1. Online Assessment The process began with a cognitive aptitude test consisting of 40 questions to be completed in 20 minutes. The test is heavily time-pressured and focuses on logical reasoning, numerical ability, and problem-solving rather than technical finance knowledge. Speed and accuracy are both important. 2. Technical Interview (Financial Controller) The next stage was a technical interview with a Financial Controller. This focused on my accounting knowledge, previous experience, and how I would handle situations relevant to the role. Expect questions around financial reporting, controls, month-end close, accounting standards, and examples from your previous roles. 3. Business Case Interview Following the technical interview, I completed a live business case during the interview. This required analysing a scenario, identifying key issues, explaining my thought process, and proposing practical solutions. The interviewer was interested not only in the final answer but also in my reasoning and communication. 4. Culture Fit Interview The final formal stage focused on cultural fit and behavioural questions. The interview explored how I work with others, deal with challenges, handle ambiguity, and whether my working style aligned with Revolut's fast-paced, ownership-driven culture. Potential Informal Conversation Depending on the team, there may also be an informal conversation with the hiring manager or wider team before an offer is made. Overall, the process was challenging but organised. The emphasis was on problem-solving, technical competence, and demonstrating that you can thrive in a fast-moving environment.

The recruiter arrived late, and was extremely aggressive in obtaining my last drawn compensation, including the specific breakdown of salary, bonus, etc. off the bat. When I tried to ask a question, the response felt dismissive. He mentioned that he had to leave for the next interview as he was late and cut the session short.

Recruiter reached out via LinkedIn. The process had 5 stages: 1. Screening Call – Resume walkthrough and discussed on motivation for interviewing. 2. SHL Assessment – CCAT test: 40 questions in 20 minutes, with ~31/40 needed to pass. 3. Skills Interview – Technical interview with a senior financial controller (UK). Covered resume in detail and included questions on month-end process, IFRS 16 leases, impairment of intangible assets, and bank reconciliations. Questions were quite theory-heavy, but the interviewer was professional and shared helpful insights about the role. 4. Problem-Solving Interview – Case-style discussion with the senior manager from the local finance team on improving CSAT scores at an airport. Engaging conversation but felt somewhat unrelated to the actual role. 5. Team Fit Interview – Final round with the local head of finance (hiring manager). This was the least engaging stage. The interviewer followed a strict checklist of behavioral questions and offered minimal insight into the company or role. I was occasionally spoken over mid-response (likely unintentional). There was also an awkward shift in the conversation flow mid-interview when the interviewer noted we should have started with behavioral questions. At times, the focus was more on the situations I described than my actions or results. The interview concluded with my closing questions being answered briefly. Overall Impression: The recruiter was responsive, helpful, and provided prep calls before each stage. Update and feedback between rounds were quick (1–2 days). Including the hiring manager earlier in the process may help assess mutual fit more efficiently.