I'm back in the job market after a career gap and Best Buy was actually one of the more human processes I've been through. Wanted to share the behavioral side specifically because there's a lot of info on the coding rounds but not much on the values piece.
They have a set of what they internally call their 'Growth Behaviors' framework. You won't find it spelled out on their careers page but it shapes almost every behavioral question. The themes I picked up on across three different interviewers:
Customer obsession. Retail company, so this is table stakes. Multiple questions about times you had to prioritize customer impact over internal metrics or technical elegance. Even for an engineering role, they want concrete examples here.
Speed with judgment. Several 'tell me about a time you had to make a fast decision without complete information' questions. This felt different from pure 'bias for action' Amazon-style framing. They wanted to hear how you recovered when the fast decision was wrong.
Cross-functional collaboration. I got asked about working with non-technical stakeholders at least twice. Their tech org sits next to merchandising, operations, and store leadership, so the ability to communicate across contexts is real.
Actual questions I remember: 'Tell me about a time you advocated for a customer need that conflicted with what your team wanted to build.' 'Describe a situation where you had to change direction mid-project. What triggered the change and how did you manage it?' 'Give me an example of a time you had to influence without authority.'
Tone of the interviewers: warm, unhurried. One gave me time to think after I asked for it. None of them were trying to trip me up.
For preparation: prep your STAR stories, but specifically tie them to retail impact when you can. If your background doesn't touch retail, find the closest analog (consumer-facing tech, e-commerce, anything that affects real people in real time).
I'm still in process so I'll update when I have more to share.