Contents
Introduction…………………………….………………………………………….. 3
Recruitment Market Overview……..…………………………………………… 5
HR. ................................................................................................................ 6
Finance & Accounting. ................................................................................ 10
IT……………………………………………………………………………………... 13
Procurement. ............................................................................................... 16
Customer Contact. ....................................................................................... 20
Marketing. .................................................................................................... 23
Executive Search…………………………………………………………………. 27
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Introduction
The UK recruitment market experienced continued and strong growth during 2018, with the sector now larger than ever and worth over £35bn to the economy. Here at Artis Recruitment we saw one of our best years ever, with a long-awaited move to fantastic new waterfront offices in central Bristol, significant expansion of the team – with some great new hires – and the opening of our IT division.
With excellent foundations in place and looking ahead into 2019 we anticipate further growth as we support our varied client base navigate the challenges of Brexit, uncertain economic times and a changing workforce… exciting times ahead!
In our latest Salary Guide & Market Report (powered by our sister company, Cogito Talent) we’ve drawn together facts, figures and opinions from a broad range of sources, together with our own well-honed instincts for what’s happening in the market, and we’ve compiled here what we hope will be an informative and insightful report.
Mark Muscroft Director, Artis Recruitment
January 2019
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SALARY SURVEY 2018 | 4
RECRUITMENT MARKET OVERVIEW
Recruitment Market Overview - Observations & Trends Affecting Talent Acquisition:
The UK recruitment market is as busy as ever, with recruitment activity lead as much by a candidate-side desire for a change as by client-side growth ambitions. In such an environment - where at least two thirds of candidates are looking to make a move (largely due to dissatisfaction around pay or opportunity) and at least three quarters of clients are looking to invest and hire (particularly in finance, marketing, IT and commercially astute ‘business partnering’ roles) - the role of recruiters will be critical to helping organisations identify and secure the best talent.
In terms of macro-economic factors influencing recruitment, uncertainty over Brexit of course lingers as a key issue, creating stagnation in some business sectors and limiting investment in others. Critically, this uncertainty very often results in severe caution around hiring, and limited wage growth. Additionally, recent changes relating to IR35 enforcement have hit the public sector hard, resulting in scarcity of talent, and the threat of these changes rolling out into the private sector is causing worry and uncertainty for both candidates and clients. Uncertainty is rarely good for business.
In a market where niche skills are highly sought after, protracted recruitment processes are a huge turn-off for candidates. However, where clients are organised, work at pace and can present a positive candidate experience, the process itself can serve to engage candidates further in the role and the business; making it more likely they will accept any offer. On the flipside, a disorganised approach or multiple interviews with numerous stakeholders suggests no one can make a decision and is a sure-fire way to lose a candidate’s interest. As always, talent has a choice!
A final observation would be that many mid-tier and smaller business are now putting more money and resource into their in-house recruitment teams… clearly a sensible thing in today’s market. Often, however, this is driven by the desire to cut costs rather than improve outcomes. Costs can easily be cut by negotiating better rates with agencies and working on a retained basis (this can cut costs drastically, but is rarely understood) rather than simply switching off these external suppliers and reinventing the wheel. In most niche markets a highly experienced specialist with a deep network will outperform an in- house generalist relying on job ads and LinkedIN… in many cases reinventing the wheel isn’t even necessary; just negotiate a better price for the same wheel!
It’s our belief that a competent and well-resourced in-house team supported when necessary by external expertise offers the best chance to secure the best talent at the best price.
“A competent and well-resourced in-house team supported on niche roles by
expert external partners offers the best chance to secure the best talent at the
best price.”
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Our Recommendations
For those clients who want to attract and retain the best talent there are some clear recommendations we’d suggest: • Build your own talent pipeline for core, BAU
roles – you’ll always need these people, so your internal team should make this ‘bread and butter’ their focus; this offers benefits in terms of cost, visibility and reduced hiring pressure/risk.
• Combat attrition through better management
and a greater willingness to train/develop staff; keeping people is often a better value option than hiring & losing people over and over.
• Offer better benefits, specifically flexible
working (primarily to accommodate caring responsibilities; it’s rarely about simply ‘working from home’) and better holiday provision as these things feed strongly into work/life balance equations far more than salary or rarely used ‘perks’ like the bike-to-work scheme etc.
• Our biggest recommendation would be to
work at pace – hiring is something you do in a competitive space and, just like every other commercial activity your business undertakes, working smart and at pace will deliver the best recruitment outcomes. Whether you recruit directly or via expert suppliers the speed and quality of your recruitment process will have more bearing on your success than the price you pay.
SALARY SURVEY 2018 | 6
HR SALARY SURVEY 2019
HR
Looking back on 2018…
Question: Has HR become ‘People’ as Personnel became ‘HR’? Titles
such as Head of People, People Director and Chief People Officer
became more established in 2018, and signs indicate that more
companies and organisations will follow in 2019. This subtle evolution
belies changes in how employees are seen and treated by
organisations and is a clear reaction to changing workforce behaviour.
Some characteristics of recent years continued through 2018 and could
possibly be regarded increasingly as a market norm – for example,
there is growing demand for, and significant market shortfall in, strong,
commercial HR Business Partners (especially supporting finance and IT
departments, as businesses invest in and grow these functions as a
reaction to market challenges). Where there are strong Business
Partners working within forward thinking organisations, they are often
being developed and are typically not actively looking to move. So how
do we attract them? The development of talent pipelines and personal
relationships is key.
Perhaps against previous trends, 2018 saw a decline in the number of
externally recruited Head of and Director level In House Resourcing
roles; the market remained buoyant however at a more junior,
consultant / delivery level. Interestingly, the evolution of resourcing
leadership roles into broad Talent Director positions, overseeing
attraction, acquisition, development and management, is a noticeable
development.
HR salaries on face value may not have increased notably but getting
the package (financial and non-financial) required to secure strong
candidates has become critical. Companies are being pushed to the full
range of salary bandings, and often are being asked for additional non-
financial benefits to be formalised into contracts.
Looking ahead to 2019…
The shortage of strong HR BP’s to the market needs to be addressed;
more active, targeted approaches, and talent pipelining will support this.
Courting such candidates earlier and for longer is required to ensure
relationships are in place for when people are ready to move. Advertising
responses and quality continue to decline, and we have seen large job
boards merging; an appreciation that strong, specialist and senior
candidates do not want to apply openly for jobs is going to continue. This
ties into more specialist Resourcing Consultants spending more time
looking beyond the immediate vacancies within businesses and to longer
term resource and succession planning… all part of the evolution and
growing sophistication or talent acquisition as a discipline.
What does ‘talent’ want?
The increase in candidate-side desire is for greater flexible working
continues, driven by work/life balance factors, predominantly caring
responsibilities. Seeking flexibility should not be confused with a blanket
desire to ‘work from home’ and employers offering such flexibility will
notice a significant increase in candidate quality and volume.
“Linked to the rise in demand for flexible
working, part-time and job share opportunities are
also increasingly sought after – this presents
nimble employers with an interesting option,
particularly for difficult to fill roles”
HR Trends
What does ‘talent’ want?
Flexible Working More Job Share Opportunities
Employment relations specialist/manager £90,000 £60,000 £75,000 £500 £300 £400
HR
JOB TITLE Max Min Average Max Min Average
HR GENERALIST
HR Administrator £30,000 £25,000 £27,500 £120 £100 £110
HR Officer £40,000 £32,000 £36,000 £150 £120 £135
HR Advisor £50,000 £40,000 £45,000 £250 £180 £215
HR Business partner/ HR Manager £90,000 £60,000 £75,000 £400 £250 £325
Senior HR Business Partner/ HR manager £120,000 £80,000 £100,000 £600 £400 £500
Head of HR/HR Director £180,000 £120,000 £150,000 £800 £600 £700
LEARNING AND DEVELOPMENT
Learning and Development coordinator £32,000 £25,000 £28,500 £120 £100 £110
Learning and Development Advisor £50,000 £35,000 £42,500 £250 £150 £200
Learning and Development Manager £80,000 £50,000 £65,000 £400 £250 £325
Head of Learning and development £140,000 £90,000 £115,000 £800 £500 £650
REWARD
Compensation and Benefits / Reward Administrator £35,000 £25,000 £30,000 £150 £100 £125
Compensation and Benefits / Reward Analyst £55,000 £40,000 £47,500 £250 £150 £200
Compensation and Benefits / Reward Manager £80,000 £50,000 £65,000 £400 £300 £350
Head of Compensation and Benefits / Reward £140,000 £90,000 £115,000 £800 £500 £650
EMPLOYMENT RELATIONS
RECRUITMENT
Recruitment coordinator £35,000 £25,000 £30,000 £150 £100 £125
Experienced hire/Graduate recruiter £60,000 £35,000 £47,500 £400 £200 £300
Recruitment manager £80,000 £50,000 £65,000 £500 £300 £400
Head of recruitment £140,000 £80,000 £110,000 £800 £500 £650
PROJECTS
HR project support £45,000 £33,000 £39,000 £200 £150 £175
HR project analyst £55,000 £40,000 £47,500 £300 £200 £250
HR project manager £90,000 £50,000 £70,000 £500 £300 £400
Organisational design specialist £130,000 £90,000 £110,000 £800 £500 £650
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HR
SALARY SURVEY 2019 | 9
SOUTH WEST
Perm Interim
JOB TITLE Max
Min
Average
Max
Min
Average
HR GENERALIST
HR Administrator £28,000 £20,000 £24,000 £110 £80 £95
HR Officer £30,000 £25,000 £27,500 £120 £100 £110
HR Advisor £40,000 £28,000 £34,000 £150 £110 £130
HR Business partner/ HR Manager £60,000 £45,000 £52,500 £230 £175 £202
Senior HR Business Partner/ HR manager £80,000 £50,000 £65,000 £400 £250 £325
Head of HR/HR Director £150,000 £80,000 £115,000 £600 £350 £475
LEARNING AND DEVELOPMENT
Learning and Development coordinator
£30,000
£22,000
£26,000
£120
£85
£102
Learning and Development Advisor £45,000 £35,000 £40,000 £175 £150 £162
Learning and Development Manager £60,000 £45,000 £52,500 £230 £175 £202
Head of Learning and Development £95,000 £70,000 £82,500 £450 £230 £340
REWARD
Compensation and Benefits / Reward Administrator £35,000 £22,000 £28,500 £150 £85 £117
Compensation and Benefits / Reward Analyst £45,000 £35,000 £40,000 £175 £150 £162
Compensation and Benefits / Reward Manager £70,000 £50,000 £60,000 £230 £175 £202
Head of Compensation and Benefits / Reward £85,000 £60,000 £72,500 £450 £230 £340
EMPLOYMENT RELATIONS
Employment relations specialist/manager £85,000 £50,000 £67,500 £400 £200 £300
RECRUITMENT
Recruitment coordinator
£30,000
£22,000
£26,000
£120
£85
£102
Experienced hire/Graduate recruiter £50,000 £30,000 £40,000 £250 £150 £200
Recruitment manager £70,000 £50,000 £60,000 £400 £200 £300
Head of recruitment £110,000 £75,000 £92,500 £550 £400 £475
PROJECTS
HR project support £40,000 £30,000 £35,000 £150 £115 £132
HR project analyst £45,000 £35,000 £40,000 £250 £140 £195
HR project manager £65,000 £40,000 £52,500 £350 £200 £275
Organisational design specialist £100,000 £65,000 £82,500 £500 £350 £425
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FINANCE SALARY SURVEY 2019
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Accounting & Finance 2019 Predicted Trends
More interim support used
Promote rather More outsourced than external
hires finance functions
FINANCE
Looking back on 2018…
The principle finding of 2018 has to be that the candidate is king! It
is very much a skills and candidate led market; whether this be
down to a reluctance to move roles due to the uncertainty of Brexit
and the effect it may have on newly created opportunities and
career progression, or the overhaul and improvement in
renumeration packages enticing candidates to “stay put”. The need
for specific skills is often greater than the volume of supply.
One of the most common requests from candidates has to be
“flexible working” options – be this in the form of remote working,
the option to work from home a handful of days a week or
rescoped hours to fit around childcare arrangements etc. With
advances in technology there really is no excuse for employers not
to be able to accommodate some form of flexible working, and
those who do not will continue to struggle to attract top talent.
As in other sectors, the timescale and pace of recruitment
processes is having a clear impact in hiring outcomes. When there
is an active recruitment drive taking place, the employer needs to
take heed of the fact there is less movement in the candidate
market and ensure the length of time they take to hire is as slick as
possible. Too long and protracted and there is the very real risk
that candidates will lose interest and seek out other opportunities
elsewhere or remove themselves from the process completely.
The length of time it takes to recruit a role is very real indicator to
the candidate of what it would be like to actually work for that
organisation. A chaotic and lengthy process will be viewed
unfavourably compared to an employer with a streamlined and co-
ordinated hiring process.
Looking ahead to 2019…
There has been and will continue to be a steady increase in
contract/interim roles, as organisations buy skills flexibly and with
only short-term commitment. Again, this can be in part attributed to
the uncertainly in the market due to Brexit but equally a reflection
of the time it is taking employers to resource the skills… they are
looking for therefore using temporary “stop gaps” in the meantime
to allow them the chance to find exactly the right talent.
What does ‘talent’ want?
Understanding what your target talent is looking for is clearly
a huge help when resourcing. Within the finance market we’ve
seen the financial elements of a package taking centre stage;
candidates are seeking strong study support, good pension and
car allowance over non-financial benefits. As with other disciplines,
however, there’s an ever-increasing demand for greater flexible
working; a factor driven largely by caring responsibilities.
“Linked to the rise in demand for flexible
working, part-time and job share opportunities are
also increasingly sought after – this presents
nimble employers with an interesting option,
particularly for difficult to fill roles”
What does ‘talent’ want?
Study support
Car allowance
Good pension package
FINANCE
JOB TITLE Max Min Average Max Min Average
FINANCE
Finance Director £130,000 £60,000 £100,000 £1,000 £500 £750
Financial Controller 0-5yrs PQE £80,000 £60,000 £72,500 £450 £300 £375
Financial Controller 5yrs+ PQE £110,000 £70,000 £92,500 £600 £400 £500
Head of Finance 0-5yrs PQE £70,000 £50,000 £60,000 £400 £300 £350
Head of Finance 5yrs+ PQE £90,000 £65,000 £80,000 £450 £350 £400
Financial Accountant 0-5yrs PQE £55,000 £40,000 £50,000 £350 £250 £300
Financial Accountant 5yrs+ PQE £60,000 £45,000 £55,000 £400 £300 £350
Management Accountant 0-5yrs PQE £55,000 £45,000 £50,000 £350 £250 £300
Management Accountant 5yrs+ PQE £60,000 £48,000 £55,000 £400 £300 £350
Finance Manager 0-5yrs PQE £70,000 £50,000 £60,000 £400 £300 £350
Finance Manager 5yrs+ PQE £90,000 £65,000 £80,000 £450 £350 £400
Credit Control Manager £60,000 £30,000 £47,500 £400 £250 £325
Payroll Manager £55,000 £38,000 £47,500 £375 £250 £300
Accounts Payable Manager £45,000 £28,000 £37,500 £300 £200 £250
Accounts Receivable Manager £45,000 £28,000 £37,500 £300 £200 £250
Finance/Financial Analyst £45,000 £23,000 £35,000 £300 £200 £250
FINANCE
JOB TITLE Max Min Average Max Min Average
FINANCE
Finance Director £100,000 £55,000 £77,500 £900 £450 £675
Financial Controller 0-5yrs PQE £70,000 £50,000 £60,000 £450 £300 £375
Financial Controller 5yrs+ PQE £80,000 £60,000 £70,000 £450 £400 £425
Head of Finance 0-5yrs PQE £60,000 £45,000 £52,500 £400 £300 £350
Head of Finance 5yrs+ PQE £75,000 £65,000 £70,000 £425 £325 £375
Financial Accountant 0-5yrs PQE £50,000 £38,000 £44,000 £350 £250 £300
Financial Accountant 5yrs+ PQE £55,000 £45,000 £50,000 £400 £300 £350
Management Accountant 0-5yrs PQE £50,000 £42,000 £46,000 £350 £250 £300
Management Accountant 5yrs+ PQE £55,000 £45,000 £50,000 £400 £300 £350
Finance Manager 0-5yrs PQE £65,000 £45,000 £55,000 £400 £300 £350
Finance Manager 5yrs+ PQE £80,000 £60,000 £70,000 £450 £350 £400
Credit Control Manager £50,000 £30,000 £40,000 £350 £250 £300
Payroll Manager £48,000 £35,000 £41,500 £325 £250 £288
Accounts Payable Manager £40,000 £27,000 £33,500 £300 £200 £250
Accounts Receivable Manager £40,000 £27,000 £33,500 £300 £200 £250
Finance/Financial Analyst £35,000 £22,000 £28,500 £250 £150 £200
SALARY SURVEY 2019 | 12
SOUTH WEST
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LONDON & THAMES VALLEY
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IT SALARY SURVEY 2019
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IT recruitment: Predicted Trends for 2019
More interim support used
than external
hires finance functions
IT
Looking back on 2018…
2018 turned out to be an excellent year for technology recruitment
across the UK. As a business, we found a strong demand across
our varied client base for a range of broadly “technical” roles,
whether that be support or development, across multiple skill sets.
.Net was a very sought after skill in 2018 and with a distinct big
lack of talent within this field, candidates were able to increase
their salary requirements. Will this continue in 2019? We shall see.
Cloud based technologies featured prominently throughout 2018
with Azure being the highly sought after option; again this focus on
specific skills is a result of business decisions and investments
made to ensure competitiveness in changing markets.
With more and more businesses looking to save space and
increase security, Azure and AWS are sure to be as popular as
ever in 2019. The to the current state of the economy and the
market, we saw a noticeable decrease in the request for CTO /
CIO and board level technical staff. Due to the uncertainty over the
UK economy, and the resulting stagnation at a senior level, we
anticipate this will continue in 2019.
Looking ahead to 2019…
Due to continued uncertainty in the market, largely due to Brexit,
companies may be more inclined to continue using interim
support. This is a sensible and pragmatic approach, but care
should be taken to focus on value not just cost.
A shortage of strong Full Stack and .Net Developers within the
current market is likely to be addressed with a push on limited
company contractors. With multiple business struggling to find
these rare gems, it is inevitable that business will need to bring
on contract/interim staff to keep their projects moving forward.
What does ‘talent’ want?
Understanding what your target talent is looking for is clearly
a huge help when resourcing. As with other skills-lead
markets, we’ve seen pressures on the financial elements of a
package with higher salaries and strong day rates being
sought. As with other disciplines, however, there’s an ever-
increasing demand for greater flexible working; a factor driven
largely by caring responsibilities, and something employers
will increasingly have to be mindful of.
2017 2018 2019 2020
Specialist Dev Skills
“Specific skills - particularly in the
development space - and experience of certain
systems and technologies are in high and growing
demand, leading to growth in the interim market;
something we expect to see continuing into 2019.”
What does ‘talent’ want?
Salary Uplift
Bonus
Flexible working
IT
JOB TITLE Min Max Average Min Max Average
IT .Net Developer £38,000 £55,000 £46,500 £360 £500 £430 .Net Architect £60,000 £70,000 £65,000 £500 £600 £550 Application Developer £28,000 £45,000 £36,500 £360 £460 £410 Application Support Engineer £26,000 £40,000 £33,000 £290 £350 £320 Back-End Developer £38,000 £55,000 £46,500 £350 £450 £400 Business Analyst £38,000 £50,000 £44,000 £380 £460 £420 Business Architect £60,000 £80,000 £70,000 £565 £665 £615 Chief Information Officer £75,000 £100,000 £87,500 £415 £535 £475 Chief Technology Officer £70,000 £90,000 £80,000 £675 £875 £775 Cloud Architect £65,000 £90,000 £77,500 £550 £650 £600 Data Analyst £28,000 £40,000 £34,000 £340 £420 £380 Data Architect £60,000 £80,000 £70,000 £460 £600 £530 Data Quality Manager £45,000 £60,000 £52,500 £570 £680 £625 Database Administrator £50,000 £65,000 £57,500 £390 £480 £435 Desktop Support Engineer £25,000 £32,000 £28,500 £100 £180 £140 DevOps Engineer £50,000 £80,000 £65,000 £450 £600 £525 DevOps Architect £70,000 £90,000 £80,000 £525 £625 £575 DevOps Manager £65,000 £85,000 £75,000 £550 £650 £600 Front-End Developer £35,000 £50,000 £42,500 £355 £465 £410 Helpdesk Analyst (1st/2nd Line) £18,000 £25,000 £21,500 £110 £150 £130 IT Director £75,000 £100,000 £87,500 £750 £820 £785 IT Manager £45,000 £55,000 £50,000 £420 £480 £450 IT Support Manager £40,000 £50,000 £45,000 £320 £400 £360 IT Trainer £28,000 £40,000 £34,000 £250 £330 £290 Java Developer £40,000 £55,000 £47,500 £400 £500 £450 Java Architect £55,000 £75,000 £65,000 £625 £735 £680 Network Administrator £38,000 £45,000 £41,500 £285 £375 £330 Network Architect £55,000 £65,000 £60,000 £450 £550 £500 Network Engineer £35,000 £50,000 £42,500 £350 £400 £375 Network Manager £48,000 £55,000 £51,500 £435 £515 £475 PMO Analyst £28,000 £40,000 £34,000 £275 £355 £315 PMO Manager £45,000 £55,000 £50,000 £465 £525 £495 Product Owner £40,000 £50,000 £45,000 £350 £450 £400 Programme Manager £55,000 £70,000 £62,500 £520 £640 £580 Project Manager £40,000 £60,000 £50,000 £350 £500 £425 Project Support Officer £25,000 £30,000 £27,500 £280 £340 £310 Quality Assurance Engineer £40,000 £50,000 £45,000 £395 £465 £430 Quality Assurance Manager £55,000 £65,000 £60,000 £645 £725 £685 Scrum Master £40,000 £50,000 £45,000 £450 £550 £500 Security Engineer £40,000 £55,000 £47,500 £460 £560 £510 Security Architect £55,000 £75,000 £65,000 £470 £610 £540 Software Architect £55,000 £75,000 £65,000 £540 £620 £580 Software Development Manager £55,000 £70,000 £62,500 £500 £600 £550 Systems Administrator £35,000 £45,000 £40,000 £355 £465 £410 Systems Analyst £40,000 £50,000 £45,000 £350 £450 £400 Test Analyst £35,000 £45,000 £40,000 £260 £340 £300 Test Manager £50,000 £65,000 £57,500 £370 £480 £425 Web Developer £35,000 £50,000 £42,500 £275 £355 £315
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PROCUREMENT SALARY SURVEY 2019
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Procurement 2018 Trends
Post-Brexit Salary Freeze
Require MCIPS or similar
PROCUREMENT
Looking back on 2018…
Procurement as a function is evolving, largely as a result of
ongoing financial pressures and the need for organisations to be
more responsive to customer needs. For example, collaboration as
a trend is gaining prominence, with forward thinking businesses
across all business sectors utilising e-procurement systems to
enable stakeholders all across the business to access and share
valuable data online, helping de-risk decision making and ensuring
procurement aligns to the wider business.
The impact too of GDPR regulations on contracts has been
widespread, with analysis, risk assessment, renegotiation and
redrafting presenting a significant workload for many
organisations. Such compliance requirements have led to a rise in
interim support and to the creation of new, entry level roles.
Additionally, the continuing uncertainty over Brexit has led to
many businesses creating alternative commercial strategies
based on a range of eventualities; in some sectors where supply
chain issues are critical to business operations the planning and
preparation for these numerous possible future states has taken
up a great deal of time.
Looking ahead to 2019…
We expect skills and sector specific demand for procurement
professionals will continue into 2019 and beyond, although
salaries will likely continue to stagnate (as part of general wage
stagnation) due to the uncertainty around Brexit and the
associated slow growth across the UK economy.
Procurement is operating in an uncertain environment, with
negative impacts from Brexit, trade relations, and economic
instability. Being ready to react to changes efficiently will make all
the difference.
What does ‘talent’ want?
As with other sectors, candidates within the procurement
space are generally seeking more flexible working. This is a
continuing trend, and one driven by a desire for better work/life
balance, which in turn is a result largely of an increase in caring
responsibilities throughout the population. Employers should not
see this as a sign of an uncommitted candidate, and they shouldn’t
equate flexibility with simply a wish to ‘work from home’: employers
who can accommodate flexibility will better attract top talent.
In addition to flexibility, bonus and increased holiday entitlement
are high on the wish list.
“Innovation in procurement, and a
greater alignment with business and in particular customer needs, will be a continued focus into 2019
and beyond.”
What does ‘talent’ want?
Bonus Flexible working
Holiday Entitlement Over 20 Days
PROCUREMENT LONDON & THAMES VALLEY
Perm
Interim
JOB TITLE
Max
Min
Average
Max
Min
Average
PROCUREMENT
Procurement Director £175,000 £100,000 £137,500 £1,200 £800 £1,000
Head of Procurement £120,000 £90,000 £105,000 £900 £650 £775
Group Procurement Manager £80,000 £55,000 £67,500 £600 £450 £525
Strategic Sourcing Manager / Category Lead £80,000 £60,000 £70,000 £650 £450 £550
Category Manager £70,000 £45,000 £57,500 £500 £400 £450
Procurement Manager £70,000 £45,000 £57,500 £500 £375 £438
SRM / Commercial Manager £68,000 £45,000 £56,500 £500 £350 £425
Contracts Manager £60,000 £45,000 £52,500 £450 £300 £375
Senior Buyer / Category Buyer £50,000 £40,000 £45,000 £350 £250 £300
Buyer / Procurement Officer £40,000 £30,000 £35,000 £300 £225 £263
Procurement Analyst £45,000 £25,000 £35,000 £325 £200 £263
Assistant Buyer / Procurement Assistant £35,000 £25,000 £30,000 £225 £150 £188
Supply Chain / Purchasing Director £150,000 £90,000 £120,000 £1,000 £650 £825
Head of Supply Chain / Purchasing £125,000 £85,000 £105,000 £800 £550 £675
Supply Chain / Purchasing Manager £95,000 £55,000 £75,000 £650 £400 £525
Production Planning Manager £55,000 £45,000 £50,000 £450 £350 £400
Materials Manager £47,000 £38,000 £42,500 £400 £300 £350
Demand / Forecast Manager £65,000 £45,000 £55,000 £450 £325 £388
Demand Planner £40,000 £27,000 £33,500 £325 £225 £275
Supply Chain Planner £43,000 £28,000 £35,500 £325 £225 £275
Supply Chain Analyst £40,000 £26,000 £33,000 £300 £200 £250
Director £150,000 £80,000 £115,000 £1,000 £700 £850
Head of Buying £100,000 £70,000 £85,000 £750 £500 £625
Manager £80,000 £50,000 £65,000 £550 £350 £450
Senior Buyer / Merchandiser £58,000 £38,000 £48,000 £375 £275 £325
Buyer / Merchandiser £48,000 £32,000 £40,000 £300 £200 £250
Assistant Buyer / Merchandiser £35,000 £20,000 £27,500 £150 £100 £125
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PROCUREMENT SOUTH WEST
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Interim
JOB TITLE
Max
Min
Average
Max
Min
Average
PROCUREMENT
Procurement Director £120,000 £70,000 £95,000 £1,000 £650 £825
Head of Procurement £80,000 £50,000 £65,000 £800 £550 £675
Group Procurement Manager £70,000 £50,000 £60,000 £500 £400 £450
Strategic Sourcing Manager / Category Lead £65,000 £45,000 £55,000 £500 £375 £438
Category Manager £55,000 £40,000 £47,500 £400 £300 £350
Procurement Manager £50,000 £40,000 £45,000 £400 £300 £350
SRM / Commercial Manager £60,000 £45,000 £52,500 £450 £300 £375
Contracts Manager £50,000 £35,000 £42,500 £350 £275 £313
Senior Buyer / Category Buyer £45,000 £33,000 £39,000 £300 £275 £288
Buyer / Procurement Officer £36,000 £24,000 £30,000 £250 £150 £200
Procurement Analyst £40,000 £22,000 £31,000 £275 £175 £225
Assistant Buyer / Procurement Assistant £27,000 £18,000 £22,500 £125 £90 £108
Supply Chain / Purchasing Director £100,000 £60,000 £80,000 £750 £550 £650
Head of Supply Chain / Purchasing £80,000 £50,000 £65,000 £600 £400 £500
Supply Chain / Purchasing Manager £60,000 £45,000 £52,500 £450 £300 £375
Production Planning Manager £55,000 £30,000 £42,500 £375 £275 £325
Materials Manager £40,000 £28,000 £34,000 £300 £225 £263
Demand / Forecast Manager £50,000 £30,000 £40,000 £350 £250 £300
Demand Planner £35,000 £23,000 £29,000 £250 £150 £200
Supply Chain Planner £35,000 £25,000 £30,000 £250 £150 £200
Supply Chain Analyst £35,000 £25,000 £30,000 £225 £150 £188
Director £110,000 £70,000 £90,000 £800 £600 £700
Head of Buying £85,000 £55,000 £70,000 £650 £400 £525
Manager £65,000 £40,000 £52,500 £450 £300 £375
Senior Buyer / Merchandiser £50,000 £32,000 £41,000 £325 £200 £263
Buyer / Merchandiser £45,000 £28,000 £36,500 £250 £150 £200
Assistant Buyer / Merchandiser £29,000 £18,000 £23,500 £120 £90 £105
SALARY SURVEY 2019 | 19
SALARY SURVEY 2018 | 17
CUSTOMER CONTACT SALARY SURVEY 2019
CUSTOMER CONTACT
Looking back on 2018…
Resource Planning continues to be a high demand area as
companies continue to drive efficiencies and higher
productivity from their employees. The growth of digital
channels has also continued to impact customer operations,
with companies looking to get more from their employees by
handling multiple contacts (web chat, emails, SMS) and
through higher productivity from their support back office
functions.
Customer Experience – increased demand for candidates
from this background as companies look at their digital and
self-service customer experience. Many are looking for people
who are really forward thinking and who will bring experience
of design and implementation with them.
Demand for and movement of Team Leaders has slowed
slightly in 2018, a sign perhaps that organisations are
investing in both their employees and in relevant technologies
– a combination of employee development and a ‘smarter not
harder’ approach, and evidence of businesses offering
progression for advisers into Team Leader roles.
The sales and sales support markets remain buoyant as most
businesses are focusing on ambitious growth targets.
However, employers are often very demanding of the market,
seeking not only strong performers from within a relevant
sector but also those who can bring existing business with
them. This is more prevalent than in previous years, and
possibly a sign of risk aversion in today’s uncertain times.
Looking ahead to 2019…
The evolution of digital channels will continue to have impacts on
the delivery of customer interactions, and with the introduction of
chat bots, SMS, web chats, modern IVRs and self-service apps
many businesses will be focusing on increasing agent
productivity through them managing multiple quality customer
contacts at the same time. This will mean the demand for digital
CX Journey and Experience roles will continue to grow.
Senior Resource planning roles will see salary increases as
employers struggle to get the right calibre of candidates at
current salaries. Operation Manager roles will evolve to be more
dynamic and innovative with the demand for better solutions to
customer contact challenges and may result in more movement
within the discipline as attractive roles come to market.
What does ‘talent’ want?
Sales candidates in particular are keen to secure the best bonus
and other financial benefits (e.g. car allowance) whilst, as with
other sectors and across all levels, candidates are seeking
flexibility around hours and ‘sensible’ shift rotas.
“Customer expectations and business drivers
around cost and performance will both
continue to drive growth and investment in
technology throughout 2019 and beyond.”
Sales & Customer Ops Trends 2018
What does ‘talent’ want?
Bonus Flexible Working Hours
Good Pension
CUSTOMER CONTACT LONDON & THAMES VALLEY
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Average
Max
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Average
CUSTOMER CONTACT
Contact Centre Director £120,000 £75,000 £97,500 £800 £700 £750
Head Of Contact Centre/Operations £90,000 £62,000 £76,000 £700 £550 £600
Contact Centre Manager £50,000 £35,000 £42,500 £350 £500 £450
Sales Centre/Outbound Contact Centre Manager £65,000 £45,000 £55,000 £450 £350 £375
Team Manager £30,000 £24,000 £27,000 £200 £325 £250
Head Of Planning/Forecasting £85,000 £55,000 £70,000 £500 £325 £400
Planning/Forecasting Manager £45,000 £30,000 £37,500 £375 £300 £350
Outsource-Business Development Mgr (Basic) £110,000 £50,000 £80,000 £600 £300 £450
Contact Centre Training Manager £50,000 £29,000 £39,500 £500 £250 £350
Head Of Customer Experience £110,000 £55,000 £82,500 £700 £575 £650
Customer Experience Manager £65,000 £65,000 £65,000 £400 £200 £250
Customer Complaints Manager £70,000 £70,000 £70,000 £450 £400 £400
Sales Director £120,000 £90,000 £105,000 £800 £600 £700
Head of Sales Operations £85,000 £75,000 £80,000
National Account Controller £70,000 £60,000 £65,000
National Account Manager £50,000 £40,000 £45,000
Telephone Account Manager £42,000 £35,000 £37,500
CUSTOMER CONTACT SOUTH WEST
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JOB TITLE
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Average
Max
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CUSTOMER CONTACT
Contact Centre Director £110,000 £80,000 £95,000 £800 £700 £750
Head Of Contact Centre/Operations £85,000 £55,000 £70,000 £700 £500 £600
Contact Centre Manager £50,000 £33,000 £41,500 £400 £300 £350
Sales Centre/Outbound Contact Centre Manager £60,000 £40,000 £50,000 £450 £300 £375
Team Manager £30,000 £20,000 £25,000 £200 £325 £300
Head Of Planning/Forecasting £80,000 £55,000 £67,500 £325 £500 £388
Planning/Forecasting Manager £45,000 £30,000 £37,500 £350 £300 £325
Outsource-Business Development Mgr (Basic) £90,000 £45,000 £67,500 £700 £300 £500
Contact Centre Training Manager £50,000 £29,000 £39,500 £500 £250 £350
Head Of Customer Experience £110,000 £55,000 £82,500 £700 £500 £600
Customer Experience Manager £60,000 £35,000 £47,500 £400 £200 £250
Customer Complaints Manager £70,000 £45,000 £57,500 £350 £100 £215
Sales Director £120,000 £90,000 £105,000 £800 £600 £700
Head of Sales Operations £85,000 £75,000 £80,000
National Account Controller £70,000 £60,000 £65,000
National Account Manager £50,000 £40,000 £45,000
Telephone Account Manager £42,000 £35,000 £37,500
SALARY SURVEY 2019 | 22
SALARY SURVEY 2018 | 20
MARKETING SALARY SURVEY 2019
SALARY SURVEY 2018 | 21
Marketing Trends 2018
Higher Recruitment Increase Need For
of Specialist Skills GDPR Knowledge
and Skill
Improving
Customer
Experience
MARKETING, DIGITAL & COMMUNICATIONS
Looking back on 2018…
As expected over the last 12 months there’s been an increase in
demand for digital talent, to support transformation programmes and
the drive for greater customer engagement, with the savviest
candidates actively upskilling in these areas. We’ve worked with in-
house marketing departments to recruit more specialist skills (e.g. PPC,
Social Media, SEO) into their teams to reduce external agency spend.
However, the more generalist roles are still seeing demand grow.
Increasingly businesses are starting to see the value of becoming data
driven to make smarter decisions, and clearly the implementation of
GDPR has had its impact. There’s a widespread focus too on greater
consumer-centricity, leading to an increasing amount of UX/Digital
Design roles that can improve the user experiences across all customer
channels (web, mobile and app etc).
In communications particularly, we’ve worked with businesses to deliver
interim talent for specific change projects. Contractors have benefited
from this variety of work, enjoying the breadth of experience it adds to
their CV along with generous day rates and flexibility.
In a competitive market, we consistently see that to engage and secure
the best talent, businesses must offer a strong candidate experience
with prompt feedback and processes. The jobseeker when faced with
multiple offers will often be swayed by the best experience.
In terms of location, the south west continues to provide an alternative
to London with candidates chasing a more favourable work life balance
but still looking for those challenging roles within large brands. Bristol in
particular has evolved into a major contender as a creative hub with a
rise in these roles.
Looking ahead to 2019…
With political and economic instability ahead, we’re seeing businesses
often cautious with spending, and focusing their efforts in the areas of
growth that will bring most value with the savviest companies
understanding the role marketing and communications has to play in
their success. More organisations are creating ‘digital hubs’, bringing
specialist teams together in areas where that talent is easier to source.
We predict further growth in social and UX hiring, as companies vie to
create better customer journeys.
What does ‘talent’ want?
Flexible working and exciting projects are often cited as more
important considerations than financial motivations. Increasingly, we
are seeing candidates with a very strong desire to work for attractive
brands with forward thinking and progressive culture. Some
companies are still failing to meet the demands of the modern
workplace and, unfortunately, this often results in them losing out on
the best talent.
“The coming years will see further digital innovations
and a likely increase in the pace of technological
change – for agile businesses and career
minded marketers this will mean exciting
opportunities ahead.”
What does ‘talent’ want?
Brand Flexible Working Hours
Interesting Projects
MARKETING
SALARY SURVEY 2019 | 25
SOUTH WEST & THAMES VALLEY
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Max
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BRAND MARKETING
Assistant Brand Manager £45,000 £25,000 £35,000 £300 £150 £225
Brand Manager £55,000 £35,000 £45,000 £350 £250 £300
Head of Brand £75,000 £50,000 £62,500 £450 £300 £375
Brand Director £110,000 £80,000 £95,000 £700 £500 £600
PRODUCT MARKETING
Head of Products £70,000 £55,000 £62,500 £450 £300 £375
Product Manager £50,000 £35,000 £42,500 £350 £250 £300
Assistant Product Manager £35,000 £25,000 £30,000 £250 £200 £225
Head of Category £75,000 £55,000 £65,000 £450 £300 £375
Category Manager £50,000 £35,000 £42,500 £350 £250 £300
CRM MARKETING
Email Marketing Executive £30,000 £20,000 £25,000 £200 £150 £175
Email Marketing Manager £45,000 £35,000 £40,000 £350 £250 £300
CRM / Data Marketing Manager £55,000 £35,000 £45,000 £350 £250 £300
GENERAL MARKETING
Marketing Executive £30,000 £20,000 £25,000 £200 £150 £175
Marketing Analyst £32,000 £20,000 £26,000 £200 £150 £175
Marketing Manager £55,000 £40,000 £47,500 £400 £300 £350
Head of Marketing £80,000 £50,000 £65,000 £500 £350 £425
Marketing Director £120,000 £80,000 £100,000 £800 £600 £700
COMMUNICATIONS
Internal Communications Executive £30,000 £30,000 £30,000 £200 £150 £175
Internal Communications Manager £50,000 £30,000 £40,000 £400 £250 £325
PR Manager / Corporate Communications Manager £50,000 £30,000 £40,000 £400 £250 £325
Head of Communications £80,000 £60,000 £70,000 £550 £300 £425
Communications/Corporate Affairs Director £120,000 £90,000 £105,000 £800 £500 £650
MARKETING
SALARY SURVEY 2019 | 26
SOUTH WEST & THAMES VALLEY
Perm Interim
JOB TITLE Max
Min
Average
Max
Min
Average
DIGITAL MARKETING
Digital Marketing Executive £35,000 £25,000 £27,000 £200 £100 £150
Digital Marketing Manager £50,000 £30,000 £45,000 £500 £250 £350
SEM Specialist £40,000 £30,000 £35,000 £350 £250 £300
Head of Digital Marketing £100,000 £60,000 £80,000 £900 £500 £600
Digital Marketing Director £120,000 £90,000 £100,000 £1,200 £700 £800
ECOMMERCE
Ecommerce Executive £30,000 £20,000 £25,000 £200 £100 £150
Ecommerce Manager £55,000 £35,000 £45,000 £500 £300 £400
Digital Analyst £55,000 £30,000 £45,000 £500 £300 £400
Customer Insight Manager £60,000 £40,000 £45,000 £500 £300 £400
CRO Manager £60,000 £40,000 £50,000 £600 £400 £500
Digital Product Manager £60,000 £35,000 £50,000 £600 £400 £500
Head of Ecommerce £100,000 £70,000 £80,000 £800 £400 £500
Head of Digital Analytics £90,000 £60,000 £75,000 £800 £400 £500
Head of Digital Product £100,000 £60,000 £80,000 £900 £500 £600
Product Director £120,000 £80,000 £100,000 £1,200 £700 £800
Ecommerce Director
USER EXPERIENCE / DESIGN
£120,000 £80,000 £100,000 £1,200 £700 £800
UX Designer £60,000 £30,000 £45,000 £600 £300 £450
UI Designer £60,000 £30,000 £45,000 £600 £300 £450
Service Designer £60,000 £30,000 £45,000 £600 £300 £450
UX Researcher £70,000 £45,000 £55,000 £600 £300 £450
Product Designer £50,000 £30,000 £40,000 £400 £300 £350
Head of UX £100,000 £70,000 £80,000 £900 £500 £700
VP Product/UX £120,000 £80,000 £100,000 £1,200 £700 £800
SALARY SURVEY 2018 | 20
EXECUTIVE Market Summary 2019
SALARY SURVEY 2018 | 21
EXECUTIVE SEARCH
Looking back on 2018…
Executive hiring is a very specific form of talent acquisition and one that has significant impact on the culture and business performance
of an organisation. Getting things right at this level requires truly deep insight and judgement, and a particular kind of search
methodology… a strong combination of art and science, and a focus on matching capability, personal drive and interpersonal
effectiveness with the specific and unique challenges of each business. Getting things wrong can often cost millions and/or be
devastating to a company culture and market position. Shareholders are increasingly – and rightly – focusing on executive leadership
(and remuneration) as factors driving reputation, growth and ultimately shareholder value.
It’s increasingly apparent that C-suite recruitment is evolving as the needs of modern business evolve. As more and more organisations
re-shape themselves around current and future customer needs, the role of executive leadership has broadened from a historic focus
on financials.
Whilst leadership qualities and interpersonal skills are still critical to success at board level, the rising importance of technology and
innovation requires executives to have a very clear appreciation of the benefits and risks in this space. Often technology requires
significant capital investment, and almost always necessitates organisational and behavioural change; both these issues require a
detailed understanding of the ‘what’ and the ‘how’ in order to invest wisely and implement change carefully.
Additionally, the focus on employee development and engagement is clearly increasing, and organisational leaders must understand
what increased commercial pressures will mean for working patterns, skills and organisational design and how these changes can be
implemented in a low risk way.
As with other functional leadership roles, the increased use of interim resource to manage change and bring in fresh thinking is very
visible in the CxO space, with external expertise bringing benefits in terms of increased pace and reduced risk. Conversely, it is also
clear that better succession planning and talent pipelining is allowing for greater reliance on internal promotions to C-suite roles… a
sensible development and alongside interim support this gives greater resilience at board level.
Finance & Banking hiring in particular in 2018 was on a cautious note, steadily increasing over the year. Throughout last year we have
seen Tier 1 and challenger banks going out to the external market for the niche and more difficult to find skill sets. In the banking sector
the end of the year came to a slow close as candidates became hesitant to start the recruitment process as they would rather wait for
bonus payouts. Political drivers such as Brexit have seen a number of finance positions move out of London and into the EU zone.
However, both London and regional recruitment markets finished the year generally busy.
Looking ahead to 2019…
We are seeing a drive towards flexibility within the workplace, such examples include a day or two per week where employees can
work from home and hot desks. We believe diversity in the workplace is a big drive at the moment, more specifically at VP to director
level where a lot of organisations are actively looking for strong female talent. The gender pay gap and equal pay are hot topics of
discussion too, with organisations forced by customer and shareholder sentiment to reassess long-standing discrepencies. As with
issues around corporate responsibility in recent years, these issues will rise in importance from board level downwards.
We forsee caution still for 2019 with Brexit looming and uncertainty in many markets meaning a wait-and-see ethos prevails in many
boardrooms. However, lots of deals are being done in investment banking/corporate finance and in other specialist sectors such as fin-
tech, insure-tech, real estate and renewable energy, and more broadly many established businesses are embedding their turn-around
and new more nimble business strategies… so we’re optimistic about movement and opportunity at the c-suite level over the coming 12
months.
Artis Recruitment specialise in mid-to-senior level
permanent and interim recruitment across HR, Finance,
IT, Procurement, Customer Contact, Marketing and
Executive Search.
Artis Recruitment Ltd
Queen Charlotte House
53 Queen Charlotte St
Bristol BS1 4HQ
www.artisrecruitment.co.uk
0117 456 3370
Cogito Talent are a leading recruitment data and insights
business offering bespoke talent mapping, market re-
search and project-based recruitment expertise.
Cogito Talent Ltd
Queen Charlotte House
53 Queen Charlotte St
Bristol BS1 4HQ
www.cogitotalent.com
0117 456 3390