I came through the Adidas loop as a non-engineer (operations / program management) and the behavioral rounds were heavily weighted. Two full behavioral rounds on the same day, each about 45 minutes, with different interviewers. Figured I'd share the specific questions and what I noticed they were really after.
Questions I got (or close paraphrases): Tell me about a time you had to align stakeholders across functions who had conflicting priorities. Describe a project where you had to make a decision with incomplete information. What was the outcome? Tell me about a time you pushed back on leadership. How did you do it and what happened? Give me an example of when you had to adapt your communication style significantly for a different audience. When have you taken a risk that didn't pay off? What did you do next?
The values they screen for: Adidas has published their creator culture values (courage, creativity, collaboration) and they are absolutely present in the interviews. The pushback question was clearly probing courage. The stakeholder alignment question was about collaboration.
What I found interesting: they care a lot about speed and decisiveness. One interviewer explicitly asked "how do you operate when there's no perfect answer available yet." That came up in two rounds in different forms.
STAR method note: They follow STAR loosely but interviewers asked a lot of follow-up clarifiers like "what would you have done differently" and "how did the team react." Don't just recite your story. Be ready to go deeper on any part of it.
Tone: More conversational than Google-style behavioral. Felt less like a scorecard exercise and more like a real conversation. But don't let that fool you: they're still evaluating.
Prepare 5-6 solid STAR stories that can stretch across multiple questions. I used about 4 distinct situations across both rounds and reframed them for different questions.