Benchmarking data
Relevant, real-time, and reliable data that reflects today’s market
Real-time data & trends
Live base, variable, equity, benefits benchmarks for 100+ roles
New hire benchmarks
Location, funding stage, and headcount filters
Annual pay, hiring, and attrition trends
Analyse your organisation
Compare all employee total compensation data to live market benchmark data
Overlay performance data
Manager permissions
Expertly matched data
100+ HRIS integrations to keep internal data continuously synced
Level mapping for roles, levels, and grade frameworks
Live correlation table available
Salary Bands
Simplify and streamline your bands
View and compare bands
Beautifully visualised band comparisons
Quick import of existing bands
Location, funding stage, and headcount filters
Annual pay, hiring, and attrition trends
Analyse band health
Custom percentiles by teams
Analyse employee performance, compa ratio, and band placement
Run budget scenarios
Refresh bands
Automatically refresh band ranges to align with today’s compensation market
Share bands transparently
Help managers, employees, and recruiters using bands as a source of truth
Pay Equity
Automate pay equity analysis
Instantly identify pay gaps
Automated pay gap visualisation
Root cause analysis across departments, geographies, and team managers
Adjusted and unadjusted pay gap analysis
Share progress transparently
Report visualisations for employees and senior leadership
Share bands transparently
Reporting for EU Pay Transparency Directive
Track key compliance metrics
Compensation reviews
Conduct seamless and fair compensation reviews
Configure foundations
Select employee eligibility based on tenure, department, location
Set budget scenarios
Refresh bands
Define your recommendation logic and merit matrix
Run compensation reviews
Let managers review, adjust, and approve pay changes
Give managers employee context
Collaborate using comments, flags, and approval history
Custom manager approval flows
Finalise your review
Stay in line with budget
Mitigate pay equity and salary band impact
Sync results back to your HR system for rollouts
Chosen by the world’s global tech companies:
Investing in compensation pays off
Speed up time-to-hire
Increase offer acceptance rates by knowing exactly how much to offer in alignment with local market rates.
Compensation is the #1 reason why employees leave jobs. Eliminate ‘regretted leavers’ where compensation is the reason (McKinsey).
Control costs and attrition
People costs are often the #1 expense for tech companies. Ensure headcount is allocated correctly by leveraging live market trends.
If an employee leaves, it costs 100-150% of their annual salary to replace the position (McKinsey).
Pay the right amount—no more, no less.
Better value for money
Traditionally, compensation benchmarking datasets were bought from consultancies – but this data is notoriously difficult to interpret, unreliable, and outdated.
Tap into live benchmarks for +100 roles in +50 countries that are constantly refreshing, empowering your Reward teams to focus on higher impact work.
ROI: How accurate benchmarks can save US companies $140,000 when building an Engineering hub in London
How do you know what to pay in new markets?
A US tech company is opening its first London office – hiring 10 P3 Software Engineers. Using benchmarks from a US-focused provider risks overpaying or misaligning salaries in a new region.
Without Ravio
Total annual cost
With Ravio 
Total annual cost with Ravio
How Much Did the Company Save?
Annual Savings: $1,050,000 USD - $910,000 USD = $140,000 USD (£103,710 GBP)
Total savings: $140,000Cost of Ravio: ~$15,000ROI: +833%
Case studies
How Sastrify brought their compensation philosophy to life by switching to Ravio
“Doing a salary review process is a huge effort for us. It has an impact on the company because it creates or breaks trust. It makes the difference between retaining people and losing them, or growing and succeeding as a company.
Ravio has become a trusted partner in bringing transparency and efficiency to our complex, global compensation strategy.”
Claudia Korenko
People Experience Specialist
How Tiqets reimagined compensation reviews using real-time data
“Before Ravio, it was difficult for us to compare ourselves with the right sectors, organisations, and competitors as we are a digital tech scale-up... were we way off in the market?"
Our compensation reviews are so much better now. Managers look at Ravio and see that comparisons are being made. We’re having the right conversation now.”
Maartje Koopman
Head of People and Culture
How Bolt improved their global compensation strategy using real-time data
“Ravio has attracted many scale-up tech companies, which enables us to then benchmark ourselves against them and make more accurate comparisons.
What I love about Ravio is the ability to add new countries and companies as you go along. With a live benchmarking dataset, you are able to build and track what’s going on in today’s market.”
Evert Kraav
Senior Compensation Manager
FAQ's
Ravio connects directly to your HR Information System (HRIS) via API to offer real-time compensation benchmarking. This allows every customer to see how the market moves in real-time instead of relying on aged datasets that are 6-12+ months old. Thanks to our direct HRIS integration and expert job mapping, Ravio eliminates the need to fill out tedious compensation surveys. Connecting your HRIS to Ravio is easy. The instructions for your specific system will be shown during onboarding, but typically all you need to do is copy & paste an API key and follow simple instructions.
We integrate with over 100 HRIS systems. You can find the full list of companies we integrate with on our integrations page.
Yes, Ravio is GDPR compliant, SOC-II compliant, and registered with the ICO (registration number ZB3628250). We have a variety of technical and organisation measures in place to protect your information. We encrypt all data that flows through our systems, both in transit and at rest, keep audit logs so that you can know who is accessing your data and when, and all clients have access to multi-factor authentication within their accounts. All of our data is processed in accordance with our Data Processing Agreement and stored on servers within the EU or UK. All of Ravio's benchmarking data is anonymised and aggregated to ensure no individual or company can be identified, and benchmarks are only displayed if there are a sufficient number of underlying data points. For more information, see our trust centre.
Ravio only works with tech or “tech-enabled” companies, like WeTransfer, Wise, Skyscanner, and Personio.We work with over 1,000 companies like these. By only working with tech companies, we can offer the most relevant dataset possible for our customers.
Our pricing varies based on the number of employees in your organisation as well as the modules and the number of markets you need access to. Pricing for a 100-person company starts at around £5,000 pa. To discover the right products and price for your organisation, speak to our team.
People Teams average 5-10 days to level one position against a benchmark. With Ravio, all of your employees are levelled for you in days. Save up to 5 weeks of manual work with Ravio’s expert level mapping service to ensure apples-to-apples comparisons – included for all customers. Some of Ravio’s customers have paid upwards of +£75,000 to access global data from traditional providers. But buying static data once per year becomes outdated quickly, and cannot reflect fast-changing salaries in the tech industry. Also, the received spreadsheets require weeks of modelling and fixing in order to extract value. Save +70-80% on data purchasing costs and 90% of time spent managing data with Ravio, and access relevant total reward benchmarks for hundreds of roles across the globe, all for a fraction of the cost of purchasing one traditional data set. Dissatisfaction with compensation is the #1 cause for attrition, and it costs 1 - 1.5x an annual salary in order to backfill the role. Control attrition and save the expensive and avoidable costs of vacancy (example: 5% attrition costs €2.5M annually).
