Revolut People for CEOs
Value for CEOs: radical alignment and talent density
Revenue per employee
Identify A-players and manage out underperformers early. The platform increases the ROI on your payroll expense and raises talent density, so the company is built of A-players.
Strategic execution in real time
Company goals cascade to departments and teams. Every employee sees a direct, unbroken line from daily tasks to top priorities, with real-time dashboard views of company performance.
Identify high and low performers quickly
Talent density becomes a quantifiable KPI: the ratio of A-players to the total workforce. That enables swift action to reward top talent and confidently exit underperformers.
Objective performance
Many companies suffer from managerial bias, where promotions depend on who does the review. Performance becomes an objective measure via deliverables, skills and culture.
Customer proof
Cleo: headcount up 63% while ARR rose 121%, and ARR per FTE went from $250k to $750k.
Related: performance management framework · performance review bias guide · Revolut People vs Lattice
Other roles: CEOs · CHROs · COOs · Chiefs of Staff · Line Managers · Employees
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.
Capabilities and customer results as described in the Revolut People executive overview (2026). Rewritten in our own words.