Revolut People Platform
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CHALLEGES
As the FinTech unicorn keeps growing and expanding in lightening speed, it faces two major challenges.
Challenge 1: Attracting and Recruiting Top Talent
In the competitive landscape of the fintech industry, Revolut faces a significant challenge in consistently attracting and recruiting the best talent to fuel its innovative growth. The rapid evolution and disruption within the financial technology sector demand a workforce that is not only highly skilled but also adaptable and forward-thinking. However, as the demand for top talent intensifies, Revolut must navigate several complexities - talent shortage and competition, cultural alignment, diverse skill set etc. - to ensure it remains a destination of choice for potential candidates.
Challenge 2: Measuring and Managing Employee Performance
In a dynamic and fast-paced environment like Revolut, accurately measuring and managing employee performance is essential to drive both individual growth and company success. However, the unique nature of the fintech industry, coupled with Revolut's disruptive approach, presents intricate challenges in establishing effective performance measurement frameworks.
Navigating these challenges demands a strategic and nuanced approach that aligns talent recruitment and performance measurement with Revolut's innovative mission and business objectives. Addressing these hurdles effectively will enable Revolut to not only attract and retain top talent but also foster a culture of continuous improvement and exceptional performance.
Challenge 1: Attracting and Recruiting Top Talent
In the competitive landscape of the fintech industry, Revolut faces a significant challenge in consistently attracting and recruiting the best talent to fuel its innovative growth. The rapid evolution and disruption within the financial technology sector demand a workforce that is not only highly skilled but also adaptable and forward-thinking. However, as the demand for top talent intensifies, Revolut must navigate several complexities - talent shortage and competition, cultural alignment, diverse skill set etc. - to ensure it remains a destination of choice for potential candidates.
Challenge 2: Measuring and Managing Employee Performance
In a dynamic and fast-paced environment like Revolut, accurately measuring and managing employee performance is essential to drive both individual growth and company success. However, the unique nature of the fintech industry, coupled with Revolut's disruptive approach, presents intricate challenges in establishing effective performance measurement frameworks.
Navigating these challenges demands a strategic and nuanced approach that aligns talent recruitment and performance measurement with Revolut's innovative mission and business objectives. Addressing these hurdles effectively will enable Revolut to not only attract and retain top talent but also foster a culture of continuous improvement and exceptional performance.
PROCESS
In leading the design process for Revolut's People Platform, my focus was on transforming the recruiting and performance review processes to meet the unique demands of our dynamic fintech environment. With a lean and agile in-house team, we embarked on a journey of rapid iteration to deliver impactful solutions within an incredibly short deadline, all while navigating the complexities of strong-opinioned stakeholders.
In the end, our lean and agile design process for Revolut's People Platform was a testament to our ability to thrive in high-pressure situations, harness strong opinions for constructive outcomes, and deliver impactful solutions that empower both our users and our business.
- Deep Dive into User Needs: We kicked off by immersing ourselves in understanding the pain points and aspirations of recruiters, managers and employees. Through intensive workshops and stakeholder interviews, we gained firsthand insights into the challenges they faced and the improvements they sought.
- Rapid Prototyping and Testing: Given our tight timeframe, we swiftly translated these insights into interactive prototypes. These mockups allowed us to rapidly test and refine design ideas with real users, capturing their feedback and iteratively improving our solutions.
- Balancing Stakeholder Opinions: The diverse range of opinions among stakeholders posed a challenge, but we turned this into an opportunity. We facilitated frequent design review sessions that encouraged open dialogue and consensus-building, channeling strong opinions into constructive discussions that ultimately shaped our design direction.
- Iterative Design Cycles: Our lean team thrived on iterative cycles, constantly refining our prototypes based on user feedback and stakeholder input. We prioritised features based on impact and feasibility, ensuring that our solutions were not only innovative but also achievable within our aggressive timeline.
- Streamlined User Experience: Knowing that time was of the essence, we streamlined the user experience by simplifying complex processes and eliminating unnecessary steps. We designed intuitive interfaces that empowered recruiters, managers and employees to navigate the platform effortlessly, enhancing their interactions with it.
- Data-Driven Decision Making: Data was our compass throughout the design process. We analyzed existing recruitment and performance data to inform our design decisions, ensuring that our solutions were not only user-centric but also aligned with measurable business objectives.
- Testing Under Real Conditions: As we neared the finish line, we conducted realistic simulations to test the platform under real-world conditions. This allowed us to iron out any last-minute issues, ensuring a seamless launch despite the challenging timeframe.
- Stakeholder Buy-In and Communication: Communication was key in managing stakeholder expectations. We maintained an open channel for regular updates, showcasing our progress and demonstrating how the design solutions addressed their concerns and feedback.
- Successful Deployment: Against all odds, we successfully launched the revamped People Platform within the aggressive deadline. Our lean team's dedication, combined with our user-centric approach and ability to navigate strong opinions, led to a solution that not only met stakeholder expectations but also transformed recruiting and performance review processes for the better.
In the end, our lean and agile design process for Revolut's People Platform was a testament to our ability to thrive in high-pressure situations, harness strong opinions for constructive outcomes, and deliver impactful solutions that empower both our users and our business.
OUTCOME
Built two key people processes into product from scratch in house extremely fast (hiring within 6 months, performance review within 3 months).
These products have become vital to Revolut’s people management.
These products have become vital to Revolut’s people management.