Hired for a manager role at Unity last year and also sat in on several SWE behavioral panels. Here's the pattern, from the other side of the table.
Unity doesn't publicize a formal set of leadership principles the way Amazon does, but the behavioral questions map pretty consistently to a few themes they care deeply about:
Ambiguity and autonomy. They're a mid-size tech company in a specialized domain. The work often doesn't have a clear playbook. They want to see that you've operated in incomplete-information environments. Classic prompt: 'Tell me about a time you had to make a significant technical decision with incomplete data.' Weak answers describe the decision. Strong answers describe the process: how you gathered signal, what assumptions you made explicit, and how you validated the choice after.
Cross-functional collaboration. Unity's products touch artists, designers, game devs, and engineers all at once. They probe for actual evidence you've worked across functions, not just liaised with them. 'Worked with design' is not the same as 'co-owned a technical constraint with design that changed what we could ship.' They know the difference.
Technical depth even at senior/staff levels. This is not a company where management means leaving engineering behind. Even my manager interview had one round that was essentially a technical discussion about architectural decisions. If you're interviewing for any L5+ role, keep your technical stories sharp.
Failure and learning. Standard question but Unity interviewers push on it: 'What would you do differently now?' The answer can't be 'nothing, we learned and moved on.' They want to see genuine reflection.
Prep three or four strong STAR stories you can resize. A good behavioral story adapted from a real situation beats a rehearsed script every time. Don't have five perfect stories that all sound polished; have two or three that sound real.