I went through Uber's interview loop for a PM role earlier this year and the behavioral round was the one I was least prepared for, mostly because I underestimated it.
Uber has a published set of cultural values and the behavioral round really is structured around them. I looked them up beforehand but hadn't drilled against them specifically, which was a mistake. The interviewer was asking questions but you could tell each one mapped to a value: customer obsession, doing the right thing, acting like an owner.
Questions I got or that friends have reported: "Tell me about a time you had to make a decision with incomplete data and significant stakes." This is classic owner-mindset territory. They want you to show you didn't freeze or escalate unnecessarily. "Give me an example of when you disagreed with a stakeholder and how you resolved it." Not asking for conflict resolution as a skill, they're checking if you can hold a position and still drive alignment. "Describe a time you failed and what you took from it." This one felt the most open-ended. I went with something real where I shipped something that underperformed. Interviewer seemed satisfied. They pushed back once: "what would you do differently if you had it to do again?" "Tell me about a situation where you had to prioritize ruthlessly." PM-specific variation of this showed up for me.
Tone of the round was conversational but there was a pace. They were running through questions methodically. I think they had a rubric in front of them, which tracks with how their loops are structured.
Prep tip that helped me: I wrote out 6-7 core STAR stories beforehand and mapped each one to multiple potential questions. That way I wasn't searching for a story under pressure, I was just pulling from a prepared set and adapting.
For PMs and APMs especially: bring metrics into your stories. "We improved the metric by X%" matters more than "the team was happy with the outcome."