Comment by collingreen

In an interview setting you should frame negatives as growth. You are doing marketing, not a retrospective or post mortem so put on the LinkedIn-style, vacuously-half-a-person mask. The interviewers know their job isn't perfect so a valuable thing to evaluate is "can this person keep a positive and effective attitude through both good and bad". Obviously different roles have different knobs to turn here for the right message (like a generic ic vs a "wartime manager").

Some basic examples of describing negative situations:

I ended up learning a lot there and I'm a better engineer now because of it.

We had a lot of challenges to overcome and you can never nail all of them but we really managed to produce a lot of great work there within some pretty serious constraints.

I accomplished a major thing and was learning X on the side so it was a perfect time and opportunity to find an opportunity to learn that more in a real world setting and/with experts.

I joined that team with the intent to learn X first hand and, while there is always more to learn, I got enough hands-on, production experience with it that I feel like it's firmly in my toolbox.

We had some unexpected changes/setbacks early on that changed our goals but it ended up being kind of a blessing in disguise since it pushed me out of my comfort zone and gave me an unexpected opportunity to level up my leadership/management/architecture/in-the-weeds skills.