100+ real interview questions asked at Meta for E3, E4, and E5 roles. Includes DSA, system design, and behavioral questions.
20+
DSA Questions
6
System Design
8
Behavioral
4
Week Plan
Commonly asked data structures and algorithm questions at Meta
LRU Cache implementation
Add Two Numbers (Linked List)
Merge Intervals
Valid Parentheses
Binary Tree Level Order Traversal
Product of Array Except Self
Lowest Common Ancestor of Binary Tree
Number of Islands
Clone Graph
Word Break
Subarray Sum Equals K
Random Pick with Weight
Minimum Remove to Make Valid Parentheses
Buildings With an Ocean View
Range Sum of BST
Nested List Weight Sum
Alien Dictionary
Serialize and Deserialize Binary Tree
Diameter of Binary Tree
Moving Average from Data Stream
High-level design questions for E4 and above roles
Design the news feed system that ranks and displays posts for billions of users.
Design a real-time messaging system supporting billions of messages per day.
Design the stories feature with 24-hour expiry, views, and reactions.
Design live video streaming for millions of concurrent viewers.
Design end-to-end encrypted messaging with media sharing and groups.
Design a system to match ads to users based on interests and behavior.
Questions that assess Meta Core Values fit
Structured roadmap to crack Meta interviews
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Company pages are strongest when they help readers prepare without pretending every interview loop is identical. We review employer-owned information first, then layer in patterns from verified candidate submissions and public hiring signals.
Reviewed by
Sproutern Company Research Team
Editors reviewing interview patterns, hiring flows, and public company guidance
Last reviewed
March 6, 2026
Freshness checks are recorded on pages where the update is material to the reader.
Update cadence
Rolling refreshes as interview patterns, salary signals, and hiring flows evolve
Time-sensitive topics move faster when rules, deadlines, or market signals change.
We distinguish between employer-owned facts and candidate-reported experience. If the company states it publicly, we treat it as a primary source. If the insight comes from candidate reports, we present it as directional preparation guidance rather than a guaranteed script.
We rely on employer-owned material first when summarizing application flow, interview stages, or role expectations.
Candidate reports are checked for plausibility, recency, and consistency before they influence evergreen guides.
Salary and hiring commentary is triangulated using multiple public references rather than a single anecdotal datapoint.
Added named authorship and reviewer context to company hubs
Company pages now make it easier to see who maintains the guidance, how candidate signals are treated, and where readers should verify employer-owned facts.
Interview-pattern corrections
When fresh reports conflict with older guidance, we review the employer-owned signal first and then update the preparation notes accordingly.
