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ACCOUNTANCY / FINANCE

Accountancy Public Practice & Taxation ......................... 3 General ........................................................ 4 Temporary & Contract ............................... 5 Financial Services ........................................ 6 Fund Services ............................................. 7 Banking ..................................................... 8

TECHNICAL SERVICES
Technical Science & Pharmaceutical .........................10 Supply Chain & Logistics ...........................11 Engineering ...............................................12 IT Permanent .................................................14 Contract .....................................................16

PROFESSIONAL SERVICES
Human Resources .....................................18 Legal ........................................................... 19 Insurance ................................................... 20 Sales & Marketing ................................... 22 ICT ..............................................................22 FMCG ..........................................................22 Commercial, B2B & Services .....................23 Health, Pharmaceutical & Scientific .........23

SALARY SURVEY 2011

This year, we conducted hundreds of telephone interviews and face to face meetings to establish our findings. What became clear is that employers are still focussed on keeping salaries down, but it has become a case of supply and demand. Where there is a dearth of talent, salaries have been forced up and where there is over-supply they have not. Overall, salaries stabilised in 2010 but bonuses and benefits did not return. This means that net remuneration is still down, but now stable. Quarter two saw the big turn-around. Employers in niche areas found they could not easily recruit the staff they wanted and were forced to compete again for talent. Information Technology, Accountancy Practices and niche parts of many disciplines including Engineering, Supply Chain, Compliance, Insurance, Finance, Sales and even Corporate Banking have seen salaries forced up. What has become clear is that all areas of the economy and therefore salaries are moving at different paces. Late 2010 has seen professional unemployment plummet, but unskilled unemployment continue to rise with salaries moving in line with this. There has been little movement in the jobs market for a couple of years with few jobs, or candidates on the market. With the Live Register now stable at about 13.6% (unemployment at about 9%), there is a platform for growth, and that is what we forecast for 2011. We expect salaries to increase slightly due to a need to pay more to attract top talent, but furthermore, we also expect bonuses to return, therefore increasing overall remuneration. If you have any questions about our Salary Survey, please contact us at salaries@brightwater.ie

David Bloch Managing Director

02

PUBLIC PRACTICE & TAXATION


PUBLIC PRACTICE
JOB TITLE Partner Director Senior Manager Manager Company Secretary Assistant Manager Senior Semi - Senior / Finalist Audit Junior Graduate ACA Dublin x 160,000 - 250,000 80,000 - 140,000 65,000 - 85,000 50,000 - 70,000 40,000 - 60,000 42,000 - 55,000 35,000 - 46,000 24,000 - 34,000 18,000 - 25,000 17,000 - 23,000 ROI x 90,000 - 150,000 70,000 - 90,000 60,000 - 75,000 45,000 - 65,000 35,000 - 55,000 40,000 - 50,000 28,000 - 42,000 22,000 - 30,000 17,000 - 22,000 15,000 - 19,000

TAXATION
JOB TITLE Tax Partner Head of Tax - Industry / Financial Services Tax Director Senior Tax Manager Tax Manager Tax Senior Tax Assistant (2 - 3 years exp.) Tax Assistant (1 - 2 years exp.) Tax Trainee Dublin x 160,000 - 250,000 100,000 - 200,000 85,000 - 150,000 65,000 - 85,000 50,000 - 65,000 38,000 - 46,000 25,000 - 35,000 20,000 - 25,000 17,000 - 23,000 ROI x 90,000 - 150,000 90,000 - 140,000 70,000 - 100,000 60,000 - 75,000 45,000 - 65,000 30,000 - 40,000 22,000 - 30,000 17,000 - 22,000 15,000 - 19,000

PUBLIC PRACTICE 2010 has proven to be considerably easier than the previous 2 years for accountancy practices with many firms reporting a growth albeit small, in business. The Top 10 firms are recruiting again in volume and we have seen a notable increase in optimism with a growing number of smaller firms planning to recruit in early 2011. One area that is seeing definite signs of picking up is audit and those candidates with specific experience in financial services and ICT are particularly in demand. We expect this trend to continue throughout 2011 as confidence returns to many sectors.

TAXATION 2010 was another difficult year in the tax market. The practice market by and large remained subdued, however the number of candidates coming onto the market has greatly decreased as firms seek to retain staff but there have been few new roles created. There was some strategic recruitment at senior levels for candidates with strong business development skills. As with 2010, roles in industry continued to be created which provided an outlet for candidates with strong corporate tax skills. This trend shows no signs of abating and we would envisage a number of industry tax roles being created in 2011. Those with a personal tax background have found it a tougher market but as the economy stabilises and starts to improve, new roles will start to come on line.

03

GENERAL ACCOUNTANCY
ACCOUNTANCY GENERAL
JOB TITLE Finance Director T/O > 10m Finance Director T/O < 10m Financial Controller T/O > 10m Financial Controller T/O < 10m ROI x 90,000 - 170,000 80,000 - 130,000 80,000 - 110,000 65,000 - 90,000

QUALIFIED
JOB TITLE Finance Manager Treasury Accountant Internal Audit Manager Internal Auditor Systems Project Accountant Financial Analyst Group Financial Accountant Financial Accountant Management Accountant Cost Accountant Newly Qualified Accountant Credit Control Manager Accounts Payable Manager Payroll Manager ROI x 60,000 - 80,000 55,000 - 75,000 65,000 - 85,000 45,000 - 65,000 55,000 - 75,000 40,000 - 60,000 50,000 - 65,000 45,000 - 60,000 45,000 - 60,000 45,000 - 60,000 40,000 - 50,000 40,000 - 55,000 40,000 - 55,000 40,000 - 55,000

PART-QUALIFIED
JOB TITLE Finalist Part-Qualified Accountant (1 - 3 years exp.) Assistant Accountant Accounts Assistant Credit Controller Payroll Administrator Accounts Receivable Accounts Payable Bookkeeper ROI x 35,000 - 40,000 30,000 - 38,000 30,000 - 35,000 25,000 - 30,000 25,000 - 35,000 25,000 - 35,000 22,000 - 30,000 22,000 - 30,000 30,000 - 36,000

This year has been unpredictable with regard to salaries with most individuals taking a 10% to 20% cut in salaries in 2009. For the most part, 2010 salaries have remained stable but are still significantly lower than the 2008 figures. Many companies polled have expressed an intention to either restore salaries or to reintroduce bonuses to individuals who previously suffered cuts over the last two years. Large multinationals, FMCG and hi-tech organisations have seen the creation of new roles as the economy slowly recovers. Preference is for individuals with relevant sector experience coupled with large systems experience. Hiring companies are now looking for more than just monthly management accounts. Significant concentration on a candidates commercial experience is becoming key, particularly on how senior candidates have steered their companies over the last two years. As with other sectors, confidence is slowly creeping back. Some companies who hired an individual on a contract basis last year are now offering permanent roles. Candidates are now more open to considering harder to fill roles such as internal audit or compliance positions. As predicted, junior level positions have increased in number in the last quarter of 2010, the more senior market will follow suit over the next few months and we expect this trend to continue well into 2011.

04

ACCOUNTANCY - TEMPORARY & CONTRACT


QUALIFIED
JOB TITLE Financial Director Financial Controller Finance Manager Financial Accountant Management Accountant Project Accountant Cost Accountant Financial Analyst Systems Accountant Internal Auditor Newly Qualified Accountant Fund Accountant Finalist ROI x Annual 90,000 - 160,000 70,000 - 110,000 65,000 - 85,000 45,000 - 60,000 45,000 - 60,000 55,000 - 70,000 45,000 - 65,000 45,000 - 65,000 60,000 - 70,000 50,000 - 65,000 45,000 - 50,000 40,000 - 50,000 38,000 - 45,000 ROI x p/h 74.40 - 137.00 57.00 - 90.00 54.00 - 70.00 37.00 - 49.60 37.00 - 49.60 45.50 - 57.00 37.00 - 54.00 37.00 - 54.00 49.60 - 57.00 41.35 - 54.00 37.00 - 41.35 33.00 - 41.35 31.40 - 37.00

PART-QUALIFIED
JOB TITLE Part-Qualified Accountant Assistant Accountant Bookkeeper Accounts Assistant Credit Controller Payroll Administrator Accounts Payable Accounts Receivable ROI x Annual 32,000 - 40,000 30,000 - 35,000 32,000 - 38,000 25,000 - 32,000 28,000 - 40,000 28,000 - 35,000 25,000 - 30,000 25,000 - 30,000 ROI x p/h 26.50 - 33.00 24.80 - 28.90 26.50 - 31.40 20.70 - 26.50 23.15 - 33.00 23.15 - 28.90 20.70 - 24.80 20.70 - 24.80

The above rates are inclusive of the candidates pay, employers PRSI, holiday pay, payroll charges and Brightwaters management fee.

We have experienced a steady rise in contract recruitment throughout 2010. While this is not comparable to previous years, it has indicated that there has been a growth in this market. Quarter two and quarter three have seen an increase in longer term contracts, mainly 10-12 month roles and much of this is due to the fact that there are still freezes on permanent hires in many companies. The need for shorter term temporary hires has remained slow with companies tending to cover the need internally. However, we do expect this to change as things get busier. The industries which have seen the most growth are Financial Services and Insurance. The roles tend to be niche and candidates with experience in these areas are in demand. Salaries in this area are getting more competitive rates and we are beginning to see completion bonuses being paid again. Candidate demand outstrips supply in this area. Commerce & Industry on the other hand has been a lot slower. While there has been some contract recruitment in the multinationals and larger companies, the SMEs have remained stagnant. Salary cuts have remained in place, with supply out-stripping demand in this area. However with the demand in the financial services area growing, it is expected that this should affect the Industry sector by Q2, Q3 next year. We are expecting growth throughout 2011. Strong candidates with niche skills are able to demand competitive rates and completion bonuses. It is expected that there will be a nominal increase on salaries across the board in 2011.

05

ACCOUNTANCY - FINANCIAL SERVICES


EXECUTIVE
JOB TITLE Managing Director Head of Major Function Head of Finance Head of Operations ROI x 160,000 - 280,000 95,000 - 130,000 110,000 - 150,000 100,000 - 140,000

QUALIFIED
JOB TITLE Chief Financial Officer Financial Director Financial Controller Finance Manager Internal Audit Manager Internal Auditor Regulatory Reporting Manager (5 - 10 years PQE) Regulatory Accountant (2 - 4 years exp.) Project Accountant (2 - 5 years exp.) Systems Accountant (2 - 4 years exp.) Credit Control Manager (4 - 7 years exp.) Treasury Accountant (1 - 4 years exp.) Senior Financial Analyst Financial / Business Analyst (1 - 3 years exp.) Senior Financial / Group Accountant (3 - 5 years exp.) Financial Accountant (3 - 5 years exp.) Financial Accountant (1 - 3 years exp.) Management Accountant (3 - 5 years exp.) Management Accountant (1 - 3 years exp) Newly Qualified Accountant ROI x 100,000 - 160,000 90,000 - 150,000 85,000 - 120,000 70,000 - 90,000 65,000 - 85,000 50,000 - 65,000 70,000 - 90,000 55,000 - 70,000 55,000 - 70,000 55,000 - 75,000 50,000 - 60,000 50,000 - 65,000 60,000 - 70,000 48,000 - 60,000 60,000 - 70,000 55,000 - 65,000 50,000 - 58,000 55,000 - 65,000 50,000 - 58,000 45,000 - 50,000

PART-QUALIFIED
JOB TITLE Part-Qualified Internal Auditor Finalist Accountant Part-Qualified Assistant Accountant (3 - 4 years exp.) Accounts Payable Administrator Accounts Receivable Administrator Part-Qualified Accounts Assistant (1 - 3 years exp.) Credit Controller (1 - 4 years exp.) Graduate ROI x 32,000 - 38,000 35,000 - 40,000 30,000 - 38,000 25,000 - 32,000 25,000 - 32,000 25,000 - 30,000 25,000 - 38,000 20,000 - 28,000

Accountancy recruitment within the Financial Services sector has seen a slight increase in the latter part of 2010. Financial reporting and regulatory roles have been to the forefront. We have also seen an increase in the number of people looking to leave their current employment following a tough 18 months; many are citing lack of career progression as their main motivation for leaving and whilst this is very plausible, there are a number of candidates that simply need a change and are moving for similar roles in different organisations. This has meant that salaries have remained stable and we have seen some upward movement in salaries to entice candidates with key skills. Bonuses are making a welcome comeback albeit far more modest than before. Hybrid schemes are the most popular form with companies paying out on individual and company performance.

06

FUND SERVICES
FUND SERVICES
JOB TITLE Senior Fund Accounting Manager Fund Accounting / Administration Manager (3 - 5 years exp.) Fund Accounting Supervisor / Team Leader Senior Fund Accountant (2+ years exp.) Fund Accountant (1 years exp.) Fund Accountant / Administrator ROI 70,000 - 90,000 50,000 - 65,000 40,000 - 50,000 30,000 - 45,000 28,000 - 32,000 26,000 - 30,000

SHAREHOLDER SERVICES
JOB TITLE Head of Shareholder Services Shareholder Services Manager Senior Shareholder Services Administrator Shareholder Services Administrator ROI 85,000 - 110,000 55,000 - 75,000 35,000 - 55,000 27,000 - 34,000

TRUSTEE & CUSTODY


JOB TITLE Head of Trustee Manager Level (1 - 3 years exp.) Senior Trustee Officer Trustee Administrator Head of Custody Custody Manager Custody Supervisor Senior Custody Administrator Custody Administrator ROI 85,000 - 105,000 50,000 - 70,000 32,000 - 45,000 26,000 - 32,000 90,000 - 110,000 65,000 - 75,000 45,000 - 55,000 32,000 - 40,000 28,000 - 32,000

CORPORATE ACTIONS / MARKET DATA


JOB TITLE Manager Senior Administrator Market Data / Corporate Actions Administrator ROI 80,000 - 90,000 35,000 - 42,000 25,000 - 35,000

CLIENT SERVICES
JOB TITLE Manager Assistant Manager / Supervisor Client Services Administrator ROI 70,000 - 100,000 50,000 - 70,000 25,000 - 35,000

For the past year the volume of recruitment in the fund services sector has been low in the small to medium sized fund organisations. The larger organisations have been slightly busier recruiting at the junior level. It is believed that there will be candidate movement across the sector in 2011 due to salary, bonus and progression freezes in previous years. Many clients predict minimal bonus and salary increases early in 2011 where the majority will be depending on individual performance. Some organisations are continuing to cross-train fund professionals and encourage further external training. It has also been predicted that appointments on a temporary and contract basis are due to increase in 2011. Overall, there is a positive outlook across the industry for 2011 in comparison to the previous 2 years.

07

BANKING
TREASURY
JOB TITLE Head of Treasury Senior Dealer Treasury Operations Manager (Back Office) Middle Office Manager Treasury Dealer Treasury Settlements Assistant Manager Middle Office Supervisor Treasury Settlements Officer Junior Trader ROI x 95,000 - 130,000 75,000 - 95,000 60,000 - 90,000 65,000 - 90,000 48,000 - 73,000 35,000 - 55,000 35,000 - 50,000 28,000 - 38,000 18,000 - 34,000

SENIOR / MID MANAGEMENT


JOB TITLE Head of Credit Head of Operations Senior Lending Manager Senior Operations Manager Senior Risk Manager Corporate Lending Manager VC Manager HNW Portfolio Consultant (2 - 5 years exp.) Senior Equity Analyst Senior Credit Analyst Credit Analyst Senior Corporate Lender Senior Commercial Lender Corporate Lender Commercial Lender Equity Analyst Risk Analyst Operations Supervisor Loans / Credit Administrator Graduate ROI x 80,000 - 110,000 80,000 - 110,000 70,000 - 95,000 70,000 - 95,000 65,000 - 95,000 45,000 - 60,000 60,000 - 95,000 55,000 - 85,000 65,000 - 100,000 50,000 - 75,000 35,000 - 50,000 40,000 - 70,000 40,000 - 70,000 30,000 - 45,000 30,000 - 45,000 40,000 - 65,000 35,000 - 55,000 40,000 - 55,000 25,000 - 35,000 24,000 - 28,000

COMPLIANCE (ACROSS ALL BANKING SECTORS)


JOB TITLE Head of Compliance Compliance Manager (5 - 7 years exp.) Compliance Manager (3 - 5 years exp.) Compliance Officer (2 - 3 years exp.) Compliance Officer (1 - 2 years exp.) AML Officer Fraud Risk Manager Fraud Risk Officer ROI x 85,000 - 120,000 65,000 - 85,000 45,000 - 65,000 40,000 - 50,000 32,000 - 38,000 30,000 - 42,000 50,000 - 70,000 30,000 - 48,000

08

BANKING
LEASING AVIATION
JOB TITLE Senior Sales Manager Senior Aircraft Trader Contracts Manager Contracts Executive Commercial Analyst Technical Leasing Support Finance / Business Analyst Contract Administrator ROI x 90,000 - 180,000 90,000 - 150,000 55,000 - 80,000 35,000 - 50,000 45,000 - 75,000 40,000 - 60,000 45,000 - 75,000 30,000 - 45,000

FINANCIAL SERVICES SALES & MARKETING


JOB TITLE Banking Sales Manager Banking Sales Executive Senior Wealth Manager Wealth Manager Financial Advisor Senior Portfolio Manager Portfolio Manager Stockbroker Junior Stockbroker FX Sales Trader Equity / Bond Sales Trader Pension / Investment Sales Head of Marketing Marketing Manager Marketing Executive PR Manager PR & Communications Executive Senior Mortgage Sales Manager Mortgage Sales Executive Bancassurance Advisor ROI x 50,000 - 70,000 30,000 - 45,000 60,000 - 90,000 40,000 - 60,000 35,000 - 55,000 75,000 - 95,000 55,000 - 75,000 50,000 - 80,000 30,000 - 50,000 45,000 - 70,000 45,000 - 75,000 30,000 - 60,000 70,000 - 110,000 50,000 - 70,000 30,000 - 45,000 45,000 - 75,000 35,000 - 45,000 38,000 - 60,000 30,000 - 45,000 25,000 - 35,000

The majority of domestic banks are continuing to experience salary and bonus freezes while a number of international banking institutions are expecting positive changes in the coming year. Many financial services employers predict a small percentage increase in salaries for 2011 with a number of our clients proactively restructuring salary and bonus structures with an emphasis on additional benefits and internal and external training. Overall, the majority confirmed that they would hope to reintroduce a small bonus in 2011. Similar to 2010, candidates with experience in credit and risk analysis, asset restructuring and compliance are seeing a high demand for their skills which has led to more competitive salary changes in these areas. Overall, 2010 has shown a gradual upswing in recruitment within the banking sector with an emphasis on fixed term contract roles at both senior and junior levels.

09

SCIENCE & PHARMACEUTICAL


QUALITY & VALIDATION
JOB TITLE Director of Quality Quality Manager Qualified Person QA / QC Supervisor QA / QC Analyst (3+ years exp.) QA / QC Analyst (1 - 3 years exp.) Quality Engineer (3+ years exp.) Validation Manager Validation Engineer (3+ years exp.) Validation Engineer (1 - 3 years exp.) ROI x 90,000 - 120,000 55,000 - 80,000 70,000 - 85,000 42,000 - 60,000 35,000 - 48,000 25,000 - 35,000 38,000 - 55,000 55,000 - 75,000 45,000 - 60,000 25,000 - 42,000

REGULATORY, ANALYTICAL & STATISTICS


JOB TITLE Regulatory Affairs Manager Senior Regulatory Affairs Officer Regulatory Affairs Officer Laboratory Manager Laboratory Supervisor Analytical Chemist (3+ years exp.) Analytical Chemist (1 - 3 years exp.) Documentation Officer Microbiology Analyst (3+ years exp.) Microbiology Analyst (1 - 3 years exp.) Clinical Operations Manager Clinical Research Officer Clinical Data Manager ROI x 65,000 - 90,000 45,000 - 65,000 32,000 - 45,000 48,000 - 65,000 40,000 - 60,000 40,000 - 55,000 30,000 - 42,000 22,000 - 32,000 35,000 - 48,000 25,000 - 35,000 60,000 - 80,000 35,000 - 50,000 28,000 - 40,000

RESEARCH & DEVELOPMENT


JOB TITLE R&D Director R&D Specialist Process Chemist (3+ years exp.) Process Chemist (1 - 3 years exp.) Development Chemist (3+ years exp.) Development Chemist (1 - 3 years exp.) Formulations Scientist (3+ years exp.) Formulations Scientist (1 - 3 years exp.) ROI x 75,000 - 100,000 40,000 - 60,000 45,000 - 58,000 30,000 - 45,000 45,000 - 58,000 28,000 - 45,000 45,000 - 58,000 28,000 - 45,000

The Science and Pharmaceutical sector although perceived as one of Irelands stronger industries, has undergone radical changes in the past 12 months. There has been movement away from large basic salaries to a more commission focused approach, however any major change in the area of remuneration has been limited. Skilled people are as always still very much in demand particularly when they have specific market and / or product knowledge. Many global companies have some manufacturing presence in Ireland. There has been a strong input into new investment, particularly in the biologic field. Plans to introduce reference pricing and generic substitution in 2011 will have a major effect on the industry with many companies waiting to see the outcome before they make a decision on headcount. In the medical devices arena, demand has remained strong for candidates with specific product knowledge. Cardiology is one such area where demand currently outstrips supply. The sector has undergone a number of mergers & acquisitions but stability has begun to return.

10

SUPPLY CHAIN & LOGISTICS


SUPPLY CHAIN
JOB TITLE Supply Chain Director Head of Supply Chain Procurement / Purchasing Manager Procurement / Purchasing Specialist Procurement / Purchasing Officer Materials Manager Inventory Manager Commodity / Vendor Manager Inventory Controller / Analyst Planning Manager Master Scheduler Demand Planner Supply Planner Production Planner Buyer / Planner Senior Buyer Buyer Supply Chain Analyst ROI x 85,000 - 120,000 85,000 - 120,000 55,000 - 80,000 40,000 - 60,000 30,000 - 45,000 55,000 - 75,000 45,000 - 55,000 55,000 - 85,000 30,000 - 40,000 55,000 - 75,000 50,000 - 70,000 35,000 - 50,000 35,000 - 50,000 35,000 - 50,000 30,000 - 50,000 50,000 - 70,000 35,000 - 55,000 38,000 - 48,000

LOGISTICS
JOB TITLE Director of Operations General Manager Logistics / Transport Manager Transport Supervisor Warehouse Manager Warehouse Supervisor Inventory Controller Logistics Co-ordinator Freight Forwarder ROI x 80,000 - 110,000 75,000 - 95,000 55,000 - 75,000 30,000 - 40,000 45,000 - 60,000 30,000 - 38,000 25,000 - 35,000 25,000 - 38,000 25,000 - 38,000

The fluctuations in supply and demand through 2010 have necessitated the development of more flexible, reactive and on-time Supply Chain models. Businesses need to be flexible in managing their supply chain in order to rapidly respond to changing demand, as well as maintain control and transparency. The Supply Chain function in any business has always been a cost. However, there is increased awareness that a successful Supply Chain is the key to managing overheads, margins and cost within a business. This has led to increased formalisation of the Supply Chain function in business. In the past year, much of the recruitment focus has shifted to planning with demand for experienced planners at an all time high. In fact, the availability of suitably qualified and experienced planners is shrinking fast, belying the general impression that there are large volumes of adequately qualified and experienced specialists on the live register. Procurement specialists have also been in demand, as renegotiation of contracts, changing cost models and centralisation procurement & purchasing become increasingly important. This has also led to an increase in demand for Vendor Managers. The coming year promises to offer opportunities for commercially aware and technically savvy professionals, who recognise the challenge of running a successful Supply Chain.

11

ENGINEERING & OPERATIONS


PRODUCTION & MANUFACTURING
JOB TITLE General Manager Operations Manager Production Manager Engineering Manager Maintenance Manager Process Improvement Manager NPD Manager Technical Manager Quality Manager H&S Manager Project Manager Design Manager Project Engineer Lean / Six Sigma Engineer Process Improvement Engineer Process Engineer Design Engineer Quality Engineer Health & Safety Engineer Environmental Engineer NPD Technologist QA / QC Technician Health & Safety Engineer Commissioning / Validation Engineer Controls / Automation Engineer Maintenance Engineer Maintenance Technician ROI x 65,000 - 120,000 60,000 - 80,000 45,000 - 65,000 60,000 - 80,000 45,000 - 65,000 50,000 - 85,000 50,000 - 65,000 45,000 - 65,000 40,000 - 70,000 40,000 - 70,000 50,000 - 70,000 50,000 - 70,000 30,000 - 50,000 40,000 - 55,000 30,000 - 50,000 30,000 - 50,000 30,000 - 50,000 30,000 - 50,000 30,000 - 50,000 30,000 - 50,000 30,000 - 45,000 30,000 - 45,000 30,000 - 45,000 40,000 - 55,000 40,000 - 55,000 35,000 - 50,000 30,000 - 45,000

TECHNICAL SERVICES
JOB TITLE Service Manager Service Engineer Facilities Manager Facilities Technician ROI x 40,000 - 55,000 30,000 - 40,000 40,000 - 55,000 25,000 - 35,000

2010 has brought the distance between the SME sector and multinationals into sharp relief. While multinational manufacturers continue to weather the storm and add staff to their businesses, the SME and indigenous sectors have felt the effects of limited credit and shrinking market share. Many organisations have spent the past year focusing on identifying core business and streamlining operating cost. These processes have often resulted in a need to source and recruit niche skills to aid those organisations in positioning themselves for the future. The value-add proposition of a new hire is the primary driver of any recruitment exercise. New hires influence the continued or increased success of a business as never before. Businesses cannot afford to add skills which will not have a tangible influence on operating cost, efficiency or bottom line. This increased focus on value-add hiring and demand for a precise match to the skill-set sought has led to a narrowing of the available pool of candidates. While anecdotal information would suggest that there is a wealth of talent in the job-seekers pool, the reality is barely 5% of job seekers match the given criteria. This is particularly true of the manufacturing sector, where Lean, Six Sigma and other process improvement tools are in hot demand, though not necessarily widely available.

12

ENGINEERING & CONSTRUCTION


DESIGN
JOB TITLE Project Director Design Manager Project Manager Quantity Surveyor Civil Engineer Structural Engineer Mechanical Engineer Electrical Engineer Building Services Engineer Roads / Highway Engineer Building Surveyor Water / Wastewater Engineer Geotechnical Engineer Environmental Engineer CAD Technician ROI x 70,000 70,000 60,000 35,000 - 55,000 30,000 - 45,000 28,000 - 45,000 30,000 - 40,000 30,000 - 40,000 30,000 - 50,000 30,000 - 55,000 35,000 - 50,000 35,000 - 45,000 35,000 - 55,000 30,000 - 40,000 25,000 - 35,000

BUILD
JOB TITLE Project Manager Project Engineer Contracts Manager Site Manager Site Engineer Site Foreman Senior Quantity Surveyor Quantity Surveyor Senior Estimator Estimator Electrical Engineer Mechanical Engineer Health & Safety Manager Health & Safety Officer M&E Co-ordinator M&E Engineer Senior Resident Engineer Resident Engineer Roads / Highways Engineer ROI x 55,000 - 65,000 30,000 - 50,000 55,000 - 70,000 35,000 - 50,000 30,000 - 35,000 25,000 - 35,000 50,000 - 60,000 35,000 - 45,000 40,000 - 50,000 28,000 - 37,000 25,000 - 45,000 25,000 - 45,000 45,000 30,000 32,000 35,000 50,000 35,000 - 50,000 35,000 - 45,000

The construction industry has gone through dramatic changes over the past 2 years with many contractors and consultancies really feeling the pinch at the moment. With the over-reliance on the housing market and cuts in capital spending, many order books have diminished to next to nothing. We have seen high levels of redundancy leading to increased migration with the Middle and Far East being the most sought after locations. Where there are on-going projects, a high level of competition has led to a price reduction resulting in a multiplier effect across engineer / construction related businesses. Consequently, salaries have taken a severe drop resulting in many senior members of staff going back on the tools. We have also seen an increase in short term contract positions where clients no longer have the risk involved in full time employment. This is seen as a cost saving measure as individuals get paid for work done as opposed to future work load. Overall, the outlook for the industry is dependent on many economic factors such as capital spending by the government along with the increases across global markets. With major projects previously ear-marked for 2011, such as Metro North, the future of the industry could go either way.

13

IT - PERMANENT
EXECUTIVE
JOB TITLE Chief Technical Officer Operations Manager Head of IT Function Dublin 90,000 - 120,000 65,000 - 85,000 85,000 - 110,000 ROI 80,000 - 110,000 60,000 - 80,000 80,000 - 100,000

SOFTWARE DEVELOPMENT
JOB TITLE Engineering / Development Manager Senior Engineer / Technical Team Lead (J2EE / .Net) Oracle Applications Consultant (Technical / Functional) Mainframe Developer Creative Manager Interactive Designer Usability Engineer C / C++ Developer C# / .Net Engineer J2EE Developer .Net Developer Web Services Developer Database Developer (Oracle / SQL Server / Sybase) Multimedia / Graphical / Web Designer Technical Writer / Editor Dublin 75,000 - 90,000 60,000 - 70,000 55,000 - 75,000 40,000 - 50,000 55,000 - 70,000 45,000 - 60,000 45,000 - 60,000 30,000 - 60,000 30,000 - 60,000 30,000 - 60,000 30,000 - 60,000 35,000 - 65,000 35,000 - 60,000 25,000 - 45,000 20,000 - 40,000 ROI 65,000 - 80,000 55,000 - 65,000 55,000 - 70,000 35,000 - 45,000 50,000 - 65,000 40,000 - 55,000 40,000 - 55,000 30,000 - 55,000 30,000 - 55,000 30,000 - 55,000 30,000 - 55,000 30,000 - 55,000 30,000 - 55,000 20,000 - 40,000 20,000 - 40,000

SYSTEM ANALYSIS
JOB TITLE Business Systems Analyst / Consultant QA / Test Manager Principal Engineer / Systems Architect Software Test / QA Engineer Business Intelligence Consultant Datawarehousing Consultant Dublin 45,000 - 65,000 50,000 - 70,000 70,000 - 110,000 30,000 - 60,000 45,000 - 70,000 45,000 - 75,000 ROI 40,000 - 60,000 45,000 - 65,000 65,000 - 100,000 25,000 - 55,000 40,000 - 65,000 40,000 - 60,000

IT / PROJECT MANAGEMENT
JOB TITLE Programme Manager Senior Project Manager Project Manager Product Manager Management Consultant Dublin 75,000 - 90,000 65,000 - 80,000 55,000 - 65,000 60,000 - 85,000 50,000 - 80,000 ROI 70,000 - 85,000 60,000 - 75,000 55,000 - 70,000 60,000 - 80,000 45,000 - 75,000

14

IT - PERMANENT
SUPPORT / ADMINISTRATION
JOB TITLE Database Administrator (Oracle / SQL Server / Sybase) Unix / Linux Administrator Network / Systems Administrator Network Engineer Help Desk Support Application Support Consultant Dublin 35,000 - 70,000 35,000 - 65,000 35,000 - 65,000 35,000 - 65,000 20,000 - 35,000 25,000 - 45,000 ROI 30,000 - 65,000 30,000 - 60,000 35,000 - 65,000 35,000 - 65,000 18,000 - 30,000 20,000 - 45,000

LOCALISATION / TECHNICAL WRITING


JOB TITLE Localisation Project Manager Localisation Engineer Localisation QA Engineer Dublin 30,000 - 50,000 25,000 - 40,000 25,000 - 35,000 ROI 30,000 - 40,000 20,000 - 35,000 20,000 - 35,000

ERP CONSULTANCY / SPECIALIST ROLES


JOB TITLE SAP Consultant (Functional / Technical) SAP Basis Consultant Oracle App (Functional / Technical) Dublin 45,000 - 65,000 40,000 - 60,000 45,000 - 70,000 ROI 40,000 - 60,000 35,000 - 55,000 40,000 - 65,000

In the first three quarters of 2010, Brightwater has seen in excess of a 60% increase on the number of IT positions registered in comparison to the same period in 2009. 2010 has been an interesting year for salary levels in the ICT sector where salary levels in most areas have improved along with the market. Last year we noted that although IT salary levels had been negatively affected, salary levels had held up better than other professional disciplines. Demand for skilled Software Engineers last year held relatively steady despite the economic climate. The areas within IT that were most adversely impacted upon were IT Support and Operational roles where candidates at all levels found the opportunities to be scarce. Salary levels for Programme and Project Managers fell back significantly as again senior level positions were in short supply and there was a lot of competition in the market place. The most notable change in salary levels in 2010 have been in the software applications arena where salary levels are increasing. There has been a highly discernible rise in the volume of application development roles coming through particularly in the J2EE / Java space but also in the C# / .Net space. J2EE Developers with experience of Spring Frameworks in particular have been in high demand. Solid C# developers with strong web services skills have also had a lot of choice in the market. The positions have been coming through from a diverse range of companies from larger multinationals to smaller indigenous software product companies. Many of these companies have had to compete for a dwindling pool of experienced candidates. We have seen reluctance on the part of many software engineers to move in the current climate despite the array of opportunities on offer. We have also found that many of the non-national developers from Eastern European countries have returned home. Many of the companies we have been working with have been surprised to lose out to competitors in the fight to secure strong development talent and many have also lost out to a growing counter-offer culture. The demand for experienced software engineers is outstripping supply and salary levels have steadily improved as companies have responded to the shortage of high calibre developers. We expect to see further improvements in salaries for development candidates over the course of 2011. Other areas in IT where there has been no shortage of positions is in Data Warehousing and Business Intelligence. Strong Oracle and SQL Server developers have been in high demand as have candidates with strong experience with Business Objects, Cognos and Hyperion. Salary levels have remained consistent and are also showing signs of improvement. For support based positions such as Helpdesk, Systems Administration and Networking, salary levels have remained static. We have seen an improvement in this market in 2010 in comparison to last year, however it remains slow as the trend has continued to be a reduction in in-house support services. Salary levels dropped for support based roles by as much as 20% in 2009 and we have seen no big improvement in 2010. There are signs however, that this market is beginning to improve. For executive level positions and for Programme and Project Management roles, we have seen an increase in packages on offer in comparison to 2010. Senior level positions remain relatively scarce as there has been limited candidate movement at the top of the market and not too many new positions are being released. There is significant competition for senior level positions and many companies are also looking for strong industry experience and / or product knowledge for their senior hires. Month on month over 2010 we have seen more senior management roles coming on stream and we expect that trend to continue into 2011. For candidates with the requisite management capabilities and relevant industry experience, overall remuneration is generally improving in comparison to what was on offer last year. The only exception remains traditional IT Director / IT Operations management positions where salary levels have remained markedly down on what had been available at the height of the market. Core benefits have changed little with DC pensions from 6% to 11% on offer in terms of employer contributions, healthcare benefits, life assurance and educational assistance being the norm. Discretionary bonuses were rarely given in the last 2 years and although many companies that responded to the survey dont anticipate any significant bonuses, there certainly has been a marked increase in terms of companies planning to offer something by way of a bonus at year end. In relation to holiday days which remain important to many candidates when making a move, the average remains at 23 days. In summary, 2010 has seen improvements in salary levels in many IT areas but most notably for experienced software developers. In other areas where salary levels have remained static, the signs are that improvements will come throughout 2011 as the market continues to improve.

15

IT - TEMPORARY & CONTRACT


EXECUTIVE
JOB TITLE Interim IT Director / Consultant Interim IT / Development Manager Dublin Daily 400 - 550 350 - 500 ROI Daily 400 - 550 350 - 500

SOFTWARE DEVELOPMENT
JOB TITLE Engineering / Development Manager Senior Engineer / Technical Team Lead (J2EE / .Net) Oracle Applications Consultant (Technical / Functional) Mainframe Developer Creative Manager Interactive Designer Usability Engineer C# / .Net Engineer C / C++ Developer J2EE Developer .Net Developer Web Services Developer Database Developer (Oracle / SQL Server / Sybase) Multimedia / Graphical / Web Designer Technical Writer / Editor Dublin Daily 350 - 450 300 - 400 350 - 450 200 - 300 300 - 400 250 - 350 250 - 350 275 - 380 275 - 375 275 - 380 275 - 380 275 - 380 275 - 380 150 - 250 125 - 225 ROI Daily 325 - 400 300 - 375 350 - 450 175 - 275 275 - 375 225 - 325 225 - 325 250 - 375 250 - 350 250 - 375 250 - 375 275 - 380 250 - 375 140 - 225 120 - 225

SYSTEM ANALYSIS
JOB TITLE Business Systems Analyst / Consultant QA / Test Manager Principal Engineer / Systems Architect Software Test / QA Engineer Business Intelligence Consultant Datawarehousing Consultant Dublin Daily 250 - 350 275 - 375 375 - 475 275 - 350 275 - 375 300 - 450 ROI Daily 225 - 325 250 - 350 350 - 450 250 - 350 250 - 350 275 - 400

IT / PROJECT MANAGEMENT
JOB TITLE Programme Manager Senior Project Manager Project Manager Product Manager Management Consultant Dublin Daily 400 - 550 350 - 500 300 - 400 300 - 400 300 - 400 ROI Daily 375 - 500 325 - 475 275 - 375 275 - 375 275 - 375

The above rates are inclusive of the candidates pay, employers PRSI, holiday pay, payroll charges and Brightwaters management fee.

16

IT - TEMPORARY & CONTRACT


SUPPORT / ADMINISTRATION
JOB TITLE Database Administrator (Oracle / SQL Server / Sybase) Unix / Linux Administrator Network / Systems Administrator Network Engineer Help Desk Support Application Support Consultant Dublin Daily 300 - 400 300 - 400 200 - 325 200 - 325 125 - 175 150 - 300 ROI Daily 275 - 375 275 - 375 175 - 300 175 - 300 115 - 165 125 - 275

LOCALISATION / TECHNICAL WRITING


JOB TITLE Localisation Project Manager Localisation Engineer Localisation QA Engineer Technical Writers Dublin Daily 200 - 300 150 - 250 150 - 250 150 - 250 ROI Daily 175 - 275 125 - 225 125 - 225 125 - 225

ERP CONSULTANCY / SPECIALIST ROLES


JOB TITLE SAP Consultant (Functional / Technical) SAP Basis Consultant Oracle Application Dublin Daily 350 - 450 300 - 400 400 - 550 ROI Daily 325 - 425 300 - 400 400 - 500

The above rates are inclusive of the candidates pay, employers PRSI, holiday pay, payroll charges and Brightwaters management fee.

We have seen pay rates in the IT contracts market in some areas increase over the course of 2010, in particular for developers coming from J2EE and C# backgrounds. Many career contractors over the last two years have been lured by the security of permanent positions and this has negatively impacted on the supply of experienced contractors in the market. We have seen a perceptible increase in the volume of daily rate contract roles and with the dearth of suitably experienced contract resources, rates have improved by as much as 15% for experienced developers. The contract market for Programme and Project Managers is improving, however not to the same extent as it has for developers and rates on offer have remained static. Similarly, rates for contract IT support personnel remain 20% below the levels they were at two years ago. Taking the contracts market as a whole, we expect to see a continued improvement in this market in late 2010 and going into 2011 and we expect rates to improve with growth in the market.

17

HUMAN RESOURCES
GENERALIST HR
JOB TITLE HR Director Senior HR Manager HR Manager / Business Partner HR Generalist HR Officer HR Administrator HR Graduate Dublin 80,000 - 140,000 70,000 - 80,000 50,000 - 70,000 35,000 - 50,000 28,000 - 35,000 25,000 - 30,000 22,000 - 25,000 ROI 70,000 - 120,000 60,000 - 70,000 50,000 - 60,000 32,000 - 45,000 28,000 - 32,000 24,000 - 29,000 22,000 - 25,000

LEARNING & DEVELOPMENT


JOB TITLE Learning & Development Director Learning & Development Manager Training Specialist Training Officer / Co-ordinator Dublin 80,000 - 100,000 50,000 - 70,000 35,000 - 50,000 28,000 - 35,000 ROI N/A 50,000 - 70,000 30,000 - 50,000 28,000 - 32,000

COMPENSATION & BENEFITS / RECRUITMENT


JOB TITLE Compensation & Benefits Manager Compensation & Benefits Specialist Recruitment Manager Recruitment Specialist Recruitment Co-ordinator Dublin 60,000 - 90,000 45,000 - 60,000 45,000 - 60,000 32,000 - 45,000 24,000 - 32,000 ROI N/A N/A 40,000 - 50,000 30,000 - 40,000 24,000 - 32,000

KEY SPECIALIST AREAS


JOB TITLE Organisational / Development Manager IR / ER Manager Communications Specialist Relocation / Global Mobility Specialist Dublin 60,000 - 80,000 50,000 - 80,000 50,000 - 70,000 30,000 - 45,000 ROI 50,000 - 70,000 50,000 - 80,000 50,000 - 70,000 30,000 - 40,000

The market has continued to be difficult for Human Resources professionals over recent months but with restructures and mergers & acquisitions prevalent across all industries, there has been an ongoing demand for experienced individuals in the fields of change management, organisational design, industrial relations, redundancies and TUPE. The above demand has meant that the HR market across all sectors has predominantly focused on interim or contract roles to fulfil a particular need or on a project basis to meet specific business requirements. Other specialist areas include compensation & benefits / reward where demand for expertise either on an interim or longer term basis continues as organisations are going through so much change. On the other hand, opportunities within the area of learning & development / training have proven to be few and far between and it is extremely competitive for candidates at the graduate level to enter the HR profession. On the positive side, this means that when employers are recruiting, the calibre of HR candidates on the market is excellent with a good level of flexibility demonstrated by experienced HR professionals to take on a variety of operational projects on both a hands-on basis as well as offering strategic input while companies go through a difficult time. Another positive sign is that new positions are now being created for the first time in a long while to focus on company growth and recruitment drives, as well as support roles within busy HR functions. With regards to salaries, there has been a further decline as HR generalists show flexibility in their salary expectations in order to continue working and to gain varied experience. Overall however, it is clear that HR continues to play an important and critical role within businesses and the indication is that demand will increase as the market stabilises and companies grow again.

18

LEGAL
PRACTICE
JOB TITLE Salaried Partner 6 - 9 years PQE 3 - 6 years PQE 1 - 3 years PQE Newly Qualified Solicitor Company Secretary Qualified Company Secretary Part-Qualified Legal Executive / Paralegal Dublin x 80,000 - 150,000 65,000 - 100,000 45,000 - 85,000 30,000 - 60,000 28,000 - 45,000 35,000 - 77,000 22,000 - 40,000 20,000 - 40,000 ROI x 70,000 - 90,000 40,000 - 70,000 38,000 - 50,000 30,000 - 40,000 25,000 - 30,000 22,000 - 45,000 20,000 - 38,000 20,000 - 28,000

IN-HOUSE
JOB TITLE Head of Legal Senior Lawyer Legal Counsel Funds Lawyer Regulatory Lawyer Company Secretary Legal Executive Dublin x 100,000 - 150,000 80,000 - 140,000 45,000 - 100,000 90,000 - 120,000 80,000 - 105,000 45,000 - 75,000 25,000 - 45,000 ROI x 65,000 - 85,000 60,000 - 80,000 45,000 - 80,000 N/A 45,000 - 70,000 22,000 - 55,000 20,000 - 30,000

PRACTICE Legal recruitment over the past year has continued in a somewhat sluggish manner in line with recent trends. However recently, there have been increasing signs of confidence returning to the market particularly in medium to large firms. A surge of opportunities are arising in the following specialisations: * * * * Funds Finance Banking Commercial Litigation

Employers are seeking legal professionals with higher levels of post qualification experience within such specialised areas. This has naturally posed difficulties for both newly qualified solicitors and solicitors with general practice backgrounds to secure such positions. However, there is also an increase in the number of solicitors retraining into these sought after specialisations by undertaking Certificates and Diplomas in subjects such as Finance, Compliance, Corporate Law & Governance and Employment Law. Salary levels have generally been revised downwards or remain static where salary cuts have already been implemented. The salary ranges outlined above vary due to factors such as firm size, level of experience and area of specialisation. Smaller practices around the country are surviving through these difficult times but many are still required to reduce the number of working days or implement salary cuts. IN-HOUSE An increasing number of in-house legal counsel and compliance professional roles are emerging in the market, particularly in the following sectors: * * * * Information Technology Insurance Financial Services FMCG

Companies are continuing to retain legal professionals internally to deal with day to day critical business issues as they arise. Positions arising range from fixed term contracts to permanent positions. Contract roles are more frequently arising for maternity cover purposes and they also enable businesses to practically assess their in-house requirements. These roles are a useful entry point for candidates coming from practice backgrounds to gain exposure in this type of environment. This trend is expected to continue throughout 2011 in light of the growing preference of legal professionals (solicitors and barristers alike) to move from a legal practice environment to in-house legal counsel roles.

19

INSURANCE
INTERNATIONAL
JOB TITLE Captive Manager (10+ years exp.) Captive Manager (5+ years exp.) Captive Manager (3 - 5 years exp.) Captive Manager (1 - 3 years exp.) Reinsurance Underwriter (10+ years exp.) Reinsurance Underwriter (5+ years exp.) Reinsurance Underwriter (1 - 3 years exp.) Reinsurance Claims (10 years exp.) Reinsurance Claims (5 - 10 years exp.) Reinsurance Claims (1 - 5 years exp.) ROI x 90,000 -110,000 62,000 - 80,000 45,000 - 50,000 35,000 - 42,000 105,000 -120,000 65,000 - 90,000 40,000 - 60,000 80,000 - 105,000 50,000 - 86,000 35,000 - 40,000

GENERAL INSURANCE
JOB TITLE Underwriting Manager (10+ years exp.) Underwriting Manager (5+ years exp.) Underwriting Manager (3 - 5+ years exp.) Developmental Underwriter (10+ years exp.) Developmental Underwriter (5 - 10 years exp.) Underwriter General (5 - 10 years exp) Underwriter General (3 - 5 years exp.) Underwriter General (1 - 3 years exp.) Underwriter Life (5 - 10 years exp.) Underwriter Life (1 - 5 years exp.) Trainee Underwriter (1 - 3 years exp.) ROI x 92,000 - 120,000 72,000 - 89,000 58,000 - 75,000 84,000 - 115,000 70,000 - 83,000 51,000 - 70,000 40,000 - 48,000 29,000 - 39,000 58,000 - 69,000 35,000 - 45,000 25,000 - 28,000

LIFE & PENSIONS


JOB TITLE Pensions Consultant (10+ years exp.) Pensions Consultant (5 - 10 years exp.) Pensions Consultant (3 - 5 years exp.) Pensions Consultant (1 - 3 years exp.) Pensions Administrator (3 - 5 years exp.) Pensions Administrator (1 - 3 years exp.) Life Administrator (3 - 5 years exp.) Life Administrator (1 - 3 years exp.) ROI x 65,000 - 100,000 45,000 - 70,000 40,000 - 65,000 30,000 - 40,000 30,000 - 40,000 25,000 - 32,000 28,000 - 32,000 22,000 - 28,000

CLAIMS
JOB TITLE Head of Claims Senior Claims Handler (5 - 10 years exp.) Claims Handler (3 - 5 years exp.) Claims Handler (1 - 3 years exp.) ROI x 75,000 - 120,000 45,000 - 60,000 28,000 - 45,000 23,000 - 30,000

20

INSURANCE
GENERAL BROKING
JOB TITLE Corporate Broker (10 + years exp.) Corporate Broker (5 - 10 years exp.) Corporate Broker (1 - 5 years exp.) Corporate Servicing Executive (10+ years exp.) Corporate Servicing Executive (5 - 10 years exp.) Corporate Servicing Executive (1 - 3 years exp.) Account Handler (5 - 10 years exp.) Account Handler (3 - 5 years exp.) Account Handler (1 - 3 years exp.) Personal Lines (5 - 10 years exp) Personal Lines (3 - 5 years exp.) Personal Lines (1 - 3 years exp.) ROI x 50,000 - 90,000 45,000 - 65,000 40,000 - 50,000 45,000 - 70,000 35,000 - 50,000 25,000 - 35,000 35,000 - 42,000 30,000 - 38,000 24,000 - 28,000 38,000 - 42,000 26,000 - 30,000 22,000 - 26,000

KEY SPECIALIST AREAS


JOB TITLE Quantitative Analyst Reinsurance Investment Analyst Senior Business Analyst Business Analyst ROI x 68,000 - 90,000 80,000 - 110,000 60,000 - 90,000 45,000 - 65,000

ACTUARY
JOB TITLE Chief Actuary Pricing Specialist Life Actuary Qualified Life Actuary Part-Qualified Pensions Actuary Qualified Pensions Actuary Part-Qualified Non Life Actuary Qualified Non Life Actuary Part-Qualified ROI x 120,000 - 180,000 90,000 - 115,000 85,000 - 105,000 55,000 - 80,000 90,000 - 120,000 32,000 - 50,000 80,000 - 115,000 30,000 - 50,000

It has undoubtedly been a challenging time but the insurance market appears to have weathered the storm and proven to be relatively resilient and stable in the current economic climate and not as affected as other parts of the financial services sector including the life & pensions market which continues to be impacted. During 2010, it is noticeable that the large insurance companies are showing signs of stability and growth as they begin to recruit again. A positive level of confidence has also been noticed as an increase in the number of senior candidates across all divisions and expertise express an interest in a move or career opportunity which was rarely the case during 2009 and into early 2010. Salaries at the higher end of the scale have held their own in the last 12 months however without any real increase, and benefits including pension and bonus potential were squeezed. Those securing new positions and making a move would do so for the career opportunity and new challenge rather than for financial gain. At the middle to lower end of the spectrum, salaries have shown a downward trend as candidates accept lower salaries for a new position. It seems that perceptions have changed to focus on stability within a role, rather than on improved salary prospects. Within the brokerage firms, salaries have noticeably decreased and the focus is most certainly on retaining current business rather than on new business development. Although the market seems to have stablilised with a resulting lower reported number of redundancies, companies are continuing to reduce staff numbers in some areas via natural attrition. Specialist or niche areas where there have been a number of new opportunities in the last few months were within product development, underwriting and reinsurance as well as business analysis and systems focused roles. Individuals with specific regulatory experience are also more and more in demand. Remuneration packages on offer for these specialist positions are attractive, reflecting the specialism and it is sometimes challenging to identify and attract this expertise.

21

SALES & MARKETING


ICT
JOB TITLE Country Manager Sales Director (T/O > 50m) Sales Director (T/O < 50m) Sales Manager Channel Manager Business Development Manager (3+ years exp.) Key Account Manager (5 - 10 years exp.) Corporate Account Manager (3 - 5 years exp.) Commercial Account Manager (2+ years exp.) Marketing Director Marketing Manager Product Manager Senior Marketing Executive (5+ years exp.) Marketing Executive (2 - 5 years exp.) PR / Communications Manager (5+ years exp.) PR / Communications Manager (3 - 5 years exp.) Marketing Analyst Dublin x base 90,000 - 120,000 90,000 - 120,000 75,000 - 100,000 60,000 - 80,000 55,000 - 75,000 55,000 - 70,000 50,000 - 70,000 50,000 - 65,000 40,000 - 55,000 85,000 - 120,000 55,000 - 85,000 50,000 - 75,000 50,000 - 75,000 30,000 - 50,000 70,000 - 90,000 45,000 - 75,000 45,000 - 65,000 Dublin x OTE 110,000 - 160,000 120,000 - 200,000 90,000 - 150,000 80,000 - 120,000 65,000 - 85,000 70,000 - 90,000 70,000 - 85,000 60,000 - 85,000 50,000 - 70,000 N/A N/A N/A N/A N/A N/A N/A N/A ROI x base 90,000 - 120,000 90,000 - 120,000 75,000 - 100,000 60,000 - 80,000 55,000 - 75,000 55,000 - 70,000 50,000 - 70,000 50,000 - 65,000 40,000 - 55,000 85,000 - 120,000 45,000 - 75,000 50,000 - 75,000 45,000 - 65,000 30,000 - 45,000 55,000 - 80,000 45,000 - 65,000 45,000 - 65,000 ROI x OTE 100,000 - 160,000 110,000 - 160,000 90,000 - 120,000 80,000 - 100,000 65,000 - 85,000 65,000 - 85,000 70,000 - 85,000 60,000 - 85,000 50,000 - 70,000 N/A N/A N/A N/A N/A N/A N/A N/A

FMCG
JOB TITLE Country Manager Business Unit Manager National Sales Manager National Account Manager Area Sales Manager Key Account Manager Territory Sales Rep. / Account Manager (3 - 5 years exp.) Marketing Director Marketing Manager Account Director Account Manager Marketing Executive (5 - 10 years exp.) Marketing Executive (3 - 5 years exp.) Brand Manager (5+ years exp.) Brand Manager (1 - 5 years exp.) Category Manager (5+ years exp.) Category Manager (1 - 5 years exp.) Marketing Analyst Dublin x base 80,000 - 120,000 75,000 - 95,000 65,000 - 90,000 55,000 - 75,000 50,000 - 65,000 45,000 - 65,000 30,000 - 45,000 85,000 - 120,000 60,000 - 85,000 65,000 - 80,000 40,000 - 60,000 55,000 - 75,000 30,000 - 45,000 55,000 - 75,000 35,000 - 50,000 45,000 - 60,000 30,000 - 45,000 45,000 - 55,000 Dublin x OTE 100,000 - 150,000 90,000 - 115,000 80,000 - 110,000 66,000 - 90,000 60,000 - 80,000 55,000 - 75,000 36,000 - 55,000 N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A ROI x base 80,000 - 120,000 75,000 - 95,000 65,000 - 90,000 50,000 - 75,000 45,000 - 65,000 45,000 - 60,000 30,000 - 45,000 80,000 - 120,000 5,5000 - 75,000 60,000 - 75,000 35,000 - 55,000 40,000 - 60,000 30,000 - 45,000 45,000 - 65,000 35,000 - 50,000 40,000 - 55,000 30,000 - 45,000 45,000 - 55,000 ROI x OTE 100,000 - 150,000 90,000 - 115,000 80,000 - 110,000 60,000 - 90,000 55,000 - 80,000 55,000 - 70,000 36,000 - 55,000 N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A

There is no doubt that 2010 saw another year of restructuring and reorganisation within most companies and sectors. Some of the common denominators between all companies, both MNC and SME, are cost efficiencies, stability and sustainability. This saw some emergence of newly defined roles within organisations. Employers are still looking for immediate return on investment of a new hire at all levels and as a result are predominantly hiring candidates with market and sector knowledge. From Quarter 2, most companies saw a change in candidate availability and talent attraction. Employed candidates were not risking a move and the active market availability of candidates differed depending on sector and knowledge. Most important long-term criterion for candidates on the move was and will continue to be company and market stability. Talent retention is stable due to lack of attrition and fewer organic growth opportunities.

22

SALES & MARKETING


COMMERCIAL, B2B & SERVICES
JOB TITLE Sales Director National Sales Manager Regional Sales Manager Sales Manager Business Development Manager Key Account Manager Senior Sales (5 - 10 years exp.) Mid - Senior level Sales (3 - 5 years exp.) Marketing Director Marketing Manager Senior Marketing Executive (5 - 10 years exp.) Marketing Executive (3 - 5 years exp.) Senior Product / Brand Manager (5 -10 years exp.) Product / Brand Manager (3 - 5 years exp.) PR Communications Manager Marketing Analyst Dublin x base 80,000 - 120,000 75,000 - 90,000 60,000 - 80,000 50,000 - 75,000 50,000 - 70,000 45,000 - 60,000 40,000 - 50,000 35,000 - 45,000 75,000 - 110,000 45,000 - 80,000 40,000 - 65,000 35,000 - 45,000 50,000 - 70,000 40,000 - 55,000 45,000 - 60,000 40,000 - 55,000 Dublin x OTE 95,000 - 150,000 90,000 - 120,000 80,000 - 100,000 70,000 - 90,000 60,000 - 90,000 52,000 - 70,000 50,000 - 65,000 40,000 - 65,000 N/A N/A N/A N/A N/A N/A N/A N/A ROI x base 70,000 - 120,000 70,000 - 90,000 60,000 - 80,000 50,000 - 75,000 45,000 - 70,000 35,000 - 50,000 40,000 - 50,000 30,000 - 40,000 70,000 - 110,000 45,000 - 75,000 40,000 - 60,000 30,000 - 40,000 50,000 - 70,000 40,000 - 55,000 40,000 - 55,000 40,000 - 55,000 ROI x OTE 80,000 - 140,000 90,000 - 120,000 80,000 - 100,000 70,000 - 90,000 55,000 - 85,000 40,000 - 60,000 50,000 - 65,000 35,000 - 55,000 N/A N/A N/A N/A N/A N/A N/A N/A

HEALTH, PHARMACEUTICAL & SCIENTIFIC


JOB TITLE Country Manager / Sales Director Business Unit Manager / Sales & Marketing Manager Sales Manager (Team > 6 people) Sales Manager (Team < 6 people) Business Development Manager Hospital Rep. / Product Specialist (3+ years exp.) Hospital Rep. Senior GP Rep. / Territory Manager (3+ years exp.) GP Rep (1 - 3 years exp.) Entry Level Rep. Marketing Director Marketing Manager Senior Product Manager (3+ years exp.) Product Manager (1 - 3 years exp.) Assistant Product Manager / Marketing Executive Dublin x base 90,000 - 140,000 80,000 - 100,000 65,000 - 85,000 55,000 - 70,000 50,000 - 70,000 40,000 - 65,000 44,000 - 52,500 42,000 - 60,000 35,000 - 46,000 30,000 - 38,000 80,000 - 95,000 65,000 - 85,000 55,000 - 72,500 40,000 - 55,000 28,000 - 40,000 Dublin x OTE 110,000 - 160,000 100,000 - 120,000 80,000 - 95,000 70,000 - 90,000 70,000 - 90,000 60,000 - 75,000 55,000 - 65,000 52,000 - 70,000 45,000 - 60,000 38,000 - 50,000 N/A N/A 65,000 - 82,000 50,000 - 65,000 35,000 - 50,000 ROI x base 80,000 - 130,000 75,000 - 95,000 55,000 - 85,000 50,000 - 65,000 50,000 - 65,000 38,000 - 60,000 40,000 - 50,000 38,000 - 55,000 30,000 - 40,000 25,000 - 35,000 70,000 - 90,000 55,000 - 80,000 50,000 - 70,000 35,000 - 52,000 25,000 - 38,000 ROI x OTE 100,000 - 120,000 80,000 - 100,000 65,000 - 95,000 60,000 - 75,000 60,000 - 75,000 48,000 - 75,000 50,000 - 60,000 50,000 - 60,000 38,000 - 50,000 30,000 - 45,000 N/A N/A 60,000 - 80,000 45,000 - 65,000 35,000 - 48,000

The past 12 months continued to see limited opportunities for senior sales roles and as a result the candidate pool was very competitive in many sectors. Many of these hires saw reduction in salary packages (10% - 20%) and companies found that they were getting a higher calibre of candidates for their salary budget. We saw a shift in motivation and reward incentives to reflect new market objectives and in order to manage employee expectations, salary packages became less focused on basic salary and more heavily weighted on performance bonus. Most larger & MNC companies were rehiring in the Irish market in line with UK salaries, which due to the currency difference saw a significant decrease in overall package. Some encouraging predictions for 2011, noticeable in the 2010 market, were the return of part-time employees back into full-time employment and also an increasing number of backfill rehires due to companies operating as leanly as they possibly can. As this continues, the market will begin to see confidence again.

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BELFAST 51-53 Adelaide St., Belfast T. 00 44 28 90 325 325 E. belfast@brightwaterNI.com www.brightwaterNI.com

DUBLIN 36 Merrion Square, Dublin 2 T. 00 353 1 662 1000 E. dublin@brightwater.ie www.brightwater.ie

CORK 49 South Mall, Cork T. 00 353 21 422 1000 E. cork@brightwater.ie www.brightwater.ie

This survey was conducted by Brightwater in October 2010. Companies from SME businesses to blue chip organisations participated in this survey. It is anticipated that this information will reflect the whole of the Irish market for the year October 2010 to October 2011.

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