i went through the Comcast onsite in March 2026 for a senior individual contributor role (software side). there were two behavioral rounds, each 45 minutes, one with a hiring manager and one with what they called a "culture fit" interviewer who turned out to be a senior eng.
i came in expecting generic STAR questions and they were... actually more specific than i thought.
here's what i was asked across both sessions: tell me about a time you had to push back on a technical direction from leadership. what did you do and what was the outcome. describe a project where the requirements changed significantly midway. how did you adapt. when have you had to mentor or bring someone up to speed on your team? what was your approach. tell me about a time you identified a risk that others hadn't noticed. what did you do. how do you handle it when two stakeholders have conflicting priorities?
the last question was asked in both sessions in slightly different forms. i think they really care about stakeholder navigation, which makes sense for a company this large and matrixed.
what they're clearly looking for: Comcast culture, from what i can tell, rewards people who can operate in ambiguity and move without complete consensus. a few times the interviewer nodded when i talked about documenting decisions before getting alignment, rather than waiting for alignment to start.
one thing that tripped up a friend who went through the loop around the same time: they gave very vague STAR answers that didn't include measurable outcomes. Comcast interviewers seem to want at least some signal of impact, even rough numbers like 'reduced incident response time by about 40%' or 'shipped to 3M subscribers.' if your story doesn't have a what-happened-next, they'll probe for it.
i was coming back from a 2-year career gap and was upfront about it in the behavioral round. the hiring manager was fine with it and actually asked a thoughtful follow-up. didn't feel penalized.