Real estate finance · Scale-up · Dubai
How Huspy made performance reviews data-driven
Key results
- Over 90% completion across self-assessments and manager reviews
- Performance data centralised from multiple platforms onto Revolut People
The challenge
Once Huspy passed 100 employees, performance data was scattered across several platforms, so leaders had no consistent view. Reviews were subjective and promotions leaned on individual opinion. Employees couldn't see how their work fed into company goals.
The solution
Huspy first migrated compensation, recruitment and HR data into Revolut People to create a single source of truth. It rebuilt goal-setting around measurable KPIs, introduced a grading system for reviews, and rebuilt its career ladder and performance framework, now reviewing skills, behaviours and company values alongside goal completion. HR ran performance cycles quickly even during the migration.
The results
Huspy now has a more structured, transparent approach to performance. HR can spot top talent early and build growth plans to keep them. The data showed the first year of employment is critical, so Huspy introduced mandatory probation goals and a clear, merit-based framework for rewards like promotions.
“We established a much more structured and defensible framework with Revolut People. It reduces subjectivity and ad-hoc decision-making because we finally have the data to back up our people strategy.”
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.