TL;DR: With user roles and permissions, compensation data becomes self-serve, strategic, and scalable. Recruiters find benchmarks without chasing People teams. Managers see their team's compensation. Employees understand their progression path. Nobody drowns in noise, and nothing sensitive slips through the cracks.
How compensation data flows through orgs.
Compensation data powers everything – hiring, planning, long term progression. But because it's sensitive, most companies lock it away. And when data gets locked away, People and Rewards teams become the gatekeepers.
Recruiters hunt for benchmarks. Managers guess at budgets. Employees wait for answers that should take seconds.
All because the right people can't see the right data at the right time.
Permissions aren't about restrictions. They're about putting decisions in the right hands.
Before today, you had two bad options. Lock everything down and become the blocker for every decision. Or open the floodgates and rely on spreadsheets, screenshots, or copy/paste – with no control over where your data ends up.
Both slow hiring. Both frustrate managers. Both bury teams in admin that shouldn't exist.
Our new roles and advanced permissions end the trade-off. Speed and control, at the same time.
Six roles. Surgical control.
We built our user roles and advanced permissions around how compensation actually moves through a business.
Recruiters can see live market benchmarks and band ranges – so they can negotiate offers with real-time insights, not guesswork. No more crowdsourcing benchmarks from their network. No waiting on People teams. No outdated spreadsheets. Just confident, competitive offers.
Managers can view their team, relevant benchmarks, and band structures without other divisions or exec comp getting in the way. They see what matters to them and their team, so they can plan and act autonomously.
Employees can see their band and progression path. Not peer salaries or org-wide data. Just clarity on where they stand and where they can go.
Market Analysts can access external benchmarks without internal comp data. Ideal for centralised reward teams or consultants who need market context without touching internal comp.
HR gets full visibility across all comp data – the oversight needed to run compensation strategically.
Admins get full visibility and control – complete access to edit content and manage platform settings.
Every role starts with sensible defaults. Then you tailor access so every person sees the data that empowers them to make decisions.
Real problems. Real fixes.
With advanced permissions, you can expand Ravio access across your teams – empowering recruiters, managers, and leaders to move autonomously without creating risk.
Your recruiter needs benchmark data – now.
Recruiter without Ravio access: Two days waiting. Slack pings. You're exporting benchmarks whilst the candidate stalls. | Recruiter with Ravio access: They pull the real-time benchmark in seconds. The offer is prepped the same day. Hiring momentum protected. |
Your VP wants to plan Q3 headcount.
VP without Ravio access: Another meeting on your calendar. Or 15 minutes stripping out teams they don't manage. | VP with Ravio access: They open Ravio, see only their slice, and map the plan in one sitting. No detours. No searching. No hand-holding. |
Your star performer wants clarity on their progression.
Star performer without Ravio access: A 30-minute explainer on bands, levels, and what "good" looks like next quarter. | Star performer with Ravio access: They see their band, their path, and their next step in seconds. Confidence restored. Question closed. |
Your compliance team needs to know who can see compensation data.
Compliance without Ravio access: A mild panic. Spreadsheet shares, old invites, rogue access… who knows? | Compliance with Ravio access: One permissions view. One definitive list. Visibility confirmed in under 30 seconds. |
Why this unlocks your whole organisation
When comp data is locked down, every decision becomes a request. Recruiters stall mid-offer. Managers plan in the dark. Leaders rely on gut. Teams lose momentum. People and Reward teams become human routers for data that should flow seamlessly.
That creates drag across the entire business – slower hiring, slower planning, slower decision-making.
Roles & permissions fix the root cause. Decisions move closer to the people doing the work – without exposing anything sensitive.
Less friction. More autonomy. Faster, more confident decisions across the organisation.
Compensation clarity builds trust. When teams understand their band and progression path, they spend less time worrying whether they’re being treated fairly and more time doing their best work. That confidence compounds – creating a healthier, more transparent culture across the organisation.
How it actually works
Assign a role
Choose from six roles designed for real compensation workflows. Sensible defaults mean you're never starting from a blank slate.
Customise access
Fine-tune your band visibility. Narrow or broad – you choose how data flows.
See who can see what
A single permissions view shows exactly which benchmarks, bands, and employees each role can access. Ideal for audits, leadership reviews, or peace of mind.
What's launching today
- Six standard roles: Admin, HR, Manager, Employee, Recruiter, and Market Analyst – each preconfigured for their actual workflow.
- Band transparency settings: Control whether managers and employees see just their band, their progression path, or everything – giving you flexibility on how transparent you want to be.
- Permission visibility: See exactly what each role can access across benchmarks, bands, and employees – so you always know who sees what.
The bottom line
You shouldn't have to choose between speed and clarity. Between empowering your team and keeping data focused. Between being strategic and being a bottleneck.
Advanced permissions let you do both. Give your team the data they need. Remove the clutter they don't. Move faster without the distraction.
The right data.
The right people.
The right time.
Stop being the bottleneck. Start being strategic – book a demo.
