I want to share my experience applying for the Deputy AMLRO position at Revolut. What started as a seemingly structured process quickly became one of the most disorganized and frustrating recruitment experiences of my career. Here’s a detailed account of the various stages, red flags, and final conclusions. 1. Recruitment Process: A Step-by-Step Breakdown The process involved four interviews and two preparation sessions. While the initial communication was prompt, this efficiency masked deeper issues. HR Screening The first interview was scheduled with an HR representative but was conducted by another HR employee. This person didn’t turn on their camera and rushed through the session like a checklist. Their disinterest set a negative tone for the process. Technical Interview The technical interview with a compliance manager was supposed to last an hour but was cut to 30 minutes due to an “urgent meeting.” While the questions were relevant, the reduced time prevented a thorough evaluation—a sign of poor planning. Preparation Sessions For the final stages, I attended two prep sessions with the HR representative, who emphasized memorizing Revolut’s values and weaving them into my answers. This felt robotic and performative. When I asked the HR representative to share their own problem-solving case, they dismissively replied, “I’m senior, so this wasn’t the case for me.” This lack of acknowledgment of my experience reflected a disconnect. disrespect, poor experience and understanding of the canidates' value. 2. The Problem-Solving Interview: A Case Study in Frustration The final stage was a problem-solving interview with a manager from Brazil. This turned out to be the most disappointing part of the process. The Case I was tasked with optimizing the recruitment process for back-end developers and improving conversion rates. I proposed solutions like consolidating technical interviews, using AI for CV screening, leveraging online task platforms, and fast-tracking exceptional candidates. Despite offering practical ideas, the manager resisted every suggestion, steering me toward their pre-determined solution: shaving a few days off feedback times and increasing salaries. The second part of the case—improving conversion rates—was equally frustrating. After analyzing the data, I suggested refining the screening process and enhancing candidate engagement. Their solution? Simply increase salaries. This simplistic approach made it clear the exercise was less about evaluating skills and more about ticking boxes for a pre-set answer. By the end, I felt drained—not by the complexity of the problem but by the rigidity and lack of genuine engagement. 3. The Salary “Preparation” Looking back, the case seemed designed to mentally prepare me for a low salary offer. Salary was mentioned briefly at the start but never revisited. The emphasis on increasing salaries felt like an attempt to justify offering below-market pay. 4. No Feedback Until I Asked Despite being told I’d receive feedback in a few days, I heard nothing for over a week and had to follow up myself. The response was a generic rejection email with no explanation or constructive feedback. This lack of closure wasn’t just unprofessional—it felt disrespectful. Final Thoughts This was the worst recruitment experience I’ve ever had. Revolut’s process was disorganized, superficial, and marked by a lack of respect for candidates. Revolut frequently referenced its values, but these felt like empty buzzwords rather than authentic principles. Where was the "Dream Team" spirit? In the HR representative’s dismissive remark? In the HR employee’s rushed, camera-less interview? And "Think Deeper"? Was that embodied by the manager’s unimaginative solutions? As for "Never Settle," it clearly didn’t apply to feedback emails—the generic rejection message screamed “settle quickly and move on.” Key Takeaways 1. Disorganized Process: Rushed interviews, poor communication, and last-minute changes made the process chaotic. 2. Superficial Problem-Solving: The interview stifled creativity with rigid, pre-determined answers. 3. Disrespectful HR Conduct: The dismissive attitude and lack of empathy from HR representatives highlighted cultural issues. 4. Lack of Feedback and Closure: The absence of meaningful feedback showed disregard for candidates’ time and effort. Closing Thoughts For those considering Revolut: pay attention to the red flags. The values Revolut promotes don’t align with the recruitment experience I had. For Revolut’s leadership: your recruitment process reflects your company culture. If this experience is any indication, there’s significant work needed to align your practices with your values.