Revel Consulting Interview Questions & Reviews in Kirkland, WA

Interview Details – Meet with Talent Acquisition & Management specialist - they will take your pulse and determine initial fit. Might even meet with the CEO if he is on site. This is followed by two in person interviews on site - Behavioral and a Case Study.

Negotiation Details – Couldn't. They went above my initial asking price range.

Interview Details – I had several phone interviews, then had 2 in-person interviews. One was informal and the other was in a conference room and they required you to draw something on the white board. I think it was a trick question in the interview, but overall it was an ok interview. I think it would be best if they didnt require people to write on the board and just let them if they wanted to, that way they could see who was more outgoing and eager to get the point accross.

Negotiation Details – Not much room for negotion, the company was between employees so I was originally told I would be getting paid $65 an hour then when the new employee came on he told me I could only get $60 an hour. It was a little annoying having them so off on the communication, but in the end I thought it was ok and I still took the job.

Interview Details – met with many account managers on diffenrt accounts as well as leads. All interactions with folks were impressive. folks seemed positive,intelligent, motivated. Concern in getting the right talent into clients and right fit for Revel culture.

Negotiation Details – fair it was about mid range between the 3 offers I had. However project and culture sold me on Revel

Interview Details – Phone interview to understand culture and answer questions. The flow as personable and I had time and space to all my questions

In person interview was a mix of impersonal and problem solving skills. I had submitted my resume and the manager has reviewed it, and asked detailed questions. He provided answers to any additional questions I had. I provided detailed answers to a number of capability based questions and scenarios (client management). Overall I could see the culture and liked what I saw. Offer letter was quick and the package was completive.

Negotiation Details – Reasonable process answered question and had open discussion about value provided.

Interview Details – My experience with Revel was not necessarily negative nor exceptionally positive. I first had a phone screening with a recruiter who explained about the company and a few weeks later she scheduled an interview with two managers, one to give a case study interview and the other to do a “behavioral” interview.

The case study interview consisted of the manager providing scenarios to see how one problem solves. However, very little information or context was provided for a problem that would need to be more thoroughly analyzed to come up with appropriate solutions. The behavioral interview consisted of walking a person through my resume and answering a project management related question. I didn’t feel that either assessed my competencies, past experience or future potential well at all. It seemed that they had already made a decision about my qualifications.

Candidates should beware that their “Pure Consulting” - “reduces the barriers between great minds and great opportunities” is silly marketing messaging. It only means they work just like the other “boutique” consultancies – they manage the client, negotiate the rate, write the SOW and occasionally touch base with the client. They want the consultants to focus only on the work. Nothing new there.

Revel doesn’t actually provide a collaborative work environment nor do they provide any professional development training as their website states. When I asked about this, they said that they don’t do much team project collaboration and I was told they have no formal development programs for associates – they only do occasional peer-to-peer mentoring or brown bag lunches on a topic. Again, same as other consultancies. Also, their pay rates are no higher and in some cases lower than other consultancies. Revel needs to better evaluate people who have broad and deep experience, knowledge and ability. People who have years of industry experience and have managed an array of projects, from strategy to execution. I think Revel thinks too highly of themselves and have an elitist attitude. Revel is not a company with which I would want to work .