I interviewed at Stryker for a senior product manager role on their endoscopy division. Made it to offer (declined for a different role). The behavioral rounds were legitimately different from most tech companies I've talked to, so worth writing up.
First thing to know: Stryker has published values they take seriously. The big ones are integrity, accountability, people, and performance. Interviewers aren't just asking generic STAR questions, they're mapping your answers to these. You'll feel it.
The specific questions I got across two behavioral rounds: "Tell me about a time you caught a quality issue late in a project. What did you do and what did you change afterward?" "Describe a situation where you had to make a decision without complete information and it turned out you were wrong. How did you handle it?" "Tell me about a time you had to influence without authority to get something done." "Give me an example of feedback you received that was hard to hear. What did you do with it?" "Describe a time you prioritized a patient or customer safety concern over a timeline."
That last one is very Stryker. They make medical devices. Safety culture is real and they are actively listening for whether you take it seriously or treat it as compliance theater.
For the behavioral round structure: two interviewers in each session, both taking notes. They don't interrupt much, they let you finish and then ask probing follow-ups. "What would you have done differently" came up after almost every answer.
A few things I noticed prep-wise: answers that stayed grounded in actual outcomes landed better than answers with a lot of process. And specificity mattered more than polish. A messy situation you resolved honestly beat a perfect-sounding situation that felt rehearsed.
One structural tip: Stryker interviewers tend to ask for a second example if your first one was a few years ago. Have two examples ready for each competency. It came up for me twice.