Ravio is a London-based compensation platform built around a benchmarking data set that updates continuously. Customers connect their HR system, and every new hire or pay change flows into Ravio's benchmarks, which cover 50+ countries, 300+ roles and total reward data for salary, variable pay, equity and benefits.
Pricing model
Annual subscription, quote-based by headcount and modules
Deployment
Cloud
Platforms
Web
Free trial
No free plan; 3 free benchmarks to test the data
Legal name
Ravio
Ravio does not publish a rate card. Its pricing page says the price depends on company size, the modules chosen and how much market data you need. Ravio's buyer guides quote entry points of about £5,000 per year for companies between roughly 100 and 500 employees, which puts it well below enterprise survey bundles.
The 3 free benchmarks are a practical way to check data depth for your key roles before the sales process gets serious. Use them on your hardest-to-price roles, not the easy ones.
Verified from the official pricing page on September 25, 2026. View source
Editorial verdict
Ravio sits in the benchmarking group with Compa and Bettercomp, but it serves a different buyer. Compa sells to large enterprise comp teams; Bettercomp organizes the surveys an enterprise already buys. Ravio is for European and European-headquartered tech scale-ups that have no survey subscriptions at all and want current data for their peers.
The part I would push hardest on in a trial is peer relevance. A data set built from tech company HR systems is strong for software engineers in Berlin, London or Lisbon and much weaker for a manufacturer or a retailer. If most of your workforce is outside tech, Ravio's advantage shrinks.
Where Ravio earns its place is breadth for a smaller team. One contract covers benchmarks, bands, merit review workflows and pay gap analysis, and the Directive's reporting obligations give EU employers a deadline to get bands and job architecture in order.
Ravio fits tech and tech-enabled companies of roughly 100 to a few thousand employees, headquartered in or hiring heavily across Europe, that run their HR on a modern HRIS such as HiBob, Personio or BambooHR. It is especially relevant for EU employers preparing pay structures and gap reporting for the Pay Transparency Directive.
It is a weaker fit for a US-only employer with most staff outside tech, or for an enterprise comp team that already prices jobs against Radford and Mercer and mainly needs software to manage those files; Bettercomp or CompTool serve that job better.
Ravio stands out for sourcing its benchmarks from live connections to more than 100 HR systems at peer tech companies, with European coverage as the core rather than an add-on to a US data set. The free levelling service, where Ravio's Benchmarking team maps your employees to its framework, also lowers the setup barrier that stops smaller companies from benchmarking properly.
The commercial model is a data subscription with optional workflow modules, with starting prices quoted in GBP in Ravio's guides, and it is priced for people teams where one person covers reward alongside other work. Enterprises that already own several survey licences will find Compa or Bettercomp a closer fit to how their comp teams work.
Contract scope is worth pinning down early: which countries are included, whether new countries can be added mid-term, and whether pay equity reporting is priced per report or as an annual module. Those three terms decide whether the second-year renewal looks like the first.
Ravio's core differentiator is real-time benchmark data derived from live HRIS integrations, rather than annual salary surveys. If your European comp benchmarking is based on outdated data, Ravio is worth a serious evaluation.
Still comparing? Dig deeper
Ravio benchmarks employees against real-time total reward data covering salary, variable pay, equity and benefits across 50+ countries and 300+ roles.
More than 100 HR systems connect to Ravio, and changes flow into benchmarks automatically.
Ravio's team maps your employees to its levelling framework after connection.
Bands can be built in minutes or imported, then refreshed against a chosen market percentile. Compensation reviews bring merit matrices, budgeting and approval workflows into the same place as the data.
Update your compensation philosophy and band ranges recalculate against current benchmarks.
Performance and reward data appear together during a review so top performers can be targeted.
The pay equity tools identify gaps across the organisation, show what is driving them and calculate the cost of closing them.
Ravio positions its bands and gap analysis for compliance with the EU Pay Transparency Directive.
Benchmarks can be shared with managers, finance and talent acquisition to explain pay decisions.
Evaluating Ravio means separating what sounds strong in the demo from what holds up after implementation for employee compensation management teams.
Where Ravio earns its place for mid-market teams
Because data arrives through HRIS connections, a hire or raise at a participating company shows up in the benchmarks without waiting for an annual survey cycle.
The data set covers 50+ countries and 300+ roles, drawn from more than 1,500 tech companies, with Europe as its home market.
Ravio's Benchmarking team maps employees to its job levelling framework at no charge, or maps your existing framework to theirs.
Salary bands, merit matrices, budgeting, approval workflows and pay gap analysis sit alongside the data, so a small reward team needs only one tool.
What to press on in Ravio pricing calls before signing
Participants are mostly tech companies. Manufacturing, retail, healthcare and hourly roles are outside its core, where Compa's Frontline data or traditional surveys cover more.
Beyond the starting figures in Ravio's guides, the quote depends on modules and countries, so final cost needs a sales conversation.
The model assumes you connect a supported HR system. Companies with legacy or on-premise HR data will have more setup work.
Leave your details and we'll connect you with Ravio so they can share current pricing, packaging, and what the buying process looks like.
Headcount sets the base. Adding compensation reviews and pay equity on top of benchmarking increases it, as does needing coverage in many countries. A UK and Germany-only company should not be paying for Latin American or Asian data it will never use.
A company comparing Ravio with Radford or Mercer should count the analyst time surveys consume: submission, job matching and aging. Ravio's team maps your employees to its levelling framework for free once your HRIS is connected, which removes most of that first-year setup work.
Before you sign
Ravio's sales process starts with a demo and the offer of 3 free benchmarks. Use both to test whether its peer set matches the companies you actually compete with for talent.
Spend the 3 free benchmarks on your hardest roles and locations, because easy roles in London will look good in any data set and tell you little.
Ask Ravio to show participant counts for your top roles by country, because a 50+ country footprint does not mean equal depth in every market.
Confirm your HRIS is on the supported list and who performs the levelling mapping, since the speed of setup depends on that connection.
Decide whether you need pay equity now or next year, because adding modules raises the quote and the Directive timeline in your member states should drive that choice.
Ravio quotes by company size, modules and data needs. Its own guides cite starting prices of about £5,000 per year for companies of roughly 100 to 500 employees.
There is no free plan, but Ravio offers 3 free benchmarks so you can test the data before buying.
From direct connections to the HR systems of participating tech companies. Hires and pay changes flow into benchmarks as they happen.
Ravio states coverage of 50+ countries and 300+ roles, with Europe as its strongest market.
Yes. Its salary bands and pay equity tools are positioned for Directive compliance, including finding pay gaps and costing the fix.
Less so. Its participants are mostly tech companies, so retailers, manufacturers and healthcare employers should check role coverage carefully.
Ravio's alternatives split between other live-data providers and specialists in one part of what it does.
| Product | Pricing | Free trial |
|---|---|---|
| RavioThis tool | Annual subscription, quote-based by headcount and modules | No |
| Carta | Flat fee / tiered annual | No |
| CompTool | Freemium | Yes |
| Compa | Quote-based | No |
| Pave | Per employee per month | Yes |
| CaptivateIQ | Per seat per year | No |
Equity and total compensation management platform for private companies managing cap tables, pay bands, and total rewards.
Compensation benchmarking and planning tool built by comp practitioners, with a free tier for salary survey owners.
Compa also pools data from customer systems but sells to large enterprise comp teams, with offer-level data and AI agents rather than bands and review workflows.
Pave is the closest US-centred equivalent, pairing HRIS-sourced benchmarks with comp planning for venture-backed companies.
Sales incentive compensation management platform that automates commission calculations and gives reps real-time earnings visibility.
Before you decide
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