Data and Analytics Salary Guide - · PDF filesmaller companies investing in Data and Analytics. In many cases, they are snapping up the good candidates ... smaller businesses as well

The definitive source of salary information for the UK Data & Analytics market

HARNHAM DATA & ANALYTICSSALARY GUIDE 2013

SALARYGUIDE INTRODUCTION

Overall we see a positive outlook and a buoyant market. There was a huge demand in the last few months of 2012 which has so far continued into 2013.

There is a clear trend towards more candidates exploring new opportunities but this increased interest still does not meet the continued high volume of vacancies – so 2013 sees us enter a very candidate driven market.

With lots of roles on offer and less candidates to go around, this means only one thing - speed is of the essence. More frequently we are seeing the common scenario of individuals having multiple offers at the point of decision.

Therefore many organisations are missing out because they are taking too long in their recruitment process and this, combined with a hesitancy to offer competitive or flexible packages, means they are failing to attract the best people.

There is also a marked increase in smaller companies investing in Data and Analytics. In many cases, they are snapping up the good candidates ahead of larger businesses as they are responding quickly by keeping their recruitment campaigns fluid and fast moving.

of those looking stated it was to secure better remuneration

Welcome to the Harnham 2013 Salary Guide.

This is the definitive guide to the latest salary data, summary of market trends and predictions within Data and Analytics in the UK.

SEEKINGROLES THIS YEAR

SALARYEXPECTATIONS

INCREASEDEXPECTATIONS

HARNHAM SALARY GUIDE 2013 - PAGE 2

of respondents are planning to change role this year

Our respondents are seeking on average an 18% increase in salary

DATASOURCES BENCHMARKINGAs part of the further development of our presence within the Data and Analytics business community, we continuously monitor trends in this marketplace.

Our 2013 salary guide is primarily based on a robust survey completed by 1143 respondents based throughout the UK, further supported by a number of other market data sources, including:

_ Objective data based on placements made by Harnham during 2012

_ Market intelligence gained through client and candidate interviews and assessments in 2012

_ Analysis of Harnham’s online advertising placed throughout 2012

_ Industry specific reports by third party organisations eg. SAS

The largest response to the survey was from the London region followed by the South East, North West and East Midlands respectively.

Responses were on a par for the North East and South West and also for Scotland and the West Midlands. Wales and Northern Ireland also had participants this year.

Collating our findings in one place, we’ve created an invaluable salary reference resource for the Data & Analytics market. WORK

LOCATION

NUMBEROF RESPONDENTS


of the respondents work in London

RESPONDENT PROFILE RESULTSFrom Financial Services to Technology, Retail to Consultancy and Banking to FMCG, this year’s Harnham Salary Guide includes feedback from every region of the UK and right across the spectrum in terms of Data & Analytics roles, with individuals participating from entry level right through to executive management.

MALE

FEMALE

TECHNOLOGY

18-24

25-34

35-44

45-55

55+

FINANCIAL SERVICES

BANKING

CONSULTANCY

RETAIL & FMCG

MAIN SECTORS

AGEGROUPS

GENDER


Largest age group in the survey

CAREERS OPPORTUNITIES FUTURE 1-3 YEARS

OTHER REASONS FOR LEAVING

REASONSFOR LEAVING

AVERAGETENURE

A key driver for a high percentage of individuals to seek an alternative role is the salary and benefits package they currently receive. Feedback shows that they feel their salaries are too low and not competitive in today’s market, combined with their benefits not being comprehensive.

The demand for higher salaries is going to be more prevalent in 2013 as the marketplace becomes increasingly candidate driven.


51% of our respondents stay in a role between 1-3 years

• Benefits not comprehensive • Lack of training • Redundancy • Poor management • Team dynamics • Job stability

Last year 41% of people surveyed changed companies due to their salary not being competitive

BONUSES FIGURES SALARIESThere is a real marked division within the Data & Analytics marketplace when it comes to salary increases.

2012 saw an almost 50/50 split between those individuals who did secure an above inflation pay rise with those who received no pay rise at all.

55% of salaries increased by more than double the rate of inflation with 40% of respondents’ salaries staying the same as the previous year.

When it came to bonuses, a very significant 78% of respondents received a bonus during 2012 with the average bonus being 14% above base salary.

As already mentioned, 2012 and the beginning of 2013 has seen Data & Analytics as a candidate driven market, so those respondents with no rise in salary or bonus are likely to be interested in looking at opportunities where they can achieve a higher all-round package.

For companies who wish to hire this year, real consideration needs to be placed on offering competitive packages to ensure they can attractthe best candidates.

BONUSESAVERAGE ACHIEVED

NOINCREASE

SALARYINCREASEHARNHAM SALARY GUIDE 2013 - PAGE 6

of salaries increased by more than double the rate of inflation

For many there was no increase

in salary at all

was the average bonus percentage achieved over base salary last year

SALARIES METHOD JOB LEVELSOur data reflects base salaries excluding bonuses, incentives and other benefits.

Trends relating to the packages offered are highlighted in the commentary preceding each salary 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 you will be better positioned to make informed decisions regarding your career progression or your budgetary needs.

Of course, this should only be used as a starting point and we would be very happy to offer further assistance to you personally.

Simply contact us 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 +


MARKETING AND INSIGHT

WE ASKED

YOU ANSWERED

The age old struggle of finding well rounded analytics professionals, in possession of advanced statistical skills, complemented by strong commercial awareness and the ability to inspire non technical audiences, is as prevalent as ever.

This shortage, combined with a marked increase in highly personalised loyalty campaigns and real time decisioning, has meant that professionals in possession of this combination of skills are highly sought after.

Certain skills have been in particularly high demand, predominantly Senior Analysts within the £45-65k salary bracket. In addition there has been a marked increase in the number of data strategy vacancies, for example, data planners and consultants.

A third area where we have seen continued, if not increased, demand has been for online Analytics skills, especially for individuals with experience in Omniture and Google Analytics.

The second half of the year, and so far within 2013, sees recruitment within the sector the busiest this market has been for some time.

In 2012, it was clear that supply could not meet demand within this market, as a high volume of companies struggled to secure skilled individuals for their numerous job openings.


“Seem to be more companies growing their in-house analytics teams”

“More outsourcing to eastern Europe / Asia”

“More mobile campaigns”

Have you noticed any changes in the Analytics and Data market, or emerging technologies / sectors that you feel will have an impact in 2013?

MARKETING AND INSIGHT

ANNUAL PERMANENT SALARY AVERAGE

DAILY CONTRACT AVERAGE PAY RATES

This market poses the challenge of sourcing individuals who can offer strong technical skills combined with well-developed communication skills that are supported by a good level of commercial awareness.

Organisations wanting this type of person have typically struggled to find them. The outcome is that salary ranges are very broad due to continuous demand and ‘bidding war’ type situations to secure suitably skilled individuals.

MARKETING & INSIGHT

Role Type

Customer Insight Analyst

Campaign Analyst

Web Analyst

Econometrician

Account Management

Data Planner

Market Research

MARKETING & INSIGHT

Role Type

Insight Analyst

Campaign Analyst

Web Analyst

Data Planner

Econometrician

Market Research


Despite the growth of online and social recruitment methods most people surveyed would typically use a recruitment agency ahead of any other means when searching for a new role.

Entry Level Mid Level Senior Technical or Manager Senior Manager +

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

£32k / £27k £53k / £40k £72k / £50k £109k / £96k

£31k / £28k £48k / £42k £68k / £64k £97k / £84k

£32k / £30k £49k / £42k £63k / £59k £94k / £80k

£33k / £27k £43k / £41k £85k / £79k £114k / £92k

n/a £28k / £23k £44k / £38k £54k / £47k

£34k / £27k £56k / £44k £69k / £54k £91k / £80k

£32k / £28k £46k / £38k £61k / £53k £85k / £77k


Daily Contract Rate - £ GBP per day

£210 £370 £530 £650

£200 £350 £500 £625

£225 £360 £485 £670

£185 £350 £450 £620

£200 £350 £490 £650

£170 £295 £410 £530

YOU TOLD US

CREDIT RISK

A genuine pressure point within Credit Risk is the very real shortage of Senior Analysts, the knock on effect of which is a marked increase in offers outside the normal salary range.

Similar to last year, we’ve seen a growth in credit risk analytics usage within smaller businesses as well as for niche lenders. Another key area which is still very much in demand is Decision Science, where there remains huge competition for individuals with this skill set.

Credit Risk has been a particularly busy area in recent times with some significantly sized projects launched within major organisations. This has created a substantial number of roles in the market and subsequently a lot of career moves for suitably skilled people.

Credit Risk also saw 2012 result in a role heavy market with a scarcity of skilled candidates.


“General increase in demand for client facing analysts, particularly at £40k SAS level.”

“Increasingregulatory scrutiny.”


WE ASKED

YOU ANSWERED




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

£29k / £26k £40k / £37k £57k / £51k £98k / £87k

£28k / £26k £42k / 39k £61k / 55k £102k / £97k

£27k / £25k £41k / £36k £56k / £51k £90k / £86k

£26k / £24k £35k / £30k £54k / £47k £76k / £69k



n/a £400 £590 £750

n/a £400 £585 £765

n/a £380 £550 £740

n/a £300 £490 £695

CREDIT RISK

Role Type

Portfolio Management

Decision Science

Desicion Systems

Reporting

CREDIT RISK

Role Type

Portfolio Management

Decision Science

Desicion Systems

Reporting

CREDIT RISKThere have been situations with counter offers taking people outside the industry salary average, but also offers that are way over market average. On the whole, we have seen the biggest change in salaries at the top end of Mid Level band.

The competition for candidates in this space has led to salaries for Senior Analysts overtaking those of manager level within other organisations [Mid-level / Senior Technical level in our Salary Guide key ], thus further increasing the challenges of recruiting for Senior Analyst roles.


Planning budgets for spending on analytical investments is a key challenge. Forecasting demand for people, training and tools will be a tentative process as skills shortages increase.

FUTURE CHALLENGES

DATA AND TECHNOLOGY

In January 2013 e-skills UK, the Sector Skills Council for Business and Information Technology, and SAS, the leader in business analytics software and services, published a report into the growth and subsequent demand for Big Data Analytics over the next 5 years, with a clear prediction that demand is forecast to increase by 92% between 2012 and 2017.

The focus on Big Data is driving increased use of tools like Hadoop and, as well as the constantly evolving tools for the market such as Tableau, we are seeing the need for relevant skills continuing to grow to support these.

As with any new developments, the requirement for skills and the availability of them can be at odds in the early days.

Like the other areas we cover within our Salary Guide, Data and Technology is no exception, it is a candidate driven market and will continue to be so with the future growth of Big Data.

With the amount of data available to businesses growing exponentially, companies now need to know how to use and derive insight from it.

The highest growing focus in this area is Big Data.



“Big data has taken an important place and so has social media monitoring and web listening”.

“Further mergers and acquisitions with big players like Oracle and IBM making significant buys.”

WE ASKED

YOU ANSWERED




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

£33k / £30k £43k / £41k £58k / £52k £97k / £78k

£32k / £29k £36k / £35k £58k / £50k £82k / £77k

£27k / £25k £41k / £36k £56k / £48k £90k / £83k

n/a £48k / £44k £68k / £64k £88k / £87k



n/a £410 £500 £680

n/a £440 £530 £640

n/a £400 £520 £650

n/a £415 £540 £645

DATA & TECHNOLOGY

Role Type

BI Analyst

Datawarehouse Development

SAS Programming

Data Architecture

DATA & TECHNOLOGY

Role Type

BI Analyst

Datawarehouse Development

SAS Programming

Data Architecture

DATA AND TECHNOLOGYBig Data was mentioned in a significant number of survey responses. Our respondents suggested the current hype around Big Data is distracting businesses from core Business Intelligence solutions.

Secondly, there is a growing emphasis on visualisation tools and a more mature approach to respective roles of Relational and NOSQL approaches.

The third observation is the advent of unstructured data, and the requirement within the market to learn how to harness this.


Technology is not only changing the way business makes decisions, it is changing the way we search for our next career move. More people we surveyed have applied for a new job using their mobile phone than those who haven’t

CORE TECHNOLOGIES

FUTURE OUTLOOK

The changing nature of how Data & Analytics are applied, as well as the software tools used, is constantly shifting. However, the outlook for 2013 is optimistic and we expect the remainder of this year to be equally as busy as the start.

Our survey shows that 44% of teams have increased in size during 2012 with 30% staying the same size.

With growth in Big Data an active business concern and more customers wanting to create a Single Customer View (SCV), more skilled individuals will be required to support these key areas.

With the general optimism we are seeing this early in the year for individuals looking to take their next career step, 2013 is going to be an interesting year in terms of how the market develops.

However, as there is still a substantial shortfall in suitably skilled and available individuals, the UK Data & Analytics market will definitely remain candidate driven for the foreseeable future and salaries will increase as demand continues to outweigh supply.

Interestingly, more of our respondents are expecting a bonus in 2013. This feedback, combined with 67% of respondents feeling more secure in their job during 2012 than the previous year, is already showing a marked increase in confidence generally throughout the Data & Analytics marketplace.

Our survey results show that 54% of respondents received bonuses in 2012 with 64% of those individuals receiving a higher 2012 bonus than for 2011.

of those surveyed received a bonus last year

JOBSECURITY

BONUSESACHIEVED

BONUSESEXPECTATIONS

HARNHAM SALARY GUIDE 2013 - PAGE 14 feel more secure in their role than they did last year

of respondents expect to receive a bonus in 2013

CONTACTHARNHAM


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 and we source individuals for permanent roles, as well as interim and contract assignments.

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 2013 Salary Guide please contact us:

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

T: 0208 408 6070E: [email protected]: harnham.com

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

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

Documents

Data and Analytics Salary Guide - · PDF filesmaller companies investing in Data and Analytics. In many cases, they are snapping up the good candidates ... smaller businesses as well