Greythorn US Salary and Market Report
51
IT SALARY & MARKET REPORT From the experts North America 2012
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We are pleased to announce the release of the Greythorn Salary and Market Report for 2012This report is conducted to provide you with a comprehensive update on IT recruitment across North America.Our specialists across all of our verticals have put together specific information on the latest hiring and compensation trends covering permanent and contract recruitment across:Mobile Application DevelopmentBig Data and Cloud ComputingInformation SecurityHealthcare ITProject Management and Business AnalysisBusiness IntelligenceWeb Application Development
Transcript of Greythorn US Salary and Market Report
IT SALARY &
MARKET REPORT
From the experts
North America 2012
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CONTENTS
Introduction .........................5
Key Findings........................6
Methodology .......................8
Career OverviewProfession ......................... 10
Industry ............................. 11
Working Week ................... 12
Length of Tenure ............... 13
Market PerspectiveStaff ................................... 16
Redundancy ...................... 17
Job Security ...................... 18
Economy ........................... 18
Employee Benefi tsPermanent
Benefi ts ..........................20
Bonus .............................22
Contract
Benefi ts ..........................25
Career InsightIndustry .............................28
Career Moves
Previous .........................29
Current ...........................30
Future ............................. 31
Salary SummaryIT
Database
& Business Intelligence .....35
Information Security .........35
Cloud and Big Data...........36
Mobile Development .........36
Web Development ............ 37
Healthcare IT .....................38
Project Managment &
Business Analysis .............39
Major Accounts .................40
According to Greythorn ....................42
About Us ........................... 47
Acknowledgements ..........49
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YOUR IT SALARY &
MARKET REPORT
FROM THE EXPERTS.
Ben Weber
Managing Director
+1 425 460 4285
Ben Weber
Managing Director
In the beginning of 2012, we surveyed our extensive database of IT
professionals about their careers as well as the current job market
conditions. These fi ndings have enabled us to present you with a
clear insight into key trends and drivers in the IT market.
This report provides some of the most comprehensive information
currently available. We hope you fi nd the information in this market
report useful and welcome any comments or recommendations.
We would also like to extend a huge thank you to everyone
who took part in the survey, your input is greatly appreciated.
www.greythorn.com
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Key F
ind
ing
s
KEY FINDINGS
• The top three benefi ts our
respondents feel are of vital importance
are; 25 or more days holiday (49%),
fl exible working time - working from home
(48%), annual bonus scheme (45%).
And it appears that generally
employers are meeting the needs of their workers - with 40% enjoying 25 or more days
holiday in their current job (the most
common benefi t) and 47% receiving the
option to work from home (second most
common benefi t).
• Confi dence in the market seems to be
improving with a majority reporting that
53% of IT departments have increased headcount in the
past year. This is encouraging news for
professionals and is one of the reasons
why 59% of workers are optimistic
about the future of the economy over
the next 12 months.
• Job satisfaction is high within
the market, so much so that 80% would recommend their employer to a friend.
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Key F
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• Although 79% of IT professionals
are highly satisfi ed or satisfi ed in
their current role, 50% are very likely or likely to change organizations in the next 12 months. This compliments the
fact that career development is the
biggest motivation for IT workers when
considering a new job.
BE
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HT• Employee benefi ts add value to a job
opportunity, so it is key that employers
carefully consider their benefi ts package
if they want their company to stand out
from others during the job offer stage.
• Bonus satisfaction in the market is
positively high among professionals, with
56% surveyed being highly satisfi ed or satisfi ed with their last bonus (results in this survey
show that the average bonus is now
running between 0 and 9%).
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In January 2012, Greythorn conducted
a survey with its clients and candidates
focused on the demographics, length
of tenure, working week, job security,
career motivations, department
changes, reward and bonus trends
of IT professionals.
Professionals across North America
from over 11 industry sectors responded
to the survey; helping us to determine
key trends within the market for you.
This IT Salary & Market Report
is based on the data received through
the online survey, as well as the
expert opinions of our experienced
consultants.
Please contact us if you would like
to receive a salary report tailored
to your business needs.
+1 312 917 1610
+1 425 635 0300
METHODOLOGY
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An expert is
DEDICATED.We recruit with honesty, integrity
and are dedicated to building
a strong relationship with our
candidates.
John A Hudson, Mobile Specialist
CAREEROVERVIEW
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Care
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PROFESSION
Which area best describes your current position?
Project Management/Business Analysis
Software Development
22% 17%
WebDevelopment
Mobile Development
10% 12%
General IT Other7% 22%
Network Engineering Management
6% 10%
Cloud Computing
Information Security
11% 11%
Business Intelligence
Healthcare IT14% 58%
IT Professionals
Banking
Business Services / B2B
Financial Services
FMCG
IT / Software Houses
Leisure / Travel /Entertainment
Manufacturing / Utilities
NFP / Public Sector
Healthcare
Professional Services
Publishing
Retail
Other
Digital Media
Permanent
Contract
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Care
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iew
INDUSTRY
In which sector do you work?
0
5
10
15
20
25
35
40
%
30
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Care
er O
verv
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WORKING WEEK
How many hours a week do you work, on average?
Do you expect the hours you work per week to change over the next 12 months?
2%Up to 20 hours
1%21-30 hours
1%31-35 hours
30%36-40 hours
38%41-45 hours
19%46-50 hours
9%More than
50 hours
Increase DecreaseNo Change
31% 2%67%
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Care
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LENGTH OF TENURE
How long have you been in your current role?
Under a month
4-6 months
1-2 years
5-10 years
1-3 months
7-12 months
3-5 years
2-3 years
More than 10 years
8%
13%
15%
7%
21%
14%
11%
8%
3%
In a poll carried out in 2011 by Greythorn, a staggering two-thirds of those questioned said they would
happily lose an average of $16,600 a year in return for a three-day weekend.
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An expert is
ETHICAL.At Greythorn, we don't
compromise our ethics,
because to do so would
be to compromise
everything else.
MARKET PERSPECTIVE
Ryan Lum, Principal Recruiter
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STAFF
Did your department increase or decrease overall headcount last year?
What are your expectations for the department next year?
Is your department currently increasing or decreasing headcount?
"2012 is shaping up to be a good year
for the market as the economy begins to
rebound. Companies are beginning to
hire again, but they are being selective by
seeking senior or niche candidates.
Employers reacted to uncertain market
conditions by being cautious with their
hiring. Most companies are seeking
contract or contract to hire employees
rather than bringing on full-time employees."
Taylor Williamson,
Business Intelligence & Database Specialist
Increase
Increase
Increase
Decrease
Decrease
Decrease
Don't know
Don't know
Neither /
Stay the same
53%
37%
26%
24%
21%
21%
23%
42%
31% 22%Don't know
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REDUNDANCY
Do you expect your department to make any redundancies over the next 12 months?
"A slow, but steady increase in
confi dence is evident in the market
through the hiring of both contractors
and permanent employees.
Employers are closely evaluating
job descriptions and the needs of
their organization. Matching the
most critical skills needed to their
recruitment strategies is elliciting a
more streamlined hiring process."
Kathleen McHugh, PMP
Healthcare IT Recruiter
16%
4%
8%
There will be a signifi cant headcount loss
Dependent on the
volatile economy, we
review every quarter
8%
26%
38% We've made
our cuts already
We are hiring aggressively
now the market has turned
I suspect the headcount
will remain the same
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JOB SECURITY
ECONOMY
How secure do you feel in your current role?
How are you feeling about the future of the economy over the next 12 months?
“Professionals in today's market have
niche skills that are in high demand.
Employers are actively working to
secure these professionals by offering
creative benefi ts such as generous
401K plans, day care, remote work
options and quarterly bonuses."
Ryan Lum,
Project Management Specialist
"There was general malaise and
hesitancy over the last three years, but
that time has come and gone. Employers
are forging ahead with priority plans and
exercising caution by reducing overhead
and protecting their intellectual property.
Although there has been an inconsistent
reaction from the federal government,
employers seem to be taking on bigger
projects and core offerings.
With a "do more with less" approach,
talent acquisition is obviously affected,
but market moving positions will always
remain top priority, thus top tier talent
will continue to be sought after.”
Ben Weber,
Managing Director
Very secure
Secure
Insecure
Very insecure
22%
60%
12%
6%
Very optimistic
7%
Optimistic
52%
Pessimistic
14%
Indifferent
23%
Very pessimistic
4%
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An expert is
PREMIUM.We seek business partnerships,
where we are valued for our
specialist knowledge and
expertise, rather than short-term
transactional relationships.
EMPLOYEEBENEFITS
Kelly Ebright, Manager - Major Accounts
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enefi ts
PERMANENT | BENEFITS
How would you assess the following benefi ts?
0
10
20
30
40
50
70
%
60Unimportant
Attractive
Fairly attractive
Vital
• The top three most vital benefi ts
are 25 days or more holiday
(22%), annual bonus scheme
(20%) and fl exible working (16%).
• The three least important benefi ts
are complimentary fruit / lunch
(35%), car / car allowance (30%)
and share incentive / EMI scheme
/ option scheme (10%).
Share incentive / EMI scheme / option scheme
25 days holiday or more
Annual bonus scheme
Car / car allowance
Complimentary lunch
Flexible benefi ts (choosing from a range
of options)
Flexible working (homeworking / fl extime)
Good company pension scheme
Insurance (PMI / death in service / life insurance)
$
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enefi ts
PERMANENT | BENEFITS
What benefi ts do you currently receive?
40%
66%
4%
53%
47%
29%
79%
17%
8%
4%
None of the above
Other
$
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enefi ts
PERMANENT | BONUS
Did you receive a bonus last year?
How is your bonus paid?
What is your bonus calculated on?
• Only 47% of professionals surveyed
received a bonus last year, which
could be indicative of company
performance, as very few (only 10%)
bonuses are calculated based on
personal performance alone.
Company performance
Personal performance
Both company and personal performance
47%
24%
53%
10%
66%
Annually
Quarterly
Other
83%
6%
11%
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53%0-9%
from basic
salary
36%10-19%
from basic
salary
30-39%
from basic
salary
2%
2%60-69%
from basic
salary
5%20-29%
from basic
salary
Em
plo
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enefi ts
PERMANENT | BONUS
As a percentage of your basic salary, what level was your last annual bonus?
• The average bonus has risen
to as much as 19% for 36%
of IT professionals, but 53% of
respondents received only up to
9% of their base salary.
40-49%
from basic
salary
2%
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enefi ts
PERMANENT | BONUS
How would you assess the level of satisfaction with your last bonus?
How would you assess your level of expectation for your next bonus?
• 39% of professionals are optimistic
that their next bonus will be
higher than their last. Only 8% of
IT professionals believe that their
bonus will be reduced, which attests
to the recovery of market conditions.
Signifi cantly
higher
Higher NothingSame
43%3%Lower
8%36% 10%
Highly satisfi ed
Satisfi ed
Dissatisfi ed
Highly dissatisfi ed
10%
56%
23%
11%
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enefi ts
CONTRACT | BENEFITS
Do you receive benefi ts as part of your package?
What benefi ts do you currently receive?
24%
17%
28%
41%
35%
28%
72%
7%
10%
32%
68%
Share incentive / EMI scheme / option scheme
25 days holiday or more
Annual bonus scheme
Car / car allowance
Flexible benefi ts
Flexible working (homeworking / fl exitime)
Good company pension scheme
Insurance (PMI / death in service / life insurance)
• There is only a 13% difference
between permanent and
contractor professionals
receiving the option to work from
home (47% permanent and 35%
contract).
• From these results we can
determine that contractors
are generally enjoying one of the
most vital benefi ts desired and
are not missing out.
Other
$
From our research in 2011,
we discovered both male and
female IT workers would prefer to
have a male boss.
The research showed that just
8% of men and only 6% of
women said they would prefer
to report into a woman. This is
refl ected in women’s experiences
of seeking promotion, as 49% felt
they were discriminated against
during the promotion process.
When asked how gender
discrimination manifested itself,
78% of women and 45% of men
said it included being overlooked
for promotion.
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An expert is
TRUSTED.For us, trust means
developing long-term,
rewarding personal
relationships. It means
never giving you a reason
to go elsewhere.
CAREER INSIGHT
Mary Beth Seaman, Director of Healthcare IT Practice
Banking
Business Services / B2B
Financial Services
FMCG
IT / Software Houses
Leisure / Travel / Entertainment
Manufacturing / Utilities
NFP / Public Sector
Healthcare
Professional Services
Publishing
Retail
Other
Digital Media
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Care
er In
sig
ht
INDUSTRY
In which sectors have you previously worked?
• The most popular sector
IT professionals
have previously worked in
is IT / Software Houses (46%).
46%
19%
22%
16%
16%
0%
19%
8%
22%
22%
5%
8%
14%
3%
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Care
er In
sig
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CAREER MOVES | PREVIOUS
Why did you leave your previous role?
• The top three reasons for leaving
a previous role are end of contract /
assignment (19%), career development
(15%) and desire for a new challenge
or more interesting work (13%).
• 80% of employees in the IT market are
either highly satisfi ed or satisfi ed with
their current job, which is supported
by the leading reason for a career
move being the end of a contract /
assignment.
15%
CAREER DEVELOPMENT
2%INTERNAL PROMOTION
5%
BETTER WORK / LIFE BALANCE
1%
MORE RESPONSIBILITY /ACCOUNTABILITY
13%
NEW CHALLENGE / MORE INTERESTING WORK
1%IMPROVED BENEFITS PACKAGE
12%
HIGHER SALARY
1%IMPROVED EMPLOYER BRAND
4%IMPROVED RELATIONSHIP WITH MANAGER / COLLEAGUES
19%
END OF CONTRACT / ASSIGNMENT
5%
JOB SECURITY
1%NOT APPLICABLE / FIRST JOB
7%
OTHER
3%
REDUNDANCY
BETTER TRAINING
1%
RELOCATION / BETTER LOCATION / EASIER COMMUTE
10%
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er In
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CAREER MOVES | CURRENT
How would you assess your level of satisfaction with your current role?
What is keeping you in your current role?
• The three main reasons for employees
staying in their current role are career
progression (47%), challenge of the
position (40%) and security (38%).
Awaiting bonus payment
Career progression
Challenge
Colleagues
Enjoyment
Longevity need to stay longer before looking again
Security
Highly satisfi ed
Satisfi ed
Dissatisfi ed
Highly dissatisfi ed
26%
54%
16%
4%
0 10 20 30 40 50 %
Main reason
Tertiary reason
Secondary reason
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Care
er In
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CAREER MOVES | FUTURE
How likely are you to change organizations in the next 12 months?
What would you perceive to be an acceptable increase in your basic compensation for your next role?
• Most people felt an acceptable
increase in their basic compensation
for a new role was up to 10%, with
the second highest being 11%-15%.
This suggests that current salaries
within the IT market are being well
received by employees and the
expectation of an increase comes
with career progression.
Very unlikely
Unlikely
Likely
Very likely
20%
30%
37%
13%
• Interestingly, we see a 50-50 split
between those who are likely and
unlikely to change organizations in
the next 12 months. This deviates
from the indication that 80% of
professionals are satisfi ed in their
position, but attributes to the fact that
28% of respondents would change
positions for career development or
a new challenge. 37% will be likely to
change organizations due to expiring
contracts.
9%21-25%
increase
5%26-30%
increase
7%More than 30%
increase
4%0%
increase
20%11-15%
increase
18%16-20%
increase
Up to 10%
increase
37%
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Care
er In
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CAREER MOVES | FUTURE
What are your key priorities when considering a new job?
• The three most popular priorities
when considering a new job are career
development (29%), higher salary (25%)
and new challenge / more interesting
work (15%).
• Working in such a competitive market,
it is not surprising that career development
is the main priority when considering
a new job. In the current climate, it
is about the quality of an individual’s
performance – how much expertise /
experience they have. Therefore, the
opportunity to develop IT skills in a role
will allow professionals to continue to
build on their expertise and ultimately
set their qualities apart from other
candidates.
• With career development being the key
priority for professionals, it is crucial that
employers are clear about what career
opportunities their company offers
if they want to secure the best talent
and not lose an individual to another
employer.
0 10 20 30 40 50 %
Career development
More responsibility / accountability
Better bonus potential
Higher salary
Better work /life balance
Improved benefi ts package
New challenge / more interesting work
Job security
Better relationship with my colleagues
Improved employer brand
Better training
Better location / easier commute
Main reason
Tertiary reason
Secondary reason
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An expert is
HIGH PERFORMING.We know that for our clients
and candidates, ultimately, it’s all
about the best results, so we have
high expectations of our service.
SALARY SUMMARY
Nate Ollestad, Director of Technology Practice
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Sala
ry S
um
mary
SALARY SUMMARY
IT
Database
& Business Intelligence ......... 35
Information Security ............. 35
Big Data and
Cloud Computing .................. 36
Mobile Practice ..................... 36
Web Development ................ 37
Healthcare IT ......................... 38
Project Management &
Business Analysis ................. 39
“Employees are looking for new
opportunities that offer better
compensation and quality training
programs. Employers would be wise to
invest in their employees and sell long
term opportunity instead of short term
pay increases.
Many of the candidates in today's
market are passive candidates - they
are in high demand and do not have
trouble fi nding positions, therefore their
focus is on compensation rather than job
security.”
Donta Moore,
Senior Account Executive
Areas we specialize in:
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IT
Database & Business Intelligence
Job title PermanentContract
hourly rates
Min Max Min Max
Business Intelligence Developer $52,000 $132,000 $45 $85
Data Warehouse Developer $58,000 $125,000 $50 $100
Report Developer $60,000 $91,000 $35 $60
Database Analyst $60,000 $105,000 $35 $65
Business Intelligence Analyst $62,000 $118,000 $45 $80
Database Developer $75,000 $155,000 $40 $80
Information Security
Job title PermanentContract
hourly rates
Min Max Min Max
Security Engineer $38,000 $109,000 $55 $105
Security Control Analyst $45,000 $90,000 $40 $85
Application Architect $55,000 $140,000 $60 $125
Security Researcher $61,000 $105,000 $55 $110
Management and Executive $74,000 $165,000 N/A N/A
Security Architect $82,000 $121,000 $75 $150
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Big Data / Cloud Computing
Job title PermanentContract
hourly rates
Min Max Min Max
Data Scientist $80,000 $150,000 N/A N/A
Software Engineer $90,000 $150,000 N/A N/A
Cloud Engineer $90,000 $160,000 N/A N/A
Chief Architect $115,000 $190,000 N/A N/A
Senior Software Engineer $115,000 $190,000 N/A N/A
IT
Mobile Practice
Job title PermanentContract
hourly rates
Min Max Min Max
Mobile Application Developer $60,000 $125,000 $45 $100
Mobile Architect $68,000 $114,000 $60 $110
Mobile Software Engineer $75,000 $120,000 $40 $100
Android Developer $75,000 $135,000 $65 $100
Mobile Designer $77,000 $83,000 $45 $65
Mobile Test Engineer $77,000 $83,000 $38 $57
iOS Developer $85,000 $120,000 $55 $90
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Job title PermanentContract
hourly rates
Min Max Min Max
Digital Designer $45,000 $95,000 $25 $50
SEO Specialist $50,000 $90,000 $30 $60
UI/UX Developer $55,000 $120,000 $30 $70
Front End Developer $60,000 $100,000 $30 $50
Flash Developer $60,000 $110,000 $35 $70
PHP Developer $65,000 $100,000 $35 $55
HTML5 $70,000 $110,000 $40 $60
Digital Project Manager $75,000 $110,000 $40 $65
Web Development Manager $95,000 $140,000 $60 $80
IT
Web Development
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Healthcare IT
Job title PermanentContract
hourly rates
Min Max Min Max
Epic Trainer $65,000 $80,000 $60 $75
Interface Engineer $70,000 $89,000 $80 $110
Principal Trainer $75,000 $90,000 $80 $90
Epic Project Manager $75,000 $130,000 $100 $135
Cache Database Administrator $83,000 $115,000 $85 $115
Clarity Report Writer $80,000 $100,000 $85 $115
Epic Analyst $85,000 $105,000 $75 $95
Epic Builder $85,000 $115,000 $80 $125
Security Analyst $95,000 $105,000 $90 $120
IT
Project Management / Business Analysis
Job title PermanentContract
hourly rates
Min Max Min Max
Business Analyst $70,000 $90,000 $30 $55
Projects Manager $70,000 $120,000 $30 $80
Senior Business Analyst $80,000 $110,000 $40 $65
Network Manager $80,000 $120,000 $35 $65
IS Manager $80,000 $150,000 $45 $85
Project Leader $90,000 $125,000 $45 $75
PMO Manager $90,000 $150,000 $50 $125
Development Manager $120,000 $140,000 $55 $100
Project Director $140,000 $160,000 $75 $110
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IT
Job title PermanentContract
hourly rates
Min Max Min Max
Software Developer $70,000 $115,000 $70 $115
QA Engineer $65,000 $85,000 $60 $85
Network Engineer $70,000 $120,000 $70 $115
Project Manager $70,000 $120,000 $60 $120
Program Manager $70,000 $120,000 $60 $120
Product Manager $70,000 $120,000 $60 $120
Product Manager $70,000 $120,000 $60 $120
System Engineer $70,000 $90,000 $60 $90
Operations Engineer $50,000 $70,000 $50 $80
System Administrator $50,000 $70,000 $50 $80
Network Administrator $50,000 $70,000 $50 $80
Major Accounts/Microsoft
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IT
Ben Weber
Managing Director
Greythorn North America
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ACCORDING TO GREYTHORN
Caleb Potter, Healthcare IT Recruiter
REPUTATIONis everything.
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TIPS FOR ORGANIZATIONS TRYING TO
ATTRACT TOP TALENT
It is no longer enough to have market-leading compensation. Employers need to create a
positive, innovative culture that fosters personal growth,
and creativity.
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Know their language. So many candidates out there are contacted by recruiters - your business needs to stand out. You need to build a sense of trust and rapport with your candidates to be successful.
We pride ourselves on a reputation for quality and our 'nice people to do business with' approach; going the extra mile to deliver the right resources.
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Gre
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GREYTHORN DOES NOT SEEK TO
BE ALL THINGS TO ALL PEOPLE
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Greythorn is a specialist IT recruitment consultancy.
Established in 1976, Greythorn’s
team of dedicated specialists pride
themselves on their market leading
reputation. Our primary focus is
providing quality service and building
long-term partnerships with both
clients and candidates.
We aim to work with each of our
candidates closely to provide them
with job opportunities tailored to
meet their skills and ambitions, and
work in partnership with our clients
to meet their recruitment needs, with
a full appreciation of their business
objectives.
Greythorn covers a wide range of
areas including Mobile Application
development, Big Data and Cloud
Computing, Information Security,
Healthcare IT, Project Management
and Business Analysis, Business
Intelligence and Web Application
and Development, placing for both
permanent and temporary roles.
As well as providing expertise in North
America, Greythorn has offi ces
ABOUT US
Ab
out u
s
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SEATTLE
40 Lake Bellevue
Suite 100
Bellevue, WA 98005
+1 425 635 0300
CHICAGO
203 N LaSalle
Suite 2100
Chicago, IL 60601
+1 312 853 6100
in Asia, Australia, Latin America, the
United Kingdom and Ireland.
Greythorn is part of the global multi-
brand recruitment family, FiveTen
Group, one of the world’s fastest-
growing specialist recruitment
consultancies.
If you would like advice on any current
or anticipated recruitment needs or
career development, please contact us.
Ab
out u
s
This research was carried out by means
of an electronic questionnaire and
supplemented with data and market
information that Greythorn has access
to. The results are provided as generic
market information only.
Greythorn does not make any warranties
regarding the use, validity, accuracy or
reliability of the results and information
obtained. Greythorn will not be liable for
any damages of any kind arising out of
or relating to the use of this information.
DISCLAIMER
We would like to thank all those who
completed our survey – without your
contribution this market report would
not be possible. If you didn’t complete
our survey this time, please do so next
year to ensure we can continue to
develop the depth and quality of this
report and continue to provide you with
a fair and balanced picture.
This market report is intended to give
you a very general overview on the
changing nature and complexity
of the IT employment market; for a more
tailored and confi dential discussion on
how this will affect your business or
indeed your own career, please do not
hesitate to get in touch with us.
ACKNOWLEDGEMENTS
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+1 425 635 0300
www.greythorn.com
+1 312 853 6100
www.greythorn.com
“Reputation is everything”
DEDICATED
ETHICAL
PREMIUM
TRUSTED
HIGH PERFORMING
www.greythorn.com
