Ravio
Compensation management software
Pay equity software
Talent management software
Salary benchmarking software
- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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£5,000 per year
Free Trial
Free version unavailable
Small
Medium
Large
- Media and communications
- Information technology and software
- Professional services (engineering, legal, consulting, etc.)
What is Ravio
Ravio is a compensation data and benchmarking platform used to price roles and manage pay decisions using market data. It supports HR and compensation teams with salary bands, pay equity analysis, and compensation review workflows. The product emphasizes continuously updated benchmarking data and tooling to standardize job leveling and pay ranges across locations.
Market benchmarking and salary bands
Ravio provides salary benchmarking outputs that can be used to build and maintain pay ranges and compensation bands. This supports common compensation use cases such as new-hire offers, promotions, and annual review cycles. Compared with broader planning platforms, it is more purpose-built around compensation data and band management.
Pay equity analysis tooling
The platform includes pay equity analysis features to help identify potential pay gaps across groups and roles. This can support internal audits and ongoing monitoring as compensation changes occur. It is positioned for compensation teams that want equity checks alongside benchmarking rather than as a separate analytics project.
Compensation-focused workflows
Ravio supports compensation processes such as structuring roles, leveling, and applying market data to pay decisions. This can reduce reliance on spreadsheets for core comp tasks and improve consistency in how managers and HR apply ranges. It is generally oriented to compensation practitioners rather than being a full HRIS suite.
Not a full HRIS suite
Ravio focuses on compensation benchmarking, bands, and equity rather than end-to-end HR administration. Organizations typically still need an HRIS for employee records, onboarding, time off, and broader talent management. This can add integration and data-governance work to keep systems aligned.
Integration depth varies by stack
Compensation tools depend on accurate job, level, location, and employee data from upstream systems. If integrations are limited or require custom work, teams may need manual imports/exports or additional data normalization. This can slow implementation compared with platforms that include native payroll/HR modules.
Benchmark coverage may not fit all roles
Benchmarking usefulness depends on the availability and relevance of market data for specific geographies, industries, and niche roles. Companies with highly specialized positions or uncommon locations may find fewer direct matches and need more internal judgment. This can reduce confidence in automated band recommendations for edge cases.
Plan & Pricing
| Plan | Price | Key features & notes |
|---|---|---|
| Entry (indicative) | £5,000 per year (for a ~500-person company) | Annual plans start at this level; pricing varies by company size, selected modules, and markets accessed. Contact sales for exact quote. |
| Custom / Enterprise | Custom pricing | Pricing depends on company size, modules, and markets; contact Ravio sales for tailored quotes and enterprise terms. |
Seller details
Ravio
London, UK
Private
https://ravio.com
https://x.com/raviohq
https://www.linkedin.com/company/raviohq/
