With a $75bn valuation, billions in revenue and over 60m customers, Revolut is Europe’s biggest fintech.
Since its founding in 2015 by Nik Storonsky and Vlad Yatsenko as a travel finance app, Revolut has rolled out numerous services such as stocks and shares trading, lending and insurance in its bid to become a financial superapp. In doing so, its employee numbers have swelled from just over 400 in 2018 to over 10k employees today, according to the company’s financial statements.
The neobank has gained a reputation for its notoriously intense work environment. Expectations are high with employees subject to ambitious quarterly KPIs. A neon sign of “Get shit done” was notoriously plastered over the wall of its prior office.
“Get it done” remains a core value of Revolut’s the fintech’s head of talent programme Queenie Li tells Sifted, along with values such as “never settle”, “deliver wow”, “think deeper” and “dream team”.
“Our values aren’t posters on a wall; they drive how we work every day,” she says.
But aside from ensuring you “deliver wow” in your interview, how exactly do you secure a job at Revolut? We asked Li what Revolut looks for in a prospective employee, what’s in store for candidates looking to join the neobank and to learn more about its graduate program Rev-celerator. The conversation has been edited for clarity and length.
What kinds of qualifications do you look for in potential candidates?
We’re looking for the brightest talent globally to work in teams including Engineering, Product Design and Information Security. Typically, we expect a strong academic background, often a 2:1 or equivalent in Computer Science, Maths, Physics or similar, plus technical skills gained through internships, side projects or open-source contributions. But it’s just as important to have the grit, curiosity, ambition, problem-solving ability and great communication skills.
Any particular universities or courses you rate highly?
We focus on top-performing STEM universities, based on how strong they are in their subject areas. Recently, the Talent Programmes team has been showcasing our early careers Rev-celerator programme at careers fairs across the Massachusetts Institute of Technology in the US, the University of Toronto in Canada, the National University of Singapore, Nanyang Technological University in Singapore, Universitat Politècnica de Catalunya in Barcelona, and Imperial College London. It’s a global spread of top universities, and it reflects the international nature of our programmes.
Do you expect candidates to have top grades or is there flexibility there?
For the Rev-celerator programmes, we typically look for a 2:1 or above. That helps us keep the talent bar high and ensures Revolut’s high-performance culture is also the right fit for the individual.
That said, it’s not only about exam results, the university name, or the rankings. We value the different facets of each candidate: grades are important, however, achievements such as hackathon wins, strong international competition results, and entrepreneurial experience can speak louder than grades.
What's the job interview process like and how many rounds are there?
It varies depending on the role. Usually, the process starts with an online test, then a call with a recruiter, followed by a skills assessment, either problem solving, a technical interview or a home task. The final stage is a team-fit interview.
The number of interview rounds can differ per role, but we try to keep the process as structured, streamlined, and transparent as possible.
What kind of tests, if any, do you set candidates?
Our hiring process is designed to ensure we hire talent who will fit with Revolut's hard working and highly collaborative culture. The tests we set candidates vary depending on role but all test the skills and values needed to be successful at Revolut in a format that is fair for all candidates.
Are there any books/courses you'd recommend candidates read/take ahead of time?
Definitely. For roles with a problem-solving focus, Bulletproof Problem Solving is a great resource. For overall communication skills, I’d recommend The Pyramid Principle.
What are the first few months like for a new hire?
It’s hands-on from day one, but simultaneously very supportive. There are group onboarding sessions, social activities with their peers, regular 1:1s with managers, and buddy support.
Experienced hires usually join on a permanent basis and are expected to hit the ground running from day one, but for students and new grads, Rev-celerator offers talent the chance to make an impact in a high-growth environment, from an early stage in their careers.
The Rev-celerator Programmes are designed for talent right at the start of their careers. Internships run for 8–10 weeks, while the graduate programme lasts 12 months. Both start with onboarding bootcamps before moving into real projects. For our 2026 cohort, we’ll be offering relocation support to our tech hubs for the first time so that candidates from anywhere in the world can join us. This gives them an opportunity to gain international exposure.
How are they allocated projects?
Projects are allocated to interns and grads based on business needs, but we also take into account the candidate’s background, education, and past internship experience.
During the final team-fit interview, we aim to find the closest match for an individual's skills to a role and team where they can take on the right projects for them. That way, everyone gets the chance to work on something meaningful, where they can both contribute and grow.
Do you have an internal training or mentoring scheme for new hires?
Absolutely. Every intern and grad has a line manager, a functional manager, and a buddy. On top of that, there are workshops, feedback sessions, and ongoing mentoring. It’s a 360° support system.
In 2026, we are scaling to more than 200+ interns and grads globally. For ambitious young people who want to shape the future of finance, it’s an incredible time to join Revolut.
