At, 88 percent of employees say their workplace is great.



This review is based on 152 employee surveys, with a 90% confidence level and a margin of error of ± 2.93. It was published on Jul 19, 2016. 3971 Visitors

What Employees Say

I can be myself around here.
People celebrate special events around here.
People here are given a lot of responsibility.
I'm proud to tell others I work here.
People care about each other here.

What They Do

We asked to explain what they do. Here is what they had to say.

We are a leading, global software provider of comprehensive and integrated Cloud based solutions for Treasury and Risk Management, servicing over 650 clients globally.

About this Company

Website: Industry: Information Technology
US Headquarters: New York, New York US Sites: 3
Major Locations: King of Prussia, Pennsylvania; Austin, Texas US Employees: 186
Employees Worldwide: 558 Corporate Structure: Private
Founded: 1999

Reval Hard Rock Woo Party

Perks and Programs

We asked to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Corporate Social Responsibility: Be part of an organization that makes a difference. Our grassroots initiative allows coworkers flexible opportunities to get involved in their community. In addition to company-paid volunteer hours, we hold charity drives and awareness campaigns. You're empowered to donate in whatever form you choose (time or money) to charities of your choice, that you feel will change lives and make a difference. Additionally, Reval sponsors the "Be the Match" and "Little Kids Rock" charities.
  • Flexible Schedule: Need to work from home to wait for that delivery? No problem. Have a doctor’s appointment in the morning? Come in the office afterwards. We recognize effective work-life balance is an individual equation and provide our employees flexibility to solve it in their own way.
  • Telecommuting: Feedback from our company-wide employee opinion survey showed the desire of employees to be able to work from home on a regular basis. The Executive Management Team listened. Reval implemented a telecommuting practice that allows employees, depending on their job functions, to work from home 1- 3 days per week. Access to advanced technology and systems made this an easy transition for the company. This benefit has allowed some to reduce the morning and evening commute from an employee’s week and allows those employees to spend more time with their families ultimately enhancing work-life balance. This benefit has been very well received among employees since its inception.
  • Competitive Total Compensation & Benefits Package: Reval pays employees competitively through base compensation, a bonus program, and 401(k) matching. In addition, Reval offers flexible schedules, summer Fridays, ample vacation and rich benefits. We pay on average 80% of the premiums, recognize domestic partners and same sex marriages and extend benefits to the partners of employees who choose to add them.
  • Employee Programs - Wellness Initiatives, Discount Programs: Wellness Initiatives - Periodically throughout the year, Reval partners with wellness vendors to provide employees with in-house services, local contacts and discounts including free massages, bio-metric screenings and health evaluations, consultations and giveaways. Discount Programs – Reval participates in various discount programs providing offerings to employees such as discounts on travel, Broadway shows, movies, flowers, car rentals, and more.
  • Employer Sponsored Teams and Events: Softball and Volleyball are the current favorites when it comes to employees teaming together outside the office for a sports win. Both teams compete in the NYC corporate leagues and have won the championships in both softball and volleyball 2 years running. Ping pong and pool tables in the office help them de-stress and build friendships that they carry into both the sports and work fields.
  • Woo Parties, Release Parties, Summer/Holiday Parties: Woo is one of the founders of Reval. To celebrate the work hard play hard culture foundational to Reval, each department selects a month to host their themed Woo Party. From Mexican Fiesta to Hard Rock Café to Hawaiian Luau, employees enjoy social, relaxed fun and surprises cooked up by coworkers. Having 2 major software releases per year, Reval celebrates with release parties. The October release is a favored party as it is combined with a Halloween theme. The entire office gets into the spirit and dresses as their best ghouls and goblins and there are prizes for a variety of categories. In addition we have our annual holiday party in December and our summer outing which includes Reval's employees' families.
  • Employee referral program: Bonuses of $3000 are awarded to employees who make successful referrals. About 20% of Reval’s hires are referred by current employees.
  • Learning & Development: Reval believes that learning and development should be a continuous pursuit. That’s why every individual sets an L&D goal as part of their performance goals. To support employees’ learning and development, Reval is offering and continues to expand a wide array of training and development opportunities – from online courses or in-person learning and independent reading, to new course development, train the trainer and client training. Reval knows new skills and continuous challenge are key to employee growth and satisfaction.


3% 401(k) match of employee's contribution, up to 6% of an employee's salary80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents 80% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance


  • 401(k)
  • Stock options to employees
  • Pre-tax savings account


  • Free beverages during the day
  • Massage therapy
  • Fitness classes
  • On-site package/mailing service
  • Discount ticket sales
  • Personal travel service
Client Conference


29 days Paid time off after one year of full-time employment 21 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment


  • Flexible schedule (36% use it)
  • Telecommute option (40% use it)


90 days Job-protected maternity leave5 days Fully-paid maternity leave (does not include personal vacation or paid time off)
95 days Average length of maternity leave new mothers take90 days Job-protected paternity leave
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)5 days Average length of paternity leave new fathers take
90 days Job-protected parental leave for adoptive parents5 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Elder care resources


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Cholesterol tests
  • Complete biometric screening
  • Blood pressure screening

Community Involvement & Philanthropy

8 hours Paid time off to volunteer


  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

Spring Release Party


Holiday Party NYC

How to Get Hired

We asked for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

In addition to excellent technical skills, we look for people that match our 4 DNA components, Motivate to Achieve, Joining a Trusted Team, Driven to be Innonvation, and Care About Quality.  If a candidate can show us through our behavioral interview process that they score high in these areas and have the personality and experience then we will have a new employee.  Our teams also look for great communication skills, a global outlook and the ability to get the job done.

What can prospective employees do to get your attention?

Candidates can have the treasury experience or excellence in their field, the intelligence and motivation to join a team that is growing at a fast pace.  They should want career growth and be willing to work for it, learning something new everyday and building on their experience with our world renouned products.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

As we continue to expand and grow, we are looking for professional sales and pre-sales individuals that have a Fin-tech software background that are used to working with Treasurers and CFO's.  In addition, we are looking for Customer Success Managers that have been working with clients to assure they are experiencing exceptional support, training and are using our products to enhance their treasury departments.  These individual have a unique blend of customer support, technical experience and account management skills to bridge the gaps of our global product development teams and the client together.

What should interested candidates do to find out more and get started?

The suggestion is to visit our website and review our products, our whitepapers and understand how we partner with clients with our award winning products.  The exciting news is our website will be getting an upgrade in August and will have an outstaning career section that candidates can visit to see what it is like to work for Reval, meet some of our employees from around the world and get insights into our programs from our employees.

hiring Outlook

30 Job openings forecast for coming year 11% Job Growth
81 Average applicants per opening 2,683 Applications received
56 Positions filled in past year 21% New hires by employee referrals
42 New positions created 21 Jobs filled by current employees
5 New graduates hired 10% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.


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