Hot take incoming: Sony's behavioral interviews are more legit than I expected going in.
I've done interviews at companies where behavioral rounds are basically HR theater. Ask about teamwork, say you like collaboration, move on. Sony's was different. Not FAANG-level depth, but they were actually probing.
Here's what I got across two behavioral conversations (phone screen + onsite): "Tell me about a time you had to push back on a decision from leadership. What did you do and what was the outcome?" "Describe a project where you had to coordinate across multiple teams with competing priorities." "Give me an example of a product or feature you worked on that didn't land the way you expected. What did you take from it?" "How do you approach working with teams that have very different working styles or cadences?" (This one came up twice, probably relevant given how many Sony divisions exist globally.)
The values they seem to care about, based on what the interviewers circled back on:
Collaboration across difference. Sony is sprawling. Electronics, entertainment, PlayStation, financial services. People work across cultural contexts constantly.
Ownership with humility. They want you to have taken responsibility for things but also acknowledge failure honestly. Interviewers pushed when my answers sounded too polished.
Longevity signals. Multiple interviewers asked why Sony specifically. They have lower turnover than most tech companies and they seem to want people who aren't just using them as a step.
Basically: prep real STAR stories with actual setbacks, don't sand the edges off. They're sniffing for authenticity.