Your career level and performance level are the two main drivers of your salary at Wild Audience. Together with your Ravio position, they determine where your salary lands within the framework.

How salary is set

1. Career level — set against the Career Level Framework and confirmed each year via the Level Calibration.
2. Performance level — assessed in the yearly Performance Review, within your career level (Learning → Comfortable → Thriving).
3. Ravio position — your role mapped to the Ravio job catalog (e.g. Customer Experience, Software Engineering — Full Stack, Growth — All).
4. Salary — set at the Ravio salary band corresponding to your career level + performance level + position. Confirmed in the yearly Salary Review.

When salaries change

Career level promotions — typically every 3–4 years but are not guaranteed, driven by consistently demonstrated behaviours across the Career Level Framework, not by tenure. Each promotion comes with a salary increase.

Performance level jumps — typically every 1–2 years but are not guaranteed, based on performance demonstrated through the yearly Performance Review. Each jump comes with a salary increase.

Annual Ravio adjustment — every year, salaries are re-checked against current Ravio benchmarks. Even without a level change, the market goal for your level can shift, and your salary moves with it at the Salary Review.

Frozen ❄️ level or performance level — if the calibration and/or performance review assess you below your current level or performance level, your level, performance level, and salary all freeze at their current standing — none of them decrease. The freeze lifts when you grow into the assessed level or performance level.

Each year the Annual Review Cycle (Performance Review + Level Calibration) feeds into the Salary Review. The latest outcomes for the whole team live in the Team Transparency page.