What the Stone interview is like

What Stone does and who it hires

In its job posts Stone describes itself as a customer-focused technology and financial services company and as the largest independent payments company in Brazil, with more than fifteen thousand people across all five regions of the country.

Current tech posts are mostly remote, with some hybrid roles in Florianópolis. For people starting out there are two programmes: Recruta Stone, for students in their final university year or graduates of up to 2 years, with job rotation and close contact with leadership; and the internship programme, which according to Na Prática includes a Technology track and an almost fully online process.

The stages, in order

Earlier Stone engineering posts described these stages. Posts open in October 2026 no longer list them and only say recruiters explain the details during the process, so treat them as a guide:

• Application.
• Interviews with the People team: a first conversation with recruiting about the culture, the structure and the challenge of the role.
• Technical assessment: "this is where we go deep on your hard skills". According to the post, it is usually two conversations or one conversation plus a challenge, and it includes meeting possible peers and leadership.
• A conversation with one of Stone's "culture guardians".
• Feedback: the posts promised to share the result whatever it is, because "one of our strengths is candour".

What candidates report

Some reports on Glassdoor, paraphrased:

• An engineer hired in São Paulo in 2025 describes 4 stages: HR, two technical conversations (one on software engineering concepts and one on system design) and a conversation with leadership.
• Others describe HR, a LeetCode-style coding round and an architecture interview. One of them says the preparation information for the technical round was incomplete.
• For a mobile Software Engineer III role: HR, hiring manager (career and behavioural), a Kotlin/Android technical round and system design, in about 2 weeks. Another candidate mentions about 2 months.
• There are complaints too: interviews rescheduled several times and candidates who never received the result.

What each stage tests

• People: your fit with the culture and with the challenge of the role.
• Technical: hard skills in the post's stack (Go, C#/.NET, Kotlin or React, depending on the role) and, according to candidates, system design and architecture.
• Culture guardian: your alignment with the values Stone names in its posts: "O cliente é a razão" (the customer is the reason), "Cabeça de dono" (owner's mindset), "Direto ao ponto" (straight to the point), "Excelência é um jogo de equipe" (excellence is a team game) and "Paixão em cada detalhe" (passion in every detail).
• The culture page insists on deciding with data ("Data and facts? On the table. Guesswork? Out.") and on using technology, "including artificial intelligence", as part of how you think and decide.

Typical technical topics

• Microservices and distributed systems (what the Go backend post asks for, for example).
• PostgreSQL or MySQL databases, observability, and messaging with Kafka or RabbitMQ.
• System design for payment systems at scale, which candidates report again and again.
• Software engineering concepts and LeetCode-style coding problems.
• AI-assisted development tools: the Go post asks for familiarity with them "with critical judgment".

Which language the interview is in

Stone's tech posts are written in Portuguese and none of the ones reviewed asks for English. Stone does not publish the interview language, but expect a process in Portuguese.

Tips

• Prepare one story for each of the five values; there is a whole conversation dedicated to culture.
• Bring data into your answers: results, metrics, facts. That is what the culture page asks for.
• Practise payments system design: high availability, queues and consistency.
• Ask the recruiter exactly what the technical assessment covers, because it changes between teams.
• Have an answer about how you use AI in your work and where you do not trust it.

Practise the Stone interview with Entrevia

Paste the real Stone job post and your CV, and rehearse the technical assessment or the culture conversation out loud with an AI interviewer, in Portuguese, English, Spanish or French. At the end you get a scored debrief: which answers landed, which stayed vague and what you would be asked next.

You can try a free 7-turn web demo without signing up. A free account gives you 2 full interviews. Premium, in the iOS app, costs US$11.99 a month, US$29.99 for 3 months or US$59.99 a year.

Frequently asked questions

How many stages does the Stone process have?

Earlier Stone posts listed People, a technical assessment, a conversation with a culture guardian and feedback. A candidate hired in 2025 describes 4 stages: HR, two technical rounds and leadership.

What is the Stone technical interview like?

According to the posts, two conversations or one conversation plus a challenge. Candidates report engineering concepts, LeetCode-style coding and system design or architecture.

What is the culture guardian conversation?

A talk with someone at Stone whose job is to assess your alignment with its values, such as "O cliente é a razão" or "Cabeça de dono".

Is the Stone interview in English?

Tech posts are in Portuguese and do not ask for English, so expect a process in Portuguese. Stone does not publish the interview language.

Does Stone offer remote tech jobs?

Most tech posts open in October 2026 are remote; some are hybrid in Florianópolis.

What is Recruta Stone?

Stone's programme for students in their final university year or graduates of up to 2 years, with job rotation, training and contact with leadership.

Sources

• Stone: Software Engineer (Go) job post
• Stone: earlier engineering post listing the stages
• Stone: culture
• Stone: Recruta Stone
• Na Prática: Stone internship 2026
• Glassdoor: Stone interview report