London, 7th April 2025 — Revolut People, the performance management platform behind Revolut’s global growth to over 10,000 employees, is today launching its first ever suite of integrated AI-driven tools. Designed to help build exceptional teams and drive better cultures, Revolut People gives businesses and managers a competitive advantage when it comes to identifying, hiring, and retaining high performers.
The tools, which include AI-driven performance reviews, AI interview and summarisation, and AI driven engagement surveys, are already being rolled out across Revolut’s workforce. They support managers throughout the entire employee lifecycle — from the very first interview, through to 360-degree performance management, thereby boosting engagement and culture.
Identifying top talent: AI interview and summarisation tool
To scale a business successfully, tech companies need to recruit high performers with precision. One of the main barriers to achieving this can be inconsistencies in the hiring process. Revolut People’s new AI interview and summarisation tool accelerates quality hiring by matching CV content to the job criteria and assessing interview performance. Without the need to manually record insights, interviewers can be more engaged and present in the conversation in the knowledge that quality feedback is being assimilated by AI.
Coaching better recruiters
Talented interviewers hire better candidates, often hiring high performers on the first try. Therefore, as well as summarising feedback on the candidate side, Revolut People now assesses interviewer performance and provides feedback on the quality of their interviews, enabling them to constantly improve their hiring skills.
Continual feedback loop
Performance reviews are a vital aspect of the talent lifecycle, as businesses look to benchmark and grow the skills of their workforce, and employees strive to take the next step in their career, but can be subjective and a drain on time. Revolut’s AI performance review tool pulls information from employee feedback, one-on-one meetings, and looks at skills they’ve used outside of their job description to create more complete performance reviews. This automated process gives managers a clearer picture of their team’s performance, and helps managers focus on meaningful development conversations rather than data collection.
Creating the change employees want to see
There is no use in businesses investing in A-players if they don’t also invest in keeping them. Engagement surveys have long been a key way to get to the bottom of what employees want out of their day-to-day but require time-consuming decoding of results to understand a team’s true feelings. With AI, people leaders and HR teams don’t need to choose between quality actions and efficiency: it can digest survey findings and generate actions and themes for managers to focus on when driving tangible change for their teams.
All of these features follow closely on from the recent launch of AI meeting summarisation within Revolut People, capturing key conversation insights from every 1:1, and automating action items to keep managers and their reports on track.
Having built the platform in-house to manage its own rapid growth, Revolut brought Revolut People to market in 2023, with the product initially available to businesses in the UK and EEA.
Andrei Oprisor, Head of People Product at Revolut, commented: “Having grown Revolut from a handful of people to a global powerhouse of over 10,000 employees, we’ve seen first-hand the impact it has on culture, hiring, and performance. Businesses that prioritise recruiting top-tier talent need a people product that they can rely on to help them nurture their employees, figure out where development is needed, and retain those top players.
“That’s where the balance between AI and the human element comes in. Real talent development happens face-to-face by managers inspiring their direct reports. AI is increasingly capable of handling the data and admin side, freeing up more time for managers to focus on guiding talent towards the next step in their careers, as well as figuring out new ways to build cultures and drive positive change for those A-players.”
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