not at okta specifically but i have friends who are and i've placed a handful of people there over the years. also did a lot of debrief calls with okta hiring managers. here's what i can tell you about how they approach behavioral interviews.
okta leans hard into what they call their 'okta values' framework. you'll hear the words 'customer first', 'transparency', and 'empathy' repeatedly. these are not just wall posters. they ask behavioral questions specifically designed to probe whether you actually operate this way.
common themes i've seen come up: a time you had to push back on a decision from a senior person. (they want to see that you speak up, not just execute) a time a project went sideways and how you handled it with stakeholders. (okta sells identity security products. things breaking is a very real scenario and they need people who communicate under pressure) a situation where you had competing priorities and had to say no to something. (this one is about resource reality, not just time management theory) how you've handled a disagreement with a teammate or peer without a manager resolving it. (they want adults)
they do STAR format. if you don't give a crisp situation/task/action/result, they'll probe for each piece anyway. just do it upfront.
one thing that trips people up: okta is a security company at its core. a lot of behavioral prompts have a subtle 'and what was the security/compliance angle' layer to them, especially for senior roles. if you're interviewing for L4+ and you've never thought about security tradeoffs in your behavioral stories, you'll feel it.
what doesn't work: generic leadership lessons. 'i learned to communicate better' without specifics. anything that sounds like a consultant case study instead of a real experience.
the bar for authenticity is genuinely high. okta interviewers tend to be good at spotting rehearsed answers that don't connect to real scenarios. have 6-8 real stories ready and know which questions each one covers.