Ravio provides real-time total reward benchmarking, market trends, and compensation management self-described as user-friendly and efficient.

Ravio

Ravio | 4,299 followers on LinkedIn. Helping People &amp; Reward leaders balance the art and science of compensation management. | Managing compensation is stressful, but it doesn’t have to be. 

Ravio equips HR &amp; Reward teams with everything needed to remove complexity in compensation – from conducting salary reviews, running pay equity audits, managing salary bands and more.

By tapping into +300,000 benchmarking data points from +1,000 leading tech companies globally, Ravio takes away the uncertainty and stress that comes with managing compensation in the fast-changing tech industry.

Founder & co-CEO - Ravio

Roy Blanga

Fractional Chief People Officer | Start & Scale Up Adviser | Operational Effectiveness Consultant | Angel Investor | ex-Personio, ex-Wise, ex-King

Ross Seychell

PMM / Marketing Lead at Ravio | Co-founder, GTM Playbook | Top 100 PMM Influencer

Alicia Carney

Physicist turned Data Engineer

Cornelius Pieterse

In 2 weeks, we’re hosting a breakfast session with France’s top tech companies. Next40 and FT120 companies. Unicorns. And we’d love for you to be there. It’s a breakfast session in a lovely location in Central Paris, and we’ll be talking all things 2025 compensation trends in French tech 🇫🇷 You'll hear from top People leaders in French tech: 1️⃣ Marie Chabal Filleteau (CPO @ Descartes Underwriting ) 2️⃣ Calixte Bonnet Saint Georges (MD @ in Residence | WEFY Group ) 3️⃣ Ravio’s own Gari Poniatowski (Head of France) And you’ll get to: 1️⃣ Hear compensation insights from our study of 1,000+ tech companies 2️⃣ Learn best practices for salary reviews that you can implement today 3️⃣ Connect with other People leaders, all over breakfast Interested? You can register in the comments.

A big thank you to Vaso Parisinou and Olga Flegontova for leading last week’s valuable reward leader discussion! From navigating a “tech winter” to balancing market and performance-based pay, both speakers unpacked the key challenges facing reward leaders today and next year. Here’s a sneak peek of some of the questions asked: ▶️ Should annual equity grants take performance into consideration? ▶️ At what point in our company's maturity does "equity for all" turn into "equity for select roles"? ▶️ How common is it for companies to apply a merit matrix by default in a merit cycle versus using it as a recommendation tool, or not at all? Missed it? Not to worry! For a closer look at budget planning, total compensation trends, and pay review strategies, check out the recording or read our recap blog — both links are in the comments!

And that’s another one wrapped! Ravio joined Women in Tech®Germany and Remote last night to host a great evening with People leaders across the tech industry to discuss the gender pay gap and increasing representation in 2025. It’s a big issue for all companies — especially as the EU Pay Transparency Directive deadline gets closer. With an expert panel, including Vaso Parisinou , Ekaterina Potter , and Lara Protsak , here are some key reflections from the night: ▶️ Pay equity should be a business priority: There are only two merit cycles left before EU laws come into effect, meaning organisations must start getting proactive to avoid expensive, non-compliance risks. ▶️ Increasing diversity at the point of hire: From upfront pay transparency with candidates to parent-friendly work structures, getting it right at the hiring stage can set the tone for an inclusive and compliant culture. ▶️ Make progress incrementally: If you don’t have the budget for a big pay equity push, analyse and fix problems incrementally. Progress is progress! A huge thank you to everyone who joined us and to Julia Bandov , Noha Salama, MBA PMP , and Danine-Isabelle Faska ! Head to Ravio for more on how to manage pay equity going into next year. We’ve linked some helpful pieces for you in the comments!

Is pay for performance the key to motivating employees, or a fast track to pay inequity? It’s one of the biggest debates in compensation: pay for performance, adjust based on the market, or both? Ravio's data shows that 41% of companies plan to increase salaries primarily based on performance going into next year. While linking pay to performance can drive results and reward high achievers, it does also have potential downsides — including pay inequities to heightened stress for employees. So, what’s the best way forward? In Ravio 's latest blog, we explore the pros and cons of the pay for performance model as well as different methods of salary adjustments and how to implement a system that works for everyone. Plus, we’ve brought in expert insights from compensation pros Figen Zaim and Rob Green , who share their own experiences on what makes or breaks a pay-for-performance model. Check out the full post for a deeper dive! Link in the comments 👇

We're incredibly proud to sponsor the latest episode of HR ungeschminkt – der Podcast ! Compensation is much more than a monthly pay check. It’s a foundation for fair, transparent, and competitive remuneration within the organisation. So, in their most recent episode, Annika in der Beek (CHRO of Statista ) and Anjuli Mauer (CEO of People Pace ) talk with Bentje Grünewald , Head of Compensation at DKV Mobility . The episode discusses: 1️⃣ The importance of a strategic Compensation & Benefits policy What are the risks of leaving compensation decisions to individual departments without clear guidelines? 2️⃣ Compensation as a tool for shaping organisational culture How can compensation shape employee behaviour? How can organisations use it to drive the culture they want? 3️⃣ Salary bands and transparency How do salary bands provide clarity for HR, hiring managers, and employees? You can listen via the link in the comments!

Are traditional salary surveys relevant for today’s competitive pay? Actually, we believe there can be room for both traditional and real-time tools to strengthen a company’s approach to rewards — at least for now! Salary surveys from well-established providers have long been valuable to HR teams, offering insights from a broad dataset of companies worldwide. In fact, data breadth and established brands like Radford, Mercer, and WTW are key reasons why teams continue to rely on them. But as markets evolve faster than ever, real-time data is becoming essential to keep pace with a rapidly shifting talent landscape. And the reality is, salary surveys still only provide a point-in-time. In our latest blog, we explore: • The strengths of traditional salary surveys — and where they can fall short, especially for industries that change quickly like tech. • The advantage of real-time benchmarking tools like Ravio that update continuously, ensuring your pay data reflects the latest market trends. • How combining salary survey data with modern software solutions can give HR and People teams a balanced approach to fair, competitive compensation. Explore more in the comments!

Final call for Reward leaders looking to join Ravio 's discussion on tackling some of today's toughest challenges in compensation. From hiring trends to salary increases and attrition rates, we’ll explore what’s changing across Europe and what it means for your strategy in 2025. Led by Ravio's Chief People Officer, Vaso Parisinou and joined by Olga Flegontova , Senior Rewards Partner at Zalando , this 45-minute session explores the challenges of budgeting, balancing market vs. merit pay, and communicating tough decisions around comp to your teams. Bring your questions, take away real advice you can act on, and help each other prepare for compensation in 2025. Register in the comments!

Still using Radford to manage compensation? Radford might be a well-known name, but its inconsistently reliable data, time-consuming processes, and hefty costs (for limited value) are pushing many companies to search for alternatives. But how to choose? If you’re tired of paying for static data that’s outdated by the time you use it, this blog post will help you explore your options. We compare key features, pros and cons, and user reviews across: 🔹 Ravio 🔹 Payscale 🔹 Pave 🔹 Lattice 🔹 Mercer And many more! Curious? Link in the comments. 👇

Tired of comp review season already? Wishing for some clear perspective to help cut through the noise? Join our intimate webinar on Tuesday, 5th November — led by two experts at the forefront of reward strategies, Vaso Parisinou , CPO at Ravio , and Olga Flegontova , Senior Total Rewards Partner at Zalando . They’ll dig into the big issues you’re tackling, including what salary increases look like for 2025, how to communicate constrained budgets, and finding the balance between performance-based and market-driven pay. If an interactive session where you can learn, share, and gain fresh perspectives from your peers sounds good, then this one’s for you. Don’t miss the chance to hear how other reward leaders are navigating this challenging season. Limited spots available — save your spot now! Link in the comments 👇

A Friday treat for you — salary increase data from Ravio’s latest report! According to Ravio , 69% of European tech companies say uncompetitive pay is their biggest hiring challenge. Why? Because companies relying on traditional salary surveys only get static snapshots in a fast-moving market. To pay competitively today, HR and Rewards leaders need dynamic, real-time data. So what should we expect when it comes to salary increases in 2025? • Salary increases dropped by 14% in 2024, marking a big shift from last year • Things aren’t expected to change: 55% of companies predict salary increases will stay in the 3-5% range for 2025 • Early-stage companies are offering bigger pay rises, but next year’s funding will be key • Only 2% of companies plan salary freezes, but the number of employees getting a pay rise varies Curious to know more? Check out the blog or head straight to our Compensation Trends report. Both links are in the comments ⬇️

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