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Salary survey c level-2018

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Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.

Published in: Recruiting & HR
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Salary survey c level-2018

  1. 1. SALARY SURVEY C-LEVEL 2018
  2. 2. Table of contents 1. Welcome to the 2018 Indigo’s C-Level Salary Guide 2. How to Use Our Salary Tables 3. Salary survey: general information about rewards and compensation packages 4. Conclusion
  3. 3. Welcome to the 2018 Indigo’s C-Level Salary Guide
  4. 4. Introduction Forming an effective compensation strategy is not as easy as it appears. Some managers might use their instinct to throw a dollar figure at an employment contract, but successful salary planning requires a careful understanding of factors that influence the amount required to secure appropriate talent. The market for talent in the tech field is tighter than others, heightening the importance of proper compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring, a look at employment in IT, and several key hiring strategies for 2019.
  5. 5. About Indigo Over the past year, we have closed 30 top-level positions for IT companies and found that neither candidates nor employers are confident in numbers. For instance, $ 5000 for the service station - is it a lot or a little? Who should provide options? Is flexible scheduling motivating? This prompted us to create a salary and compensation package survey for top managers. 167 top managers shared information about their income and other types of remuneration and motivation. Our biggest thanks to our partner Vitaliy Luzhentsov for the competent help with statistical analysis required for the report. We hope the content herein will help you to make informed life and management decisions.
  6. 6. How to Use Our Salary Tables
  7. 7. How to Use Our Salary Tables To help hiring managers determine salary levels for new hires, we’ve provided compensation ranges by percentile, as defined in the information below. When a manager is establishing a salary, multiple factors come into play. A firm’s compensation philosophy, the range of other benefits and incentives offered, and the level of competition for individuals within a particular market all may affect starting salaries. In our report, we also show information about the compensation package expected by top managers. Our study presents general information on the wages of top managers. We plan to release a cycle of articles with a more detailed overview of salaries for individual positions. - for instance, the salary level of CEO or CTO depending on the scope and type of work of the company, country of foundation, number of subordinates, as well as education, work experience and other factors; - or level of work satisfaction of CEO or CTO in the company depending on the level of salary, compensation package, schedule, and so on. Read us at https://indigo.co.ua/ or subscribe to the newsletter info@indigo.co.ua
  8. 8. Definition of positions CEO — Chief Executive Officer and Country Manager and General Manager. The main position in the company in Ukraine. CHRO/HRD — Chief Human Resources Officer / Human Resources Director. CIO — Chief Information Officer. CMO — Chief Marketing Officer. COO — Chief Operating Officer. CPO — Chief Product Officer, Chief Product Manager. CTO — Chief Technical Officer. Founder and CEO — When the owner/founder is the CEO at the same time. Other — CFO, CSO, Art Director - positions for which insufficient data was provided for analysis for each position.
  9. 9. Definitions of Terms used in the Survey Number of incumbents - for each position, the number of employees reported by participants is presented. The higher the number, the more reliable the results Deciles - for the purposes of statistical analysis, all the data is organized in ascending order. Lower decile is the parameter that describes the first 10th percent of the sample. For example, if there were 100 employees in a CTO position and their salaries were organized in ascending order, the 10th lowest salary would be the figure for the lower decile. Correspondingly, the upper decile describes the 90th percent point of the sample (in the above example — the 90th salary). Generally speaking, deciles “cut off” the lower and upper 10 percent of the sample, via this they describe the sample more effectively than the minimum and maximum that can sometimes be misleadingly extreme. Quartiles - the aforementioned mentioned approach is used with the difference in that quartiles represent 25th percent (first or lower quartile) and 75th percent (upper quartile) of the sample respectively, i.e., 25th salary out of 100 and 75th salary out of 100. Quartiles are considered as a stable and valid measure, for instance they represent the middle 50 percent of the sample (i.e., 50 percent of the salaries are between first and third quartile).
  10. 10. Definitions of Terms used in the Survey Median - median represents the salary of the middle employee in the sample (or the average of the two middle employees if the number of data points in the sample is even).It serves the purpose of compensation analysis due to its stability. Median expresses the value that is considered to be “the most representative” for the distribution. The one-number answer to the question “How much Is an HR Specialist paid?” would be the value of the median. Mean - standard arithmetic average calculated as a sum of all the salaries divided by the number of incumbents. The Average itself is not a good measure, because it is highly sensitive to the extreme minimum and maximum values. However, it is commonly used together with the median, because it serves appropriately as a “control parameter”, and the comparison of both values provides additional information on the distribution of the type.
  11. 11. Salary survey: general information
  12. 12. Salary (without bonus)
  13. 13. Salary + Bonus = Total monthly reward
  14. 14. Salary (without bonus). Median
  15. 15. Salary + Bonus = Total monthly reward. Median
  16. 16. Salary (without bonus)
  17. 17. Salary + Bonus = Total monthly reward
  18. 18. Satisfaction of top managers, depending on the level of total monthly reward. Here is the general data on the remuneration of top managers. From the table it is clear that one can be completely satisfied in receiving $ 4000 (median), and for another the feeling of satisfaction is not felt. We assume that not only the level of wages affects job satisfaction. Next we'll consider other factors.
  19. 19. What motivates and demotivates employees?
  20. 20. BONUSES
  21. 21. BONUSES (upgraded)
  22. 22. KPIs that affect the bonus
  23. 23. Employee job satisfaction, depending on KPIs
  24. 24. C-Level compensation package
  25. 25. What motivates C-LEVEL employees
  26. 26. Employee job satisfaction, depending on the compensation package
  27. 27. What demotivates C-LEVEL employees
  28. 28. Dependence of employee rewards on various factors
  29. 29. Total monthly reward depending on company’s sphere of work. Median The data illustrates that the largest amount of information was obtained in the fields of Digital, E-commerce, FinTech and Banking The highest level of remuneration on median in these areas is $ 5100 in E-Commerce If not taking into account the amount of data, the highest remuneration per median is in the field of Blockchain.
  30. 30. Total monthly reward depending on education It looks like it's time to defend a thesis or, on the contrary, not to waste time on education and gain experience from school years :) But for the right conclusions, we certainly need more data.
  31. 31. Total monthly reward depending on age
  32. 32. Total monthly reward depending on age. Median The majority of participants (97) surveyed are aged from 31 to 40 years. The median salary of a top manager of this age is $ 5000.
  33. 33. Total monthly reward depending on gender The table shows that 130 men and 37 women participated in the survey. The overwhelming majority of women, who occupy managing positions are HR, COO, SMO and also CEOs. This is a common situation in the IT field. As a result, the difference in payment for men and women differs by 2 times.
  34. 34. Total monthly reward depending on gender. Median
  35. 35. Total monthly reward depending on company’s years on the market The older the company is, the more mature its processes are, including the wage system. Perhaps, that is why the level of wages in companies with more than 20 years of experience, does not have a huge run-up. The table also shows that the number of years the company has been in the market does not have a significant impact on the level of payment for top managers.
  36. 36. Total monthly reward depending on company’s years on the market. Median
  37. 37. Total monthly reward depending on company’s type
  38. 38. Total monthly reward depending on company’s type. Median
  39. 39. Total monthly reward depending on capital type. Median
  40. 40. Total monthly reward depending on number of employees From the presented data it is clear that the larger the company is (in this case the criteria is the number of employees), the higher the salaries of top managers are.
  41. 41. Total monthly reward depending on number of employees. Median
  42. 42. Total monthly reward depending on the country of foundation of the company Quite an interesting observation: according to the median the highest level of wages is in companies based in the United States. 2nd place belongs to Europe, and the 3d place belongs to Moscow, Russia. But the upper border of the salary level shows that the highest level of wages is in the companies based in Ukraine. It can be assumed that in the Ukrainian businesses the labor remuneration system and the compensation package are not built effectively, so you have to compete with the principle of “throw + $ 500”
  43. 43. Total monthly reward depending on the country of foundation of the company
  44. 44. Total monthly reward depending on the company's revenue
  45. 45. Total monthly reward depending on the company's revenue. Median
  46. 46. Total monthly reward depending on the number of subordinates The data shows that the number of subordinates influences the level of payment for top managers.
  47. 47. Total monthly reward depending on the number of subordinates
  48. 48. Total monthly reward depending on the number of years of work in the IT field
  49. 49. Total monthly reward depending on the number of years of work in the IT field. Median The data shows that the level of remuneration of top managers is gradually increasing with the number of years of work in the IT field.
  50. 50. Total monthly reward depending on the number of years of work in the role of top manager
  51. 51. Total monthly reward depending on the number of years of work in the role of top manager. Median
  52. 52. General conclusions
  53. 53. General conclusions The highest remuneration is at grocery companies with an income of $ 7 million, based in the United States, with 200 employees and attracted investors. 38.3% of top managers have no bonus (!). For most specialists the bonus is annual (25.6%) or quarterly (23.9%) and depends on the company's profit (36.67%) and/or KPI’s implementation of the department (32.78%). The most satisfied top managers are those, whose bonus depends on the implementation of an individual KPI plan. 01 02 The highest remuneration have top managers with more than 11 subordinates and experience in IT above 5 years, with experience as a top manager from 4 years. 03
  54. 54. General conclusions Most companies offer top managers a flexible work schedule (57.2%) as the compensation package, medical insurance is in second place (31.67%), and payment for additional education is third(33.3%). The most demotivating for top-management is incompetent and ineffective management of the company (47.2%), lack of work-life balance and freedom in decision making and their implementation (44.4%), as well as lack of professional growth (43.9%) and culture of distrust in the company (42.4%). 04 05 Most of all, top management is motivated by professional development (65%), freedom in making decisions and their implementation (63.9%), salary level (59.4%), culture of trust in the company (53.3%), open and friendly corporate culture (51.1%). 06
  55. 55. Why do you need to seek C-level candidates with Indigo? For us the recruitment process is not just a search for candidates. We dive deep into the goals of your business, help you form the position profile, understand the correlation with other roles in your organizational structure, and provide advice on salaries based on market analysis. Triple screening will ensure the selection of only the most suitable candidates. 98% of C-LEVEL level candidates hired by us successfully achieve their goals. Over the last 2 years we have closed positions of VP of Business Development in New York, VP of Propulsion for the space industry in San Francisco, Head of Digital Marketing in the UAE and 27 more top-notch top managers. We find the ideal employee within 60 days. We have expertise in the following areas: organizational design, employer branding, payroll systems, recruitment and adaptation processes, and other HR issues. We are always happy to provide advice to our clients.
  56. 56. +380 50 32 69 387 ceo@indigo.co.ua indigohire.com kosadchuk ekaterina-osadchuk

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