Revolut People for CHROs
Value for CHROs: from admin to strategic performance architecture
Run quick, efficient review cycles
Semi-automate the performance cycle and reduce admin, so you complete quick, efficient, repeatable review cycles.
Bias prevention and calibration
Calibration dashboards flag manager leniency and grade inflation, highlighting discrepancies to ensure a fair, global talent bar.
Relate engagement to performance data
Use objective data to identify what top performers need, and target investment at retention risks before they hit the business.
Scalable skills competency framework
A centralised skills library where updating a skill once cascades across all roles, keeping career paths aligned with business needs.
Customer proof
Ebury cut departmental calibration from 4 hours to 1 hour; Revolut reports a 40% reduction in high-performer attrition after linking performance to compensation.
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.