BW_SalSurv2011

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ACCOUNTANCY / FINANCE

Accountancy

Public Practice & Taxation ......................... 3

General ........................................................ 4

Temporary & Contract ............................... 5

Financial Services ........................................ 6Fund Services............................................. 7

Banking ..................................................... 8

TECHNICAL SERVICES

Technical

Science & Pharmaceutical .........................10

Supply Chain & Logistics ...........................11

Engineering ...............................................12

ITPermanent .................................................14

Contract .....................................................16

PROFESSIONAL SERVICES

Human Resources.....................................18

Legal........................................................... 19

Insurance................................................... 20

Sales & Marketing................................... 22

ICT ..............................................................22FMCG ..........................................................22

Commercial, B2B & Services .....................23

Health, Pharmaceutical & Scientifc .........23

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2

This year, we conducted hundreds o telephone interviews and aceto ace meetings to establish our ndings. What became clear isthat employers are still ocussed on keeping salaries down, but it has

become a case o supply and demand. Where there is a dearth otalent, salaries have been orced up and where there is over-supplythey have not. Overall, salaries stabilised in 2010 but bonuses andbenets did not return. This means that net remuneration is stilldown, but now stable.

Quarter two saw the big turn-around. Employers in niche areasound they could not easily recruit the sta they wanted andwere orced to compete again or talent. Inormation Technology,Accountancy Practices and niche parts o many disciplines includingEngineering, Supply Chain, Compliance, Insurance, Finance, Salesand even Corporate Banking have seen salaries orced up. What hasbecome clear is that all areas o the economy and thereore salariesare moving at dierent paces. Late 2010 has seen proessional

unemployment plummet, but unskilled unemployment continue torise with salaries moving in line with this.

There has been little movement in the jobs market or a couple oyears with ew jobs, or candidates on the market. With the LiveRegister now stable at about 13.6% (unemployment at about 9%),there is a platorm or growth, and that is what we orecast or2011. We expect salaries to increase slightly due to a need to paymore to attract top talent, but urthermore, we also expect bonusesto return, thereore increasing overall remuneration.

I you have any questions about our Salary Survey, please contact usat [email protected]

David BlochManaging Director

SALARY SURVEY2011

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TAXATION

JOB TITLE Dublin x ROI x

Tax Partner 160,000 - 250,000 90,000 - 150,000

Head o Tax - Industry / Financial Services 100,000 - 200,000 90,000 - 140,000

Tax Director 85,000 - 150,000 70,000 - 100,000

Senior Tax Manager 65,000 - 85,000 60,000 - 75,000

Tax Manager 50,000 - 65,000 45,000 - 65,000

Tax Senior 38,000 - 46,000 30,000 - 40,000

Tax Assistant (2 - 3 years exp.) 25,000 - 35,000 22,000 - 30,000

Tax Assistant (1 - 2 years exp.) 20,000 - 25,000 17,000 - 22,000

Tax Trainee 17,000 - 23,000 15,000 - 19,000

PUBLIC PRACTICE & TAXATION

PUBLIC PRACTICE


Partner 160,000 - 250,000 90,000 - 150,000

Director 80,000 - 140,000 70,000 - 90,000

Senior Manager 65,000 - 85,000 60,000 - 75,000

Manager 50,000 - 70,000 45,000 - 65,000

Company Secretary 40,000 - 60,000 35,000 - 55,000

Assistant Manager 42,000 - 55,000 40,000 - 50,000

Senior 35,000 - 46,000 28,000 - 42,000

Semi - Senior / Finalist 24,000 - 34,000 22,000 - 30,000

Audit Junior 18,000 - 25,000 17,000 - 22,000

Graduate ACA 17,000 - 23,000 15,000 - 19,000

03

PUBLIC PRACTICE

2010 has proven to be considerably easier than the previous 2 years or accountancy practices with many rms reporting a growth albeit small, in business.The Top 10 rms are recruiting again in volume and we have seen a notable increase in optimism with a growing number o smaller rms planning to recruitin early 2011.

One area that is seeing denite signs o picking up is audit and those candidates with specic experience in nancial services and ICT are particularly in demand.We expect this trend to continue throughout 2011 as condence returns to many sectors.

TAXATION

2010 was another dicult year in the tax market. The practice market by and large remained subdued, however the number o candidates coming onto themarket has greatly decreased as rms seek to retain sta but there have been ew new roles created. There was some strategic recruitment at senior levels orcandidates with strong business development skills.

As with 2010, roles in industry continued to be created which provided an outlet or candidates with strong corporate tax skills. This trend shows no signs oabating and we would envisage a number o industry tax roles being created in 2011. Those with a personal tax background have ound it a tougher marketbut as the economy stabilises and starts to improve, new roles will start to come on line.

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ACCOUNTANCY GENERAL

JOB TITLE ROIx

Finance Director T/O > 10m 90,000 - 170,000

Finance Director T/O < 10m 80,000 - 130,000

Financial Controller T/O > 10m 80,000 - 110,000

Financial Controller T/O < 10m 65,000 - 90,000

GENERAL ACCOUNTANCY

QUALIFIED

JOB TITLE ROIx

Finance Manager 60,000 - 80,000

Treasury Accountant 55,000 - 75,000

Internal Audit Manager 65,000 - 85,000

Internal Auditor 45,000 - 65,000

Systems Project Accountant 55,000 - 75,000

Financial Analyst 40,000 - 60,000

Group Financial Accountant 50,000 - 65,000

Financial Accountant 45,000 - 60,000

Management Accountant 45,000 - 60,000

Cost Accountant 45,000 - 60,000

Newly Qualied Accountant 40,000 - 50,000

Credit Control Manager 40,000 - 55,000

Accounts Payable Manager 40,000 - 55,000Payroll Manager 40,000 - 55,000

PART-QUALIFIED

JOB TITLE ROIx

Finalist 35,000 - 40,000

Part-Qualied Accountant (1 - 3 years exp.) 30,000 - 38,000

Assistant Accountant 30,000 - 35,000

Accounts Assistant 25,000 - 30,000

Credit Controller 25,000 - 35,000

Payroll Administrator 25,000 - 35,000Accounts Receivable 22,000 - 30,000

Accounts Payable 22,000 - 30,000

Bookkeeper 30,000 - 36,000

4

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 salarieshave remained stable but are still signicantly lower than the 2008 gures. Many companies polled have expressed an intention to either restore salaries or toreintroduce bonuses to individuals who previously suered cuts over the last two years.

Large multinationals, FMCG and hi-tech organisations have seen the creation o new roles as the economy slowly recovers. Preerence is or individuals with relevantsector experience coupled with large systems experience. Hiring companies are now looking or more than just monthly management accounts. Signicantconcentration on a candidates commercial experience is becoming key, particularly on how senior candidates have steered their companies over the last twoyears.

As with other sectors, condence is slowly creeping back. Some companies who hired an individual on a contract basis last year are now oering permanentroles. Candidates are now more open to considering harder to ll roles such as internal audit or compliance positions. As predicted, junior level positions haveincreased in number in the last quarter o 2010, the more senior market will ollow suit over the next ew months and we expect this trend to continue wellinto 2011.

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ACCOUNTANCY - TEMPORARY & CONTRACT

QUALIFIED

JOB TITLE ROI x Annual ROI x p/h

Financial Director 90,000 - 160,000 74.40 - 137.00

Financial Controller 70,000 - 110,000 57.00 - 90.00

Finance Manager 65,000 - 85,000 54.00 - 70.00

Financial Accountant 45,000 - 60,000 37.00 - 49.60

Management Accountant 45,000 - 60,000 37.00 - 49.60

Project Accountant 55,000 - 70,000 45.50 - 57.00

Cost Accountant 45,000 - 65,000 37.00 - 54.00

Financial Analyst 45,000 - 65,000 37.00 - 54.00

Systems Accountant 60,000 - 70,000 49.60 - 57.00

Internal Auditor 50,000 - 65,000 41.35 - 54.00Newly Qualied Accountant 45,000 - 50,000 37.00 - 41.35

Fund Accountant 40,000 - 50,000 33.00 - 41.35

Finalist 38,000 - 45,000 31.40 - 37.00

PART-QUALIFIED

JOB TITLE ROI x Annual ROI x p/h

Part-Qualied Accountant 32,000 - 40,000 26.50 - 33.00

Assistant Accountant 30,000 - 35,000 24.80 - 28.90

Bookkeeper 32,000 - 38,000 26.50 - 31.40

Accounts Assistant 25,000 - 32,000 20.70 - 26.50Credit Controller 28,000 - 40,000 23.15 - 33.00

Payroll Administrator 28,000 - 35,000 23.15 - 28.90

Accounts Payable 25,000 - 30,000 20.70 - 24.80

Accounts Receivable 25,000 - 30,000 20.70 - 24.80

05

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 beena growth in this market. Quarter two and quarter three have seen an increase in longer term contracts, mainly 10-12 month roles and much o this is due to theact that there are still reezes on permanent hires in many companies. The need or shorter term temporary hires has remained slow with companies tendingto 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 theseareas are in demand. Salaries in this area are getting more competitive rates and we are beginning to see completion bonuses being paid again. Candidatedemand outstrips supply in this area. Commerce & Industry on the other hand has been a lot slower. While there has been some contract recruitment in themultinationals 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 nancial services area growing, it is expected that this should aect 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 expectedthat there will be a nominal increase on salaries across the board in 2011.

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

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ACCOUNTANCY - FINANCIAL SERVICES

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EXECUTIVE

JOB TITLE ROI x

Managing Director 160,000 - 280,000

Head o Major Function 95,000 - 130,000

Head o Finance 110,000 - 150,000

Head o Operations 100,000 - 140,000

QUALIFIED

JOB TITLE ROI x

Chie Financial Ocer 100,000 - 160,000

Financial Director 90,000 - 150,000

Financial Controller 85,000 - 120,000

Finance Manager 70,000 - 90,000

Internal Audit Manager 65,000 - 85,000

Internal Auditor 50,000 - 65,000

Regulatory Reporting Manager (5 - 10 years PQE) 70,000 - 90,000

Regulatory Accountant (2 - 4 years exp.) 55,000 - 70,000

Project Accountant (2 - 5 years exp.) 55,000 - 70,000

Systems Accountant (2 - 4 years exp.) 55,000 - 75,000

Credit Control Manager (4 - 7 years exp.) 50,000 - 60,000

Treasury Accountant (1 - 4 years exp.) 50,000 - 65,000

Senior Financial Analyst 60,000 - 70,000Financial / Business Analyst (1 - 3 years exp.) 48,000 - 60,000

Senior Financial / Group Accountant (3 - 5 years exp.) 60,000 - 70,000

Financial Accountant (3 - 5 years exp.) 55,000 - 65,000

Financial Accountant (1 - 3 years exp.) 50,000 - 58,000

Management Accountant (3 - 5 years exp.) 55,000 - 65,000

Management Accountant (1 - 3 years exp) 50,000 - 58,000

Newly Qualied Accountant 45,000 - 50,000

PART-QUALIFIED

JOB TITLE ROIx

Part-Qualied Internal Auditor 32,000 - 38,000

Finalist Accountant 35,000 - 40,000

Part-Qualied Assistant Accountant (3 - 4 years exp.) 30,000 - 38,000

Accounts Payable Administrator 25,000 - 32,000

Accounts Receivable Administrator 25,000 - 32,000

Part-Qualied Accounts Assistant (1 - 3 years exp.) 25,000 - 30,000

Credit Controller (1 - 4 years exp.) 25,000 - 38,000

Graduate 20,000 - 28,000

Accountancy recruitment within the Financial Services sector has seen a slight increase in the latter part o 2010. Financial reporting and regulatory roles havebeen to the oreront. We have also seen an increase in the number o people looking to leave their current employment ollowing a tough 18 months; manyare citing lack o career progression as their main motivation or leaving and whilst this is very plausible, there are a number o candidates that simply need achange and are moving or similar roles in dierent organisations. This has meant that salaries have remained stable and we have seen some upward movementin salaries to entice candidates with key skills.

Bonuses are making a welcome comeback albeit ar more modest than beore. Hybrid schemes are the most popular orm with companies paying out onindividual and company perormance.

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FUND SERVICES

FUND SERVICES

JOB TITLE ROI

Senior Fund Accounting Manager 70,000 - 90,000

Fund Accounting / Administration Manager (3 - 5 years exp.) 50,000 - 65,000

Fund Accounting Supervisor / Team Leader 40,000 - 50,000

Senior Fund Accountant (2+ years exp.) 30,000 - 45,000

Fund Accountant (1 years exp.) 28,000 - 32,000

Fund Accountant / Administrator 26,000 - 30,000

CLIENT SERVICES

JOB TITLE ROI

Manager 70,000 - 100,000

Assistant Manager / Supervisor 50,000 - 70,000

Client Services Administrator 25,000 - 35,000

CORPORATE ACTIONS / MARKET DATA

JOB TITLE ROI

Manager 80,000 - 90,000

Senior Administrator 35,000 - 42,000

Market Data / Corporate Actions Administrator 25,000 - 35,000

TRUSTEE & CUSTODY

JOB TITLE ROI

Head o Trustee 85,000 - 105,000

Manager Level (1 - 3 years exp.) 50,000 - 70,000

Senior Trustee Ocer 32,000 - 45,000

Trustee Administrator 26,000 - 32,000

Head o Custody 90,000 - 110,000

Custody Manager 65,000 - 75,000

Custody Supervisor 45,000 - 55,000

Senior Custody Administrator 32,000 - 40,000

Custody Administrator 28,000 - 32,000

SHAREHOLDER SERVICES

JOB TITLE ROI

Head o Shareholder Services 85,000 - 110,000

Shareholder Services Manager 55,000 - 75,000

Senior Shareholder Services Administrator 35,000 - 55,000

Shareholder Services Administrator 27,000 - 34,000

07

For the past year the volume o recruitment in the und services sector has been low in the small to medium sized und organisations. The larger organisationshave 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 andprogression reezes in previous years.

Many clients predict minimal bonus and salary increases early in 2011 where the majority will be depending on individual perormance. Some organisations arecontinuing to cross-train und proessionals and encourage urther 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 theindustry or 2011 in comparison to the previous 2 years.

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BANKING

TREASURY

JOB TITLE ROI x

Head o Treasury 95,000 - 130,000

Senior Dealer 75,000 - 95,000

Treasury Operations Manager (Back Oce) 60,000 - 90,000

Middle Oce Manager 65,000 - 90,000

Treasury Dealer 48,000 - 73,000

Treasury Settlements Assistant Manager 35,000 - 55,000

Middle Oce Supervisor 35,000 - 50,000

Treasury Settlements Ocer 28,000 - 38,000

Junior Trader 18,000 - 34,000

SENIOR / MID MANAGEMENT

JOB TITLE ROI x

Head o Credit 80,000 - 110,000

Head o Operations 80,000 - 110,000

Senior Lending Manager 70,000 - 95,000

Senior Operations Manager 70,000 - 95,000

Senior Risk Manager 65,000 - 95,000

Corporate Lending Manager 45,000 - 60,000

VC Manager 60,000 - 95,000

HNW Portolio Consultant (2 - 5 years exp.) 55,000 - 85,000Senior Equity Analyst 65,000 - 100,000

Senior Credit Analyst 50,000 - 75,000

Credit Analyst 35,000 - 50,000

Senior Corporate Lender 40,000 - 70,000

Senior Commercial Lender 40,000 - 70,000

Corporate Lender 30,000 - 45,000

Commercial Lender 30,000 - 45,000

Equity Analyst 40,000 - 65,000

Risk Analyst 35,000 - 55,000

Operations Supervisor 40,000 - 55,000

Loans / Credit Administrator 25,000 - 35,000

Graduate 24,000 - 28,000

COMPLIANCE (ACROSS ALL BANKING SECTORS)

JOB TITLE ROI x

Head o Compliance 85,000 - 120,000

Compliance Manager (5 - 7 years exp.) 65,000 - 85,000

Compliance Manager (3 - 5 years exp.) 45,000 - 65,000

Compliance Ocer (2 - 3 years exp.) 40,000 - 50,000

Compliance Ocer (1 - 2 years exp.) 32,000 - 38,000

AML Ocer 30,000 - 42,000

Fraud Risk Manager 50,000 - 70,000

Fraud Risk Ocer 30,000 - 48,000

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BANKING

LEASING AVIATION

JOB TITLE ROI x

Senior Sales Manager 90,000 - 180,000

Senior Aircrat Trader 90,000 - 150,000

Contracts Manager 55,000 - 80,000

Contracts Executive 35,000 - 50,000

Commercial Analyst 45,000 - 75,000

Technical Leasing Support 40,000 - 60,000

Finance / Business Analyst 45,000 - 75,000

Contract Administrator 30,000 - 45,000

FINANCIAL SERVICES SALES & MARKETINGJOB TITLE ROI x

Banking Sales Manager 50,000 - 70,000

Banking Sales Executive 30,000 - 45,000

Senior Wealth Manager 60,000 - 90,000

Wealth Manager 40,000 - 60,000

Financial Advisor 35,000 - 55,000

Senior Portolio Manager 75,000 - 95,000

Portolio Manager 55,000 - 75,000

Stockbroker 50,000 - 80,000

Junior Stockbroker 30,000 - 50,000FX Sales Trader 45,000 - 70,000

Equity / Bond Sales Trader 45,000 - 75,000

Pension / Investment Sales 30,000 - 60,000

Head o Marketing 70,000 - 110,000

Marketing Manager 50,000 - 70,000

Marketing Executive 30,000 - 45,000

PR Manager 45,000 - 75,000

PR & Communications Executive 35,000 - 45,000

Senior Mortgage Sales Manager 38,000 - 60,000

Mortgage Sales Executive 30,000 - 45,000

Bancassurance Advisor 25,000 - 35,000

The majority o domestic banks are continuing to experience salary and bonus reezes while a number o international banking institutions are expecting positivechanges in the coming year.

Many nancial services employers predict a small percentage increase in salaries or 2011 with a number o our clients proactively restructuring salary and bonusstructures with an emphasis on additional benets and internal and external training. Overall, the majority conrmed that they would hope to reintroduce asmall bonus in 2011.

Similar to 2010, candidates with experience in credit and risk analysis, asset restructuring and compliance are seeing a high demand or their skills which hasled 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 xed term contract roles at both senior and juniorlevels.

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SCIENCE & PHARMACEUTICAL

QUALITY & VALIDATION

JOB TITLE ROI x

Director o Quality 90,000 - 120,000

Quality Manager 55,000 - 80,000

Qualied Person 70,000 - 85,000

QA / QC Supervisor 42,000 - 60,000

QA / QC Analyst (3+ years exp.) 35,000 - 48,000

QA / QC Analyst (1 - 3 years exp.) 25,000 - 35,000

Quality Engineer (3+ years exp.) 38,000 - 55,000

Validation Manager 55,000 - 75,000

Validation Engineer (3+ years exp.) 45,000 - 60,000

Validation Engineer (1 - 3 years exp.) 25,000 - 42,000

RESEARCH & DEVELOPMENT

JOB TITLE ROI x

R&D Director 75,000 - 100,000

R&D Specialist 40,000 - 60,000

Process Chemist (3+ years exp.) 45,000 - 58,000

Process Chemist (1 - 3 years exp.) 30,000 - 45,000

Development Chemist (3+ years exp.) 45,000 - 58,000

Development Chemist (1 - 3 years exp.) 28,000 - 45,000

Formulations Scientist (3+ years exp.) 45,000 - 58,000

Formulations Scientist (1 - 3 years exp.) 28,000 - 45,000

REGULATORY, ANALYTICAL & STATISTICSJOB TITLE ROI x

Regulatory Aairs Manager 65,000 - 90,000

Senior Regulatory Aairs Ocer 45,000 - 65,000

Regulatory Aairs Ocer 32,000 - 45,000

Laboratory Manager 48,000 - 65,000

Laboratory Supervisor 40,000 - 60,000

Analytical Chemist (3+ years exp.) 40,000 - 55,000

Analytical Chemist (1 - 3 years exp.) 30,000 - 42,000

Documentation Ocer 22,000 - 32,000

Microbiology Analyst (3+ years exp.) 35,000 - 48,000

Microbiology Analyst (1 - 3 years exp.) 25,000 - 35,000

Clinical Operations Manager 60,000 - 80,000

Clinical Research Ocer 35,000 - 50,000

Clinical Data Manager 28,000 - 40,000

The Science and Pharmaceutical sector although perceived as one o Irelands stronger industries, has undergone radical changes in the past 12 months. Therehas been movement away rom large basic salaries to a more commission ocused approach, however any major change in the area o remuneration has beenlimited. Skilled people are as always still very much in demand particularly when they have specic market and / or product knowledge.

Many global companies have some manuacturing presence in Ireland. There has been a strong input into new investment, particularly in the biologic eld.Plans to introduce reerence pricing and generic substitution in 2011 will have a major eect on the industry with many companies waiting to see the outcomebeore they make a decision on headcount.

In the medical devices arena, demand has remained strong or candidates with specic product knowledge. Cardiology is one such area where demand currentlyoutstrips supply. The sector has undergone a number o mergers & acquisitions but stability has begun to return.

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SUPPLY CHAIN & LOGISTICS

SUPPLY CHAIN

JOB TITLE ROI x

Supply Chain Director 85,000 - 120,000

Head o Supply Chain 85,000 - 120,000

Procurement / Purchasing Manager 55,000 - 80,000

Procurement / Purchasing Specialist 40,000 - 60,000

Procurement / Purchasing Ocer 30,000 - 45,000

Materials Manager 55,000 - 75,000

Inventory Manager 45,000 - 55,000

Commodity / Vendor Manager 55,000 - 85,000

Inventory Controller / Analyst 30,000 - 40,000

Planning Manager 55,000 - 75,000Master Scheduler 50,000 - 70,000

Demand Planner 35,000 - 50,000

Supply Planner 35,000 - 50,000

Production Planner 35,000 - 50,000

Buyer / Planner 30,000 - 50,000

Senior Buyer 50,000 - 70,000

Buyer 35,000 - 55,000

Supply Chain Analyst 38,000 - 48,000

LOGISTICSJOB TITLE ROI x

Director o Operations 80,000 - 110,000

General Manager 75,000 - 95,000

Logistics / Transport Manager 55,000 - 75,000

Transport Supervisor 30,000 - 40,000

Warehouse Manager 45,000 - 60,000

Warehouse Supervisor 30,000 - 38,000

Inventory Controller 25,000 - 35,000

Logistics Co-ordinator 25,000 - 38,000

Freight Forwarder 25,000 - 38,000

The fuctuations in supply and demand through 2010 have necessitated the development o more fexible, reactive and on-time Supply Chain models. Businessesneed to be fexible in managing their supply chain in order to rapidly respond to changing demand, as well as maintain control and transparency.

The Supply Chain unction in any business has always been a cost. However, there is increased awareness that a successul Supply Chain is the key tomanaging overheads, margins and cost within a business. This has led to increased ormalisation o the Supply Chain unction in business.

In the past year, much o the recruitment ocus has shited to planning with demand or experienced planners at an all time high. In act, the availability osuitably qualied and experienced planners is shrinking ast, belying the general impression that there are large volumes o adequately qualied and experiencedspecialists on the live register.

Procurement specialists have also been in demand, as renegotiation o contracts, changing cost models and centralisation procurement & purchasing becomeincreasingly important. This has also led to an increase in demand or Vendor Managers. The coming year promises to oer opportunities or commercially awareand technically savvy proessionals, who recognise the challenge o running a successul Supply Chain.

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ENGINEERING & OPERATIONS

PRODUCTION & MANUFACTURING

JOB TITLE ROI x

General Manager 65,000 - 120,000

Operations Manager 60,000 - 80,000

Production Manager 45,000 - 65,000

Engineering Manager 60,000 - 80,000

Maintenance Manager 45,000 - 65,000

Process Improvement Manager 50,000 - 85,000

NPD Manager 50,000 - 65,000

Technical Manager 45,000 - 65,000

Quality Manager 40,000 - 70,000

H&S Manager 40,000 - 70,000Project Manager 50,000 - 70,000

Design Manager 50,000 - 70,000

Project Engineer 30,000 - 50,000

Lean / Six Sigma Engineer 40,000 - 55,000

Process Improvement Engineer 30,000 - 50,000

Process Engineer 30,000 - 50,000

Design Engineer 30,000 - 50,000

Quality Engineer 30,000 - 50,000

Health & Saety Engineer 30,000 - 50,000

Environmental Engineer 30,000 - 50,000

NPD Technologist 30,000 - 45,000

QA / QC Technician 30,000 - 45,000

Health & Saety Engineer 30,000 - 45,000

Commissioning / Validation Engineer 40,000 - 55,000

Controls / Automation Engineer 40,000 - 55,000

Maintenance Engineer 35,000 - 50,000

Maintenance Technician 30,000 - 45,000

TECHNICAL SERVICES

JOB TITLE ROI x

Service Manager 40,000 - 55,000

Service Engineer 30,000 - 40,000

Facilities Manager 40,000 - 55,000

Facilities Technician 25,000 - 35,000

2010 has brought the distance between the SME sector and multinationals into sharp relie. While multinational manuacturers continue to weather the stormand add sta to their businesses, the SME and indigenous sectors have elt the eects o limited credit and shrinking market share.

Many organisations have spent the past year ocusing on identiying core business and streamlining operating cost. These processes have oten resulted in aneed to source and recruit niche skills to aid those organisations in positioning themselves or the uture.

The value-add proposition o a new hire is the primary driver o any recruitment exercise. New hires infuence the continued or increased success o a business

as never beore. Businesses cannot aord to add skills which will not have a tangible infuence on operating cost, eciency or bottom line.

This increased ocus on value-add hiring and demand or a precise match to the skill-set sought has led to a narrowing o the available pool o candidates. Whileanecdotal inormation would suggest that there is a wealth o talent in the job-seekers pool, the reality is barely 5% o job seekers match the given criteria.This is particularly true o the manuacturing sector, where Lean, Six Sigma and other process improvement tools are in hot demand, though not necessarilywidely available.

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ENGINEERING & CONSTRUCTION

DESIGN

JOB TITLE ROI x

Project Director 70,000

Design Manager 70,000

Project Manager 60,000

Quantity Surveyor 35,000 - 55,000

Civil Engineer 30,000 - 45,000

Structural Engineer 28,000 - 45,000

Mechanical Engineer 30,000 - 40,000

Electrical Engineer 30,000 - 40,000

Building Services Engineer 30,000 - 50,000

Roads / Highway Engineer 30,000 - 55,000Building Surveyor 35,000 - 50,000

Water / Wastewater Engineer 35,000 - 45,000

Geotechnical Engineer 35,000 - 55,000

Environmental Engineer 30,000 - 40,000

CAD Technician 25,000 - 35,000

BUILD

JOB TITLE ROI x

Project Manager 55,000 - 65,000

Project Engineer 30,000 - 50,000Contracts Manager 55,000 - 70,000

Site Manager 35,000 - 50,000

Site Engineer 30,000 - 35,000

Site Foreman 25,000 - 35,000

Senior Quantity Surveyor 50,000 - 60,000

Quantity Surveyor 35,000 - 45,000

Senior Estimator 40,000 - 50,000

Estimator 28,000 - 37,000

Electrical Engineer 25,000 - 45,000

Mechanical Engineer 25,000 - 45,000

Health & Saety Manager 45,000

Health & Saety Ocer 30,000

M&E Co-ordinator 32,000

M&E Engineer 35,000

Senior Resident Engineer 50,000

Resident Engineer 35,000 - 50,000

Roads / Highways Engineer 35,000 - 45,000

The construction industry has gone through dramatic changes over the past 2 years with many contractors and consultancies really eeling the pinch at themoment. 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 highlevels o redundancy leading to increased migration with the Middle and Far East being the most sought ater locations. Where there are on-going projects, a

high level o competition has led to a price reduction resulting in a multiplier eect across engineer / construction related businesses. Consequently, salaries havetaken a severe drop resulting in many senior members o sta 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 ull time employment. This is seen as a costsaving measure as individuals get paid or work done as opposed to uture work load. Overall, the outlook or the industry is dependent on many economicactors such as capital spending by the government along with the increases across global markets. With major projects previously ear-marked or 2011, suchas Metro North, the uture o the industry could go either way.

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IT - PERMANENT

EXECUTIVE

JOB TITLE Dublin ROI

Chie Technical Ocer 90,000 - 120,000 80,000 - 110,000

Operations Manager 65,000 - 85,000 60,000 - 80,000

Head o IT Function 85,000 - 110,000 80,000 - 100,000

IT / PROJECT MANAGEMENT


Programme Manager 75,000 - 90,000 70,000 - 85,000

Senior Project Manager 65,000 - 80,000 60,000 - 75,000

Project Manager 55,000 - 65,000 55,000 - 70,000

Product Manager 60,000 - 85,000 60,000 - 80,000

Management Consultant 50,000 - 80,000 45,000 - 75,000

SYSTEM ANALYSIS


Business Systems Analyst / Consultant 45,000 - 65,000 40,000 - 60,000

QA / Test Manager 50,000 - 70,000 45,000 - 65,000

Principal Engineer / Systems Architect 70,000 - 110,000 65,000 - 100,000

Sotware Test / QA Engineer 30,000 - 60,000 25,000 - 55,000

Business Intelligence Consultant 45,000 - 70,000 40,000 - 65,000

Datawarehousing Consultant 45,000 - 75,000 40,000 - 60,000

SOFTWARE DEVELOPMENT


Engineering / Development Manager 75,000 - 90,000 65,000 - 80,000

Senior Engineer / Technical Team Lead (J2EE / .Net) 60,000 - 70,000 55,000 - 65,000

Oracle Applications Consultant (Technical / Functional) 55,000 - 75,000 55,000 - 70,000

Mainrame Developer 40,000 - 50,000 35,000 - 45,000

Creative Manager 55,000 - 70,000 50,000 - 65,000

Interactive Designer 45,000 - 60,000 40,000 - 55,000

Usability Engineer 45,000 - 60,000 40,000 - 55,000

C / C++ Developer 30,000 - 60,000 30,000 - 55,000

C# / .Net Engineer 30,000 - 60,000 30,000 - 55,000

J2EE Developer 30,000 - 60,000 30,000 - 55,000

.Net Developer 30,000 - 60,000 30,000 - 55,000

Web Services Developer 35,000 - 65,000 30,000 - 55,000

Database Developer (Oracle / SQL Server / Sybase) 35,000 - 60,000 30,000 - 55,000

Multimedia / Graphical / Web Designer 25,000 - 45,000 20,000 - 40,000Technical Writer / Editor 20,000 - 40,000 20,000 - 40,000

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IT - PERMANENT

SUPPORT / ADMINISTRATION


Database Administrator (Oracle / SQL Server / Sybase) 35,000 - 70,000 30,000 - 65,000

Unix / Linux Administrator 35,000 - 65,000 30,000 - 60,000

Network / Systems Administrator 35,000 - 65,000 35,000 - 65,000

Network Engineer 35,000 - 65,000 35,000 - 65,000

Help Desk Support 20,000 - 35,000 18,000 - 30,000

Application Support Consultant 25,000 - 45,000 20,000 - 45,000

ERP CONSULTANCY / SPECIALIST ROLES


SAP Consultant (Functional / Technical) 45,000 - 65,000 40,000 - 60,000

SAP Basis Consultant 40,000 - 60,000 35,000 - 55,000

Oracle App (Functional / Technical) 45,000 - 70,000 40,000 - 65,000

LOCALISATION / TECHNICAL WRITING


Localisation Project Manager 30,000 - 50,000 30,000 - 40,000

Localisation Engineer 25,000 - 40,000 20,000 - 35,000

Localisation QA Engineer 25,000 - 35,000 20,000 - 35,000

In the rst three quarters o 2010, Brightwater has seen in excess o a 60% increase on the number o IT positions registered in comparison to the sameperiod in 2009. 2010 has been an interesting year or 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 aected, salary levels had held up better than other proessional disciplines. Demand orskilled Sotware Engineers last year held relatively steady despite the economic climate. The areas within IT that were most adversely impacted upon were ITSupport and Operational roles where candidates at all levels ound the opportunities to be scarce. Salary levels or Programme and Project Managers ell backsignicantly as again senior level positions were in short supply and there was a lot o competition in the market place.

The most notable change in salary levels in 2010 have been in the sotware applications arena where salary levels are increasing. There has been a highlydiscernible rise in the volume o application development roles coming through particularly in the J2EE / Java space but also in the C# / .Net space. J2EEDevelopers with experience o Spring Frameworks in particular have been in high demand. Solid C# developers with strong web services skills have also hada lot o choice in the market. The positions have been coming through rom a diverse range o companies rom larger multinationals to smaller indigenoussotware product companies. Many o these companies have had to compete or a dwindling pool o experienced candidates. We have seen reluctance on thepart o many sotware engineers to move in the current climate despite the array o opportunities on oer. We have also ound that many o the non-nationaldevelopers rom Eastern European countries have returned home. Many o the companies we have been working with have been surprised to lose out tocompetitors in the ght to secure strong development talent and many have also lost out to a growing counter-oer culture. The demand or experiencedsotware engineers is outstripping supply and salary levels have steadily improved as companies have responded to the shortage o high calibre developers. We

expect to see urther improvements in salaries or development candidates over the course o 2011.

Other areas in IT where there has been no shortage o positions is in Data Warehousing and Business Intelligence. Strong Oracle and SQL Server developershave been in high demand as have candidates with strong experience with Business Objects, Cognos and Hyperion. Salary levels have remained consistent andare also showing signs o improvement. For support based positions such as Helpdesk, Systems Administration and Networking, salary levels have remainedstatic. 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 reductionin in-house support services. Salary levels dropped or support based roles by as much as 20% in 2009 and we have seen no big improvement in 2010. Thereare signs however, that this market is beginning to improve.

For executive level positions and or Programme and Project Management roles, we have seen an increase in packages on oer in comparison to 2010.Senior level positions remain relatively scarce as there has been limited candidate movement at the top o the market and not too many new positions arebeing released. There is signicant competition or senior level positions and many companies are also looking or strong industry experience and / or productknowledge or their senior hires. Month on month over 2010 we have seen more senior management roles coming on stream and we expect that trend tocontinue into 2011. For candidates with the requisite management capabilities and relevant industry experience, overall remuneration is generally improvingin comparison to what was on oer last year. The only exception remains traditional IT Director / IT Operations management positions where salary levels haveremained markedly down on what had been available at the height o the market.

Core benets have changed little with DC pensions rom 6% to 11% on oer in terms o employer contributions, healthcare benets, lie assurance andeducational assistance being the norm. Discretionary bonuses were rarely given in the last 2 years and although many companies that responded to the surveydont anticipate any signicant bonuses, there certainly has been a marked increase in terms o companies planning to oer something by way o a bonus atyear 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 or experienced sotware developers. In other areas where salarylevels have remained static, the signs are that improvements will come throughout 2011 as the market continues to improve.

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EXECUTIVE

JOB TITLE Dublin Daily ROI Daily

Interim IT Director / Consultant 400 - 550 400 - 550

Interim IT / Development Manager 350 - 500 350 - 500

IT / PROJECT MANAGEMENT


Programme Manager 400 - 550 375 - 500

Senior Project Manager 350 - 500 325 - 475

Project Manager 300 - 400 275 - 375

Product Manager 300 - 400 275 - 375

Management Consultant 300 - 400 275 - 375

SYSTEM ANALYSIS


Business Systems Analyst / Consultant 250 - 350 225 - 325

QA / Test Manager 275 - 375 250 - 350

Principal Engineer / Systems Architect 375 - 475 350 - 450

Sotware Test / QA Engineer 275 - 350 250 - 350

Business Intelligence Consultant 275 - 375 250 - 350

Datawarehousing Consultant 300 - 450 275 - 400

SOFTWARE DEVELOPMENT


Engineering / Development Manager 350 - 450 325 - 400

Senior Engineer / Technical Team Lead (J2EE / .Net) 300 - 400 300 - 375

Oracle Applications Consultant (Technical / Functional) 350 - 450 350 - 450

Mainrame Developer 200 - 300 175 - 275

Creative Manager 300 - 400 275 - 375

Interactive Designer 250 - 350 225 - 325

Usability Engineer 250 - 350 225 - 325

C# / .Net Engineer 275 - 380 250 - 375

C / C++ Developer 275 - 375 250 - 350

J2EE Developer 275 - 380 250 - 375

.Net Developer 275 - 380 250 - 375

Web Services Developer 275 - 380 275 - 380

Database Developer (Oracle / SQL Server / Sybase) 275 - 380 250 - 375

Multimedia / Graphical / Web Designer 150 - 250 140 - 225

Technical Writer / Editor 125 - 225 120 - 225

IT - TEMPORARY & CONTRACT


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IT - TEMPORARY & CONTRACT

SUPPORT / ADMINISTRATION


Database Administrator (Oracle / SQL Server / Sybase) 300 - 400 275 - 375

Unix / Linux Administrator 300 - 400 275 - 375

Network / Systems Administrator 200 - 325 175 - 300

Network Engineer 200 - 325 175 - 300

Help Desk Support 125 - 175 115 - 165

Application Support Consultant 150 - 300 125 - 275

ERP CONSULTANCY / SPECIALIST ROLES


SAP Consultant (Functional / Technical) 350 - 450 325 - 425

SAP Basis Consultant 300 - 400 300 - 400

Oracle Application 400 - 550 400 - 500

LOCALISATION / TECHNICAL WRITING


Localisation Project Manager 200 - 300 175 - 275

Localisation Engineer 150 - 250 125 - 225

Localisation QA Engineer 150 - 250 125 - 225

Technical Writers 150 - 250 125 - 225

We have seen pay rates in the IT contracts market in some areas increase over the course o 2010, in particular or developers coming rom J2EE and C#backgrounds. Many career contractors over the last two years have been lured by the security o permanent positions and this has negatively impacted on thesupply o experienced contractors in the market. We have seen a perceptible increase in the volume o daily rate contract roles and with the dearth o suitablyexperienced contract resources, rates have improved by as much as 15% or experienced developers.

The contract market or Programme and Project Managers is improving, however not to the same extent as it has or developers and rates on oer haveremained static. Similarly, rates or contract IT support personnel remain 20% below the levels they were at two years ago. Taking the contracts market as awhole, 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.


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HUMAN RESOURCES

GENERALIST HR


HR Director 80,000 - 140,000 70,000 - 120,000

Senior HR Manager 70,000 - 80,000 60,000 - 70,000

HR Manager / Business Partner 50,000 - 70,000 50,000 - 60,000

HR Generalist 35,000 - 50,000 32,000 - 45,000

HR Ocer 28,000 - 35,000 28,000 - 32,000

HR Administrator 25,000 - 30,000 24,000 - 29,000

HR Graduate 22,000 - 25,000 22,000 - 25,000

KEY SPECIALIST AREAS


Organisational / Development Manager 60,000 - 80,000 50,000 - 70,000

IR / ER Manager 50,000 - 80,000 50,000 - 80,000

Communications Specialist 50,000 - 70,000 50,000 - 70,000

Relocation / Global Mobility Specialist 30,000 - 45,000 30,000 - 40,000

COMPENSATION & BENEFITS / RECRUITMENT


Compensation & Benets Manager 60,000 - 90,000 N/A

Compensation & Benets Specialist 45,000 - 60,000 N/A

Recruitment Manager 45,000 - 60,000 40,000 - 50,000

Recruitment Specialist 32,000 - 45,000 30,000 - 40,000

Recruitment Co-ordinator 24,000 - 32,000 24,000 - 32,000

LEARNING & DEVELOPMENT


Learning & Development Director 80,000 - 100,000 N/A

Learning & Development Manager 50,000 - 70,000 50,000 - 70,000

Training Specialist 35,000 - 50,000 30,000 - 50,000

Training Ocer / Co-ordinator 28,000 - 35,000 28,000 - 32,000

The market has continued to be dicult or Human Resources proessionals over recent months but with restructures and mergers & acquisitions prevalentacross all industries, there has been an ongoing demand or experienced individuals in the elds o change management, organisational design, industrialrelations, redundancies and TUPE.

The above demand has meant that the HR market across all sectors has predominantly ocused on interim or contract roles to ull a particular need or on aproject basis to meet specic business requirements.

Other specialist areas include compensation & benets / reward where demand or expertise either on an interim or longer term basis continues as organisationsare going through so much change. On the other hand, opportunities within the area o learning & development / training have proven to be ew and arbetween and it is extremely competitive or candidates at the graduate level to enter the HR proession.

On the positive side, this means that when employers are recruiting, the calibre o HR candidates on the market is excellent with a good level o fexibilitydemonstrated by experienced HR proessionals to take on a variety o operational projects on both a hands-on basis as well as oering strategic input while

companies go through a dicult time. Another positive sign is that new positions are now being created or the rst time in a long while to ocus on companygrowth and recruitment drives, as well as support roles within busy HR unctions.

With regards to salaries, there has been a urther decline as HR generalists show fexibility in their salary expectations in order to continue working and to gainvaried experience. Overall however, it is clear that HR continues to play an important and critical role within businesses and the indication is that demand willincrease as the market stabilises and companies grow again.

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LEGAL

PRACTICE


Salaried Partner 80,000 - 150,000 70,000 - 90,000

6 - 9 years PQE 65,000 - 100,000 40,000 - 70,000

3 - 6 years PQE 45,000 - 85,000 38,000 - 50,000

1 - 3 years PQE 30,000 - 60,000 30,000 - 40,000

Newly Qualied Solicitor 28,000 - 45,000 25,000 - 30,000

Company Secretary Qualied 35,000 - 77,000 22,000 - 45,000

Company Secretary Part-Qualied 22,000 - 40,000 20,000 - 38,000

Legal Executive / Paralegal 20,000 - 40,000 20,000 - 28,000

IN-HOUSEJOB TITLE Dublin x ROI x

Head o Legal 100,000 - 150,000 65,000 - 85,000

Senior Lawyer 80,000 - 140,000 60,000 - 80,000

Legal Counsel 45,000 - 100,000 45,000 - 80,000

Funds Lawyer 90,000 - 120,000 N/A

Regulatory Lawyer 80,000 - 105,000 45,000 - 70,000

Company Secretary 45,000 - 75,000 22,000 - 55,000

Legal Executive 25,000 - 45,000 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 signso condence returning to the market particularly in medium to large rms. A surge o opportunities are arising in the ollowing specialisations:

* Funds* Finance* Banking* Commercial Litigation

Employers are seeking legal proessionals with higher levels o post qualication experience within such specialised areas. This has naturally posed dicultiesor both newly qualied solicitors and solicitors with general practice backgrounds to secure such positions. However, there is also an increase in the numbero solicitors retraining into these sought ater specialisations by undertaking Certicates 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 actors such as rm size, level o experience and area o specialisation. Smaller practices around the country are surviving through these dicult timesbut many are still required to reduce the number o working days or implement salary cuts.

IN-HOUSE

An increasing number o in-house legal counsel and compliance proessional roles are emerging in the market, particularly in the ollowing sectors:

* Inormation Technology* Insurance* Financial Services* FMCG

Companies are continuing to retain legal proessionals internally to deal with day to day critical business issues as they arise. Positions arising range rom xedterm contracts to permanent positions. Contract roles are more requently arising or maternity cover purposes and they also enable businesses to practicallyassess their in-house requirements. These roles are a useul entry point or candidates coming rom practice backgrounds to gain exposure in this type oenvironment. This trend is expected to continue throughout 2011 in light o the growing preerence o legal proessionals (solicitors and barristers alike) to moverom a legal practice environment to in-house legal counsel roles.

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INSURANCE

CLAIMS

JOB TITLE ROI x

Head o Claims 75,000 - 120,000

Senior Claims Handler (5 - 10 years exp.) 45,000 - 60,000Claims Handler (3 - 5 years exp.) 28,000 - 45,000

Claims Handler (1 - 3 years exp.) 23,000 - 30,000

INTERNATIONAL

JOB TITLE ROI x

Captive Manager (10+ years exp.) 90,000 -110,000

Captive Manager (5+ years exp.) 62,000 - 80,000

Captive Manager (3 - 5 years exp.) 45,000 - 50,000

Captive Manager (1 - 3 years exp.) 35,000 - 42,000

Reinsurance Underwriter (10+ years exp.) 105,000 -120,000

Reinsurance Underwriter (5+ years exp.) 65,000 - 90,000

Reinsurance Underwriter (1 - 3 years exp.) 40,000 - 60,000

Reinsurance Claims (10 years exp.) 80,000 - 105,000

Reinsurance Claims (5 - 10 years exp.) 50,000 - 86,000

Reinsurance Claims (1 - 5 years exp.) 35,000 - 40,000

GENERAL INSURANCE

JOB TITLE ROI x

Underwriting Manager (10+ years exp.) 92,000 - 120,000

Underwriting Manager (5+ years exp.) 72,000 - 89,000

Underwriting Manager (3 - 5+ years exp.) 58,000 - 75,000

Developmental Underwriter (10+ years exp.) 84,000 - 115,000

Developmental Underwriter (5 - 10 years exp.) 70,000 - 83,000

Underwriter General (5 - 10 years exp) 51,000 - 70,000

Underwriter General (3 - 5 years exp.) 40,000 - 48,000Underwriter General (1 - 3 years exp.) 29,000 - 39,000

Underwriter Lie (5 - 10 years exp.) 58,000 - 69,000

Underwriter Lie (1 - 5 years exp.) 35,000 - 45,000

Trainee Underwriter (1 - 3 years exp.) 25,000 - 28,000

LIFE & PENSIONS

JOB TITLE ROI x

Pensions Consultant (10+ years exp.) 65,000 - 100,000

Pensions Consultant (5 - 10 years exp.) 45,000 - 70,000

Pensions Consultant (3 - 5 years exp.)40,000 - 65,000

Pensions Consultant (1 - 3 years exp.) 30,000 - 40,000

Pensions Administrator (3 - 5 years exp.) 30,000 - 40,000

Pensions Administrator (1 - 3 years exp.) 25,000 - 32,000

Lie Administrator (3 - 5 years exp.) 28,000 - 32,000

Lie Administrator (1 - 3 years exp.) 22,000 - 28,000

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INSURANCE

GENERAL BROKING

JOB TITLE ROI x

Corporate Broker (10 + years exp.) 50,000 - 90,000

Corporate Broker (5 - 10 years exp.) 45,000 - 65,000

Corporate Broker (1 - 5 years exp.) 40,000 - 50,000

Corporate Servicing Executive (10+ years exp.) 45,000 - 70,000

Corporate Servicing Executive (5 - 10 years exp.) 35,000 - 50,000

Corporate Servicing Executive (1 - 3 years exp.) 25,000 - 35,000

Account Handler (5 - 10 years exp.) 35,000 - 42,000



Personal Lines (5 - 10 years exp) 38,000 - 42,000Personal Lines (3 - 5 years exp.) 26,000 - 30,000

Personal Lines (1 - 3 years exp.) 22,000 - 26,000

KEY SPECIALIST AREAS

JOB TITLE ROI x

Quantitative Analyst 68,000 - 90,000

Reinsurance Investment Analyst 80,000 - 110,000

Senior Business Analyst 60,000 - 90,000

Business Analyst 45,000 - 65,000

ACTUARY

JOB TITLE ROI x

Chie Actuary 120,000 - 180,000

Pricing Specialist 90,000 - 115,000

Lie Actuary Qualied 85,000 - 105,000

Lie Actuary Part-Qualied 55,000 - 80,000

Pensions Actuary Qualied 90,000 - 120,000

Pensions Actuary Part-Qualied 32,000 - 50,000

Non Lie Actuary Qualied 80,000 - 115,000

Non Lie Actuary Part-Qualied 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 thecurrent economic climate and not as aected as other parts o the nancial services sector including the lie & pensions market which continues to be impacted.

During 2010, it is noticeable that the large insurance companies are showing signs o stability and growth as they begin to recruit again. A positive level ocondence has also been noticed as an increase in the number o senior candidates across all divisions and expertise express an interest in a move or careeropportunity which was rarely the case during 2009 and into early 2010.

Salaries at the higher end o the scale have held their own in the last 12 months however without any real increase, and benets including pension and bonuspotential were squeezed. Those securing new positions and making a move would do so or the career opportunity and new challenge rather than or nancialgain. At the middle to lower end o the spectrum, salaries have shown a downward trend as candidates accept lower salaries or a new position. It seems thatperceptions have changed to ocus on stability within a role, rather than on improved salary prospects.

Within the brokerage rms, salaries have noticeably decreased and the ocus is most certainly on retaining current business rather than on new businessdevelopment. Although the market seems to have stablilised with a resulting lower reported number o redundancies, companies are continuing to reduce stanumbers in some areas via natural attrition.

Specialist or niche areas where there have been a number o new opportunities in the last ew months were within product development, underwritingand reinsurance as well as business analysis and systems ocused roles. Individuals with specic regulatory experience are also more and more in demand.Remuneration packages on oer or these specialist positions are attractive, refecting the specialism and it is sometimes challenging to identiy and attract thisexpertise.

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ICTJOB TITLE Dublinx base Dublinx OTE ROIx base ROIx OTE

Country Manager 90,000 - 120,000 110,000 - 160,000 90,000 - 120,000 100,000 - 160,000

Sales Director (T/O > 50m) 90,000 - 120,000 120,000 - 200,000 90,000 - 120,000 110,000 - 160,000

Sales Director (T/O < 50m) 75,000 - 100,000 90,000 - 150,000 75,000 - 100,000 90,000 - 120,000

Sales Manager 60,000 - 80,000 80,000 - 120,000 60,000 - 80,000 80,000 - 100,000

Channel Manager 55,000 - 75,000 65,000 - 85,000 55,000 - 75,000 65,000 - 85,000

Business Development Manager (3+ years exp.) 55,000 - 70,000 70,000 - 90,000 55,000 - 70,000 65,000 - 85,000

Key Account Manager (5 - 10 years exp.) 50,000 - 70,000 70,000 - 85,000 50,000 - 70,000 70,000 - 85,000

Corporate Account Manager (3 - 5 years exp.) 50,000 - 65,000 60,000 - 85,000 50,000 - 65,000 60,000 - 85,000

Commercial Account Manager (2+ years exp.) 40,000 - 55,000 50,000 - 70,000 40,000 - 55,000 50,000 - 70,000

Marketing Director 85,000 - 120,000 N/A 85,000 - 120,000 N/A

Marketing Manager 55,000 - 85,000 N/A 45,000 - 75,000 N/AProduct Manager 50,000 - 75,000 N/A 50,000 - 75,000 N/A

Senior Marketing Executive (5+ years exp.) 50,000 - 75,000 N/A 45,000 - 65,000 N/A

Marketing Executive (2 - 5 years exp.) 30,000 - 50,000 N/A 30,000 - 45,000 N/A

PR / Communications Manager (5+ years exp.) 70,000 - 90,000 N/A 55,000 - 80,000 N/A

PR / Communications Manager (3 - 5 years exp.) 45,000 - 75,000 N/A 45,000 - 65,000 N/A

Marketing Analyst 45,000 - 65,000 N/A 45,000 - 65,000 N/A

SALES & MARKETING

FMCGJOB TITLE Dublinx base Dublinx OTE ROIx base ROI xOTE

Country Manager 80,000 - 120,000 100,000 - 150,000 80,000 - 120,000 100,000 - 150,000

Business Unit Manager 75,000 - 95,000 90,000 - 115,000 75,000 - 95,000 90,000 - 115,000National Sales Manager 65,000 - 90,000 80,000 - 110,000 65,000 - 90,000 80,000 - 110,000

National Account Manager 55,000 - 75,000 66,000 - 90,000 50,000 - 75,000 60,000 - 90,000

Area Sales Manager 50,000 - 65,000 60,000 - 80,000 45,000 - 65,000 55,000 - 80,000

Key Account Manager 45,000 - 65,000 55,000 - 75,000 45,000 - 60,000 55,000 - 70,000

Territory Sales Rep. / Account Manager (3 - 5 years exp.) 30,000 - 45,000 36,000 - 55,000 30,000 - 45,000 36,000 - 55,000


Marketing Manager 60,000 - 85,000 N/A 5,5000 - 75,000 N/A

Account Director 65,000 - 80,000 N/A 60,000 - 75,000 N/A

Account Manager 40,000 - 60,000 N/A 35,000 - 55,000 N/A



Brand Manager (5+ years exp.) 55,000 - 75,000 N/A 45,000 - 65,000 N/ABrand Manager (1 - 5 years exp.) 35,000 - 50,000 N/A 35,000 - 50,000 N/A

Category Manager (5+ years exp.) 45,000 - 60,000 N/A 40,000 - 55,000 N/A

Category Manager (1 - 5 years exp.) 30,000 - 45,000 N/A 30,000 - 45,000 N/A


2

There is no doubt that 2010 saw another year o restructuring and reorganisation within most companies and sectors. Some o the common denominatorsbetween all companies, both MNC and SME, are cost eciencies, stability and sustainability. This saw some emergence o newly dened roles withinorganisations. Employers are still looking or immediate return on investment o a new hire at all levels and as a result are predominantly hiring candidates withmarket 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 o candidates diered depending on sector and knowledge. Most important long-term criterion or candidates on the move was and willcontinue to be company and market stability. Talent retention is stable due to lack o attrition and ewer organic growth opportunities.

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COMMERCIAL, B2B & SERVICES

JOB TITLE Dublinx base Dublinx OTE ROIx base ROIx OTE

Sales Director 80,000 - 120,000 95,000 - 150,000 70,000 - 120,000 80,000 - 140,000

National Sales Manager 75,000 - 90,000 90,000 - 120,000 70,000 - 90,000 90,000 - 120,000

Regional Sales Manager 60,000 - 80,000 80,000 - 100,000 60,000 - 80,000 80,000 - 100,000

Sales Manager 50,000 - 75,000 70,000 - 90,000 50,000 - 75,000 70,000 - 90,000

Business Development Manager 50,000 - 70,000 60,000 - 90,000 45,000 - 70,000 55,000 - 85,000

Key Account Manager 45,000 - 60,000 52,000 - 70,000 35,000 - 50,000 40,000 - 60,000

Senior Sales (5 - 10 years exp.) 40,000 - 50,000 50,000 - 65,000 40,000 - 50,000 50,000 - 65,000

Mid - Senior level Sales (3 - 5 years exp.) 35,000 - 45,000 40,000 - 65,000 30,000 - 40,000 35,000 - 55,000


Marketing Manager 45,000 - 80,000 N/A 45,000 - 75,000 N/ASenior Marketing Executive (5 - 10 years exp.) 40,000 - 65,000 N/A 40,000 - 60,000 N/A


Senior Product / Brand Manager (5 -10 years exp.) 50,000 - 70,000 N/A 50,000 - 70,000 N/A

Product / Brand Manager (3 - 5 years exp.) 40,000 - 55,000 N/A 40,000 - 55,000 N/A

PR Communications Manager 45,000 - 60,000 N/A 40,000 - 55,000 N/A


SALES & MARKETING

HEALTH, PHARMACEUTICAL & SCIENTIFIC

JOB TITLE Dublin x base Dublin x OTE ROI x base ROI x OTE

Country Manager / Sales Director 90,000 - 140,000 110,000 - 160,000 80,000 - 130,000 100,000 - 120,000Business Unit Manager / Sales & Marketing Manager 80,000 - 100,000 100,000 - 120,000 75,000 - 95,000 80,000 - 100,000

Sales Manager (Team > 6 people) 65,000 - 85,000 80,000 - 95,000 55,000 - 85,000 65,000 - 95,000

Sales Manager (Team < 6 people) 55,000 - 70,000 70,000 - 90,000 50,000 - 65,000 60,000 - 75,000

Business Development Manager 50,000 - 70,000 70,000 - 90,000 50,000 - 65,000 60,000 - 75,000

Hospital Rep. / Product Specialist (3+ years exp.) 40,000 - 65,000 60,000 - 75,000 38,000 - 60,000 48,000 - 75,000

Hospital Rep. 44,000 - 52,500 55,000 - 65,000 40,000 - 50,000 50,000 - 60,000

Senior GP Rep. / Territory Manager (3+ years exp.) 42,000 - 60,000 52,000 - 70,000 38,000 - 55,000 50,000 - 60,000

GP Rep (1 - 3 years exp.) 35,000 - 46,000 45,000 - 60,000 30,000 - 40,000 38,000 - 50,000

Entry Level Rep. 30,000 - 38,000 38,000 - 50,000 25,000 - 35,000 30,000 - 45,000


Marketing Manager 65,000 - 85,000 N/A 55,000 - 80,000 N/A

Senior Product Manager (3+ years exp.) 55,000 - 72,500 65,000 - 82,000 50,000 - 70,000 60,000 - 80,000

Product Manager (1 - 3 years exp.) 40,000 - 55,000 50,000 - 65,000 35,000 - 52,000 45,000 - 65,000

Assistant Product Manager / Marketing Executive 28,000 - 40,000 35,000 - 50,000 25,000 - 38,000 35,000 - 48,000

The past 12 months continued to see limited opportunities or senior sales roles and as a result the candidate pool was very competitive in many sectors. Manyo these hires saw reduction in salary packages (10% - 20%) and companies ound that they were getting a higher calibre o candidates or their salary budget.We saw a shit in motivation and reward incentives to refect new market objectives and in order to manage employee expectations, salary packages becameless ocused on basic salary and more heavily weighted on perormance bonus. Most larger & MNC companies were rehiring in the Irish market in line with UKsalaries, which due to the currency dierence saw a signicant decrease in overall package.

Some encouraging predictions or 2011, noticeable in the 2010 market, were the return o part-time employees back into ull-time employment and also anincreasing number o backll rehires due to companies operating as leanly as they possibly can. As this continues, the market will begin to see condence again.

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BELFAST51-53 Adelaide St., Belast

T. 00 44 28 90 325 325E. [email protected]

www.brightwaterNI.com

DUBLIN36 Merrion Square, Dublin 2

T. 00 353 1 662 1000E. [email protected]

www.brightwater.ie

CORK49 South Mall, Cork

T. 00 353 21 422 1000E. [email protected]

www.brightwater.ie

Thi d t d b B i ht t i O t b 2010 C i SME b i t bl hi i ti ti i t d i

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