Salary Guide 2010

CONTENTS.
CEO’s LETTER 2 OFFICE SUPPORT, SALES & MARKETING, TECHNICAL – BRUNEL 39
MULITI-LINGUAL, HR & LEGAL
FINANCE – PREMIER 3 KEY SURVEY FINDINGS 40
– LA CRÈME 25
KEY SURVEY FINDINGS 4 SALARY TABLES 42
KEY SURVEY FINDINGS 26
SALARY TABLES 6 LIFE SCIENCES 42
SALARY TABLES 28
COMMERCE & INDUSTRY 6 ENGINEERING 45
TEMPORARY 28
FINANCIAL SERVICES 11 SUPPLY CHAIN & OPERATIONS 46
PERMANENT 29
FUND ADMINSTRATION 14 ENERGY & CONSTRUCTION 47
MULTI-LINGUAL 31
INSURANCE, MORTGAGE & ACTUARIAL 16
SHARED SERVICES 18 METHODOLOGY 48
INFORMATION TECHNOLOGY – VERKOM 32
TAX & PRACTICE 20 CONTACT US 50
KEY SURVEY FINDINGS 33
TEMPS & INTERIM MANAGEMENT 21
SALARY TABLES 35
PERMANENT 35
LEGAL – PREMIER 23
CONTRACT 37
SALARY TABLES 24
LEGAL 24

1

CEO’s
LETTER. The survey results reveal some interesting facts.
Over the course of 2009, most businesses have
understandably taken a ‘cost savings’ approach
to their remuneration strategy. However, as we
move into the latter half of 2010, our research
suggests there will be upward movement in
salaries for 22% of businesses.

As hiring activity improves in more and more
companies employers are starting to consider
the issue of talent retention in a recovering
market. More candidates are now seeking
Welcome to Premier Group’s employment than in recent years and while this
mid-year 2010 Salary Guide. has had a downward effect on some salaries
candidates with specific “in demand” skills and
Since our 2009 Salary Guide the Irish experience still command very attractive
employment market has clearly undergone remuneration levels. The ability to offer
significant changes and continues to experience competitive salaries will help companies to
very challenging economic conditions. attract and retain key talent within the market.

In the midst of such uncertainty we have No single guide could hope to address all the
commissioned an “up to the minute” salary related questions one may have, so for more
guide which we feel will be of significant benefit specific salary or hiring information, please feel
to both employers and job seekers alike. free to contact us directly.

In April 2010 Premier Group conducted a Finally, on behalf of myself and everyone at
telephone survey of over 400 senior operational Premier Group I would like to thank you for
and HR managers across the Finance, Office your continuing support and we look forward
Support, Technical and IT functions to gain an to working with you in the future.
insight into salary trends within their companies.
We hope you find this salary guide informative
The results of this survey have been combined and we welcome any feedback you may have.
with data collated by specialist consultants
across our office network . The guide comments Brian Murphy
on how salaries have been impacted by the CEO | Ireland
economic downturn and reflects on likely trends T: +353 21 2300403
over the next 12 months. E: bmurphy@premiergroup.ie

2

PREMIER.
FINANCE

In a recent telephone survey conducted by “It seems that pressure and Generally the market continues to be
Premier, senior level operational and HR uncertainty on salaries is at an end challenged as Ireland lags behind the
managers within the Accounting and with the minority now forecasting international recovery, however we are
Finance services sector were asked if they decreases in salary. seeing signs of confidence and improved
expected basic salary levels within their trading conditions and we are quietly
business to increase / decrease or stay the Premier has seen improved market upbeat on the market for the remainder
same over the next 12 months and if there conditions with steady growth over the of 2010.”
was an increase / decrease by what %? past three quarters in the demand for
qualified, experienced financial
The majority (62.8%) expect salary levels professionals. Interestingly the
to stay the same over the next 12 months. greatest growth is in the temporary /
contract market. We expect demand in
29.8% of employers expect an increase in the permanent market to increase
salaries in 2010 of up to 10%. during Q3 2010 as market conditions
continue to improve.
The minority (7.4%) of employers expect
decreases of up to 15%. Reflecting that the current market is
not salary driven, a major challenge
“Overall the survey results are positive. facing companies in trying to attract
General sentiment is that salaries will candidates is to demonstrate strong
remain unchanged during 2010 with as future growth plans as we exit these
many as 30% of those surveyed expecting recession times.
an increase”. Explains Bryan Hyland,
Regional Director, Premier Group.

4
Visit premier.ie or call +353 (0)1 4321 555

PREMIER.
FINANCE

Q Do you expect basic salary levels within your business to
increase, decrease or stay the same over the next 12 months
and if there is an increase/decrease, by what %?

5

FINANCE.
COMMERCE & INDUSTRY (Small Companies <100 employees)
Dublin Dublin Cork Cork Regions Regions
Low € High € Low € High € Low € High €

Finance job volumes have risen steadily Financial Director 70 85 70 85 55 64
since Q4 2009 with multi-national
Financial Controller 60 70 55 70 46 61
organisations providing the bulk of
positions. Finance Manager 55 65 53 65 50 62
Management Accountant 45 55 45 52 36 45
Indigenous businesses are still finding
Financial Accountant 40 50 40 48 30 38
the market more challenging due to lack
of liquidity in Ireland causing headcount Systems / Project Accountant 45 55 42 52 36 45
expansion to be curbed. Assistant Management Accountant 35 45 30 35 35 38
Assistant Financial Accountant 32 38 30 34 26 28
This uncertainty means the SME market
remains the most challenged as trading Assistant Financial Controller 45 50 45 55 32 41
conditions remain tight and confidence in Newly Qualified Accountant 36 45 33 42 26 33
making hiring decisions remains low.
Tax Accountant 50 55 42 46 38 41
Trainee Accountant (P/Q 2+yrs exp) 25 30 24 28 20 26
Trainee Accountant (1-2yrs exp) 22 25 20 24 18 23
Credit Controller 24 28 24 30 23 26
Payroll Clerk 24 28 24 28 22 26
Accounts Supervisor 30 35 28 33 26 32
Accounts Payable Clerk 22 25 22 25 18 23
Accounts Receivable Clerk 22 25 22 25 18 23
Accounts Assistant 25 28 24 27 19 25
Book Keeper 28 33 24 32 22 28
Graduate / Trainee Accountant 22 25 20 22 18 22

6

FINANCE.
COMMERCE & INDUSTRY (Medium Companies 100 – 500 employees)


Indicators show that there is growth in Financial Director 80 130 75 120 67 85
demand for products manufactured in
Ireland. The knock on effect of this
positive growth is that support services, Finance Manager 60 80 55 68 46 60
including finance support will increase Management Accountant 50 65 48 58 43 55
over 2010.
Financial Accountant 50 60 45 54 45 50
However, it takes time for this growth to Systems / Project Accountant 50 65 53 62 45 60
manifest itself in hiring strategies and Treasury Accountants 45 55 44 53 45 55
with an obvious lack of confidence,
progress, while improving, will remain Business / Financial Analyst 50 55 45 55 40 55
sluggish. Internal Auditor 48 58 45 58 35 45
Assistant Management Accountant 32 38 32 38 32 38
Interestingly, the current emphasis is on
contract and temporary positions – a Assistant Financial Accountant 30 40 30 35 18 25
trend likely to continue throughout 2010 Assistant Financial Controller 50 65 50 65 40 50
driving the moderate growth expected
Tax Accountant 50 60 50 58 42 48
over the year.

7

FINANCE.
COMMERCE & INDUSTRY (Medium companies 100 – 500 employees cont’d)


Cost Accountant 45 55 38 50 36 50
Newly Qualified Accountant 38 45 38 45 34 40
Payroll Clerk 26 30 23 30 23 30
Book Keeper 28 35 24 30 25 30

8

FINANCE.
COMMERCE & INDUSTRY (Large Companies 500+ employees)


Large multi-national businesses have
Financial Director 105 150 105 140 67 120
proved the most resilient during the last 24
months. Globally trading is difficult but the Financial Controller 80 110 80 110 70 90
lack of exposure to a particularly weak Finance Manager 65 75 65 72 55 70
domestic economy has meant they have
avoided the worst effects of the recession.
With some world economies looking Financial Accountant 50 60 50 60 45 55
brighter we are already seeing demand Systems / Project Accountant 55 65 55 65 50 60
from this sector.
Treasury Accountants 50 60 48 58 45 55
Qualified candidates with previous Business Financial Analyst 55 65 50 60 50 60
industry experience are set to benefit most Internal Auditor 50 60 48 63 33 51
from this upturn.
Assistant Management Accountant 34 42 30 43 30 34
Assistant Financial Accountant 30 40 28 38 26 32
Assistant Financial Controller 55 65 65 80 39 46
Cost Accountant 55 60 48 58 46 55

9

FINANCE.
COMMERCE & INDUSTRY (Large Companies 500+ employees cont’d)


Newly Qualified Accountant 40 50 38 48 36 45
Credit Control Manager 45 55 45 55 32 45
Credit Controller (1 – 3 yrs experience) 27 32 24 30 28 30
Payroll Manager 42 55 42 55 36 45
Payroll Clerk 26 33 23 33 24 32

10

FINANCE.
FINANCIAL SERVICES

Financial Control & F/S Accounting Dublin Dublin Cork Cork Regions Regions

Finance Directors 100 160 90 120 80 110
The Financial Services sector in Ireland Financial Controller 75 120 70 90 60 80
faced severe challenges in 2009.
Product Controller 60 75 n/a n/a n/a n/a
Internal Audit Manager 60 80 50 65 39 n/a
The Accountancy and Finance market saw
a slight improvement in appetite to hire Internal Auditor 40 60 40 50 28 n/a
during the second half of last year. Treasury or Systems Accountant 45 60 40 60 36 n/a
Demand started to increase from October Junior Treasury Accountant 35 45 25 35 18 27
2009 and has continued, picking up the Regulatory Accountant 55 70 45 60 45 50
pace particularly from February 2010. Senior Financial Analyst 55 65 50 60 45 50
Financial Analyst (1-3 yrs exp) 45 55 40 50 35 45
As always ACA candidates from the Big 4 Senior Financial / Group Accountant 65 75 50 65 45 55
are desired by this sector. With the Irish Financial / Mgt Accountant (3yrs exp) 55 65 60 60 37 46
banks focusing on internal controls and Financial / Management Accountant 40 55 40 50 31 39
regulations - Internal Audit, Compliance PQ Assistant Accountant (2-3yrs exp) 28 35 26 35 21 22
and Regulatory Accountants are much PQ Accounts Assistant (2-3yrs exp) 25 35 27 35 19 23
sought after.
PQ Accounts Assistant (1-2yrs exp) 23 35 25 30 20 28
Accounting Technician 23 30 24 26 20 24
Graduate 19 25 22 25 18 22

Treasury & Capital Markets Dublin Dublin Cork Cork Regions Regions

Institutional Sales 80 200 n/a n/a n/a n/a
Treasury Admin 25 45 25 40 23 32
Equity / Bond Settlements Admin 24 44 n/a n/a n/a n/a

Middle Office Specialist 28 45 40 35 n/a n/a
Payments / Verifications Officer 24 40 40 40 21 31
11

FINANCE.
FINANCIAL SERVICES (cont’d)
Stock Broking Dublin Dublin Cork Cork Regions Regions

Institutional Sales 80 200 n/a n/a n/a n/a
Retail banking continues to face tough Private Client Adviser 80 120 80 110 80 100
business conditions. Hiring in this
Corporate Finance Executive 55 150 50 90 45 100
sector has been mainly focused on
the need for Credit and Compliance Equity Analyst 45 100 n/a n/a n/a n/a
professionals. Trader 45 100 n/a n/a n/a n/a
Research Analyst 38 60 n/a n/a n/a n/a
Towards the end of 2009 corporate
banking started to see increased Retail Banking Dublin Dublin Cork Cork Regions Regions
activity. This is expected to continue
throughout 2010 as international
institutions leverage off opportunities
Branch Manager 45 75 45 75 35 55
created by weaker positioning of
domestic banks. Retail Banking Manager – Assistant 30 45 30 42 22 32
Underwriter 30 50 25 40 30 32
Lending professionals with expertise
Financial Planning Consultant 35 60 35 50 30 30
in corporate / debt recovery and
restructuring have seen their skills in Savings & Investments Office 35 40 30 45 n/a n/a
increased demand due to the Customer Service Officer 20 30 20 28 16 24
conditions surrounding the
commercial property crisis. Private Banking Dublin Dublin Cork Cork Regions Regions
Businesses with exposure to the
construction and property markets Wealth Manager 50 80 50 80 45 65
are continuing to reduce headcount.
Private Banking Manager 45 85 45 80 36 68
Private Banking Officer 30 45 35 45 26 41
Financial Portfolio Administrator 25 40 23 30 28 27

12

FINANCE.
FINANCIAL SERVICES (cont’d)

Business Banking Dublin Dublin Cork Cork Regions Regions

Many employers in 2009 within the
Lending Manager 65 100 60 90 60 85
Banking sector were unable to commit to
permanent hires and therefore opted for Lending Officer 30 45 30 45 35 60
temporary and contract staff to fulfil an Relationship Manager 50 85 40 70 40 60
ongoing demand for certain skilled
Business Banking Manager 45 75 47 80 45 60
personnel.
Business Support Officer 25 40 25 31 30 35
2010 salaries remain static compared to
2009. However, some employers report Corporate Banking Dublin Dublin Cork Cork Regions Regions
an expectation of marginal increases of
between 3 – 5%.
Banking Manager 50 110 45 75 41 73
To remain competitive most large
employers are focused on managing Banking Officer 40 70 40 65 n/a n/a
human capital cost tightly. Credit Analyst 35 60 30 45 n/a n/a
Loans Administrator 26 50 25 35 n/a n/a

13

FINANCE.
FUND ADMINISTRATION


2010 has already seen an increase
Fund Admin Manager 55 80 50 70 40 50
in the volume of recruitment within the
Funds industry, although it is not likely Fund Admin Supervisor 40 50 35 45 30 40
to reach levels seen before 2008. Fund Administrator 25 45 25 35 25 30
Hedge Fund Accountant 35 55 33 53 30 40
The increase in recruitment may be
as a result of some organisations Mutual Fund Accountant 28 48 30 44 28 35
cutting numbers too deeply and Account Manager 45 60 43 58 40 50
others now successfully winning
business. Group Manager 45 65 54 68 45 56
Changes to the Finance Bill in Compliance Manager 55 75 50 70 45 70
February 2010 provided certainty on Compliance Administrator 30 45 27 33 25 30
tax treatment of foreign funds
managed from Ireland which is Custody Manager 50 65 38 60 38 41
viewed positively by the industry. Custody Administrator 28 38 23 33 21 26
Trustee Manager 50 65 38 55 38 43
The bulk of hiring will be at the mid-
senior level with the majority of roles Trustee Officer 35 38 23 33 28 36
to date being within Hedge Fund
Accounting, Anti-Money Laundering
and Compliance.

14

FINANCE.
FUND ADMINISTRATION (cont’d)


The Funds industry has also seen
Shareholder Services Manager 45 70 43 64 41 56
increased recruitment in the
Shareholder Services area but Shareholder Services Administrator (2-5 yrs) 30 42 28 40 27 31
reduced demand for Client Services Shareholder Services Administrators (0-2yrs) 25 30 24 30 22 28
and Relationship Management
Client Service Manager 45 75 38 60 36 52
professionals.
Client Service Officer 28 40 23 33 28 31
As the industry seeks to drive Research Analyst 32 60 n/a n/a n/a n/a
efficiencies and deliver change,
the sector has seen an increased Fund / Portfolio Manager 45 85 39 60 35 38
appetite for experts in Business Business Development Manager 45 85 40 60 45 55
Analysis, Business Change and Risk Manager 60 90 40 60 n/a n/a
Project Management.
Risk Officer 32 55 25 35 n/a n/a
Business Analyst 38 60 40 55 n/a n/a
Project Manager 38 90 60 80 n/a n/a

15

FINANCE.
INSURANCE, MORTGAGE AND ACTUARIAL
General Dublin Dublin Cork Cork Regions Regions

The Irish insurance market has borne
Operations Manager 60 90 55 75 45 70
the brunt of some significant changes
Underwriting Manager 50 90 45 70 42 63
in the last year. Many firms had a
freeze on hiring and lack of Personal Lines Manager 40 50 40 50 28 38
opportunities restricted candidate Personal Lines Team Leader 35 45 30 45 26 36
movement. As a consequence, salary Personal Lines Underwriter 20 35 25 35 18 31
expectations dropped and job security Personal Lines Administrator 20 30 20 28 20 26
became a higher priority. Commercial Account Executive 35 65 35 55 25 41
Commercial Underwriter 25 60 25 55 25 43
In Q4 2009, the insurance market Commercial Account Handler 20 40 25 45 20 27
started to show slow signs of recovery Claims Manager 40 70 35 55 32 55
which has continued into 2010. Claims Handler 20 45 20 30 20 35
More optimism from employers has Loss Adjuster 25 70 30 45 23 55
encouraged candidates to start looking 20 25 18 24
Insurance Clerk 18 24
at the jobs market again, however
there is still a marked shortage of new
job opportunities in certain areas.
Actuarial Dublin Dublin Cork Cork Regions Regions
Brokers, Loss Adjusters and General Low € High € Low € High € Low € High €
Insurers are predicting an end to
hiring freezes in Q2 2010. Actuaries, Trainee Actuary (Graduate) 30 40 25 35 25 40
Loss Adjusters and Claims Part Qual (5 exams remaining) 50 60 40 55 44 60
professionals are likely to be in high Near Qual (2 exams remaining) 60 75 55 70 50 65
demand in addition to experienced 70 80 70 80 65 75
Newly Qual Actuary
Compliance and Risk Control experts.
90 120 90 110 77 100
Newly Qual Actuary (3 yrs post Qual)
Actuarial Manager 120 150 100 120 90 118
150 200 140 180 125 150
Chief Actuary

16

FINANCE.
INSURANCE, MORTGAGE AND ACTUARIAL (cont’d)
Mortgage Dublin Dublin Cork Cork Regions Regions

Sales Manager 45 75 40 65 37 53
The mortgage market has been severely Head of Risk 75 110 n/a n/a n/a n/a
affected by the downturn. Mortgage broking
Underwriting Manager 45 75 40 65 29 53
in particular suffered a significant level of
Broker Consultant 40 65 35 60 25 41
redundancies as a result of the continued
strain on liquidity in the retail lending space. Mortgage Manager 40 65 40 60 40 55
Mortgage Consultant 25 45 25 50 23 41
There has been limited new job activity in Mortgage Underwriter 30 45 25 40 21 33
the market with most movement being Mortgage Administrator 22 32 20 30 20 27
redeployment of staff. Newly created roles Life Insurance Dublin Dublin Cork Cork Regions Regions
are expected to be in Credit Risk Modeling Low € High € Low € High € Low € High €
and Arrears Management.
Operations Manager 55 100 50 75 37 64
With the deadline of October 2012 fast Pensions Manager 40 75 40 70 27 53
approaching, the insurance industry Pension Consultant 40 75 40 65 31 40
continues its preparations for Solvency II Broker Consultant 40 70 35 55 25 41
implementation. Though the final details Sales Manager 50 90 50 70 36 59
have yet to be agreed, firms are busy Sales / Consultancy 30 65 25 60 25 39
assessing the requirements, implementing Pensions Administrator 24 50 20 35 20 28
changes and examining their business Life Administrator 22 40 20 30 20 28
models in light of the new regime.
Claims Officer 24 40 20 30 20 25
Underwriting Manager 50 80 n/a n/a 34 48
With an increase in general awareness of
Underwriter 25 60 22 35 20 30
clients' Solvency II obligations, there has
been a corresponding recognition of the
need to recruit suitably qualified and Reinsurance Dublin Dublin Captive Dublin Dublin
experienced people who will assist with the Low € High € Low € High €
implementation of these new compliance
Reinsurance Underwriter 50 80 Captive Executive / Underwriter 30 45
requirements.
Reinsurance Claims 30 50 Captive Underwriting Manager 50 80
17

FINANCE.
SHARED SERVICES

Shared Services Dublin Dublin Cork Cork Regions Regions

The Shared Service sector is still a
Director SCC 100 150 100 140 85 120
steady and growing market in the Irish
economy employing over 30,000 people. General Ledger Dublin Dublin Cork Cork Regions Regions
Shared Services continues to be
centralised departments in one location
Manager 90 120 80 100 80 100
that can include a range of functions
including Finance Accounting, Customer Team Leader 65 85 65 75 46 66
Service, Technical Support & Order Specialist 50 60 50 60 45 55
Management.
Analyst 40 50 40 50 40 50

Ireland remains a favoured shared Fixed Assets Analyst 35 45 30 40 30 40
services location for multi-national
organisations due to our excellent pool of
skilled and educated professionals. Accounts Payable Dublin Dublin Cork Cork Regions Regions
Since January 2010 we are again starting
to see an increase in the demand for Manager 55 75 55 75 41 52
mainly qualified Financial & IT staff for
Team Leader 42 52 40 50 33 47
this sector.
Analyst / Specialist / Assistant TL 27 38 28 32 24 33
These companies & centres continue to Associate 23 30 23 26 21 27
offer excellent training, affiliations with
Process Support 23 29 22 25 19 25
professional bodies and international
experience.

18

FINANCE.
SHARED SERVICES (cont’d)

Accounts Receivable Dublin Dublin Cork Cork Regions Regions

Manager 55 75 55 75 50 60
Team Leader 40 50 40 45 35 45
Associate 27 30 23 26 21 27

Inter company Dublin Dublin Cork Cork Regions Regions

Team Leader 42 52 40 50 42 52
Associate 24 30 23 26 21 27

Tax Dublin Dublin Cork Cork Regions Regions

Manager 50 60 55 70 50 60
Specialist 38 45 40 55 43 45

19

FINANCE.
TAX & PRACTICE General Practice Dublin Dublin Cork Cork Regions Regions

Audit Director 75 90 65 85 53 71
Audit Manager 55 65 50 60 35 48
Audit Assistant Manager 50 55 45 50 35 40
Audit Senior 38 42 30 40 27 29
Audit Semi Senior 25 35 20 25 30 30
Despite a significant reduction in Audit Junior 21 24 18 20 18 20
recruitment volumes in 2009, there Audit Trainee 21 24 16 20 16 19
was some demand for permanent and Tax Director 75 95 70 90 41 57
contract Tax Advisers within the
Tax Manager 55 65 40 55 43 51
industry in 2009 and this is likely to
Tax Senior 38 42 30 40 22 27
grow further in 2010.
Tax Trainee 21 24 15 18 15 18
Audit and Advisory Practice was Big 4 Dublin Dublin Cork Cork Regions Regions
significantly impacted by the financial Low € High € Low € High € Low € High €
crisis, but saw an increase in demand
Tax Director 95 120 80 100 48 67
for experienced audit practitioners
within the top firms towards the end Corporate Finance Manager 55 65 60 75 42 56
of 2009. Tax Manager 55 65 60 75 46 56
Tax Supervisor 45 52 40 50 33 43
There has been a slow rise in tax and Tax Senior 45 50 35 45 23 33
practice roles in Q1 2010 with some Tax Trainee 23 26 20 24 15 21
practices unable to add headcount Audit Director 95 120 90 110 65 80
until cash flow issues are resolved. Audit Manager 60 75 60 70 55 65
Audit Assistant Manager 50 55 50 55 45 50
The overall outlook for 2010 remains Audit Senior 45 50 40 48 42 47
positive and it is anticipated that
the Tax and Practice recruitment Corporate Recover / Insolvency Dublin Dublin Cork Cork
market will pick up over the course Low € High € Low € High €
of the year.
Corporate Recovery Director 95 120 90 110
Corporate Recovery Director 55 65 60 70
Corporate Recovery Senior 40 48 40 50

20

FINANCE.
TEMPS & INTERIM MANAGEMENT

Dublin Dublin Cork Cork Region Region
Low P/H High P/H Low P/H High P/H Low P/H High P/H

Since the start of 2010 demand for Interim Manager / Financial Director 50 55 45 50 39 45
temporary Finance professionals has
increased across multiple sectors
helped by an improving economic Financial Accountant 25 28 22 27 24 25
outlook resulting in an increase in Financial Accountant (FS) 23 28 20 25 21 25
employer confidence. Regulatory Accountant 28 30 26 30 22 29
Systems Accountant 28 33 26 30 23 33
The rise in demand has been driven
by project work, maternity cover and VAT Accountant 23 28 20 25 22 26
employers favouring temporary Project Accountant 26 28 24 28 25 27
contracts to fill gaps where they Cost Accountant 28 30 26 28 26 28
cannot commit to permanent hiring.
Professionals currently in demand are Internal Auditor 26 30 25 30 26 27
qualified Accountants, Credit Newly Qualified Accountant 21 23 19 23 19 22
Controllers, Accounts Receivable, Part Qualified Accountant 16 18 14 18 13 16
Systems Accountants, Treasury
Financial Analyst 21 28 19 25 18 24
Accountants, Project Managers and
Financial Services operational staff. Financial Reporting Accountant (FS) 23 31 20 25 18 22
Financial Reporting Analyst (FS) 23 28 20 25 17 23
Inter company Analyst 15 17 13 15 14 16
Anti Money Laundering / Compliance 14 18 12 16 12 15
Assistant Accountant 16 20 14 19 15 19
Credit Analyst 18 32 16 20 16 24

21
Visit premier.ie or call +353 (0)1 4321 555 *Figures supplied are hourly candidate rates

FINANCE.
TEMPS & INTERIM MANAGEMENT (cont’d)

Accounts Clerk 12 14 10 14 10 11
Bank Reconciliations Clerk 11 12 10 12 10 10
Book – keeper 16 19 14 16 13 18
Collections 14 17 12 16 12 17
Loans Administrator 13 18 11 15 12 17
Payroll Senior 17 19 15 18 13 15
Payroll Junior 12 14 10 12 10 12
Fund Accountant 15 24 13 20 13 21
Fund Administrator 14 21 12 18 13 21
Treasury Analyst 18 26 16 22 17 24
Settlements Administrator 14 18 12 16 13 17
Shareholder Services Administrator 14 18 12 16 13 17
Accounts Payable Assistant 12 16 10 15 11 13
Accounts Receivable Assistant 12 16 10 15 11 13
Billings Administrator 12 13 n/a n/a 11 12

22
Visit premier.ie or call +353 (0)1 4321 555 *Figures supplied are hourly candidate rates

LEGAL.
PRIVATE PRACTICE & IN HOUSE

In House Dublin Dublin Cork Cork Regions Regions

The Legal recruitment market has Head of Legal (In House) 80 140 70 90 65 85
shown some improvement in 2010
Senior Transactional Lawyer 65 95 55 80 50 75
with the majority of roles in Financial
Services. Legal Advisor (3-5 years) 50 73 45 65 40 60
Legal Advisor (1-3 years) 40 58 35 50 30 50
Opportunities have arisen as a result
of legal and regulatory changes within Newly Qualified Solicitor 35 53 30 45 30 45
Financial Services creating some Legal Executive 25 40 25 35 25 35
demand for Legal professionals.

While there has been some growth in Private Practice Dublin Dublin Cork Cork Regions Regions
demand within the Financial Services Low € High € Low € High € Low € High €
sector, opportunities in Industry and
Practice have been limited.
Solicitor (6-8 yrs) 75 95 70 85 70 80
Overall there has been downward Solicitor (3-5 yrs) 60 75 55 70 55 65
pressure on salaries as candidate 35 55 35 55
Solicitor (1-3 yrs) 40 60
supply remains high.
Newly Qualified Solicitor 35 53 30 50 30 50
Company Secretary (2-4 years) 40 70 38 65 35 65
Company Secretary (1-2 years) 30 45 30 40 30 40
Legal Executive 25 45 25 40 25 25
Company Secretary Trainee 25 30 25 30 25 25

24

LA CRÈME.
OFFICE SUPPORT
SALES & MARKETING
MULTI-LINGUAL
HR & LEGAL

25

LA CRÈME.
OFFICE SUPPORT, SALES & MARKETING, MULTI-LINGUAL, HR & LEGAL

In a recent telephone survey operating across a broad industry Candidates, particularly those who
conducted by La Crème, senior level base.” explains Ann O’Mahony, are immediately available, have
operational and HR managers with Regional Director, La Crème Dublin. become flexible in their salary
staff in the Office Support, Sales & expectation with job stability and long
Marketing, Multi-lingual, HR and Legal “There is a more marked increase in term career opportunities featuring
functions were asked if they expected the demand for temporary / contract more strongly in their decision to
basic salary levels to increase / staff over the permanent option, move than in previous years.
decrease or stay the same over the demonstrating that there is still
next 12 months and if there was an trepidation in the market and the We do not foresee any substantial
increase / decrease by what %? ‘wait and see’ approach is still salary increases this year in the
prevalent. sector however we believe that the
The majority (72.8%) of employers Office Support job market is positive
surveyed expect salary levels to Employers are aware of the increased compared with six to nine months ago
remain unchanged over the next 12 volume of candidates in the market and our optimism continues to remain
months. and are requesting longer short lists high for 2010.”
of interviewees with the decision to
18.4% of employers expect salaries to hire and the hiring process becoming
increase by 15% in the next 12 more protracted.
months and a minority (8.8%) of
employers expect a 1– 10 % Despite the increase in choice,
reduction in basic salaries. businesses still need to move quickly
with a job offer once they have
“The first quarter experienced a small identified a high calibre candidate.
upswing in client enquiries for Office
Support and Sales & Marketing from
both existing and new clients

26
Visit lacreme.ie or call +353 (0)1 4321 500

LA CRÈME.
OFFICE SUPPORT, SALES & MARKETING, MULTI-LINGUAL, HR & LEGAL


27

OFFICE SUPPORT, SALES & MARKETING, MULTI-LINGUAL, HR & LEGAL.
TEMPORARY


The demand for temporary Office Legal Secretary 13 16 12 15 12 15
Support staff continued its Q4 2009
growth into Q1 2010. This increased Personal Assistant 14 16 12 15 12 15
demand appears to be driven by Secretary (3+ yrs exp.) 13 15 11 14 11 14
tentative moves on the part of Secretary (1-3 yrs exp.) 11 13 10 13 10 13
companies to re-staff their depleted
work forces with a temporary resource Receptionist (3+ yrs exp.) 12 13 11 13 11 13
in the short term allowing them the Receptionist (0-2 yrs exp.) 10 12 10 12 10 12
flexibility of either making a role Secretary / Receptionist (1-2 yrs exp.) 11 12 11 13 11 13
permanent or not depending on
market conditions. Administrator 11 15 10 14 10 14
Data Entry Clerk 10 11 10 11 10 11
The pool of temporary workers is
Customer Service Administrator (3+ yrs exp.) 12 13 11 13 11 13
larger than in previous years with
a consequent drop in hourly rates Customer Service Administrator (1-3 yrs exp.) 11 12 10 12 10 12
in most sectors of Office Support. Switchboard Operator 11 13 10 12 10 12
Niche skill sets and specialist industry
Customer Service Representative 10 13 10 13 10 13
experience are in demand for fixed
term contract roles albeit at slightly Office Junior 9 10 9 10 9 10
lower rates than before.

*Figures supplied are hourly candidate rates 28

PERMANENT


After a major decline in hiring for Executive PA 38 55 28 38 28 38
permanent Office Support staff in
Senior PA 35 45 25 35 25 35
2009 there has been a small increase
in activity in this sector of the Office Manager 35 55 28 38 28 38
recruitment market in Q1 2010. Secretary 3yrs + experience 30 38 23 26 23 26

This would tie in with the growth of Secretary 1-3yrs experience 25 30 21 25 21 25
temporary employment in the final Secretary 6mths – 1 yr 20 24 20 22 20 22
quarter of 2009 – a trend which Receptionist 3yrs + experience 26 30 22 26 22 26
traditionally is used as a leading
business cycle indicator. Receptionist 1-2yrs experience 22 26 20 23 20 23
Receptionist 0-1yr experience 20 24 19 22 19 22
The recruitment cycle is significantly
Admin 20 32 20 30 20 30
longer than in the past as companies
apply exacting standards in getting Sales Admin 21 30 22 28 22 28
the right fit of candidate for new roles. HR Admin 22 30 22 30 22 30
Salaries for new hires have dropped
Data Entry 18 25 20 23 20 23
reflecting pay cuts taken by similar
staff in 2009. Customer Service Rep 3yrs + exp 25 32 22 28 22 28
Purchasing / Shipping Clerk 22 32 25 30 25 30
Document Controller 21 32 25 30 25 30
Clerical Assistant 19 26 22 26 22 26
Customer Service w / languages 21 34 20 26 20 26

29

PERMANENT (Cont’d)


The sales and marketing sector also HR Officer 28 35 25 35 25 35
showed tentative signs of growth with
HR Generalist 35 45
demand for experienced and talented
business developers and sales people HR Manager 45 70
across all sectors. Marketing Assistant 23 27 23 30 23 30

The office support legal market is Marketing Executive 28 45 28 40 28 40
experiencing a very small upswing as Marketing Manager 45 85 40 75 40 75
legal companies have restructured Telesales Rep 20 26 20 30 20 30
their businesses out of conveyancing
and into insolvency, insurance, Field Sales Executive 25 40 28 40 28 40
defence and commercial litigation. Account Manager 30 50 28 40 28 40
We would expect this trend to
Key Account Manager 50 60 35 55 35 55
continue in 2010.
Sales Manager 45 65 40 60 40 60
Human Resources took a particularly Legal Secretary (5+ years experience) 32 40 n/a n/a n/a n/a
bad hit as many companies attempted
Legal Secretary (3 – 5 years exp) 28 32 n/a n/a n/a n/a
re-align their costs to the business
environment of 2009. Demand still Legal Secretary (1 – 3 years exp) 22 28 n/a n/a n/a n/a
remains relatively slow in the Legal Executive 26 40 n/a n/a n/a n/a
permanent arena with some demand
Legal Administrator 20 26 n/a n/a n/a n/a
for more specialist HR experience
specifically Change Management Junior Legal Executive 20 26 n/a n/a n/a n/a
and Industrial Relations. Company Secretary (Trainee) 24 30 n/a n/a n/a n/a
Company Secretary 3 – 5 PQE 55 80 n/a n/a n/a n/a
Company Secretary 1 – 3 PQE 35 55 n/a n/a n/a n/a
Junior Legal Secretary 18 24 n/a n/a n/a n/a

30

MULTI-LINGUAL


Towards the end of 2009 and Q1 Customer Services 0-2 years 22 24 18 22 22 24
2010 the increased presence and the
Customer Services 2-4 years 24 26 22 26 22 26
continued growth of companies
already in Ireland with a global market Customer Services 4yrs + 26 30 24 30 24 30
share has ensured that demand for Customer Services Team Leader 30 35 30 35 28 35
multi-lingual professionals remains
extremely high. Customer Services Manager 35 45 35 45 35 45
Internal Sales with a language 30 34 26 32 22 25
Candidates with language skills Account Management with a language 30 37 28 35 26 30
continue to be in short supply with the
demand for those who also speak Order Management with a language 25 35 25 35 24 28
English definitely outstripping supply. Administrator with a language 22 28 22 28 22 24

31

VERKOM.
INFORMATION
TECHNOLOGY

32

VERKOM.
INFORMATION TECHNOLOGY

In a recent telephone survey “The IT sector in 2010 has continued We can conclude that companies are
conducted by Verkom senior level to grow steadily following a positive slowly returning to a more stable level
operational and HR managers within end to 2009. The number of of business activity. As a result this is
the IT sector were asked if they vacancies in January 2010 is four influencing the overall sentiment
expected basic salary levels within times that of January 2009.” explains within the Irish jobs market.”
their business to increase, decrease, Gráinne Bagnall, Manager, Verkom
or stay the same over the next 12, Dublin.
months and if there was an increase /
decrease by what %? The Financial Services sector plays a
key role in the Irish economy and
The majority (74.8%) of employers particularly in the IT contract market,
foresee salaries remaining the same but has remained stagnant for the last
over the next 12 months. 12-18 months from a recruitment
perspective.
17.5% are expecting an increase of
up to 10% while 7.7% predict a We are now experiencing a change
decrease of up to 10%. and companies have started to hire
but on a much smaller scale.

33
Visit verkom.ie or call +353 (0)1 4321 501

VERKOM.
INFORMATION TECHNOLOGY


34

INFORMATION TECHNOLOGY.
PERMANENT
Senior Appointments 0 – 2 years €K 3 – 5 years €K 5+ years €K

CTO
n/a n/a 121 +
Software Development Manager
65 – 80 80 – 90 90 +
IT Project Manager
50 – 60 61 – 80 80 +
Within the IT sector across all vertical Senior Technical Manager
45 – 55 56 – 66 66 +
markets there has been an increase IT Change Manager
in the flow of job opportunities, 45 – 55 56 – 66 66 +
Infrastructure / Support Manager
although the recruitment process has 40 – 55 56 – 70 71 +
remained relatively slow. IT Auditor
35 – 45 46 – 60 61 +

Emerging technologies such as Cloud Development and Design
Computing is driving demand for 0 – 2 years €K 3 – 5 years €K 5+ years €K
Application-Based Technology
professionals. Java / J2EE
25 – 35 35 – 50 50 +
VB/C#/VB.NET/ASP.NET
25 – 35 35 – 50 50 +
Experienced Developers and C/C++
Technical Project Managers are still in 28 – 38 39 – 55 56 +
Oracle / SQL
high demand in all markets, however 30 – 38 39 – 55 55 +
hiring managers are very focused on Data warehousing / Business intelligence
30 – 40 41 – 60 61 +
professionals with specific Mainframe
qualifications. 30 – 40 36 – 50 51 +

ERP/CRM 0 – 2 years €K 3 – 5 years €K 5+ years €K
There has been little change in IT
salaries over the past 1-2 years with
some businesses dropping them SAP Functional Consultant 35 – 45 46 – 65 66 +
slightly but overall basic pay has SAP ABAP Programmer 33 – 43 44 – 60 61 +
remained static in this sector.
Oracle Financials Business Analyst 35 – 45 46 – 65 66 +
Oracle Financials Technical Consultant 33 – 43 44 – 60 61 +
ERP (Other) Consultant 30 – 40 41 – 55 56 +
Navision Consultant 35 – 45 46 – 65 66 +
CRM Consultant 35 – 45 46 – 60 61 +
35

PERMANENT (Cont’d)

QA / Testing / Localisation / 0 – 2 years €K 3 – 5 years €K 5+ years €K
Technical Writing

Localisation 25 – 27 29 – 36 38+
Technical Writer 28 – 32 34 – 38 39+
QA Engineer 28 – 35 36 – 45 46 +
Test / QA Team Leader 35 – 40 41 – 50 53 +
Test / QA Manager 45 – 40 45 – 60 61 +

PC Support & Desktop Management 0 – 2 years €k 3 – 5 years €K 5+ years €K

Helpdesk / Desktop Support 23 – 29 30 – 35 35 +
System Administrator 28 – 35 36 – 50 51 +
UNIX Administrator 30 – 40 40 – 60 61 +
Network Specialist 30 – 40 40 – 60 61 +
Security Specialist 30 – 40 40 – 60 60 +
VMware Specialist 30 – 40 41 – 60 61 +
DBA 27 – 35 38 – 55 56 +

36

CONTRACT

Senior Appointments Low €Day Mid €Day High €Day

CTO 500 – 600 500 – 700 700 – 900
There has been no significant change
in contract rates overall year-on-year. Software Development Manager 400 – 500 500 – 600 600 – 800
Project Manager 300 – 400 400 – 600 600 – 800
IT Developers’ daily rates have shown 300 – 400 400 – 500 500 – 600
Infrastructure / Support Manager
signs of increase as demand is high,
and skills availability for languages Business Analyst 200 – 300 300 – 400 400 – 500
such as Java, .NET and C++ remain Systems Analyst 200 – 300 300 – 400 400 – 500
in short supply. IT Auditor 250 – 400 400 – 500 500 – 700

ERP / CRM Low €Day Mid €Day High €Day

SAP Functional Consultant 300 – 400 400 – 500 500 – 600
SAP ABAP Programmer 300 – 400 400 – 500 500 – 600
Oracle Financials Business Analyst 300 – 400 400 – 500 500 – 600
Oracle Financials Technical Consultant 300 – 400 400 – 500 500 – 600
ERP (other) Consultant 300 – 400 400 – 500 500 – 600
Navision Consultant 300 – 400 400 – 500 500 – 600
CRM Consultant 300 – 400 400 – 500 500 – 600

37

CONTRACT (Cont’d)

QA / Testing / Localisation / Low €Day Mid €Day High €Day
Technical Writing

Localisation 100 – 150 150 – 200 200 – 300
Technical Writer 200 – 250 250 – 350 350 – 450
QA Engineer 150 – 200 200 – 300 400 – 500
Test / QA Team Leader 200 – 300 300 – 400 400 – 500
Test / QA Manager 300 – 400 400 – 500 500 – 600

PC Support & Desktop Management Low €Day Mid €Day High €Day

Helpdesk / Desktop Support
130 – 170 170 – 250 250 – 300
System Administrator 200 – 300 300 – 400 400 – 500
UNIX Administrator 250 – 350 350 – 500 500 – 600
Network Specialist 200 – 250 250 – 400 400 – 600
Security Specialist 250 – 350 350 – 500 500 – 700
VMware Specialist 250 – 350 300 – 450 450 – 600
DBA
250 – 350 300 – 500 500 – 600

38

BRUNEL.
TECHNICAL

39

BRUNEL.
TECHNICAL

A recent survey conducted by Brunel “Salaries in the Irish market are position are less likely to move jobs to
asked business leaders and HR primarily forecast to remain a lower basic salary. Businesses that
Managers employing significant unchanged over the next 12 months.” can demonstrate company growth,
numbers of Technical professionals; explains Trefor Murphy, Associate new opportunities and career
“Do you expect basic salary levels Director, Brunel Ireland. development are now seen as the ‘go
within your business to increase, to’ companies for the best talent in
decrease or stay the same over the “We now see a slight improvement in Ireland in a market which has suffered
next 12 months and if there was an overall market conditions so many from extreme uncertainty over the
increase / decrease by what %?”. businesses are now in a position to past year.”
attract talent without significant salary
The majority (69%) of employers rises.
within the Technical sector expect
salaries within their business to One of the biggest challenges
remain the same over the next 12 currently facing employers in the
months. technical market is attracting
candidates who are highly qualified or
24.2% foresee an increase of up to have specialist experience which is
10%. not widely available. Businesses must
work smarter to attract the most
The remaining minority (6.8%) are talented professionals, in some cases
expecting a decrease of up to 10%. increasing remuneration may be the
best option as candidates who are
already in a secure permanent

40
Visit brunel.ie or call +353 1 432 1510

BRUNEL.
TECHNICAL


41
Visit brunel.ie or call +353 (0)1 4321 555

TECHNICAL.
LIFE SCIENCES

Recruitment activity fluctuated Calibrations Co-ordinator 32 52 31 50 30 49
throughout 2009, however from Q1 Clinical Trials Associate 45 65 43 63 42 61
2010 there has been a gradual
Compliance Officer 44 61 42 59 41 58
increase in demand in all areas of Life
Sciences, particularly in Quality, Compliance Manager 72 84 69 81 68 79
Compliance and Regulatory Affairs Documentation Controller 30 45 29 43 28 42
roles.
Environmental Chemist 32 45 31 43 30 42
There have been fewer graduate roles Environmental Specialist 42 61 40 59 40 58
available so far in 2010 with Safety Officer 40 57 38 55 38 54
companies showing a preference for
EHS Officer 41 61 39 59 39 58
hiring mid to senior level candidates.
There has also been some significant EHS Manager 68 82 65 79 64 77
movement across senior Food Chemist 29 41 28 39 27 39
appointments and executive level
Formulations Scientist 33 48 32 46 31 45
vacancies.
Lab Supervisor 42 61 40 59 40 58
There has been significant growth in Microbiologist 33 55 32 53 31 52
areas of new expertise including
reimbursement & pricing and patient Materials Scientist 31 59 30 57 29 56
care positions due to new EU and NPD Technologist 29 44 28 42 27 41
Government legislation and regulatory NPD Manager 50 65 48 63 47 61
bodies.
Organic Chemist 32 48 31 46 30 45

42

TECHNICAL.
LIFE SCIENCES (Cont’d)

Pharmacist 59 82 57 79 56 77
Process Development Chemist 34 55 33 53 32 52
QA Auditor 37 49 36 47 35 46
QA Manager 70 88 67 85 66 83
QA Specialist 37 59 36 57 35 56
QC Analyst – Biochem / Chemistry 30 44 29 42 28 41
QC Analyst – Micro/Biotech 30 44 29 42 28 41
QC Manager 51 78 49 75 48 74
QP Qualified Person 62 82 60 79 58 77
Quality Supervisor 51 65 49 63 48 61
Quality Systems Specialist 36 52 35 50 34 49
Quality Technician 27 36 26 35 25 34
R&D Analytical Chemist 31 49 30 47 29 46
Regulatory Affairs Officer 35 45 34 43 33 42
Regulatory Affairs Specialist 45 65 43 63 42 61
Regulatory Affairs Manager 70 90 67 87 66 85
Scientific Affairs / Medical Liaison Officer 45 60 43 58 42 57

43

TECHNICAL.
LIFE SCIENCES (Cont’d)


Scientific Affairs / Medical Liaison Manager 60 75 58 72 57 71
Validation Specialist 41 59 39 57 39 56
Validation Manager 65 74 63 71 61 70
Molecular Diagnostics Specialist 42 62 40 60 40 58
Sales Executive (Medical / Pharma) 42 65 36 60 32 58
Product Manager 42 62 40 60 40 58
Brand Manager 45 65 43 63 42 61
Head of Function (Marketing) 95 115 91 111 90 108
Director of Sales / Marketing 90 110 87 106 85 104
Quality Control Director 95 118 91 113 90 111
Quality Assurance Director 101 121 97 116 95 114
Compliance Manager 75 91 72 88 71 86
Regulatory Affairs Director 88 105 85 101 83 99
Quality Director (head of function) 115 145 111 139 108 137
Clinical Trials Director 92 105 88 101 87 99
EHS Director 90 110 87 106 85 104
R&D Director 92 115 88 111 87 108

44

Salary Guide 2010

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