Revolut Recruitment Video Production

Creating a High-End Employer Brand Film

The visual treatment was particularly important for Revolut. The recruitment films needed to feel consistent with the company’s wider brand and the visual style established through previous Revolut video content.

We combined cinematic live-action footage with dynamic editing, carefully selected establishing imagery, screen content and motion graphics. The films also used Rev10 itself as a visual device.

The story could begin with someone using the finished product before taking the viewer backwards into the people and development process responsible for creating it — eventually returning to the customer experience.

This helped connect an otherwise abstract recruitment message to something concrete: the work these employees were doing was directly shaping a product customers could use.

Our wider corporate video production work often follows the same principle. Rather than simply telling an audience that an organisation is innovative, ambitious or collaborative, find ways to show the evidence behind those claims.

Making Employee Interviews Feel Authentic

With a brand like Revolut, it would have been easy for the recruitment messaging to become overly polished. We wanted the employees themselves to remain at the centre of the films. Our interviews therefore explored specific experiences rather than simply asking contributors to recite predefined company messages.

Product Owners and Engineers could talk about real development challenges, deadlines, collaboration, ownership and moments of pride from the Rev10 project. The key employer-brand messages were built into the interview themes, but contributors were free to explain those ideas through their own experiences and language.

This resulted in much more natural answers while still allowing the finished films to communicate the reasons Revolut wanted prospective candidates to understand. For recruitment content, that distinction is important. Candidates are much more likely to believe an employee describing something they’ve genuinely experienced than a company simply making the same claim about itself.

One Production, Three Recruitment Films

The project was planned around multiple outputs from the outset. Across the two filming days, we captured enough interview and supporting material to create:

1x Product Owners Film
Approximately 1–2 minutes, focused specifically on the experience and opportunities available to Product Owners.

1x Engineers Film
Approximately 1–2 minutes, focused on Revolut’s engineering environment, technical challenges and opportunities.

1x Rev10 Film
Approximately 2 mins, combining the wider story of the product and the people responsible for developing it.

This approach allowed Revolut to create content for specific candidate groups while still getting considerably more value from the same production. Rather than producing one broad recruitment video designed to speak to everyone, individual films could address the motivations and experiences most relevant to different roles.

Results

While we don’t have access to Revolut’s internal recruitment data and therefore wouldn’t attribute specific hiring results to the films, the project created a flexible collection of recruitment assets capable of speaking to different specialist audiences.

More importantly, the content moved beyond generic employer-brand claims.

Rather than simply telling prospective candidates that Revolut offered ownership, talented colleagues and challenging work, the Rev10 story provided a real-world example of those qualities in action.