Ravio Blog

Salary benchmarking is the process of comparing your company’s salaries to the market. Here’s how you can do it in your company.

How Ravio helped transform compensation communication and confidence in Tiqets' compensation review

Data from 250 People leaders revealing how they are prioritising pay equity and what initiatives they are putting in place to close the gender pay gap.

We break down the People Masterminds podcast episode on the importance of reward philosophy for organisations and why it’s so important to get right.

This webinar unpacks key findings from Ravio's recent pay equity report, including the difference between the unadjusted and adjusted gender pay gap, the state of gender representation, and why there are so few female leaders in European tech.

Unpacking pay equity by exploring what causes the gender pay gap, updated gender pay gap statistics, and suggested solutions.

Which country leads the way when it comes to paying men and women equally and ensuring balanced gender representation?

Ravio is now Remote’s partner in real-time compensation benchmarking. Remote customers can access Ravio’s real-time compensation benchmarking data for a consistent and competitive compensation strategy globally.

Discover what pay equity is, how it differs from pay equality, and the key reasons why pay equity can benefit your business.

Ravio is now on 4 continents – with three new countries (India, Australia, and Greece), four expanded countries (Denmark, Poland, Portugal, and Finland), and two refreshed countries (Hungary and Romania).

From making sure salary ranges are included in all job openings, to gathering data on your gender pay gap, there are lots of actions companies need to be taking to prepare for the rollout of the EU Pay Transparency Directive – here's everything you need to know.

Ravio’s data shows the vast majority of companies have a 4 year vesting schedule with a 1 year cliff. Why? And when might you implement a different vesting schedule?

Is it typical for startups to offer equity compensation to all employees? Or is it more common only to grant equity to executives and leadership?

The Black-Scholes model is used in equity benchmarking to enable the comparison of different approaches to granting equity compensation to employees.

The German employment law info you need if you’re hiring in Germany: from working hours to mandatory employee benefits to pay transparency, and more.

The employment law and cultural norms info you need if you’re hiring across Europe from salary benchmarks to social security contributions to gender pay gap reporting and more

Understanding whether your employees are paid competitively compared to the wider tech talent market isn't easy, with many unreliable data sources. Let's look at the latest trends on competitive tech salaries from Ravio's real-time compensation dataset.

People teams have had to adapt quickly in recent years, from rapid hiring to mass layoffs. Now, it's the turn of cautious and sustainable growth. How are People Leaders reacting to this new normal in 2024?

Equity refresh grants give additional equity to employees who received equity compensation when joining a company. They can be a great employee retention strategy.

Equity compensation is an important way that companies attract and retain talent, but it can be complex. This startup equity compensation guide covers everything you need to know.

A selection of popular United States benchmarks are now available Ravio's compensation benchmarking platform, enabling reliable global benchmarking across the globe.

What is a competitive employee benefits package in France? Ravio data on the benefits French companies typically offer, with advice from experts at Skeelz and May.

There are pros and cons to remote, hybrid, and in-office working models. So how do you decide? In this article we look at the data on what other companies are opting for, as well as sharing advice from Chief People Officer Vaso Parisinou.

From new US benchmarks, to an even faster way of creating salary bands in a few clicks, to exploring the equity market, there's tons of new value available in Ravio.

Salary bands are the bridge between career progression and compensation. But how do you calculate different scenarios for an employee's progression through their salary band?

What is the EU Pay Transparency Directive? Which companies does it impact? When will it be rolled out? How do we prepare? Find answers to these questions and many more in our guide to the EU Pay Transparency Directive.

Deciding the salary band and salary offer for a new job position comes with lots of questions. What is a competitive salary for the role? What budget do we have? What is fair within our team? How much flex do we allow for negotiation?

Ravio customers can now access real-time total compensation benchmarking data for the Belgian market, including base salaries, equity offers, benefits, and variable pay.

The 2023 Dutch Tech Startup Employment in the Netherlands report is here, produced by Techleap and Dealroom, and featuring Ravio data gender diversity in Dutch tech startups.

The French employment law info you need if you’re hiring employees in France: from working hours to mandatory employee benefits, to pay transparency, and more.

With recession as the economic background, hiring is down across by over 40% in the European tech industry. Start up leaders are shifting focus to retention and focusing on slow and steady growth. So how are they ensuring they retain their high performers?

How do you know when your company is top heavy and you have too many managers? And what can you do to ensure an effective management structure? We explored the data and interviewed people leaders to find out.

The pros and cons of the most popular salary benchmarking tools, including salary surveys, user-gathered salary data, and real-time salary benchmarking tools like Ravio.

So you notice that you have a salary band outlier – an employee who is being underpaid or overpaid compared to the salary band that they are in. What do you do? We spoke to Isha Smith, Global Head of Rewards at Soundcloud, to see how she would approach this conundrum.

Ravio is the first in the market to launch real-time total compensation (base, variable, equity, and benefits). Eliminate guesswork, time wasted, and spreadsheets frozen in time, and immediately see how other European tech companies allocate total compensation.

Establishing a clear structure for the job levels within your company (and getting buy-in from stakeholders on it!) isn't an easy task. But, it is vital to ensure consistent and fair compensation decisions. So let's take a look at how to build an effective level framework.

What rulings on employee rights to pay information are included in the EU Pay Transparency Directive? From banning pay secrecy clauses to ensuring all workers have access to pay level and career progression frameworks, preparing for the EU Pay Transparency Directive may require adjusting your compensation processes.

The gender pay gap in the tech industry is significantly higher than in other sectors – and much of the problem exists before even the point of hiring. So what can tech companies do to improve gender diversity?

Should you have a salary band for every job position at every job level? Or is it ok to have department-level or company-wide salary bands instead? Let's take a look at the pros and cons of the different approaches to salary bands.

Should you localise pay for all employees? Is a tiered approach more cost effective? Or should you pay all employees the same based on market rates in your HQ? Let's take a look at the pros and cons of these different approaches to location-based pay.

Ravio’s new salary bands tool makes it easy to view, analyse, refresh, and share salary bands that are continuously calibrated against Europe’s most reliable real-time talent market data.

Salary bands ensure a fair and consistent framework for salaries and pay progression, which comes with huge advantages. But, they can also be tricky to work with. Let's weigh up the advantages and disadvantages of salary bands.

How do you calculate the median and mean gender pay gap in your organisation? What's the difference between the adjusted and unadjusted gender pay gap? What about the representation of women across job levels? Here's everything you need to know.

What is the job market like for the tech industry in the Netherlands? The 2023 Matchr x Ravio Netherlands Tech report covers hiring trends, salary benchmarks, advice for ensuring a diverse pool of candidates for every role, and more.

Salary bands group employees that perform work of equal value together. They ensure fair and competitive pay, improving retention and eliminating internal pay inequity.

A compensation framework is the foundation for a company's approach to compensating their employees – with a best practice compensation framework having 5 core components...

With its reputation as a haven of work-life balance, Sweden is becoming one of the global tech talent centres in Europe. Discover how Ravio’s benchmarks can help build a successful people strategy in Sweden.

What rulings on pay transparency for job applicants are included in the EU Pay Transparency Directive? From including salary ranges in job adverts to a ban on asking candidates their salary history, preparing for the EU Pay Transparency Directive may include adjusting hiring processes

Compensation metrics enable people teams to monitor how effective their compensation strategy is – helping them to make improvements and report back to leadership teams about the value of the team. Here's 5 compensation metrics every HR team should track.

Explore Ravio's insights to see how the gender pay gap affects fintech growth, and why early prioritisation of diversity, equity, and inclusion (DEI) can lead to stronger innovation, better commercial outcomes, and compliance with EU pay transparency regulations.

New to the world of compensation and want to up your HR vocabulary? Looking for a definition of a specific compensation-related term? This compensation and benefits glossary of terms has everything you need.

The people teams at what3words, Farewill, and Team Liquid have built a winning diversity strategy to ensure that fairness is at the heart of their culture and compensation practices – here's how.

Ravio Pro customers have direct access to industry-first, real-time market trends – powered by relevant and reliable data from Europe's leading tech companies.

Ravio Rewards Awards winners iwoca and Umwerk have embedded their wellness policies into the core of their compensation and people strategies – including mental health resources and support for remote workers.

The EU Pay Transparency Directive means new gender pay gap reporting requirements will be rolled out across Europe by 2026, with companies with a gender pay gap over 5% mandated to develop an action plan to address it.

Ravio’s compensation benchmarks for Spain continue to grow: Ravio has launched 2 new benchmarks for Spain, and doubled the number of new roles and job families.

Explore real-time compensation benchmarking insights from companies and employees across France. From benefits offered, to remote salries, to total compensation packages, and more.

Discover how Ravio and People masterminds collaborate to provide real-time compensation insights, combined with hands-on industry expertise.

Explore real-time compensation benchmarking insights from companies and employees across the Netherlands. From benefits offered, to remote salries, to total compensation packages, and more.

Explore real-time compensation benchmarking insights from companies and employees across Germany. From benefits offered, to remote salries, to total compensation packages, and more.

Explore real-time compensation benchmarking insights from companies and employees across the UK. From benefits offered, to remote salries, to total compensation packages, and more.

Ravio has launched Europe's first real-time compensation benchmarking platform, purpose-built for the tech industry! HR leaders can get a live view of compensation trends, compare to peers, and adjust compensation practices. accordingly.