Not at Chime but I've placed a few people there and talked to their recruiting team. Sharing what I've gathered because the 'Chime values' thing actually does show up in interviews and candidates are often caught off-guard.
Chime's core values around financial inclusion are real, not poster material. They genuinely ask: why fintech, why Chime specifically, and they listen for whether you understand that their customers are often underbanked, living paycheck to paycheck. If you've only worked at enterprise SaaS or consumer tech and haven't thought about this, it shows.
Common behavioral themes I've heard come up: Working with ambiguity: classic, but they want specifics. Don't just say 'I break down problems.' Tell them about a time the requirements changed mid-sprint and what you actually did. Cross-functional collaboration: Chime runs relatively flat and PM/eng partnership is tight. They want people who don't throw requirements over a wall. Customer empathy: given the mission, they probe whether you've actually thought about who uses the product. Not just NPS numbers. Real empathy for someone whose account getting flagged means they can't pay rent. Disagree and commit: they'll ask you to talk about a time you pushed back on a decision and then executed anyway. The 'and then executed anyway' part matters.
Prep tip: look at their public statements on financial access, the SpotMe feature, their blog. Weave the mission into your 'why Chime' answer. It's not pandering if it's genuine, and interviewers can tell the difference.
Avoid vague impact in your STAR stories. 'Improved performance' is not a story. 'Reduced p95 latency from 400ms to 90ms which unblocked our fraud detection pipeline' is.