Good organisation in process, more than 5-6 rounds meeting many people cross functions. Generally good conversations all the way through. However I do feel they are using recruiting as a leaning/training exercise for existing employees. They wanted to Learn from industry expertise as much as possible, highly leveraging the recruiting opportunities (if real). It is not wrong and it is quite common in financial industry especially small /immature firms. The concern I have is they are using this tool at an extreme level which makes them look much less genuine and lack of confidence. In my case after several weeks interview with so many ‘senior managers’ cross firm I was rejected later on with feedback like they found someone more suitable for the role. However the fact is the role hiring is still active in the market now, 4 months after the rejection. This brings up several questions: do they actually know what they want? Do they know what they actually need? Do they understood fully/truly the consequences of keep an senior vacancy live in the market for very long time? I used to be a big fan of Revolut, but gradually I am losing faith. I see holes in culture, in senior structure, in product design, marketing strategies, so on and so forth. It lost its nichness and failed to inject new energy.