Revolut Recruiting Funnel: Diagnose Hiring Bottlenecks and Prioritize Process Fixes

You are interviewing for a product manager role at Revolut. Treat the company's own hiring process as your product: how would you make it work better? ```hint Map the funnel and its users first Lay out the stages a candidate passes through and the people on the other side of each stage, then ask what evidence would show where the process actually loses good candidates or wastes time. ``` ### Clarifying Questions - Is there a known complaint behind the question, such as slow decisions, declined offers, weak hires or overloaded interviewers, or should the answer find the problem first? - Does the scope cover all of Revolut's hiring or one high-volume track, such as customer support, engineering or product roles? - Is stage-by-stage funnel data (pass rates, days spent in each stage, offer acceptance) available to the PM? - Which steps are fixed because Revolut is a regulated financial company, such as background screening and reference checks? ### What a Strong Answer Covers - A goal for the process that balances speed, quality of hire and candidate experience, with a reason it matters to a fast-growing fintech hiring across many countries. - The different users of the process (candidates, hiring managers, interviewers, recruiters) and the pain each one feels at specific stages. - How the bottleneck is located with data before any fix is chosen. - A short list of improvements, prioritized by impact and effort and piloted before a company-wide rollout. - Success metrics with guardrails for fairness, legal compliance and the time interviewers spend. ### Follow-up Questions - Your changes cut the time to an offer in half, but hiring managers say recent hires are weaker. How would you find out whether that is true? - Leadership proposes letting an AI model screen every CV. What would you need to see before agreeing? - Candidates report that a home assignment took a whole weekend and they never heard back. How would you redesign that stage? - Suppose the ask is narrowed to two named metrics: raise hiring conversion, and cut time to hire measured from the application to the offer being sent. How would you define each metric, and which changes would you prioritize? - Now suppose the only goal is speed for one track: Revolut wants to hire software engineers faster, with time to hire as the metric to cut. Where would you expect the days to go in an engineering loop, and what would you change first? - Pitch your recommended plan to Revolut's leadership team. What do you open with, and what do you ask them for?