Fintech · Scale-up · UK
How Cleo rebuilt its skills frameworks in 3 weeks
Key results
- Skills frameworks defined for every role in the organisation in 3 weeks
- Self-assessment time cut from hours to less than 10 minutes
The challenge
Cleo, an AI-powered fintech founded in 2016, was measuring performance with a complicated 6-box grid. The skills it referenced were vague and didn't match what people actually did day to day. Employees didn't understand how they were being evaluated, reviews didn't feel fair, and they said so in engagement surveys. Cleo needed to start again with a shared, objective picture of what excellent looks like in every role.
The solution
Rather than writing frameworks from a blank page, Chief People Officer Matthew Maher gave department heads simple framework templates they could adapt, drawn from the Revolut People skills library. Each team defined excellence quickly, and the result became one source of truth built into every stage of the new review cycle.
The results
Cleo defined and rolled out new skills frameworks across the whole organisation in 3 weeks. Because the new scorecards were built on clear frameworks, employees could finish a self-assessment in 5 to 10 minutes instead of hours. Reviews became clearer and fairer, giving employees a visible path for growth and leaders more confidence in the process.
“The competency frameworks embedded in Revolut People are one of the main ways it helps provide clarity. We were able to define every single role in the organisation, from top to bottom, in 3 weeks.”
On the call you walk Ash through your current review cycle. You leave with 3 specific fixes for it, whether or not you buy anything, plus an optional price for your headcount if you want one.
Source: Revolut People published customer story. Rewritten in our own words; metrics, names, titles and quotes as published.