Harnham 2015 Salary Guide

2014 was undoubtedly a good year for the Data and Analytics sector. Many candidates found that the high demand for their skills led to the opportunity to explore their career development, and almost half of our respondents had changed jobs in the last year.

This candidate driven trend has continued into the early part of 2015 and shows no signs of abating as we head further into the year. The volume of vacancies is still high, and this is naturally supporting a candidate driven market.

As one would expect, candidates are seeking roles with better benefits and increased financial reward but supportive, and collaborative working environments are also high priorities. In a candidate-driven market, it is important that employers demonstrate that they are well-run organisations with a strong, supportive culture to meet the key requirements of the potential employee. Successfully attracting the best people will require a strong offer.

Therefore a streamlined process of screening and selection must be in place to secure the services of talented candidates.

Of those that received a bonus, 68% reported that it was higher than the previous year

A significant uplift was expected among candidates lookingto move job

Welcome to the Harnham 2015 salary guide. In these pages we will be presenting you with the market trends, predicted developments and of course salary data for the Data and Analytics sector.

UPTAKE OF R

BIGGER BONUSES

DESIRED SALARY INCREASE

ACHIEVED INCREASE

Our survey shows evidence of the increased use of open source products with R the winner among our respondents

Companies responded to candidates salary expectations by closely meeting their demands

SALARY GUIDEINTRODUCTION

_ harnham salary guide 2015 _ page

2

for more information, go to: harnham.com

As you would expect from a leading presence in the Data and Analytics industry, we have an ongoing process of monitoring the trends within the market. Our salary guide is based on responses from over 1,200 respondents from around the UK and additional information sourced from;

_ Analysis of our online advertising during 2014

_ Market intelligence gathered first hand from client and candidate interaction

_ Objective data gathered from placements made by Harnham

The responses to our survey were gathered from a wide range of regions within the UK, with London and the South East containing the highest concentration of contributors. Once again this year we ensured that data was gathered from the rest of the UK to safeguard the accuracy and quality of the analysis.

Careful collation and interpretation of the gathered data ensures that this guide is an invaluable interpretation of the current Data and Analytics market.

NUMBER OF RESPONDENTS

DATA SOURCES


3


In addition to a wide geographical reach, the range and profile of respondents ensured a spread of market intelligence.

Contributions were gathered from all the major sectors within the field of Data and Analytics, including Retail, FMCG, Banking, Consultancy, Digital Technologies and Financial Services.

MALE

FEMALE

0 to 2

in years

3 to 6

7 to 10

11+

18-24

25-34

35-44

45-55

55+

CAREER LEVEL

AGEGROUPS

GENDER

RESPONDENT PROFILES


4


OTHER REASONS FOR LEAVING

REASONSFOR LEAVING

AVERAGETENURE46% of our respondents stay in a role 0-2 years with a further 48% 3-6 years

_ Poor Management (24%)_ Team dynamics (11%)_ Benefits (8%)_ Job stability (8%)_ Relocation (8%)

Last year 26% of respondents changed companies due to uncompetitive salaries

The speed of change in the data market has thrown up interesting results with regard to motivations for moving roles. In 2013, 38% of our respondents cited salary as their key motivator for seeking a move, yet in 2014 this has dropped to 26%.

Whilst the general increase in salaries across the industry suggests the market is catching up with demands; it also shows that those seeking a new role are looking beyond the monetary offering and other influences are becoming more prevalent.

Exposure to new technology and techniques has been a key driver to job seekers, both from our experience across the year but also within the survey results.

As an employer, ensuring that interviewees experience the work environment and meet their prospective team has become more important, along with highlighting the variety of opportunity and tasks that will feature in the role.

Flexibility of employment terms has heightened importance for prospective employees. As a result, candidates are looking to assess more closely the management and team dynamics before the move to a new employer.

In a market where tools and techniques in the application of data are constantly evolving, jobseekers are looking for a commitment from the business that there will be ongoing investment in Analytics, that will both enable the business to stay ahead of the market and will also ensure the development of their skillset.

CHANGING MOTIVATIONS


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The upward trajectory of salaries has continued with some interesting findings from our survey responses this year.

The average increase in base salaries was 17% over the previous year, vs. an increase of 13% in 2013 over the previous year.

When it came to bonuses, 68% of our respondents received larger bonuses over the previous year. The average bonus pay out was 16% above base salary, compared to 15% in 2013.

According to data from the Office of National Statistics for 2014, average annual salary increases in the private sector are now 2%. Clearly a stark contrast to the demand shown for Data and Analytics professionals, as evidenced by our survey data.

BONUS AMOUNT

AVERAGEINCREASE

NO INCREASE

BIGGERBONUSOf those who received bonuses in 2014, 68% received a higher bonusthan the previous year

in base salaries vs. last year which was 13%

For one-third of respondents there was no increase in salary at all

The average bonus payout above base salary achieved in 2014 was 16%

INCREASING REMUNERATION


6


JOB SECURITY- Respondents feel secure in their

roles. Our survey results show that 89% of respondents feel as secure as, if not more secure than they did last year in their role – a 3% increase year on year.

BONUSES- The average bonus achieved

in 2014 was 16% above base salary – 1% higher than in 2013. The expectation of a bonus pay out in 2015 continues to remain high at approximately 78%. This is on par with 2014 expectations. As a core discipline Credit Risk offered bonuses to the highest percentage of respondents (77%) and the highest average bonus pay above base salary (18%).

SALARIES- - The average base salary

reported by our survey sample was 5% higher in 2014 than in 2013. For those whose salary changed within the period, the average base salary increase was 17% – a 4% increase over 2013. Respondents who work in the area that Harnham classify as the Data and Technology core discipline reported the biggest salary uplift with an increase of approximately 19% on average.

WHO IS HIRING?- There is growth across all sectors

based on our survey responses. Team sizes are increasing. Our survey results show that nearly half (49%) of teams expanded in 2014 – a 14% increase over 2013.

THE RISE OF THE SME- Employment in the Data and

Analytics sector continues to be dominated by large companies – i.e., companies with 1001+ employees. Employees representing companies within this bracket accounted for 49% of all responses. Within large businesses, the Digital core discipline registered the highest year-on-year increase in responses (108%).

The next largest employment group is small companies – companies with 1-100 employees. Employees working within small businesses accounted for 21% of all responses, with the Credit Risk core discipline registering the highest year-on-year increase in responses (74%).

TOOLS- With wider utilisation of Open

Source technologies and increased desire for data visualisation, there has been a marked shift in the tools used last year.

Whilst MS Excel, SQL, and SAS were most frequently mentioned by respondents as their most commonly utilised tools, these experienced a year-on-year decline in mention by 11%, 16%, and 10% respectively. Tools becoming more widely used within the Data and Analytics sector include R, Hadoop, and Tableau. These tools saw a year-on-year increase in mention of 44%, 38%, and 29% respectively.

For those who received a salary increase, it was by an average of 17% over last year

Nearly half of teams expanded in 2014

JOBSECURITY

SALARY INCREASE

TEAM EXPANSION

BONUS LEVEL

89% of respondents feel secure in their role

The average percentage pay out above base salary achieved in 2014 was 16%

KEY FINDINGS


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R 44%

HADOOP 38%

TABLEAU 29%

SAS 10%

MS EXCEL 11%

MS SQL 16%


The salary data presented in the tables to follow reflect base compensation excluding bonuses, incentives and other benefits. Trends relating to the packages offered are highlighted in the commentary preceding each table.

Salaries are broken down by experience level and in a broad sense, they represent the following guide to likely years of experience.

By using this salary guide as a baseline, candidates should be better positioned to evaluate their relative value in the marketplace from the point of view of financial reward and reasonable expectations of additional benefits.

As discussed in several other areas of this guide, the current candidate driven nature of the Data and Analytics employment arena means that for the employer an up to date and applied result of contemporary data is vital in positioning their offer.

This information is intended as general guidance. As with any generally applied data your circumstances, career path and other factors should be taken into account, and we are happy to offer further assistance. Please contact us directly for a confidential discussion.

ENTRY LEVEL0-2 years

MID LEVEL3-6 years

SENIOR TECHNICAL OR MANAGER LEVEL

7-10 years

SENIOR MANAGER + LEVEL 11 years +

SALARIES BY SECTOR


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Looking first within the Retail banking sector – the crunch area of competition for talent remains at the Senior Analyst level (i.e. hands-on roles without management responsibility).

The range of salaries at this level has widened again, with companies having to pay more to bring in talented individuals.

Within the subprime space, companies have had to build new regulations into their policies and models, leading to an increased need for data and analytics professionals.

Considering the companies that have successfully hired in this arena, there would seem to be two clear routes:

1. Building in-house training and development programmes from graduate level to upskill candidates at the very start of their career

2. Hiring candidates with transferable skills from alternative industries and training them within the required discipline

2014 was a fluctuating and, at times, even turbulent year in the financial services marketplace. However, despite a year where levels of regulation increased, and there was a wave of media scrutiny, confidence in the market and consequently levels of hiring remained high.

This is expected to continue well into 2015.

“Increased data, greater automation and increased regulation”

“Bigger drive in trying to find insight rather than just churning out reports”

“High demand for SAS / SQL analysts already driving wages up, potentially impacting ability to recruit”

Have you noticed any changes in the Data & Analytics market, or emerging technologies / sectors that you feel will have an impact in 2015?

?

YOURANSWERS

CREDIT RISK


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Increased regulatory scrutiny and new requirements for control and process reporting resulted in institutions elevating their standards for governance and risk management.

The volume and number of cyber-attacks in the financial services industry has increased substantially. What historically was an IT domain now extends horizontally across many business functions.

There is now a formal expectation of effective regulation for the collection and analysis of data across the enterprise which is then used to facilitate the risk management and performance reporting requirements.

CREDIT RISK

Role Type

Decision Science

Decision Systems

Portfolio Management

Reporting

CREDIT RISK

Role Type

Decision Science

Decision Systems

Portfolio Management

Reporting

Daily Contract Rate - £ GBP per day

£475

£470

£460

£450

£700

£694

£652

£640

£890

£908

£878

£824

£233

£265

£251

£243

CYBER SECURITY - With increased regulatory scrutiny and security expectations

extending well beyond IT and information departments, financial institutions will need to strengthen their first line of defence, review third parties and update and clarify expectations of line staff, management and board members.

STRESS TESTING - A greater emphasis is being placed on assessment of overall

risk exposure. Enterprise-wide stress tests are increasingly becoming the norm. The trend is towards capturing risk at inception and reporting at a higher frequency across risk types.

SHRINKING TALENT POOL - Candidates who are talented and experienced enough to lead

and support the risk management functions at large financial institutions are in short supply – nationally and globally. Organisations are increasingly recruiting from academic programmes or providing promising employees with industry training to help address this shortage.

TOP 3SECTORTRENDS

Annual Base Salary - £ GBP [London / Outside London]


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CREDIT RISK

DAILY CONTRACT AVERAGE PAY RATES

ANNUAL PERMANENT SALARY AVERAGE

£38k / £29k

£34k / £28k

£36k / £30k

£32k / £27k

£56k / £46k

£52k / £44k

£54k / £45k

£50k / £35k

£77k / £71k

£75k / £66k

£70k / £61k

£66k / £57k

£121k / £104k

£116k / £102k

£111k / £103k

£96k / £82k

Senior Technical or Manager


Mid Level

Mid Level

EntryLevel

EntryLevel

Senior Manager +

Senior Manager +


As a result, larger businesses with regulated data sets are now further along with their big data journeys, and this is a driver of the increasing skills shortage, particularly in Hadoop and Big Data technologies.

There has also been an increased emphasis on data quality, resulting in a corresponding increase in data governance and management roles.

There is a continuing high demand for people with a combination of tech and business skills, but also a demand for Data Engineers with good scripting and OO programming skills as well as data management. We commented in last year’s guide regarding the trend of growth in the need for visualisation skills. This has been realised over the year, and we are seeing much more need for tools such as Qlikview and Tableau than we have seen previously.

“Move to real-time analytics and an increased demand for Data Scientist roles.”

“Greater focus on digital, social media, data integration and CRM.”

“Trend Analysis has become a major role and the complexity of Big Data has complicated real-time reporting. Surge in infographics.”

The exponential growth in data volumes and variety appears to have precipitated an equivalent growth in the introduction and development of the data toolkit.

We have seen companies move away from what have been historically considered powerhouse tools in favour of Open Source technologies that are able to offer more nimble solutions for businesses. The innovative data solutions from disruptive tech firms are showing massive commercial gains and have forced large established businesses to catch-up with data storage techniques.

Have you noticed any changes in the Data & Analytics market, or emerging technologies / sectors that youfeel will have an impact in 2015?

WE ASKED

YOUANSWERED

DATA AND TECHNOLOGY


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DATA & TECHNOLOGY

Role Type

Microsoft BI

Data Architecture

Data Gov./ Mgmt.

Big Data Tools

Data Warehouse Dev.

SAS Programming

DATA & TECHNOLOGY

Role Type

Microsoft BI

Data Architecture

Data Gov./ Mgmt.

Big Data Tools

Data Warehouse Dev.

SAS Programming

£551

£559

£453

£506

£592

£538

£54k / £50k

£60k / £54k

£54k / £41k

£58k / £46k

£52k / £43k

£51k / £44k

£673

£726

£717

£708

£713

£700

£73k / £64k

£85k / £78k

£74k / £49k

£85k / £57k

£73k / £62k

£70k / £58k

£915

£868

£897

£850

£861

£875

£122k / £95k

£110k / £106k

£95k / £69k

£115k / £84k

£103k / £94k

£113k / £101k

£220

£231

£290

£350

£385

£352

£37k / £29k

£39k / £30k

£39k / £25k

£37k / £33k

£35k / £30k

£34k / £30k

DATA AND TECHNOLOGYThe Internet of Things, cloud and cybersecurity will continue to dominate the IT landscape. Big Data is continuously evolving as new technologies increase capacity to mine structured, semi-structured and unstructured data.

Big Data is also enhancing Business Intelligence and leading to a more sophisticated interaction with customers. Financial institutions are increasingly relying on Big Data to develop the algorithms that generate credit ratings. Retail has also seen significant advancement to Big Data enhanced business intelligence. The increased demand for greater sophistication in analysis and data consumption will necessitate that organisations refine their talent acquisition strategies to compensate for the resultant skills gap.

MULTIPOLAR ANALYTICS- The ‘layer-cake’ model of analytics is being replaced by a new,

multipolar model where data is collected and analysed in multiple places, according to the type of data and analysis required.

CLOUD-BASED DATA SCIENCE:- Data science execution is going to move to a cloud environment.

Companies will be leveraging a packaged suite of data science tools and libraries in a certified cloud performance capability on a distributed architecture.

DATA VIRTUALISATION - Data will increasingly come in from multiple channels and

formats, mined for semantic attachments and then stored internally within a data system. Queries to this database can be done using natural language questions - “Who were our top sales reps?”

TOP 3SECTORTRENDS


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Mid Level

Mid Level

EntryLevel

EntryLevel

Senior Manager +

Senior Manager +


The most notable uplift in demand has been for the insight-savvy Web Analyst.

Such a candidate can not only tag a site, analyse a funnel and optimise a page but also stitch that data together with other data sources and build a highly desirable “single customer view”.

This enables their company to target and personalise more effectively, in essence, giving the Marketers, Content Writers and Brand Managers the ammunition to optimise their roles.

At the other end of the scale, more and more businesses are looking to bring both their optimisation and their web analytics implementation in-house giving great opportunities to the more technical Web Analytics professional whose passion lies within the code.

A Web Analyst who can code in JavaScript or build an entire A/B testing roadmap is a valuable thing indeed, and is likely to have blue-chip companies jostling to secure their services.

In 2014, companies gained a greater understanding of the importance in knowing their users / customers and began to reap the rewards of effectively personalising their approach.

Here at Harnham, we have seen many of our clients’ kick-start their “Digital Transformation”, fleshing out their original teams with Web Analysts, SEM Tracking Specialists, Optimisation Analysts, Implementation Developers and UX Insight professionals, in a bid to deliver a cutting-edge digital service. A fortunate caveat of these digital teams is that the increase in demand for top-calibre specialist professionals allows broader analytics professionals to specialise, as well as giving existing specialists a more defined career path.

“Machine Learning and Real Time Decisions will impact traditional analysis and reporting.”

“Increased expectation to be multi-skilled and have disciplines that cross over into other areas, such as online advertising.”

“Movement towards including digital analytics as part of customer data; Data Management Platforms key to prolonged success.”


WE ASKED

YOUANSWERED

DIGITAL


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Digital marketing has now displaced traditional advertising and is absorbing a larger share of marketing budgets at most major corporations.

Being no longer considered as up and coming means that digital marketing is now not just the domain of industry giants. Small businesses of all types are finding that they need to spend on content creation, search advertising, social media branding, etc. What local business can survive in today’s market if they don’t show up in a web search? Companies of all sizes are increasingly reliant on digital data.

If companies can identify trends, settle on an actionable strategy, and take measurable movements forward, they are better positioned to succeed regardless of size.

DIGITAL

Role Type

Developer

SEO/PPC

User Experience (UX)

Web Analytics

DIGITAL

Role Type

Developer

SEO/PPC

User Experience (UX)

Web Analytics

£56k / £43k

£42k / £35k

£49k / £36k

£54k / £39k

£330

£385

£451

£418

£68k / £56k

£59k / £50k

£88k / £57k

£69k / £56k

£440

£450

£660

£452

£82k / £71k

£80k / £69k

£110k / £88k

£100k / £72k

£550

£550

£881

£572

£40k / £29k

£33k / £25k

£35k / £24k

£35k / £26k

£315

£260

£350

£360



USER TRACKING ACROSS PLATFORMS- Users utilise multiple platforms to access the content and services

offered by a company (computer, smartphone, tablet, etc.). Collecting all this data issued from diverse sources will allow for better understanding of each platform, to segment and better understand the process of conversion and creation of loyalty.

DIGITAL ANALYTICS FOR SMB’S - Small and mid-sized businesses also need data but often lack in-

house experts to analyse it and develop insights about their business. New digital tools will increasingly cater to this need of SMB owners like restaurants, doctor’s offices, specialty stores and more.

WEARABLES DATA - With the anticipated release of the Apple Watch and CES quickly

approaching, more wearables are sure to make their debut. Shortly after that, analytics professionals will be busy trying to figure out how to best measure engagement and conversion on these new devices.

TOP 3SECTORTRENDS

DIGITAL


14





Mid Level

Mid Level

EntryLevel

EntryLevel

Senior Manager +

Senior Manager +


New streams of businesses, such as challenger brands and start-ups, have thrown their hats into the ring for the fight to secure analytical talent for their businesses.

In previous years, we’ve experienced limited demand from these types of organisations. Possibly due to the cost of statistical tools such as SAS, but we also suspect that the relentless hype around ‘Big Data’ has ignited more awareness and alerted many organisations to the importance of analytics.

In conjunction with the diversity of organisations hiring and the reality that demand far exceeds supply, we are seeing a greater interest in candidates with variedskill sets. Broadly speaking, SAS is still the dominant tool in the analytics market, however 2014 has cemented the need for flexibility and the necessity to consider applicants with experience in alternative tools such as SQL, SPSS and more recently, R. This acceptance of alternative or transferable skill sets is now commonplace.

In comparison, it must also be acknowledged that there has been a notable rise in clients moving away from SAS, which may also help to explain the depreciating importance of the skill. We’ve seen businesses that have been long standing users of SAS, migrating to alternative tools. As mentioned R has been particularly popular and many organisations who are introducing ‘Data’ for the first time are exploring other options, rather than immediately reverting to SAS.

The insatiable appetite for analytics professionals is unlike anything seen before, and the consumption of skilled candidates is far from slowing down. Continuing with trends seen last year, the supply of candidates in this sector did not come close to satisfying demand.

MARKETING AND INSIGHT

“Larger datasets, requirement for distributed computing and transition from SAS to R”

“A lot more people like to describe themselves as Data Scientists these days, and the requirement for Big Data experience is greater”

“Change from importance of capture and housing data to real time insight and highly automated for scale”


WE ASKED

YOUANSWERED


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The ever present challenge for marketers (particularly those who are web based) is connecting audiences with the most relevant content.

Site personalisation for product targeting will continue to take centre stage as the development of new tools that help boost conversion become more widely available. Development of new technologies is rapidly changing the face of digital marketing and the sector is quickly coming to rely much more on ‘technologists’ as much as (if not more than) the creative content designers for successful campaigns.

MARKETING AND INSIGHT

MARKETING & INSIGHT

Role Type

Campaign Analyst

Customer Insight Analyst

Data Planner

Econometrician

Market Research

MARKETING & INSIGHT

Role Type

Account Manager

Campaign Analyst

Commercial Analyst

Customer Insight Analyst

Data Planner

Econometrician

Market Research

£390

£435

£420

£460

£430

£48k / £40k

£60k / £51k

£52k / £44k

£61k / £54k

£69k / £54k

£54k / £50k

£47k / £40k

£538

£610

£655

£672

£645

£74k / £66k

£85k / £78k

£75k / £58k

£89k / £61k

£86k / £66k

£104k / £96k

£76k / £65k

£775

£793

£826

£820

£795

£97k / £81k

£121k / £102k

£107k / £98k

£136k / £116k

£113k / £97k

£142k / £112k

£106k / £94k

£230

£254

£235

£254

£240

£35k / £28k

£39k / £35k

£35k / £28k

£40k / £33k

£42k / £34k

£41k / £38k

£30k / £26k



GETTING PERSONAL: - The world is more connected because of technology and

marketing is becoming more individualised as consumers resist homogenisation. Personalisation is here to stay and will transform how companies think about and manage their brands.

MARKETING TECHIES - Marketing has moved to the digital world, and the best

marketers will have a wide range of digital and technology skills. They will be integrated with the marketing groups and will play an increasingly prominent role in how marketing strategies are developed and applied.

GO MOBILE - Mobile devices are ubiquitous fixtures of the modern life, and

no marketing campaign is planned without considering that platform. Mobile is the best method to reach masses and should, therefore, be a priority for marketers.

TOP 3SECTORTRENDS


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Mid Level

Mid Level

EntryLevel

EntryLevel

Senior Manager +

Senior Manager +


Providing meaningful commentary on the Data Science arena is made particularly difficult by the nebulous nature of the term itself. The lack of a cohesive interpretation of the role and nature of data makes effective discussion difficult.

There are even a number of commentators referring to the terms ‘Data Science’ and ‘Big Data’ as overused buzzwords. While we do not agree with this notion, one thing is for sure – the term has a wide number of definitions dependent on which organisation you are in.

One company’s Data Scientist is another’s Insight Analyst.

Upon crunching the data, we have separated based on skillset and tools. Those professionals using a tool such as Python or C++ to work on low-level algorithmic development have been classified within Data Science, and those with skills in SAS or a similar tool for creating models for generating insight have been placed into other relevant sections within the guide.

The level of useful insight into this sector will grow year on year, but the information we have gathered so far has been included below.

As the UK’s largest Data and Analytics recruiter, we couldn’t have a salary guide without including Data Science.

HARNHAM’S VIEW ON DATA SCIENCE


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DATA SCIENCE

Role Type

Data Scientist

DATA SCIENCE

Role Type

Data Scientist

£60k / £50k

£420

£85k / £70k

£570

£120k / £100k

£800

£42k / £37k

£250





Mid Level

Mid Level

EntryLevel

EntryLevel

Senior Manager +

Senior Manager +


We provide consultancy covering all aspects of attracting, selecting, securing and retaining the most suitably skilled and ‘best fit’ individuals for our diverse range of client companies, who range from high profile users of analytics techniques through to a wide selection of leading consultancies and SME’s.

Our services include contingency and search for both the permanent and contract marketplace.

Having undergone rigorous training in all aspects of recruitment as well as the Harnham core values, our consultants and resourcers are dedicated to the provision of the very highest quality service whether your need is for recruitment campaigns or support in finding the next step in your Analytics career.

For further information on our services, or if you have any questions on the content of our 2015 Salary Guide please get in touch.

1ST FLOOR, ASHVILLE HOUSE,131-139 THE BROADWAY,WIMBLEDON,SW19 1QJ

T: 020 8408 6070E: [email protected]: harnham.com

FRANKFURT

NEW YORK

LONDON

Harnham focus solely on recruitment within the Data & Analytics sector.

This focus has enabled us to establish an extensive network of skilled candidates both within the UK and further afield, developed through pro-active sourcing combined with a rigorous and proven selection and delivery approach.

CONTACTHARNHAM


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Harnham 2015 Salary Guide

Data & Analytics

Transcript of Harnham 2015 Salary Guide