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      Revolut

      Engaged Employer

      Revolut reviews

      4.0

      76% would recommend to a friend

      (5,318 total reviews)
      avatar

      Nikolay Storonsky

      91% approve of CEO

      77% positive business outlook

      Ratings by category

      4.2

      Diversity & inclusion

      4.2

      Compensation and benefits

      4.1

      Career opportunities

      3.8

      Culture & values

      3.8

      Senior management

      3.6

      Work/Life balance

      Revolut has an employee rating of 4.0 out of 5 stars, based on 5,318 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Revolut employee rating is in line with the average (within 1 standard deviation) for employers within the Finanzas industry (3.7 stars).

      Ratings by demographic groups

      Reviews by job title

      5K reviews
      1.0
      May 1, 2020

      No work life balance, Management only cares about your works not you.

      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Competitive salary/benefits - Talented people. - Some nice perks

      Cons

      - A lot of pressure going on in engineer area. - Developers are blame each others when someone accidentally break the dev environment/branch making them feels shame, rather than helping and stop blaming in the chat group. - No mistake are acceptable, if you are good in everything -> you got only 50% performance review (which is meets expectation). They raise the employee standard, but lack of engineering process and good culture. (They expect all of you to be "above" expectation) - No work life balance/ everyone works like 10+ hours a day to "Get things done". They was no real task estimation, product side are very keen to push their product because they are racing each others to proof them self and to showing off to their CEOs. Most of people left because of that. - They're doing task demo every 1-2 weeks and gather all developer (100+ people more) to watch what every teams are doing. Which is not necessary anymore when the company have more than 100+ people in tech team. It's kinda wasting time and I don't think everyone can remembered what is going on. - They was no engineering manager position which can solve and made a decision in some technical side, as a developer you will report to product owner in your team (Which is very bad, some of product owner doesn't even care about engineering process, they just want to "Get things done"). You also have functional manager (Which is some developer who have more seniority) But they can only help you in some advices for implementation. - They used to have QA department, which is good, because if your team & product are get bigger they should have some one who creating & responsible in quality assurance. But then they decided to collapsed it because they think focus on "pushing" features are more important. - Since there is no QA department, sometimes you & your team will got assigned to some bugs and complaints directly - Not so friendly environment, when everyone still working in the office, no one talking to you if they don't want some answer that related to works, (Because they have a lot of workloads and try to "get things done"). Some people are going have a lunch together, but that's all. - Even after all of the above complaints, CEOs and top management still saying that since the company get bigger, we are start to get lazy (What?!, everyone needs to work long hour for you guys everyday to be enough?) - Rather than try to encourage/help and give a constructive feedback to employee that underperform in some point. They probably fired you because they don't have time for that, they wants to "get things done"

      avatar
      Revolut Response
      6y
      Thank you for taking the time to let us know about your experience at Revolut. We appreciate you letting us know how you feel it could be better and we’d like to address a few of the points you made. Regarding performance reviews, the process includes time for informal and formal check ins on performance. Where people leave after a performance review, this follows formal review and discussion of their performance and where the company believes that the employee has not achieved the expected performance. The purpose of having a line manager as well as a functional manager is that one is task and programme oriented and one an expert in skillsets who can help with realistic expectations and measures. This offers a double-pronged approach to development, learning and progression. If you feel this isn’t working with you, we’d strongly recommend getting together with both of your managers and work out how you might use the structure more to your advantage. Regarding the atmosphere in the office, as a company that has grown quickly, we’ve placed a big emphasis on making sure that our offices are friendly, warm and inclusive for everyone, and feel our workplace experience team and guilds do an excellent job in bringing our people together, both in a work and social context. We’re sorry that you haven’t felt that this has been the case for you so far. We are pleased that you’re satisfied with some important areas such as salary, benefits, perks and of course the people you’re surrounded by, and we’ll ensure that your thorough feedback is passed on.
      2.0
      Dec 15, 2019

      No career for technical staff

      Engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Ownership and some freedom to develop and deliver projects. Early stage members will learn and grow a lot, to some extent.

      Cons

      - executive team is built by people who don't believe in managers so there is poor growth potential for employees - CTO possesses no real leadership skill and so promotes technical staff by merit of their proximity or similarity to him - CEO employs inexperienced team of founders minions to create KPI and performance review processes resulting in broken, non-transparent review system that doesn't reward anything other than immediate returns (lacks recognition for long-term deliverables) - no recognition for lots of long-time employees (have even seen this with early stage team as well) - trying to launch globally without hiring proper executives on the ground in global offices; all executive staff is hired in London HQ - company has developed into bureaucratic teams with many new hires with hidden motives who secretively bash others' work

      1.0
      Sep 2, 2019

      Terrible culture, toxic and arrogant

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Free Coke, Diet Coke and Coke Zero. Cute dogs around the place. Location...if you like water, although you’ll be too busy to enjoy it.

      Cons

      Managers are arrogant, lack interpersonal skills and common sense, don’t listen and look to blame everyone but themselves. Bullying and humiliating and demeaning people in meetings is acceptable here. Very cliquey workplace, unpleasant unfriendly people in particular departments, no real diversity and are only paying lip service to such matters. I suspect that has more to do with attracting investors than really caring about the people that work there. Terrible place, don’t do it to yourself. Find somewhere else to work...anywhere else.

      avatar
      Revolut Response
      6y
      Thank you, we appreciate the feedback. Nothing of what you just described can be tolerated, and we as a company are taking steps to make sure that everyone we hire is aligned on our values so that we don’t find ourselves in such situations. This is why we: —Run completely anonymous company-wide engagement surveys and pulse surveys, where you can leave any comments about what’s bothering you. —Have a confidential Whistleblowing complaints forum so that we can investigate and take appropriate action for you for the future and make sure other colleagues won’t share similar negative experiences. —Have our People Operations team work on making sure our values are enticed in all hiring, on-boarding, evaluation and promotion processes, so that we are always clear about what kinds of behaviours we endorse here. —Our new Head of Learning and Development is working on putting together highly detailed managers’ training, that would not only cover the professional aspects of work but also touch on interpersonal skills and expectations we have here. Our working culture continues to evolve and has recently been reinforced with the relaunch of our corporate values. We will be launching our global employee handbook in October so that everyone is aware of key policies relating to code of conduct, anti-bullying and harassment, diversity and inclusion etc. This is part of our “growing up” journey, which is a priority for our CEO and the Board. We’re not perfect, but we absolutely want to be better, and we can only do this with the help of our employees. If you encounter any negative experience, please raise them with HR or use the confidential Whistleblowing complaints forum so that we can investigate and take appropriate action for you for the future and make sure other colleagues won’t share similar negative experiences.
      Viewing 55 - 57 of 5,318 Reviews
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