Ravio Blog

Eamonn Stanley and Vaso Parisinou share advice on building a best-in-class employee comms plan on compensation and benefits.

Every pay equity audit should include analysing salary band outliers. Reward Leader Isha Smith explains why, as well as advising on how to address employees who are overpaid or underpaid.

Read our February update and see why our early beta customers feel excited to run their next compensation review through Ravio.

By replacing pay decisions made on a case-by-case basis, with structured salary bands aligned with reliable market data, HERO Software has sped up hiring and improved employee trust.

How do other companies approach employee benefits? What's the best way to budget for mandatory and optional benefits? Find out in this employee benefits guide.

Complete salary transparency is at the core of Buffer’s compensation philosophy. Learn more about their Rewards approach, and why it works for their goals.

Executive buy-in is a common blocker for People teams who want to invest in reliable compensation data benchmarking data. Rewards expert Alistair Fraser shares his advice on how to overcome this.

Compa ratio and salary range penetration are commonly used to measure employee pay progression. Learn how it works and get your free calculator tool.

Join Vaso Parisinou (CPO at Ravio), Anastasia Efremova (Global Total Reward Director at Semrush), and Figen Zaim (Total Rewards Consultant at Olivier Reward) for an expert discussion on how to align a rewards strategy with business goals.

Step 1: Decide how salary bands will be grouped. Step 2: Apply your location-based approach (if applicable). Step 3: Align salary bands with job levels. Step 4: Agree the salary band midpoint. Step 5: Agree the salary band range (or width).

Vaso Parisinou (CPO at Ravio), Eamonn Stanley (Head of Reward at Typeform), and Vicky Peakman (Pay Equity Consultant) discuss how to effectively communicate compensation to employees.

An effective compensation philosophy ensures that every pay decision is based on the same guiding principles, ensuring consistent and fair employee compensation.

How do startups approach equity compensation? What’s the typical equity grant for startup employees? Find out in this startup equity compensation guide.

Ravio's compensation review software removes the chaos by bringing together your employee data, compensation framework, reliable benchmarks, and intuitive salary bands — all within a single, user-friendly platform.

Effective collaboration between HR and Finance is crucial when deciding the budget for salary increases. Reward Leader Lucia Nikolaou shares her advice.

A top heavy management structure can lead to high payroll costs and inefficient processes, but too few managers leaves teams lacking direction and support.

A summary of pay secrecy, salary confidentiality, and salary disclosure laws in Europe – including how this will be impacted by the EU Pay Transparency Directive.

Salary requirements in hiring laws are changing with the EU Pay Transparency Directive: salary ranges in job postings, salary history ban, employer burden of proof, gender neutral language.

Evaluating Mercer alternatives? Ravio offers real-time salary benchmarks, interactive comparison with internal employee data, automated job mapping, additional compensation tools, and more.

Swedish pay transparency law update: the EU Pay Transparency Directive (Lönetransparensdirektivet) will replace the Discrimination Act (Diskrimineringslagen) in 2026.

Learn everything about salary benchmarking: what it is, why it matters, and how to take actionable steps to compare your company’s salaries to the market.

Jeffrey van Brakel, Yara Wattel, and Noor van Boven, Founder discuss key compensation trends and insights in the Dutch tech ecosystem, to inform compensation strategies in 2025.

The best salary benchmarking tools for 2025. Evaluate the pros and cons of salary data providers like Ravio, Pave, Willis Towers Watson, Glassdoor to find the right option for your company.

Calibration sessions ensure all employees are evaluated fairly in performance and pay reviews. But they come with many challenges – from avoiding bias to keeping to time and more.

Merit increases can be a great way to reward employee performance. Global Total Rewards leader Rob Green shares how he tells when it is (and isn’t) the right approach.

Discover how a merit matrix ensures fairness in pay reviews. Learn to align pay with performance, salary bands, and market trends for equitable rewards.

Discover how Sastrify built a transparent, fair compensation philosophy and improved pay reviews globally with Ravio's real-time benchmarking data.

Exploring Ravio’s recent webinar on compensation management, including total compensation insights, pay reviews, and budget planning with top reward leaders.

Rewards leader Figen Zaim gives her advice on how to use salary adjustments and other levers to retain top-performing employees.

Pay for performance is an effective way to reward top employees, but can contribute to pay inequities. Learn how to award merit increases effectively, with advice from experts Figen Zaim and Rob Green.

Traditional salary surveys fall short as a reliable data source for salary benchmarking – offering out-of-date and error-prone data through a time-consuming and expensive process.

Compare the best Radford alternatives for smoother compensation management – including key features, pros & cons, pricing, and user reviews.

Ravio just expanded its data coverage by adding select roles from 20+ new countries worldwide – across Europe to Latin America, Asia, and Africa.

Discover how salary increases in European tech will change in 2025. Learn about key trends in annual salary increases, pay rises, and compensation management.

Discover the 8 best job evaluation software options in 2024. Compare features, pros & cons, pricing, and user reviews to find the right tool to streamline job evaluation and levelling.

Learn how employers can prepare for the EU Pay Transparency Directive 2026 to ensure compliance when new pay transparency laws are in place.

We map your internal job levels against the Ravio level framework to ensure accurate comparisons with market compensation benchmarks.

The EU Pay Transparency Directive is bringing major changes to hiring, compensation management, gender pay gap reporting, and more. Read our comprehensive guide to get prepared and stay compliant.

Vaso Parisinou, Sarah Jeffreys, and Jenny Packer discuss how to prepare for pay reviews in 2025 – including exclusive data on market trends from Ravio and Gallagher

We reached out to three People experts in the Ravio community to get their perspective on the biggest compensation review challenges and their advice on how to tackle them.

Answers to all the common compensation review questions, plus best practice approaches to streamline your compensation review process.

Understanding your company’s pay equity should be easy for everyone. Ravio is launching its new pay equity product to ensure achieving fair pay is easier and more accessible than ever – making the path to pay equity possible for all.

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).

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 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

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.

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.

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.

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.

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.

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?

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.

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 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.

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.

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.

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.

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.

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.

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.

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.