"Tell me about a time you needed a team to adopt a new operational process, but you did not directly manage the people involved. What was the process, why did it matter, how did you influence adoption, and what was the outcome? If relevant, you can use an example involving Meta surfaces like Ads Manager, Business Manager, or internal operations workflows."
This question tests whether you can lead through influence rather than title. For an Operations Manager at Meta, many important changes require cross-functional adoption across Operations, Product, Engineering, Policy, Vendor teams, or regional stakeholders who may have different incentives, habits, and constraints. Interviewers want to see whether you can diagnose resistance, build credibility with data, tailor communication, and create enough momentum for a process change to stick.
They are also looking for judgment: when to push, when to adapt the process, and how you balance speed with buy-in. Strong candidates show they can move a group from ambiguity to execution without relying on escalation as the primary tool.
A strong answer is a specific past example with clear stakes, competing stakeholder needs, and measurable adoption results. Use STAR, spend most of your time on the actions you personally took, and include what you learned or would do differently.