Went through LinkedIn's PM loop last fall, targeting a Senior PM role on their search team. The full process was a recruiter screen, a take-home case, a phone interview with a PM, and then a four-round virtual onsite. Here's what I learned.
The take-home: They sent a product case to complete in 48 hours. It was open-ended: something like "propose a new feature to improve job seeker outcomes on LinkedIn." Expectations were a slide deck or doc, not a polished presentation. They care about your reasoning and how you frame the problem, not the visual design.
Onsite rounds: Product design: Design a feature to help new graduates find their first job. Heavy emphasis on user empathy and the why behind your choices. Strategy: A competitor framing question. What would you do if a company was eating into LinkedIn's core job posting business? Expected to think about moats and positioning. Analytical: Given a metric decline in job applications, how do you diagnose and fix it? This was basically a product analytics question. They want to see structured thinking, not just a list of things to check. Behavioral: Two rounds of STAR questions, similar to what you'd get at any big tech company.
What LinkedIn cares about in PM interviews: Members first is real. Interviewers will push back if your answers are too B2B or too focused on LinkedIn's revenue at the expense of user outcomes. Data-informed, not data-driven. They don't want PMs who can't make a call without a spreadsheet, but they also don't want gut-feel-only answers. Knowing their product deeply. I watched job seeker flow on LinkedIn exhaustively before the loop. It paid off.
Offer came about two weeks after the final round. Base was around $195K for senior, equity was meaningful.