Did the Lyft behavioral round twice (two separate loops, don't ask). Here's what I can actually tell you about the questions and what they're calibrating.
Lyft doesn't publish a big flashy leadership principles list like Amazon. But the behavioral round is definitely values-structured. Based on my experience and talking to others who went through it, the themes are:
Collaboration and conflict: They almost always ask something like 'tell me about a time you had a significant disagreement with a stakeholder or teammate' or 'how do you get alignment when people are pulling in different directions.' They want specificity. Not 'I facilitate good communication.' They want: who disagreed, what the stakes were, what you actually said.
User empathy / impact: The classic 'why do you want to work at Lyft' can go deep here. Lyft still plays the 'friendlier, more driver-focused alternative' card compared to Uber. If you have real opinions about marketplace dynamics, driver economics, or accessibility in transportation, this lands well. If you're vague, it shows.
Handling ambiguity: 'Tell me about a time you had to make a decision with incomplete information' is almost guaranteed. The good answer is one where you describe your actual framework for prioritizing, not just 'I was calm and decisive.'
Failure: They ask about failure directly. 'Tell me about a project that didn't go the way you expected.' You need a real one. Not 'we underestimated scope' as a deflection. What actually broke, what your role was in that, what you did differently after.
For PM roles specifically they added a product sense question in the behavioral section, which felt a little weird. Something like 'how would you improve Lyft's driver retention.' Be ready for that even in a behavioral context.
One thing that surprised me: the interviewer took notes actively and circled back to a thing I said 20 minutes earlier and asked me to go deeper. So don't give canned answers that you can't actually expand on. They probe.