The clearest official detail in the material available here is from Microsoft and Amazon, whose hiring pages describe parts of their processes and preparation guidance. The Meta source is specifically a data-science guide, while the Google details are reported in a secondary article rather than established here from current Google interview guidance. Nokku brings company-published material together with its author’s summaries and original practice content; none of these sources supports treating a company’s interview as one fixed script for every role, level, location, or hiring cycle.
What the company-published guidance says
The table separates employer guidance from details reported by the author of the DEV article. A company’s general hiring page is useful for understanding its stated approach, but it does not guarantee the format or questions for a particular vacancy.
| Company | Employer material and stated scope | What it supports—and what it does not |
|---|---|---|
| The DEV article reports that Google describes structured interviews, common questions, and scoring rubrics. It also says at least one in-person round returned in 2025. DEV article, posted October 1, 2026 | These are the article author’s account of Google’s guidance, not confirmed here against a current Google source for a particular role. The source material described for this article does not establish a universal round count, format, or current process across Google roles. | |
| Amazon | Amazon says its application and interview process differs by role. Its hiring pages describe an interview loop in which candidates meet employees individually, and point candidates to Leadership Principles, behavioral questions, and the STAR method. How We Hire; Interview Loop | The pages support preparing to discuss role-relevant experience and Amazon’s stated principles. They do not establish the same loop or assessment mix for every job. Amazon advertises preparation resources for several job families, including software development, science, UX, and business. |
| Microsoft | Microsoft says most interviews include two to four conversations with potential teammates and cross-functional colleagues, each lasting up to an hour. It says the format and next steps vary by role; interviews may take place by phone, Teams, or in person. How we hire | The general page advises candidates to give specific examples of past experience, explain how they would approach role tasks, and connect their skills to the position. Its “most interviews” wording is a general scope marker, not a promise about an individual candidate’s schedule. |
| Microsoft, early-career roles | Microsoft’s student-interviewing page says the process aims to assess base knowledge, critical thinking, problem solving, and ability to learn. It says requirements vary by role and may include coding, a creative portfolio, or other work samples. Student interviewing | This is early-career guidance; it should not be generalized to every Microsoft role or seniority level. |
| Meta | The employer-hosted preparation PDF is for data science. It advises candidates to review the job description, research Meta and the role, explain their contributions, prepare thoughtful questions, and explain why they recommend an approach. Meta data-science Interview Prep Guide | This supports a role-specific account of data-science preparation, not a description of every Meta interview. The PDF includes Cracking the PM Interview by Gayle Laakmann McDowell among analytical-preparation resources; that is a product-management-focused book, not a general recommendation for all Meta candidates. |
How to turn the guidance into preparation
Start with the vacancy, not a company-wide script
Use the job description to identify the work, skills, and level actually being hired for. Microsoft’s pages explicitly say format and requirements vary by role, and Amazon says its process differs by role. A preparation plan should therefore follow the vacancy’s stated requirements rather than assume that an online account of another candidate’s loop applies to you.
Prepare evidence of how you work
Build a small set of specific examples that show your contribution, decisions, and results. Amazon’s official material points candidates toward behavioral questions and STAR; Microsoft’s general guidance asks for specific examples and an explanation of how you would approach role tasks. For a Meta data-science application, the official guide also asks candidates to explain their recommendations and reasoning.
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Match practice to the role’s assessment
For Microsoft early-career roles, the official student page identifies knowledge, critical thinking, problem solving, and learning as evaluation aims, while noting that some roles may request coding or other work samples. Amazon’s hiring hub offers resources across distinct job families. Use those role-specific materials where available; do not infer an exact technical screen, exercise, or round sequence from broad company guidance.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What Nokku says it offers
The DEV article’s author says they read company hiring pages and built free guides on Nokku, with no sign-up required. According to the author, each guide identifies its sources and a facts-checked date, and labels rumors that official sources do not support. The author describes the site as including process timelines, interviewer evaluation criteria, pattern flashcards, behavioral scenarios, three original practice questions with solutions, and a four-week plan.
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Those are the author’s descriptions of the site’s content, not an independent audit. The author also says the questions are original rather than leaked or copied and that solutions were tested on randomized inputs; those testing claims were not independently verified for this article. Nokku describes itself as unaffiliated with the companies it covers, so use it as a secondary study aid rather than employer-issued guidance.
Quick Recap
How to read interview claims without overgeneralizing
- Prefer the employer source for a current role-specific rule. A secondary account can help you find topics to investigate, but check the employer’s own hiring page or recruiter instructions before relying on a format or round count.
- Keep scope attached to the claim. “Most interviews” on Microsoft’s general page, a student-interviewing page, and a Meta data-science PDF describe different scopes. None establishes a process for every job family and level.
- Treat dated process changes as dated reports. The DEV article’s report of an in-person Google round returning in 2025 is not evidence that all candidates currently have an in-person round.
- Represent your own ability in assessments. Microsoft’s current Candidate Code of Conduct says candidates should honestly represent their skills and complete assessments and interviews without outside assistance unless explicitly permitted. It supports responsible AI use in preparation when the result still reflects the candidate’s capabilities; it is not evidence of another employer’s AI policy. Microsoft Careers: How we hire
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