Reuni com uma pessoa de HR e ela me fez uma entrevista padrão e depois algumas perguntas gerais sobre engenharia de software e algoritmos, principalmente sobre algoritmos de ordenação. Na entrevista padrão teve aquelas perguntas de analise comportamental.

Dear Uber Brazil Team, I’d like to address a concern regarding your hiring process. Timed tests are not the most effective way to identify the best developers for your projects. Maybe for a hackathon. If the goal is to find people who can think and code as fast as possible, then simply hiring experienced senior engineers would be a more straightforward approach. Additionally, your current process unintentionally excludes autistic individuals, limiting diversity and missing out on highly skilled talent. A more inclusive hiring strategy would benefit both Uber and the broader tech community. Hiring should be based on proven scientific methods rather than outdated, inefficient processes. Conducting four interviews over two months is not only time-consuming but also fails to ensure the best candidate selection. If a good fit cannot be determined in a single interview, the process itself needs to be re-evaluated. I urge you to rethink and improve your hiring practices to foster a fairer and more effective selection process. Sincerely, A Future CEO.

Processo bem longo e cansativo. Durou em torno de 2 meses até a decisão final. Processo teve em torno de 5 etapas técnicas mais 3 conversas com o RH. As etapas técnicas foram compostas por 2 Coding Challenge com problemas medianos de leetcode utilizando matrix. Design System com uma temática de feed do instagram. iOS Specialization com tarefas de code review e implementação funcionalidade live Coding. Entrevista de comportamento e currículo com o Gerente da área.