What is knowable about an interview, and what is not
You cannot know the questions. You can know which topics the posting makes likely and which of them your resume does not currently support.
Preparation is not prediction
Nobody publishes an interview process. Two teams at the same employer hiring against the same posting will run it differently, and the person in front of you will ask what they always ask regardless of what the company's guidelines say.
So anyone selling you "the questions Company X asks" is selling scraped anecdote. What is genuinely knowable is narrower and more useful: which topics the posting itself makes likely, and which of them your own resume does not currently support.
The question generator works from the posting's own concepts and shows the line each question came from. The phrasing is a standard stem — it is standard whichever term goes in it — and the page says so rather than implying the wording is tailored.
The gaps are the useful part
If a posting asks for something your resume does not evidence, the question is coming. Deciding now what you will say is worth more than rehearsing ten questions you can already answer comfortably.
A good answer exists and it is not evasive: "I have not done that. The closest is this, and here is what I would want to learn first." What fails is being surprised by it and improvising something that sounds like a claim.
The same applies to a term sitting in your skills list with nothing behind it. If you list Kubernetes and cannot describe running it, an interviewer who goes deep will find that out in ninety seconds. Either be ready to say what your actual exposure was, or take it off the list.
STAR, and the part everyone gets wrong
Situation, Task, Action, Result is a structure for competency answers, and it works. What goes wrong is the proportions.
Most weak answers are two thirds setup. The candidate explains the company, the team, the history and the org chart, then arrives at what they did with thirty seconds left. But the action is the part being assessed — it is the only part that is about you.
The situation needs to be exactly big enough for a stranger to follow the rest. The action should be the longest section by a clear margin. The STAR builder measures the balance and tells you when the setup has swallowed the answer.
Say "I", even when the work was shared
An answer that says "we" throughout leaves the interviewer unable to tell what you did, and the safe assumption is not a generous one.
This is not about taking credit for other people's work. Naming your own part is the question being asked. "The team rebuilt the pipeline; I owned the caching layer and the rollout plan" is both honest and answerable, and it is a better answer than either "we rebuilt the pipeline" or an implied claim to all of it.
Length, spoken rather than written
A competency answer runs comfortably at about 130 words a minute. Under a minute usually means there is no detail in it. Past two minutes interviewers start prompting, which costs you the shape of your own answer.
Somewhere between 120 and 320 words is the range that fits. It is worth timing one out loud once — the gap between how long an answer feels on the page and how long it takes to say is larger than most people expect.
A bad result is still an answer
The strongest answers to "tell me about a time something went wrong" have a real failure in them. What is being assessed is whether you noticed, what you changed, and whether you would catch it earlier now.
A tidy answer where everything worked out is the one interviewers stop believing. If the honest result was that the project was cancelled, say so, and say what you took from it.
Your questions are assessed too
The last five minutes are not a formality. A question that the careers page answers is a wasted one, and it reads as not having prepared.
Questions that do work: what the first ninety days look like, what this team is currently worst at, who was doing this before and what happened to them, how work actually arrives — roadmap, requests or incidents. Each of them tells you something you cannot find out any other way, and each of them tells the room you were thinking about doing the job rather than getting it.