I interviewed at P&G twice: once about three years ago for a PMM role and once this past spring for a senior digital marketing position. The behavioral component is heavy both times, so I want to share what I know.
P&G's operating model matters here. P&G is famous for developing general managers through the brand management system. Even in tech and non-brand roles, a lot of their cultural DNA comes from that. They want people who own outcomes, work across functions, and can present and persuade up the chain. Understanding that context makes the behavioral questions land differently.
Recurring question themes: "Tell me about a time you led a cross-functional project with stakeholders who didn't report to you." Every. Single. Round. Questions about influencing without authority. A few around handling competing priorities or tight deadlines. One around a failure or mistake and what you learned. Pretty standard but they probe the "what you actually changed" part.
Questions I was asked verbatim (or close): What's an example where the data pointed one way but you went another direction? How did it turn out? Tell me about a time you had to present a difficult recommendation to senior leadership. Describe how you've grown a team or mentee.
What P&G values, at least from my experience: Ownership. They don't want "I helped the team." They want "I led this, here's the result." Structured thinking. Clear problem framing, action taken, outcome measured. Collaboration that still gets things done. Not just "I aligned everyone" but "we shipped and here's the impact."
Prep tip: Go deep on three or four of your strongest stories and make them flexible. I reused the same core story in two rounds with different emphasis and it worked fine. They're evaluating judgment and communication, not whether you have 15 separate anecdotes.