i went through IKEA's behavioral panel twice. once for a role i didn't get in 2024, and once for the one i did get in early 2026. the second time i went in understanding the culture framework a lot better, and it made a real difference.
the questions they asked (from memory, paraphrased): tell me about a time you had to make a decision with limited resources. what was your priority-setting process? describe a project where you had to work with people who had very different working styles or cultural backgrounds. give me an example of when you advocated for the end user even when it added cost or complexity. tell me about a time you disagreed with a direction a team was taking. how did you handle it? what does 'sustainable' mean to you in the context of your day-to-day work? (this one surprised me the first time)
the sustainability one is genuinely values-based, not a greenwashing question. IKEA has a public commitment to sustainability and they want to see that you've actually thought about it in your own work, not that you can parrot their mission statement back.
things that hurt my first attempt: i gave answers that were technically good but didn't demonstrate simplicity or humility. IKEA's whole brand is built on democratizing access. answers that come off as expensive, complex, or elitist don't land well, even if they're technically sound.
what helped the second time: i used real examples but framed them around constraints and impact for the end user. the STAR format works fine but add a fifth beat: what would you do differently, what did you actually learn. they respond to genuine self-reflection.
also: the panel is three people, and they take turns. the hr business partner is not just there to take notes. they're scoring you. answer to all three, not just the engineer.
if you're coming from a startup or FAANG background where moving fast and breaking things is celebrated, just be aware the IKEA culture prizes thoughtful, sustainable progress over speed. that's not a bug from their perspective.