I'm an agency recruiter and I've also recently gone through LinkedIn's recruiting coordinator loop as a candidate, which meant I got a firsthand look at their recruiter phone screen process. Figured this perspective might be useful.
A LinkedIn recruiter phone screen for SWE roles is typically 20-30 minutes. For non-technical roles it can run a bit longer. Here's what I observed across the candidates I've placed and my own experience:
Standard questions: Walk me through your background (they want the highlights, not your whole life story, 3 minutes max) Why LinkedIn specifically? (they care about this more than most companies, probably because so many candidates use LinkedIn itself) What are you looking for in your next role? (they're scoping fit and urgency) What's your current notice period / availability? Comp expectations (they will ask this early at LinkedIn, be prepared)
What often catches people off guard: They sometimes ask a soft behavioral question in the recruiter screen, not a full STAR prompt but something like "tell me about a time you worked cross-functionally." If you're prepped for a purely logistics call, this can catch you flat-footed.
On comp: LinkedIn is in the SF Bay Area tier so base salaries for senior roles start around $180K-$220K. They're not lowball offers but they're also not always top-of-band on base. Equity and bonus matter a lot there. Do your research before this call.
One thing that really matters: Have a genuine answer to "why LinkedIn." The company talks about economic opportunity and professional networking with actual belief. Recruiters notice when candidates have a lazy "I use the product" answer vs. someone who's thought about the mission.