Revolut reviews

Culture at Revolut is shockingly bad. The toxicity from the old guard spreads around the business like a virus contaminating each and every new employee who walks through the door. Most employees appear stressed and under significant pressure. Fear is used as a motivator. Teams are regularly torn apart in department wide meetings with nonsensical comments from leadership with less experience and knowledge than the people they manage - each week wondering will it be me? Bureaucracy for the sake of bureaucracy is rife - some teams exist simply to create additional admin for the teams actually making a difference taking them away from doing valuable work with no clear reason. Yet these are the “A players” who constantly receive praise for revolutionising ways of working…there’s nothing revolutionary about creating more admin for the sake of it. Senior leadership are built in the mould of the CEO - if you don’t fit in with his way of working - you won’t be considered a success at Revolut. The aggressive values they set make for a very rigid performance evaluation structure - that aggression is visible in the majority of the departments and the KPIs reflect this. So much so that the every team only looks out for itself making collaboration a huge challenge. There’s nothing wrong with a bit of healthy competition but Revolut takes this too far.

The KPIs are unachievable only with the working hours. No one tells you that you are expected to work overtime but the KPIs are aggresive enough that they create a sense of urgency for absolutely everything. This also decreases collaboration between teams, because everyone is under the same pressure and if your work has dependencies on other teams you will have a bad time. This is a problem from the top down, and Nik itself is perceived as a person that leads into this toxic culture, unapproachable and with a sensitive temper. There are also few training opportunities outside of the internal e-learnings because these are not budgeted and they don’t seem to be a priority. There is also a hire fire culture (I’ve seen people gone overnight very often) because the value of people doesn’t seem to be too high for the organization. If the aggresive KPIs are not met, there is a practice of offering you the option to either leave or being put into PIP, at the end of which you would probably be let go of anyways. This didn’t happen to me personally but I’ve seen it very often with peers. Please read other reviews on glassdoor carefully and believe them, because I didn’t and IT IS as bad as they say. If you walk into this, walk knowing you will make many personal sacrifices. I decided to leave because I was burnt out.