How do you prioritize and structure roadmaps, deciding what to build and when?

"I got into the process through a referral, and from the start it felt way more structured and intense than other interviews I have done. It was an L6 AWS PM loop with a recruiter screen, an early hiring-manager conversation, and then a five-person loop where only one round was really about the role itself and the rest were mostly behavioral with a ton of digging. The biggest difference was that the first question was maybe 20% of it and the other 80% was them drilling into proof, metrics, tradeoffs, and whether I could steer the conversation without rambling. I did not get the offer, but the recruiter was actually really nice about it and said they were not closing the door and wanted to float me to a solutions architect path instead. It also felt team-specific in a way other companies are not, because one interviewer gave me a real problem they were actively trying to solve and wanted to see how I would think through it live."

"I had a warm intro, so the front of the process was pretty light: a recruiter logistics call and then a very casual hiring manager conversation. After that it got serious fast with a four-interview skills loop that was much more AI-specific than a normal PM process. The hardest parts were the rounds on LLM evals, high-stakes tool use, post-launch diagnosis, and designing for net-new form factors like smart glasses. The final step was a director-level interview plus a people and culture chat. The whole thing felt less like generic PM interviewing and more like, 'Can you ship useful AI in the real world even when the model is still unreliable?'"

"I originally applied for a different Netflix role, got rejected at the application stage, and then about two weeks later a recruiter reached out to me about this EM opening on the tooling side. Honestly, it was way easier than I expected because almost all of it was based on my actual experience instead of abstract or super theoretical questions. I had around 10 discussions if you count the recruiter bookends, with manager screens, behavioral rounds, one system design, a final block, and lunch with the team. The only round that really threw me was system design because they gave me no drawing tool and then got unexpectedly deep on recommendation signals like hover-over behavior. I got the offer, but I ended up going with a different company."