harnham salary guide 2014

8/10/2019 Harnham Salary Guide 2014

1/17

HARNHAM INSIGTHFUL RECRUITMENT

HARNHAM DATA & ANALYTICSSALARY GUIDE 2014

The denitive source of salary informationfor the UK Data & Analytics market


2/17

HARNHAM INSIGHTFUL RECRUITMENT

SALARYGUIDEINTRODUCTION

Overall we continue to see a positiveoutlook and buoyant market for

candidates. There was a huge demandin the last quarter of 2013 which hascontinued into the rst quarters of2014. There is clear indication that 2014will continue to be a very candidatedriven market.

Survey data indicates that morecandidates are exploring newopportunities but this increasedinterest still does not meet thecontinued high volume of vacancies so 2014 sees the continuation of avery candidate driven market. Not onlyare candidates seeking better overallbenet packages but also higher levelsof compensation over previous years.

With even more roles on offer andrelatively fewer qualied candidatesto go round, organisations will needto offer more competitive packagesin order to secure the best talent fortheir operations. More frequently weare seeing the common scenario ofthe most qualied individuals havingmultiple offers at the point of decision.Organisations will need to streamlinetheir hiring processes so as to securethe best talent in the most expedientmanner.

Organisations able to quickly screensuitable candidates and offer the mostcompetitive compensation and benetpackages will be able to attract thebest talent available.

Of those likely to change rolesthis year the vast majority areactively looking for a new role

Half of those looking to movestated it was to secure betterremuneration

Welcome to the Harnham 2014 Salary Guide.A denitive guide to the latest salary data,summary of market trends and predictionswithin Data & Analytics in the UK.

Whether youre looking at hiring orcontemplating your next career move,we hope this guide will prove invaluable inunderstanding the current drivers in theData & Analytics marketplace.

LIKELYTO CHANGEROLES

ACTIVELY SEEKING

SEEKINGBETTER PAY

INCREASEDEXPECTATIONS

HARNHAM SALARY GUIDE 2014 PAGE 2Over half of respondents statedthey are likely to change roles

this year

Respondents areseeking an averageof 19% increase intheir base salaries


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DATASOURCESBENCHMARKINGAs part of our increasingpresence within the Data& Analytics businesscommunity, we continuouslymonitor trends within thismarketplace.

Our 2014 salary guide is based on

a robust survey completed by over1,000 respondents based throughoutthe UK, further supported by anumber of other market datasources, including:

_ Objective data based onplacements made by Harnhamduring 2013

_ Market intelligence gained

through client and candidateinterviews and assessments in2013

_ Analysis of Harnhams online

advertising placed throughout2013

The largest response to the surveywas from the London region followedby the South East.

Responses were on par for theSouth West, East Midlands, NorthWest, and also for West Midlands,Yorkshire & Humber and Scotland.Wales and Northern Ireland onceagain had participants this year.

Collating our ndings in oneplace, we continue to bring you aninvaluable salary reference resourcefor the Data & Analytics market.

HARNHAM SALARY GUIDE 2014 PAGE 3

WORKLOCATION

NUMBEROF RESPONDENTS

Over half of the

respondentswork in London


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RESPONDENTPROFILERESULTSFrom Financial Services to Technology, Retail andBanking to FMCG, this years Harnham SalaryGuide includes feedback from every region of theUK and right across the spectrum in terms of Data& Analytics roles, with individuals participatingfrom entry level right through to executivemanagement.

MALE

FEMALE

TECHNOLOGY

18 24

25 3435 44

45 55

55+

FINANCIAL SERVICES

BANKING

CONSULTANCY

RETAIL & FMCG

MAINSECTORS

AGEGROUPS

GENDER


Largest age groupin the survey


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CAREERSOPPORTUNITIESFUTURE

OTHER REASONS FOR LEAVINGREASONSFOR LEAVING

AVERAGETENUREHARNHAM SALARY GUIDE 2014 PAGE 5Nearly half ofrespondents stay intheir role for up to2 years, with a further47% staying for3-6 years

_ Poor Management_ Job stability_ Lack of training_ Redundancy_ Team dynamics_ Relocation

Last year 38% ofrespondents changedcompanies due touncompetitive salaries

The vast majority of our

respondents indicated thatthe key driver to seek analternative role is the salaryand benets package theycurrently receive.

The majority of respondents seeking

to change roles feel their salaries areeither not competitive or reective oftodays job market.

Another key driver is benets withmore comprehensive packageswhich include exible benets beingsought.

The demand for higher salaries andbetter benets is going to be evermore present in 2014 as the trend ofa candidate-driven market place islikely to continue for the remainderof the year.


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BONUSESFIGURESSALARIESThere is a real marked division

within the Data & Analyticsmarketplace when it comesto salary increases.

2013 saw an almost 70/30split between those individualswho did secure a pay rise andthose who received no payrise at all.

62% of salaries increased by at least

double the rate of ination, with aconsiderable number increasing bymore than that. The average increasein base salaries was 13% over theprevious year. Approximately 32%of respondent salaries remained attheir 2012 levels.

When it came to bonuses, nearly 60%of respondents received a bonusduring 2013 with the average bonusbeing 15% above base salary.

As already mentioned, the last quarterof 2013 and rst quarter of 2014 hasseen an increase in vacancies in theData & Analytics sector.

We foresee that 2014 will continue tobe a candidate driven market, so thoserespondents with no rise in salary orbonus are likely to seek opportunitieswhere they can achieve a higher allround compensation package.

For companies who wish to hire thisyear, real consideration needs tobe placed on offering competitivepackages to ensure they can attractthe best candidates.

BONUS LEVEL

NOINCREASE

RECEIVEDBONUS

SALARYINCREASE

SALARYINCREASE


of salaries increased by at leastdouble the rate of ination

Of those receiving bonusesin 2013, 66% received higherbonuses than the previous year

For nearly one third ofrespondents there was noincrease in salary at all.

of respondents receivedan annual bonus abovetheir base salary

was the average bonuspercentage above base salaryachieved in 2013


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SALARIESMETHODJOB LEVELSThe salary data presented in

the following tables reect basecompensation excluding bonuses,incentives and other benets.

Trends relating to the packagesoffered are highlighted in thecommentary preceding each table.

Salaries are broken down byexperience level and in a broadsense, they represent the followingguide to likely years of experience.

By using this salary guide you will bebetter positioned to make informeddecisions regarding your careerprogression or your budgetary needs.

We would like to emphasise that thisshould only be used as a startingpoint and we would be happy to offerfurther assistance to you personally.

Simply contact us for a condentialdiscussion.

ENTRY LEVEL0-2 years

MID LEVEL3-6 years

SENIOR TECHNICALOR MANAGER LEVEL 7-10 years

SENIOR MANAGER + LEVEL 11 years +



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CREDITRISK


Analysing big datasetsefciently is a greaterrequirement nowadays

More regulatory changesaround data enable banksto invest in the data andtechnologies

There is more choiceof analytical tools thatcan challenge SAS suchas HADOOP, NoSQL, hive,etc.

We continue to see the greatest needat Senior Analyst level, and this iswhere the most marked uplift insalaries across the board has beenseen over both 2012 and 2013.

Basel III and its ongoingimplementation was the big talkingpoint of 2013. The impact on themarket was a greater need for Analyststo ensure banks are compliant withthe requirements of Basel Pillar 3.There was also greater demand forcandidates in the area of capitalreporting to perform regulatory andeconomic capital calculations.

Along with Basel III, the need in theniche lending sector was to prepare fornew regulation being introduced in April2014. The ongoing impact of this will bemeasured in 2014.

Credit Risk also saw 2013 result in a roleheavy market with a scarcity of skilledcandidates.

The market has been busy, with numerouschallenger banks joining the clamour forstrong analysts. This has added to the growthin demand for analysts that was alreadyseen in the niche lending sector. This meansmore diverse roles, greater opportunities andsubsequently more varied career moves forsuitably skilled people.

WE ASKED

YOUANSWERED

Have you noticed any changes in the Data & Analyticsmarket, or emerging technologies / sectors that youfeel will have an impact in 2014?


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ANNUAL PERMANENTSALARY AVERAGE

DAILY CONTRACTAVERAGE PAY RATES

CREDITRISK


Financial institutions are subject to a variety ofrisks from credit and operational to liquidity.

The unprecedented complexity of todays businessenvironment and the globalisation of many operationsbringing geographically diverse employees, vendorsand partners makes credit risk a top priority. Firms areincreasingly seeking cutting edge and innovative waysto manage their credit risk and are approaching riskmanagement from an enterprise-wide view.

This business area continues to see one of the highest levelsof IT spend particularly analytics as rms seek to harnessthe power of big data to drive performance metrics andbusiness processes.

EXPANDING BOUNDARIES:- Operations are increasingly global and complex

and they are expanding their governance, risk andcompliance (GRC) activities.

RISK INTELLIGENCE:- Risk-related information is more critical than ever.

There is a shift toward leveraging risk metrics todrive performance and business processes.

LEVERAGING BIG DATA:- Organisations that are able to quickly analyse

unprecedented volumes of big data will bebest positioned to uncover both risks andopportunities.

TOP 3SECTOR TRENDS

CREDIT RISK

Role Type

Decision Science

Decision Systems

Portfolio Management

Reporting

34k / 27k

31k / 29k

33k / 29k

29k / 25k

51k / 43k

47k / 44k

49k / 42k

45k / 33k

70k / 66k

68k / 62k

63k / 57k

60k / 53k

110k / 97k

105k / 95k

101k / 96k

85k / 77k

CREDIT RISK

Role Type

Decision Science

Decision Systems

Portfolio Management

Reporting

220

250

200

135

448

448

426

336

661

655

616

549

840

857

829

778

Entry Level Mid Level Senior or Manager Director

Annual Base Salary - GBP[London / Outside London]


Daily Contract Rate - GBP per day


10/17


DATA ANDTECHNOLOGY

This has seen the ongoing demand inskills such as SAS being added to thetools to harness unstructured datasuch as NoSQL. We have also seen

a signicant increase in demand fordata visualisation and for candidateswith knowledge of visualisation toolssuch as Tableau.

This growing need for visualisation toolsand a more mature approach to therespective roles of Relational and NoSQLmethods is where we have seen the

biggest shift in skill set demand. However,companies are still relatively near thestart of their journeys in this space. Theprediction from SAS and e-skills UK inearly 2013 that the demand for big dataprofessionals would grow 92% between2012-2017 appears to be accurate.

The 2014 survey should be able to showwhether the prediction that Big Dataprofessionals can earn 20% more thanother IT professionals is also being seenin the market.


Visualisation willbecome more important

Hadoop is gaining a lotof traction, particularlyaround the concept of theEnterprise Data Hub

Analytics is gettingeven more widespreadacross more areas ofthe business.

The demand for Big Data professionalscontinues to grow as companies furtherexpand their strategies harnessing thepower of Big Data into all areas of theirbusiness operations.

WE ASKED

YOUANSWERED



11/17




DATA ANDTECHNOLOGY


While around for quite some time, the greatestgrowing focus continues to be on Big Data.

With vast amounts of data being generated ona daily basis be it from web or social mediato online commercial transactions - its nothard to see why big data continues to garnerattention.

In 2014 big data comes to the forefront with emphasis beingplaced on real-time analysis. This in addition to the manytransformative technologies emerging over the next yearunderscore the need for businesses to remain ahead of thecurve of this rapidly developing sector.

DATA VISUALISATION- To help decision makers to make informed

decisions quickly from large data sets, we will seemore emphasis on visualisation.

THE CLOUD- IT managers anticipate the rise in cloud based

applications will have a massive impact onhow they manage data centre and enterpriseinfrastructures.

DATA ANALYTICS- To harness the potential of big data there will be

increased need to invest in state-of-the-art dataanalytics and business intelligence systems.

TOP 3SECTOR TRENDS

DATA AND TECHNOLOGY

Role Type

BI Analytics

Data Architecture

Data Gov. / Mgmt.

Data Warehouse Dev.

SAS Programming

33k / 27k

35k / 28k

35k / 23k

32k / 28k

31k / 28k

49k / 46k

54k / 45k

49k / 38k

47k / 40k

46k / 41k

66k / 59k

77k / 72k

62k / 45k

66k / 57k

63k / 54k

110k / 88k

99k / 98k

86k / 72k

93k / 87k

102k / 94k

DATA AND TECHNOLOGY

Role Type

BI Analytics

Data Architecture

Data Gov. / Mgmt.

Data Warehouse Dev.

SAS Programming

200

210

263

350

320

463

469

380

497

452

565

610

602

599

588

768

729

753

723

735






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DIGITALThe digital market as a whole hasseen a surge in demand for a varietyof skill sets over the last year andcontinuously proves to be a rapidlymoving sector.

The need for Web Analyticsprofessionals with specialist skillsin Omniture or Google Analytics isextremely high, however companiesare also embracing the use of adiverse blend of lesser known

tools and therefore the specictechnologies are often less of anecessity than in other areasof Analytics.

Similar to some roles in Marketing& Insight, we have also seen anincrease in the number of WebAnalytics roles being brought inhouse, rather than being outsourced,and the demand for hybrid Analystswith proven ofine and onlinecapabilities is at an all-time high.

The growing demand in the worldof UX, particularly designers andarchitects has been particularlynoticeable, in addition to substantialpay increases for professionals in

this area.

UX has become a particularlyfast paced, challenging sectorto recruit for; competition is rife,salary expectations are high andboth permanent and contractopportunities are readily available.

This evolving sector appears to becontinuing to gather pace and wepredict that it will remain as a highdemand area for the coming year.

Web analytics, PPC, user experience (UX)and search engine optimisation (SEO) of websites and online campaigns now command

as much, if not more, focus than traditionalmarketing analysis techniques.

More and more businesses are starting tothink in an innovative manner about the weband are seeing the real benets of measuringand analysing their web trafc and onlineactivity to drive accountability as wellas optimising user interaction throughexpert design.


WE ASKED

YOUANSWERED


growing appetite to utilise the datanow available to drive new productsand services and improved userexperiences

more personalisation, segmentdiscovery and targeting


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DIGITALHARNHAM SALARY GUIDE 2014 PAGE 13

Web analytics will continue to increase inimportance for most businesses. Companieswill increasingly need to manage an Internetpresence to sell products and services. Inaddition, the importance of User Experienceand innovation to all businesses will continueto increase at an unprecedented pace.

With the advent of better web analytics tools even moreorganisations will use those platforms to analyse how theirusers are interacting with their pages and to design betterenvironments that enhance their customers experience,achieve a better user engagement and hopefully greaterrevenues.

USER ENGAGEMENT TRACKING:- Web analytics tools will go beyond click counts and

track engagement like scrolling, mouse movement,zooming and highlighting.

THIRD PARTY DATA:- Web analytics platforms will help site owners to

have better view of users of their sites through toolsfor integrating data from multiple sources (i.e. CRM,CMS, Lead Nurturing).

DATA MANIPULATION TOOLS:- New tools will allow the integration of web analytics

platforms with Business Intelligence (BI) systems tohelp make better business decisions easier.

TOP 3SECTOR TRENDS

DIGITAL

Role Type

Developer

SEO/PPC

User Experience (UX)

Web Analytics

34k / 26k

28k / 23k

30k / 22k

30k / 24k

48k / 39k

36k / 32k

42k / 33k

46k / 35k

58k / 51k

50k / 45k

75k / 52k

59k / 51k

70k / 64k

70k / 60k

94k / 80k

85k / 65k

DIGITAL

Role Type

Developer

SEO/PPC

User Experience (UX)

Web Analytics

283

235

320

330

300

350

410

380

400

400

600

410

500

500

800

520






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MARKETINGANDINSIGHT


An awareness of analytics alongsideother disciplines such as onlinemarketing creates a combined skillset that can be handy.

Mobile and tablet devicesare becoming muchmore inuential

This reliance on data has meantthat securing candidates for SASbased Customer Insight Analyst rolesremains in considerable demand.

We have previously made referenceto the increasing number of clientswilling to be more exible aroundtechnical backgrounds and considertransferable skills, namely SPSS, Rand SQL, as an alternative to SAS.This trend has now become far moreprevalent and many organisationsare experiencing greater successin their recruitment campaigns byadopting this approach.

We also see increased growth in Client-side Data Strategy roles. The shifttowards creating internal Data Planningand Consultancy teams, rather thanoutsourcing these roles is becomingincreasingly popular.

Over the years, we have faced an elementof resistance from both clients andcandidates about the movement betweenAgency and Client-side. We are nowwitnessing an increasing number of DataPlanning and Strategy professionalsembracing the movement, particularlyfrom Agency to Client-side opportunities.This surge in demand from both theAgency world and Client-side teams hasled to Data Planning vacancies beinganother challenging area to recruit for.

We are now interested to see what impactthe increase in Client-side opportunities,typically with more substantial benetsand bonus potential than Agency-sideopportunities, has on the market andsalary expectations moving forwards.

Marketing has evolved from a creative processinto a highly data-driven one using analytics todetermine the outcomes of campaigns, guideinvestment decisions and planfuture customer targeting.

WE ASKED

YOUANSWERED



15/17


MARKETINGANDINSIGHT



The marketing, media and agency sectorcontinues to evolve toward greater relianceon mobile platforms and personalisedcontent marketing.

Marketers are challenged by the vast amounts of datathat are being generated but which lack depth of insightleading to increased demand for and reliance on qualitativeresearch techniques for context and insight into humanbehaviour and preferences.


QUALITATIVE RESEARCH:- While data analytics are great for providing a

screenshot, marketers are seeking more humaninsights to strengthen campaigns.

USER-GENERATED CONTENT:- Consumers begin to realise the full value of

their personal data. Smart marketers willprovide opportunities for people to tell stories.

ONLINE VIDEO:- As consumers move their activities to their

mobile devices, video will move with them. Thismeans an increase in digital video advertisingacross all mobile devices.

TOP 3SECTOR TRENDS

MARKETING & INSIGHT

Role Type

Account Manager

Campaign Analyst

Commercial Analyst

Customer Insight Analyst

Data Planner

Econometrician

Market Research

32k / 26k

35k / 32k

32k / 26k

36k / 31k

38k / 31k

37k / 31k

27k / 24k

42k / 34k

54k / 47k

47k / 41k

55k / 50k

63k / 50k

49k / 46k

43k / 37k

67k / 61k

77k / 72k

68k / 54k

81k / 57k

78k / 61k

96k / 89k

69k / 60k

88k / 72k

110k / 95k

97k / 91k

123k / 108k

103k / 90k

129k / 104k

96k / 87k

MARKETING & INSIGHT

Role Type

Campaign Analyst

Customer Insight Analyst

Data Planner

Econometrician

Market Research

205

226

209

226

192

345

396

396

396

294

479

565

599

509

398

690

706

735

701

525






16/17


FUTUREOUTLOOK TRENDS

SALARIES- Salaries are increasing. The

average base salary reportedby our survey sample was 6%higher in 2013 than in 2012.Salary increases were achievedby 62% of respondents in 2013.The average salary increase was13% over 2012.

BONUSES- Bonuses are becoming more

frequent and are gettinglarger. Approximately 59% of

respondents received bonuses in2013 a 4% increase over 2012.The average bonus achieved was15% above base salary.

JOB SECURITY- Candidates feel secure in their

roles. Our survey results showthat 86% of respondents feel assecure as, if not more than theydid last year in their role nearly20% increase over last year.

TEAM SIZE- Team size is increasing. Our

survey results show that 75%of teams remained the samesize or increased in 2013 a 1%increase over 2012

VACANCIES VS. INTERVIEWS- Analysis of the Harnham data

archive reveals and annualisedgrowth rate of 36% in loggedvacancies by clients over thelast three years. In contrastthe annualised growth rate ofcandidate interviews for thesevacancies stands at 24% overthe same time period. There isa continuing year-on-year trendin the shortage of qualiedcandidates for available roles.

The impact of these year-on-yeartrends is unmistakable. Withincreasing base salaries, bonuspayments and team sizes alongwith a general shortage of qualiedcandidates for job vacancies thereis an overall increase in candidatecondence.

The UK Data & Analytics marketplace will continue to remaincandidate driven for the remainder of 2014 and the foreseeable future.Compensation packages will continue to increase in response to thecontinued supply shortage of qualied candidates relative to demand.

The average bonuspercentage above basesalary achieved in 2013

Three quarters ofteams remainedthe same size orincreased in 2013

SALARYINCREASE

BONUSLEVEL

TEAMSIZE

ANNUALISEDRATIO


Salaries increased by anaverage of 13% over last year

of candidates to job

vacancies


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CONTACTHARNHAM


We provide consultancy coveringall aspects of attracting, selecting,securing and retaining the mostsuitably skilled and best tindividuals for our diverse rangeof client companies, who rangefrom high prole users of analyticstechniques through to a wideselection of leading consultanciesand SMEs.

Our services include contingency andsearch and we source individuals forpermanent roles, as well as interimand contract assignments.

Having undergone rigorous trainingin all aspects of recruitment aswell as the Harnham core values,our consultants and resourcers arededicated to the provision of the veryhighest quality service whether yourneed is for recruitment campaignsor support in nding the next step inyour Analytics career.

For further information on ourservices, or if you have anyquestions on the content of our 2014Salary Guide please contact us:

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

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

Harnham focus solely on recruitmentwithin the Data & Analytics sector.

This focus has enabled us to establish anextensive network of skilled candidates bothwithin the UK and further aeld, developedthrough pro-active sourcing combinedwith a rigorous and proven selectionand delivery approach.

harnham salary guide 2014

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