2. 2
Introduction
Drawing upon independent research, the report provides valuable insights into the attitudes and
concerns of professionals in the Hungary today. I hope this guide provides you with helpful insights
and valuable guidance to assist you in dealing with the resourcing challenges our market may
present this year.
Our specialist consultants are always happy to meet with you and discuss how we may be able
to support you with your resourcing requirements, and answer any questions regarding particular
issues such as local market expectations and the depth of the talent pool.
We look forward to working with you throughout 2015.
Best wishes
Bernard Ward
Regional Managing Director, EMEA
REED
Welcome to the Hungary Salary Guide & Market Insight
2015. This is a comprehensive report containing useful
reference material and guidance to assist you in the
increasingly complex task of recruiting and retaining
high-calibre talent.
3. 3
Methodology
Our Salary Guide and Market Insight report has been
compiled using data from the following sources:
• Assignments managed by REED Hungary
• Salary information from a cross-section of professionals registered with REED Hungary
The research was carried out using an online panel of 352 European employees and employers
working in a variety of industry sectors and job levels.
4. 4
Shared Service Centres (SSCs) have become some of
the fastest growing and best performing businesses
in the Hungarian economy and currently employ
around 30,000 workers. A number of leading global
organisations – including the likes of BT, BP, Citibank,
IBM and Vodafone, all operate centres in Hungary,
which is in turn, helping to attract further investment.
Thanks to this growth, which includes newcomers to
the market as well as existing companies, candidates
are firmly in the driving seat and can choose from a
range of roles.
The competition for outstanding talent is therefore
intensifying in Hungary and employers will have to
continue to look at their all-round offering to ensure
candidates are attracted. This should include benefits,
flexible working opportunities, training programmes
(especially around languages), home working and
clear long-term career planning – in addition to the
salary package. These are the types of key criteria
that candidates will be judging organisations on and
businesses found wanting will continue to struggle to
recruit the expertise they require.
With more candidates now having a two or even three
month notice period, employers also need to ensure
that their recruitment processes are as efficient as
possible, setting the wheels in motion as soon as the
decision to recruit has been made. The speed around
candidate decisions is very important too and can often
be the difference between recruiting the right personnel
and losing them to a competitor.
Skills Gaps
Language skills, particularly English, French, German
and Nordic, continue to be recognised as an
increasingly important employee skill – and those with
who speak two or more languages will certainly be
sought after. With a number of organisations looking
to drive overseas growth, candidates displaying foreign
language abilities as a willingness to re-locate for a role
will also benefit.
Year ahead
As businesses look to capitalise upon positive
economic signs, the level of job hires will continue on
its recent encouraging path as we enter 2015. Start-
ups and investment plans will fuel this growth, with
the demand for technology specialists – particularly
in mobile – noticeable. The recent surge in salary
levels for such professionals will be maintained as
companies compete for essential resource. And
pressure to enhance salary levels will also be keenly
felt across other important sectors such as engineering
and pharmaceutical. Companies who can offer a
combination of attractive and competitive salaries
together with good benefits, a training ethos and career
progression will be in an excellent position to recruit
from what is generally recognised to be a shallow talent
pool.
Hungary
2014 – A Year In Review
While there are positive signs of better economic indicators feeding through to
support a more buoyant jobs market, there is still real pressure on satisfying
employer demand with suitably qualified, experienced and active candidates.
6. 6
The changing
workplace
1-3
TIMES
4-6
TIMES
10+
TIMES
7-10
TIMES
61% 28% 8% 0%
36%
Career
Advancement
5%
Location move
6%
Other
14%
Better
compensation
4%
Improved
work/life balance
3%
Culture misfit with
boss/colleagues
11%
Redundancy/
restructuring
19%
Lack of job
satisfaction
We asked professionals how many times they had changed their employer.
We asked those who changed their employer
what the main reason(s) for their change was.
7. 7
Compensation
& benefits
12%
Job
security
16%
Positive
company culture
12%
47%
8%
No, and I don’t plan
to in the future
49%
52%
Yes, I have
4%
40%
No, but I plan to
in the future
17%of professionals
are either Dissatisfied
or Very Dissatisfied in
their current roles.
38%of professionals
are actively looking
for another job.
Training
& Development
9%A good
work/life balance
(i.e. not having to work
too many hours)
18%
Job
satisfaction
27%
EUROPE
HUNGARY
We asked those in Hungary which one of the following they
would say is the most important aspect of their working life.
Asking people to think about their working life,
we asked professionals whether they
had ever changed their career path.
8. 8
Agree
19%
76%
Don’t
know
5%
Disagree
18% 9%
53%
NONE OTHER BENEFITSA PAY RISE
54%
58%
A BONUSFORMAL TRAINING
We asked professionals which of the following benefits they had received
in the last 12 months. More than one benefit could be chosen
We asked those in Hungary to what extent they agreed or
disagreed that there is currently a skills gap within their organisation.
9. 9
34%
66%
61%
39%
Yes, I would No, I wouldn’t
CZECH REPUBLIC
EUROPE
32% 11%
I would have selected a career
that I think would have given me
greater job satisfaction
I would have delayed the
start of my career to allow
for more ‘life experiences’
11%
I would have chosen a
career with a lower salary
but better work life balance
7%
I would have chosen to
work for myself/ follow a
more entrepreneurial route
36%
I would have
chosen a career
which offered better
long-term prospects
in terms of pay and
benefits
Of those that said they would have chosen a different career path, we asked which of
the following statements best applies. More than one statement could be chosen.
We asked people, if they had their time again after leaving
compulsory education, would they have taken a different career path?
12. 12
Executive Support
Salary Figures
Human Resources
Salary Figures
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
COMPENSATION AND BENEFITS MANAGER ( 3 - 5 YEARS) 500,000 700,000
COMPENSATION AND BENEFITS MANAGER (5+ YEARS, REGIONAL ROLE) 800,000 1,000,000
EMPLOYEE RELATIONS MANAGER 400,000 600,000
HR BUSINESS PARTNER 500,000 800,000
HR ADVISOR 300,000 500,000
HR ANALYST 250,000 350,000
HR ASSISTANT 250,000 350,000
HR CONSULTANT 400,000 600,000
HR MANAGER 700,000 1,200,000
HR DIRECTOR 1,000,000 1,500,000
LEARNING & DEVELOPMENT MANAGER 500,000 700,000
RECRUITMENT MANAGER 500,000 800,000
TRAINING OFFICER 300,000 500,000
TRAINING MANAGER 500,000 700,000
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
ADMINISTRATOR 180,000 250,000
EXECUTIVE ASSISTANT/PERSONAL ASSISTANT 350,000 550,000
LEGAL SECRETARY 300,000 500,000
OFFICE MANAGER 270,000 400,000
RECEPTIONIST 180,000 250,000
SENIOR ADMINISTRATOR 200,000 330,000
13. 13
Engineering
Salary Figures
Engineering
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
QUALITY ENGINEER 280,000 550,000
PROCESS ENGINEER 280,000 550,000
PRODUCTION MANAGER 700,000 1,000,000
DESIGN ENGINEER 250,000 800,000
MAINTENANCE ENGINEER 280,000 700,000
PRODUCT SUPPORT ENGINEER 300,000 550,000
MECHANICAL ENGINEER 280,000 550,000
ELECTRICAL ENGINEER 280,000 850,000
PROJECT ENGINEER 400,000 700,000
MATERIAL ENGINEER 350,000 600,000
TEST ENGINEER 300,000 550,000
CHEMICAL ENGINEER 230,000 500,000
PROJECT MANAGER 700,000 1,000,000
CNC ENGENEER (SPECIALIST) 550,000 800,000
MOLDING ENGINEER 550,000 800,000
AUTOMATION ENGINEER 500,000 650,000
SERVICE ENGINEER 500,000 600,000
PLC ENGINEER 500,000 700,000
SALES ENGINEER 350,000 600,000
Other Roles
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
PURCHASER/BUYER 350,000 800,000
DISTRIBUTION MANAGER 800,000 1,000,000
14. 14
Multilingual Shared
Service Centres (SSCs) Salary Figures
Accountancy & Finance roles
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
JUNIOR ACCOUNTANT (WITH ENGLISH ONLY ) 250,000 350,000
JUNIOR ACCOUNTANT (MULTILINGUAL) 280,000 380,000
SENIOR ACCOUNTANT 450,000 650,000
ACCOUNTS PAYABLE/RECEIVABLE (WITH ENGLISH ONLY ) 250,000 400,000
ACCOUNTS PAYABLE/RECEIVABLE (MULTILINGUAL) 280,000 430,000
BILLING ASSOCIATE (ENGLISH/MULTILINGUAL) 250,000 350,000
TREASURY ACCOUNTANT (ENGLISH/MULTILINGUAL) 270,000 370,000
INTERCOMPANY ACCOUNTANT (ENGLISH/MULTILINGUAL) 250,000 350,000
TEAM LEADER OF AP/AR 450,000 700,000
MANAGER OF AP/AR 700,000 1,000,000
CASH COLLECTION/COLLECTORS (WITH ENGLISH ONLY) 280,000 380,000
CASH COLLECTION/COLLECTORS (MULTILINGUAL) 350,000 450,000
CREDIT ANALYST (ENGLISH/MULTILINGUAL) 280,000 380,000
CASH COLLECTION SUBJECT MATTER EXPERT 500,000 650,000
SENIOR CREDIT AND COLLECTION SPECIALIST 550,000 750,000
CREDIT AND CC MANAGER 850,000 1,200,000
HEAD OF ACCOUNTING DEPARTMENT 850,000 1,400,000
PAYROLL SPECIALIST 250,000 400,000
SENIOR PAYROLL SPECIALIST 350,000 550,000
PAYROLL MANAGER 800,000 1,000,000
VAT/TAX ACCOUNTANT 380,000 450,000
VAT COMPLIANCE (MANAGER) 600,000 900,000
TAX MANAGER 750,000 1,000,000
JUNIOR AUDITOR 380,000 450,000
SENIOR AUDITOR 450,000 600,000
INTERNAL AUDITOR 600,000 750,000
FINANCIAL ANALYST/CONTROLLER 450,000 650,000
REVENUE ALLOCATION SPECIALIST 450,000 550,000
PRICING SPECIALIST 450,000 650,000
15. 15
Customer Service Roles
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
CUSTOMER SERVICE REPRESENTATIVE (WITH ENGLISH ONLY) 250,000 350,000
CUSTOMER SERVICE REPRESENTATIVE (MULTILINGUAL) 280,000 420,000
SENIOR CUSTOMER SERVICE REPRESENTATIVE 380,000 480,000
CS TEAM LEADER 450,000 650,000
CUSTOMER SERVICE MANAGER 700,000 900,000
SERVICE DELIVERY MANAGER 850,000 1,200,000
IT HELP DESK OPERATOR L1 (WITH ENGLISH ONLY) 200,000 350,000
IT HELP DESK OPERATOR L1 (MULTILINGUAL) 300,000 400,000
IT HELP DESK OPERATOR L2 (WITH ENGLISH ONLY) 400,000 450,000
IT HELP DESK OPERATOR L2 (MULTILINGUAL) 450,000 550,000
IT HELP DESK OPERATOR L3 550,000 750,000
SERVICE ENGINEER 450,000 550,000
Supply Chain and Logistics
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
ORDER MANAGEMENT (WITH ENGLISH ONLY) 300,000 380,000
ORDER MANAGEMENT (MULTILINGUAL) 360,000 450,000
LOGISTICS ASSISTANT 350,000 450,000
INVENTORY ANALYST 400,000 550,000
SUPPLY CHAIN PLANNER 450,000 550,000
PROCUREMENT ASSISTANT 320,000 380,000
BUYER 380,000 500,000
STRATEGIC SOURCER 450,000 650,000
REGIONAL STRATEGIC SOURCER 500,000 750,000
SOURCING MANAGER 850,000 1,200,000
16. 16
Various SSC / BPO Positions
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
PROCESS SPECIALIST 400,000 600,000
TRANSITION/PROJECT MANAGER 700,000 1,200,000
SIX SIGMA / LEAN EXPERTS / CONSULTANTS 700,000 1,200,000
SHARED SERVICE DIRECTOR 1,500,000 2,800,000
HR ADMINISTRATOR (ENGLISH/MULTILINGUAL) 250,000 350,000
HR CONSULTANT 350,000 500,000
RECRUITMENT SPECIALIST 350,000 500,000
TRAINING COORDINATOR 400,000 600,000
LEARNING&DEVELOPMENT SPECIALIST 500,000 700,000
HR MANAGER/BUSINESS PARTNER 500,000 850,000
HR DIRECTOR 900,000 1,500,000
INSIDE SALES REPRESENTATIVE 300,000 400,000
INSIDE SALES SUPERVISOR 450,000 600,000
INSIDE SALES MANAGER 700,000 900,000
SALES SUPPORT ANALYST 270,000 350,000
SALES SUPPORT SPECIALIST 300,000 380,000
BID MANAGER 270,000 380,000
MASTER DATA ADMINISTRATOR 250,000 350,000
DATA ANALYST 300,000 350,000
BUSINESS INTELLIGENCE ANALYST (1-3 YEARS) 450,000 600,000
BUSINESS INTELLIGENCE ANALYST (4+ YEARS) 600,000 950,000
PROJECT MANAGER (1-3 YEARS) 500,000 600,000
PROJECT MANAGER (4+ YEARS) 650,000 1,200,000
17. 17
Technology
Salary Figures
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
DEVELOPER (APPLICATIONS) 550,000 900,000
INFORMATION SECURITY 600,000 1,300,000
IT HELPDESK SUPPORT 350,000 600,000
IT MANAGER 800,000 1,100,000
IT PROJECT MANAGER 700,000 1,000,000
IT SYSTEMS ENGINEER/ADMINISTRATOR 550,000 850,000
NETWORK ENGINEER 650,000 900,000
PROGRAMMER/DEVELOPER 550,000 1,400,000
SENIOR DEVELOPER 800,000 1,200,000
SYSTEMS SUPPORT 400,000 850,000
MOBILE DEVELOPER 700,000 1,400,000
EMBEDDED DEVELOPER 550,000 900,000
TEST ENGINEER 550,000 900,000
NETWORK ARCHITECT 800,000 1,300,000
18. 18
Sales & Marketing
Salary Figures
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
ACCOUNT MANAGER 400,000 700,000
BRAND MANAGER 400,000 600,000
CUSTOMER SERVICE REPRESENTATIVE 300,000 400,000
MARKET RESEARCH MANAGER 350,000 600,000
MARKETING DIRECTOR 700,000 1,000,000
MARKETING EXECUTIVE 500,000 700,000
MARKETING MANAGER 600,000 900,000
PRODUCT MANAGER 500,000 650,000
PUBLIC RELATIONS MANAGER 400,000 650,000
SALES DIRECTOR 700,000 1,000,000
SALES EXECUTIVE 450,000 650,000
SALES MANAGER 450,000 800,000
SENIOR BRAND MANAGER 500,000 800,000
Sales
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
SALES REPRESENTATIVE 250,000 400,000
JUNIOR KEY ACCOUNT MANAGER 300,000 500,000
KEY ACCOUNT MANAGER 550,000 800,000
SALES MANAGER 700,000 1,200,000
SALES DIRECTOR 1,200,000 1,600,000
19. 19
Retail
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
REGIONAL STORE MANAGER 700,000 1,200,000
STORE MANAGER 500,000 800,000
SALES ASSISTANT 250,000 400,000
Marketing
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
MARKETING SPECIALIST 300,000 500,000
MARKETING MANAGER 750,000 1,000,000
MARKETING DIRECTOR 1,000,000 1,500,000
SENIOR BRAND/PRODUCT MANAGER 700,000 1,000,000
JUNIOR BRAND/PRODUCT MANAGER 400,000 700,000
TRADE MARKETING MANAGER 600,000 800,000
TRADE MARKETING SPECIALIST 350,000 500,000
MARKET RESEARCH MANAGER 500,000 700,000
MARKET RESEARCH ANALYST 300,000 500,000
Communication
MIN (HUF)
PER
MONTH
MAX (HUF)
PER
MONTH
PR MANAGER 500,000 800,000
PR SPECIALIST 350,000 500,000
