Ravio

Buffer's compensation philosophy in one sentence: Default to transparency as a company, including salaries – if our compensation decisions are fair, we should be able to defend them publicly. Every employee's name, role, and exact salary has been published on Buffer's website since 2013. Actual names and salary numbers, visible to anyone. The reasoning is straightforward: transparency breeds trust. Buffer also publicly shares the thinking behind those salaries – the entire salary calculation formula, how they approach equity, their profit-sharing structure, and even their CEO's compensation. This has led the company to have a super strong stream of job applications, as well as an impressively high average employee tenure. But this level of transparency isn’t without trade-offs. It requires additional work to maintain a system you're accountable to publicly. It slows down decisions. And it costs more – committing to generous salaries for everyone means higher payroll that not every company can cover. What I find most interesting about Buffer's approach is how radical transparency becomes a forcing function for fairness. When every decision is public, you can't hide inconsistencies or make exceptions. Our full Compensation Stories breakdown covers how Buffer's transparency actually works – their salary calculation formula, approach to location-based pay, and what they're changing for the future. Here’s the link to keep reading: https://lnkd.in/edRAsTwV What other companies have compensation philosophies you admire?

Not all compensation data is created equal. Raw salary data from sources like Glassdoor, or aggregated by LLMs, isn't the same as statistically validated compensation benchmarks. And even among verified compensation benchmarking providers, quality varies dramatically. The benchmarks you use directly impact hiring speed, pay equity, and whether your top performers stay or leave – so the difference really matters. So how do you evaluate whether a provider's data is actually reliable? Swipe through for the checklist. For more details, head to the complete guide for the full breakdown of what to ask each compensation data provider that you’re evaluating → https://lnkd.in/enUfeh35

Misalignment derails executive compensation projects more than anything else. The founder wants total discretion to negotiate. The Reward leader wants defensible structure. One board member is steering towards a completely different approach to the others. Meanwhile, you're trying to figure out if your CFO and CRO should be paid the same, and which companies actually represent your talent market. Rob Green and Figen Zaim have designed executive compensation for countless startups and private companies. They've seen these challenges again and again. Swipe through for their advice on navigating each one ➡️ For the complete guide on designing executive compensation 👉 https://lnkd.in/eq2FKvPu

Thanks to Capsule Insurance for including us in their list of the top 50 UK scale ups in 2026 🎉 Behind our growth is the 1,500+ European tech companies trusting us with their compensation data, meaning hundreds of thousands of employees whose salaries are now benchmarked using accurate, up-to-date data. That's what we're building towards.

Helloo, Next week onthe 4th March, I will be joining Vaso Parisinou from Ravio for an honest conversation on our annual pay review cycle – sharing what is working , what is not and what we're upto for next time. We'll be talking through: How to differentiate rewards when regulations and budgets limit your options Why we separated promotions from pay reviews (and how it's working) Making performance translate into meaningful pay changes within tight constraints Balancing speed with quality – shortening timelines without sacrificing feedback If you're a HR or Rewards leader who just survived pay review season, join us. It'll be honest, practical, and hopefully useful as you plan for the next one. Sign up here: https://lnkd.in/dZS7Fx9n

En France, une promotion rime avec une augmentation de 27,8 % en moyenne, et nous sommes champions d'Europe sur ce point. 🏆 🇫🇷 France : 27,8 % 🇩🇪 Allemagne : 25,0 % 🇪🇸 Espagne : 24,0 % 🇳🇱 Pays-Bas : 22,4 % 🇸🇪 Suède : 22,0 % 🇬🇧 Royaume-Uni : 21,4 % 6 points d'écart avec le Royaume-Uni, ce n'est pas anodin pour deux des principaux hubs tech d'Europe. Mais ce chiffre ne doit pas faire oublier une réalité que beaucoup de salariés français connaissent bien : la compression salariale. Les nouvelles recrues arrivent aux conditions du marché actuel, pendant que les collaborateurs en poste voient leur salaire décrocher année après année, promotion après promotion. Résultat : quand la promotion arrive enfin, elle doit souvent rattraper deux retards en même temps: la montée en séniorité, et l'écart au marché qui s'est creusé entre-temps. 27,8 % de hausse en moyenne, c'est une bonne nouvelle. Mais pour beaucoup, ce n'est que le début de la conversation. 📊 Tous les détails sont dans notre rapport 2026 sur les tendances de la rémunération. 👉 https://lnkd.in/egszBgZY

Salary review season is behind us. And I'm already thinking about what I'd do differently next time. This time round, we finally managed to significantly shorten the time our salary review takes – last year it took months of wrangling employees for feedback and managers for calibration sessions, and I knew that had to change this time round. But, even with the wins, there were still challenges. Tight budgets, high performance across the board, and more promotion-ready people than we could reward all at once with the budget we had. And the thing I’m wrestling with most for next time is how to ensure everyone walks away with genuinely actionable feedback – not just a rating. Especially when the comp news isn't what they were hoping for. So in our next Reward Hours, I'm sitting down with Saime Kutuklu (Director, Central Total Rewards at Delivery Hero) to do something I think more of us should do – an honest retro on our most recent salary review cycles. The wins, the headaches, and the things we'd never do again. Saime has done something really interesting at Delivery Hero around separating promotions from compensation reviews entirely and I can't wait to dig into how that decision came about and what it looks like in practice. If any of this resonates, come join us. There'll be plenty of time for questions and I'd love to hear how you're navigating the same challenges. Register here: https://lnkd.in/e5YNWduZ

EUPTD compliance might get tricky for senior roles... When we look at the average adjusted gender pay gap by job level, most levels sit comfortably under the 5% threshold. But management levels tell a different story: ➡️ M2: 6.5% adjusted gap ➡️ M3: 6.9% adjusted gap ➡️ M4: 8.5% adjusted gap The pattern is clear: pay gaps typically widen as you move up the management ladder. Why might this happen? Well, with fewer women reaching senior levels overall, individual compensation decisions can have an outsized impact on the adjusted gap. One questionable pay decision at M4 can shift your entire metric. Performance review bias also tends to worsen at senior levels. Senior roles are often seen to require 'masculine' traits like assertiveness – creating a double bind where women who display these traits might face penalties for being 'aggressive,' while those who don't are viewed as lacking leadership material. The message here is that if you have deep management layers (M2-M4), these groupings might need the most attention in your EU Pay Transparency Directive preparation. See the full breakdown → https://lnkd.in/eq5qt7AE

When I started my first Head of People role, nobody handed me a toolkit No one said, "Here's what actually works for different stages." No one warned me which tools are overhyped and which ones I'd outgrow in 6 months. So I figured it out the hard way (by making a few expensive mistakes). Now I finally wrote the resource I wish existed on day one. Your First People Ops Toolkit with 42 tools to choose from across 10 categories: → HRIS & people platforms (Personio, CharlieHR & more) → Compensation & benchmarking (Ravio, Pave & more) → Hiring & ATS (Ashby & more) → Performance & growth (15Five & more) → L&D (Sana & more) → Engagement & surveys (Workleap & more) → Legal & compliance (PandaDoc & more) → AI tools for lean teams (Granola & more) → Wellbeing & benefits (Spill, Unmind, Heka & more) → Borrowed from Product special (Productboard) Every tool has a take and ⭐ mark my personal favourite in each category. Only 7 out of 42 tools are genuinely AI-native. The rest of the People Ops stack is still pre-AI. I have a feeling that's about to change fast. If you're a first People hire, a founder building a people function, or just someone who's tired of googling "best HR tools for startups", this is for you. Link in comments 👇

Salary review season is (mostly) behind us. But for Reward Leaders, the debrief is just beginning. Tighter budgets. More regulations. Promotion volumes that don't match what’s available. And a process that somehow always takes longer than it should. Join us for our next Reward Hour as Vaso Parisinou (CPO at Ravio) and Saime Kutuklu (Director, Central Total Rewards at Delivery Hero) run an honest retro on their most recent salary review cycle – the wins, the headaches, and the lessons they're taking for next time. They'll cover: Differentiating rewards under pressure – when budgets are tight and regulations are tightening, how do you still make pay feel meaningful? Promotions vs. comp reviews – why separating them is an org design decision, and what it means in practice. Translating performance into pay – what "meaningful" actually looks like when there's not much budget room to move. Shortening the review timeline – how to run a leaner process without sacrificing the feedback people actually need. As always, there will be plenty of opportunity to ask questions and learn from fellow Reward leaders navigating the compensation review process. Register here: https://lnkd.in/efU8rsgF