This document provides salary information for software development roles in the financial services industry. It surveys both permanent and contracting salaries in 2016. For permanent roles, it found that over half of respondents did not receive a salary increase in 2015. Day rates for contractors have remained consistent in the £500-£800 range for roles like Java and C++ developers. There is high demand for skills in areas like big data, cloud computing and front-end development, but limited supply of candidates with those skills.
IQ Analytics connects mathematical and statistical analytical professionals with clients seeking those
unique skills and experience. We are proud of being in a minority of recruitment agencies focussed purely
on recruiting skills related to analytics. Our recruitment teams are aligned to the following industries;
Retail Finance, Investment Banking, Insurance, Consumer Retail / Online, Media, Pharmaceutical, Energy &
Utilities, Consultancies and those sectors requiring SAS and Big Data Technologies.
How to Create a Billion$ Category - Mark Organ's Dreamforce 2013 keynoteMark Organ
Why just a build a company when you can create an entire new category? Category creators grow revenue 4x faster and grow market cap 6x faster than category entrants.
In this Dreamforce keynote talk, serial entrepreneur discusses how he created the cloud marketing automation category with Eloqua, his new advocate marketing category creator Influitive, and some other great category creators like Salesforce.com, Tesla and Keurig. A new framework for category creation is proposed, featuring a transformational experience and revolutionary business model underpinned by disruptive technological change.
IQ Analytics connects mathematical and statistical analytical professionals with clients seeking those
unique skills and experience. We are proud of being in a minority of recruitment agencies focussed purely
on recruiting skills related to analytics. Our recruitment teams are aligned to the following industries;
Retail Finance, Investment Banking, Insurance, Consumer Retail / Online, Media, Pharmaceutical, Energy &
Utilities, Consultancies and those sectors requiring SAS and Big Data Technologies.
How to Create a Billion$ Category - Mark Organ's Dreamforce 2013 keynoteMark Organ
Why just a build a company when you can create an entire new category? Category creators grow revenue 4x faster and grow market cap 6x faster than category entrants.
In this Dreamforce keynote talk, serial entrepreneur discusses how he created the cloud marketing automation category with Eloqua, his new advocate marketing category creator Influitive, and some other great category creators like Salesforce.com, Tesla and Keurig. A new framework for category creation is proposed, featuring a transformational experience and revolutionary business model underpinned by disruptive technological change.
Kelly Services Indonesia Salary Guide 2011/2012xvader
Indonesia salary guide for the year 2011/2012 as published by Kelly Services | Panduan standar gaji Indonesia tahun 2011/2012 yang dipublikasikan oleh Kelly Services.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The 'Truthiness' of Marketing AttributionOrigami Logic
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It’s no wonder that marketers are rushing to attribution solutions, in an effort to decipher data and assign credit to specific channels and touchpoints. However, marketers often face a rude awakening when they realize that attribution models fail to reveal the whole truth and can’t answer some of their most urgent, time-sensitive questions.
Join us to gain a clear understanding of the four key limitations of attribution and learn how to:
- Establish a data foundation and measurement framework
- Develop an “always-on” view of multi-channel performance
- Test and optimize to assess and determine lift
How do you place a value on a business where there is no relevant historical data? This question regularly appears in startup ventures, or where there is a new development in an existing business - perhaps in response to a new technology or process. Without historical financial data - or where this is misleading - the SLC Matrix is an attempt to provide a systematic and objective framework - with flexibility - that enables some defensible logic and intellectual rigour to be used despite the lack of past data. It's free for you to use, or modify to fit your circumstances
Thailand is emerging as a Startup Hub and a lucrative market for many companies to enter. However, There are many pitfalls and obstacles that cause businesses to fail if ample preparation is not carried out beforehand.
This material covers the following topics:
- Overview of Thailand
- Factors to consider before scaling into Thailand
- Strategies to enter Thailand
- Advantages of entering Thailand with a local partner
In nearly every area of business, the speed of change is outpacing the speed of learning. As it transformed its training business, IBM also transformed its credential strategy with digital badges, leading to a dramatic improvement in nearly every metric: Attendance is up, course completions are up, and more students are returning to take additional courses. In this session, you’ll see the results IBM has achieved by transforming its credential program. Then, you’ll get a step-by step, fast-paced lesson on how you can implement a program and achieve similar results. You’ll leave with a checklist showing how you can get started quickly without a big investment in resource or cost.
Join us for this TICE Virtual session as your host, Jim Daniels, worldwide program manager for IBM’s Digital Badge Program, will show you how IBM has transformed its certification program with digital badges.
Out with the Old - Creating a New Paradigm Around the Fate of Your BuildingsEric Nolan
Does your campus maintain too many small or outdated buildings? Have a growing backlog due to limited resources? Deal with a strained operations budget? You might also be struggling to make key decisions about when to renovate, replace, or knock down buildings on your campus. Thankfully, you're not alone, and there are solutions.
Rutgers University has been there too. Yet, with proper planning and data support, they were able to make major policy changes that have improved their situation.
In this webinar, Jim Kadamus of Sightlines and Tony Calcado of Rutgers University discuss:
- Why facilities must secure a seat at the table to engage campus leadership in a new, more focused conversation about space allocation
- What data made the case that a paradigm shift was needed and how it affected institutional policies
- How strategic divestment decisions can have a broad impact on campus and what it means for the future.
Kelly Services Indonesia Salary Guide 2011/2012xvader
Indonesia salary guide for the year 2011/2012 as published by Kelly Services | Panduan standar gaji Indonesia tahun 2011/2012 yang dipublikasikan oleh Kelly Services.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The 'Truthiness' of Marketing AttributionOrigami Logic
In this presentation, you will discover the 'truthiness' (for those of you who are Stephen Colbert fans) of marketing attribution. Modern marketers now depend on a growing number of digital and offline channels - web, email, social, search, display, video, television, out of home, radio and many more - to deliver messages to their audiences. Faced with increased accountability for ROI and frequent requests for campaign metrics, marketers are scrambling to determine which channels are performing best and how to allocate budget to maximize sales.
It’s no wonder that marketers are rushing to attribution solutions, in an effort to decipher data and assign credit to specific channels and touchpoints. However, marketers often face a rude awakening when they realize that attribution models fail to reveal the whole truth and can’t answer some of their most urgent, time-sensitive questions.
Join us to gain a clear understanding of the four key limitations of attribution and learn how to:
- Establish a data foundation and measurement framework
- Develop an “always-on” view of multi-channel performance
- Test and optimize to assess and determine lift
How do you place a value on a business where there is no relevant historical data? This question regularly appears in startup ventures, or where there is a new development in an existing business - perhaps in response to a new technology or process. Without historical financial data - or where this is misleading - the SLC Matrix is an attempt to provide a systematic and objective framework - with flexibility - that enables some defensible logic and intellectual rigour to be used despite the lack of past data. It's free for you to use, or modify to fit your circumstances
Thailand is emerging as a Startup Hub and a lucrative market for many companies to enter. However, There are many pitfalls and obstacles that cause businesses to fail if ample preparation is not carried out beforehand.
This material covers the following topics:
- Overview of Thailand
- Factors to consider before scaling into Thailand
- Strategies to enter Thailand
- Advantages of entering Thailand with a local partner
In nearly every area of business, the speed of change is outpacing the speed of learning. As it transformed its training business, IBM also transformed its credential strategy with digital badges, leading to a dramatic improvement in nearly every metric: Attendance is up, course completions are up, and more students are returning to take additional courses. In this session, you’ll see the results IBM has achieved by transforming its credential program. Then, you’ll get a step-by step, fast-paced lesson on how you can implement a program and achieve similar results. You’ll leave with a checklist showing how you can get started quickly without a big investment in resource or cost.
Join us for this TICE Virtual session as your host, Jim Daniels, worldwide program manager for IBM’s Digital Badge Program, will show you how IBM has transformed its certification program with digital badges.
Out with the Old - Creating a New Paradigm Around the Fate of Your BuildingsEric Nolan
Does your campus maintain too many small or outdated buildings? Have a growing backlog due to limited resources? Deal with a strained operations budget? You might also be struggling to make key decisions about when to renovate, replace, or knock down buildings on your campus. Thankfully, you're not alone, and there are solutions.
Rutgers University has been there too. Yet, with proper planning and data support, they were able to make major policy changes that have improved their situation.
In this webinar, Jim Kadamus of Sightlines and Tony Calcado of Rutgers University discuss:
- Why facilities must secure a seat at the table to engage campus leadership in a new, more focused conversation about space allocation
- What data made the case that a paradigm shift was needed and how it affected institutional policies
- How strategic divestment decisions can have a broad impact on campus and what it means for the future.
Enjoy which helmet is a good helmet for it is possible to a demanding decision particularly when you realize just how many different variations one can find of any motorcycle headwear. In order to check which is a good motorcycle helmet on your behalf, you really have to decide which sort will perfect fit an individual's personality, health and safety needs, with your budget.
For more information on helmets visit: http://www.theswords.co/Helmets
Vortrag (Prezi) von Heinz Wittenbrink beim Social Media Club München "Content-Marketing - was bringt's?" November 2013 (Details siehe http://smcmuc.wordpress.com)
The Financial Services market may have come out of the infamous credit crunch some time ago, but with Brexit looming over, uncertain times lie ahead. Fortunately, at McGregor Boyall, we have experienced consultants who understand their sectors inside out. Our knowledge of individual markets has allowed us to attract the very best talent and to continuously consult both clients and candidates throughout unpredictable times. This allows us to understand your needs whether it be exploring a new opportunity or filling a problematic role.
This brochure will give you an insight into every discipline we cover and how we can assist with your needs.
Recruiter.com is an OnDemand recruiting platform providing flexible talent acquisition solutions that scale from startups to the Fortune 100. With an on-tap network of thousands of recruiting professionals and recruitment marketing automation, Recruiter.com helps businesses solve today's complex hiring challenges. Companies like Unilever, Cerner, Pfizer, Zoom, ADP and many others rely on Recruiter.com to help them hire their talent.
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
How to Score Top Controller Jobs in the GTA and What They PayLannick
View our presentation from CPA Ontario's 2019 Conference for Controllers: How to Score Top Controller Jobs in the GTA and What They Pay.
Learning Outcomes:
- Finance transformation and the evolving role of the Controller
- Hiring trends and in-demand skill sets
- Resume review
- Raising your professional profile and your salary
- Leadership and team building
- Job search 101
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
5 Things You Need To Know Before Hiring a Videographer
iKas International London Salary Survey April 2016
1. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
INTERNATIONALINTERNATIONAL
Salary Survey
2016
2. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
Introduction
Competition amongst businesses for top talent makes it critical to ensure both recruitment and retention
strategies are fit for purpose.
2016 will see hiring and remuneration trends continue on balance compared to the previous 24 months with
both micro and macro-economic uncertainty presenting interesting challenges for many employers.
The mid-term outlook suggests pay scales and retention methods will be critical to retaining and attracting
talent into any business. The changing demographic of candidate needs will have to be addressed with
employers putting increased thought leadership into forward thinking development cycles to ensure attraction
models are relevant to a changing generation of employees and advances in technology. Candidate movement
will still remain robust though it is clear from our findings companies acknowledge that career development is
as valuable as pay.
Over the last two years we have seen more conservative increases in pay and we anticipate this will continue
throughout 2016 with employers encouraged to provide opportunities of personal growth and improvement.
This will be particularly evident in fast growing technology streams where candidates will be enticed to
develop skills throughout as well as impacting needs. Tailored reward packages including clear career paths,
development cycles and flexible working are key to talent attraction and successfully attracting the talent of
today and tomorrow.
Very clearly remuneration is critical to all and with industries in the middle of technological innovation and
globalization of the way your staff are rewarded will make or break business growth strategy.
This is why iKas international are more committed to providing a more meaningful candidate and client
experience than ever before.
We sincerely hope you find the information within valuable and informative. We are absolutely committed to
developing talent identification and driving true valued partnerships.
Oliver Coughlan
Chief Executive Officer
3. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
About iKas International
We are a market leading Financial Services recruitment consultancy.
Our consistent and reputable performance since inception has seen the business grow into a global partner
operating out of London, Hong Kong, Singapore, Sydney and New York.
We strive to live and breathe our values of Passion, Integrity, Excellence, Innovation and Collaboration.
Our ambitious future plans, our people, our approach and the results we produce set us apart from competition,
and creates the ideal environment for hard-working, motivated and career driven individuals.
Talent Identification
With an excellent track record of successful delivery - our company, and more importantly our consultants, are
some of the most experienced and well recognised in the industry.
Valuing Partnerships
Our partnership approach ensures that we understand our clients’ and candidates’ needs. Through a deeper
understanding of all our customers we are able to deliver a more rewarding candidate and client experience.
Innovative Solutions
We partner with our clients to deliver a diverse workforce and create service led, long term recruitment
strategies. We have experienced phenomenal growth supporting a wealth of Financial Services clients,
including; Investment Banks; Asset Managers; Hedge Funds; Consultancies; Software Houses; Retail Banks;
Insurers
Most recent awards include:
International Fast Track 250. Sunday Times. Winners 2014 & 2015
Best Technology Recruiter of the Year, Recruitment International Asia. Winners 2014, 2015
The IT & Technology Recruitment Company of the Year, Recruitment International Singapore. Winner 2015
Shortlisted - The Growth Company of the Year, Recruitment International Singapore. 2015
S O F T W A R E
D E V E L O P M E N T
PROJECT /
PROGRAMME MANAGEMENT /
FUNCTIONAL MANAGEMENT
INFR ASTRUCTURE
AND SUPP ORT
IT BUSINESS ANALYSIS
/ T E S T I N G / Q A
AWARDS 2014
WINNERBest Technology Recruiter
of the year 2015
iKas International
RECRUITMENT
INTERNATIONAL
AWARDS 2015
WINNERBest Technology Recruiter
of the year 2015
iKas International
RECRUITMENT
INTERNATIONAL
AWARDS 2015
WINNERBest Technology Recruiter
of the year 2015
iKas International
RECRUITMENT
INTERNATIONAL
AWARDS 2015
WINNERThe IT & Technology Recruitment
Company of the year 2015
iKas International
RECRUITMENT
INTERNATIONAL
4. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
Contract
• Day rates have remained consistent over the last 2 years – 46% of respondents earning £500-£650 per
day and 23% in the £650-£800 per day category
• Most popular job functions in the contracting market remain within Software Development and Business
Analysis
• Appetite for contractors remain highest within Investment Banking versus other Financial Services clients
who continue to look to permanent hires
• 77% of contract jobs are now outside the Front Office. Risk and Regulation projects now lead the way with
33% of respondents working in these business areas
• Confidence in contract extensions is high – 80% of respondents are expecting a renewal
• However 60% expect NO change in their rate at renewal – this despite 86% suggesting rate was the most
important factor influencing them - suggesting a move is on the horizon
• Client satisfaction is high – 46% of contractors would highly recommend their current client and only 8%
felt negatively about their current client
• Contract VS Perm – 75% of respondents did not deem development important to them. Career contracting
is still clearly on the agenda
77%
of contract jobs are
now outside the
Front Office
60%
expect NO change in
their rate at renewal
46%
of contractors would
highly recommend
their current client
86%
considered rate as the
key influencing factor
with a new role
5. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
Permanent
• Over half of respondents did not receive a salary increase in 2015.
• Of those that did receive a salary increase nearly half received less than 5% with just 1% receiving
over 20%
• Over half of people received a bonus between 0-10% with 1% receiving a bonus in excess of 50%
• The most important consideration when deciding on a new role is salary with 86% of people stating this as
a key motivator, followed by 64% stating career development a key driver
• When asked how likely permanent employees would be to recommend their current employer 43%
responded very positively, however 16% were at the other end of the spectrum
• Front Office technologists accounted for nearly a third of responses with nearly 20% focussed on Risk /
Compliance / Regulatory business lines
Just
64%
stated career
developmentimportant
inanewrole
1%
of respondents had
a salary increase
of over 20%
Only
43%of respondents would
recommend their
current employers
6. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
General Market Overview
2015 and Q1 2016 have been somewhat shrouded in uncertainty as global markets have
experienced some rises, but mostly falls. Members of Investment Banking leadership have
made attention-drawing comments on compensation and while the technology functions
have lower expectations than in the past, they continue to provide a higher level of pay
than in other sectors.
Regulatory initiatives continue to be heavily resourced (particularly within the contracting
market) as well as the Front Office which supports the hiring trends over the last twelve
months. While most organisations are rationalising their technology estate, which is driving
a considerable amount of hiring, others have identified key areas of investment for business
growth which is creating greater opportunity for technologists, particularly within software
development and business analysis.
The outlook for the year continues to be quite positive for the banking technology
landscape, but there is still a great deal of competition for jobs in some areas (such
as project management) while in other technical areas there is a huge demand for
candidates and currently a skills shortage in Big Data, Cloud / EaaS / XaaS and front
end software development.
Our advice for candidates is to prepare as fully for interviews as possible, particularly with
regards to core competencies and achievements. For clients the priority is to manage their
recruitment processes effectively, this includes clearly understanding candidates’ prime
motivational factors as well as ensuring interviewers are well prepared, are consistent with
how the roles, requirements and opportunities are portrayed and able to maintain momentum
to keep candidate engagement high.
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Software Development
Application Development is consistently a busy area for organisational hiring, however as technology
evolves and the speed of software delivery becomes increasingly important the skills required
across software development are growing. Core languages such as Java, C++ and C# are still
the most sought after, however the demand for Java is now much higher than C++ or C#.
The tactical development space, VBA and other RAD development techniques are in lower demand
due to banks migrating towards strategic systems. The demand for Big Data technologies and
tools including Hadoop, Spark, etc. is continuing to grow as banks move from proof of concept to
production projects.
Python continues to be a highly sought after development language and many organisations
are now forced to search outside of the banking sector to find candidates. The alternative and
increasingly common approach is to hire software developers who are proven in other languages,
have explored Python in their own time and have the appetite to change their career focus in this
direction. Similarly Scala, HTML5, JavaScript (and particularly associated frameworks) are all part
of technology strategies but supply doesn’t meet demand for permanent or contract hiring resulting
in increased pay levels.
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Software Development
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
C# GUI Developer £60,000 - £70,000 £80,000 - £90,000 £100,000 - £120,000 £120,000+ £550 £600 £650
C# GUI Developer (Front Office) £60,000 - £75,000 £80,000 - £90,000 £100,000 - £120,000 £120,000+ £575 £625 £675
C# Server Developer £60,000 - £75,000 £80,000 - £90,000 £100,000 - £120,000 £120,000+ £500 £550 £630+
C# Server Developer (Front Office) £60,000 - £75,000 £75,000 - £90,000 £100,000 - £120,000 £120,000+ £575 £625 £675
C# Technical Architect £75,000 - £90,000 £95,000 - £110,000 £110,000 - £120,000 £120,000+ £600 £650 £700
C++ / Unix Developer £70,000 - £80,000 £80,000 - £95,000 £95,000 - £110,000 £110,000+ £550 £600 £650
C++ / Unix Developer
(Front Office)
£70,000 - £80,000 £80,000 - £95,000 £95,000 - £110,000 £110,000+ £600 £650 £700+
C++ / Windows Developer £60,000 - £75,000 £75,000 - £85,000 £85,000 - £100,000 £100,000+ £550 £600 £650
C++ / Windows Developer
(Front Office)
£60,000 - £75,000 £75,000 - £85,000 £85,000 - £100,000 £100,000+ £600 £650 £700
Front end Swing Java Developer £50,000 - £70,000 £70,000 - £85,000 £85,000 - £95,000 N/A £550 £600 £650
Front end Swing Java Developer
(Front Office)
£50,000 - £70,000 £70,000 - £85,000 £85,000 - £95,000 N/A £575 £625 £675
J2EE Developer £45,000 - £65,000 £65,000 - £90,000 £90,000 - £110,000 £110,000+ £550 £600 £650
J2EE Developer (Front Office) £55,000 - £75,000 £75,000 - £90,000 £90,000 - £110,000 £100,000+ £575 £625 £675
Quant Developer (C++ / Java / C#) £60,000 - £80,000 £80,000 - £100,000 £100,000 - £130,000 £130,000+ £650 £700 £750+
Server side J2SE Developer £50,000 - £60,000 £65,000 - £85,000 £85,000 - £105,000 £105,000+ £550 £600 £650
9. INTERNATIONAL
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Software Development
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Server side J2SE Developer
(Front Office)
£50,000 - £70,000 £70,000 - £90,000 £90,000 - £110,000 £110,000+ £575 £625 £675
Technical Architect Java £75,000 - £90,000 £90,000 - £105,000 £105,000 - £115,000 £115,000+ £600 £650 £700
Technical Architect
(Java - Front Office)
£75,000 - £90,000 £90,000 - £105,000 £105,000 - £120,000 £120,000+ £650 £700 £750
VBA / Excel (Front Office) £60,000 - £70,000 £70,000 - £85,000 £85,000 - £95,000 N/A £500 £550 £600
Web Developer (HTML / JavaScript
/ CSS)
£60,000 - £70,000 £70,000 - £85,000 £85,000 - £100,000 £100,000+ £600 £650 £700
WPF / Silverlight Developer £50,000 - £60,000 £60,000 - £80,000 £80,000 - £95,000 £95,000+ £550 £575 £600+
WPF /Silverlight Developer
(Front Office)
£50,000 - £60,000 £60,000 - £80,000 £80,000 - £95,000 £95,000+ £600 £650 £700
UX Architect / Information Architect £50,000 - £70,000 £70,000 - £95,000 £90,000 - £110,000 £100,000+ £650 £700 £750
UX Designer / Visual Designer £50,000 - £70,000 £70,000 - £90,000 £90,000 - £110,000 £100,000+ £600 £600 £650
HTML5 Developer £40,000 - £60,000 £60,000 - £90,000 £90,000 - £110,000 £110,000+ £550 £600 £650
Scala Developer £60,000 - £80,000 £80,000 - £100,000 £100,000 - £120,000 £120,000+ £600 £650 £700
Ruby Developer £60,000 - £75,000 £75,000 - £90,000 £90,000 - £100,000 N/A £500 £600 £650
Python Developer £60,000 - £80,000 £80,000 - £95,000 £95,000 - £110,000 £110,000+ £600 £650 £700
10. INTERNATIONAL
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Business Analysis / Testing / QA
Remuneration in these areas has remained fairly static over the last twelve months for both
contractors and permanent staff, however there has been a significant focus from many
organisations on hiring permanent staff with 3-6 years’ experience. This “AVP” level has been
critical to resourcing strategies to help reduce and control the cost base while securing talent
who have cut their teeth at similar organisations and developed a sound understanding of
business analysis and of the business they support. The organisations focused on hiring at this
level understand the need for personal development and have built effective frameworks to
accommodate this investment programme.
A strong Tester’s automation skills have gone from being a desired quality to a necessity now
in most forward-thinking QA functions. This has meant the technology around this area has
advanced and we are seeing many more mandates for QA Engineers with strong development
backgrounds. Dev Ops has also played a part in making technologies like Cucumber, Selenium
and Soap UI popular skills in strong candidates. Agile experience is also highly advantageous.
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Project / Programme Management / Functional Management
There has been significant hiring in the Project and Programme Management market over the last
twelve months, with a consistent demand across several key areas; Risk, Regulatory, Information
Security and Data Analytics. Conversely there has been very little hiring and investment in revenue
generating areas of banking. We anticipate this will continue for 2016 but emerging challenges
around block-chain technology, the digital ecosystem, security and jettisoning legacy technology
will also create opportunity for those who have a demonstrable track record of delivering cost savings
and or increased value. Domain knowledge remains a core requirement for most managers but skills
around managing risk, stakeholders, budgets and timely delivery have often been highlighted
by clients as higher priority.
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Business Analysis / Testing / QA
Project / Programme Management / Functional Management
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Programme Director £120,000 - £130,000 £140,000 - £150,000 £160,000 - £170,000 £180,000 - £190,000 £675 £800 £1,000
Programme Manager £90,000 - £100,000 £100,000 - £120,000 £125,000 - £150,000 £150,000 - £170,000 £600 £750 £800
Project Manager – E Trading £60,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £110,000 - £130,000 £550 £625 £700
Project Manager –
Fixed Income
£70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £550 £600 £675
Project Manager – FX £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £550 £650 £750
Project Manager – Finance IT £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £500 £575 £675
Project Manager £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £500 £575 £650
PMO Manager £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £500 £575 £650
PMO Analyst £40,000 - £45,000 £45,000 - £55,000 £55,000 - £65,000 N/A £400 £450 £550
Business Manager £70,000 - £80,000 £80,000 - £100,000 £110,000 - £110,000 £110,000 - £130,000 £500 £600 £700
Business Analyst – E Trading £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £550 £600 £700
Business Analyst – FX £60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - £150,000 £550 £650 £750
Business Analyst – Rates £60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - £150,000 £500 £575 £650
Business Analyst – OTC £60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - £150,000 £500 £575 £650
13. INTERNATIONAL
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Business Analysis / Testing / QA
Project / Programme Management / Functional Management
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Business Analyst –
Fixed Income
£60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - 1£50,000 £500 £575 £650
Business Analyst – Finance IT £50,000 - £75,000 £75,000 - £90,000 £90,000 - £110,000 £110,000 - £140,000 £500 £575 £650
Business Analyst –
Reference Data
£60,000 - £75,000 £75,000 - £95,000 £95,000 - £120,000 £120,000+ £500 £575 £650
Business Analyst £60,000 - £80,000 £80,000 - £100,000 £100,000 - £110,000 £110,000 - £140,000 £450 £525 £600
Business Test Manager N/A N/A £75,000 - £90,000 £90,000 - £110,000 £500 £575 £675
Business Test Analyst £45,000 - £60,000 £60,000 - £75,000 £75,000 - £95,000 £95,000 - £120,000 £400 £475 £550
Asset Management / Wealth Management / Private Banking
Programme Director £120,000 - £130,000 £140,000 - £150,000 £160,000 - £170,000 £180,000 - £190,000 £700 £800 £1,000
Programme Manager £90,000 - £100,000 £100,000 - £120,000 £125,000 - £150,000 £150,000 - £170,000 £650 £750 £900
Project Manager £60,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £110,000 - £130,000 £550 £650 £750
PMO Manager £70,000 - £80,000 £80,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £450 £550 £600
PMO Analyst £40,000 - £45,000 £45,000 - £55,000 £55,000 - £65,000 N/A £400 £450 £500
Business Analyst £60,000 - £80,000 £80,000 - £100,000 £100,000 - £110,000 £110,000 - £140,000 £475 £525 £650
Business Test Manager N/A N/A £75,000 - £90,000 £90,000 - £110,000 £450 £550 £650
14. INTERNATIONAL
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Business Analysis / Testing / QA and Project / Programme
Management / Functional Management
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Business Test Analyst £45,000 - £60,000 £60,000 - £75,000 £75,000 - £95,000 £95,000 - £120,000 £350 £450 £550
Risk Management
Programme Director £120,000 - £130,000 £140,000 - £150,000 £160,000 - £170,000 £180,000 - £190,000 £800 £900 £1,100
Programme Manager £90,000 - £100,000 £100,000 - £120,000 £125,000 - £150,000 £150,000 - £170,000 £700 £850 £1,000
Project Manager - Credit Risk £60,000 - £75,000 £75,000 - £90,000 £90,000 - £120,000 £120,000 - £140,000 £600 £700 £900
Project Manager -
Market Risk
£60,000 - £75,000 £75,000 - £90,000 £90,000 - £120,000 £120,000 - £140,000 £600 £700 £900
Business Analyst - Credit Risk £60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - £150,000 £500 £650 £900
Business Analyst - Market
Risk
£60,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 £120,000 - £150,000 £500 £650 £900
Business Test Manager N/A N/A £75,000 - £90,000 £90,000 - £110,000 £500 £600 £700
Business Test Analyst £45,000 - £60,000 £60,000 - £75,000 £75,000 - £95,000 £95,000 - £120,000 £400 £500 £550
Consultancy
Programme Director £120,000 - £130,000 £140,000 - £150,000 £160,000 - £170,000 £180,000 - £190,000 £800 £900 £1,100
Programme Manager £90,000 - £100,000 £100,000 - £120,000 £125,000 - £150,000 £150,000 - £170,000 £700 £850 £1,000
Project Manager £60,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £110,000 - £130,000 £600 £700 £900
15. INTERNATIONAL
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Business Analysis / Testing / QA and Project / Programme
Management / Functional Management
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Business Analyst £60,000 - £80,000 £80,000 - £100,000 £100,000 - £110,000 £110,000 - £140,000 £500 £650 £900
Business Test Manager N/A N/A £75,000 - £90,000 £90,000 - £110,000 £500 £600 £700
Business Architect N/A £90,000 - £110,000 £110,000 - £130,000 £130,000 + £600 £700 £800
Business Transformation
Consultant
£70,000 - £80,000 £80,000 - £100,000 £100,000 - £130,000 £130,000 + £550 £650 £700
LEAN / Six Sigma Consultant £60,000 - £80,000 £80,000 - £95,000 £95,000 - £110,000 £100,000 - £130,000 £500 £550 £600
Head of Business Change £110,000 - £120,000 £120,000 - £140,000 £140,000 - £165,000 £165,000 - £200,000 £800 £900 £1,000
16. INTERNATIONAL
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Infrastructure & Support
Infrastructure as part of the technology landscape is set to continue its revolution. There will
continue to be lots of opportunity for strong infrastructure support and engineering experience
but exposure and practical knowledge within Big Data and XaaS is practically guaranteed to offer
choice, personal development and increased earning potential. Many organisations have decided
their strategic paths from an infrastructure perspective but hiring contractors or permanent staff
with the levels of experience continues to be a challenge and often there is a need to take from
other sectors which have been earlier adopters of these technologies.
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Infrastructure & Support
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Auditor £40,000 - £60,000 £60,000 - £75,000 £75,000 - £85,000 £90,000 - £110,000 N/A N/A N/A
BI Developer (Cognos,
Business Objects etc.)
£50,000 - £65,000 £60,000 - £85,000 £80,000 - £95,000 £90,000 - £120,000 £550 £600 £650
Big Data Architect /Developer £85,000 - £95,000 £90,000 - £105,000 £100,000 - £130,000 £110,000 - £150,000 £650 £700 £750
Business Analyst (Application
/ Infrastructure)
£45,000 - £65,000 £60,000 - £85,000 £80,000 - £90,000 £90,000 - £100,000 £400 £450 £500
Citrix Administrator £35,000 - £50,000 £50,000 - £70,000 £70,000 - £80,000 £80,000 - £100,000 £375 £425 £475
Citrix Engineer £35,000 - £55,000 £50,000 - £70,000 £70,000 - £85,000 N/A £400 £450 £500
Data / Modeller £45,000 - £65,000 £65,000 - £85,000 £80,000 - £100,000 £90,000 - £110,000 £550 £600 £650
Database DBA £45,000 - £70,000 £70,000 - £85,000 £80,000 - £95,000 N/A £450 £500 £550
Database Developer £45,000 - £70,000 £65,000 - £80,000 £80,000 - £95,000 £100,000 - £110,000 £500 £550 £600
Database Engineer £60,000 - £70,000 £70,000 - £85,000 £80,000 - £95,000 £90,000 - £110,000 £500 £550 £600
Datacentre Analyst £35,000 - £55,000 £50,000 - £75,000 £70,000 - £85,000 N/A £300 £350 £400
Datacentre Manager N/A N/A £60,000 - £90,000 £90,000 - £120,000 £400 £450 £500
Desktop Support £35,000 - £50,000 £50,000 - £65,000 £65,000 - £85,000 N/A £250 £300 £350
eCommerce Infrastructure
Support
£60,000 - £75,000 £70,000 - £85,000 £80,000 - £100,000 £100,000 - £120,000 £450 £500 £550
Enterprise Architect £75,000 - £85,000 £85,000 - £100,000 £90,000 - £110,000 £100,000 - £130,000 £600 £650 £700
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Infrastructure & Support
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
ETL Developer £45,000 - £65,000 £60,000 - £80,000 £80,000 - £100,000 £90,000 - £110,000 £550 £600 £650
Exchange / ISV Connectivity
Analyst
£40,000 - £60,000 £60,000 - £80,000 £80,000 - £95,000 £90,000 - £110,000 £400 £450 £500
Firewall Engineer £40,000 - £60,000 £60,000 - £75,000 £75,000 - £90,000 N/A £400 £450 £500
HPC Infrastructure Engineer £65,000 - £75,000 £70,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £400 £450 £500
HPC Infrastructure Support £55,000 - £65,000 £65,000 - £85,000 £80,000 - £95,000 £90,000 - £120,000 £350 £400 £450
Information Architect £50,000 - £70,000 £70,000 - £95,000 £90,000 - £110,000 £100,000 - £140,000 £600 £650 £700
Market Data Support Engineer £45,000 - £65,000 £65,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £400 £450 £500
Messaging Administrator
(SWIFT / Websphere etc.)
£40,000 - £65,000 £65,000 - £80,000 £75,000 - £90,000 N/A £400 £450 £500
Microsoft Exchange / OCS
Administrator
£40,000 - £60,000 £60,000 - £75,000 £75,000 - £90,000 N/A £300 £350 £400
Network Analyst £45,000 - £55,000 £55,000 - £75,000 £75,000 - £95,000 N/A £350 £400 £450
Network / Security Engineer £50,000 - £65,000 £65,000 - £85,000 £80,000 - £95,000 N/A £400 £450 £500
Perl Developer £40,000 - £55,000 £55,000 - £70,000 £70,000 - £85,000 N/A £550 £600 £650
Powerbuilder / UNIX /
Sybase / SQL Developer
£35,000 - £50,000 £50,000 - £70,000 £70,000 - £85,000 N/A £500 £550 £600
Production Manager
(Application / Infrastructure)
N/A N/A £80,000 - £100,000 £100,000 - £120,000 £550 £600 £650
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Infrastructure & Support
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Project Co-ordinator
(Application / Infrastructure)
£35,000 - £55,000 £55,000 - £70,000 N/A N/A £275 £350 £400
Project Manager (Application
/ Infrastructure)
£55,000 - £75,000 £75,000 - £95,000 £90,000 - £105,000 N/A £450 £500 £550
SAP Specialist £45,000 - £75,000 £70,000 - £100,000 £90,000 - £110,000 N/A £400 £450 £500
Security Administrator £35,000 - £55,000 £55,000 - £80,000 £75,000 - £95,000 N/A £375 £425 £475
Security Analyst £40,000 - £60,000 £60,000 - £80,000 £80,000 - £100,000 N/A £400 £450 £500
Security Consultant £55,000 - £75,000 £75,000 - £100,000 £100,000 - £120,000 N/A £500 £550 £600
Service Management
Programme Manager
£85,000 - £100,000 £90,000 - £120,000 £110,000 - £130,000 N/A £600 £650 £700
Service Management Project
Manager
£70,000 - £85,000 £80,000 - £95,000 £90,000 - £105,000 N/A £550 £600 £650
Service Desk Analyst
(Helpdesk)
£35,000 - £45,000 £40,000 - £60,000 £60,000 - £80,000 N/A £250 £300 £350
ServiceManagementAnalyst
(Problem/Incident/Changeetc.)
£40,000 - £50,000 £50,000 - £60,000 £60,000 - £80,000 N/A £275 £325 £375
SharePoint Developer £65,000 - £75,000 £75,000 - £90,000 £90,000 - £110,000 £110,000 + £500 £550 £600
Solutions Architect £70,000 - £90,000 £90,000 - £110,000 £110,000 - £125,000 £125,000 - £150,000 £600 £650 £700
Storage Administrator £35,000 - £60,000 £60,000 - £75,000 £70,000 - £90,000 N/A £350 £400 £450
20. INTERNATIONAL
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Infrastructure & Support
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Storage Engineer £45,000 - £70,000 £70,000 - £80,000 £80,000 - £95,000 N/A £400 £450 £500
Technical Author £40,000 - £60,000 £60,000 - £75,000 N/A N/A £250 £300 £350
Test QA Analyst £60,000 - £70,000 £70,000 - £90,000 £90,000 - £110,000 £110,000+ £350 £400 £450
Tools Developer £60,000 - £75,000 £75,000 - £90,000 £90,000 - £110,000 £110,000+ £450 £525 £600
Trading Systems Developer
(Summit / Fidessa / Calypso/
Murex etc.)
£55,000 - £80,000 £80,000 - £100,000 £90,000 - £115,000 £115,000 - £140,000 £600 £650 £750
Trading Systems Support
(Summit / Fidessa / Calypso /
Murex etc.)
£50,000 - £70,000 £70,000 - £90,000 £90,000 - £110,000 £110,000 - £120,000 £525 £575 £625
UNIX Engineer £50,000 - £70,000 £70,000 - £90,000 £85,000 - £100,000 £100,000 - £120,000 £475 £525 £575
UNIX / Perl / Sybase
Development Support
£45,000 - £60,000 £60,000 - £70,000 N/A N/A £350 £400 £475
UNIX System Administrator £45,000 - £65,000 £65,000 - £75,000 £75,000 - £90,000 £90,000 - £120,000 £400 £450 £550
Voice Engineer £40,000 - £60,000 £60,000 - £80,000 £80,000 - £100,000 £100,000 - £120,000 £400 £500 £600
Wintel Administrator £40,000 - £65,000 £60,000 - £80,000 £75,000 - £95,000 £90,000 - £110,000 £350 £400 £475
Wintel Engineer £50,000 - £70,000 £70,000 - £90,000 £90,000 - £100,000 £100,000 - £120,000 £400 £450 £525
Information Security Manager £60,000 - £70,000 £70,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £550 £600 £700
Test Manager £70,000 - £80,000 £80,000 - £90,000 £90,000 - £110,000 £110,000 - £120,000 £450 £525 £600 -£650
21. INTERNATIONAL
i K a s I N T E R N AT I O N A L S A L A R Y S U R V E Y 2 016
www.ikasinternational.com Contract: +44 (0) 207 220 9888 Permanent: +44 (0) 207 220 9899
Infrastructure & Support
Role PERMANENT CONTRACT (+/- £25)
Mid-level Senior Manager Director Mid-level Senior Director
Infrastructure Manager £70,000 - £80,000 £80,000 - £100,000 £100,000 - £120,000 £120,000 - £140,000 £450 £525 £600 - £650
Transformation Project
Manager (Infra / App)
£65,000 - £80,000 £80,000 - £95,000 £95,000 - £105,000 £105,000 - £140,000 £500 £575 £600 - £650
22. INTERNATIONAL
This Salary Guide is a compilation of salary and market information provided by iKas International’s
clients, candidates and other sources. Information was gathered by drawing on the extensive knowledge of
our recruitment consultants across our specialist practice groups. Salary ranges are approximate guides only.
They relate to base salaries and exclude superannuation/bonuses/incentive schemes/stock options.
Hong Kong
+852 3970 6600
hkinfo@ikasinternational.com
Singapore
+65 6521 9850
sginfo@ikasinternational.com
London
Contract:
+44 (0) 207 220 9888
Permanent:
+44 (0) 207 220 9899
London@ikasinternational.com
Sydney
+61 2 8270 000
auinfo@ikasinternational.com
New York
+1(646) 924 1980
nyinfo@ikasinternational.com