Easiest & hardest product interviews? Amazon vs. Meta vs. Google

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Wondering which product manager interviews are the easiest or hardest? What are interviews like for the companies that hire the most product managers or Amazon, Meta, Google? We go over actual questions asked in interviews, and rate the interviews from easiest to hardest. We talk about how interviews are structured including how many rounds there are and how to best prepare to get an offer.
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[@AuraofMana]

Heard from my friends that Meta's product sense is a bit different than Google's. Meta expects you to get down to one specific pain point and build solutions for it - while creativity is a factor it's more important the solution is actionable and straightforward. Google expects you to solve multiple problems, or group multiple problems into something larger (like an emotion, e.g., tedious and time-consuming) and come up with ideas, preferably with at least one moonshot, as they value creativity a lot more. Would love your thoughts on this since you've surely done interviews at Meta.
Also, Google's behavioral round is the only one with a bank. Every other round... well people can ask whatever they want. And I don't think Google has analytics/execution style questions - Estimation is their version of it. Could be wrong though, but I've never heard anyone talk about doing that at Google.
For Meta, the behavior questions are always around these themes: rallying others, weaknesses, ownership, connection, and scrappiness / resourcefulness.
Finally, for Amazon, each round each interviewer is in charge of 2 or more leadership principles (called LPs internally). In one of the rounds, you may get a bar raiser, who is expected to give you a nasty (relatively speaking) and harder interview, meant to intentionally frustrate or put you under stress. They will look like they are upset at you or disappointed in your answer, but they may secretly give you a strong hire; the whole goal is to throw you off to see how you respond. I am starting to hear that's a thing now at Meta too, if they see you've done really well on the screening rounds; it usually happens at the Product Sense or Execution round. I've heard people get strong hires even though the person on the other end is just overall being nasty, trying to move you along, and in general acting bored.
For behavior questions, you should construct a story chart. Meaning, go look up all the behavioral questions asked by the top companies, distill them down to the bare essence, e.g., "stakeholder not aligned" or "time when you failed" or "took ownership of something you don't own", and put them on the X axis. On the Y axis, list all the jobs and stories / projects you've done, then match them one by one. Basically, make sure you have at least 1 story for each scenario, preferably 2 - because sometimes the same story can cover multiple questions but you don't want to be seen as a one trick pony. Then write them out using the STAR method so you 1) know you have your bases covered and 2) can easily figure out which story is appropriate when a question comes up.

[@ryanpeters3289]

Interesting