Wrong compensation decisions cost companies millions – lost hires, wasted budgets, top talent walking out the door. All because they’re navigating with a broken compass: inaccurate benchmarks. With payroll accounting for over 70% of operating costs, businesses can’t afford to get compensation wrong.

That’s why 1,500 companies – such as Adyen, Wise, and Octopus Energy – trust Ravio as the new standard for compensation benchmarking.

It’s not about yesterday’s survey data or piecing together job postings, salary sites, and crowdsourced reports with AI. Ravio benchmarks are powered by live data pulled directly from company HR systems, which is expertly mapped and levelled by our compensation specialists, and backed by a robust methodology you can defend in any boardroom. Flexible enough to align with your strategy, but rigorous enough to stand up to scrutiny – a true quality-first benchmark.

Ravio

Relocation sits at one of the messiest intersections in reward. 

It touches compensation philosophy, tax, benefits, legal compliance, and some of the most difficult one-to-one conversations a reward professional will have – and yet most teams are figuring it out case-by-case, with a policy that was written for a different business.

[Amanda](https://www.linkedin.com/in/amanda-moore-56332555/) and [Liam](https://www.linkedin.com/in/liam-bax-branagan-a6407b26/) have navigated it from very different angles. 

Amanda spent six years leading global mobility at Gymshark, moving people into new markets as the business scaled internationally, before relocating to Dubai herself for her senior director role at Beyond ONE – a scale-up spanning multiple markets with a rapidly growing headcount. 

Liam brings a different lens entirely: over a decade at KPMG in global mobility, expat tax, and benefits advisory, followed by three years at Zalando, before joining European Energy as their first ever comp and ben hire – stepping into a 930-person business across 32 countries with no compensation framework in place and the task of building one from scratch.

Together they'll work through four areas of relocation from a reward perspective:

*   Deciding your philosophy: does comp follow the person or the role
*   Building a framework: what works, what breaks, and what most companies get wrong
*   The employee conversation: ensuring the right support for movers, and how to tell someone their salary is going down

As always, there will be plenty of opportunity to ask questions, share experiences, and learn from fellow reward professionals who are navigating the same challenges.
