Multi-step interview process. In-between each step there's always an HR call to check-in and prepare for the next phase. Personally didn't find these massively helpful as the recruiter would spend literally 15 minutes reading from a script/manual which could probably be shared through e-mail, sparing everyone's time. Process feels very prescriptive and with strict guidelines on which questions will be asked at which point of the process. I believe it's also very "biased" as each step of the process (Case Study, Bar Raiser) depend on a single evaluator (interviewer), with whom you may or may not connect & engage positively. One positive point is that, once started, you get from first interaction to offer in roughly 1 month which is great speed. Overall it looks like the below: - Online Application - HR 30 min screening call for quick culture fit assessment - SHL Numerical and Logical Reasoning tesdt - HR call 15 min to prepare for Case Study interview - Case Study 45 min interview with a broad case study to assess your thinking process - you're given a problem statement which you need to continuously probe the interviewer on by asking questions. Desired outcome is your set of recommendations on how you would solve the given problem. - HR call 15 min to prepare for Bar Raiser interview - Bar Raiser 60 min interview where you're meant to deep dive on your past professional achievements and experience. STAR methodology expected and deployed throughout. You can also have a small Case Study similar to the one in the previous round. Got a rejection after the Bar Raiser interview step. Contrary to my Case Study interviewer - which made the interview more like a two-way conversation, as it should be - my Bar Raiser Interviewer was totally uninterested, clearly doing something else during the interview and often asking questions that were completely outside of the topics being discussed at the time. It was certainly my fault for not being able to captivate enough of his attention, but he also seemed overall not super motivated for being at Revolut and thus not really being a great company advocate. At the end of the interview, when I asked "Why did you move to Revolut?" he stated "Fast pace" as the main reason; when I probed deeper "Why not Amazon, Uber or any other FinTech which are also equally fast-paced?" he then replied "No particular reason, I had no Fintech experience and Revolut was just the opportunity that I eventually managed to secure" - doesn't sound too exciting, right?! Rejection came under the form of an automatic rejection e-mail, sent on a Saturday (typically non-working day for HR teams, potentially signalling that this was automatically scheduled) , stating that "... the feedback you have received will help you understand the reasoning behind our decision." I have not received a single line of feedback from neither the interviewer nor the HR partners, despite asking for it though e-mail twice. I also did not appreciate the completely robotic, non-human touch of sending an automatic rejection e-mail on a Saturday (!) to someone that reached the final stage of their recruitment process. I had a great impression of the company before applying - after interacting with some of the current employees doing the interview process, it negatively changed my impression about Revolut. I feel they seek to hire A-players to join their team, but the questions asked are rather dull (examples below) and don't truly probe on past experience and achievements.

Talent team reached out. Screening call arranged with the screener. 1 hour interview conducted. Result was shared couple of days later. Asked for feedback and received. Eventhough it was not accurate or made any sense.