The interview process had 3 phases: - An initial interview, followed by a task. In this interview, a brief summary of experience, knowledge about Revolut and interest in the role were required. Fairly brief. Task was sent via email shortly after the interview. - Follow-up interview and task review, scheduled on receipt of the completed design task. This was conducted by a Product Owner, and initially centred on explanation of the design solution submitted, then followed with more detailed questions about previous experience, learnings, and process. Approximately 1 hour, plus time to ask questions. - Final interview. This was conducted by the CEO, and was a brief conversation followed by a review of two previous products. Approximately 30 minutes. I really appreciated the responsiveness of the company representatives - they provided feedback within a few hours at the end of each interview (there were a few stages) and were very communicative.

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.