One aspect I genuinely appreciated was the clarity of communication throughout. The explanations of each stage, what to expect, what you were looking for, and the additional tips provided were thoughtful and well structured. It made the process feel organized and respectful of candidates' time. They give 3 options for the at Home Task round. It requires significant time investment. They don't let you present your reasoning and talk through it, They ask for the file and review it themselves and judge the outcome. It is reviewd by senior stakeholders, and ask you to put as much detail as possible on your process as they look at not only at the design execution but also at the product thinking, business acumen and design taste. It is highly demanding and for all this they ask you to complete it in 5 hours. The experience would be significantly strengthened by including specific feedback following each stage. When candidates invest time and effort, thoughtful feedback is a meaningful and professional return on that effort. They do share feedback but the candidates need to ask for it specifically.

They have it on their website - 6 rounds total. Only got to the second round with a design manager where you can share 1-2 case studies. The first round is just a screener with the recruiter.

The process was disorganized and, honestly, disappointing for a company of Revolut's reputation. In early conversations I was told the role would be shaped around my skills — most likely something in the loyalty space — and that there wasn't a fixed position so much as a fit to be defined. Later I received a rejection message stating there was actually "a clear role" all along, which contradicted what I'd been told and meant I was effectively assessed against criteria I was never made aware of. What frustrated me most was that since the recruiter approached me (rather than me applying to a defined posting), I had no way to understand what they were looking for or to prepare and demonstrate the relevant strengths. Being rejected on those terms felt unfair. Communication was also poor. After the rejection I followed up by email to ask for clarity, and two weeks passed with no reply at all. I eventually had to chase a response through a separate channel. Advice to Management If recruiters are going to reach out to candidates personally, there should be a clear, consistent picture of the role and expectations from the start, and basic follow-up on candidate emails. Approaching someone proactively and then rejecting them against undisclosed criteria — with no response to their questions — leaves a VERY bad impression.