7-8 round interview process which favours case studies before meeting people. It includes a live case study and a prepared case study. Because HR is overwhelmed, you could have a 2-3 week gap between interviews based on scheduling availability. While organised, the process is heavily scripted and not “human”. Most of the individuals involved didn’t seem to have personalities — they were holistically focused on the immediate task at hand. This made it seem like a transactional relationship — what can you give me, or how can I hit my KPI or grading rubric vs what is the potential we can build something great together. Take it or leave it, it’s the Revolut culture — and it will produce challenges later when things get tougher. It ultimately disengaged me in the process — it’s a cool company accomplishing a lot. However, it won’t be a process that gets people that are committed and advancing, but get foot soldiers who leave after the pay increases stop or they felt they got the brand to move elsewhere better.

I had a total of 5 rounds of interviews: 1. Screen with the recruiter 2. Problem solving/case 3. Cultural fit 4. People management & hiring 5. Interview with the CEO I had great feedback on all rounds but the last one, however it seems to have carried the most importance not because of its content but because of who was running it. The process was ok, but lengthy and I did discount a number of things on the grounds that if I did join, I would be senior enough to change them (e.g. people turning up late to interviews, having video switched for the interview, people doing interviews in the area where they lack experience, no handover between interviews, etc.) There were some positives too - I did meet a couple of nice people in the process and the recruiter I had was supporting and on point.