How to Apply to Itau Unibanco

11 min read Last updated April 20, 2026 168 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Itaú Unibanco runs every application through Gupy at vemproitau.gupy.io — your master Gupy profile is effectively your standing CV with the bank, so build it carefully and keep it current.
  • The careers portal is bilingual (pt-BR and en) but the hiring process is conducted in Brazilian Portuguese for Brazilian roles; English fluency is a meaningful differentiator for tech, finance, and wholesale positions.
  • Behavioral interviews are explicitly mapped to the eight Cultura itubers values — prepare STAR stories for each, with quantified outcomes.
  • There are dedicated affirmative talent pipelines for women, Black professionals, people with disabilities, the Itaú Design Team, and the Itaú Carreira de Produtos community — apply through these directly if you qualify, even when no specific role is posted.
  • Compensation includes PLR (profit sharing of typically two to four months of salary at target), private pension match, Fundação Saúde Itaú medical plan, Wellhub or TotalPass, extended parental leave, and education reimbursement — evaluate the total package, not the base salary.
  • Most São Paulo technology roles are hybrid (two to three office days per week at the Centro Empresarial Itaú in Jabaquara or the Centro Tecnológico in Mogi Mirim); commercial and agency roles are typically on-site at a specific branch.
  • The bank publishes diversity, sustainability, and culture content openly through Investor Relations and the Hub de Conhecimento — referencing this material in interviews demonstrates genuine research and is consistently rewarded.
  • Estágio (internship) and Trainee programs are highly competitive entry points with structured 12 to 24 month tracks, dedicated mentorship, and strong conversion rates to permanent CLT roles.
  • Feedback after rejection is typically provided through Gupy within one to two weeks and is more substantive than the Brazilian banking norm — use it to strengthen subsequent applications, since reapplying after six months is permitted and common.

About Itau Unibanco

Itaú Unibanco is the largest private-sector bank in Latin America by market capitalization and total assets, headquartered at Praça Alfredo Egydio de Souza Aranha, 100, in the Parque Jabaquara district of São Paulo, Brazil. Formed in 2008 by the merger of Banco Itaú and Unibanco, the institution traces its lineage to 1945 and today operates in 18 countries, serving more than 98 million clients across retail, corporate, investment, private, and asset management lines of business. The company employs approximately 96,000 people, the majority of whom are based in Brazil but with meaningful concentrations in Buenos Aires, Santiago, Bogotá, Asunción, Montevideo, New York, London, Lisbon, Frankfurt, Zurich, Dubai, Hong Kong, Tokyo, and Nassau. Internally, employees refer to themselves as 'itubers,' a coined identity that signals the bank's deliberate cultural shift toward product-led, technology-forward ways of working. Itaú is consistently ranked the most valuable brand in Brazil by Interbrand and Kantar BrandZ, and was named the country's best place to work for organizations with more than 10,000 employees by Great Place to Work in 2024 (5th in the broader Grandes Empresas category and 1st in the 'Bancos' category of FIA/Estadão's Lugares Incríveis Para Trabalhar). The business is organized around four reporting segments: Varejo (Retail Banking, including agencies, private clients, and the Íon investments platform), Atacado (Wholesale, comprising Corporate and Investment Banking, Global Markets and Treasury, and Wealth Management Services), Cartões e Adquirência (Cards and Acquiring, anchored by the Rede merchant network), and Tecnologia & Operações (Technology and Operations, which has absorbed the bulk of the company's hiring growth over the past five years). The technology organization alone employs tens of thousands of engineers, data scientists, designers, and product managers working in squad-based product teams that ship into the Itaú app — one of the most-downloaded financial applications in the Americas — as well as into core banking, payments, credit, investments, and the bank's growing portfolio of B2B platforms. Itaú's stated cultural pillars (the 'Cultura itubers' refresh published by Investor Relations) emphasize obsession with the client, simplicity, ownership, courage, and collective intelligence, and the bank invests heavily in social impact through Itaú Social, the Itaú Cultural institute, and Fundação Itaú, all of which sit within the careers ecosystem and offer their own staff opportunities.

Application Process

  1. 1
    Discovery: Browse the careers portal at carreiras

    Discovery: Browse the careers portal at carreiras.itau.com.br (Phenom-powered) or the directed-opportunity pipelines for women, Black professionals, people with disabilities (PwD), the Itaú Design Team, and the Itaú Carreira de Produtos talent communities — these last five accept evergreen registrations even when no specific role is open.

  2. 2
    Application: Click 'candidatar-se' on any role and you will be redirected to vem

    Application: Click 'candidatar-se' on any role and you will be redirected to vemproitau.gupy.io, the Gupy applicant tracking system that handles every Itaú application. Create a Gupy account (or sign in with LinkedIn/Google), upload your CV, and complete the structured profile, demographic self-identification, and any role-specific knockout questions.

  3. 3
    Triagem (Screening): Gupy's AI-assisted ranking scores candidates against the jo

    Triagem (Screening): Gupy's AI-assisted ranking scores candidates against the job's structured requirements within hours; recruiters then review the shortlist, typically reaching out within 7 to 14 days for an initial 30 to 45 minute phone or video conversation focused on motivation, salary expectations, and basic fit.

  4. 4
    Avaliações (Assessments): Most roles include online behavioral and logic assessm

    Avaliações (Assessments): Most roles include online behavioral and logic assessments delivered through Gupy or a partner platform; technology and data candidates receive a take-home or live coding challenge, and commercial and risk roles often include case studies, English proficiency tests, or business simulations.

  5. 5
    Painéis Técnicos (Technical and Cultural Panels): Expect two to four interviews

    Painéis Técnicos (Technical and Cultural Panels): Expect two to four interviews with the hiring manager, a peer or technical reference, an HR business partner, and — for senior roles — a skip-level leader or department head; conversations are conducted in Portuguese unless the role explicitly requires another language, and behavioral questions are mapped to the eight Cultura itubers values.

  6. 6
    Oferta e Contratação (Offer and Hiring): Successful candidates receive a verbal

    Oferta e Contratação (Offer and Hiring): Successful candidates receive a verbal offer followed by a formal proposta, an admissional medical exam, document collection (CTPS, RG, CPF, comprovante de residência, diplomas), and onboarding scheduling; CLT employees join with the full benefits package, while interns and trainees enter through dedicated programs (Estágio Corporativo, Estágio Comercial, Programa Trainee Itaú, +Inclui +Oportunidades).

  7. 7
    Onboarding: New itubers complete a structured Welcome program covering the bank'

    Onboarding: New itubers complete a structured Welcome program covering the bank's history, regulatory environment (BACEN, LGPD, CVM), security and compliance training, benefits enrollment, and squad-specific technical onboarding; remote, hybrid, and on-site arrangements vary by area but most São Paulo technology roles operate on a hybrid model with two to three office days per week.

Resume Tips for Itau Unibanco

recommended

Submit your CV in Brazilian Portuguese unless the listing is for an internationa

Submit your CV in Brazilian Portuguese unless the listing is for an international office — Itaú's recruiters and the Gupy parser are tuned for pt-BR, and English-only resumes for Brazilian roles signal poor research; bilingual candidates can include a brief English summary section but the body should match the listing's language.

recommended

Use Gupy-friendly formatting: a single-column

Use Gupy-friendly formatting: a single-column .pdf or .docx, standard fonts (Arial, Calibri, Helvetica) at 10–11pt, no images or icons in the header, no text inside text boxes, and section headings that mirror the platform's expected fields (Resumo, Experiência Profissional, Formação Acadêmica, Idiomas, Certificações).

recommended

Mirror the exact terminology from the job description — Gupy's matching algorith

Mirror the exact terminology from the job description — Gupy's matching algorithm scores keyword overlap heavily, so if the role says 'Engenharia de Software Backend Java Sr | Core Banking' your resume should explicitly contain Java, backend, core banking, and senior or sênior, not synonyms like 'server-side' or 'banking systems.'

recommended

Quantify impact in the metrics Itaú cares about: clients served, transaction vol

Quantify impact in the metrics Itaú cares about: clients served, transaction volume, revenue or NII contribution, NPS movement, time-to-market reductions, defect rates, AWS or cloud cost savings, and percentage of test coverage; vague phrasing like 'improved performance' is invisible against quantified competitors.

recommended

Lead with your most recent five to seven years of experience and cap the documen

Lead with your most recent five to seven years of experience and cap the document at two pages; for early-career candidates aiming at Estágio or Trainee, a single-page CV with academic projects, course load, university (USP, Unicamp, ITA, INSPER, FGV, PUC, and federal universities are well-represented), and extracurricular leadership is preferred.

recommended

Highlight regulated-industry exposure where relevant: BACEN regulations, LGPD, P

Highlight regulated-industry exposure where relevant: BACEN regulations, LGPD, PCI-DSS, SOX, IFRS, BASEL III, anti-money-laundering (PLD/AML), KYC, and open finance experience signal that you can operate within the bank's compliance constraints from day one.

recommended

Include a Diversidade & Inclusão section if you self-identify with one of Itaú's

Include a Diversidade & Inclusão section if you self-identify with one of Itaú's affirmative pipelines (mulheres, pessoas negras, pessoas com deficiência, LGBTQIA+, 50+) and complete the same self-identification fields inside Gupy — the bank publishes diversity targets and routes affirmative candidates through dedicated tracks rather than the general queue.

recommended

Save your CV in Gupy as your master profile and keep it updated; recruiters proa

Save your CV in Gupy as your master profile and keep it updated; recruiters proactively search Gupy's internal database for talent communities (Itaú Design Team, Itaú Carreira de Produtos, Tech), so an evergreen profile can surface roles you never explicitly applied to.

ATS System: Gupy

Itaú Unibanco runs every application through Gupy, the dominant Brazilian applicant tracking system, hosted at vemproitau.gupy.io. The careers portal at carreiras.itau.com.br is the Phenom-built employer-branding and discovery layer, but the moment you click 'candidatar-se' on any role you are redirected to Gupy, where you create an account (or sign in with LinkedIn or Google), upload your CV, complete a structured profile, answer role-specific knockout and behavioral questions, and submit demographic self-identification used for the bank's affirmative pipelines. Gupy uses AI-assisted ranking that scores candidates against the structured requirements of each posting, so resume keyword alignment has measurable impact on whether your application surfaces to a human recruiter. Your Gupy profile is persistent across every Itaú application, so investing in a complete and current master profile pays compounding dividends.

  • Build a complete Gupy master profile and keep it updated — recruiters search the internal Gupy database proactively, especially for the standing talent communities (Itaú Design Team, Itaú Carreira de Produtos) and affirmative pipelines.
  • Mirror the job description's exact terminology in your CV — Gupy's matching algorithm rewards literal keyword overlap, not semantic synonyms.
  • Upload a clean single-column .pdf or .docx CV with no images, icons, text boxes, or multi-column layouts; Gupy's parser is reliable but not perfect, and complex layouts cause field-extraction errors.
  • Complete the diversity self-identification fields honestly — they route applications to dedicated affirmative pipelines and have no negative impact on candidacy in any area.
  • Submit your application in Brazilian Portuguese for Brazilian roles; the parser, recruiters, and AI ranking are tuned for pt-BR.
  • Track application status inside the Gupy candidate dashboard rather than emailing recruiters — every state change (triagem, assessment, interview, decision) is reflected there in near real time.
  • If rejected, read the feedback Gupy provides within one to two weeks and incorporate it before reapplying after the six-month cooling-off period.

Interview Culture

Itaú's interview process is structured, behavioral, and explicitly tied to the eight values of the Cultura itubers framework: cliente, dono, simples, time, coragem, ético, sustentável, and visão de longo prazo. Interviewers are trained to probe for evidence of these values using STAR-format questions ('Conte-me sobre uma situação em que...'), and candidates who can articulate concrete past experiences with measurable outcomes consistently outperform those who speak in generalities or hypotheticals. The conversation is professional but warm — itubers describe the culture as genuinely collaborative and bias-aware, with a deliberate effort to put candidates at ease, especially those entering through the affirmative pipelines. Bring questions that demonstrate research into the specific squad, product, or business line; generic questions about 'company culture' read as low effort given the volume of public material the bank publishes through Investor Relations, the Cultura itubers blog, and the Hub de Conhecimento. For technology roles, expect a meaningful technical bar that includes coding (typically in the candidate's preferred language between Java, Kotlin, Python, Go, .NET, or TypeScript), system design at appropriate seniority, behavioral STAR conversations, and a deep-dive on a past project where you owned scope, tradeoffs, and outcomes. Senior engineering candidates should be ready to discuss architectural patterns relevant to high-criticality financial systems — eventual consistency, idempotency, observability, blue-green deploys, AWS service tradeoffs, and security boundaries — and to explain how they coach mid-level peers and influence without authority. Commercial, risk, finance, and operations interviews lean heavily on case studies grounded in retail or wholesale banking scenarios, English proficiency screening (often a 10–15 minute conversational segment), and conversations about regulatory awareness. Across all areas, the bank weights long-term thinking and ethical judgment heavily; questions about a time you escalated a compliance concern, said no to an executive request, or chose a slower correct path over a faster expedient one are common and consequential. Salary negotiation happens at the offer stage and is conducted by a People Business Partner; published salary bands are tight by Brazilian market standards but the total compensation package — PLR (profit sharing, typically two to four months of salary at target), private pension match, Wellhub or TotalPass, education reimbursement, and the Fundação Saúde Itaú medical plan — meaningfully exceeds the headline number. Feedback after a rejection is generally provided within one to two weeks via Gupy and is more substantive than the Brazilian banking-sector norm.

What Itau Unibanco Looks For

  • Demonstrated ownership and outcome accountability — itubers are expected to behave like owners of the business, not contributors to a project, so evidence of taking initiative end-to-end (problem identification, scoping, execution, measurement, iteration) matters more than title or scope of authority.
  • Client obsession that goes beyond NPS — concrete examples of how you discovered, prioritized, or solved a real customer problem, and how you measured whether the solution actually mattered.
  • Long-term, ethical judgment — the bank operates under intense regulatory scrutiny (BACEN, CVM, LGPD), and interviewers actively probe for candidates who can hold the line on compliance, security, and customer trust even when commercial pressure pushes the other way.
  • Technical depth appropriate to the level — Pleno candidates show consistent execution and code quality, Sênior candidates show systemic thinking and influence, Especialista and Tech Lead candidates show platform-level ownership, mentoring, and architectural judgment across squads.
  • Comfort working in squad-based, product-led ways of working — agile rituals, OKRs, dual-track discovery, peer code review, blameless postmortems, and direct collaboration with product, data, security, and design partners.
  • Bilingual or multilingual capability — Portuguese is required for Brazilian roles, English is strongly preferred for technology, finance, and wholesale roles, and Spanish opens doors across the LATAM footprint (Argentina, Chile, Colombia, Paraguay, Uruguay).
  • Diversity-positive contribution — the bank has public targets for race, gender, LGBTQIA+, PwD, and 50+ representation, and actively values candidates who bring different perspectives and who can contribute to inclusive team dynamics.
  • Resilience and learning velocity — Itaú is in continuous transformation (cloud migration, AI integration, open finance, payments modernization), and the bank explicitly hires for adaptability over static expertise; candidates who can describe how they unlearned and relearned during a major shift stand out.

Frequently Asked Questions

What ATS does Itaú Unibanco use to manage applications?
Itaú uses Gupy (vemproitau.gupy.io) for every application across every business line in Brazil. The careers portal at carreiras.itau.com.br is built on Phenom and serves as the discovery and employer-branding layer, but clicking 'candidatar-se' on any role redirects you to Gupy where account creation, document upload, assessments, and status tracking all happen. Gupy is the dominant Brazilian ATS and uses AI-assisted candidate ranking, so resume keyword alignment with the job description has measurable impact on whether your application reaches a human recruiter.
Do I need to speak Portuguese to work at Itaú?
For roles based in Brazil — which is roughly 90 percent of the company's headcount — fluent Brazilian Portuguese is required, and the entire application and interview process will be conducted in Portuguese. English is strongly preferred and often required for technology, finance, wholesale banking, and international roles, and Spanish is valuable for positions with Latin American scope. International offices in New York, London, Lisbon, Frankfurt, Zurich, Dubai, Hong Kong, Tokyo, and Nassau hire in the local working language, with Portuguese as a plus for coordination with São Paulo headquarters.
What is the Cultura itubers and why does it matter for interviews?
Cultura itubers is Itaú's refreshed cultural framework, built on eight values: cliente (client obsession), dono (ownership), simples (simplicity), time (team), coragem (courage), ético (ethical), sustentável (sustainable), and visão de longo prazo (long-term vision). Interviewers are trained to probe for behavioral evidence of these values using STAR-format questions, and candidates who prepare specific past examples for each value — with quantified outcomes — consistently outperform those who answer in generalities. The framework is published openly on Itaú's Investor Relations site and is required reading before any interview.
How long does the Itaú hiring process take from application to offer?
End-to-end timelines typically run four to eight weeks for permanent CLT roles, depending on seniority, the number of interview panels, and the area. Initial recruiter contact usually happens within 7 to 14 days of application. Estágio and Trainee programs follow a structured calendar with cohort-based selection windows that can run six to ten weeks across multiple assessment phases (online tests, group dynamics, business challenges, panel interviews, executive committees). Senior and executive roles can extend to ten or twelve weeks because of additional governance and reference-check requirements.
Does Itaú have entry-level programs for students and recent graduates?
Yes — Itaú runs three flagship early-career programs: Estágio Corporativo (corporate internship, 12 to 24 months, for current undergraduates across business, technology, finance, and operations), Estágio Comercial (commercial internship, focused on the agency network), and Programa Trainee Itaú (an accelerated 12 to 18 month rotational program for recent graduates targeting future leadership roles). The bank also runs +Inclui +Oportunidades, an affirmative program designed to broaden access for underrepresented groups. All programs offer a stipend, benefits, structured mentorship, and historically strong conversion rates to permanent CLT positions for high performers.
What benefits do itubers receive?
The standard CLT benefits package includes Vale-Transporte, Vale-Refeição or Vale-Alimentação (meal and grocery vouchers), private medical coverage through Fundação Saúde Itaú or Central Nacional Unimed, dental coverage through Odontoprev or Interodonto, life insurance, PLR (profit sharing, typically two to four months of salary at target depending on the bank's annual results), private pension contributions with company match, exclusive discounts on Itaú financial products, extended maternity and paternity leave, daycare or nanny assistance, education reimbursement, Wellhub or TotalPass for fitness, and access to the Itaú leisure clubs in Guarapiranga, Itanhaém, and São Sebastião. Intern and trainee benefits are scaled but include the meal voucher, transport assistance, medical coverage, and a stipend benchmarked above the Brazilian market.
Can I apply to multiple Itaú positions at the same time?
Yes, and it's a sensible strategy if your profile genuinely fits multiple roles — Gupy allows parallel applications, and recruiters across different squads can independently evaluate your candidacy. However, applying to a large volume of unrelated roles can flag your profile as low-signal in Gupy's ranking model. The more effective approach is to maintain a strong master Gupy profile, apply selectively to the two or three roles that closely match your background, and additionally register with the standing talent communities (Itaú Design Team, Itaú Carreira de Produtos, and the affirmative pipelines) so recruiters can surface you proactively for new openings.
Are remote and hybrid work arrangements available?
Most São Paulo technology and corporate roles operate on a hybrid model with two to three office days per week, anchored at the Centro Empresarial Itaú in Jabaquara or the Centro Tecnológico in Mogi Mirim. Some specialized engineering and design roles are fully remote within Brazil. Commercial roles in the agency network are on-site at a specific branch. International office arrangements vary. Each job posting clearly states the work model (Presencial, Híbrido, or Remoto) and the city assignment, so review this before applying — the Gupy listing for a Hybrid São Paulo role assumes you will be present in São Paulo for in-office days.
What happens if I am rejected — can I reapply?
You can reapply to Itaú after a six-month cooling-off period, and many successful itubers were hired on a second or third attempt. Gupy typically provides feedback within one to two weeks of a rejection decision, and that feedback is more substantive than the Brazilian banking-sector norm — use it concretely to strengthen your next application. If you were rejected for a specific gap (English fluency, a particular technology, regulatory exposure, leadership scope), close that gap visibly through coursework, certifications, or a job change and reference the new evidence in your next application. Recruiters can see your full Gupy history and reward demonstrated growth.
Does Itaú sponsor work visas for international candidates?
Itaú sponsors work authorization for senior, scarce-skill, or executive roles where a Brazilian or LATAM candidate cannot be readily sourced — most commonly in technology specializations such as machine learning, quantitative finance, cloud architecture, and cybersecurity. The process is handled by the bank's mobility team in coordination with the Brazilian Ministry of Justice and typically takes three to six months. For mid-level and entry-level roles, sponsorship is rare; the much more common path for international candidates is to apply directly to one of Itaú's international offices (New York, London, Lisbon, Frankfurt, Zurich, Dubai, Hong Kong, Tokyo, Nassau) where local work authorization is required at the point of application.

Open Positions

Itau Unibanco currently has 168 open positions.

Check Your Resume Before Applying → View 168 open positions at Itau Unibanco

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