not a Nike recruiter but i've placed a handful of candidates into Nike tech roles and get debriefs from their side. here's what i've heard consistently about the recruiter screen, plus what candidates say they wish they'd prepped.
The Nike recruiter phone screen is 30-40 minutes. it's a warm screen, not a technical grill. but "warm" doesn't mean easy to pass.
Questions that show up consistently: Why Nike specifically? (and they mean it. generic "iconic brand" answers apparently land flat. they want connection to sport, consumer products, or a specific Nike initiative) What drew you to this role vs other roles you're exploring? (they know you're not talking to just them) Walk me through your background. (standard, but lean toward product impact, not team size or company pedigree) What's your experience with [specific tech stack listed in JD]? (they'll pull 1-2 things from the job description and ask directly) Are you open to Beaverton / what does hybrid look like for you? (very common, don't lie about this) Comp expectations. (they ask early. have a range ready, don't say "whatever's competitive" or they'll quote you a number you can't walk back from)
Things that get candidates rejected at this stage: vague "passion for sports" without substance clearly haven't looked at what Nike is building digitally (they have a big tech org, not just merch) comp expectations way outside band without acknowledging it
Things that get candidates moved forward: specific knowledge of Nike's digital products (SNKRS app, Nike.com, membership program) energy and directness. Nike's culture skews toward confident, opinionated people clear comp range that matches their band (ask what the band is; good recruiters will tell you)
the recruiter screen is a filter, not a formality. treat it accordingly.