Nubank

• State of the art in tech and, when not, takes great effort to be
• Great culture, where everyone can be listened to and, if a cultural problem exists and is identified and exposed, it is immediately pursued to be fixed.
• Efficiency and pragmatism, focusing in solving problems while optimizing time and effort
• Performance is carefully measured to provide evidence for career decisions, and we do have great career opportunities if you know how to align your goals with the company's

• Different teams will have different priorities and value different qualities in a professional. This means that your strengths will not always shine where you are and you may need to spend a lot of effort to even compare to people who sell their work better, even if you do a better job.
• Although performance is measured, the metric can be highly manipulated to impress different people. This can lead to unfair calibration between different professionals, biasing towards people with better communication or social influence.
• It's difficult to balance work-life-balance when it's incentivized to achieve higher standards in order to pursue a promotion, and the only way to do that sometimes is through competing with people that are doing that through burning them out. I say sometimes because a carefully managed routine can achieve that, but this is not the reality in some scenarios.

I've seen strength-focused documentation for calibrating performance in the past, but this is not used anymore nowadays. The suggestion is to revamp performance measurement through multiple dimensions, because deliveries can be easily manipulated. More than once I've seen people with low-valued deliveries being promoted by selling them as high impact projects and just convincing the right people.

Strengths only shine when we have a dedicated and highly skilled people manager to be able to extract them. This is not always the case in more technical teams, where managers are promoted technically and/or when technical teams are led by a non-technical alliance and, therefore, not as valued. Also, I have no suggestion to deal with the work-life-balance situation, besides figuring out how to measure deliveries by their quality, not quantity.