Nubank —
International UI/UX
Nubank operates in Brazil, Argentina, Colombia, and Mexico. Tech offices in the USA and Europe. After the IPO, they needed to centralize their institutional presence.
Different countries had different websites. Different brands. Different content structures. Some pages existed in one country but not another. It was a mess.
Our job: build a multi-lingual institutional website with a Careers Hub, ESG Reports, and Pressroom. One domain. Accessible. Consistent.
The site shipped — but what moved? Without access to Nubank's analytics, I built a directional model using SEC employee filings, earnings reports, and employer brand rankings to estimate the scale of change. These are estimates, not reported metrics.
- Careers traffic scattered across 4+ country-specific domains and Greenhouse ATS (boards.greenhouse.io/nubank)
- Zero Google Jobs eligibility — no structured data on job pages
- No institutional page for MX/CO candidates in their local language
- 3 employees hired for every 100K+ in employer brand spend, all organic
scattered across 4+ domains
- All careers traffic captured on owned domain — international.nubank.com.br
- 500+ job pages with JSON-LD structured data, eligible for Google Jobs carousel
- Dedicated Spanish and Portuguese sections for MX and CO markets
- Universum: #3 most attractive employer for Brazilian students in 2022, up from #6
consolidated on owned domain
Full methodology
Traffic baseline (2021): nubank.com.br had ~19.5M monthly visits in early 2025 (Semrush). Nubank had ~90M+ customers then vs. 53.9M at end of 2021 — a ratio of ~0.60. Applying that to 19.5M gives ~11.7M monthly visits, conservatively rounded to 10–13M.
Careers % pre-hub: Before the hub, careers content lived on country-specific subpages and Greenhouse's own domain. Organic search for "nubank jobs" or "nubank emprego" would land on Greenhouse, not nubank.com. Conservatively, ~1–2% of main domain traffic had careers intent on-domain, plus a similar volume on boards.greenhouse.io/nubank. Total: ~300–450K/month across all touchpoints.
Careers % post-hub: With a dedicated careers hub on the international domain — proper landing pages, job listings, country filtering, and structured data — careers traffic consolidates onto the owned domain. Industry benchmarks for high-growth tech: 4–6% of domain traffic to careers. Applied to ~13M total domain visits: ~520–780K/month. Range adjusted to 600–800K accounting for new international markets adding organic traffic.
What this doesn't capture: Actual conversion rates (application submissions), quality of applicants, or the direct SEO uplift from structured data / Google Jobs indexing. Those would require Nubank's Search Console and ATS data.
These are estimates with a wide confidence interval. They're meant to show order-of-magnitude and directionality, not precision.
I ran SWOT and CSD Matrix sessions with stakeholders to map the landscape.
- Strong, recognizable brand worldwide
- Existing blog layout as visual reference
- Large, experienced dev team
- Fragmented country-specific websites
- Inconsistent language and tone across regions
- No centralized content management
- Single domain SEO boost
- Centralized careers hub for global hiring
- Unified institutional presence post-IPO
- Deployment complexity across regions
- Redirect management for existing URLs
- Country-specific legal and compliance needs
Key actionable insights: maintain visual consistency with the existing Blog layout. Coordinate with country-specific teams on redirects early. Involve SEO analysts from day one.
I designed the sitemap after gathering all institutional content across countries. Every page had implications that needed to be tracked.
| Page | Implications | Attention Points |
|---|---|---|
| About Us | Content must reflect Nubank's global mission while adapting tone per country. Requires close alignment with comms team. | Legal review required for each country version. Financial disclosures vary by region. |
| Careers Hub | Integration with the ATS system for live job listing sync. Language switching must be seamless. | Country filter must be accurate — wrong listings create friction for candidates and legal exposure for HR. |
| Job Listings | Dynamic filtering by country, team, and seniority. Must pull real-time data from the ATS. | Edge case: jobs open in multiple countries must not show duplicate listings. |
| Job Page | Structured data (JSON-LD) required for Google Jobs indexing. Each job page is a SEO asset. | Benefits section differs by country — can't use a global template without conditional rendering. |
| Newsroom | Separate intake flow for PR team to publish press releases. Needs a CMS interface the comms team can use independently. | Media embargo dates must be enforced at the CMS level, not manually. |
| Press Releases | Dual content strategy: global releases (IPO, partnerships) and local releases (country-specific news). | Translation pipeline needs to be defined — who translates, who approves, what's the SLA? |
| ESG Reports | Annual heavy-content page. PDF downloads must be versioned and accessible. | Accessibility compliance is mandatory for ESG content — screen reader testing required. |
| Blog | Existing blog URLs must redirect cleanly to new domain structure. No broken links. | Duplicate content risk if the same post is published across country subpages without canonical tags. |
High-fidelity wireframes for the Careers Hub flow. The biggest challenge was making job listings work across four countries with different languages, different benefit structures, and different legal requirements.
The site went live at international.nubank.com.br. Accessible, multi-lingual, one unified domain. All institutional content centralized for the first time.