Brex Software Engineer interviews typically start with a recruiter screen and an object-oriented or CodeSignal technical screen, then move into onsite debugging, system design, and sometimes an AI-assisted coding round, plus a values-focused interview before a final decision.
$205K
Avg. Base Comp
$286K
Avg. Total Comp
4-6 rounds
Typical Rounds
Not reported
Process Length
Brex's Software Engineer process generally opens with a recruiter screen covering background and the role. In at least one account, the technical screen that followed was less about classic algorithm grinding and more about object-oriented design under time pressure. That candidate worked through a multi-part OOP exercise where finishing mattered more than polish, and learned afterward that not completing it was treated as close to an automatic rejection. An internship candidate instead started with two CodeSignal coding challenges focused on data structures and algorithms, so the screen format may vary by role and level.
Onsite loops described in the reports include a standard algorithmic coding interview and a debugging round where you fix issues in existing code; one candidate described working in a large codebase. Several candidates saw an AI-assisted coding session on their onsite schedule. One mid-level backend candidate said they had 50 minutes to build a production feature using Claude agents and attributed their rejection to spending too long scoping subagents instead of committing to code. A senior backend candidate's loop also listed a system design interview, though its format was unclear beforehand. A values interview appears repeatedly, with interviewers asking which company values resonate with you and how you handled disagreements with teammates. Another candidate stressed time management in a three-part technical round that included interviewer pushback and a bug to fix near the end. Practice explaining your reasoning concisely, and reserve time for debugging.
Synthesized from 12 candidate reports by our editorial team.
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Real interview reports from people who went through the Brex process.
I applied online in late August and got a recruiter call scheduled within about a week. The recruiter walked me through what Brex does, talked about compensation and team structure, and asked me to tell her about a complex feature I'd implemented. It was pretty brief—she didn't dig too deep into my background, just enough to confirm I understood the role before moving forward.
Then came the tech screen, which was the first real test. They asked an object-oriented design question that required me to think through simple algorithms and data structures like hashmaps and graphs. It wasn't a pure DSA grind, but you had to know your fundamentals and be able to apply them to an object model. I also got a design prompt to build something like a digital wallet app—think PayPal or Venmo—which forced me to think about the components, data flow, and API surface.
I made it to the onsite, which had three distinct rounds. The first was a debugging round that stood out the most. They gave me a GitHub repo with a small codebase—maybe 500 lines spread across 7 or 8 source files—and I had to find and fix about 4 or 5 bugs in sequence. It felt less like a typical interview and more like real work. The second round was a standard system design interview, which was more familiar territory. The third round threw me for a loop: they asked me to build a functional full-stack application with a database, API layer, and frontend. It was ambitious for an interview setting, but it tested whether I could actually ship something end-to-end under time pressure.
I didn't make it past the onsite. Looking back, the debugging round and the full-stack app challenge are what Brex really cares about—they want to see you read unfamiliar code, think critically, and build working solutions, not just optimize LeetCode problems.
Prep tip from this candidate
Focus heavily on debugging real, messy codebases and be ready to build a full-stack app from scratch—database schema, API endpoints, and frontend UI. Those practical skills matter more here than pure algorithm optimization.
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Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at Brex
Describing a data project and its challenges
| Question | |
|---|---|
| Client Solution Pushback | |
| Max Width | |
| Fixed Length Arrays: Addition | |
| Inherited Model Evaluation | |
| 2nd Highest Salary | |
| Employee Salaries | |
| Empty Neighborhoods | |
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| Closest SAT Scores | |
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| Monthly Customer Report | |
| Rolling Bank Transactions | |
| Top 5 Turnover Risk | |
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| Merge Sorted Lists | |
| Total Spent on Products | |
| Top 3 Users | |
| String Shift | |
| Find the Missing Number | |
| Scrambled Tickets | |
| Comments Histogram | |
| Last Transaction | |
| Get Top N Frequent Words | |
| Like Tracker | |
| Google Maps Improvement | |
| Find the First Non-Repeating Character in a String | |
| Bagging vs Boosting | |
| P-value to a Layman | |
| Maximum Profit |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report an initial recruiter or HR call covering their background and what the role entails. In one internship account, HR also explained the interview stages ahead.
One candidate faced a multi-part OOP-style exercise with an engineer, where speed and completion mattered and not finishing was reportedly close to an automatic rejection. An internship candidate instead completed two CodeSignal challenges on data structures and algorithms, and a mid-level backend candidate mentioned passing an online assessment, so the format may vary by role and level.
Onsite loops described include a standard algorithmic coding interview and a debugging round where candidates identify and fix issues in existing code; one candidate described working in a large codebase. Another candidate described a three-part technical interview with interviewer pushback and a bug to fix near the end, which made time management important.
A senior backend candidate's onsite schedule included a system design interview. The candidate did not know beforehand whether it would be a broad distributed-systems discussion or a lower-level object-oriented or API design exercise.
Several candidates saw an AI-assisted coding session on their onsite schedule. One mid-level backend candidate described having 50 minutes to build a production feature using Claude agents. They attributed not receiving an offer to spending too long scoping subagents instead of committing to a design and coding.
Candidates describe a behavioral and values interview asking which company values resonate with them and how they handled disagreements with teammates. One candidate was told the process would also include a technical deep dive on a past project and a closing conversation with a hiring manager or other senior stakeholder.
