Revolut People | Inside Revolut's 3-pillar performance model

Hi,

You can’t build elite talent density if your performance evaluations rely on manager leniency and personal favoritism.

When scaling Revolut, we stripped away traditional HR fluff and treated workforce ROI with raw financial engineering.

We created Revolut People to enforce an empirical, 3-pillar scorecard across every department:

1. Goal Achievement (The "What"): Direct capabilities and raw target delivery.

2. Skills (The "How"): Specific technical competencies required for senior execution.

3. Values (The "Culture"): Observable behaviors that eliminate toxic high-performers.

No corporate speak. No fluff. Just clear, data-driven alignment tied straight to company profit.

We’ve packaged the exact scoring models and frameworks we use into a short downloadable playbook.

What’s inside:

• The 3-pillar performance structure used to scale high-density teams.

• How Revolut People links continuous output directly to fair, formulaic rewards.

• How to replace wasteful annual review cycles with continuous, automated data.

Best,

The Revolut People Team