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The document is a report from the recruitment consultancy Greythorn summarizing the results of their 2015 survey of technology professionals in the UK and Ireland. It provides an overview of respondent demographics including gender, age, location, sector of employment. It also discusses current market trends related to company size, job satisfaction, salaries and benefits. Key findings include that the majority of respondents are male, aged 31-50, satisfied in their current role and expect a pay increase in the next year. The market remains candidate-driven with salaries and demand for skills continuing to increase.

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www.greythorn.co.uk REPORT 2015 MARKET INSIGHT
Methodology In H1 of 2015 Greythorn conducted a survey with clients and candidates focusing on remuneration, bonuses, benefits and recruitment trends. We surveyed technology professionals from numerous industry sectors across the UK and Ireland. This report is based on the data received from our online survey, our extensive database and the expertise of our consultants. It is important to note that this report should be used as a guide, but if you need any tailored or specific advice, please do contact us directly. About us Greythorn is a recruitment consultancy dedicated to providing an expert and personable service to technology professionals. Greythorn recruits for permanent and contract roles. It operates through a network of cities across Europe (London, Dublin) and North America (Chicago, Seattle). Greythorn specialises in senior IT appointments, PMO, IT infrastructure, data center infrastructure, networking infrastructure, Microsoft development, big data and analytics, IT security, Java, project management, business analysis, front and back end web development and network support/service desk infrastructure. Greythorn was founded in 1976. We are part of the FiveTen Group, a collection of specialist professional recruitment consultancies operating across 19 cities in 11 countries.
CONTENTS INTRODUCTION....................................................4 RESPONDENT PROFILE ......................5 Gender ..........................................................................6 Age................................................................................6 Role Location.................................................................7 Qualification & Experience..............................................8 Sector............................................................................9 Employment.................................................................13 What Happens Online In 60 Seconds?.........................14 CURRENT MARKET............................16 Size of Company..........................................................17 Headcount...................................................................17 Working Hours.............................................................18 Job Satisfaction ...........................................................19 Outlook........................................................................20 Relocation....................................................................22 SALARIES, BONUSES & BENEFITS..........................................24 Permanent/Fixed Term Contract...................................25 Interim/Contractor........................................................26 Benefits........................................................................26 Are You An Employer Looking To Attract Top Talent?...................................................30 Are You Looking To Take The Next Step In Your Career?............................................31 MARKET UPDATE & FORECAST........32 London Permanent Market ...........................................33 London Temporary Market ............................................35 Ireland Market................................................................37 Wearable Tech In Recruitment ......................................39 Proficiency In Multiple Coding Languages Increases Average IT Salary ..........................................40
We are delighted to introduce the findings of the Greythorn 2015 Market Insight report, presenting comprehensive salary data and detailed analysis of the triumphs and challenges of the last year in the technology sector. The market in late 2014 and the first half of 2015 has proved to be particularly buoyant for both the UK and Ireland. As a company we have been able to increase the size of our teams in response to increasing demand across the market, with each consultant specialising in their own niche sector. 2015 will continue to be ‘the year of the specialist’. Companies are now focusing on higher-skilled professionals as opposed to less experienced graduates, with counter-offers becoming more prominent as employers look to retain their best staff. A number of organisations are starting to reinvest in their IT and infrastructure either to get their staff back up to pre-slump levels or implement specific technologies, where they may not have previously had the capital to do so. We have seen a renewed focus on learning and development with companies improving their employees’ skills matrices to help them with career progression. The employee market as a whole is optimistic, with over 70% of our respondents expecting to receive a pay increase in the next 12 months. Additionally, our surveyed audience are not only satisfied with their current role (81%) but also feel a real sense of job security (77%). The market in 2015 will remain candidate-driven. Salaries will continue to increase naturally and bidding wars between current employers and possible future employers will become more common, as companies look to secure top class talent. We would like to take this opportunity to thank everyone who participated in our survey this year. The results have highlighted a number of very positive elements across industries and echoed the overall confidence of the wider business community. We hope that you find this research of value and look forward to assisting you in the future. Kind regards, The Greythorn Team INTRODUCTION
5 RESPONDENT PROFILE Gender ..........................................................6 Age................................................................6 Role Location.................................................7 Qualification & Experience..............................8 Sector............................................................9 Employment................................................ 13 What Happens Online in 60 seconds .......... 14
Respondentprofile RESPONDENT PROFILE GENDER AGE 82% 18% “76% of respondents are aged between 31and 50” 2% 13% 28% 21% 27% 9% Under 25 Male Female 26 - 30 31 - 35 36 - 40 41 - 50 51 - 60
RespondentprofileRespondentprofile ROLE LOCATION 35% 12% 7% 5% 17% 1% 3% 4% 3% 1% 12% London (Central) London (Greater) Midlands North West Republic of Ireland Scotland East Anglia Yorkshire South West North East South East
Respondentprofile QUALIFICATION & EXPERIENCE 10% 25 years + 20% 16–20 years “44% of respondents are degree educated” 33% GCSE 44% Degree 10% Postgraduate 25% Masters 6% MBA 9% Other 26% A Levels 19% Diploma 10% 7% 26% 11–15 years 21% 7–10 years 5% 1–3 years 1% Less than 1 year 4–6 years 21–25 years Current level of experience Qualification status* *Respondents could choose more than one answer
RespondentprofileRespondentprofile 2% 3% 3% Consumer Goods Leisure, Retail & Travel Public Sector 4% 3% 41% 14% Education Not for profit Technology, Media & Telecoms Other SECTOR 10% 3% 3% Business Services & B2B Energy & Utilities Pharmaceuticals & Health 1% 2% 11% Construction & Property FMCG Professional Services
Respondentprofile Which of the following best describes your job title? 4% 4% 6% 10% 6% 3% 2% 3% 3% 3% 4% 4% Project Manager Development Manager Developer IT Manager Manager 2nd Line Support Engineer 3rd Line Engineer Architect Engineer Programme Manager Business Analyst Java Developer 5% 13% 3% .Net Developer Other IT Director 1% Network Engineer 1% PMO Manager 2% 1% 1% 2% 2% 2% 2% Head of Development Security Analyst Security Consultant Infrastructure Engineer Consultant Analyst Java Engineer 1% 1% 1% 1% 2% 2% 2% 1% PMO Coordinator Service Desk 1st Line Engineer Development Director DBA Chief Technical Officer Infrastructure Manager PMO Analyst 1% Java Programmer 1% Chief Information Officer
RespondentprofileRespondentprofile Which channels do you consider most important when seeking a new role?* 74% 33% 3% 41% 3% 1% LinkedIn Recruitment consultancies /headhunters Facebook Twitter Word of mouth / Personal referrals Trade press 3% National press *Respondents could choose more than one answer
Respondentprofile 6% 6% 8% 3% 5% 6% 10% 4% 4% 2% 6% 11% 38% 3% 4% 2% 22% 3% 3% 27% 12% 9% Better bonus potential For an improved relationship with manager/colleagues Improved benefits package Job too stressful Lack of career progression due to company not expanding More responsibility Redundancy Travelling Other Better training Career change End of contract Higher salary Internal promotion/move Job security Lack of career progression due to limited promotional opportunities New challenge/more interesting work Relocation Not applicable Career development Better work-life balance Better location/easier commute Please identify the closest reason(s) as to why you left your last position* *Respondents could choose more than one answer
RespondentprofileRespondentprofile 33% 33% 20% 5% 5% 1% 3% Less than 1 year 1 - 2 years 3 - 4 years 5 - 6 years 7 - 8 years 9 - 10 years More than 10 years EMPLOYMENT How are you currently employed? How long have you been in your current role? 86% Permanent/Fixed Term Contract 14% Interim/ Contractor “14% of IT professionals have been in their current roles for 5+ years”
Respondentprofile How many WhatsApp messages do you think were sent per hour last year? An average of three trillion. The Internet is quite literally growing every second. Never before have we been as connected and contactable as now, with both our work and social lives relying heavily on programmes like email, Google and social media to keep us in the loop. But are we taking on too much? James Gold wrote recently on Cary Cooper of Lancaster Management School and the burden of email – how he believes that we are harming our workplace productivity by sending/receiving copious amounts of emails in the place of “real” work. And perhaps, as the above demonstrates, as our usage and reliance on these programmes soars, so do both the complexity and time duration of our operations on them, leaving us with less and less time in the day when we ourselves are not online. So what effect is this huge expansion of Internet usage having on the tech employment market? Well, as would be expected, this rapid growth is creating jobs across the digital and IT spectrums and is also providing more opportunities than ever for young talent to catapult themselves into top positions within the rising amount of tech start-ups. In fact, according to the professional services company, Procore, the UK alone boasts over 26,000 directors aged 21 or under – quite an astounding amount. But even if not taking the top positions, young talent is exposed to a mighty range of programmes from childhood, with comprehensive IT classes being offered at school and even a rise in the prevalence of coding programmes and tutors for young adults. And once they reach the age that they can create online social media profiles and engage in computerised games, they encounter entirely different media of Internet and online innovation. So, as the ages of many directors fall, is encouraging early interest in the workings of digital programmes essentially pipelining our future tech talent? WHAT HAPPENS ONLINE IN 60 SECONDS?
RespondentprofileRespondentprofile 60 2012 2013 2014 Email Facebook Google Instagram Skype Twitter WordPress WhatsApp YouTube 204 million emails sent 204 million emails sent 168m emails sent 3.3 million posts 2.5 million posts 79,361 posts 4 million searches 2 million searches 694,445 searches 41, 000 photos 216, 000 photos 3,480 photos 1.4 million mins voice calls 1.4 million mins voice calls 370,000 voice calls 342,000 tweets 278,000 tweets 98,000 tweets 1318 blog posts 1106 blog posts 347 blog posts 50 billion messages 31 billion messages 20 billion messages 120 hours of video uploaded 72 hours of video uploaded 25+ hours What happens online in 60 seconds?
CURRENT MARKET Size of Company...................................17 Headcount............................................17 Working Hours......................................18 Job Satisfaction ....................................19 Outlook.................................................20 Relocation.............................................22
CurrentmarketCurrentmarket G SIZE OF COMPANY HEADCOUNT 17% 37% 22% 16% 15% 10% 20% 63% Small More than 20 employees 6 - 10 employees 1 - 5 employees 11 - 15 employees 16 - 20 employees Medium Large How many people are in your team?
Currentmarket Top reasons for increase Top reasons for decrease 45% Increased 24% Decreased 27% Remained the same 4% Not sure 1% Less than 10 hours 0% 1 - 20 hours 3% 21 - 30 hours 7% 31 - 35 hours Business growth or expansion Rising workloads Fill a skills gap Merger or acquisition Headcount reductions Voluntary departures Natural attrition Not aware 68% 36 - 45 hours 15% 46 - 50 hours 5% 51 - 60 hours 1% More than 60 hours WORKING HOURS On average how many hours a week do you work? How has the number of staff in your team changed over the past 12 months?
CurrentmarketCurrentmarket 81% Satisfied 77% Secure 23% Insecure 19% Dissatisfied 26% Increased 12% Decreased 62% Remained the same How has the number of hours you worked changed in the last 12 months? How satisfied are you with your current job? How would you rate your current job security? JOB SATISFACTION “47% of respondents chose taking on more responsibility/more pressure as the main reason for the increase in working hours”
Currentmarket “73% of respondents expect an increase in salary in the next 12 months” OUTLOOK What are your expectations for personal salary and job security in the next 12 months?* Compared with the last 12 months, how confident do you feel about the economic prospects facing your company in the next 12 months? 73% Salary increase 16% Salary freeze 11% 32% 47% 21% Other More confident As confident Less confident 6% 4% 1% Redundancy Shorter working week Salary reduction *Respondents could choose more than one answer
CurrentmarketCurrentmarket What are your expectations for your business in the next 12 months?* What is your employer’s recruitment strategy? 29% Budget cuts 40% Increase in staff recruitment 16% Increased spend on staff training 38% Profitability of business 32% Increased budgets 4% Other 22% Salary freeze 14% Recruitment freeze 19% Job cuts 17% Staff training funding cuts 4% Salary decreases 49% Business process/policy changes 20% Greater focus on regulatory issues 29% Salary increases Short term (as it happens /3 - 6 months ahead) Medium term (6 - 12 months ahead) Long term (1 - 2 years) Non- existent Not sure Other 32% 16%23% 8%20% 1% *Respondents could choose more than one answer
CurrentmarketSalaries,bonuses&benefitsMarketupdateandforecast Do you anticipate changing jobs in the next 12 months? Yes, I will be actively looking for a new role No, I will not be looking for a new role Only if the right opportunity presents itself RELOCATION 32% 47% 21% 11% Hong Kong 14% New Zealand 28% USA 13% Spain 12% France 12% Ireland 20% Canada 14% Switzerland 13% Germany Places respondents would consider relocating to outside the UK in the next two years* *Respondents could choose more than one answer
CurrentmarketCurrentmarket 30% London 14% East Midlands 11% North West 11% Scotland 15% Yorkshire 16% South West 11% Wales 10% West Midlands 11% North East 22% South East Places respondents would consider relocating to within the UK* Top five reasons to relocate 70% Improved quality of life 57% Improved salary 51% Better employment opportunities 50% New career opportunity 49% Experience a different culture *Respondents could choose more than one answer “A quarter of respondents would not consider relocating”
SALARIES, BONUSES & BENEFITS Permanent/Fixed Term Contract........25 Interim/Contractor.............................26 Benefits.............................................26 Are You An Employer Looking To Attract Top Talent?.............................30 Are You Looking To Take The Next Step In Your Career?.........................31
Salaries,bonuses&benefitsSalaries,bonuses&benefits “No respondents were asked to take a pay cut in their last pay review” Salaries,bonuses&benefits PERMANENT/FIXED TERM CONTRACT 64% Satisfied 36% Dissatisfied How satisfied are you with your current remuneration? When was your last pay review? What was the outcome of your last pay review? 39% Less than 6 months ago 17% More than 12 months ago 29% 6 - 12 months ago 15% Not applicable 69% Pay increase 31% Pay remained the same
Salaries,bonuses&benefits INTERIM/CONTRACTOR BENEFITS How satisfied are you with your current remuneration? Did you receive a bonus in 2014? 63% Satisfied 37% Dissatisfied When was your last pay review? 43% Not applicable 17% 6 - 12 months ago 31% Less than 6 months ago 9% More than 12 months ago 51% Yes 22% No 27% No, not entitled to receive one
Salaries,bonuses&benefits 74% 15% 13% 12% 9% 5% 4% 2% 1% 1% 62% 52% 45% 43% 39% 38% 35% 25% 24% 24% 19% 17% 18% 18% 25 days’ holiday or more Travel benefits/allowances Share incentive/EMI scheme/option scheme Daily subsidised meals Leisure facilities Tablet Sabbatical Other Mortgage relief Not applicable, I don’t receive any benefits Company pension scheme Laptop Private healthcare Flexible working (homeworking/flexitime) Insurance (PMI/death in service/life insurance) Annual bonus scheme Mobile phone/Blackberry Flexible benefits (choosing from a range of options) Annual discretionary bonus scheme Childcare arrangement/vouchers Season ticket loan Less than 25 days’ holiday Annual target bonus scheme Company car or car allowance Salaries,bonuses&benefitsSalaries,bonuses&benefits Which of the following benefits are included in your current package?* *Respondents could choose more than one answer
Salaries,bonuses&benefits “75% of respondents are happy with their current benefits package” “59% of respondents look for a 6-20% pay increase as an acceptable counter-offer from their current employer” How would you assess your level of satisfaction with your bonus? 58% Satisfied 42% Dissatisfied Benefits seen as most and least important when considering a new role Most important Least important 25 days’ holiday or more Good company pension scheme Flexible working (homeworking/flexitime) Laptop Private healthcare Season ticket loan Less than 25 days’ holiday Tablet Car or car allowance Sabbatical
Salaries,bonuses&benefits “32% of respondents received a higher bonus in 2014” 51% 1 - 9% 23% 10 - 19% 14% 20 - 29% 2% 30 - 39% 5% 40 - 49% 2% 60 - 69% 2% 1% 70 - 100% More than 100% Salaries,bonuses&benefitsSalaries,bonuses&benefits What percentage of your basic salary was your last bonus?
Salaries,bonuses&benefits RECRUITMENT 1. Value proposition 2. Training & development 3. Market perception 4. Staff retention 6. Interview techniques 7. The entire package Construct a well-defined value proposition. Clearly identify reasons why top talent would leave their current employer to join your company. This will attract candidates who share your company’s vision and values and will eliminate candidates who will not be an asset. The top talent on the market will be motivated by the structured programmes a company has to offer to develop their status and ability. Training and development helps you to keep up with changes in the market and shows the candidate that they can grow with the company and share its success. Reflect on your brand awareness. How are you viewed in the market? It is important to understand how your company is perceived in the market. Some organisations are clueless about why they’re not able to attract top candidates or retain their best employees. Be informed and showcase this perception in interviews. High staff turnover can seriously damage your reputation as a business. Try to determine the causes of turnover and aim to put employee retention strategies in place. This will inevitably lead to internal referrals and improve the company profile. Make sure each interviewer receives interview training. First impressions of the business and interviewers will be ever more important in an increasingly competitive candidate market. First round interviews are too often attended by inexperienced interviewers and staff who see it as a burden or distraction from their busy working days. Ensure your hiring managers are selling your business effectively. Review the entire remuneration and reward package on offer and outline career progression opportunities or potential paths. Spell out all benefits up front. Even smaller benefits like a canteen or tax travel saver initiatives can be important to candidates. ARE YOU AN EMPLOYER LOOKING TO ATTRACT TOP TALENT?
31 Salaries,bonuses&benefitsSalaries,bonuses&benefitsSalaries,bonuses&benefits 1. CV 2. Interviews 5. Recruitment agency 3. Network 4. Qualifications Treat your CV like your first interview. Do the ground work and create a good first impression. Tailor your CV to the job description you are applying for and highlight your key achievements. Soft skills are just as important as technical skills. Highlight interaction with senior management, board and other departments/functions. Outline experience you have gained outside of your core focus. When describing your skills on your CV, make sure you get technical with the detail. Facts get interviews! Practice interviews are key. You need to become comfortable with describing your experience and achievements in a detailed but concise manner. Don’t avoid difficult questions. How you handle them is more important than the actual detail itself. Show genuine enthusiasm for the business and the role. Often ‘do you want the job?’ is a more important question to answer than ‘can you do the job?’ Choose your recruitment firm and consultant wisely. Speak with friends or associates within your sector, discipline or specialism and get referred to a consultant with a good reputation. Join LinkedIn and connect with professionals in the same market, attend trade shows and networking events, speak with senior executives in your discipline. Research which qualifications help with your current role or are required to make that next step. JOB SEARCHING ARE YOU LOOKING TO TAKE THE NEXT STEP IN YOUR CAREER?
London Permanent Market ...........33 London Temporary Market ............35 Ireland Market...............................37 Wearable Tech In Recruitment.......39 Proficiency In Multiple Coding Languages Increases Average IT Salary..........................40 MARKET UPDATE & FORECAST
MarketupdateandforecastMarketupdateandforecast Going specialist We’ve seen a natural increase in demand for niche skills across the permanent market, with greater demand for higher-skilled individuals and less demand for less experienced graduates. Software vendors and value-added resellers are selling the concept of their software and their ideas. This is an indicator of demand in the market, a need for new services and a desire for return on investment. Business is booming in emerging markets, certainly in the sales environment, as well as across the traditional development markets and cloud infrastructure. Skills in demand With companies now going through the lifecycle of upgrading their traditional infrastructure systems, there’s more demand for people around the infrastructure model. There’s also a desire for very niche capabilities across PHP and front-end and back-end development, where there’s a skills shortage. With fewer candidates on the market, the demand in the digital user experience and user interface area has seen a huge increase. Salaries & bonuses Salaries have increased and there’s also an additional desire from companies to engage with possible leavers because of skills shortages. In particular, counter-offers are becoming more prominent for individuals who have accepted an external offer. Companies are now trying to entice and retain individuals in the hiring process through bonuses and raising salaries. There is also greater focus on learning and development progressing an individual’s career, developing a skills matrix and certifications. On key hires, there has been more emphasis on paying better salaries to project managers, IT managers and people who actually lead the infrastructure of the business and create long-term return on investment. LONDON PERMANENT MARKET
Marketupdateandforecast Outlook for 2015 For the remainder of 2015, we see the market becoming increasingly candidate-driven with some organisations losing out on quality candidates through poor processes or inefficiencies in internal recruitment. Organisations across the IT markets will naturally need to increase salaries in order to be more competitive and bonuses will be based on company performance as well as individual performance. However, because the economy is particularly strong, a lot of organisations are performing well and are therefore able to offer better bonuses and actually incite better salaries. We’re currently midway through a boom in the traditional five-year economic boom and bust lifecycle. We’ve recently been through an election process and a budget, so there’s a lot going on. The housing market will have a big impact on the rest of the market too. However, salaries are not increasing in line with the actual rate of inflation and that will have an effect on the economy in the medium to long term. Job title Salary range Developers Graduate £30,000 Mid-level £50,000 Senior £70,000 Testers Graduate £22,000 Mid-level £40,000 Senior £60,000 Administrators Graduate £25,000 Mid-level £40,000 Senior £55,000 Business Analysts Graduate £25,000 Mid-level £45,000 Senior £60,000 Architects £80,000 - £120,000 Support Graduate £35,000 Mid-level £45,000 Senior £60,000 Project Managers Graduate £25,000 Mid-level £45,000 Senior £60,000 - £80,000 IT Managers/Dev Managers £70,000 - £120,000 Infrastructure £60,000 - £70,000 Security Consultants £60,000 - £80,000 Head of IT/CTO £100,000 - £150,000
MarketupdateandforecastMarketupdateandforecast LONDON TEMPORARY MARKET Clients come back to the party With the market improving, a lot of companies are now looking to get their house in order from a supplier perspective. Indeed, many clients who we had spoken with at the beginning of 2014 are now more receptive to discussing their recruitment needs and this supports the sentiment that the market is picking up. We are starting to see the light at the end of the tunnel, which we’re now confident is not actually a train! A number of organisations are focusing on change/ transformation projects and reinvesting in IT, with the aim to bring their teams back up to pre-economic slump levels and provide a better service to users or implement specific technologies. Skills in demand There has been an increased focus on project management and business analysis skills. Having made placements in oil and gas, travel and leisure, consultancy and financial services, it is safe to say that it is a good time to be either a project manager or a business analyst, with business analyst definitely being the star role of the year! It’s always hard to find highly-skilled candidates and more specifically, specialist business analysts. There are plenty of business analysts available but the roles that have emerged have been specific, with companies having a targeted need, project, goal or deliverable that in turn requires a particular type of business analyst. Salaries & bonuses Organisations have been reluctant to pay more due to the economic challenges of recent years, but given the improving market conditions, there has been a slight increase in rates. Over the next 12 months we expect to see day rates continue to rise.
Marketupdateandforecast Outlook for 2015 2015 continues to be a really exciting time. A number of companies we are talking to are looking at gaps in their resources and seeing what areas they need to strengthen. We’ve had our best H1 at Greythorn in terms of new business for some considerable time, with a focus on brand new clients - a trend we see continuing for the remainder of H2. We expect to see further increases in activity as projects that started at the beginning of this year work through the lifecycle and companies need to deliver these projects right across the board, from infrastructure to development and testing. Contracts have been consistent but extensions are maybe taking longer than normal, with clients now looking at building on their base. Throughout any downturns, organisations will tend to keep hold of their good, longer-term contractors. Even though there’s always a move towards perm, they’ll always continue to procure contractors between the spikes. There have been increases across the board and there is a lot more confidence out there in the market. We’re getting more roles phoned in, traffic to the website has increased and overall engagement has seen a rise. A number of candidates who maybe haven’t used agencies before or haven’t used them for a while are now looking to get back into the industry to see what agencies can offer. Needless to say it’s a great time to be in the market. Job title Day rate Developer £350 - £550 Tester £250 - £400 Administrator £200 - £400 Business Analyst £350 - £500 Architect £400 - £700 Infrastructure Support £150 - £350 Project Manager £375 - £500 Programme Manager £500 - £700 IT Director £550 - £700 IT Manager £350 - £475 Development Manager £400 - £600
MarketupdateandforecastMarketupdateandforecast IRELAND MARKET A confidence game In a word, the recruitment market has been thriving. At the moment, IT is booming in Ireland and all our clients are hiring. In fact, we have a considerable lack of skilled IT candidates, especially at the mid-level salary bracket. There is a great deal of demand for more senior positions, which comes down to two things: Companies expanding and needing senior professionals with a wealth of experience. Senior candidates having more confidence in making a move. They now know that if it doesn’t work out, there will be other well-paid positions on the market, for example chief technology officer and architect roles, which we haven’t seen around for the past few years. Many companies are understandably reluctant to lose good staff and we are seeing a significant number of counter-offers, sometimes up to the value of €20,000. This boils down to the implications of losing a good candidate. In such a tight market, it can take months to replace someone. There is often an agency fee and then a three to six month bedding in period for new employees to get used to the role and get up to scratch with internal systems, policies and politics. Skills in demand Our clients are looking for more skilled candidates this year. Whereas in 2014, we found that they would often be looking for just one developer, they are now calling in with three to four requirements of the same skill set. In fact, we have seen an increase in demand for candidates right across the technical stack. Mid-senior level developers are in huge demand, whether for mobile, Java or .Net. This positive uplift on the market has also seen more roles opening up for managers, chief technology officers and architects. Salaries & bonuses On the other side of the coin, the lack of candidates across the board is pushing up salaries and making the market difficult to read. Bonuses and benefits are increasing rapidly as they become more important to candidates. These increases are driven by companies having to compete with the tech giants in Ireland, such as Facebook, Google and Oracle, who offer massive employee benefits. Employees are now being more than compensated for any previous benefit cuts. A large number of permanent candidates are looking at contracting options due to the financial rewards involved.
Marketupdateandforecast Outlook for 2015 Smaller companies will continue to struggle to compete with larger organisations with salaries and benefits. It will prove challenging finding good permanent employees right across the technical stack, especially in development. Many companies will have to take on contractors to keep up with their IT requirements, or even look into outsourcing as a short-term alternative. At the same time, the increase in counter-offers is making it difficult to contain salary levels in the Dublin market. However, all these are signs that the market is on the up – and we’re looking forward to another very positive year ahead. Job title Salary range Day rate Developers Graduate €30,000 €400 - €450Mid-level €50,000 Senior €70,000 Testers Graduate €22,000 €250 - €350Mid-level €40,000 Senior €60,000 Administrators Graduate €25,000 €200 - €300Mid-level €40,000 Senior €55,000 Business Analysts Graduate €25,000 €300 - €400Mid-level €45,000 Senior €60,000 Architects €80,000 - €120,000 €500+ Support Graduate €20,000 €150 - €250Mid-level €35,000 Senior €45,000 Project Managers Graduate €25,000 €450Mid-level €45,000 Senior € 60,000 - €80,000 Team Leads €60,000 - €70,000 €400 IT Managers/ Dev Managers €70,000 - €120,000 €500 Head of IT/CTO €100,000 - €150,000
MarketupdateandforecastMarketupdateandforecast What is next on the horizon for recruitment? As a process-driven, efficiency-focused sector, any technological advancement which streamlines traditional practices is rapidly snapped up – think video CVs, Skype, big data, talent analytics etc. But could wearable technology ever break into this arena? From recent advances, it seems likely. But how would this work? There are a number of devices which have previously been cited as the “next big thing” in the sector, including smart glasses to record and improve candidate experience, smart watches to streamline efficiency, and smart wristwear. Other sectors have also embraced various devices in order to increase workplace productivity or safety, as Sarah O’Connor, employment correspondent of the UK’s Financial Times, recently reported. Sounds good, if not particularly ground breaking. But there is a new idea on the horizon which has so far evoked much stronger enthusiasm from recruitment professionals. The concept is this: devices monitoring the heartrate of candidates may be worn in an interview which will reveal how the candidate copes under pressure. For example, if a question provokes a spike in activity, this may indicate an underlying weakness or reluctance to speak about a certain area. This would then allow for bespoke coaching to improve candidates’ performances, or even the selection of more suitable job roles. Perhaps this would then lead to a more rigorous form of assessment which can be provided to the client; what the candidate is like under pressure, their strengths, weaknesses or even their (work-related) habits if the wearable device is used to monitor daily activity. But for this to succeed, much research must go into the process as well as the product. What questions are asked, how they are posed – speed, order, tone – and even how the room is set up will need to be consistent in order to provide reliable data across the board. Data scientists, too, would be required in order to assess the data itself and provide it in an easily digestible form. But one thing is certain: with recruitment sitting high in the league tables of the most competitive industries, any advancement which is sure to establish an organisation as a leader will be pounced upon. Do you think wearable technology has a place in recruitment? WEARABLE TECH IN RECRUITMENT
Marketupdateandforecast A bilingual coder earns on average 10% more than their ‘single language’ colleagues, amounting to a salary increase of £4,500 a year based on the average developer’s salary. Across the course of a working career this amounts to extra earnings of at least £252,000 for one professional in the IT sector. If IT and tech professionals currently proficient in just one or no coding languages became ‘bilingual’, the profession would collectively take home an extra £317 million annually. The findings come shortly after Bloomberg dedicated an entire double issue of its Businessweek Magazine to a 38,000 word essay on computer coding. IT and technology has, and always will be, a sector with a skills gap because programming and coding evolve too quickly for training and courses to encapsulate relevant information for long enough. This means IT professionals must always be looking ahead to the next anticipated technological trend. They can enjoy a healthy salary uplift of 10% where they have mastered multiple coding languages – which highlights the personal benefits of sharpening skills in more than one area. The UK currently ranks 19th globally for its digital skills training, falling behind the likes of the USA, Germany and Japan – something that needs to change. It is essential employers provide opportunities for training, not only to ensure they have the most knowledgeable teams working for them, but to help keep UK PLC at the forefront of digital advances. The skills gap The majority of IT professionals surveyed – 78% in total – do not believe sufficient training is offered by employers to help ensure coding skillsets are constantly updated. The TIOBE Index for July 2015 indicates Java is currently the most popular coding language, although this is in constant flux, with C £45,000 Average developer salary £49,500 With multiple coding language proficiency PROFICIENCY IN MULTIPLE CODING LANGUAGES INCREASES AVERAGE IT SALARY
MarketupdateandforecastMarketupdateandforecast hitting the top spot last year and C++ climbing the popularity ratings at the fastest pace in July 2015. This academic year (2014/15) the school curriculum changed so 5 -14 years olds must now learn how to write and test computer programmes and are taught coding languages from age 11. However, when asked whether they thought the new government would do enough in schools to protect the UK’s position as a global digital leader, 68% thought they would not. Importance currently overlooked Despite the benefits of multiple coding language proficiency, over half (53%) of professionals in the survey thought a grasp of more than one coding language was merely a nice to have, and 13% didn’t think it was important at all to career progression. More than a quarter (26%) of those questioned did not have knowledge of even one coding language. The digital sector alone contributes an estimated £105 billion in gross added value to the UK economy but there is a concern that too little will be done in schools to reflect this economic contribution. Coding languages ought to be given the same status as numeracy and literacy in our school curriculum and although increased importance is being attached to these skills they are not yet viewed as indispensable. It is equally essential that professionals within the sector value their own coding and programming skills highly and keep these at the highest possible standard – this will help sustain the high value the technology sector currently contributes to the UK economy. Is knowledge of multiple coding languages essential for a successful career in IT and technology? 53% 34% 13% Nice to have Essential Does not boost job prospects
Acknowledgements We would like to extend our appreciation to all those who completed the survey and made this market report possible. If you didn’t participate, please do so next year so we can continue to develop the depth and quality of this report and provide you with a fair and balanced picture. This report is only ever intended to give a very general overview on the changing nature and complexity of the employment market for IT professionals and can serve as a useful guide. However, if you require a more tailored and confidential discussion on how this will affect your business, technology department or indeed your own career, please get in touch. Disclaimer This research was carried out by means of an electronic questionnaire and supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only. Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to use of this information.
CurrentmarketSalaries,bonuses&benefitsRespondentprofile LONDON 322 High Holborn London, WC1V 7PB +44 20 7850 7400 london@greythorn.com www.greythorn.co.uk @GreythornEMEA Greythorn UK & Ireland IRELAND Fitzwilliam Hall, Leeson Street, Dublin 2 +353 1 669 8547 dublin@greythorn.com

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3081_GT_SS_2015_interactive_2

  • 1.
  • 2.
    Methodology In H1 of2015 Greythorn conducted a survey with clients and candidates focusing on remuneration, bonuses, benefits and recruitment trends. We surveyed technology professionals from numerous industry sectors across the UK and Ireland. This report is based on the data received from our online survey, our extensive database and the expertise of our consultants. It is important to note that this report should be used as a guide, but if you need any tailored or specific advice, please do contact us directly. About us Greythorn is a recruitment consultancy dedicated to providing an expert and personable service to technology professionals. Greythorn recruits for permanent and contract roles. It operates through a network of cities across Europe (London, Dublin) and North America (Chicago, Seattle). Greythorn specialises in senior IT appointments, PMO, IT infrastructure, data center infrastructure, networking infrastructure, Microsoft development, big data and analytics, IT security, Java, project management, business analysis, front and back end web development and network support/service desk infrastructure. Greythorn was founded in 1976. We are part of the FiveTen Group, a collection of specialist professional recruitment consultancies operating across 19 cities in 11 countries.
  • 3.
    CONTENTS INTRODUCTION....................................................4 RESPONDENT PROFILE ......................5 Gender..........................................................................6 Age................................................................................6 Role Location.................................................................7 Qualification & Experience..............................................8 Sector............................................................................9 Employment.................................................................13 What Happens Online In 60 Seconds?.........................14 CURRENT MARKET............................16 Size of Company..........................................................17 Headcount...................................................................17 Working Hours.............................................................18 Job Satisfaction ...........................................................19 Outlook........................................................................20 Relocation....................................................................22 SALARIES, BONUSES & BENEFITS..........................................24 Permanent/Fixed Term Contract...................................25 Interim/Contractor........................................................26 Benefits........................................................................26 Are You An Employer Looking To Attract Top Talent?...................................................30 Are You Looking To Take The Next Step In Your Career?............................................31 MARKET UPDATE & FORECAST........32 London Permanent Market ...........................................33 London Temporary Market ............................................35 Ireland Market................................................................37 Wearable Tech In Recruitment ......................................39 Proficiency In Multiple Coding Languages Increases Average IT Salary ..........................................40
  • 4.
    We are delightedto introduce the findings of the Greythorn 2015 Market Insight report, presenting comprehensive salary data and detailed analysis of the triumphs and challenges of the last year in the technology sector. The market in late 2014 and the first half of 2015 has proved to be particularly buoyant for both the UK and Ireland. As a company we have been able to increase the size of our teams in response to increasing demand across the market, with each consultant specialising in their own niche sector. 2015 will continue to be ‘the year of the specialist’. Companies are now focusing on higher-skilled professionals as opposed to less experienced graduates, with counter-offers becoming more prominent as employers look to retain their best staff. A number of organisations are starting to reinvest in their IT and infrastructure either to get their staff back up to pre-slump levels or implement specific technologies, where they may not have previously had the capital to do so. We have seen a renewed focus on learning and development with companies improving their employees’ skills matrices to help them with career progression. The employee market as a whole is optimistic, with over 70% of our respondents expecting to receive a pay increase in the next 12 months. Additionally, our surveyed audience are not only satisfied with their current role (81%) but also feel a real sense of job security (77%). The market in 2015 will remain candidate-driven. Salaries will continue to increase naturally and bidding wars between current employers and possible future employers will become more common, as companies look to secure top class talent. We would like to take this opportunity to thank everyone who participated in our survey this year. The results have highlighted a number of very positive elements across industries and echoed the overall confidence of the wider business community. We hope that you find this research of value and look forward to assisting you in the future. Kind regards, The Greythorn Team INTRODUCTION
  • 5.
    5 RESPONDENT PROFILE Gender ..........................................................6 Age................................................................6 RoleLocation.................................................7 Qualification & Experience..............................8 Sector............................................................9 Employment................................................ 13 What Happens Online in 60 seconds .......... 14
  • 6.
    Respondentprofile RESPONDENT PROFILE GENDER AGE 82%18% “76% of respondents are aged between 31and 50” 2% 13% 28% 21% 27% 9% Under 25 Male Female 26 - 30 31 - 35 36 - 40 41 - 50 51 - 60
  • 7.
    RespondentprofileRespondentprofile ROLE LOCATION 35% 12% 7% 5% 17% 1% 3% 4% 3% 1% 12% London (Central) London(Greater) Midlands North West Republic of Ireland Scotland East Anglia Yorkshire South West North East South East
  • 8.
    Respondentprofile QUALIFICATION & EXPERIENCE 10% 25years + 20% 16–20 years “44% of respondents are degree educated” 33% GCSE 44% Degree 10% Postgraduate 25% Masters 6% MBA 9% Other 26% A Levels 19% Diploma 10% 7% 26% 11–15 years 21% 7–10 years 5% 1–3 years 1% Less than 1 year 4–6 years 21–25 years Current level of experience Qualification status* *Respondents could choose more than one answer
  • 9.
    RespondentprofileRespondentprofile 2% 3% 3% Consumer Goods Leisure, Retail& Travel Public Sector 4% 3% 41% 14% Education Not for profit Technology, Media & Telecoms Other SECTOR 10% 3% 3% Business Services & B2B Energy & Utilities Pharmaceuticals & Health 1% 2% 11% Construction & Property FMCG Professional Services
  • 10.
    Respondentprofile Which of thefollowing best describes your job title? 4% 4% 6% 10% 6% 3% 2% 3% 3% 3% 4% 4% Project Manager Development Manager Developer IT Manager Manager 2nd Line Support Engineer 3rd Line Engineer Architect Engineer Programme Manager Business Analyst Java Developer 5% 13% 3% .Net Developer Other IT Director 1% Network Engineer 1% PMO Manager 2% 1% 1% 2% 2% 2% 2% Head of Development Security Analyst Security Consultant Infrastructure Engineer Consultant Analyst Java Engineer 1% 1% 1% 1% 2% 2% 2% 1% PMO Coordinator Service Desk 1st Line Engineer Development Director DBA Chief Technical Officer Infrastructure Manager PMO Analyst 1% Java Programmer 1% Chief Information Officer
  • 11.
    RespondentprofileRespondentprofile Which channels doyou consider most important when seeking a new role?* 74% 33% 3% 41% 3% 1% LinkedIn Recruitment consultancies /headhunters Facebook Twitter Word of mouth / Personal referrals Trade press 3% National press *Respondents could choose more than one answer
  • 12.
    Respondentprofile 6% 6% 8% 3% 5% 6% 10% 4% 4% 2% 6% 11% 38% 3% 4% 2% 22% 3% 3% 27% 12% 9% Better bonuspotential For an improved relationship with manager/colleagues Improved benefits package Job too stressful Lack of career progression due to company not expanding More responsibility Redundancy Travelling Other Better training Career change End of contract Higher salary Internal promotion/move Job security Lack of career progression due to limited promotional opportunities New challenge/more interesting work Relocation Not applicable Career development Better work-life balance Better location/easier commute Please identify the closest reason(s) as to why you left your last position* *Respondents could choose more than one answer
  • 13.
    RespondentprofileRespondentprofile 33% 33% 20%5% 5% 1% 3% Less than 1 year 1 - 2 years 3 - 4 years 5 - 6 years 7 - 8 years 9 - 10 years More than 10 years EMPLOYMENT How are you currently employed? How long have you been in your current role? 86% Permanent/Fixed Term Contract 14% Interim/ Contractor “14% of IT professionals have been in their current roles for 5+ years”
  • 14.
    Respondentprofile How many WhatsAppmessages do you think were sent per hour last year? An average of three trillion. The Internet is quite literally growing every second. Never before have we been as connected and contactable as now, with both our work and social lives relying heavily on programmes like email, Google and social media to keep us in the loop. But are we taking on too much? James Gold wrote recently on Cary Cooper of Lancaster Management School and the burden of email – how he believes that we are harming our workplace productivity by sending/receiving copious amounts of emails in the place of “real” work. And perhaps, as the above demonstrates, as our usage and reliance on these programmes soars, so do both the complexity and time duration of our operations on them, leaving us with less and less time in the day when we ourselves are not online. So what effect is this huge expansion of Internet usage having on the tech employment market? Well, as would be expected, this rapid growth is creating jobs across the digital and IT spectrums and is also providing more opportunities than ever for young talent to catapult themselves into top positions within the rising amount of tech start-ups. In fact, according to the professional services company, Procore, the UK alone boasts over 26,000 directors aged 21 or under – quite an astounding amount. But even if not taking the top positions, young talent is exposed to a mighty range of programmes from childhood, with comprehensive IT classes being offered at school and even a rise in the prevalence of coding programmes and tutors for young adults. And once they reach the age that they can create online social media profiles and engage in computerised games, they encounter entirely different media of Internet and online innovation. So, as the ages of many directors fall, is encouraging early interest in the workings of digital programmes essentially pipelining our future tech talent? WHAT HAPPENS ONLINE IN 60 SECONDS?
  • 15.
    RespondentprofileRespondentprofile 60 2012 2013 2014 Email Facebook Google Instagram Skype Twitter WordPress WhatsApp YouTube 204 million emails sent 204million emails sent 168m emails sent 3.3 million posts 2.5 million posts 79,361 posts 4 million searches 2 million searches 694,445 searches 41, 000 photos 216, 000 photos 3,480 photos 1.4 million mins voice calls 1.4 million mins voice calls 370,000 voice calls 342,000 tweets 278,000 tweets 98,000 tweets 1318 blog posts 1106 blog posts 347 blog posts 50 billion messages 31 billion messages 20 billion messages 120 hours of video uploaded 72 hours of video uploaded 25+ hours What happens online in 60 seconds?
  • 16.
    CURRENT MARKET Size ofCompany...................................17 Headcount............................................17 Working Hours......................................18 Job Satisfaction ....................................19 Outlook.................................................20 Relocation.............................................22
  • 17.
    CurrentmarketCurrentmarket G SIZE OF COMPANY HEADCOUNT 17% 37%22% 16% 15% 10% 20% 63% Small More than 20 employees 6 - 10 employees 1 - 5 employees 11 - 15 employees 16 - 20 employees Medium Large How many people are in your team?
  • 18.
    Currentmarket Top reasons forincrease Top reasons for decrease 45% Increased 24% Decreased 27% Remained the same 4% Not sure 1% Less than 10 hours 0% 1 - 20 hours 3% 21 - 30 hours 7% 31 - 35 hours Business growth or expansion Rising workloads Fill a skills gap Merger or acquisition Headcount reductions Voluntary departures Natural attrition Not aware 68% 36 - 45 hours 15% 46 - 50 hours 5% 51 - 60 hours 1% More than 60 hours WORKING HOURS On average how many hours a week do you work? How has the number of staff in your team changed over the past 12 months?
  • 19.
    CurrentmarketCurrentmarket 81% Satisfied 77% Secure 23% Insecure 19% Dissatisfied 26% Increased 12% Decreased 62% Remained the same Howhas the number of hours you worked changed in the last 12 months? How satisfied are you with your current job? How would you rate your current job security? JOB SATISFACTION “47% of respondents chose taking on more responsibility/more pressure as the main reason for the increase in working hours”
  • 20.
    Currentmarket “73% of respondents expectan increase in salary in the next 12 months” OUTLOOK What are your expectations for personal salary and job security in the next 12 months?* Compared with the last 12 months, how confident do you feel about the economic prospects facing your company in the next 12 months? 73% Salary increase 16% Salary freeze 11% 32% 47% 21% Other More confident As confident Less confident 6% 4% 1% Redundancy Shorter working week Salary reduction *Respondents could choose more than one answer
  • 21.
    CurrentmarketCurrentmarket What are yourexpectations for your business in the next 12 months?* What is your employer’s recruitment strategy? 29% Budget cuts 40% Increase in staff recruitment 16% Increased spend on staff training 38% Profitability of business 32% Increased budgets 4% Other 22% Salary freeze 14% Recruitment freeze 19% Job cuts 17% Staff training funding cuts 4% Salary decreases 49% Business process/policy changes 20% Greater focus on regulatory issues 29% Salary increases Short term (as it happens /3 - 6 months ahead) Medium term (6 - 12 months ahead) Long term (1 - 2 years) Non- existent Not sure Other 32% 16%23% 8%20% 1% *Respondents could choose more than one answer
  • 22.
    CurrentmarketSalaries,bonuses&benefitsMarketupdateandforecast Do you anticipatechanging jobs in the next 12 months? Yes, I will be actively looking for a new role No, I will not be looking for a new role Only if the right opportunity presents itself RELOCATION 32% 47% 21% 11% Hong Kong 14% New Zealand 28% USA 13% Spain 12% France 12% Ireland 20% Canada 14% Switzerland 13% Germany Places respondents would consider relocating to outside the UK in the next two years* *Respondents could choose more than one answer
  • 23.
    CurrentmarketCurrentmarket 30% London 14% East Midlands 11% North West 11% Scotland 15% Yorkshire 16% SouthWest 11% Wales 10% West Midlands 11% North East 22% South East Places respondents would consider relocating to within the UK* Top five reasons to relocate 70% Improved quality of life 57% Improved salary 51% Better employment opportunities 50% New career opportunity 49% Experience a different culture *Respondents could choose more than one answer “A quarter of respondents would not consider relocating”
  • 24.
    SALARIES, BONUSES &BENEFITS Permanent/Fixed Term Contract........25 Interim/Contractor.............................26 Benefits.............................................26 Are You An Employer Looking To Attract Top Talent?.............................30 Are You Looking To Take The Next Step In Your Career?.........................31
  • 25.
    Salaries,bonuses&benefitsSalaries,bonuses&benefits “No respondents were askedto take a pay cut in their last pay review” Salaries,bonuses&benefits PERMANENT/FIXED TERM CONTRACT 64% Satisfied 36% Dissatisfied How satisfied are you with your current remuneration? When was your last pay review? What was the outcome of your last pay review? 39% Less than 6 months ago 17% More than 12 months ago 29% 6 - 12 months ago 15% Not applicable 69% Pay increase 31% Pay remained the same
  • 26.
    Salaries,bonuses&benefits INTERIM/CONTRACTOR BENEFITS How satisfied areyou with your current remuneration? Did you receive a bonus in 2014? 63% Satisfied 37% Dissatisfied When was your last pay review? 43% Not applicable 17% 6 - 12 months ago 31% Less than 6 months ago 9% More than 12 months ago 51% Yes 22% No 27% No, not entitled to receive one
  • 27.
    Salaries,bonuses&benefits 74% 15% 13% 12% 9% 5% 4% 2% 1% 1% 62% 52% 45% 43% 39% 38% 35% 25% 24% 24% 19% 17% 18% 18% 25 days’ holidayor more Travel benefits/allowances Share incentive/EMI scheme/option scheme Daily subsidised meals Leisure facilities Tablet Sabbatical Other Mortgage relief Not applicable, I don’t receive any benefits Company pension scheme Laptop Private healthcare Flexible working (homeworking/flexitime) Insurance (PMI/death in service/life insurance) Annual bonus scheme Mobile phone/Blackberry Flexible benefits (choosing from a range of options) Annual discretionary bonus scheme Childcare arrangement/vouchers Season ticket loan Less than 25 days’ holiday Annual target bonus scheme Company car or car allowance Salaries,bonuses&benefitsSalaries,bonuses&benefits Which of the following benefits are included in your current package?* *Respondents could choose more than one answer
  • 28.
    Salaries,bonuses&benefits “75% of respondents are happywith their current benefits package” “59% of respondents look for a 6-20% pay increase as an acceptable counter-offer from their current employer” How would you assess your level of satisfaction with your bonus? 58% Satisfied 42% Dissatisfied Benefits seen as most and least important when considering a new role Most important Least important 25 days’ holiday or more Good company pension scheme Flexible working (homeworking/flexitime) Laptop Private healthcare Season ticket loan Less than 25 days’ holiday Tablet Car or car allowance Sabbatical
  • 29.
    Salaries,bonuses&benefits “32% of respondents received a higherbonus in 2014” 51% 1 - 9% 23% 10 - 19% 14% 20 - 29% 2% 30 - 39% 5% 40 - 49% 2% 60 - 69% 2% 1% 70 - 100% More than 100% Salaries,bonuses&benefitsSalaries,bonuses&benefits What percentage of your basic salary was your last bonus?
  • 30.
    Salaries,bonuses&benefits RECRUITMENT 1. Value proposition 2.Training & development 3. Market perception 4. Staff retention 6. Interview techniques 7. The entire package Construct a well-defined value proposition. Clearly identify reasons why top talent would leave their current employer to join your company. This will attract candidates who share your company’s vision and values and will eliminate candidates who will not be an asset. The top talent on the market will be motivated by the structured programmes a company has to offer to develop their status and ability. Training and development helps you to keep up with changes in the market and shows the candidate that they can grow with the company and share its success. Reflect on your brand awareness. How are you viewed in the market? It is important to understand how your company is perceived in the market. Some organisations are clueless about why they’re not able to attract top candidates or retain their best employees. Be informed and showcase this perception in interviews. High staff turnover can seriously damage your reputation as a business. Try to determine the causes of turnover and aim to put employee retention strategies in place. This will inevitably lead to internal referrals and improve the company profile. Make sure each interviewer receives interview training. First impressions of the business and interviewers will be ever more important in an increasingly competitive candidate market. First round interviews are too often attended by inexperienced interviewers and staff who see it as a burden or distraction from their busy working days. Ensure your hiring managers are selling your business effectively. Review the entire remuneration and reward package on offer and outline career progression opportunities or potential paths. Spell out all benefits up front. Even smaller benefits like a canteen or tax travel saver initiatives can be important to candidates. ARE YOU AN EMPLOYER LOOKING TO ATTRACT TOP TALENT?
  • 31.
    31 Salaries,bonuses&benefitsSalaries,bonuses&benefitsSalaries,bonuses&benefits 1. CV 2. Interviews 5.Recruitment agency 3. Network 4. Qualifications Treat your CV like your first interview. Do the ground work and create a good first impression. Tailor your CV to the job description you are applying for and highlight your key achievements. Soft skills are just as important as technical skills. Highlight interaction with senior management, board and other departments/functions. Outline experience you have gained outside of your core focus. When describing your skills on your CV, make sure you get technical with the detail. Facts get interviews! Practice interviews are key. You need to become comfortable with describing your experience and achievements in a detailed but concise manner. Don’t avoid difficult questions. How you handle them is more important than the actual detail itself. Show genuine enthusiasm for the business and the role. Often ‘do you want the job?’ is a more important question to answer than ‘can you do the job?’ Choose your recruitment firm and consultant wisely. Speak with friends or associates within your sector, discipline or specialism and get referred to a consultant with a good reputation. Join LinkedIn and connect with professionals in the same market, attend trade shows and networking events, speak with senior executives in your discipline. Research which qualifications help with your current role or are required to make that next step. JOB SEARCHING ARE YOU LOOKING TO TAKE THE NEXT STEP IN YOUR CAREER?
  • 32.
    London Permanent Market...........33 London Temporary Market ............35 Ireland Market...............................37 Wearable Tech In Recruitment.......39 Proficiency In Multiple Coding Languages Increases Average IT Salary..........................40 MARKET UPDATE & FORECAST
  • 33.
    MarketupdateandforecastMarketupdateandforecast Going specialist We’ve seena natural increase in demand for niche skills across the permanent market, with greater demand for higher-skilled individuals and less demand for less experienced graduates. Software vendors and value-added resellers are selling the concept of their software and their ideas. This is an indicator of demand in the market, a need for new services and a desire for return on investment. Business is booming in emerging markets, certainly in the sales environment, as well as across the traditional development markets and cloud infrastructure. Skills in demand With companies now going through the lifecycle of upgrading their traditional infrastructure systems, there’s more demand for people around the infrastructure model. There’s also a desire for very niche capabilities across PHP and front-end and back-end development, where there’s a skills shortage. With fewer candidates on the market, the demand in the digital user experience and user interface area has seen a huge increase. Salaries & bonuses Salaries have increased and there’s also an additional desire from companies to engage with possible leavers because of skills shortages. In particular, counter-offers are becoming more prominent for individuals who have accepted an external offer. Companies are now trying to entice and retain individuals in the hiring process through bonuses and raising salaries. There is also greater focus on learning and development progressing an individual’s career, developing a skills matrix and certifications. On key hires, there has been more emphasis on paying better salaries to project managers, IT managers and people who actually lead the infrastructure of the business and create long-term return on investment. LONDON PERMANENT MARKET
  • 34.
    Marketupdateandforecast Outlook for 2015 Forthe remainder of 2015, we see the market becoming increasingly candidate-driven with some organisations losing out on quality candidates through poor processes or inefficiencies in internal recruitment. Organisations across the IT markets will naturally need to increase salaries in order to be more competitive and bonuses will be based on company performance as well as individual performance. However, because the economy is particularly strong, a lot of organisations are performing well and are therefore able to offer better bonuses and actually incite better salaries. We’re currently midway through a boom in the traditional five-year economic boom and bust lifecycle. We’ve recently been through an election process and a budget, so there’s a lot going on. The housing market will have a big impact on the rest of the market too. However, salaries are not increasing in line with the actual rate of inflation and that will have an effect on the economy in the medium to long term. Job title Salary range Developers Graduate £30,000 Mid-level £50,000 Senior £70,000 Testers Graduate £22,000 Mid-level £40,000 Senior £60,000 Administrators Graduate £25,000 Mid-level £40,000 Senior £55,000 Business Analysts Graduate £25,000 Mid-level £45,000 Senior £60,000 Architects £80,000 - £120,000 Support Graduate £35,000 Mid-level £45,000 Senior £60,000 Project Managers Graduate £25,000 Mid-level £45,000 Senior £60,000 - £80,000 IT Managers/Dev Managers £70,000 - £120,000 Infrastructure £60,000 - £70,000 Security Consultants £60,000 - £80,000 Head of IT/CTO £100,000 - £150,000
  • 35.
    MarketupdateandforecastMarketupdateandforecast LONDON TEMPORARY MARKET Clientscome back to the party With the market improving, a lot of companies are now looking to get their house in order from a supplier perspective. Indeed, many clients who we had spoken with at the beginning of 2014 are now more receptive to discussing their recruitment needs and this supports the sentiment that the market is picking up. We are starting to see the light at the end of the tunnel, which we’re now confident is not actually a train! A number of organisations are focusing on change/ transformation projects and reinvesting in IT, with the aim to bring their teams back up to pre-economic slump levels and provide a better service to users or implement specific technologies. Skills in demand There has been an increased focus on project management and business analysis skills. Having made placements in oil and gas, travel and leisure, consultancy and financial services, it is safe to say that it is a good time to be either a project manager or a business analyst, with business analyst definitely being the star role of the year! It’s always hard to find highly-skilled candidates and more specifically, specialist business analysts. There are plenty of business analysts available but the roles that have emerged have been specific, with companies having a targeted need, project, goal or deliverable that in turn requires a particular type of business analyst. Salaries & bonuses Organisations have been reluctant to pay more due to the economic challenges of recent years, but given the improving market conditions, there has been a slight increase in rates. Over the next 12 months we expect to see day rates continue to rise.
  • 36.
    Marketupdateandforecast Outlook for 2015 2015continues to be a really exciting time. A number of companies we are talking to are looking at gaps in their resources and seeing what areas they need to strengthen. We’ve had our best H1 at Greythorn in terms of new business for some considerable time, with a focus on brand new clients - a trend we see continuing for the remainder of H2. We expect to see further increases in activity as projects that started at the beginning of this year work through the lifecycle and companies need to deliver these projects right across the board, from infrastructure to development and testing. Contracts have been consistent but extensions are maybe taking longer than normal, with clients now looking at building on their base. Throughout any downturns, organisations will tend to keep hold of their good, longer-term contractors. Even though there’s always a move towards perm, they’ll always continue to procure contractors between the spikes. There have been increases across the board and there is a lot more confidence out there in the market. We’re getting more roles phoned in, traffic to the website has increased and overall engagement has seen a rise. A number of candidates who maybe haven’t used agencies before or haven’t used them for a while are now looking to get back into the industry to see what agencies can offer. Needless to say it’s a great time to be in the market. Job title Day rate Developer £350 - £550 Tester £250 - £400 Administrator £200 - £400 Business Analyst £350 - £500 Architect £400 - £700 Infrastructure Support £150 - £350 Project Manager £375 - £500 Programme Manager £500 - £700 IT Director £550 - £700 IT Manager £350 - £475 Development Manager £400 - £600
  • 37.
    MarketupdateandforecastMarketupdateandforecast IRELAND MARKET A confidencegame In a word, the recruitment market has been thriving. At the moment, IT is booming in Ireland and all our clients are hiring. In fact, we have a considerable lack of skilled IT candidates, especially at the mid-level salary bracket. There is a great deal of demand for more senior positions, which comes down to two things: Companies expanding and needing senior professionals with a wealth of experience. Senior candidates having more confidence in making a move. They now know that if it doesn’t work out, there will be other well-paid positions on the market, for example chief technology officer and architect roles, which we haven’t seen around for the past few years. Many companies are understandably reluctant to lose good staff and we are seeing a significant number of counter-offers, sometimes up to the value of €20,000. This boils down to the implications of losing a good candidate. In such a tight market, it can take months to replace someone. There is often an agency fee and then a three to six month bedding in period for new employees to get used to the role and get up to scratch with internal systems, policies and politics. Skills in demand Our clients are looking for more skilled candidates this year. Whereas in 2014, we found that they would often be looking for just one developer, they are now calling in with three to four requirements of the same skill set. In fact, we have seen an increase in demand for candidates right across the technical stack. Mid-senior level developers are in huge demand, whether for mobile, Java or .Net. This positive uplift on the market has also seen more roles opening up for managers, chief technology officers and architects. Salaries & bonuses On the other side of the coin, the lack of candidates across the board is pushing up salaries and making the market difficult to read. Bonuses and benefits are increasing rapidly as they become more important to candidates. These increases are driven by companies having to compete with the tech giants in Ireland, such as Facebook, Google and Oracle, who offer massive employee benefits. Employees are now being more than compensated for any previous benefit cuts. A large number of permanent candidates are looking at contracting options due to the financial rewards involved.
  • 38.
    Marketupdateandforecast Outlook for 2015 Smallercompanies will continue to struggle to compete with larger organisations with salaries and benefits. It will prove challenging finding good permanent employees right across the technical stack, especially in development. Many companies will have to take on contractors to keep up with their IT requirements, or even look into outsourcing as a short-term alternative. At the same time, the increase in counter-offers is making it difficult to contain salary levels in the Dublin market. However, all these are signs that the market is on the up – and we’re looking forward to another very positive year ahead. Job title Salary range Day rate Developers Graduate €30,000 €400 - €450Mid-level €50,000 Senior €70,000 Testers Graduate €22,000 €250 - €350Mid-level €40,000 Senior €60,000 Administrators Graduate €25,000 €200 - €300Mid-level €40,000 Senior €55,000 Business Analysts Graduate €25,000 €300 - €400Mid-level €45,000 Senior €60,000 Architects €80,000 - €120,000 €500+ Support Graduate €20,000 €150 - €250Mid-level €35,000 Senior €45,000 Project Managers Graduate €25,000 €450Mid-level €45,000 Senior € 60,000 - €80,000 Team Leads €60,000 - €70,000 €400 IT Managers/ Dev Managers €70,000 - €120,000 €500 Head of IT/CTO €100,000 - €150,000
  • 39.
    MarketupdateandforecastMarketupdateandforecast What is nexton the horizon for recruitment? As a process-driven, efficiency-focused sector, any technological advancement which streamlines traditional practices is rapidly snapped up – think video CVs, Skype, big data, talent analytics etc. But could wearable technology ever break into this arena? From recent advances, it seems likely. But how would this work? There are a number of devices which have previously been cited as the “next big thing” in the sector, including smart glasses to record and improve candidate experience, smart watches to streamline efficiency, and smart wristwear. Other sectors have also embraced various devices in order to increase workplace productivity or safety, as Sarah O’Connor, employment correspondent of the UK’s Financial Times, recently reported. Sounds good, if not particularly ground breaking. But there is a new idea on the horizon which has so far evoked much stronger enthusiasm from recruitment professionals. The concept is this: devices monitoring the heartrate of candidates may be worn in an interview which will reveal how the candidate copes under pressure. For example, if a question provokes a spike in activity, this may indicate an underlying weakness or reluctance to speak about a certain area. This would then allow for bespoke coaching to improve candidates’ performances, or even the selection of more suitable job roles. Perhaps this would then lead to a more rigorous form of assessment which can be provided to the client; what the candidate is like under pressure, their strengths, weaknesses or even their (work-related) habits if the wearable device is used to monitor daily activity. But for this to succeed, much research must go into the process as well as the product. What questions are asked, how they are posed – speed, order, tone – and even how the room is set up will need to be consistent in order to provide reliable data across the board. Data scientists, too, would be required in order to assess the data itself and provide it in an easily digestible form. But one thing is certain: with recruitment sitting high in the league tables of the most competitive industries, any advancement which is sure to establish an organisation as a leader will be pounced upon. Do you think wearable technology has a place in recruitment? WEARABLE TECH IN RECRUITMENT
  • 40.
    Marketupdateandforecast A bilingual coderearns on average 10% more than their ‘single language’ colleagues, amounting to a salary increase of £4,500 a year based on the average developer’s salary. Across the course of a working career this amounts to extra earnings of at least £252,000 for one professional in the IT sector. If IT and tech professionals currently proficient in just one or no coding languages became ‘bilingual’, the profession would collectively take home an extra £317 million annually. The findings come shortly after Bloomberg dedicated an entire double issue of its Businessweek Magazine to a 38,000 word essay on computer coding. IT and technology has, and always will be, a sector with a skills gap because programming and coding evolve too quickly for training and courses to encapsulate relevant information for long enough. This means IT professionals must always be looking ahead to the next anticipated technological trend. They can enjoy a healthy salary uplift of 10% where they have mastered multiple coding languages – which highlights the personal benefits of sharpening skills in more than one area. The UK currently ranks 19th globally for its digital skills training, falling behind the likes of the USA, Germany and Japan – something that needs to change. It is essential employers provide opportunities for training, not only to ensure they have the most knowledgeable teams working for them, but to help keep UK PLC at the forefront of digital advances. The skills gap The majority of IT professionals surveyed – 78% in total – do not believe sufficient training is offered by employers to help ensure coding skillsets are constantly updated. The TIOBE Index for July 2015 indicates Java is currently the most popular coding language, although this is in constant flux, with C £45,000 Average developer salary £49,500 With multiple coding language proficiency PROFICIENCY IN MULTIPLE CODING LANGUAGES INCREASES AVERAGE IT SALARY
  • 41.
    MarketupdateandforecastMarketupdateandforecast hitting the topspot last year and C++ climbing the popularity ratings at the fastest pace in July 2015. This academic year (2014/15) the school curriculum changed so 5 -14 years olds must now learn how to write and test computer programmes and are taught coding languages from age 11. However, when asked whether they thought the new government would do enough in schools to protect the UK’s position as a global digital leader, 68% thought they would not. Importance currently overlooked Despite the benefits of multiple coding language proficiency, over half (53%) of professionals in the survey thought a grasp of more than one coding language was merely a nice to have, and 13% didn’t think it was important at all to career progression. More than a quarter (26%) of those questioned did not have knowledge of even one coding language. The digital sector alone contributes an estimated £105 billion in gross added value to the UK economy but there is a concern that too little will be done in schools to reflect this economic contribution. Coding languages ought to be given the same status as numeracy and literacy in our school curriculum and although increased importance is being attached to these skills they are not yet viewed as indispensable. It is equally essential that professionals within the sector value their own coding and programming skills highly and keep these at the highest possible standard – this will help sustain the high value the technology sector currently contributes to the UK economy. Is knowledge of multiple coding languages essential for a successful career in IT and technology? 53% 34% 13% Nice to have Essential Does not boost job prospects
  • 42.
    Acknowledgements We would liketo extend our appreciation to all those who completed the survey and made this market report possible. If you didn’t participate, please do so next year so we can continue to develop the depth and quality of this report and provide you with a fair and balanced picture. This report is only ever intended to give a very general overview on the changing nature and complexity of the employment market for IT professionals and can serve as a useful guide. However, if you require a more tailored and confidential discussion on how this will affect your business, technology department or indeed your own career, please get in touch. Disclaimer This research was carried out by means of an electronic questionnaire and supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only. Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to use of this information.
  • 43.
    CurrentmarketSalaries,bonuses&benefitsRespondentprofile LONDON 322 High Holborn London,WC1V 7PB +44 20 7850 7400 london@greythorn.com www.greythorn.co.uk @GreythornEMEA Greythorn UK & Ireland IRELAND Fitzwilliam Hall, Leeson Street, Dublin 2 +353 1 669 8547 dublin@greythorn.com