BehavioralOnsiteSoftware Engineer, Machine Learning EngineerLast reported June 2026Low Frequency
Problem Overview
Hiring Manager behavioral round at Waymo. Covers: (1) past projects — depth and impact; (2) motivation for joining Waymo specifically; (3) a complex/challenging project — describe it and articulate what makes it technically or organizationally challenging; (4) discussion of the team's direction and roadmap; (5) mutual Q&A between candidate and HM. Generally described as the most relaxed of the Waymo rounds, though outcomes can vary widely.
Follow-up Prompts
Interviewers escalate the problem with these extensions. Be prepared to discuss each one.
01Why is it challenging? (when: Candidate describes a complex project)
Waymo Focus
**Common mistakes:** Giving a surface-level project description without articulating *why* it was challenging; Generic 'Why Waymo' answer not tied to specific mission or team; Not preparing questions for the HM about team direction
**What passers do:** Treated the round as a genuine two-way conversation rather than an interrogation; Had specific, quantified project impact stories ready; Engaged HM with thoughtful questions about team roadmap and direction; Kept tone relaxed and conversational
**Why people fail:** Weak or vague answer on complex project challenge — failing to convey depth; Possible resume/background mismatch flagged before or during interview — rejection email sent within minutes of call ending
**Edge cases probed:** Rejection email sent within ~10 minutes of interview ending — decision may be made quickly or even pre-interview based on resume
Waymo · Behavioral · Reported 2× across candidate reports