not a Spotify recruiter but i've placed a few people there and talked to enough candidates post-loop to give a useful picture of the recruiter phone screen.
first: Spotify's talent team is pretty good. they're not reading from a script. the call is 20-30 minutes and covers:
the basics they actually care about work authorization / location (remote eligibility varies by team and they're upfront about it) comp expectations. they WILL ask this. have a number. 'market rate' as an answer makes recruiters' lives harder and wastes your time. notice period or start availability
the probe questions
this is where it diverges from a pure logistics screen. Spotify recruiters often ask a light culture-fit question at this stage, something like 'what drew you to Spotify specifically' or 'what does working with a lot of autonomy mean to you in practice.' they're sniffing for the people who applied because it's cool and the people who actually thought about whether they'd operate well there.
if you say 'i love the product' without any substance about HOW they build or their engineering culture, it reads flat.
timeline intel from candidates
recruiter screen to technical phone screen is usually 1-2 weeks. if they're moving you through it happens fast; silence past 10 business days usually means you're in a queue or the req is paused. it's okay to nudge after 2 weeks, they won't penalize you.
what tanks you at this stage
vague comp answer. wrong location. being overly rehearsed about 'why Spotify' in a way that sounds like you googled their mission statement 5 minutes before. they're filtering for genuine signal, not perfect polish.