I work in recruiting (different company) and I've talked to a lot of candidates after they go through Expedia's screen. This is what the recruiter phone screen actually covers, because I never see it written up anywhere.
The Expedia recruiter screen is typically 20-30 minutes, sometimes longer if they're excited. It's not just logistics. Here's the actual agenda I've heard described repeatedly:
1. Your background and transition motivation. "Walk me through your resume" is standard but they specifically want to understand why Expedia now. If you're coming from a non-travel company, have an answer ready for why travel tech. "I've always loved travel" is not the answer they want. They want something about the scale, the marketplace dynamics, or specific product challenges.
2. Role clarity. They will explain the specific team and product area and ask if it matches what you're looking for. Don't skip this. If you don't ask clarifying questions here, you'll look passive. Ask about team size, what a senior eng's first 90 days looks like, how technical debt is handled.
3. Comp expectations, early. Expedia recruiters tend to ask about compensation expectations in the first screen. Know your number. Have a range. If you're applying to Seattle roles, know that Expedia's base tends to be competitive but total comp (equity refresh cadence, bonus) is worth asking about.
4. Timeline and competing offers. Standard, but they'll use this to pace the process. If you have a deadline, say it.
What trips people up: Treating the recruiter screen like a formality. Recruiters at Expedia do advocate internally and they have real influence on whether you progress. Be engaged, ask good questions, and show you know something about the company beyond "I use Expedia to book flights."