It is your interviewer's job to identify and recruit their target talent. This can prove even more difficult with how many applications they receive and how competitive pursuing a position at Meta can be. So, to make their job easier, your interviewer wants to hear your pitch for not only what you feel makes you unique, but what distinguishes your work standard and performance level from your peers. They'll assess how confident you are in your own statements, and how well you've aligned your drive, ambition, experience, and personality with the qualities they look for in their ideal candidates. In some ways, they are offering you an opportunity to showcase what you have to offer.

It's impossible to know how you compare to the other candidates being interviewed. Instead, focus on who Meta's trying to recruit, and what the performance and work standard for their top talent looks like, (those who work fast, averting risk through information flow and decision-making, while making sure all the rough edges are polished off before sending work further up the chain).

When describing his expectations and vision for his company and employees, Mark Zuckerberg suggests the more they are held to his standard, the more Meta will become an even greater magnet for the most talented people. He describes looking for individual contributors who grow and develop faster, at every level. He suggests those who utilize what they are capable of, working leaner and within their means, execute higher priorities faster, are more productive, and find their work more fun and fulfilling. Those who work leaner operate more efficiently, identify obsolete processes worth phasing out, and work more meaningfully. He also emphasizes that building trusting relationships gets more done and those relationships help each other work more effectively. Being resilient, looking ahead, and focusing on what you can control, delivers more sustainable results and helps every team run more efficiently.