Except that these questions are asked by SWEs who don't like these questions and don't support this idea in general. So there is a interview where one SWE asks another SWE a bunch of behavioral questions, takes notes, then goes back to his desk and writes an full interview feedback with ratings. Then a hiring manager can look at these ratings and make a decision. There is no recording of the interview. In general, SWEs just evaluate the candidate on basis "can we get along? Do I want to want with him?" and if that's the case, the interviewer gives outstanding ratings and completes the interviee's answer to match them with definitions for those ratings.

Even better, yes. The hiring manager often reads a bunch of notes and creates a narrative to support his already made decision.

For example, a SWE will write this type of blurb:

"I asked the candidate to tell me about a time when he dealt with an unresponsive or slow responsive co-worker. He told me he leveraged the project tracking tools to assign bugs/tasks with ETA deadlines after following up offline and explaining the dependency and urgency, then set up meetings and when he was ignored and everything failed, escalated to management and used plan B to work around the dependency"

I want to hire the guy: "He definitely has bias for action, removing obstacles and using all tools at his disposal. He seems to have a no-nonsense approach to getting stuff done"

I don't want to hire the guy: "Seems like a yellow flag, doesn't demonstrate influencing skills which are critical for a senior engineer. I don't believe he works well with others"

etc..

It's the same with the Amazon leadership principles. They are often used as a tool for fucking someone over in office politics warfare.

SWE? Neither Google nor Wikipedia knows that acronym.

SoftWare Engineer