Revolut reviews

To be honest, I actually left because I ended up having mental health problems because of working at Revolut, to the point where I suffered from daily panic attacks and breathing problems, and ended up in hospital. I found that while working there I became more toxic and angry. Even my partner had noticed I was always stressed and severely unhappy. However, I'll try to be fair with the cons and provide explanation. If you want to skip all the details I summarised the 7 points right at the bottom. Cons: General: 1) No work-life balance. You will work minimum 9-12 hours a day - I sometimes was in office till midnight or later. That's why they offer the perk of free UBER trips from the office to your house if you are in office past midnight. The perk is there for a reason. I'm not saying this is an objectively bad thing. Some people like this kind of lifestyle and that is fine, for me it wasn't great. In my opinion, this isn't a place you would want to work at if you want to maintain a life outside of work. Again, this is debatable depending on what you want out of life. 2) The culture is very toxic. Management (middle, senior, execs) view people as resources and not people. They say they are changing, and they will probably reply to this review saying 'They are working on it...', but trust me when I say: this is not a priority for the company. They are output driven, which means they don't care how the results are produced, as long as they are produced; even if that means working 15 hours a day, everyday. When I was joining, I was assured that they are working on improving their culture and focusing on employees. This was not true, at all. Essentially, they just implemented a room with curtains that you can pull shut, where you could go if you were stressed to relax a bit. But here's the catch - since deadlines don't move and everything is output driven, - the longer you stayed in that room, the longer you had to stay after hours just to meet the demanding deadlines. Bottom line: it wasn't much help and this was Revolut's only solution to mental health problems in the work place, even after the hundreds of review comments via internal surveys and platforms like Glassdoor telling management, that the current work place is not sustainable for most people. Just to summarise: you probably won't be seen as an individual unless you get to a level in management. BUT there are a small amount of teams which implement their own culture and phenomenal to work for... I just hope you get into one of these few teams, if not.... god bless you and good luck. 3) Management are way too inexperienced - most of the managers there aren't people who have experience in their role, but are in exec positions because they were early employees. This leads to certain problems: - Young successful people in high positions are trying to prove that they deserve their exec levels, so they implement unreasonable targets and asks which people below have to run around and jump through hoops to meet. - Just pure inexperience and lack of leadership and direction - sometimes it honestly feels like they don't know what they are doing and then saying they need something 10 mins before a meeting. There have been instances where management have agreed to implement something by a deadline only to find that they don't even have data to complete the task because management didn't discuss anything with the data people and just guessed if they had information or not. Which again means that people below have to bend over backwards. - Just unprofessional - Its not uncommon for people to yell at each other there and management to get at each others throats because there is simply no communication between them (again: inexperience). Sometimes because of no experience management does not understand the weight of the words they write or say. They are senior managers and a lot of people look up them. They can be often inappropriate, and since they are young, they don't quite grasp that some of things they say can cause serious problems... I get that they are a start-up but if you want to be a bank (or just a respectable company), you should probably act with some more professionalism. Again to summarise - young inexperienced people are in really high places here. 4) The concept of 'A-Players'. Revolut is obsessed with this term. Essentially they only want the best of the best to work for them. Don't misunderstand: they do not want to train and develop their employees to become A-players and grow. NOPE. They want people to be A-players right when they join. Whats-more, is that this terms has created a divide in the company into the 'GREATS' and the 'COMMONERS'. The greats being the A-players (people who have outstanding performance reviews and are only a small fraction of people in the company). The Peasants being the other 80% or so of the company. This divide is a serious psychological problem where you have to be in the ELITE group otherwise you are worthless in the company. It's so bad that it has come to the point that your feedback on internal surveys to improve Revolut doesn't carry much weight in the company unless you are one of these 'A-Players'. Its like a sad school drama show... 5) The general attitude of the company is 'We are amazing and you should be grateful to work for us'... This isn't a bad thing to some degree, it's good that they are proud of themselves, but I think it is blown way out of proportion. From the moment you apply to Revolut the attitude is on the arrogant side - they believe that they only deserve the best of the best - but what they do not understand is that an 'A-player' wants to work in an 'A-Class' company like Google, Microsoft or the other Tech Titans. It's evident from the company reviews and ratings on this platform and many others that the company is not at the level that they can demand just the A-players from around the world. 6) The compensation is good compared to the market (not by much). What you need to understand is that Revolut is in a league of its own: if you compare the amount of hours you work to the pay they give you, you will understand that you are actually being underpaid. For example if you work at 2 companies ABC, XYZ. ABC pay you £1000 a week but you work 45 hours a week (standard contract) XYZ pay you £1200 a week but you work 60 hours a week (12 hours a day and pay a bit better than market) ABC are paying you £22.22 an hour while XYZ are paying you £20 an hours. Of course it is not always like this, but before you think that they are paying you more than your previous job, weigh up the pay in comparison to the extra level of work you will be doing (not to mention emotional abuse and potential mental health repercussions). 7) Line managers are quite poor here. Not everyone, but a lot of them are not qualified to be line managers. In my experience, they offer no support, and are very quick to blame you. My manager didn't even know what my career progression goals were, I was just a expendable resource to them. They are usually too busy for you, which they tend use as an excuse for not performing their line managing duties and proceed to blame you that you didn't 'manage upward enough' which is just another way of them getting out of their line managing duties. Even when you request a new line manager they refuse to let you go and change, because I guess it looks bad on them, so you end up stuck with a line manager that doesn't pay much attention to your growth. My worst experience was when another team wanted me to work for them and I wanted to work for that team, only to be blocked by my current line manager telling me I can't go. Later I was in a meeting with other managers and my line manager, when my manager said: "Some managers are bad, line managers shouldn't block someone's internal move to a team they are more suited to because people leave and then apply externally". I just sat in that meeting honestly really upset about the situation since the same manager blocked my internal move and then made themselves seem like a thoughtful leader coming up with this solution, when in reality they were doing the exact thing they were preaching against. That was the final moment before I decided I can no longer work there. That and the series of panic attacks I had while working there, I could name other terrible things that happened but I think this review is long enough... TO SUMMARISE 1) NO WORK-LIFE BALANCE 2) CULTURE IS TOXIC 3) MANAGEMENT IS YOUNG AND INEXPERIENCED 4) CONCEPT OF A-PLAYERS CREATES A CLASS SYSTEM IN THE COMPANY 5) REVOLUT HAS A PRETENTIOUS ATTITUDE 6) PAY IS NOT GOOD WHEN PUT IN PERSPECTIVE WITH THE HOURS WORKED 7) LINE MANAGERS CAN HONESTLY BREAK YOUR EXPERIENCE THERE AND BREAK YOU

Revolut is currently akin to Hunger Games where as an employee, you find yourself wondering and hoping that the ‘odds will be with you’. It currently doesn’t matter if you are a high performing individual who values human decency, be prepared to have your head on the guillotine. Yes. Revolut currently reminds me of medieval Europe, with the CEO wielding the axe, and you just waiting for when your name will be called up and your head to be on the chopping board in the middle of a pandemic. A description as above merits a full explanation and a bit of history. As someone who has been with Revolut almost two years, I think I have a good overview and insights to this whole traumatic debacle of a company. Yes, the horror stories of Revolut you read in the media and the reviews you see here are all true. Being female, I knew that joining Revolut was going to be tough. I didn’t realise it was going to be hell. In late 2018 to early 2019, the culture was already cut throat. If you were female and didn’t break down and cry that month, that was a great month for you. I have had female colleagues who cried every day the first week they joined. Me myself? There were so many times I found myself crying in the office toilets, something I have never done in my career before. I had expletives yelled at me in public. I was told my work was stupid or dumb as ...... In Feb 2019, the first Wired article broke out and that hit the company badly. Customers were threatening to cut up their cards and media backlash was spiraling. The CEO realised he had to do something. The people team was expanded, and they tried to put in place better processes and improve culture overall. It was a great effort by those involved but with complete lack of buy-in from the CEO and his right-hand man. In the meantime, Revolut was still in its hyper-growth mentality. All leads were pressured to hire and grow headcount. Heads of departments were told by the CEO that if they didn’t spend 50% of their time on hiring, they were not doing their jobs. As the second half of the 2019 went by, the company started to become bloated and many of the newer joiners were starting to get more complacent (by complacent, I mean leaving at 5pm-6pm which is a big no-no). Then, funding round came. With the IPO failures of both Uber and Wework, investors were now hyper-obsessed with profitability. Gone were the days where success of a startup was by their number of users. Suddenly, Revolut found itself being scrutinised left right center on how they would actually turn a profit. The game was changing. Back from vacation in Jan 2020, the CEO decided to crack his whip and get the complacent company in shape. Everyone who was underperforming were fired without warnings. I would call that the first wave of the culling. Performance reviews were changes from every 6 months to every 3. Suddenly, you only had 3 months to hit your KPIs. New joiners were told on their first day they joined that HR’s KPI was to ensure there were no underperformers (ie, you don’t hit your KPIs, you’re fired.) The second culling came after the first quarter, with yet more heads being axed if they were not performing. And then the pandemic got under way. The company was desperate to cut its headcount and so they started targeting people who were performing but were not directly helping the company make money. I would say that hundreds across the company got axed including a huge amount from the London headquarters. Not all made it to the official number of redundancies which was at 60+ because the company was obsessed with trying to downplay it’s official numbers so to look better compared to Monzo and Starling. Many people were forced to resign, or were told they were being let go for “underperformance.” As in the UK if your tenure is below 2 years, you are not entitled to get due process for your firing for underperformance, the company exploited this legal loophole to fire many people. There were many international employees, many who upended their lives, suddenly finding themselves thrown out on the streets by Revolut without a job, barely anytime left on their visas and virtually no flights back home to their home countries IN THE MIDDLE OF A GLOBAL PANDEMIC. Revolut expected their employees to give their all to the company and demanded that, yet had no qualms deserting these very people they demanded loyalty from during the pandemic. Those left in Revolut now suddenly found themselves having to take on the the jobs and KPIs of the people fired along with their crazy amount, and to achieve them or be fired themselves. Heads and team leads, who would rather resign, are so fearful that if they leave, there would be no one to protect their team, are working themselves to death because they are told if their team does not achieve the team KPI, headcount will be cut. The CEO has basically used the pandemic to drive fear within the employees and hold their livelihoods and feed themselves and family at ransom, in exchange for working conditions bordering ghastly human exploitation. Please avoid like plague. Don't leave a cushy secure job now only to join Revolut and then be fired within 2/3 months (without probation not renewed). Their modus operandi for firing you will be giving you the excuse you 'underperformed', and then you're left stranded in the middle of a pandemic with no job. [True story: has happened to countless colleagues who left good jobs only to be forced out of Revolut 3 months in.]