Facebook Interview 2026: SQL Questions, Coding & Response Time
By
Ethan Fahey
•
Feb 13, 2026
Meta (Facebook) is still a powerful signal on an engineer’s resume in 2026. Even after the layoff cycles of 2022–2024, the company has gone all-in on AI infrastructure, shipping major Llama releases and scaling teams across LLM-powered products, recommendation systems, and real-time systems. For AI engineers, ML researchers, and data scientists, a Meta offer continues to open doors across big tech and high-growth startups alike.
What has changed is how candidates are evaluated. AI tools are now part of everyday engineering work, but Meta’s interview bar hasn’t dropped; in fact, it’s higher. Interviewers expect faster problem-solving, clearer reasoning, and proof that you can use AI tools thoughtfully rather than rely on them. Fonzi AI offers a faster, more transparent alternative through Match Day events, where experienced engineers meet multiple vetted companies in a 48-hour window with salary ranges set upfront, giving you leverage whether you’re pursuing Meta or comparing other top-tier AI roles.
Key Takeaways
Meta’s 2026 interview process for software engineers, data engineers, and AI/ML roles follows a rigorous 7-stage pipeline, typically spanning 4 weeks to 5 months from application to offer.
SQL remains mandatory for data science, data engineering, and ML roles: expect window functions, retention queries, and CTR analysis on billion-row schemas.
LeetCode-style coding interviews persist in 2026 (45-minute rounds, medium-to-hard problems), despite widespread AI tools like ChatGPT and Copilot being available.
Response times after virtual on-sites range from 3 days to 2 weeks, with most decisions clustering around internal “Thursday Hiring Committee” meetings.
Fonzi AI offers AI, ML, infra, and LLM engineers a faster, more transparent alternative through Match Day events, a 48-hour hiring window with pre-vetted companies, and upfront salary transparency.
How the Facebook/Meta Interview Works in 2026

Meta’s 2026 interview process follows a structured 7-stage full loop that hasn’t fundamentally changed since 2023, though the emphasis on AI-assisted evaluation and pre-offer team matching has grown. For software engineers, data engineers, and AI/ML roles, the pipeline looks remarkably similar whether you’re targeting E4, E5, or E6 levels.
Here’s how the typical full loop interview breaks down:
Recruiter screen: A 20–30 minute call covering your background, motivations (“Why Meta?”), and basic fit assessment. Expect behavioral prompts and resume walkthroughs.
Online assessment/coding screen: A 45-minute technical phone screen on CoderPad focusing on data structures, algorithms, and basic problem-solving. Data roles include SQL components.
Hiring manager or calibrated interviewer call: Especially for senior roles, this call probes leadership, technical architecture decisions, and collaboration style.
Technical phone(s) – coding/SQL: One to two additional rounds diving deeper into coding questions or SQL proficiency, depending on your target role.
Virtual onsite loop: The core evaluation: 3–6 interviews of 45–60 minutes each, including coding, system design (or ML design for research roles), and behavioral rounds.
Hiring committee/calibration review: Cross-functional reviewers assess your full packet, including interviewer recommendations, and calibrate your level. This often occurs on Thursdays.
Offer + team matching/allocation: You’ll have 5–10+ conversations with hiring managers before receiving a final offer. Both sides must opt in before salary negotiation begins.
One pattern that surprises many candidates: you often won’t meet your future manager until after passing the loop. This “unallocated” approach is common for central AI and infra teams, where headcount and team fit are finalized only after technical approval.
Role-specific variations matter, for example, AI in research. Research scientists typically face a research presentation and an ML theory round. Data engineers encounter heavier SQL and pipeline design focus. AI/LLM engineers may have dedicated rounds on model architecture, latency optimization, and retrieval-augmented generation (RAG) systems.
Deep Dive: Facebook/Meta SQL Interview Questions in 2026
SQL questions at Meta haven’t become easier just because engineers have access to better tooling. In 2026, data science and data engineering candidates still face interview questions modeled on real Facebook users' data: monthly active users, content engagement, ad performance, and cohort retention. The schemas are realistic, and interviewers expect you to reason about both correctness and business implications.
Common themes you’ll encounter include computing engagement metrics per user, identifying power users based on comments and reactions, calculating 7-day or 30-day retention rates, and analyzing ad CTR across segments. These problems test your ability to write clean SQL and explain why your solution matters for product decisions.
SQL Concepts You Must Master
Meta interviewers probe depth on these core SQL skills:
Joins: Inner, left, and semi-joins across user activity, posts, and engagement tables
GROUP BY vs HAVING: Aggregating metrics and filtering aggregated results
Window functions: ROW_NUMBER(), DENSE_RANK(), LAG(), LEAD() for ranking and retention calculations
Date truncation and partitions: Working with DATE_TRUNC, date arithmetic, and partitioned tables
Query optimization: Understanding explain plans, indexing strategies, and performance tradeoffs on billion-row tables
A Concrete Example: Retention Query
Here’s a simplified example of a LAG-based retention query you might see:
WITH user_activity AS (
SELECT
user_id,
DATE_TRUNC('day', activity_date) AS activity_day
FROM activity_log
GROUP BY user_id, DATE_TRUNC('day', activity_date)
),
with_prev AS (
SELECT
user_id,
activity_day,
LAG(activity_day, 1) OVER (PARTITION BY user_id ORDER BY activity_day) AS prev_day
FROM user_activity
)
SELECT
activity_day,
COUNT(DISTINCT CASE WHEN activity_day = prev_day + INTERVAL '1 day' THEN user_id END) AS retained_users,
COUNT(DISTINCT user_id) AS total_users
FROM with_prev
GROUP BY activity_day
ORDER BY activity_day;
When writing this in an interview, you’d talk through the logic: partition by user, order by date, use LAG to find the previous active day, then identify users who returned exactly one day later. At Meta’s scale, you’d also note that this query would need partitioning by date range and potentially approximate counting for performance.
Realistic Schemas to Practice
Meta’s SQL questions often use schemas like:
user_activity: user_id, activity_type, activity_date, session_id
ads_events: ad_id, user_id, event_type (impression, click, conversion), event_time
stories_impressions: story_id, viewer_id, view_time, completion_rate
reels_engagement: reel_id, user_id, action_type, action_time
Practice writing queries that join multiple tables, handle null values, and compute metrics like integer division for percentages without floating-point errors.
Coding & Systems Design: What to Expect as an AI, ML, or Infra Engineer

Coding interviews at Meta in 2026 remain the cornerstone of technical evaluation. Whether you’re a software engineer, research scientist, or LLM specialist, you’ll face 45-minute rounds with 1–2 problems that test your ability to identify optimal algorithms quickly and implement them cleanly.
Coding Interviews: Patterns, Difficulty & Time Management
Meta’s coding questions draw from familiar patterns: graph traversal, dynamic programming, string manipulation, and array/hashmap problems. Difficulty ranges from LeetCode medium to occasional hard problems, especially for E5+ candidates. The key difference from practice: you’re coding in a shared editor without autocomplete or code execution.
The most successful candidates follow a consistent approach. State a brute-force solution first, this shows you understand the problem. Then iterate toward an optimal solution, narrating the tradeoffs between time and space complexity. Interviewers care more about seeing your thought process than watching you write perfect code on the first try. A minor bug in your implementation is tolerable. An incomplete algorithm or a wrong approach is not.
Practice mock interviews with AI interview practice tools or in a plain text editor, with AI tools turned off. This simulates the real interview environment and prevents over-reliance on autocomplete. Leave 5 minutes at the end to walk through test cases, clarify edge conditions, and verify your solution handles constraints like empty inputs or null values.
Systems & ML Design: From News Feed to LLM-Assisted Products
For mid-level candidates (E4/E5), systems design focuses on breadth rather than deep algorithmic proofs. You might be asked to design the news feed ranking service, an event recommendation system, a large-scale logging pipeline, or an LLM-powered assistant embedded in Facebook Groups.
Interviewers probe several dimensions:
Requirements gathering: Ask clarifying questions before jumping into architecture
API design: Define clean interfaces between components
Data modeling: Choose appropriate schemas and storage systems
Caching and consistency: Explain tradeoffs for read-heavy vs write-heavy workloads
Scalability: Design for millions of Facebook users and petabytes of data
Latency vs accuracy: Especially relevant for AI-powered features where serving speed matters
A 2026-style prompt might look like: “Design an LLM-based assistant embedded in Facebook Groups that summarizes weekly activity and highlights key discussions for group admins.”
Research scientists face a lighter systems design round, often focused on experimentation platforms, offline/online evaluation pipelines, and model lifecycle, training, deployment, monitoring, and retraining.
Response Time: How Long Until You Hear Back from Meta?
The wait after a final virtual onsite can be agonizing. Candidates often check their email hourly, trying to decode every delay. Here’s what you can realistically expect in 2026.
After initial interviews and recruiter screens, you’ll typically hear back within 3–5 business days. Post-onsite interview decisions take longer, anywhere from 3 days to approximately 2 weeks. The variance depends on hiring committee scheduling, headcount confirmation, and whether your interviewers flagged any signals that require follow-up.
The “Thursday Hiring Committee” Pattern
Many Meta hiring decisions are batched into weekly or biweekly meetings, often landing on Thursdays. This “Thursday Hiring Committee” pattern means that if your onsite interview happened early in the week, you might get a decision by Thursday. If you interviewed on Friday or Monday, you’ll likely wait until the following Thursday, adding a full week to your timeline.
Offers and rejections often cluster on Thursdays and Fridays rather than arriving immediately after your interview.
What Different Outcomes Look Like
Immediate offers (48–72 hours): Strong consensus from interviewers, clear hire signal, and team match already identified
“On hold” status: Your technical performance passed, but teams are confirming budget or fit; this can last 1–2 weeks
Rejections with minimal feedback: Meta rarely shares detailed reasons, making it hard to diagnose gaps
Quick rejection (1–3 days): Usually indicates failure to clear the technical bar, not necessarily culture fit
If you haven’t heard back after one week, send a polite follow-up to your recruiter. Then check in every 7–10 days. Manage parallel processes so you’re not dependent on a single company; this reduces anxiety and gives you leverage if multiple offers arrive.
How AI Is Used in Hiring in 2026 and How Fonzi Is Different
Large tech companies, including Meta, increasingly deploy AI throughout hiring. Automated resume parsers scan for keywords. Scoring models prioritize candidates based on predicted interview performance. Video interview analyzers assess communication patterns. Most of this happens with limited transparency to applicants.
Candidate concerns are valid. When algorithms make candidate screening decisions, bias can creep in through training data. “Black box” rejections leave people wondering what went wrong. Qualified engineers get filtered out before a human ever reviews their background.
Fonzi’s Approach: AI That Supports, Doesn’t Replace
Fonzi AI uses technology differently. The platform deploys AI to reduce noise and repetitive work like de-duplicating profiles, verifying skills, and detecting fraud while keeping humans in control of evaluation and final decisions.
Here’s what that means in practice:
Bias-audited evaluations: Fonzi’s scoring models are regularly audited to identify and mitigate bias
No pure algorithmic rejections: A human reviews edge cases and ambiguous signals
Transparency on what’s evaluated: Candidates know what criteria companies are using
Feedback loops: After Match Day, candidates receive structured feedback to improve for future opportunities
This philosophy reflects a core belief: AI should help recruiters focus on people, not replace human judgment with opaque automation.
Fonzi Match Day vs. Traditional Big-Tech Funnels

Match Day compresses weeks of cold outreach, recruiter screens, and scattered initial interviews into a single 48-hour hiring event. Pre-vetted AI, ML, data, and infra engineers meet multiple top startups and high-growth tech companies simultaneously, with salary ranges agreed upfront.
For candidates, this means less time waiting and more time talking to decision-makers. For companies, it means access to a curated pool of engineers who are ready to move. Both sides come prepared, which dramatically increases the likelihood of meaningful outcomes.
Dimension | Meta / Big-Tech Funnel | Fonzi Match Day |
Time to First Interview | 2–4 weeks after application | Within days of joining the network |
Total Process Duration | 4 weeks to 5 months | 48-hour event with offers possible same day |
Decision Transparency | Limited feedback, opaque committee | Clear evaluation criteria, structured feedback |
Number of Companies Reached | 1 at a time | Multiple companies in single event |
Use of AI in Screening | Automated, often opaque | Bias-audited, human-supervised |
Salary Transparency | Revealed late in process | Upfront before interviews |
Candidate Cost | Free but time-intensive | Free, with concierge recruiter support |
Likelihood of Multiple Offers | Low (sequential processes) | Higher (parallel conversations) |
Fonzi charges employers an 18% success fee on hires: candidates pay nothing. This aligns incentives around efficient, high-quality matches rather than maximal funnel volume.
How Fonzi Supports AI, ML, Data & Infra Engineers End-to-End
Fonzi’s talent marketplace targets engineers with 3+ years of experience in AI, ML, LLMs, backend, infra, data engineering, or full-stack development. If you’re ready for your next role at a high-growth AI startup or scale-up, Fonzi provides end-to-end support that traditional job boards and cold applications simply can’t match.
The platform offers resume rebuilding with AI-tailored bullet phrasing that highlights your most relevant experience for AI-first companies. Portfolio and GitHub review help you present your projects effectively, whether you’ve built RAG systems, recommendation engines, or real-time data pipelines. Interview prep is targeted to Meta-like SQL and coding standards, so the same preparation works for both big-tech and startup opportunities.
Concierge recruiter support means real humans help you prioritize opportunities, clarify salary expectations, and interpret feedback from companies. You’re not navigating the job market alone, and you’re not waiting in a queue behind thousands of other applicants.
The companies in Fonzi’s marketplace are actively hiring for roles that mirror Meta’s requirements: applied ML engineers, LLM infrastructure specialists, data platform builders, and AI product engineers. This creates strong alternatives or parallel options for candidates who want to maximize their chances of landing the right role quickly.
Practical Prep: How to Get Ready for Facebook Interviews & Match Day

The smartest approach is to prepare once for the “Meta bar” and then leverage that preparation across multiple opportunities. Whether you’re targeting Meta directly, joining Fonzi’s Match Day, or interviewing at AI startups, the skills overlap significantly.
Here’s a 6–8 week preparation framework:
Weeks 1–2: SQL foundations – Master joins, window functions, GROUP BY vs HAVING, and retention/activation queries. Practice on schemas similar to Facebook’s user activity and ads events tables.
Weeks 3–4: Algorithm practice – Focus on graph traversal, dynamic programming, and hashmap patterns. Solve 2–3 LeetCode problems daily, timed at 20 minutes each.
Weeks 5–6: Systems and ML design – Study one design prompt per week (news feed, messaging service, LLM-powered assistant). Practice explaining tradeoffs out loud.
Week 7: Behavioral storytelling – Prepare 4–5 stories using the STAR method, tied to Meta’s values like “Move Fast” and “Be Bold.” Have stories prepared for conflicts, failures, and cross-team collaboration.
Week 8: Mock interviews and review – Simulate real interview conditions with interview helpers: code in a plain editor, write SQL without auto-complete, and present design solutions to a friend or mentor.
The practice makes you a more effective engineer wherever you join.
Conclusion
Meta’s interview loop in 2026 is still no joke: expect SQL-heavy data rounds, LeetCode-style coding, and system design questions that assume internet-scale traffic. Timelines can feel slow, with decisions often batching around Thursday committee meetings, and AI is now deeply embedded in early screening, sometimes adding efficiency, sometimes adding confusion. Knowing this upfront helps you prepare with clear expectations instead of reading into every pause.
The bigger picture is this: Meta is one strong option, not the only one. AI-first startups are scaling fast and tackling many of the same problems, large-scale data, real-time systems, and production ML, but with faster feedback loops and shorter hiring cycles. The skills you build for Meta transfer directly. Platforms like Fonzi AI make it easier to explore those alternatives by connecting experienced engineers with vetted, high-growth companies through Match Day events, where salary bands are transparent and decisions happen in days, not weeks. Keep sharpening your SQL and system design, not just to clear one interview loop, but to stay competitive across the entire AI job market.




