I went through the LinkedIn behavioral round last spring as part of a return-to-work program they have. I was a little nervous about the behavioral portion after a 2-year career gap but actually felt well-prepared after doing some research.
LinkedIn's behavioral framework is built around their culture pillars. You'll see them mentioned in job postings: "members first," "relationships matter," "transformation." These aren't just wall art. The interviewers are explicitly scoring you against these.
Questions I got (from memory): Tell me about a time you had to make a hard decision with limited information. What did you do and what was the outcome? Describe a situation where you disagreed with your team or manager. How did you handle it? Tell me about a project where you had to influence without authority. Give me an example of when you had to advocate for a user or customer even when it wasn't the popular choice.
The last one felt very LinkedIn-specific, the "members first" value translated directly into that question.
What worked for me: Using tight STAR stories (2-3 minutes each max, not 7-minute epics). Saying the outcome in measurable terms when possible. And being specific about my own role vs. the team's role.
What they pushed back on: Vague answers like "we collaborated as a team and it worked out." They asked follow-ups every time I was too general: "What specifically did YOU do in that moment?"
Two interviewers in the behavioral round at LinkedIn is common, at least for senior roles. They divide questions up and both take notes. Felt very structured and consistent, not a casual chat.