Nubank Manager Interview Questions
& Process

The whole hiring process takes about 2 months, it's a long process with many steps. The first step is what they call Screening, a quick 30-minute chat to understand your career stage and if you're a fit for the current position. If it makes sense, a second stage called Technical Stage 1 is scheduled, which involves designing a solution within Nubank. The idea isn't for you to know everything; they even help you. It's more about how you work in a team, how you present your ideas, and how you accept being challenged. After this stage, a Leadership Interview is scheduled, focusing on leadership, people management, processes, metrics, and technology. After this, we move to a stage about Nubank's values, where they ask about your process experience, your values, and ask questions to see if you align with Nubank's values. If you pass all these, you enter the Hiring Team Interview, a chat with the area you'll join to validate the fit with the area manager. Following this, there's a debriefing stage where everyone who evaluated you discusses pros and cons to decide whether to offer a position. If everything is aligned, they'll call you with an offer. In my case, this didn't happen. The good time tool showed an 'offer' status, but they gave feedback that due to lacking the fluent English required for the position, they couldn't proceed.

For a company that values agility and experience, the recruitment process seems designed for failure. There are several issues that significantly hinder the process and make it extremely draining: the process is slow, long, tiring, and unclear; they don't disclose salary or benefits, even in the final interviews. There are many repetitive interview stages or with people you'll never interact with. Interviewers range from good-humored to rude, ill-mannered, and uneducated. Be prepared to discard all your invested effort and time if you encounter one of them. The atmosphere is one of arrogance and self-affirmation. Forget about diversity! Everyone is from a high-class white background, evaluating markers of inequality. The leadership really doesn't want to 'lower the bar' (sarcasm intended) - research one of the founder's interviews. All interviews are during business hours, making it difficult to justify if you're currently employed. It's at your own risk, as they seem to be doing you a favor by interviewing you. Did I mention unprepared and uneducated interviewers? They'll ask you what you're doing there in the interview. So, good luck. Hopefully, you won't encounter one of them. Job description or job posting? They don't provide them, and many vacancies don't even appear on the website. As many have reported, they are not transparent in practice. There will be stages in English where clear and professional communication isn't the focus, but rather that you are more fluent than native Americans. Expect to be judged by Brazilians who do this (the foreigners themselves didn't act this way). It's a shame, really. It's a selection process that could be great, but it falls into common pitfalls of practical incompetence, even with a nice-sounding discourse. If you decide to invest your time in this entire process, know that it's a high investment with no return – the final impression is that even after multiple interviews, the process is designed to wear you down and work against your success. Good luck.

Processo limpo em termos de quantidade de etapas (foram 4): - Phone screening com pessoa de recrutamento, para entender o geral do meu perfil - Etapa de arquitetura de solução, em quadro virtual - Etapa de boas práticas de gestão, de novo com o RH - Etapa com Hiring Manager, para entender a posição oferecida e se combinávamos. Em geral foi tudo ok se não fosse a demora entre as conversas. Meu processo durou mais de um mês, contando desde o primeiro contato, com vários dias sem resposta ou contato entre as etapas, o que me gerou grande ansiedade. De qualquer forma, todas as pessoas do RH envolvidas estavam disponíveis para sanar meus questionamentos.