went through this about two months ago. sharing because i couldn't find much useful info when i was prepping.
Round 1: 30-minute recruiter screen. pretty standard. she asked about current comp expectations right away, which i wasn't totally ready for. be prepared.
Round 2: 45 minutes with the hiring manager. this was the most substantive conversation. she wanted to understand how i thought about content that serves both creative brand goals and measurable distribution outcomes. we spent a lot of time on a campaign i'd run where the audience metrics didn't tell the whole story. she pushed me on what i'd do differently. good conversation, not adversarial.
Round 3: panel with 4 people including someone from theatrical marketing and someone from their digital team. more behavioral, lots of 'tell me about a time you had to align stakeholders with competing priorities.' also one 'where do you see streaming changing how we think about content windows' which felt more like a vibe check than an actual test.
what surprised me: they care a lot about whether you've worked inside a large org before. i came from a smaller company and had to work harder to frame my experience at that scale. the 'entertainment passion' thing is real but not obnoxious, they're not looking for superfans, they want people who understand the business.
didn't get the offer in the end. came down to someone with more theatrical experience apparently. but the process was respectful and the feedback was actually useful, which is rare.