the specifics may vary, a common format — including my own and others I’ve seen — looks like this:
Round 1: Hiring Manager Intro & Deep Dive
This kickoff conversation sets the tone. It’s part role fit, part scope alignment, and part evaluation of how you think about strategy in messy, real-world contexts.
Round 2: Take-Home Case
You’ll receive a structured and often open-ended prompt (e.g., market expansion, retention strategy, performance diagnosis) and be asked to return slides or a memo in 24-48 hours. It tests your ability to break down ambiguity, interpret data, and make recommendations.
I received a dataset with 20,000+ rows when I interviewed at DoorDash & produced a PowerPoint with recommendations within 24 hours.
Round 3: Live Case Q&A Based on Take-Home
A follow-up to your submission where the interviewer probes your thinking: Why that framework? Why that metric? How would you adapt this in execution given additional context or constraints? It simulates stakeholder pushback or working sessions with cross-functional leads. This round is more about how you think on your feet, explain tradeoffs, and respond to new information.
Your presentation and results don’t have to be perfect. This is a round that allows you to show critical thinking to make up for any gaps in the original deliverable..
Round 4: Behavioural Interview:Strengths & Operating Style
This round focuses on how you work — your bias for action, comfort with ambiguity, and ability to operate independently. Interviewers are looking for signs that you can ramp quickly, identify what matters, and make progress without needing constant direction.
Expect questions like:
“Tell me about a time you had to push forward despite incomplete data.”
“What’s an example of you driving change from the ground up with limited support?”
Round 5: Behavioural Interview: Cross-Functional Collaboration
This dives deeper into stakeholder influence. Interviewers are typically future cross-functional partners you would work with who are looking for examples on how you lead stakeholders and align various incentives to drive the project forward.
Expect questions like:
“Tell me about a time you had to influence a team you weren’t directly managing.”
“How did you handle a situation where stakeholders had conflicting priorities?”
Round 6: Case or Scenario-Based Interview
This round is often based directly on the job description. You’ll be handed a situational prompt like: “You’re leading the audiobook expansion work stream at Spotify and DAU is dropping. — what do you do?”
There isn’t a perfect framework to apply — but I found that prepping with both Cracking the PM Interview and consulting-style cases helped warm up my brain. You need a mix of structured thinking and practical judgment.
This round tests how you operate in the grey — not just analysis, but action.
Optional: Closing Round(s) with Leadership or Recruiter
Some interview loops end with a final chat — usually with a team lead, department head, or recruiter. It’s not super formal, but it’s a chance to confirm culture fit, working style, and make sure the vibe feels right on both sides.
They might ask about what you're looking for in a team, how you like to work, or why this role stands out to you. It’s also your shot to ask thoughtful questions and leave a strong final impression.
2. Why is the process so intense?
Strategy & Ops roles are expected to dig into data, extract insights, manage cross-functional execution, and drive measurable outcomes. Then do it again — fast.
The Strategy & Operations roles are looking for 3 core strengths:
Structured thinking: Can you break down ambiguous problems into clear, logical steps?
Take-Home Case – Tests whether you can structure an open-ended prompt into a coherent recommendation.
Live Case Q&A – Probes how you defend your logic, flex your structure, and handle new constraints.
Stakeholder influence: Can you align and drive action across teams without formal authority?
Cross-functional Behavioural Round– Focuses on how you’ve worked across teams, resolved friction, and built alignment
Hiring Manager Round – Often gauges your ability to partner at a leadership level and navigate ambiguity across functions.
Execution: Can you turn insights into results and implement strategy into real, operational impact?
Behavioural: Strengths & Operating Style – Tests your bias for action, ownership mindset, and ability to move without a roadmap.
Scenario-Based Interview – Evaluates how you'd make prioritization calls, manage constraints, and get things done in the actual role
It’s a role built on end-to-end ownership. You’re not just solving problems — you’re often the one identifying them in the first place. That means bringing clarity to ambiguity, aligning teams, and making change happen.
The process reflects that level of responsibility. It’s not just about smarts — it’s about judgment, initiative, and follow-through.
If that sounds intense, it is. But if you’re excited by autonomy, real impact, and working on messy, meaningful problems — this is where you’ll thrive.
3. How to stand out?
If you're clear on what the process looks like and why it exists, you're already ahead of most candidates. Focus on structured thinking, real ownership, and showing how you'd drive impact — and you’ll be in a great spot.
My final tip:
Read my previous article on being scrappy & take home case prep
Match the level of effort to the role - Treat the interview like the job and come prepared
Practice by recording yourself answering questions, listening back, and iterating.
Pro tip: Use ChatGPT’s voice feature to simulate interviews and get feedback on your responses.
Think of each round as a window into how you’ll actually operate on the job — not a test to trick you, but a preview of what success really looks like. Leave comments on any questions you might have and I will make sure to address them!