6y
Thank you very much for taking the time to leave some feedback.
We’ll try to address some of these points here but we’d like to start by recommending that you speak to your manager, or HR about some of your complaints, so that they can work to try and address them.
On the technology points you raise, we’d like to reiterate that CQRS, as a pattern, is present in our codebase, and that we have now invested in EventStore. Again, it’s tricky to try and address all of your technology feedback here, so please do speak to other technologists about this and raise any concerns you have with management / HR perhaps in a group setting if you’d be more comfortable with that.
We are in a stage of hypergrowth, and on the path towards becoming profitable, so we realise that we sometimes ask a lot of our Revoluters. We hope that our benefits and perks go some way to recognise this extra effort that our people invest.
We’re working hard to make Revolut an inclusive place for everyone, and shouting in the office simply isn’t acceptable. If you see this happen, please do report to HR so that they can handle it.
Revolut’s performance review process includes time for informal and formal check ins on performance. Where people have been let go after a performance review, this follows formal review and discussion of their performance and where the company believes that the employee has not achieved the expected performance. Where people have been asked to leave the business for underperformance, we aim to do this with care and sensitivity.
We do not, as a rule, monitor employees’ communications although, like many employers, for security and other reasons we reserve the right to do so. We may also use automated tools that detect abusive language. This provision allows us to minimise the risk of misuse of internal communication systems and protects our employees.
We hope that you feel able to reach out to support from management or HR and that we can start to improve your experience at Revolut.
