Good pay, toxic culture
Good pay, toxic culture
- Pay is good.
- Free lunches that are good.
Growth at the expense of everything. Code quality is awful. Upper management claims to care about quality, but actions speak louder than words.
Very aggressive, inconsiderate culture where inappropriate and unprofessional comments and behavior run rampant.
Terrible work-life balance is not just tolerated, but actively encouraged and celebrated.
Scolding and berating only get you so far. Think about the impact that you have as role models for other employees.
Was this helpful?
Brex Interview Questions
Brex Interview Experiences
Software Engineer
Very thorough and communicative, had an involved process covering everything from basics to complex methodologies and techniques. Everyone was knowledgeable and thorough. There were at least 4 rounds, including multiple coding questions.
Software Engineer
First, there is a recruiter screen call to go over your background and the role description. Then, there is a technical screen with an engineer. Finally, there is a virtual onsite.
Software Engineer
HR interview, 2 live coding sessions, values interview, system design interview, and final HR conversation. Long and initially not very clear process. But the company helps with videos of all stages.
Software Engineer
United StatesOctober 25, 2025Very thorough and communicative, had an involved process covering everything from basics to complex methodologies and techniques. Everyone was knowledgeable and thorough. There were at least 4 rounds, including multiple coding questions.
Software Engineer
United StatesMarch 29, 2025First, there is a recruiter screen call to go over your background and the role description. Then, there is a technical screen with an engineer. Finally, there is a virtual onsite.
Software Engineer
BrazilJanuary 29, 2025HR interview, 2 live coding sessions, values interview, system design interview, and final HR conversation. Long and initially not very clear process. But the company helps with videos of all stages.
