Quick answer: Ravio’s Compensation Trends 2027 report, built on 618,000 employee records from 1,800 European tech companies, shows that more Operations staff got a raise in 2026 (16.8%, up from 11.3%) but the median raise was only 4.0%, the lowest of any function. Promotions in Operations are the rarest of any function (1.7% a year) and the best paid when they happen (a 24.0% median increase). Hiring has slowed, and most companies plan flat raise budgets for 2027. In our own 2026 Revenue Operations listings, 63.5% of full US ads state pay, against 31.5% of ads in the EU.
Ravio’s report covers European tech companies, mainly in the UK, Germany, the Netherlands, France, Spain and Sweden. It combines HR system data pulled in Q3 2026 with a survey of 142 People and Reward leaders in September 2026. Ravio does not report Revenue Operations as its own job family. The closest group is “Operations”, so that is the number we use below, with Sales and Commercial figures where they help. All salaries in the report are in GBP.
Will you get a raise in 2027?
Across European tech, 20.8% of employees got a raise in their current role in 2026, up from 15.7% the year before. Operations saw the biggest jump of any function, but its median raise was the smallest.
| Function | Share who got an in-role raise (2025 → 2026) | Median in-role raise, 2026 |
|---|---|---|
| Operations | 11.3% → 16.8% | 4.0% |
| Commercial | 13.5% → 18.2% | 4.2% (Sales & Relationship Management) |
| Marketing | 16.8% → 20.6% | 4.4% |
| Product | 19.5% → 23.7% | 4.5% |
| Engineering | 20.7% → 25.6% | 4.4% |
One expert quoted in the report reads “more raises, smaller raises” as a pay equity clean-up: companies checking their salary bands before the EU Pay Transparency Directive found people paid below their own band and gave many of them small corrections. If you got a small raise this year, that may be why.
Next year looks similar. 43% of the surveyed companies are keeping their raise budget flat, 22% are unsure and only 6% plan a significant increase. They expect a typical raise of 4% (most between 3% and 5%) and 6% for top performers. Companies under 100 employees expect to give top performers 10.9%. Individual performance (85%) and market adjustments (68%) are the factors most companies use to decide who gets a raise.
Is a promotion worth more than a raise?
For Operations people, by a wide margin. Only 1.7% of Operations employees were promoted in the last 12 months, the lowest rate of any function (the European tech average is 2.7%). But the median Operations promotion came with a 24.0% pay increase, the highest of any function and up from 21.2% the year before. The overall median is 21.8%.
78% of companies decide promotion increases case by case rather than with a fixed rule, so the number is often open to discussion. When a promotion is on the table, ask what the new band is and where in it you will land. Ravio found that the most common rule among companies that do have one (13%) is to move people to the bottom of the next band.
Promotions are rare, so the level you start at matters more than it used to. A “Revenue Operations Manager” title can mean anything from a solo, hands-on role to running a team, and the pay band follows the level, not the title. Check what level a job really is before you apply. Role Intel for Candidates from ReLoop.me reads a job ad and tells you the real seniority behind the title, with the evidence from the ad.
Is this a good time to change jobs?
The market is slower. The share of new hires in European tech fell from 28.6% to 21.8% this year, and from 27.1% to 20.5% in Operations. Fewer people are leaving, too: overall attrition dropped to 11.1% from 17.4%, and median tenure in Operations is now 773 days, 15% longer than a year ago.
Moving is still where the bigger pay changes happen. When companies lost people they wanted to keep, the reasons they gave were a better opportunity elsewhere (73%), base salary not competitive enough (42%) and lack of career progression (35%). Yet only 13% of companies plan to use pay to keep people next year. 54% are betting on career development and 31% on AI upskilling programmes. If you are underpaid against the market, an internal conversation about development is unlikely to fix it.
Ravio also tracks how much more new hires get than the market rate for the same job. Direct Sales hires got 10.7% more, Marketing Generalists 15.3% and Product Managers 9.4%. Operations is not in the top five.
How much of RevOps pay is variable?
The median variable pay in European tech is 11.1% of base salary. In sales roles it is much higher: 66.7% for Direct Sales, 45.5% for SDRs and 17.6% for Customer Success. Ravio does not give a figure for Operations or RevOps roles. If your offer has a bonus tied to revenue targets, ask how the target is set and how often it was hit last year. One reward leader in the report says many bonuses end up “more or less guaranteed” because goals do not separate results.
For RevOps leaders aiming at a VP or C-level operations role, the executive data is useful. The median VP of Operations base salary is £166,200 with a median bonus of 28% of base. For C-level operations roles it is £198,700 with 33%. VPs of Sales earn a median £185,000 base, and their median bonus is 95% of base.
Does AI change what you can earn?
Working at an AI company does. Employees at companies where AI is core to the product earn 9.7% more than people in the same role, level and country at other companies. The premium is 5.9% in Operations, 8.7% in Commercial roles and 11.0% in Marketing.
Inside companies, AI is changing team shape more than pay. 46% of the companies surveyed have restructured something because of AI. Most of them are upskilling existing staff (33%) rather than cutting headcount (15%), and Engineering and Product are the most affected functions. For RevOps people, showing that you have built and run AI workflows in your systems is the part of this you can control.
What pay transparency means for your next application
The EU Pay Transparency Directive gives job applicants the right to know the starting pay or pay range for a role, and stops employers from asking about your pay history, once each country writes it into national law. Ravio found companies are only partly ready:
- 63% have documented salary bands for all roles.
- 54% have removed pay history questions from hiring.
- 43% include pay ranges in the hiring process.
- 52% say they are waiting for local law before acting (83% in Germany), and only 27% say they are on track.
Our own listings show the same gap. We looked at the 2026 Revenue Operations jobs on RevOps Careers with a full job description (at least 1,500 characters) and counted an ad as stating pay when it had a salary field or a pay amount in the text.
| Where the job is | Full RevOps ads, 2026 | Share that state pay |
|---|---|---|
| United States | 1,318 | 63.5% |
| United Kingdom | 77 | 39.0% |
| European Union | 111 | 31.5% |
In the EU, Germany had the most RevOps listings this year, followed by France and Spain. Right now about two in three EU RevOps ads do not state pay, so ask for the range in the first call and do not volunteer your current salary.
What to do with this
- Expect a raise of around 4% if you stay. If you are paid well below the market, a move or a promotion will change more than a review.
- When you are up for promotion, ask for the new band and argue for a point in it. Most companies have no fixed rule.
- Before you apply, check that the level behind the title matches what you want, since promotions in Operations are rare once you are in.
- In Europe, ask for the pay range early and keep your pay history to yourself.
- Put the AI work you have actually shipped on your resume, with a number next to it.
Know the level before you apply. Role Intel for Candidates from ReLoop.me reads any job ad and shows the real seniority, whether the title matches the scope, and an estimated pay range where the market is covered. Until Nov 30, our paid resume reviews include a free Role Intel for Candidates on one job you are targeting (limited monthly places). Upload your resume.
Source: Ravio, Compensation Trends Report 2027. Ravio figures cover European tech companies; salaries are medians in GBP. RevOps Careers figures are from our own job listings.
Follow us on social media