Ravio

Ravio's Compensation Trends 2027 report is live today - always an exciting one for us, built on our live dataset from 1,600+ companies, as well as a survey of 150 Reward Leaders. A few of the headline findings: → Salary increase budgets are staying flat for the second year running, even as more employees are getting a rise (21%, up from 16%) → 27% of companies are now paying a premium specifically to hire AI/ML engineering talent - more than twice as often as for any other skillset → For the first time, theres a full chapter on executive compensation: including the finding that founders take a 21% lower base salary than hired execs, but 2.4x bigger equity refresher grants in exchange Here’s the full report: https://lnkd.in/ejzuCZiu

Ravio's 2027 Compensation Trends report landed today, and there's a pattern in it I think most People teams will recognise. Pay is pretty stable this year – flat increase budgets, modest benchmark movement, hiring down and conditions moderate (apart from AI skills). But hardly anyone's total rewards approach is actually standing still underneath that. Pay transparency prep means we’re all taking a fresh look at our compensation infrastructure, whilst AI is creeping into reward workflows too. The surface looks calm. Underneath, everyone's crazy busy. The report is built on our live dataset from 1,800+ companies, a survey of 150 People and Reward Leaders across European tech, and perspectives from 20+ trusted practitioners, investors, and consultants in the space – and covers everything from salary increases to hiring rates to EUPTD readiness, and much more. Here’s the link: https://lnkd.in/eDeexh4J

Ravio's Compensation Trends 2027 report is live, and I was delighted to be invited to share my thoughts on the findings: tenure, location pay and promotion increases. Here’s what stood out to me 👇 🔸 Attrition is down to 11%, with 21% of leavers regretted. People who stay have a median tenure of 857 days, compared with just 442 for those who leave. 442 days is about 14 months. Take off the time it takes to ramp up, plus a notice period, and there’s barely any time left to make an impact. We should be asking how we can improve this number. 🔸 Promotion rates across European tech rose to 2.7% this year. But most companies still don’t have a structured approach to promotion increases: 78% decide case by case. Where there is a structure, the most common approach (13%) is promoting people to the bottom of the next band. That sounds neat, but it can mean a strong performer only gets a 5% bump while their new peers could be paid more. Is that really the right value for a promotion? 🔸 Equity grant values rise steeply as companies mature. Late-stage executive grants are worth roughly 5x early-stage ones in cash terms, even though they usually represent a much smaller ownership stake. Equity is still a complicated topic for People teams, and without the right data and expertise, it’s very costly to get wrong. Full report here → https://lnkd.in/d3X-VUke Thank you to Tabitha Whiting, Danika Patel and Ekky Manoilenko, MBA for giving me the opportunity to work on this report with you 🙏

Pay for performance where everyone gets a similar reward. AI that saves hours but doesn’t teach you the actual job. 🤔 These are some of the things I got to talk about for Ravio's Compensation Trends 2027 report, and I’m featured in it. 🎉 On pay for performance: if different results still end up with roughly the same raise or bonus, what are we actually rewarding? We often put more effort into the program than into the performance conversations. Getting the goals and assessments right is the hard part. On AI: It’s great how much we can build ourselves now. Tools that save the team time, help managers, make comp decisions more consistent. But a task that used to take a junior colleague days now takes minutes, but that’s also how people used to learn the job. A faster answer isn’t the same as understanding it. There’s more in the report, including takes from other reward leaders. Thanks Tabitha and the Ravio team for having me! ✌ Read it here: https://lnkd.in/dzRquxGU

Your EU Pay Transparency Directive to-do list, built for the countries you employ people in. See what applies to you, in which country and by when. Plus, see how gender pay gaps compare across your markets, using Ravio's data. Free, in two minutes.

Your EU Pay Transparency Directive questions, answered for every country you employ people in: ✅ When is our first pay gap report due? ✅ What do we need to do on equal value categories? ✅ What do we tell employees who ask about pay? ✅ How do gender pay gaps compare across our markets? Build your free checklist in two minutes.