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Romania Leadership Talent Map (2017 - 2018)

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Romania Leadership Talent

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Romania Leadership Talent Map (2017 - 2018)

  1. 1. Romania Talent Map Manager & Director Roles Romania 2017 - 2018
  2. 2. Welcome In Brainspotting, we help companies understand their talent market so they scope their recruitment projects easier and without all the current barriers in the recruitment process. For the past two years, we have covered +20 executive level positions and this complimentary report officially launches our executive search division. The objective of this initiative is to identify the structure of the managerial skills at the national level, with focus on manager and director roles. By understanding better the talent distribution and employment behaviours, we hope to provide you with enough insights to scope your recruitment more efficiently. Some of the points we cover in the report: • How is talent distributed across industries and cities; • What are the average profiles of a manager and a director; • How many hours do they work per week; • What are the average salary packages; • What benefits they find attractive and how they compare to current packages; • What is the level of satisfaction with the salary package and what differences are across industries; • How do they evaluate employers. We hope you enjoy the read and you find good insights to support you in your efforts to recruit and retain talent. During our 7 year experience with data regarding employment behaviour, we have often found that talent is as interested in it as are our clients. So this report is addressed to managers or directors or aspiring executives - you can use it to position yourself in the market or see what it takes to grow to the next level. 1
  3. 3. Overview* • The estimated pool of managerial** talent in Romania is approximately 120,000 profiles. Over 70% of managerial and director roles are based in Bucharest, with Cluj in the second place and Timisoara in the third. • The average difference in experience between a manager and a director is of only 2 years. • In average, managers and directors allocate the same time for operational work, strategy and people management. Directors work in average almost one hour more than managers - 48.09 vs. 46.98. • The number of hours worked seems to be the highest for managerial talent in either companies with 100 to 200 employees or over 300 - 48 hours. Lower working hours - 46 hours - are put in in companies with less than 100 employees, while talent in companies with 200 to 300 employees works around 47 hours per week. • However, there is a correlation between a lower level of operational work and a high satisfaction regarding the salary package. Manager and directors in Timisoara seem to invest more in operational work than the ones in other cities. • 72% are relatively satisfied and extremely satisfied with their current salary package. The average age of the extremely satisfied is 36.8 years. • The salary package trumps working hours. Talent does not mind longer working hours as much as they are sensitive to the salary package. In average, to turn a totally unsatisfied employee into a rather satisfied, you would need a salary increase of approx. 26%, while turning a relatively satisfied into a rather satisfied commands the highest premium - 42%. Moving a relatively satisfied into an extremely satisfied commands a 15% premium. • Salary satisfaction correlates with the value of the annual bonus as well. Extremely satisfied + rather satisfied talent makes in average around 12.66% in bonus, while extremely unsatisfied and rather not satisfied - 7.9%. *Part of the insights in this report were processed using IBM Watson Analytics. Insights also available for Team Lead roles. **In this context, by managerial we understand both profiles with a manager role and director roles. 2
  4. 4. Overview* Distribution of managerial talent Manager 77.0% Director 22.3% VP 0.7% BFSI (Banking, Financial Services and Insurance) is the leader in terms of both managerial and director roles among the industries studied. Next are Technology (Information Technology, Computer Software and Internet) for managerial roles and Retail for Director roles. BFSI Technology Automotive Retail Telecom Pharma Consumer Goods & Electronics *8.4% of national managerial talent is in Technology Manager 0 2 4 6 8 10 a a b b c c d d e e f f g g 9,4 % 8,4 % 4,4 % 4,4 % 3,8 % 2,0 % 1,74 % Director 0 2 4 6 8 10 a d b c e g f 9,2 % 5,6 % 4,5 % 3,1 % 2,0 % 1,3 % 1,1 % VP 0 1 2 3 4 5 6 a b g c e f d 5,1 % 4,9 % 1,7 % 1,5 % 1,3 % 1,1 % 0,4 % 3
  5. 5. Overview* In order to reach a managerial role, you would need to have around 6 years of non-managerial experience. Directors put in longer hours, earn more and concentrate more on strategy. However, they have the same satisfaction regarding their salary package as the managerial profiles (2.73 vs. 2.69). Characteristics Average age Average level of experience Average level of management experience Average number of direct reports Average number of hours worked per week Average net salary (per month) Average annual bonus Work structure Operational work Strategy People Management* Manager 37 13 6.6 6 46.98 9,411 10.32% 36.35% 29% 30.3% Director 40 15 8.75 8 48.09 12,664 19% 36.31% 33% 30.69% (N) Manager = 314; (N) Director = 134 *Other - sales, support. 4
  6. 6. Talent Map - Bucharest Director 69 %* Manager 71 % * %age of national Bucharest leads the way for both managerial and director roles, comprising 71% of roles for director at the national level and 69% of the managers at the national level. BFSI has the largest amount of director roles, while Technology seems to lead in terms of managers. BFSI Director 0 2 4 6 8 10 12 a a b b c c d d e e f f g g 10,7 % 7,2 % 3,8 % 2,7 % 2,3 % 1,8 % 1,7 % Manager 0 3 6 9 12 15 a d b c e g f 12,7 % 9,8 % 5,3 % 3,8 % 2,8 % 2,5 % 2,3 % Consumer Goods & Electronics Pharma Telecom Retail Automotive Technology 5
  7. 7. Talent Map - Cluj-Napoca Director 13 %* Manager 12 % * %age of national Cluj-Napoca is next in line for managerial and director talent at the national level. Among the industries studied, Technology seems to have the largest managerial talent and BFSI has a strong presence for both managerial and director roles. BFSI Director 0 2 4 6 8 10 a a b b d c c d e e g f f g 8,8 % 7,7 % 3,5 % 2,7 % 1,5 % 0,8 % 0,5 % Manager 0 5 10 15 20 b a c d e f g 15,8 % 8,6 % 3,8 % 3,8 % 2,6 % 1,7 % 1,2 % Consumer Goods & Electronics Pharma Telecom Retail Automotive Technology 6
  8. 8. a b Talent Map - Timisoara Director 9 %* Manager 11 % * %age of national Timisoara has a strong presence for managerial roles within Technology, BFSI and Telecom, while most of the directors are in BFSI, Retail and Automotive. BFSI Director 0 1 2 3 4 5 6 7 8 a d c c b d e e f f g g 7,6 % 6,4 % 5,2 % 3,9 % 3,3 % 0,8 % 0,5 % Manager 0 3 6 9 12 15 c b a e d 12,8 % 10.7 % 6,0 % 5,7 % 3,9 % 1,5 % 1,2 % Consumer Goods & Electronics Pharma Telecom Retail Automotive Technology f g 7
  9. 9. a b Talent Map - Iasi Director 7 %* Manager 8 % * %age of national Iasi has a strong presence for managerial roles in Technology and relevant talent in director roles in Technology, BFSI and Retail. BFSI Director 0 1 2 3 4 5 6 7 8 b a d c c d e e g f f g 6,9 % 6,8 % 5,7 % 3,3 % 0,9 % 0,9 % 0,0 % Manager 0 3 6 9 12 15 b a c d e 13,8 % 7,1 % 6,2 % 4,8 % 2,8 % 2,4 % 0,7 % Consumer Goods & Electronics Pharma Telecom Retail Automotive Technology f g 8
  10. 10. Technical roles (associated mainly with the IT industry) are the highest paid on both managerial and director levels. Finance roles come second. Sales directors are third while at the manager level, operations roles are higher paid than sales. Manager Roles Sales Technical Finance Operations Human Resources Bucharest 8,337 12,578 10,815 8,594 8,107 National 8,007 12,278 10,458 8,517 8,239 Director Roles Sales Technical Finance Operations Human Resources Bucharest 12,750 15,813 13,682 10,429 11,000 National 11,567 14,750 12,094 9,667 NA Compensation Salary structures per departments N=314 N=134 Salaries are presented NET, in Ron. Personalised reports include salary structures on industries (e.g. Technology, BFSI, Retail, Telco) 9
  11. 11. Technology is top payer for managers - in average, no matter what your job domain is (Finance, Human Resources, Operations, IT, etc), you have a higher chance of a better pay in this industry. The BPO/SSC (Business Process Outsourcing/Shared Services Industry) is also a good payer, in addition to being one of the industries who grows a large number of talent. Salary levels for Managers, per industry 0 2,000 4,000 6,000 8,000 10,000 12,000 TechnologyRetailEngineeringBPO / SSCBanking / Financial Services Automotive Salaries are presented NET, in Ron. Personalised reports include salary structures on industries (e.g. Technology, BFSI, Retail, Telco) 7,938 8,281 9,143 9,250 7,033 11,590 Compensation 10
  12. 12. Current Benefits 0% 5% 10% 15% 20% 25% Flexible benefits Pension fund Life Insurance Gym subscription Remote work Flex-time More than 21 vacation days Meal tickets Car / car allowance Medical subscription 0 5 10 15 20 25 Pension fund Flexible benefits Gym subscription Life Insurance Remote work Flex-time Car / car allowance More than 21 vacation days Meal tickets Medical subscription 22% 24% 11% 22% 13% 9% 7% 4% 5% 2% 3% 19% 18% 14% 6% 5% 5% 5% 4% 3% Managers seem to have more Remote and Flex-time, together with Meal Tickets and Medical Subscription. One of the perks of a director seems to be the Car or Car Allow- ance. (N) Manager = 314; (N) Director = 134 DIRECTOR MANAGER Benefits 11
  13. 13. Top three attractive benefits are the same for both profiles - Car / Car allowance, Pension Fund and Medical subscription. Remote work and flex-time are more attractive for the managerial profiles, however, we’ve seen that they are not very common in the benefit packages of the directors. Attractive Benefits 0 3% 6% 9% 12% 15% Flexible benefits Gym subscription Meal tickets Life Insurance More than 21 vacation days Remote work Flex-time Pension fund Medical subscription Car / car allowance 16% 15% 13% 13% 12% 10% 9% 8% 8% 6% 6% 14% 12% 11% 9% 9% 8% 7% 7% 6% (N) Manager = 314; (N) Director = 134 DIRECTOR MANAGER 0 5% 10% 15% 20% Meal tickets Flexible benefits Gym subscription Remote work Life Insurance Flex-time More than 21 vacation days Medical subscription Pension fund Car / car allowance Benefits 12 5 10
  14. 14. MANAGER DIRECTOR Current Attractive Managers seem to have similar desires with the Directors, the only point of difference being a larger attraction to Car / Car Allowance. (N) Manager = 314; (N) Director = 134 Benefits 13 0 5 10 15 20 25 30 35 a b c d e f g h i j 0 15 10 5 20 25 30 35 40 a b c d e f g h i j Current Attractive Meal ticketsa b c d e f g Pension fund h More than 21 vacation days i Life Insurance j Flexible benefitsGym subscription Remote work Flex-time Car / car allowance Medical subscription
  15. 15. Satisfaction with package Extremely satisfied Rather not satisfied Relatively satisfied Totally unsatisfied 3% 21% 73% 3% Director Manager 8% 24% 63% 5% Grand Total 6% 23% 65% 6% Technology leads in terms of Extremely satisfied hires and has 59% of the respondents for this option. At the other end, the BFSI has the highest percentage of Totally dissatisfied respondents. N=448 Compensation & Benefits 14
  16. 16. Level of satisfaction with salary package per industry Compensation & Benefits Extremely satisfied Rather not satisfied Relatively satisfied Totally unsatisfied Satisfaction (out of 4) BFSI 0% 27% 63% 10% 2.43 Automotive 4% 27% 58% 12% 2.44 BPO / SSC 9% 27% 64% 0% 2.82 Consumer Goods & Products 4% 8% 81% 8% 2.75 Retail 5% 33% 55% 8% 2.51 Technology 15% 16% 65% 4% 2.87 Telecommunication 4% 27% 65% 4% 2.65 At the higher end we have Technology and BPO/SSC, while at the pole, BFSI and Automotive. N=448 How is satisfaction distributed among industries Extremely satisfied Technology 59% Telecommunication 4% Automotive 4% BPO / SSC 7% Consumer Goods & Products 4% Retail 7% BFSI 0% 15
  17. 17. Compensation & Benefits Rather not satisfied Totally unsatisfied Relatively satisfied Technology 17% Telecommunication 7% Automotive 7% BPO / SSC 6% Consumer Goods & Products 2% Retail 13% BFSI 21% Technology 25% Telecommunication 6% Automotive 5% BPO / SSC 5% Consumer Goods & Products 7% Retail 8% BFSI 18% Technology 15% Telecommunication 4% Automotive 11% BPO / SSC 0% Consumer Goods & Products 7% Retail 11% BFSI 30% Technology leads in terms of Extremely satisfied hires and has 59% of the respondents for this option. At the other end, the BFSI has the highest percentage of Totally dissatisfied respondents. 16
  18. 18. Compensation & Benefits Directors value Professional Challenges, the Salary Package, Independence and the Company Culture to the same extent, and the Management Team. Managers are primarily interested in the Salary Package, the Professional Challenges, Promotion Opportunities, and Management Team and the Culture of the company to the same extent. Top 5 criteria are quite similar for both groups with only one difference - Directors value independence more and Managers are more attracted to Promotion opportunities. 0 5 10 15 20 Professional challenges Salary package Independence Company culture (People orientation) Management team Promotion opportunities Global exposure The industry Company brand Flex-time 19% 16% 13% 13% 11% 9% 6% 5% 4% 4% 0 5 10 15 20 Salary package Professional challenges Promotion opportunities Management team Company culture (People orientation) Independence Flex-time The industry Company brand Global exposure 18% 17% 12% 11% 11% 8% 7% 6% 5% 5% DIRECTOR MANAGER 17
  19. 19. Methodology Talent Map Desktop research on a database of 2,000,000 professionals and 120,000 Manager and Director profiles at the national level (LinkedIn, Brainspotting database). Compensation & Benefits Online questionnaire developed by Brainspotting in March, 2017. The questionnaire was addressed to manager and director profiles at the national level. The questionnaire was designed to collect information about the salary and benefits but also employment behavior, attractive criteria for an employer, etc. Sample structure: City Bucharest Cluj-Napoca Timisoara Iasi Other %-age 65% 7% 6% 6% 16% Total number of valid responses: 448. Industry Technology BFSI Retail Automative Telco BPO Other %-age 24% 19% 9% 7% 6% 6% 29% Company dimension Over 1,000 501 - 1,000 301 - 500 201 - 300 101 - 200 0 - 100 %-age 42% 14% 11% 9% 9% 15% Gender Male Female %-age 61% 39% 18

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