High pressure & strict KPIs
PIP culture
Performance Improvement Plans used frequently even during small dips in KPIs due to exceptional circumstances with proven prior track record of good performance. Often, undue pressure is used to push the employees to quit rather than undergo PIP.
There is no Job stability
Work-life imbalance
Long hours, burnout risk
Aggressive management style
Very target-driven, top-down leadership
Influenced by Nikolay Storonsky
Frequent changes / chaos
Processes, tools, policies change often
Limited employee support
Less structured training, minimal HR cushioning
Internal mobility challenges
Switching teams depends heavily on manager
Pay vs stress mismatch
Compensation doesn’t always match workload
Repetitive ops work (FinCrime roles)
High-volume case handling
Risk of getting stuck in operations. They value quantity over quality. Often analysts use not so ideal methods to maintain the metrics leaving minimal scope for actual growth and learning. I have witnessed many people stuck at the same role for over 3-4 years.
WFM pay cuts-
I have witnessed many cases where the employee is under crisis and is going through a traumatic experience like a miscarriage. Instead of coming from a place of trust, respect and empathy...Work force management team and also the TLs, often reprimands for proof of absence immediately lacking basic humanity or respect for the situation. They justify their insensitive behaviour stating policy.
NOTE TO ALL NEW JOINERS- A lot of the positive submitted reviews may not be accurate. Right after I cleared my probation, Revolut's brand team reached out to me and urged me to leave a positive review on this platform with follow ups. Please consider that if you need a whole team working on the appearances of the company by influencing the employees to leave positive reviews.... That's speaks for itself.
