Earning more as a Digital or Web Analyst
•Download as PPTX, PDF•
1 like•234 views
The salaries have dropped in the UK for Digital and Web Analysts, regardless of whether they are permanent hires or contractors. Could this happen outside the UK? Why are recruitment agencies letting this happen? What can we do as Digital and Web Analysts do to buck the trend
Recommended
Recommended
More Related Content
Similar to Earning more as a Digital or Web Analyst
Similar to Earning more as a Digital or Web Analyst (20)
More from Alban Gérôme
More from Alban Gérôme (20)
Recently uploaded
Recently uploaded (20)
Earning more as a Digital or Web Analyst
- 1. Earning more as a Digital or Web Analyst Alban Gérôme @albangerome MeasureCamp Europe 3 July 2021
- 2. @albangerome Salaries and daily rates down 50% in the UK Could that happen outside the UK?
- 3. @albangerome How could recruitment let such a thing happen?
- 4. @albangerome
- 6. @albangerome
- 8. @albangerome Low rates x volume
- 10. @albangerome
- 11. @albangerome Recruitment agencies can help if you are junior
- 12. @albangerome Not what you know But who you know
- 13. @albangerome Current salary? Politely decline to answer
- 14. @albangerome Expected salary? Market rates + 20% if permie Your daily rate + x% otherwise
- 15. @albangerome Recruiting consultants are incentivised to focus on the juniors market
- 16. @albangerome Recruiting consultants can accept lower rates and make up for them in volume at your expense
- 17. http://www.albangerome.com @albangerome Danke schön! Dankuwel! Tack! Merci! Grazie mille! Muchos gracias! Thank you!
- 18. Photo credits All photos from Pexels. In order of appearance • Karolina Grabowska 4386431 • Inga Seliverstova 3394229 • Sora Shimazaki 5668863 • Lukas Hartmann 1462012 • Anthony Shkraba 4348404
Editor's Notes
- About 5-6 years ago the salaries and daily rates have dropped out about 50% in the UK. Is it happening outside the UK? Could it happen outside the UK?
- In this session, I’d like to run a recruitment agency with you as a wargame. Hopefully, we will a better understanding of what is going on, how it impacts salaries and daily rates, and devise new strategies to improve our salaries.
- When I lived in London, I attended networking events in private clubs. I remember once seeing a gaggle of maybe 8 or 10 attractive ladies coming to the room. I quickly got the vibe I got was that they were working. Not sexual workers, perhaps models struggling to make ends meet. The patrons will want to speak to these models, buy them drinks which is how the club makes most of its money. The club pays the models a commission, they might even have sales targets. The patrons feel good having a conversation with an attractive lady whom they would not meet in friends or family circles. Doing this at work increasingly carries risks, too. I believe that there are similarities in how their business model is similar to a recruitment agency because recruitment agencies depend on clients like private clubs depend on these models. If the clubs have the models, the patrons will come. If the recruiting agencies have the clients and the roles there, the candidates will come.
- Recruiters get paid by clients, not candidates, and they face competition from other recruiters. Although the better a deal a recruiter gets for you as a candidate, some recruiters are prepared to take on a client who want to pay significantly lower than market rates without challenging them. Some of these recruiters will be new to the field, to be sure. More experienced recruiters will challenge them only because no other recruiter will find that candidate for them with these requirements. I am not sure if any recruiter would ever tell their client that the cheapest talent is also the one for which you end up paying the most.
- 2 or 3 senior web and digital analytics practitioners and only get commission for only one, or 20 to 30 junior practitioners and miss out commission on 25%? After the agency is sufficiently established, it can have a few recruiters, one specialised in CRO, one in programmatic bidding, one in web and digital analytics.
- More senior candidates generally find their roles through their personal networks. Many have become contractors. But generally, they land roles that are in the hidden market, i.e. roles for which companies have not contacted recruitment agencies. This means that agencies will need to benefit from significant brand recognition before seeing a sustained stream of senior roles reaching them. Only then, they can consider creating a senior consultant role. That consultant will need to have rotated and gained an understanding of a variety of data roles.
- Once mid-weight or senior, it’s no longer what you know but who you know. The last time a recruitment agency found me job was in 2012, I had only 3 years’ experience in web analytics then, with another 18 months on top with CRO.
- You are likely to be underpaid and your hope is that your next role will pay at the least the market rates. But this may mean a salary increase of over 20%. Although a recruiting agent gets paid as a function of what your new salary would be, they will try to make you accept a 5% increase instead just so that they chances to placing you and pocketing a commission increases By declining to answer they cannot calculate the expected salary increase and are forced to default to market rates, which would be higher than what you are on Anchor effect
- You might not get 20% but 20% is a common expectation. 10-15% has been the average that recruiting consultants have been able to achieve. Ask for more than what you expect, settle for what you wanted all along As a contractor getting a rate increase is hard. As inflation increases you could end up seeing your purchase power eroding slowly. I would consider x to be at least the inflation rate of the country you live in
- What makes clients prefer candidates with potential rather than experience? Is it driven by recruiters’ reference for a reduced but sure commission or their clients’ lack of experience/greed? Maybe it’s a chicken and egg problem The cheapest talent is often the one that ends up costing the most. Their clients will have to be lucky every day that they did not lose the candidate to another company. Staff turnover costs a lot. So do data leaks, breaches of data privacy regulations also could happen when hiring for a junior candidate, ending in potential fines, damaged brand reputation, and perhaps firing the candidate for gross negligence/incompetence.
- It’s better for recruiting consultants to pocket a reduced commission often than an a bigger commission at random intervals, and sometimes no commission at all. It’s less of rollercoaster. They can make up for it in volume. But, as an analyst, it will negatively impact the salary you will be offered