Migrate from Revolut People to BambooHR

Core employee records (name, role, department, employment dates, employment status, work email, location) map directly to BambooHR Employee. The reporting manager relationship from Revolut People's org chart maps to the BambooHR Supervisor field. Employment status (active, inactive, on leave) and start dates transfer directly. We resolve the manager hierarchy from the flat parent-child export before writing so that each employee's supervisor field points to the correct BambooHR Employee record.

Revolut People's hierarchical org tree maps to a combination of BambooHR Departments (department-level nodes) and the Supervisor field on each Employee record. We extract the tree as a flat parent-child list, then resolve each employee's manager to the corresponding BambooHR Employee ID. Department-level hierarchy beyond two levels in Revolut People requires flattening into BambooHR's single-level department model; we flag any role with a reporting line that exceeds BambooHR's two-level reporting structure for admin review.

Revolut People performance cycles (date-bounded review periods with linked review records) do not have a direct BambooHR equivalent. We migrate cycle metadata (cycle name, start date, end date, status) as a structured note attached to review records. Review period assignments are stored in custom BambooHR fields if the customer uses BambooHR's performance review add-on; otherwise they are documented as manual records for the admin to recreate.

Revolut People review records contain structured feedback, competency ratings, and reviewer comments. We migrate reviewer identity, review date, review period, overall rating, and full free-text comments to BambooHR custom fields (Rating, Reviewer Name, Review Date, Review Comments). PIP and probation records are flagged as a separate migration object with a high-severity label in the output so the customer's HR team can confirm these records are manually verified in BambooHR after load.

Revolut People's per-tenant custom skills, proficiency levels, and competency matrices have no native BambooHR equivalent. We extract the full skill library (skill name, proficiency scale, role assignments) as a normalisation map during discovery, then write each skill as a custom picklist or text field on the BambooHR Employee record. If the customer has more than 20 skills, we recommend consolidating to the 10-15 most business-critical skills for the migration, with a full taxonomy handoff document for the admin to configure in a dedicated skills management tool post-migration.

Goal roadmaps with date-based milestones and progress percentages do not migrate to BambooHR because BambooHR has no native goals or OKR module. We extract goal names, owners, start dates, due dates, and progress percentages into a structured CSV deliverable that the customer's HR admin can use to recreate goals in a dedicated tool (Lattice, Leapsome, or a spreadsheet). The goal ownership map (employee to goal) is preserved in the CSV for reference.

Revolut People's engagement survey responses (per-employee answers to custom questions) export as structured response sets with question text and answer values. BambooHR has no native survey engine beyond basic onboarding checklists. We export survey questions, answer scales, and response data as a structured dataset and recommend the customer evaluate BambooHR-integrated survey tools (Culture Amp, Lattice, or Peakon) for ongoing engagement measurement. We do not migrate active survey routing or automation configurations.

Revolut People leave types (annual leave, sick leave, unpaid leave, and custom types) map to BambooHR Time Off types. Current accrual balances transfer as the opening balance in BambooHR at migration date. Note that BambooHR's accrual engine is US-centric by default; EU-compliant accrual rules (which G2 reviewers specifically cited as a reason for migrating from BambooHR to Revolut People) require manual configuration in BambooHR after migration. We flag the EU leave type mappings and document the required BambooHR accrual rule configuration for the admin.

Revolut People applicant records (candidate name, applied position, application status, interview scores, offer details) map to BambooHR Talent if the customer licenses the BambooHR Talent add-on. Pipeline stage names from Revolut People are normalised to BambooHR Talent stage values. If BambooHR Talent is not licensed, we export applicant data as a structured CSV and note that new job postings will need to be recreated in BambooHR or another ATS. Active job requisitions, hiring pipeline state, and interview schedules are migrated as structured data only.

Revolut People pay grades and position-based salary ranges map to BambooHR custom fields on the Employee record (Base Salary, Pay Frequency, Pay Type). Base salary and pay frequency transfer directly. The compensation insights dashboard equity data (vested and unvested equity) is stored in a separate data partition in Revolut People and requires a separate export pass; we import it as a custom text or number field in BambooHR without attempting to preserve vesting schedule projections.

Equity data from Revolut People's compensation insights dashboard (grant date, number of units, strike price, vesting schedule, vested balance) is extracted as a separate dataset from standard employee records because it lives in a different data partition. We import the equity summary as custom fields on the BambooHR Employee record (Equity Grant, Vested Units, Strike Price, Grant Date). Future vesting projections and schedule details do not export cleanly from Revolut People and are documented in the equity handoff note for the customer's finance or equity administration team.

Employee document blobs (contracts, ID copies, offer letters) are not accessible via Revolut People's API. We generate a file manifest that lists each document by employee name, document type, and upload date, with the recommendation that the customer downloads these files manually from Revolut People and uploads them to BambooHR's Employee Files section post-migration. We do not migrate document content programmatically. The manifest serves as a checklist to ensure no employee document is missed during the manual transfer.