Process
I applied through a recruiter. The process took 4 weeks.
The company looks for exceptional individuals, true outliers. That was the impression I had upon completing the selection process. From the beginning, the interview was conducted in an organized, straightforward, and clearly explained manner. At all stages, I felt supported and guided. The process took a total of 1 month and 17 days, from the first interview to the final result, and it was divided into several distinct stages:
- Initial HR Interview: During this phase, the focus was on understanding my current career moment, my perception of the company in relation to the market, my experience with the CLOJURE programming language, and discussing the company culture, benefits, and salary expectations.
- Whiteboard Session: I participated in a whiteboard session with two architecture specialists, where we tackled a case to solve together. The dynamic was stimulating, as we worked collaboratively on the solution, prioritizing not only completion but also identifying the best approach.
- Coding Challenge: I received a challenge to build a CLI system for calculating stock purchases and sales, with complete freedom in choosing the programming language and a 5-day deadline, which could be extended if necessary. I did it in JAVA 11.
- Live code + pair programming: I was interviewed by two Nubank engineering leaders, with whom I made changes to the original code submitted previously. We participated in a live coding challenge, defined on the spot, which was quite challenging. I kept calm and carried out the activities in the best way possible, explaining every step taken.
- Manager Interview: This was the most challenging part of the process, where I felt extremely tested. I believe this stage is crucial in determining a candidate's success or failure, as it is where soft skills are evaluated all at once.
- Cultural Fit Interview: This interview focused mainly on alignment with the company's innovative and high-performance culture, aiming to ensure the candidate's compatibility with the organizational values and pillars.
- Offer: The offer presented was transparent, with all details formalized via email. Time was given for reflection, and there was no pressure, just the necessary support to ensure a smooth and satisfactory transition.
Questions
Have you ever worked on a project where the language was English? Can you communicate/understand the English language? What do you know about Nubank?
This content was translated from Portuguese
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Interview Statistics
The following metrics were computed from 6 interview experiences for the Nubank Senior Software Engineer role.
Success Rate
17%
Pass Rate
Nubank's interview process for their Engenheiro De Software Sênior roles is very selective, failing most engineers who go through it.
Experience Rating
Positive67%
Neutral0%
Negative33%
Candidates reported having very good feelings for Nubank's Senior Software Engineer interview process.
Nubank Work Experiences
5.0
Good place to work
Machine Learning Engineer • Current Employee
Bogotá, Bogota
August 19, 2025
Pros: - Interesting and challenging work
- Good work-life balance
Cons: Everything takes time to do.
4.0
Good place to work
Senior Software Engineer • Former Employee
Ciudad de Mexico
January 18, 2023
Pros: There is a great culture and collaboration.
There is paid travel to Mexico City when required. There is very good practice in programming.
Cons: Had to spend 1 week every 2 months in Mexico City.
Most of the development is done in Brazil.
In Mexico we just deployed services created by them.
4.0
Great place to work, but salary can be better elsewhere
Lead Software Engineer • Current Employee
Bogotá, Bogota
March 14, 2025
Pros: Amazing people at hand in Slack. You can reach the folks that wrote Clojure, Datomic, and the ones that created Nubank from the start to ask questions and learn from them.
Cons: Really hard to get promoted, its probably easier to quit, return a year later and apply to the next level and get hired.
Sometimes the priority is to show off your work than doing it, so a document that explains how to do something better (even if it's wrong) might be better for your career than make the thing better without much documentation.
For promotions, you're overly dependent on how your manager sells you, there's no way you can overcome a bad manager aside from changing teams.
The issue is that most tech managers are mid. Usually the ones that were engineers and did the work (and they were good engineers) and became managers because they didn't like their managers are the good ones.
- 5.0Good place to workMachine Learning Engineer • Current EmployeeBogotá, BogotaAugust 19, 2025Pros: - Interesting and challenging work - Good work-life balanceCons: Everything takes time to do.
- 4.0Good place to workSenior Software Engineer • Former EmployeeCiudad de MexicoJanuary 18, 2023Pros: There is a great culture and collaboration. There is paid travel to Mexico City when required. There is very good practice in programming.Cons: Had to spend 1 week every 2 months in Mexico City. Most of the development is done in Brazil. In Mexico we just deployed services created by them.
- 4.0Great place to work, but salary can be better elsewhereLead Software Engineer • Current EmployeeBogotá, BogotaMarch 14, 2025Pros: Amazing people at hand in Slack. You can reach the folks that wrote Clojure, Datomic, and the ones that created Nubank from the start to ask questions and learn from them.Cons: Really hard to get promoted, its probably easier to quit, return a year later and apply to the next level and get hired. Sometimes the priority is to show off your work than doing it, so a document that explains how to do something better (even if it's wrong) might be better for your career than make the thing better without much documentation. For promotions, you're overly dependent on how your manager sells you, there's no way you can overcome a bad manager aside from changing teams. The issue is that most tech managers are mid. Usually the ones that were engineers and did the work (and they were good engineers) and became managers because they didn't like their managers are the good ones.
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