Software Engineer Interview Experience - São Paulo, Brazil
Process
I applied through a recruiter. The process took 4 weeks.
The process was extremely long. The stages were a challenge, architecture, pairing, HR interview, and a manager interview. The challenge stage consisted of a business problem that had to be solved and sent in 7 days. After submitting it, I waited 2 weeks for the feedback calling me to the next phase. In the architecture stage, I had to develop a real problem solution with two other engineers. The interview went very well, and I passed to the pairing stage and the HR interview.
The pairing stage consisted of the extension of the initial challenge, which had to be developed together with two engineers. It also went super well, and the people were super accommodating. The conversation with HR also took place with a lot of tranquility, and my salary expectations were confirmed here. Up to that point, everything was fine. I passed to the last stage, which consisted of a conversation with a manager. It was a very informal and relaxed conversation, in which I spoke about my experiences, participation in projects, and main challenges. The objective was to evaluate my seniority.
Up to that point, 1 month of the process had already passed, and everything indicated that an offer would be made. After the last stage, it was said that a committee would meet to discuss my process that same week, making it clear that I would receive a response by the end of the week, which did not happen. I reached out to the recruiter, who said that the committee would only meet the following week. I already had another offer in hand, but I was waiting for them, which would be my priority.
The following week, after all the stages, I received an email saying that they chose not to make an offer to me and that, if I wanted to know more, I could contact the recruiter. I found the whole process a tremendous disrespect and lack of empathy. There were thousands of stages to get to the end, and they decided not to make an offer to me. It was a terrible experience.
The company is becoming a bureaucratic and extremely rigid in its selection process. Many technology companies take 1 to 2 weeks to carry out a process, while this one takes more than 1 month, with super lengthy and laborious stages, just for them to give a superficial and lazy feedback at the end. And for those who go all the way to the end, there is still the risk of receiving a "we chose not to make an offer." Why go all the way to the end with the candidate?! I do not recommend this experience. Focus on technology companies that respect the candidate with a reasonable duration and clear feedback.
Questions
What are the main responsibilities of a senior-level engineer?
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Interview Statistics
The following metrics were computed from 51 interview experiences for the Nubank Software Engineer role in São Paulo, São Paulo.
Success Rate
Nubank's interview process for their Software Engineer roles in São Paulo, São Paulo is extremely selective, failing the vast majority of engineers.
Experience Rating
Candidates reported having negative feelings for Nubank's Software Engineer interview process in São Paulo, São Paulo.
Nubank Work Experiences
- 4.0Great EmployerSoftware Engineer • Current EmployeeMedellín, AntioquiaFebruary 9, 2023Pros: Working for NuBank is quite motivating and challenging at the same time. Even though managers are ver mindful and it is possible to get a good work-life balance.Cons: You do not get paid for the on-call time.
- 5.0Good companySoftware Engineer • Current EmployeeBogotá, BogotaJune 17, 2026Pros: It is a good company environment to work in.Cons: I don't have any cons.
- 2.0Exciting International Experience, But US Engineers Should Know What They're Getting IntoSoftware Engineer • Former EmployeeJune 15, 2026Pros: I joined Nubank seeking international experience, adventure, and the opportunity to work across cultures — and in those respects the role delivered. The quarterly travel to São Paulo was genuinely exciting and broadened my perspective. That said, there are important practical realities that US-based engineers should understand before accepting an offer. * Decent equity package and signing bonus upon joining, though base salary was below market rate for the level and experience expected * Interesting mission — bringing a successful Brazilian fintech model to the US market is genuinely exciting * Good benefits including health coverage and mental health support * Exposure to an international work environment — I improved my Portuguese significantly and gained meaningful cross-cultural experience * The interview process is notably easier than most US tech companies I have interviewed at — not just FAANG. Expect a simple coding task and a basic system design question. If you are used to rigorous US hiring bars, you will find this process surprisingly light.Cons: * If you are a US-based engineer joining from a company like Amazon, Google, or similar, be aware that you may be embedded with a fully Brazilian offshore team rather than a US-based one. The cultural, organizational, and communication differences are significant and the ramp-up is considerably steeper than a typical US tech role. It is also worth considering that compensation structures differ significantly between US-based and Brazil-based employees. If you are a US hire embedded with a Brazilian team, be aware that this pay disparity — which is common in such arrangements — can create subtle but real friction in team dynamics. My strong advice to anyone receiving an offer: ask explicitly which team you will be joining and push for a US-based team if possible — it will make a meaningful difference in your experience and success. * While English is the official company language, the practical English fluency of many team members was significantly well below the B2 level needed for effective day-to-day collaboration. For US-based engineers who do not speak Portuguese, this will create significant communication friction and should be a serious consideration before accepting an offer. I spoke Portuguese at a C1 level — evaluated by the company itself — and even then the language dynamic added complexity to an already steep ramp-up. * The performance review process felt more personal than professional at times. Feedback occasionally targeted the individual rather than the work, and some observations felt more like character assessments than constructive guidance tied to specific outcomes. For a company that prides itself on innovation and people-first culture, the review process could benefit from more structured, objective, and actionable feedback standards. * The onboarding could be better structured for US hires joining Brazilian teams — there is a learning curve that goes beyond just the technology.
