Interviewed at Yelp for a senior PM role and went through their behavioral rounds last quarter. I also know two engineers who went through the SWE loop around the same time, so this is a mix of perspectives.
First thing to know: Yelp leans heavily on their core values in the behavioral portion. They call them out explicitly and interviewers are literally calibrating you against them. So if you don't do some research on what those values are ahead of time, you're at a disadvantage.
The questions I got: "Tell me about a time you had to make a decision with incomplete data." (This was the most common one across my interviews, came up twice slightly reworded.) "Describe a conflict with a cross-functional partner and how you resolved it." "Tell me about a product decision you made that turned out to be wrong. What did you learn?" "Walk me through a time you had to influence without authority."
For the engineers I talked to, they got questions like "tell me about the most impactful technical decision you made" and "how do you handle disagreement with your tech lead."
What they're actually looking for: They want specificity. Every story should have a real outcome with a real number if possible. "We improved the experience" doesn't land. "We reduced drop-off by 18%" does. They also want to see that you reflect, not just that you executed.
One thing that surprised me: they asked a lot about failure and what you'd do differently. More than most companies I've interviewed at. My guess is they want people who don't over-polish their own narrative.
Prep framework that worked for me: four stories, each strong enough to answer any behavioral prompt. One conflict, one failure, one impact, one ambiguity. You can rotate them.
The vibe is fairly collaborative, not adversarial. The behavioral interviewer at PM level was someone I could have had a real conversation with, which I appreciated.