Revolut People for COOs
Value for COOs: scaling and predictable execution
Drive operational efficiency
Automated, data-enriched review scorecards centralise goals, 1:1 notes, feedback, praise, values and skills, eliminating blank-page syndrome.
Total alignment and one source of truth
Integrate daily execution tools such as Jira and Salesforce to replace manual performance reporting with real-time dashboards. OKRs cascade to break down departmental silos.
Enforce organisational rigour
Replace gut-feel reviews and “loudest voice” promotions with a standardised 3-pillar framework (goals, skills, values), measured consistently across departments.
Proactively manage underperformance
Underperformance flags, trends and analytics, plus documented, data-enriched PIPs and performance histories, to manage low performance fairly and objectively.
Customer proof
Sertis completed review cycles 75% faster after consolidating 3 HR systems into one hub.
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.