The overall process was very smooth, well-organized, and genuinely pleasant. Communication throughout was clear, transparent, and very human—everyone I interacted with was friendly, open, and easy to talk to. All interviews were with people I would potentially work with directly, which made the experience feel much more relevant and engaging. The process included: An initial HR conversation A technical step with an Android lead (including a code review exercise) A technical step with Android engineers (including a take-home assignment and discussion) A final interview with a Head of Engineering The take-home assignment was to build a small Android application. The technical interview then focused on walking through my implementation, explaining decisions, and discussing trade-offs rather than solving problems on the spot. A big emphasis throughout the process was on communication and structured thinking. Behavioral questions were a core part of almost every stage (HR, Android lead, Head of Engineering), and using the STAR method was strongly encouraged. The interviews went deep into past experiences—challenges, achievements, ownership, and how I approach problem-solving. They also focused a lot on: Team and culture fit Ownership and accountability Technical quality and decision-making Communication skills Product thinking (delivering user value) Being data-driven (thinking in terms of metrics and impact) Views on AI, since they are actively investing in AI tooling and workflows They also share a lot of internal articles and documentation about their way of working, engineering culture, and values ahead of the interviews. These materials are not just optional reading—they’re clearly integrated into the process. Interviewers ask follow-up questions to understand how you align with their values and what you think about their approach, so it’s definitely important to go through them carefully beforehand. Another aspect they assess is how you handle feedback. During discussions—especially in the technical step—they may challenge your decisions or suggest alternatives to see how you respond. They’re not looking for you to always agree, but rather to see whether you can thoughtfully consider feedback, justify your choices when needed, and adapt when it makes sense. One standout aspect was the feedback loop—after each step, I received detailed feedback the same day, not just a pass/fail but also specific comments on my performance. The entire process took about 2 weeks, and it could have been even faster if I had more availability between steps. Overall, it felt like a very thoughtful and candidate-friendly process, with a strong focus on both technical and interpersonal aspects.

The interview process was the best I have ever experienced. I first heard about Qonto because a friend of mine works there and recommended the company to me. The entire process was very clear, structured, and well organized. My process looked like this: First interview with the Talent Acquisition Manager (05/01/26) Follow-up interview with the Talent Acquisition Manager (08/01/26) Interview with the direct manager (09/01/26) Skill test (10/01/26 – 11/01/26) Skill test review with developers (13/01/26) Interview with the function manager (14/01/26) Offer (14/01/26) In only 10 days, we went from the first interview to the offer. I also want to thank Constance, the Talent Acquisition Manager who interviewed me and guided me throughout the process. She was amazing! Super friendly, helpful, and completely committed to making the process as smooth and positive as possible for both sides.