Mission: We partner with our clients to create substantial value through an innovative approach that attracts, develops and inspires people to achieve more, together.
Revel associates pride themselves on their ability to adapt to a client’s changing needs and provide leadership, direction and focus to drive successful projects. They understand the pressures and demands of mission critical initiatives, and thrive in high intensity team environments with demanding deadlines and changing deliverables. The infrastructure and freedom we provide enables our associates to perform at their best, and we reward their success with the industry’s best compensation package.
In the most literal sense, revel means “to take great pleasure or delight.” It is usually followed by in; to “revel in” something. In this light, revel isn’t a physical characteristic. Revel is a state of mind. A Reveler occupies that state.
We celebrate an entrepreneurial spirit which enables us to respond with agility to changing needs, providing the perfect blend of intelligence and leadership to tackle any challenge. We maintain a big picture mindset, but aren’t afraid to roll up our sleeves. We entrust our engagements only to the brightest, most experienced professionals—individuals with ingenuity, integrity and a passion for transformative results.
Our professionals possess a zeal for challenges, a spirit of collaboration and a constant desire to solve real problems. And, we attract the best talent through offering a comprehensive benefits package and a platform which enables them to customize their personal and professional growth.
Meet some of our Revelers. You’ll see three things within every Reveler: a drive to improve and master their skills, a desire to work free of the bureaucracy typically encountered in consulting, and a need to have a meaningful impact on the world.
Revel offers education and exploration funds to encourage our associates to not only deepen their education but also to explore their passions.
REVEL GIVES BACK
Since 2011, Revel has supported City Year’s objective to provide year long, full-time programs for young leaders to act as tutors, mentors, and role models to help children stay in school and on track, and transform schools and communities.
Revel has helped City Year develop a strategic roadmap to reach its goals of scaling its programs more effectively and developing new, innovative methods of fundraising to support that growth. Revel also provides help in mobile and social media technologies to City Year’s fundraising efforts in order to better target and acquire a new base of donors.
REVEL GIVES BACK
Treehouse is a Seattle-area, non-profit organization that gives foster kids a childhood and a future by providing programs that help them succeed in school, fulfill key material needs, and connect them to childhood experiences every child deserves.
Revel began its support of Treehouse in 2008 through a company-wide collection for the organization’s “Wearhouse” facility, which offers kids the chance to shop for clothing, toys, and school supplies throughout the year at no cost. Revel’s work helped to boost Treehouse’s social media presence, growing followers by 55%. A key piece to the project was Revel’s ability to segment and target potential donors beyond simply a donation amount, allowing Treehouse to better customize messaging and content.
I worked at Revel Consulting full-time (More than 3 years)
Amazing connectivity in ICT industries.
Ambition to diversify outside of ICT.
Solid Leadership at the top levels. CEO is making more investments in top leadership. Current CEO can not scale effectively without them.
Great benefits, including a full paid paternity/maternity leave.
Middle Management Leadership is inconsistent and quiet
Pipeline of opportunities not made transparent to associates. While this intentional, I don't believe it should be this way. Especially after 18 months of successful project delivery. Let the associates who have earned it peek into the pipeline.
Advice to Management
Deepen your mid-management capacity building. Reward results as much as tenure. Never lose sight of meritocracy.
Evaluate your bonus model for inconsistency and overlooking associates who contributed to new and incremental business revenue.
The process took 4+ weeks. I interviewed at Revel Consulting.
Contacted through Linked In email by company recruiter, who set up a screening phone call. Next was a phone call with head of talent acquisition. A phone call then followed with the business lead for the vertical for which I was being recruited. Shortly after the phone call with the business lead, received the decline email indicating that the business lead had decided to move forward with other candidates. Throughout the process, the recruiter maintained contact, providing information on timing and next steps.
That said, I never really got a feel for the role or why Revel was interested in me working with them. The business lead didn't seem to know anything I'd related in earlier interviews, wasn't a good interviewer and only wanted to talk about the most recent couple years of a longer career. From the tone of his questions and interviewing style, it seemed like Revel was only interested in tactical examples about how I'd met past challenges, clients with which I'd worked and whether I had direct experience with their current clients. Not much interest in whether I could bring new ideas or help grow the business. For a small consulting firm looking to expand, I expected better.