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www.sigmar.ie

Salary Guide 2017 | Ireland

Sigmar Recruitment | Salary Guide 2016

GalwayDockgate,

Dock Road, Galway H91 PC04

Tel: +353 (0)91 563868Email: [email protected]

Cork33 South Bank, Crosses Green,Cork T12 F611


Sigmar Recruitment, established in 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire recruitment process and managed service spectrum. Winner of 35 awards for recruitment excellence and workplace culture, we employ over 120 industry specialists in Dublin, Cork, Galway and Tralee.

Our experience extends across: Accountancy & Finance, Aviation, Banking & Financial Services, Construction & Property Services, Engineering, HR, IT, Insurance, Legal, Life Sciences, Marketing, Medical Devices, Multilingual, Sales and Supply Chain.

Find out more about us at www.sigmar.ie

Dublin13 Hume Street, Dublin D02 F861


TraleeUnit 4, Liber House,

Monavalley Business Park, Tralee V92 NN80



Contents

Introduction ....................................................................................................................................... 1

Accountancy & Finance ..................................................................................................................... 2Aviation .............................................................................................................................................. 8Banking & Financial Services ........................................................................................................... 11Construction & Property Services .................................................................................................... 18Human Resources ............................................................................................................................ 21Insurance ......................................................................................................................................... 24IT ...................................................................................................................................................... 26Legal ................................................................................................................................................ 37Marketing ........................................................................................................................................ 41Medical Devices ............................................................................................................................... 44Multilingual ..................................................................................................................................... 49Office Support & Administration ..................................................................................................... 52Sales ................................................................................................................................................ 55Science & Manufacturing ................................................................................................................. 59Supply Chain .................................................................................................................................... 63

Salary Guide Ireland 2017


What a year 2016 was! In a year of historic events, the global economic landscape was concerned with the two big unlikely political results and, in particular, it’s impact on Ireland’s economy and employment. The prospect of Brexit and the newly elected US President raised concerns for the continued growth in employment in Ireland. The full impact of these upsets remains to be seen and may be wide reaching, but the immediate impact on employment in Ireland has been net positive.

At the end of the year unemployment had dropped to 7.2%, the lowest figure since August 2008 and employment topped two million people for a post-recession high. In many areas demand and supply increased. This was notable in financial services in particular, where Irish professionals are returning from London and many banking/financial organisations are growing their Irish operations. This balance, so far, has been favourable in increasing employment, without significant salary inflation.

In general, we are expecting average salaries to increase in the region of 4 to 5%, but this is partially explained by relatively more senior roles moving to Ireland.

The strength of financial services will also benefit professional services in general, in 2017. Ireland rightly, should compete with Germany and the Netherlands to allow London based organisations to balance their “European” presence. There are obviously some challenges (e.g. commercial and residential property) but overall Ireland presents the strongest business case for UK banks looking for additional European presence. Steady growth in these areas does auger well for Ireland in coming years.

In terms of sectors, the largest relative growth in employment is in construction. Strong demand in ICT, pharmaceutical and analytics is continuing, but construction/engineering requirements have grown the sharpest. This too is reflected in the highest wage inflation at closer to 10%. It has to be pointed out though that it is calculated from a lower base cost.

All signs, so far, indicate that investment from expanding US companies into Europe continuing to come to Ireland are positive. There is a very strong pipeline of new companies visiting Ireland and excellent retention/expansion in current operations. As long as Ireland remains competitive, this trend should continue into 2017.

So in an uncertain world, employment in Ireland is still on a positive trajectory. Certainly at Sigmar we anticipate placing 25% more people in 2017 after 5 years of strong growth. Challenges remain, but there are many reasons to be positive.

Adrian McGennisCEO

Welcome to the Sigmar Recruitment Salary Guide 2017


Top Skills

• Financial Accountant• Solvency II Accountant• Internal Auditor• External Reporting Accountant• Financial Analyst

Salaries in the financial services sector grew as expected in 2016 by around 5-10% depending on the specialism. It is anticipated that growth will continue in 2017 at a similar or faster pace depending on how many new companies select Ireland as their base for their post Brexit home.

• Forensic Skills (Auditing)• Systems Implementation Skills• Project Management Skills• Transformation Skills

Hot Jobs

In Demand for 2017

“Potentially exciting times on the horizon within financial services due to Brexit.”

Salaries in 2017

Financial Services

Accountancy

The accountancy job market remained healthy during 2016 with modest growth experienced across the various sub sectors including banking, insurance and investment funds. Whilst there is no longer multiple new financial services companies entering the market compared to a decade ago, many of the large domestic and international employers within the financial services sector added additional headcount to their Irish operations. This was in addition to a higher degree of staff turnover, resulting in more opportunities for jobseekers.

2017 could potentially be a strong year when it comes to growth within the financial services accountancy job market. The net gains from companies already located in Ireland is set to continue with both permanent and contract jobs being added to existing headcount.

Whilst question marks will remain for some time against all US companies in Ireland until the incoming US Republican policies are clearly laid out, the financial services sector in Ireland could benefit significantly from the result of the Brexit vote. There is already talk of some of the world’s largest financial services companies in London relocating their HQs to Ireland or growing their presence here signifanctly. This would undoubtedly be a positive move which would benefit many of the qualified accountants working within the financial services sector as it will present ample employment opportunities.


DUBLIN REST OF IRELAND

1-2 Years Exp 3-5 Years Exp 5 Years+ Exp 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp

Accounts Receivable 25-32k 32-36k 36k + 26-28k 28-34k 34k +

Accounts Payable 25-32k 32-36k 36k + 26-28k 26-28k 34k +

Transfer Pricing Specialist 50-55k 55-60k 65k + 40-45k 45-55k 55k +

Group Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Statutory Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Financial Planning and Analysis 50-55k 55-60k 60k + 45-50k 50-55k 55k +

MI Analyst 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Business Analyst 45-50k 50-55k 55k + 40-45k 45-50k 50k +

Pensions Accountant 45-50k 50-55k 55k + 40-45k 45-50k 50k +

Solvency II Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Part Qualified Accountant (Reg Reporting, Fin Reporting, Global Markets, Group Finance etc.) 30-35k 35-45k 45-50k 28-32k 32-40k 40-45k

SPV Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Sox Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Compliance Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Treasury Accountant 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Internal Auditor 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Regulatory Reporting Accountant (Qualified) 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Financial Reporting Accountant (Qualified) 50-55k 55-60k 60k + 45-50k 50-55k 55k +

Finance Analyst (Qualified) 50-60k 60-65k 65k + 45-50k 50-55k 55k +

Management Accountant (Qualified) 50-60k 60-65k 65k + 45-50k 50-55k 55k +

Financial Accountant (Qualified) 50-60k 60-65k 65k + 45-50k 50-55k 55k +

Compliance Manager 60-70k 70-80k 80k + 55-60k 60-65k 65k +

Treasury Manager 60-70k 70-80k 80k + 55-60k 60-65k 65k +

Internal Audit Manager 60-65k 65-70k 70k + 55-60k 60-65k 65k +

Finance Manager 60-65k 65-75k 75k + 55-60k 60-65k 65k +

Financial Reporting Manager 60-65k 65-75k 75k + 55-60k 60-65k 65k +

Head of Financial Reporting 70-80k 80-90k 90k + 70-75k 75-80k 80k +

Financial Controller 70-80k 80-90k 90k + 60-65k 65-70k 75k +

Finance Director 90-100k 100-110k 110k + 80-90k 90-100k 100k +

Top Tip For 2017With an increasing number of jobs in the financial services market that have responsibilities linked to projects, a qualification in project management on your CV will make you more employable.


Top Skills

• Financial Analyst• Financial Accountant • Internal Audit • Commercial Accountant • System/Project Accountant

Salaries have increased in all areas of accountancy within the industry sectors with particular growth experienced on commercial roles.

We have witnessed a significant rise in salaries for contract positions in order to attract and retain the right candidates.

Many employers in Ireland are steadily increasing remuneration packages in order to ensure that they have the right people in place to undertake the key jobs within their businesses.

• Additional European Language• US GAAP/IFRS • Financial Analysis/Cost Accounting • Audit Training • Process Improvments/ Systems Implementations

As expected, the market for industry accounting jobs grew throughout 2016. We have seen a large increase in the number of permanent positions available as well as growth across various sectors including pharmaceutical, tech/software, construction and manufacturing. Employer confidence has returned and the rise in the amount of permanent recruitment being undertaken has been quite substantial. We have seen a noteworthy increase in the need for financial analysts, business partners and commercially focused accountants across many sectors with a particular demand for qualified Big 4 or Top 10 audit trained accountants for these jobs.

Ireland, with Dublin in particular, is viewed as a favoured location for start-up companies and EMEA hubs. This is one of the key drivers for the growth we have seen in the accountancy jobs market last year, which is set to continue in 2017.

Brexit and the Trump administration in the US has brought a lot of uncertainty to the Irish economy. The shift in the sterling exchange rate has had an immediate negative impact on Irish companies who export to the UK. It is likely that some sectors within the industry sector will reduce their hiring rate in 2017, due to these economic challenges. On the plus side however, Brexit will undoubtedly create some positives for the Irish economy with a few large international companies potentially leaving London and choosing Ireland as a destination for their EMEA headquarters.

Hot Jobs

In Demand for 2017

“Industry salaries expected to increase further in 2017.”

Salaries in 2017

Industry & Commerce

Top Tip For 2017

Constantly upskill! If you get a chance to be part of a system implementation or process improvement project in work, then definitely get involved.




Accounts Assistant/Technician 25-30k 28-35k 35k + 24-26k 26-30k 30k +

Accounts Receivable/OTC 25-30k 30-35k 35k + 24-26k 26-30k 30k +

Accounts Payable/P2P 28-30k 30-35k 35k + 24-26k 26-30k 30k +

Accounts Payable Team Leader 38-42k 42-48k 48k + 32-35k 35-40k 40k +

Accounts Payable Manager 42-45k 48-58k 58k + 40-45k 45-48k 48k +

Credit Control 26-30k 30-35k 38k + 25-28k 28-30k 30k +

Credit Control/AR Team Leader 30-40k 40-45k 45k + 30-35k 35-38k 38k +

Credit Manager/AR Manager 45-50k 50-60k 60k + 40-45k 45-50k 50k +

Payroll Administrator 28-30k 30-38k 38k + 25-28k 27-30k 32k +

Payroll Manager 38-40k 40-50k 50k + 32-35k 35-40k 42k +

Part Qualified/Assistant GL Accountant 30-32k 33-40k 40k + 28-30k 30-35k 35k +

Finalist 38-40k 42-45k 48k + 35-40k 40-45k 45k +

Financial/GL/R2R Accountant 50-52k 53-60k 60k + 40-45k 45-50k 50k +

Treasury Accountant 50-52k 52-58k 60k + 40-45k 45-50k 50k +

Treasury Manager 58-62k 63-70k 70k + 50-55k 55-60k 65k +

Revenue Accountant 50-54k 55-60k 60k + 38-42k 42-45k 48k +

Revenue Manager 65-70k 70-75k 75k + 55-60k 60-65k 65k +

Regulatory Accountant 50-55k 55-60k 60k + 40-45k 45-50k 50k +

Regulatory Manager 65-70k 70-80k 80k + 55-60k 60-65k 70k +

Statutory Accountant 50-54k 55-60k 60k + 40-45k 45-50k 55k +

Cost Accountant 50-54k 55-60k 60k + 38-42k 42-46k 46k +

Management Accountant 50-54k 55-60k 60k + 38-42k 42-46k 46k +

Fixed Assets Accountant 50-54k 55-60k 60k + 40-42k 42-46k 46k +

Systems Accountant 52-57k 55-65k 65k + 45-50k 50-55k 55k +

Process Improvement Senior (LEAN, SOX, SIX Sigma, etc.) 65-70k 70-75k 75k + 55-60k 60-65k 65k +

Process Improvement Manager (LEAN, SOX, SIX Sigma, etc.) 80-90k 90-100k 100k + 70-75k 75-80k 80k +

Financial Analyst 50-55k 55-65k 65k + 40-45k 45-50k 55k +

FP&A Manager 60-70k 70-80k 80k + 55-60k 60-65k 65k +

VAT Accountant 50-54k 55-60k 60k + 40-45k 45-50k 50k +

VAT Manager 60-65k 65-75k 75k + 55-60k 60-65k 65k +

Tax Accountant 50-54k 55-60k 60k + 40-45k 45-50k 50k +

Tax Manager 60-65k 65-75k 75k + 60-65k 65-70k 70k +


Top Skills

• Audit Senior• Advisory Consultant• Corporate Finance• Tax Accountant• Risk Consultant

A combination of factors will drive an increase in the average salary offered in practice as the firms battle to attract and retain talent.

We anticipate that the demand for trainee accountants and qualified accountants will increase significantly allowing for salary increases of 5-10% in 2017.

For senior level roles we believe that candidates can demand higher salaries due to the limited supply of expertise in this area.

• External/Internal Audit Skills• Advisory Consulting• Risk Management• Domestic/International Tax Skills

The accountancy practice jobs market continued to expand in 2016, despite the challenges many organisations face when it comes to attracting and retaining employees. The Big 4 and Top 10 firms have developed various marketing campaigns to attract international talent seeking job opportunities outside of their home territories. With the impact of Brexit and other economic forces at play, many practices see this as an opportunity to hire professionals in an advisory capacity as they grow this area of their business.

It is not just the Top 10 firms who expanded over the past 12 months. We also saw significant growth among small and medium sized accounting firms who hired at a faster pace. There is every reason to believe that this trend will continue with a growing Irish economy in 2017, albeit with a little uncertainty in the background.

This growth will ensure that there is a continued demand for experienced auditors, tax consultants and accounting advisors in 2017. Practices will however struggle to retain staff due to the appeal of working in industry and the competitiveness between firms.

Hot Jobs

In Demand for 2017

“The practice jobs market continues to expand with significant growth within the

consulting practices of the Big 4 firms due to the constantly changing needs of their customers in this uncertain global

economic environment.”

Salaries in 2017

Practice

DUBLIN REST OF IRELAND1-2 Years Exp 3-5 Years Exp 5 Years+ Exp 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp

Internal Auditor 52-58k 58-65k 65k + 40-45k 45-50k 55k +

Internal Audit Manager 70-80k 80-90k 90k + 65-70k 70-75k 75k +

Head of Audit & Compliance 80-90k 90-100k 100k + 70-75k 75-80k 80-85k

Finance Manager 60-70k 70-75k 75k + 55-60k 60-65k 65k +

Financial Controller/Head of Finance 70-85k 85-95k 95k + 65-70k 70-75k 75k +

CFO/Financial Director 85-95k 100-110k 110k + 75-80k 85-95k 100k +


EXTERNAL AUDIT

DUBLIN REST OF IRELANDAudit Semi Senior (Part Qualified) 20-35k 19-32k

Audit Senior (Part Qualified/Qualified) 38-52k 30-45k

Assistant Audit Manager 52-58k 50-55k

Audit Manager 58-68k 50-60k

Audit Senior Manager 70-85k 65-80k

Audit Director 90-120k 80-105k

DUBLIN REST OF IRELANDTax Semi Senior (Part Qualified) 23-35k 16-32k

Tax Senior (Part Qualified/Qualified) 48-55k 35-50k

Tax Assistant Manager 53-58k 50-55k

Tax Manager 58-65k 50-60k

Tax Senior Manager 70-85k 65-80k

Tax Director 90-120k 85-110k

TAXATION

ADVISORY

DUBLIN REST OF IRELANDAdvisory Senior (Qualified) 53-58k 45-50k

Advisory Manager 58-68k 50-60k

Advisory Senior Manager 70-90k 63-83k

Advisory Director 90-120k 85-120k

Never miss an accountancy jobFollow us @SigmarAccount

Get in touch with our team by emailing [email protected] or call us on +353 1 4744600.

Top Tip For 2017Attending seminars and courses in relation to changes in the finance area is crucial for your development, especially if you work in practice.

All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.


Aviation

Top Skills

• Quality Auditor• Quality and Compliance Manager• Technical Service Engineer • Captain

Salaries are on the increase, particularly in the hard to get skills areas. It’s important to ensure you are benchmarked against the right scales, as some areas such as tech and quality, will have higher salaries given the training and years of experience required. Other areas are more in line with non-airline industries, so ensure you have the right information before applying for a salary increase.

Make sure to upskill within your specialist area and update your CV regularly with new qualifications. Ask for endorsements and references on LinkedIn and if you’re not already on LinkedIn, get an account. It’s free and one of the easiest ways for head hunters to find you.

Hot Jobs

In Demand for 2017

“Ireland’s aviation sector is recognised as one of the top global hubs for airlines

and leasing operations.”

Salaries in 2017

Top Tip For 2017

• Quality and Compliance• Engineering• Pilot• Crew Planning• Flight Operations

The Irish aviation landscape grew significantly in 2016, with Ryanair, CityJet, Aer Lingus and Norwegian Air all expanding their operations. With Cork airport now on an expansion drive this will provide even more opportunity for newly qualified candidates and experienced experts looking for new challenges.


ENGINEERINGDUBLIN REST OF IRELAND


Maintenance Engineer 26-30k 30-36k 36-45k 26-30k 30-36k 36-45k

Maintenance Operations Control Engineer 28-35k 35-45k 45-65k 28-35k 35-45k 45-65k

Technical Services Engineer 40-50k 50-60k 60-80k 40-50k 50-60k 60-80k

Technical Services Manager 60-65k 65-80k 80-100k 60-65k 65-80k 80-100k

PROCUREMENTDUBLIN REST OF IRELAND


Procurement Officer 30-34k 34-40k 40-55k 30-34k 34-40k 40-55k

Procurement Manager 50-60k 60-70k 70-80k 50-60k 60-70k 70-80k

Head of Procurement 70-80k 90-100k 100-110k 70-80k 90-100k 100-110k

Group Head of Procurement - 100k + 120-130k - 100k + 120-130k

FLIGHT OPERATIONSDUBLIN REST OF IRELAND


Crew Planner 25-30k 30-40k 40-45k 25-30k 30-40k 40-45k

Crewplan Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k

OCC Officer 25-30k 30-40k 40-45k 25-30k 30-40k 40-45k

OCC Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k

Flight Operations Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k

Deputy Director Flight Operations 60-70k 70-80k 80-90k 60-70k 70-80k 80-90k

Director Flight Operations 70-75k 80-100k 100-150k 70-75k 80-100k 100-150k

GROUND OPERATIONSDUBLIN REST OF IRELAND


Ramp Supervisor 25-30k 30-38k 38-45k 25-30k 30-38k 38-45k

Ground Operations Supervisor 30-35k 35-40k 40-45k 30-35k 35-40k 40-45k

Ground Operations Manager 50-55k 55-65k 65-80k 50-55k 55-65k 65-80k

Director Ground Operations (Postholder) - 60-80k 80-110k - 60-80k 80-110k


TRAININGDUBLIN REST OF IRELAND


Training Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k

Training Director 60-70k 70-90k 100k + 60-70k 70-90k 100k +

QUALITY & COMPLIANCEDUBLIN REST OF IRELAND


Quality Auditor Flight Operations 45-50k 55-60k 65-75k 45-50k 55-60k 65-75k

Quality Auditor Tech Operations 45-50k 55-60k 65-75k 45-50k 55-60k 65-75k

SAFETYDUBLIN REST OF IRELAND


Safety Analyst 30-35k 40-45k 50-55k 30-35k 40-45k 50-55k

Safety Manager 45-50k 50-60k 60-70k 45-50k 50-60k 60-70k

Safety Director 70-80k 80-90k 100k + 70-80k 80-90k 100k +

SECURITYDUBLIN REST OF IRELAND


Director Security and Emergency Response 55-65k 60-80k 80-95k 55-65k 65-80k 80-95k




Banking & Financial Services

Top Skills

• Risk Analyst• Regulatory Analyst• Operation Specialist – Funds & Asset Management• Data Analyst• Credit/Loan Specialist

Salaries have not increased in any significant way over the last 12 months but due to competition for talent and retention counter-offer strategies, many employers seem more prepared to offer prospective employees the latter end of the market salary ranges for their positions.

In order to stay ahead of competition for new career opportunities, it is important for candidates to invest in themselves through further education, to complement their existing skillset.

Hot Jobs

In Demand for 2017

“How will Canary Wharf mapping a post Brexit future impact the Banking & Financial Services market in Ireland

in 2017?“

Salaries in 2017

Top Tip For 2017

• Quantitative & Mathematical• Compliance & Risk• Securities Operations• Business Analysis• QFA

No doubt future scholars will come to think of 2016 as the year that triggered changes. It was a year packed with global headline news, where the phrase “that was unexpected” became the norm. Few would have expected that entering 2017 we would be trying so hard to position ourselves for the volatility and unpredictability of what is still to come. New world leaders, Brexit, bond markets in turmoil and over exposed European banks which were highlights of 2016 leave us with more questions than answers for 2017. One valuable lesson of history for the banking and financial services industry in Ireland is that opportunity exists in times of uncertainty.


SecuritiesThe outlook overall for the securities industry here in 2017 remains positive. Apart from asset managers there have been a number of investment banks also looking at Ireland and there is a likelihood that some will apply for licences in Ireland in early 2017. The upshot of this is still unclear in the short term and as such may not impact us over the course of 2017. A more likely argument is that some of the larger international players who already have an operation here may well look to have other elements of their back office and middle office businesses serviced in Ireland and therefore use this time of uncertainty to move a number of units to our shores.

Decline in Contract PositionsInterim talent solutions such as offering contracts and temporary assignments, albeit an effective way for organisations to fulfil many of their variable requirements, have declined somewhat in appeal over the course of 2016. The availability of more permanent opportunities and pay rate levels for contractors and temps were the prime reasons why their appeal declined. There has been an increase in interim talent solution demand for project managers and business analysts, indicating a high level of projects taking place across many financial services groups. Companies with high skills demands have started to become more talent market aware over the course of 2016 and many are now open to offering fixed term, part-time and interim contracts to professionals who do not want to, or are not in a position to, avail of a permanent opportunity. This has given organisations the ability to capture talent across new pools including 1G visa professionals and those wishing to return to work on a part-time basis.

Uncertainty seems to be the overwhelming theme for 2017. While there are many indications that positive things could be in play for the financial services employment market in Ireland, there are still too many variables in the mix globally that could impact our shores. Until the mist of uncertainty lifts it will be business as usual in 2017 where financial services employers in Ireland will still compete to attract, recruit and retain talent.

Counter-offers on the RiseThe rise of counter-offers in the recruitment process has risen significantly, in comparison to previous years, as businesses have become more sophisticated in addressing retention issues. Recruiters have had to cast their talent nets further across Europe, to seek appropriate talent for client vacancies and this trend will no doubt continue this year.

Growth of Fund Administration SectorThe fund administration sector which employs over 13,000 professionals in Ireland and which has over €3.8 trillion in assets under administration is set to confront its own challenges in 2017. Widespread merger and acquisition activity in the hedge fund administration arena could well change the employer market landscape in this sector here in Ireland. Small and medium sized fund administrators are finding it more difficult to compete against the larger administrators who are looking to get bigger and as such more acquisitions and mergers are predicted. With the uncertainty of Brexit some UK asset managers with EU investors are considering redeploying parts of their operations to other European cities including Ireland which as a consequence could lead to employment opportunities.

Opportunities in Big Data/FintechTwo other prominent areas which have major implications for shaping Ireland’s financial services employment market are Big Data and Fintech. Big Data has landed on our shores and the industry is expected to grow considerably over the coming years. Industry experts also believe over 5,000 jobs could be created in Ireland’s Fintech sector over the next 5 years. The financial services sector is more focused on technology innovation today than at any other point in its history. Some of the larger financial services groups have located their R&D innovation labs in Ireland whilst others have set up next generation analytics centres and cybersecurity centres here too. The race to attract technology’s brightest professionals to the financial services industry is heating up.

Never miss a banking jobFollow us @SigmarFinancial

2016

Thoughts on the Market


Annual Salary (€)

Contract/Temp Daily Rate (€)

Fund Accountant 28-32k 110-140

Senior Fund Accountant 32-38k 120-165

Fund Accounting Supervisor 38-45k 150-195

Fund Accounting Manager 50-65k 190-285

Head of Fund Accounting 80-120k 300-520

FUND ACCOUNTING

Fund Administration

Salaries taken as annual in euros, based on working in Ireland. Contract rate is daily in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

Annual Salary (€)


Fund Accountant 26-30k 100-130

Senior Transfer Agency Administrator 30k 115-130

Transfer Agency Supervisor 35-45k 135-195

Transfer Agency Manager 50-70k 190-305

Head of Transfer Agency 80-120k 300-520

TRANSFER AGENCY

The ETF industry continues to grow rapidly across the globe and Irish domiciled ETFs are set to grow to €719 billion by 2021, representing an annual growth rate of in excess of 27%. The Irish market is well placed to accommodate this growth due to its existing skilled fund servicing talent pool.

Annual Salary (€)


IOB Administrator 28-32k 110-140

IOB Senior Administrator 35-38k 135-165

IOB Supervisor 40-45k 155-195

IOB Assistant Manager 50-60k 190-260

IOB Manager 60-75k 230-325

INVESTOR ONBOARDING


Annual Salary (€)


Trustee Administrator 28-32k 110-140

Senior Trustee Administrator 32-40k 120-175

Trustee Supervisor 40-50k 155-220

Trustee Manager 60-80k 230-350

TRUSTEE

Annual Salary (€)


Custody Administrator 24-30k 90-130

Senior Custody Administrator 30-38k 115-165

Custody Supervisor 40-55k 155-240

Custody Manager 55-75k 210-325

Head of Custody 65-90k 250-390

CUSTODY

2016 saw a surge of roles requiring candidates to work shift-work hours either early mornings or late evenings in order to accommodate various financial markets. Going forward into 2017 it is likely that this trend will continue. While it has been challenging to educate the talent market on the value proposition of working non-traditional hours, more still needs to be done to encourage professionals to consider a career outside of traditional working hours.

Annual Salary (€)


Pricing Administrator 28-35k 110-150

Pricing Senior Administrator 35-40k 135-175

Pricing Supervisor 40-45k 155-195

Pricing Assistant Manager 45-50k 170-220

Pricing Manager 50-65k 190-285

PRICING

Annual Salary (€)


Settlements Administrator 25-30k 95-130

Settlements Senior Administrator 30-40k 115-175

Settlements Supervisor 40-45k 155-195

Settlements Assistant Manager 45-50k 170-220

Settlements Manager 50-60k 190-260

TRADE OPERATIONS/SETTLEMENTS


Annual Salary (€)


CA Administrator 26-32k 90-120

CA Senior Administrator 32-40k 120-175

CA Supervisor 40-50k 155-195

CA Assistant Manager 45-60k 170-240

CA Manager 50-80k 190-260

CORPORATE ACTIONS

Annual Salary (€)


Customer Service Executive 28-35k 110-150

Financial Advisor 30-40k 115-175

Senior Financial Advisor 35-45k 135-195

Retail Banking Team Leader 30-40k 115-175

Branch Manager 40-60k 155-260

RETAIL BANKING

While the main banks are now back in profit there still remains a lot of challenges ahead for the retail banking sector. There have been salary increases but these remain quite low and voluntary redundancies are still in place among the main players. There has been an increase in opportunities in the area of SME lending and demand for skilled professionals in loan restructuring is steady.

Banking

Annual Salary (€)


Customer Service Executive 26-35k 100-150

Collections Officer 30-40k 115-175

Lending Arrears Specialist 35-45k 135-175

Lending Arrears Team Leader 50-60k 190-260

Credit Analyst (0-5 years’ exp.) 35-50k 135-220

Credit Analyst (5+ years’ exp.) 50-60k 190-260

Portfolio Manager (0-5 years’ exp.) 40-60k 155-260

Portfolio Manager (5+ years’ exp.) 50-80k 190-350

Restructuring Manager 50-70k 190-220

Operations Manager 70-110k 270-480

LENDING OPERATIONS


There has been an increase in property management and private equity groups establishing a presence in Ireland, buying banking loan portfolios and offering permanent opportunities to property and lending professionals.

Annual Salary (€)


Fraud Risk Officer 40-50k 155-220

Fraud Risk Manager 60-80k 230-350

Operational Risk Executive 40-60k 155-260

Operational Risk Manager 60-80k 230-350

Quantitative Risk Analyst 50-60k 190-260

Quantitative Risk Manager 70-90k 230-350

Risk Officer 40-70k 155-220

Risk Manager 60-80k 230-350

Head of Risk 70-120k 270-520

AML Officer 30-40k 115-175

Compliance Officer 40-50k 155-220

Compliance Manager (3-5 years’ exp.) 50-65k 190-285

Compliance Manager (5-7 years’ exp.) 60-80k 230-350

Head of Compliance 100-120k 385-525

COMPLIANCE & RISK

The demand for compliance and risk professionals is not new but amid increasingly strict regulations in an ever changing market, demand has been and will continue to be, strong for professionals with expertise in these areas.

Treasury, Middle Office & Payments

Annual Salary (€)


Junior Stockbroker 30-45k 115-190

Stockbroker 50-80k 200-340

Client Service Executive 30-40k 115-175

Assistant Portfolio Manager 40-60k 155-260

Portfolio/Wealth Manager 50-80k 190-340

WEALTH MANAGEMENT/STOCKBROKING


Annual Salary (€)


Payments Specialist 28-32k 110-140

Senior Payments Specialist 30-35k 110-150

Payments Manager 40-60k 155-260

Reconciliations Administrator 30-35k 115-150

Senior Reconciliations Administrator 35-40k 135-175

Reconciliations Manager 40-50k 155-220


Senior Settlements Administrator 40-50k 155-220

Settlements Manager 50-60k 190-260

Cash Management Administrator 30-40k 115-175

Senior Cash Management 35-45k 135-195

Cash Management Manager 40-60k 155-260

BACK OFFICE

Annual Salary (€)



Payments Specialist 30-45k 115-195

Treasury Administrator 35-45k 135-195

Treasury Manager 50-80k 190-340

TREASURY/MIDDLE OFFICE

Annual Salary (€)


Client Services Administrator 26-30k 100-130

Senior Client Services Administrator 30-35k 115-150

Client Services Supervisor 35-45k 135-195

Client Services Manager 45-60k 170-260

Head of Client Services 70-110k 270-480

CLIENT SERVICES



Construction & Property Services

Top Skills

• Quantity Surveyor• Estimator• Structural Design Engineer• Site Engineer• Building Services Design Engineers

Salaries have increased in the last year, in the region of approximately 10%. Certain roles have seen more significant increases, such as quantity surveyors and project/contracts managers for large scale projects. This reflects the low supply of qualified professionals in these areas. There may well be further increases right across the industry in the coming year depending on growth of projects, but this could very well be mitigated if a significant number of our expat professionals return to Ireland.

Hot Jobs

In Demand for 2017

“Demand for construction professionals rising and salaries are following.”

• Building Information Modelling (BIM) skills in creating, reviewing and interpreting drawings

• Quantity surveying or construction economics qualification

• Developments in construction contracts - recent legal changes in construction contracts, particularly for quantity surveyors, project and contracts managers; also knowledge of public work contracts

• Site engineering/setting out skills• Trades such as carpenters and

electricians

Salaries in 2017

As has been the case in recent years, the use of BIM is increasing across projects and some contractors and consultancies are using it for all of their project processes. For CAD, design engineers and other construction professionals it is important to develop skills in this area.

For both site and design professionals, it is key that candidates have a strong knowledge of Building Control Amendment Regulations (BCAR) which came into effect 2 years ago. An in-depth understanding of BCAR will offer you more prospects for career progression.

Top Tips For 2017


for the country such as an increase in foreign direct investment (FDI) in Ireland, which requires support from the construction industry in office and industrial development. Secondly, the President elected to take office in the US has stated that he would like to bring corporations back to the US, again this may have an influence on foreign direct investment and multinationals’ construction needs here, but it is difficult to predict.

Overall when looking at local factors, we can continue to be optimistic, considering how the industry has been faring and it’s preparations for 2017.

Recruiting talent at intermediate levels for positions like QSs and site engineers, is likely to continue to be challenging, though further homeward migration from construction professionals could help to alleviate the issues in this area.

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Output in the construction industry has continued to increase over the last couple of years, since Ireland emerged from the economic crash and recession.

In general, all of the prominent contractors, subcontractors, design consultancies and project management firms have grown their staff numbers in the last year. There are also a number of prestigious projects in the pipeline at locations such as: the Dublin docklands, Dublin airport and UCC, which will help to create further opportunities in the sector. Recent statistics such as the rising construction managers’ purchasing index (Ulster Bank) show that companies are anticipating further future growth in the industry. These are all signs of further improving market conditions.

The wider context of economic growth in Ireland would point to solid optimism for the construction industry continuing to grow. Having said that however, there are some international factors at play, whose effects are as of yet unknown. Firms cannot predict what the effects of the UK’s Brexit will be over the next year or two. There are complex factors at play which may result in negative economic developments. The impact that Brexit may have on exporting and manufacturing, could potentially have a knock on effect on companies’ plans for plant and office developments. On the flip side however, Brexit could also have a positive impact

2016




Contracts Manager - 70-80k 80-90k - 60-70k 70-80k

Project Manager 55k 60-70k 70-80k 50k 55-65k 65-75k

Quantity Surveyor 36-42k 45-55k 60k + 35-40k 40-50k 55k +

Estimator 35-40k 45-55k 60k + 35-40k 40-50k 55k +

Site Engineer 30-36k 40-50k 50-60k 28-35k 40-45k 50k +

Site Manager 45k 50-55k 60-65k 40k 50k 55k +

Finishing Foreman 40k 45-50k 50k + 38k 42-48k 48k +


Property Manager 35-40k 45-50k 50-60k 35k + 45k + 50k +

Facilities Engineer 35-45k 45-55k 55k + 35k 45-50k 50k +

Facilities Manager (Hard & Soft Services) 45-50k 50-60k 65k + 40-45k 50k + 60k +



Health & Safety Officer 28-34k 38-50k 50-55k 28-32k 35-45k 45-50k

Health & Safety Manager - 50-55k 60k + - 50k + 55k +


Architect 30-35k 45-50k 55k + 30-33k 40-45k 50k +

Architectural Technician 30k 35-40k 45-50k 28k 32-38k 40-45k

Civil Design Engineer 30-35k 45k 50k + 28-32k 40k 50k +

Structural Design Engineer 32-35k 40-50k 50-55k 30k 40-45k 50k +

Mechanical Building Services Design Engineer 30-35k 45-50k 50-60k 28k + 35-45k 45-55k

Electrical Building Services Design Engineer 30-33k 42-48k 50-55k 28-30k 35-40k 45-50k

CAD Technician 30-35k 40-45k 45-50k + 30-32k 40k 45k +

CAD Coordinator 35-40k 45-55k 55k + 30-33k 40-45k 50k +

PROPERTY SERVICES

SITE BASED ROLES


CONSTRUCTION DESIGN SERVICES

HEALTH & SAFETY


Top Skills

• Talent Acquisition/In-House Recruitment Specialist

• HR Generalist/Officer/Advisor/Executive

• HR Manager• HR Business Partner• HR Project Manager

Across the board salary expectations have risen and the starting salary you could have hired someone for in 2015 or 2016 will not secure someone with the same experience level in 2017. Salary benchmarking is more important than ever.

• Industry Specific HR Experience – Healthcare, Financial Services, Public Sector

• Large Company Multinational Experience

• High Volume Recruitment• Change Management• Employee Relations• HRIS

The make-up of every workforce and HR department is different. Find out what makes your organisation different and write a CV that reflects this e.g. headcount, unionised, HR structure, HR system used. Research the HR department of the company you are applying to and include areas in common such as supporting international employees, using Core HR etc.

Hot Jobs

In Demand for 2017

“HR candidates prioritising career development over job security.”

Salaries in 2017Top Tip For 2017

Human Resources

Things are looking up in the HR industry, specifically in Dublin and its surrounding counties. It is likely that this trend will slowly continue nationwide. HR departments are busier than ever and as they are faced with more and more pressing business demands, they are being forced to consider expanding their headcount. The swell of confidence in the HR jobs market is reflected in the number of HR departments that have experienced churn for the first time in 5+ years. This has had a knock on effect, creating more open vacancies which feed back into candidate confidence. When considering a move the priority has changed from job security to career development. Candidates are happier to risk leaving a permanent job for a contract one, if it’s going to add to their employability for future jobs.


In large companies you will find a large volume of junior co-ordinator roles especially within the technology firms where you will find large teams of recruitment co-ordinators. Often these teams support Europe, the Middle East and Africa (EMEA) and having previous EMEA experience will help you if targeting the tech industry.

One area which is slow to catch up is learning and development manager roles. We anticipate that if the economy continues on this positive growth trend this area will catch up. It should be a natural consequence of increased recruitment and retention strategies that L&D is on the agenda.

Salaries are increasing and those who are planning to change job should be looking for a pay rise from a new company. Salary benchmarking will be extremely important in 2017. To be in with a chance of retaining your staff you need to know what the market is offering and therefore what might be tempting them to leave. Similarly, in the hiring process a candidate is likely to have two or three offers on the table so it is important that you ascertain what their expectations are and what you have in your arsenal to lock down top talent.

Remember it is not just the basic salary that is important. Particularly in larger companies there are complex benefit packages on offer. If you can’t compete with benefits you may have to consider a basic salary 10–15k higher to compete with packages being offered elsewhere.

Equally candidates will be benchmarking when looking at the job market or requesting a pay review. HR candidates know about salary surveys and availability of data so they will seek out this information. While salaries are not consistent across different industries, if a better salary is available in a new industry this information might provide the impetus for a career move.


The companies that have not increased headcount in their HR function, in line with a return to more buoyant business, are often looking to take on temporary HR resources to tide them over during busier periods. These are usually at HR administration or HR generalist level or often they might look for specialist recruitment expertise to support on a ramp-up.

We have seen a surprisingly high number of senior HR positions outside of Dublin, looking for specific skillsets such as union experience and multinational HR experience. However, at generalist level and in more junior level roles there has been less activity. For those returning to Ireland from abroad, or for those considering relocating from the greater Dublin area to elsewhere in Ireland they are still finding it slow.

We have seen an increasing number of companies take on their first HR hire to build a HR function from scratch. Economic growth has seen small companies grow and HR is no longer a cost they can do without. It has become an essential area they are willing to invest in, to support and sustain further business growth. Similarly the emphasis is on the business partnering nature of HR, candidates don’t want to work in companies where HR is not valued. It is the companies where HR has strategic impact, that attract the top candidates and that have a best practice, progressive HR approach.

We are seeing starting salaries with little to no experience climb to €30,000 which is a noticeable increase from 2015-2016. This trend continues up the chain. At generalist and business partner level the climb is steadier however, at manager and director level we again see a strengthened job market. Many senior candidates who changed jobs in the last few years had taken considerable pay cuts from their one time boom salary. Now at the top level while not necessarily matching the highest packages that people were being paid it is getting closer e.g. jobs that were paying €65-75k a year ago are now paying €80-100k.

Salaries are not consistent across all industries and you will find a junior HR person with 1-2 years could be on a similar salary to another with 5 years due to the industry that they are in.

2016



GENERAL ROLES

SPECIALIST ROLES


HR Graduate 23-30k - - 23-30k - -

HR Administrator/Co-ordinator 25-30k 30-38k 35k + 22-28k 28-35k 32k +

HR Generalist/Officer/Advisor/Executive 30-40k 38-45k 40-50k 30-40k 35-42k 38-45k

HR Business Partner 50-60k 55-70k 60k + 40-50k 50-60k 55k +

HR Manager 50-70k 55-75k 70-100k 40-55k 50-60k 55k +

Senior HR Manager 70-80k 80-90k 90k + 55-70k 65-80k 75k +

HR Director 100k 100-120k 120k + 90k 100k + 110k +

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Comp & Bens Analyst 30-40k 40-55k 55-70k 28-40k 35-55k 55-70k

Comp & Bens Manager 65-70k 70-85k 85k + 60-70k 70-85k 85k +

Comp & Bens Global Director 100k + 120k + - 100k + 120k + -

Employee Relations Specialist 35-45k 45-55k 55k + 32-40k 40-55k 55k +

Employee Relation Manager 55-70k 60-75k 65k + 50-60k 55k + 60k +

HR Project Manager 50k 55-70k 70k + 40k + 55-70k 70k +

HRIS Analyst 30-40k 40-45k 45k + 30-40k 40-45k 45k +

Learning & Development/Training Co-ordinator 25-35k 30-38k 35k + 25-35k 30-38k 35k +

Learning & Development/Training Manager 45k + 50-70k 70k + 40k + 45-55k 50k +

Learning & Development Director 80k + 100k + - 80k + 100k + -

Organisational Development Specialist 45k 50k 60k + 45k 50k 60k +

Organisational Development Manager 65k 75k 85k 65k 75k 85k

Talent Acquisition/Recruitment Co-ordinator 25-35k 30-38k 35k + 25-35k 30-38k 35k +

Tech Recruiter 40k 50k + 60k + 38k 50k + 60k +

Talent Acquisition/Recruitment Specialist 30-35k 40-50k 45-75k 30-35k 40-50k 45-75k

Talent Acquisition/Recruitment Manager 55k + 60k + 80k + 55k + 60k + 80k +

Resource Planning Specialist 40-50k 45-55k 55k + 40-50k 45-55k 55k +

Occupational Pschyologist 40-50k 45-60k 55k + 40-50k 45-60k 55k +


Insurance

Top Skills

• Product Development • Risk Management and Compliance • Business Change/Project Managers • Financial Planning Consultant • Pension Administrators

Salaries remained constant throughout 2016. In admin and processing roles, salaries have remained firm. For specialist roles, we have found employers, in certain cases, paying an increase of 10-15% to attract top talent in the market.

• Competitor Analysis/Excel/ Statistical Modelling • Risk and Compliance • Project/Change Management • CFP/QFA• DB/DC Pension Admin Skills

Our top tip is to continuously upskill with industry qualifications in particular CIP and ACII. Now more than ever, employers are looking for candidates with up to date qualifications within an increasingly regulated market place.

Hot Jobs

In Demand for 2017

“Following the Brexit vote, it is highly anticipated that London based insurers

will look to move their operations to Dublin. Evidence of this can be

seen with the Central Bank of Ireland already increasing its staff count to

deal with a high volume of applicants. With these market signals in mind,

there are very encouraging signs for insurance businesses to grow and

develop in 2017.”

Salaries in 2017 Top Tip For 2017


.


While last year saw continued improvement and growth within the insurance sector, certain challenges still remain. Many businesses in the motor insurance sector have found great difficulty in turning over profit and being competitive, due to spiralling costs for consumers. Whilst these challenges continue, steps have been taken with a revised book of quantum and financial strength/profitability for businesses, insuring international risks from Ireland.

Putting these challenges aside, the market is offering strong opportunity for innovation and development within the industry. Many of our clients are looking to develop new products and business lines, an opportunity that would not have been available in the last 12–24 months.

Change and Project ManagementWith ever changing market conditions and businesses positioning themselves for growth, project and change managers are in high demand, particularly business side project managers. Key methodologies such as Prince 2 and Six Sigma are sought after qualifications and we expect to see this demand continue into 2017.

Financial Planners With many brokers in a growth phase, there has been a significant demand for experienced financial planners, capable of growing and developing businesses. This has been seen across small, medium and large international brokers.

Risk and ComplianceWith legislation constantly updating and new directives being drafted, 2016 has seen a steady demand for risk and compliance professionals. Individuals with data protection and governance experience are in particular demand. We expect this trend to continue into 2017.


ClaimsClaims continued to see a steady demand throughout 2016. There has been a particular demand for individuals with employer’s/public liability and motor claims experience. While many of these roles have been offered initially on a contractual basis, there is a strong possibility of many becoming permanent.

Actuarial As always both qualified and part qualified actuary candidates are in high demand. Apart from the general and life assurance businesses, we have seen strong demand for qualified actuaries within consultancy organisations who are continuing to build their actuarial service offering. This is a trend we expect to continue in 2017.

Data Analytics Data analytics and data management continued to be a significant feature for insurance businesses last year. The insights which can be gained and the business decisions that can be made from having mechanisms to extract data, can no longer be overlooked. This skillset has tied in well with the product development and data governance sectors within insurance companies.

There has been a significant increase in demand for individuals with mathematical and computer science backgrounds capable of extracting data, working with it and putting it into report form for management review. We see this continuing to be a major growth area for 2017.


DUBLIN REST OF IRELANDClaims Officer 25-39k 21-35k

Claims Manager 65-80k 55-75k

Sales Agent 25-35k 20-30k

Pensions Administrator 30-45k 25-33k

Pensions Manager 50-65k 40-55k

Broker Consultant 23-45k 30-40k

Underwriter (1-5 years) 25-50k 21-35k

Senior Underwriter (5-10 years) 50-80k 40-55k

Head of Underwriting 90-120k 100k

LIFE ASSURANCE

DUBLIN REST OF IRELANDSales Agent 20-30k 18-27k

Administrator 25-35k 20-28k

Team Leader 35-45k 30-38k

Manager 40-55k 38-50k

Commercial Account Executive (1-5 years) 35-60k 30-60k

Senior Account Executive 60-100k 50-80k

BROKER DEVELOPMENT

DUBLIN REST OF IRELANDLoss Adjuster (1-7 years) 25-50k 20-45k

Claims Handler 25-35k 28-35k

Technical Claims Specialist 40-65k 40-55k

Claims Manager 65-80k 55-70k

Head of Claims 80-120k 70-80k



Head of Underwriting 90-120k 100k

Product Executive 35-50k 25-40k

Product Manager 55-100k 65-80k

Broker Development 45-60k 30-45k

GENERAL INSURANCE

Salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.


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DUBLIN REST OF IRELANDCaptive Account Executive 30-50k 25-45k

Captive Account Manager 60-90k 45-80k

Captive Underwriter 35-50k 30-60k

Reinsurance Claims Agent 35-65k 30-55k

Reinsurance Claims Manager 70-120k 55-90k

Reinsurance Underwriter 60-120k 55-90k

CAPTIVE INSURANCE/REINSURANCE

DUBLIN REST OF IRELANDTrainee Actuary 30-35k 27-32k

Part Qualified Actuary 35-45k 32-42k

Qualified Actuary 60-110k 55-110k

Chief Actuary 165-300k 140-280k

ACTUARIAL

DUBLIN REST OF IRELANDJunior (1-3 years) 30-45k 27-40k

Senior (3+ years) 50-80k 35-65k

Data Manager 80-110k 65-95k

DATA ANALYTICS

DUBLIN REST OF IRELANDRisk Analyst (1-4 years) 28-38k 25-33k

Risk Officer (5-8 years) 38-65k 30-60k

Risk Manager 75-90k 60-80k

Compliance Specialist (1-5 years) 25-55k 22-35k

Compliance Manager (5+ years) 55-90k 45-80k

COMPLIANCE


IT

s

Top Skills

• DevOps Engineer• Scala Developer/Java Developer• Frontend/Fullstack Developer• QA – Automation• Data Scientist

In a market that continues to be heavily candidate led in 2017, we expect to see a further uplift in salaries across the year for all levels of experience.

Candidates can expect to receive multiple offers as well as counter offers from their current company. This will focus attention on overall benefits packages as well as career prospects within a company.

Demonstrate a willingness to explore new technologies. With many companies seeking to explore the latest options, hiring managers are increasingly looking for candidates who have a similar outlook.

Hot Jobs

In Demand for 2017

“2016 saw a continuation in the uplift of salaries across all skillsets, particularly

with JavaScript, Java, Functional development (Scala, Clojure, GO, Erlang) and Python developer salaries at senior

level. Typical increases have ranged from 7-8% for candidates with a couple

of years’ strong commercial experience, and increases of 10%+ for over half the

mid and senior level candidates who either moved company or received a

salary increase.”Salaries in 2017

Top Tip For 2017

• DevOps/Automation Skills• Java with functional Scala GO, Erlang• JavaScript, AngularJS, React• Selenium• Machine Learning


experience, and the additional revenue potential that can be generated from it.

Customization has become increasingly significant to brand name companies because it’s now part of a broader trend, which shifts from viewing customers as recipients of value to co-creators of value. Rather than being passive, the customer is now becoming a crucial part of the experience.

What we have learnt from 2016 is that IT is continuing to develop at an accelerated pace and the skills in the market are slightly behind what companies are seeking. The recruitment of overseas candidates is becoming more widely recognised in order to fill the demand in the current market. Companies are having to be more flexible in their actual requirements or be more open to training and development.

One of the major skill shortages and demands for candidates that we have seen in 2016 is in the area of front end development, in frameworks such as AngularJS and React. When starting out with front-end programming candidates will gain exposure to Angular and React pretty quickly. The JavaScript scene is changing at a very rapid pace, and new technology is been developed just as one is been adopted. At this point in time it seems that Angular and React are the two big players that everyone is using, however as we move into 2017 we have noticed a slight shift to the new player, Angular 2.

Infrastructure The most prevalent skills that are still required are in the areas of Windows, UNIX and Linux, with virtualisation a key aspect of an emerging technology skill set that’s required in this space also (VMWare, Hyper V, VDI etc.). Network Engineering is also finally moving with the times, with software defined networking (Openstack technologies etc.) catching up on other more traditional areas that have been automated before. Specialists with experience in this field will be very sought after over the coming year, whilst IT security and cyber security are areas that remain particularly buoyant. With the continued emergence and advancement of cloud based technologies across the industry, this trend is set to continue for some time to come.

With Ireland firmly recognised as an IT hub, with a blend of companies ranging from multinationals to SMEs and a strong start-up culture, it will continue to attract talent from around Europe as well as support a strong indigenous talent pool. Companies in Ireland have geared recruitment processes accordingly and the vast majority of teams are now truly multicultural.

Ireland’s ICT sector is world-renowned and is expected to grow larger in 2017. Our reputation as a centre of software excellence is unrivalled in Europe. It is home to over 900 software companies, including both multinational and indigenous firms, employing over 100,000 people and generating €80 billion of exports annually. The sector’s wide ranging activities include software development, R&D, business services and EMEA/International headquarters.

Almost every globally recognised software company has a base in Ireland. This has not only catapulted Ireland to being one of the major global players in the software sector, but has created a deep pool of talent that has turned Ireland into a hotbed for indigenous firms.

Software Development Last year was another successful year for software developers in Ireland, particularly in the areas of Java and further demand for the emerging functional languages of Scala and Clojure. We witnessed a large number of Java developers transitioning to these new technologies, which looks set to continue in 2017 as companies explore the capabilities of this further. The Java development market will remain extremely strong in 2017 with continued demand for Java developers at all levels of experience.

The challenge for employers throughout 2017 will be very similar to that of 2016 with the ability to attract top talent the primary factor impacting team growth, and therefore scalability, for many companies.

We expect to see a further shortening of the interview process from application to offer and other more aggressive recruitment policies. The growth trends of 2016 are set to continue for 2017.

Design More and more businesses are discovering the value of customization, the opportunity to deliver a customized



Data Analytics With companies becoming more aware of the commercial opportunities from Big Data, we are seeing a major increase in investment for recruitment within this vertical.

Ireland is fast becoming a world leader in Big Data, machine learning, AI, Fintech and cloud computing. Further to this, we are beginning to see an increase in non-technological companies leveraging analytics to help gain a competitive edge within their market space. This means that more traditional analytics roles are being combined to form a unique combination of skills that may not have been seen before.


For 2017 the trend towards automation looks set to continue, with DevOps and collaboration services being the key drivers of technology in this area. Recruitment challenges will be similar to 2016, in that companies will be looking to hire candidates with similar skills from a talent pool that remains competitive.

Gaming Ireland has witnessed dynamic growth within the mobile and games development industry with a dramatic increase in both indie and multinational gaming organisations. Employment within this industry has increased tenfold in recent years with over 7,000 candidates directly employed today.

There has also been an increase in the number of companies using mobile applications across other sectors such animation, film, consumer internet and e-learning. This in turn has caused a surge in the demand for experienced individuals within this specialised industry with many companies sourcing candidates from Ireland as well as mainland EU.



Java App Support 30-35k 35-50k 50-65k 25-30k 30-45k 45-60k

Microsoft Support 30-35k 35-45k 45-60k 25-30k 30-40k 40-55k

Open Source Support 25-30k 30-45k 45-60k 25-30k 30-40k 40-55k

Business Analyst 30-40k 40-55k 55-70k 25-35k 35-45k 45-60k

Chief Technical Officer 85-100k 100-120k 130k + 70-80k 80-90k 90-100k


Technical Support (without a language) 22-25k 25-32k 35k + 22-24k 24-30k 30-35k

Technical Support (with a language) 25-28k 28-35k 35-38k 24-27k 27-32k 32-35k

Systems Administrator (Windows) 35-40k 40-55k 55k + 30-35k 35-45k 50k +

Systems Administrator (UNIX/Linux) 35-40k 40-55k 60k + 30-35k 35-45k 55k +

Network Engineer 30-35k 35-50k 50-65k 30-35k 35-45k 45-60k

IT Manager 60-70k 70-80k 80-90k 50-60k 60-70k 70-80k

IT Director/CTO 90-120k 120-130k 130k + 90-100k 100-110k 110k +


DB2 35-45k 45-65k 70k + 35-40k 40-55k 55-65k

SQL DBA 35-45k 45-65k 70k + 35-40k 40-55k 55-70k

Oracle DBA 35-45k 45-65k 70k + 35-40k 40-55k 55-70k

TECHNICAL SUPPORT

APPLICATION SUPPORT

DATABASE ADMINISTRATORS

Permanent Salaries

Salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.



PHP 25-30k 35-45k 45-60k 25-30k 30-45k 45-65k

Front End Developer 30-35k 35-55k 55-70k 30-35k 35-50k 50-70k +

Java Developer 30-35k 40-60k 60-75k 30-35k 35-50k 50-70k +

.NET Developer 30-35k 40-60k 60-75k 30-35k 35-50k 50-70k +

Python 30-40k 40-60k 60-75k 25-30k 30-55k 45-65k +

Ruby 30-40k 40-60k 60-75k 30-37k 40-55k 50-70k +

Scala 30-40k 40-70k 70-100k 25-35k 35-65k 65-90k +

Big Data Developer 60-65k 75-85k 85k + 65k 75k 80k +

Solution Architect 65-75k 75-95k 95k + 60-70k 70-80k 80-120k

Technical Architect 65-75k 75-90k 90k + 60-70k 70-80k 80-120k


Manual (Lead) 45-55k 55-65k 65-70k 40-45k 45-55k 55k

Manual (Manager) 60-65k 65-75k 75k + 55-60k 60-70k 70k +

Automated (Lead) 55-60k 60-70k 70-75k 50-55k 55-65k 65k

Automated (Manager) 65-75k 75-85k 85k + 55-65k 65-75k 75k +


Manual 30-35k 35-45k 45-60k 30-35k 35-45k 45-55k

Automated 30-40k 40-55k 55-65k 30-35k 35-45k 45-60k

QA MANAGERS

QA SPECIALISTS

SOFTWARE DEVELOPERS


Infrastructure 40-50k 50-70k 70-85k + 40-45k 45-60k 60-70k

Software 40-50k 55-75k 75-90k + 40-45k 45-60k 60-75k +

Program Manager 80-90k 90-100k 100k + 70-80k 80-90k 90k +

PROJECT MANAGERS



SAP Support 40-45k 45-55k 55k + 35-40k 40-50k 50-55k +

SAP Developer 45-55k 55-65k 65-75k + 45-55k 55-65k 65-70k +

SAP Business Analyst 60-70k 70-85k 85-90k + 55-65k 65-75k 75-85k +

SAP Project Manager 65-75k 75-85k 85-95k + 60-70k 70-80k 80-90k +

SAP Consultant 75-85k 85-95k 100k + 70-80k 80-90k 90-100k +


Graphic Designers 25-30k 30-40k 40-55k 25-30k 30-40k 40-50k

UI Designer 40-45k 45-60k 60k + 35-40k 40-50k 50k +

UX Designer 70k 75-90k 90k + 55-65k 65-70k 80k +

Product Manager 70k 75-85k 85-90k + 70k 75-85k 85k +


Data Scientist 65k 80k 100k + 65k 80k 100k

Scrum Master 70k 80k 85k + 70k 80k 85k

Java Development Manager 65-75k 75-90k 90-110k 60-70k 70-80k 85-95k

.NET Development Manager 65-75k 75-90k 90-110k 60-70k 70-80k 85-95k

All others 60-70k 70-85k 85-100k 55-65k 65-75k 75-85k


IOS/Android Developer (no prior development experience) 30-35k 35-60k 65k + 23-30k 35-55k 60k +

IOS/Android Developer (with prior development experience) 40-50k 50-60k 60-75k + 40-45k 45-55k 55-70k

DEVELOPMENT MANAGERS

DESIGN

SAP

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MOBILE DEVELOPERS



Oracle DBA 250-300 300-400 400-500 200-250 250-350 350-450

SQL DBA 250-300 300-400 400-550 200-250 250-350 350-450

DB2 250-300 300-400 400-500 200-250 250-350 350-450


Open Source Support 180-220 220-300 300-350 180-200 200-250 250-320

Microsoft Support 200-250 250-320 320-375 180-225 225-275 275-350

Java App Support 200-250 250-320 320-375 180-225 225-275 275-350

Business Analyst 250-275 275-350 350-450 200-250 250-325 325-400


Technical Support (without a language) 125-140 140-160 160-210 120-140 140-160 160-200

Technical Support (with a language) 150-200 200-250 250 + 150-180 180-220 220 +

Network Engineer 200-250 250-300 300-375 180-225 225-275 275-350

Systems Administrator (UNIX/Linux) 250-275 275-350 350 + 250-275 275-325 325 +

Systems Administrator (Windows) 250-275 275-350 350 + 250-275 275-325 325 +

IT Manager 350-400 400-450 450 + 325-375 375-425 425 +

IT Director/CTO 425-475 475-550 550 + 400-450 450-500 500 +

TECHNICAL SUPPORT

APPLICATION SUPPORT

DATABASE ADMINISTRATORS

Contract Daily Rate

Contract rate is daily in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest daily rate for each position.



PHP 200-250 250-350 350 + 200-250 250-300 300 +

Front End Developer 200-250 250-350 350-450 200-250 250-350 350-425

Java Developer 225-275 300-400 400-500 200-250 250-350 350-450

.NET Developer 225-275 300-400 400-500 200-250 250-350 350-450

Python 250-300 300-400 400 + 225-275 300-375 375 +

Ruby 275-300 300-400 400-500 250-300 300-400 400-450

Big Data Developer 300-350 400-450 450 + 300-350 350-425 425 +

Technical Architect 450-500 500-550 550 + 425-475 475-525 525 +


Manual 350-400 400-450 450 + 350-400 400-450 450 +

Automated 350-420 420-475 475 + 325-375 375-450 450 +


Manual 175-220 220-300 320 + 175-200 200-300 300 +

Automated 200-250 250-350 350-400 200-250 250-320 320 +



Software 300-350 350-450 450 + 300-350 350-425 425 +

Infrastructure 300-350 350-450 450 + 300-350 350-425 425 +

Program Manager 500-550 550-650 650 + 450-500 500-600 600 +

QA SPECIALISTS

QA MANAGERS

SOFTWARE DEVELOPERS

PROJECT MANAGERS



SAP Support - 250-350 350 + - 250-350 350 +

SAP Developer - 350-400 400 + - 350-400 400 +

SAP Business Analyst - 450-650 650 + - 450-650 650 +

SAP Project Manager - 500-700 700 + - 500-700 700 +

SAP Consultant - 600-800 800-1000 - 600-800 800-1000


Graphic Designer 150-200 200-275 275-320 105-175 175-250 250-300

UI Designer 300-350 350-400 400 + 250-300 300-350 350 +

UX Designer 375-400 400-450 500 + 300-350 350-400 400 +

Product Manager 350-400 400-450 450-500 300-350 350-400 400 +


Data Scientist 300-350 400-450 450-600 + 300-350 350-425 425 +

Scrum Master 300-350 400-450 450-600 + 300-350 350-425 425 +

Java Development Manager 400-450 450-550 550 + 400-450 450-500 500 +

.NET Development Manager 400-450 450-550 550 + 400-450 450-500 500 +

All others 400-450 450-550 550 + 400-450 450-500 500 +


IOS/Android Developer (with no prior development experience) 200-250 250-350 350-450 + 200-250 250-325 325-400

IOS/Android Developer (with prior development experience) 300-350 350-400 400-500 + 275-325 325-375 375-450

DEVELOPMENT MANAGERS

DESIGN

SAP

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MOBILE DEVELOPERS


• NQ-5 PQE (Leading Dublin Practices)• Commercial Contracts Lawyer• IP Lawyer• Compliance Professional• Company Secretary• Litigator

The race is on for legal talent and some firms are increasing their salaries to prevent their trainees from leaving upon qualification. There is also a growing amount of flexibility in terms of what firms are willing to offer. The banded salary model often does not exist when it comes to a specialist lawyer or a strong candidate returning from London. When it comes to senior candidates, your salary offer will often come down to a business case (i.e. what clients/fees can you bring to the firm).

In Demand for 2017

“The Legal market in Ireland (and particularly Dublin) is continuing to show

clear signs of growth. Lawyers are key partners to businesses and levels of

recruitment both in-house and in practice indicate economic confidence.”

Salaries in 20172016 has been an exceptionally interesting year, with economic activity increasing and then coming under threat from the impending Brexit. That being said, there seems to be no ceasing in companies and firms in Ireland growing their legal divisions.

Brexit There has been a lot of conflicting commentary over the timing and potential impact of Brexit on the global economy and in this context Ireland’s prospects post-Brexit. Whilst no one can be sure, Ireland seems to be the “Hot Topic” when it comes to companies and firms discussing post-Brexit life. Ireland is an obvious choice when it comes to top UK law firms and companies contemplating a move of headquarters. That being said, the pressure is on for Ireland to prove that our infrastructure can handle this growth. Lawyers have been and will continue to play a key role in any development in this area, and thus we anticipate an upsurge in legal recruitment come 2017.

2016


Legal & Compliance


UK, Australian and New Zealand ReturnersAs a result of the recession and personal circumstances, many Irish legal graduates or professionals moved to different jurisdictions to either begin or continue their legal careers. This could be attributed to the fact that people were not being trained in certain areas of law linked to a strong economy such as corporate, commercial, banking, construction etc. As such, there is a gap in the market at this level (NQ to 5PQE). Our clients are keen to speak with those who may be interested in a return home and Brexit is expected to increase the flow of people back to Ireland from the UK. It is always a personal choice however, and salaries in London are at an all-time high.

Given the busy construction and energy market in Australia and New Zealand, we are finding that Irish returners from these jurisdictions can offer amongst other things strong non-contentious advisory and contentious experience in large scale projects. The newly adopted construction contracts act in Ireland draws similarities to legislation in New Zealand and Australia so this experience is very relevant.

“Hot Property” in the Legal and Company Secretarial MarketWhilst recruitment is steady across a variety of legal disciplines in Ireland, it is clear that certain areas are in strong demand. We are finding that all leading commercial firms are seeking transactional lawyers in the areas of banking, funds, corporate and commercial property.

ICSA company secretaries will continue to be in high demand in 2017 both in-house and in legal and accountancy practices, given the implications of the Companies Act 2014. Company secretaries with experience across investment funds are required across financial services and legal practices and these professionals often attract a higher salary.

On the in-house side, companies continue to grow their legal and regulatory teams and people with niche experience in areas such as pharmaceutical, financial regulation, utilities, telecoms, aviation etc. are highly sought after.

Partner/Senior Associate RecruitmentExperienced hires are often a strategic move and it is important for candidates to know their worth. If a candidate can offer a skill set in a particular niche or emerging market or has a strong following of clients, law firms are more than happy to consider taking advantage of this and many leading firms have hired in 2016 at a senior level.

NQ MarketThe market is highly competitive at this level. Despite strong retention levels in Ireland, firms have needed to add to their offering to avoid lateral moves and relocations to London, off shore jurisdictions or the Middle East.

In-House2016 was a busy year for in-house recruitment with candidates strongly motivated to move in-house from practice. Areas of growth include aviation, pharmaceutical, FinTech, life sciences, asset management, funds etc. Continued FDI in Ireland and the possibility that Brexit will increase demand, should create further opportunities in 2017.

Private Practice2016 saw private practices focus on sourcing London returners as competition for talent increased, with 3-5 years PQE the in-demand level of experience.

With strong solicitors often lost to in-house departments, law firms are placing a lot of emphasis on the non-tangible benefits they can offer their talent. Money often dictates whether talent will move on and law firms are increasingly flexible to attract lateral movers.


Think carefully about what area of law and what type of firm you want to qualify into. Many lawyers approach us once they qualify and wish they had trained in a commercial law firm. At this stage, it can often be too late if you trained in a criminal practice for example.

IN-HOUSE

DUBLIN REST OF IRELANDLegal Executive 30-40k 28-38k

Newly Qualified Solicitor (0-3 years PQE) 45-55k 40-50k

Junior Legal Counsel 50-80k 45-60k

Senior Lawyer 80-140k 55-120k

General Counsel 95-150k 80-120k

Head of Legal (in-house) 3-20 Lawyers 100-150k 90-130k

Head of Legal (in-house) EMEA/Regional 150-200k 125-185k

Head of Legal (in-house) Global 200-350k 100-250k

COMPLIANCE

DUBLIN REST OF IRELANDAML Officer 30-40k 28-35k

Fraud Officer 28-40k 26-32k

Fraud Manager 50-80k 40-60k

Data Protection Officer 65-100k 50-80k

Compliance Administrator 25-35k 23-32k

Compliance Officer (1-3 years) 30-50k 25-45k

Compliance Manager (3-5 years) 50-70k 45-65k

Compliance Manager (5-8 years) 65-95k 55-85k

Head of Compliance 95-150k 90-120k

MLRO 80-120k 60-105k

IN-HOUSE

Top Tip For 2017


PRIVATE PRACTICE

DUBLIN (Large Firms) DUBLIN (Smaller Firms) & REST OF IRELAND

Listing Executive 35-50k 28-42k

Company Secretary Trainee 28-38k 25-30k

Company Secretary 1-3 years' PQE 40-60k 35-45k

Company Secretary 5 years' + PQE 50-70k 40-60k

Company Secretarial Manager 55-100k 52-80k

Director of Company Secretarial 75-120k 60-95k

Newly Qualified Solicitor 48-68k 40-52k

1-3 Years PQE 50-80k 45-60k

3-5 Years PQE 60-85k 60-75k

5 Years + PQE 74-100k 75-100k

Salaried Partner 90-200k -

Equity Partner 150-250k -


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LEGAL SUPPORT

DUBLIN REST OF IRELANDLegal Secretary (0-3 years’ exp) 22-30k 20-25k

Legal Secretary (3-5 years’ exp) 30-35k 25-32k

Legal Secretary (5+ years’ exp) 35-40k 32-36k

Legal Executive (0-3 years’ exp) 25-30k 22-26k

Legal Executive (3-5 years’ exp) 30-40k 26-35k

Legal Executive (5+ years’ exp) 40-50k 35-45k

Paralegal (0-3 years exp) 22-28k 21-26k

Paralegal (3-5 years exp) 28-40k 26-36k

Paralegal (5+ years exp) 40-50k 36-48k



Marketing

Top Skills

• Internal Communications• Employee Engagement• Graphic Designer• Digital Marketing Manager• Brand Manager• Content Manager

Salary levels haven’t seen major changes but are starting to creep back up. There has been a renewed focus on overall packages with additional benefits becoming a priority such as healthcare and pension for example.

• Google Adwords• Google Analytics• Marketing Automation Software

Experience• Ability to Develop Digital Strategies

Look for extra training on technology or digital trends. Each role within marketing is getting an extra level of technological focus to it, so you do not want to be left behind. This could be a Google AdWords or a digital marketing course that won’t break the bank but will keep you up to date.

Hot Jobs

In Demand for 2017

“Find your niche as specialist roles are the order of the day. ”

Salaries in 2017

Top Tip For 2017


Industries we have seen growth in are predominantly B2B areas such as financial and professional services.

This year has seen an increase in focus on internal communications and employee engagement, with companies now looking to retain and develop their staff as we come out of the recession. Across multiple industries we are starting to see companies looking at how to retain the people they have and grow gradually from there.

Another trend that has become evident is that companies are now looking to move away from the traditional model of having several creative agencies, and are building out their own internal creative teams. This looks set to continue into next year, with a demand for graphic designers, digital experts and content specialists.

2016


GENERAL


Marketing Assistant 23-26k 26-28k 28-32k 20-24k 24-26k 26-30k

Marketing Executive 28-35k 35-45k 45-55k 25-30k 30-35k 38-45k

Category Manager 40-45k 45-55k 55-65k 35-43k 43-50k 50-55k

Loyalty Manager 35-40k 40-55k 55-70k 38-48k 48-55k 55-70k

Product Manager 50-55k 55-65k 65-85k 45-50k 50-60k 60-70k

Brand Manager 40-45k 45-55k 50-65k 35-40k 40-45k 45-55k

Marketing Communications Manager 40-50k 50-60k 60-80k 35-45k 45-55k 55-60k

Marketing Manager 45-55k 55-65k 60-70k 40-50k 50-60k 55-65k

Marketing Director 75-80k 80-90k 90-120k 70-80k 75-90k 85-100k

PR



Public Relations Officer 30-35k 35-40k 40-45k 25-30k 30-35k 35-40k

Public Relations Manager 45-50k 50-60k 60-65k 40-45k 45-50k 50-60k


DIGITAL MARKETING


Social Media Specialist 27-32k 32-40k 40-45k 24-30k 30-36k 36-40k

Content Editor/Manager 35-40k 40-50k 50-60k 24-28k 28-40k 40-50k

PPC Specialist 28-32k 32-40k 40-50k 25-28k 28-36k 36-45k

SEO Specialist 28-32k 32-40k 40-50k 25-28k 28-36k 36-45k

Graphic Designer 25-35k 35-40k 40-50k 23-28k 28-35k 35-40k

Digital Marketing Executive 28-35k 35-45k 45-60k 25-30k 32-38k 38-45k

Digital Specialist 35-38k 38-45k 45-60k 32-35k 35-42k 42-55k

Digital Marketing Manager 45-55k 55-65k 65-80k 40-50k 50-60k 60-70k

Head of Digital Marketing 80-85k 85-95k 95-110k 70-80k 75-85k 85-95k

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.

Top Skills

Salaries are climbing across the board from graduate to director level. Last year a senior engineer could command up to 60k, this year that figure has crept up to 65k. There are more job opportunities than candidates, henceforth employers have to be a lot more competitive and this will continue into 2017. Employers are focusing on creating enticing packages with excellent healthcare benefits, pension schemes and bonus structures. Some employers offer a sign-on bonus as an added incentive for a talented, experienced applicant to join their organisation.

Become an expert in a particular area or skill that you are passionate about and which is relevant to your career path or long term goal. Choose a skill that is highly sought after such as: Polymer Engineering, PLC Programming or Operational Excellence. Don’t be afraid to take the leap – there are plenty of opportunities out there in the medical devices field presently.

Hot Jobs

In Demand for 2017

“Experienced engineers in high demand particularly within the vascular device

sector.”

Salaries in 2017

Top Tip For 2017

• Research, Development & Design• Project Engineer/Project Manager• Production Supervisor/Manager• Lean/Six Sigma/Operational

Excellence

• Quality, Validation & Regulatory• Manufacturing & Line Support• R&D & Process Development• Electronic/Electrical/Automation

Engineering• Injection Moulding/Polymer/

Plastics

Medical Devices


In terms of skillsets, this year was the year for manufacturing and quality engineers as well as candidates with polymer/extrusion, validation, regulatory affairs or automation engineering experience.

Get in touch with our medical devices team in Galway by calling us on +353 91 563868 or emailing [email protected].

There has been a surge in jobs during 2016 within the medical device industry particularly in Galway and the West of Ireland – the Medtech hub. Multinationals have been ramping up due to new product introduction/development and expansion meaning huge competition to secure the best talent. Salary bands are ebbing upwards across the board to make a move more attractive to potential applicants. Companies are also paying more attention to their branding, marketing, presence, reputation and company culture in order to attract and retain staff. There has been a surge in the amount of new start-ups opening up in the West throughout 2016 also. Whilst some of these start-ups may not have specific benefits packages that can rival the multinationals, they are more than compensating on their basic salaries, career development and progression opportunities. Prior to this year, candidates in permanent roles were not seeing start-ups as an employer of choice due to a fear of insecurity and short-term closure of the company. 2016 has seen more candidates taking that risk knowing that if it doesn’t work out, there are plenty of other opportunities for them to apply to.

There has been an increase in the amount of permanent positions on offer in this industry. Another trend evident this year was an increase in the amount of contracting opportunities across the medical devices sector. More and more employers are open to taking on self-employed contractors on short term contracts or rolling contracts, either to bridge a gap, to complete a particular project, or to utilise a very specific, niche skillset.

2016


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PRODUCTION

IRELAND1-2 Years Exp 3-5 Years Exp 5 Years+ Exp

Production Operator 23k + 25k + 27k +

Production Team Lead 35k + 38k + 40k +

Production Supervisor 40k + 45k + 50k +

Production Manager 50-60k + 60-70k + 70-80k +

ENGINEERING/MAINTENANCE

RESEARCH & DEVELOPMENT


Maintenance Technician 28-32k 32-38k 38-42k

Mechanical Engineer 40k + 45k + 50k +

Automation Engineer 45k + 50k + 55k +

Electrical Controls Engineer 45k + 50k + 55k +

Polymer Engineer 45k + 50k + 55k +

Automation/Machine Design Engineer 45k + 50k + 55k +

Chemical Engineer 45k + 50k + 55k +

Project Engineer 45k + 50k + 55k +

Engineering Manager 70k + 80k + 90k +


R&D Technician 28-32k 32-38k 38-42k

Process Development Technician 28-32k 32-38k 38-42k

R&D/Design Engineer 35-38k 38-48k 48-55k

Packaging & Labelling Engineer 35-38k 38-48k 48-55k

Process Development Engineer 35-38k 38-48k 48-55k

Senior R&D/Design Engineer 50-55k 55-60k 60-65k

Senior Process Development Engineer 50-55k 55-60k 60-65k

Principal R&D/Design Engineer 60-65k 65-70k 70-75k +

Principal Process Development Engineer 60-65k 65-70k 70-75k +

R&D Manager 65k + 75k + 80k +

R&D Director 90k + 110k + 120k +


PROCESS/MANUFACTURING


Manufacturing Technician 28-32k 32-38k 38-42k

Process Technician 28-32k 32-38k 38-42k

Manufacturing Engineer 35-38k 38-48k 48-55k

Process Engineer 35-38k 38-48k 48-55k

Senior Manufacturing Engineer 50-55k 55-60k 60-65k

Senior Process Engineer 50-55k 55-60k 60-65k

Principal Manufacturing Engineer 60-65k 65-70k 70-75k +

Principal Process Engineer 60-65k 65-70k 70-75k +

Continuous Improvement Engineer 40k + 40-50k 50-55k +

Lean Six Sigma Black Belt 40k + 50k + 60k +

QUALITY & REGULATORY


Regulatory Affairs Specialist 40k + 45k + 50k +

Regulatory Affairs Manager 65k + 70k + 75k +

Quality Technician 28-32k 32-38k 38-42k

Design Assurance (DA) Technician 28-32k 32-38k 38-42k

Design Assurance Engineer 40k + 40-50k 50-55k +

Validation Engineer 40k + 40-50k 50-55k +

Quality Engineer 40k + 40-50k 50-55k +

Senior Quality Engineer 50-55k 55-60k 60-65k

Principal Quality Engineer 60-65k 65-70k 70-75k +

Quality Manager 65k + 75k + 80k +

Quality Director 90k + 110k + 120k +

Validation Manager 65k + 75k + 85k +

FACILITIES


Facilities Technician 28-32k 32-38k 38-42k

Facilities Engineer 40k + 40-50k 50-55k +

Facilities Manager 60k + 65k + 70k +

Industrial Engineer 40k + 40-50k 50-55k +



HEALTH & SAFETY


EHS Specialist/Engineer 40k + 40-50k 50-55k +

Senior EHS Specialist/Engineer 50-55k 55-60k 60-65k

EHS Manager 65k + 70k + 75k +


Top Skills

• Sales• Graduates• BPO Operations• International Marketing

Mid to high level sales roles have seen exponential rises in both basic salaries and on target earnings. A successful salesperson with 3 years’ experience could be earning €40-45k basic with potential to earn up to €90-100k. Outside of this, marginal increases for junior roles is the order of the day, across numerous types of roles. Essentially, salary comes down to supply and demand, the fewer people based here who speak the language the higher your salary potential.

• Fluency in German• Fluency in Dutch• Sales Experience• Technical Knowledge

Develop your technical skillset – what software packages have you used? Are you familiar with terminology in online advertising? There are lots of short term courses out there to upskill yourself and sometimes a little bit of research will answer any questions you may have prior to any interview. If you want to stand out from the crowd, then you need to show your knowledge!

Hot Jobs

In Demand for 2017

“The biggest area of demand continues to be within sales functions with a strong

demand for highly educated graduates. We have also seen a rise in the number of BPO operations setting up to support

the network of tech and finance companies in Ireland, so entry level roles

are continuously popping up for junior candidates.”

Salaries in 2017Top Tip For 2017

Multilingual


Location is a massive draw for a lot of candidates in the multilingual sector and there are huge challenges for candidates new to Dublin to find suitable accommodation. Offices on the outskirts of the city (Park West/Citywest) are becoming more prevalent due to the lack of office space in the city centre but candidates have a preference for their work to be based in the city which creates additional challenges on attraction and retention. This is something that is likely to turn but will be slow.

Never miss a multilingual jobFollow us @SigmarMLJobs


There is extensive demand in Ireland for speakers of multiple European languages with German, Dutch, Swedish and French being the most commonly requested. The flow of companies basing themselves in Ireland to deal with their European customer base is constant and this is predominantly in sales, customer service and technical support.

Staff retention is a constant challenge for these companies, especially for junior roles. Candidates will often move without hesitation for an increase in salary and they have little or no loyalty to the organisation they are working for. With regards to senior roles candidate retention is highly prized and can be obtained through benefits, pay rises and changes in job role that the person may not be able to get elsewhere.

The multilingual sector is coming under increasing pressure as more and more companies move here and seek to draw on the same pool of candidates. The demand is fast outstripping supply, particularly when it comes to languages such as German and Dutch. One solution to this problem is to source candidates internationally and bring them to Dublin. A challenge with this relocation however is that it is only typically offered in specialised cases or for particularly senior roles.

2016



DUBLIN REST OF IRELANDCustomer Service (Junior) 20-25k 19-24k

German, Dutch or Nordic 27k -

Spanish, Italian or French 25k -

Customer Service (Senior) 26-31k 25-30k

German, Dutch or Nordic 28-30k -

Spanish, Italian or French 26-28k -

Technical Support Level 1 22-26k 20-24k



Technical Support Level 2 26-32k 24-30k



Business Development/Lead Generation 24-30k 23-28k



Telesales/Outbound Sales 25-35k 24-33k



Inside Sales/Account Executive/Account Manager 30-50k 28-45k



Sales Support 25-33k 24-32k



Order Management/Order Support 23-33k 22-30k



Team Leader (Customer Service) 30-38k 28-36k



Team Leader (Sales) 35-45k 30-38k



Sales Manager 50-80k 45-70k





Office Support & Administration

Top Skills

• Office Manager• Senior Executive Assistant• Corporate Receptionist• Office Administrator• Help Desk Advisor

• Strong organisational skills• Ability to work independently and

as part of a team• Strong attention to detail• Excellent work ethic• Word, Excel and PowerPoint

Researching the company where you are trying to get a new job is key. While there is a huge pool for companies to hire great candidates from, there is still an expectation that all interviewees will have done significant research prior to their interview. Not knowing adequate information about your potential future employer, is a disappointing reason to not get a job role. Companies invest a lot of time and money on their websites, LinkedIn pages, PR etc. It is expected that you will have researched the company and be able to comprehensively answer the question “why do you want to work here?” with great examples from your research. This can be the decision maker when it comes down to two candidates and deciding which of the two deserve the job. A well prepared answer can demonstrate to your potential employer that you want the role more.

Hot Jobs

In Demand for 2017

“Office support staff are in demand more then ever with processes taking

on average 3 days from request to placement. Temporary office support staff requirements are filled within a matter of

minutes.”

Top Tips For 2017


The Irish office support market continued the momentum shown throughout 2015 into 2016 and this will no doubt continue into 2017. The scars left from the financial crisis are still fresh so companies are cautious to offer up permanent roles and are therefore quite open to the option of using temporary staff on an initial basis. Temporary work in the public sector has seen significant increases where many new roles are project related.

As the market recovers employees will have more leverage which will see salaries, benefits and the demand for a more flexible work environment increase.

Part-time and working from home options are hugely popular with companies tapping into the older workforce and stay-at-home parent markets, who have huge skills to offer once the companies have the technology to support this.

From Sigmar’s perspective, screening candidates for technical and cultural fit is key, before sending candidates to our clients. Testing of candidates at the very first stages of the process ensures that candidates are prepped and ready to move as quickly as employers are moving, to ensure employers obtain the top talent available to them.

We may not have returned to the days of the Celtic Tiger just yet, when candidates could pick and choose their next job, but we are a million miles away from the dark days of 2010. Temporary candidates in particular are no longer on the market for weeks, it is now more so a case of days and even hours. Companies need to rethink their recruitment strategies if they wish to secure the best talent otherwise they will be swiftly taken from the market.

2017 is shaping up to be a great year for both employers and employees alike with processes running smoother than ever and appointments being filled quickly and professionally.

With the market continuing to improve, we again saw a rise in salaries in 2016, particularly in the latter end.

Competition for talent is continuing to increase which is reflected in salaries for skilled candidates. 2016 saw the return of benefit packages with companies pitching their benefits to prospective candidates, as a way of winning candidates who are in several processes at once.

It is evident that salary is no longer the number one factor in candidates’ reasons for changing job positions. Companies are having to map out career plans for new employees at the interview stage making interviews very much a 50/50 process between the employer and the employee.

We have seen an increase in counter offers also. Counter offers are something to be aware of when assessing a candidate’s motivations to move.

Good news for employers is that at entry level salaries have remained constant. Candidates looking for their first step on the career ladder can be very flexible but will still have expectations of a great work environment and culture.

Legislation for temporary workers is at the forefront so matching salaries to that of their permanent counterparts is essential.

Never miss an office jobFollow us @SigmarOffice

Thoughts on the Market2016


Salaries in 2017



Administrator (General) 24-26k 27-32k 35k + 20-25k 24-30k 28-30k +

Project Administrator 28-31k 32-36k 38k + 20-26k 26-30k 30k +

Sales Support Administrator 26-28k 30-32k 34k + 20-25k 24-28k 28k +

Receptionist 24-26k 27-32k 33k + 20-26k 26-30k 30k +

Secretary 28-32k 32-38k 38k + 22-28k 28-34k 32-34k +

Personal Assistant/Executive Assistant 30-33k 35-40k 40k + 24-30k 30-40k 35-40k +

Office Manager 32-36k 38-42k 46k + 28-35k 35-40k 40k +

Legal Secretary 25-30k 32-38k 38k + 23-27k 27-35k 35k +

Customer Service Administrator/Representative 24-26k 27-28k - 18-22k 22-28k 28k +

Customer Service Team Lead 30-32k 34-38k 38k + 24-28k 27-34k 32-34k +

Operations Manager 40-44k 45-55k 60k + 35-40k 40-45k 55k +

Postroom Clerk/Data Entry 22-24k 25-26k - 18-22k 22-28k 28k +

Graduate/Junior Role 22-25k - - 18-22k - -

Filing/Clerical Officer 22-24k - - 18-22k - -



Sales

Top Skills

• Business Development Manager• IT/SaaS Field Sales Consultant • Key Account Manager • National Account Manager • Account Executive

Get online and make sure your LinkedIn profile is current and relevant to what you want to do next. Every recruiter and company out there is going to look you up online and they want to see someone who is professional and connected regardless of the industry they are in.

• Passion for product/industry is a must

• Ability to understand complex solutions

• 3rd level education

Hot Jobs

In Demand for 2017

“Salespeople are in high demand and a career in sales is fast becoming a popular choice for

both graduates and experienced jobseekers alike.”

Top Tip For 2017

Salaries in the ICT sector have seen the biggest increase as multinational companies with deep pockets have been driving entry level and experienced salaries up. This has put pressure on smaller companies who can’t compete at those levels.

Irish companies need to realise, that they are now competing with multinational companies for talent, as graduates from all backgrounds work in Google, Twitter etc. If you as an employer want someone with 12 months sales experience – so does half the country so be prepared to compete for them.

Another factor that is affecting salaries is living costs. A lot of people are struggling with living costs when working in sales roles, especially if commission or bonuses are not paid on a monthly basis. If as an employer you are offering a low base and an annual bonus, you run the risk of failing to attract quality staff or losing them to employers who reward their staff more frequently.

Salaries in 2017


Demonstrated sales experience is key. In interviews candidates are being quizzed on their figures and achievements and an inability to demonstrate these clearly makes the difference between getting the role or not.

There is a slight disparity across all industries in relation to what candidates are seeking and what is on offer from businesses. Companies want to hire people who can generate new business, whilst candidates are seeking more senior account manager type roles, having ridden out the recession years. This puts a strain on the market as business development roles get turned down in favour of more appealing account manager positions.


The market trend in the sales industry at present, is that a lot of companies are hiring, which offers more opportunities to graduates.

By far and away the industry with the most marked increase is the construction and technical sector. After a number of hard years for both clients and candidates, there is a tentative upsurge in this area. Numerous companies are now returning to the market, hiring additional staff.

In the IT sector there has been very strong growth in inside sales functions with many businesses investing in graduates or junior sales people, so that they can grow them through the ranks. Domestic IT companies have returned to the market with field based sales roles becoming more common after years of cutbacks.

Things are looking bright for the Irish FMCG Market in 2017, particularly for many smaller companies and SMEs. The rise in popularity for diverse ranges of produce such as artisan food and craft beers has led to the creation of many more local operators within the industry.

2016



DUBLIN REST OF IRELANDBasic Earnings Basic Earnings

Sales Merchandiser 25-28k 28-33k 22-27k 25-30k

Field Sales Representative 30-45k 35-60k 28-40k 31-45k

Field Sales Manager 55-65k 58-80k 45-60k 50-72k

Key Account Manager 50-60k 52-80k 45-55k 46-72k

National Account Manager 60-75k 70-100k 50-65k 62-85k

FMCG


Inside Sales 28-34k 38-44k 26-31k 34-40k

Business Development 35-45k 40-60k 32-40k 40-55k

Sales Support 27-32k 32-38k 27-32k 32-38k

Team Leader/Sales Manager 40-55k 47-60k 40-55k 47-60k

FINANCIAL/INSURANCE


Business Development Manager (0-3 years) 35-40k 45-55k 32-40k 40-50k

Area Sales Manager (3-5 years) 42-50k 55-65k 40-45k 50-60k

Technical Sales 45-65k 60-75k 45-65k 60-75k

International Sales 50-70k 70-90k 50-70k 70-90k

Sales Manager 60-80k 80-100k 60-80k 80-100k

TECHNICAL

GENERAL DUBLIN REST OF IRELANDBasic Earnings Basic Earnings

Telesales 25-30k 36-42k 20-26k 28-38k

Sales Consultant (2 years +) 32-45k 50-60k 27-38k 40-50k

Field Sales/Area Sales 35-45k 50-70k 30-40k 40-50k


Commercial Manager 60-85k 85-110k 70-80k 90-100k

Sales Director 80-120k 100-150k 75-100k 65-80k


PHARMACEUTICAL/MEDICALDUBLIN REST OF IRELAND

Basic Earnings Basic Earnings

GP Sales Representative (Primary Care) 40-50k 45-60k 40-50k 45-60k

Hospital Sales Representative (Secondary Care) 45-55k 55-70k 45-55k 55-70k

Area/Territory Manager 45-65k 60-80k 45-65k 60-80k


ICT


Never miss a sales jobFollow us @SigmarSales


Lead Generation/Graduate 24-30k 30-38k 24-28k 30-35k

Inside Sales Representative 30-40k 50-80k 30-38k 60-76k

Senior Inside Sales Representative 45-60k 90-120k 45-55k 90-110k

Account Manager 40-50k 60-80k 38-48k 58-85k

Channel Sales Manager 45-65k 65-95k 40-60k 60-85k

Major Account Manager 70-100k 130-170k 60-75k 100-130k

Specialised Enterprise Sales Manager 100-110k 200-220k 70-90k 130-150k


Science & Manufacturing

Top Skills

• Lean Engineer• Automation Engineer• Maintenance Technician • Engineering Manager• Quality Assurance

Salaries increased in the latter parts of 2016 which has been driven by movement of candidates and counter offers. As candidates become more in demand we expect the trend of increasing salaries to continue.

• Electrical Engineering• Electrical Trades• Lean & Six Sigma Black Belts• Quality Assurance• Automation Engineering

Starting to or continuing on with a Lean & Six Sigma course puts candidates ahead of their competition. It is a robust qualification that spans any role within science & manufacturing. The high majority of companies are looking for people who can deliver quantifiable results, making this a must.

Hot Jobs

In Demand for 2017

“2016 has seen the first significant positive growth by traditional Irish

engineering companies since 2008. A lot of this growth has been across

high level managers, which should lead to changes and further growth within

businesses for 2017.”

Salaries in 2017

Top Tip For 2017


both areas and it is now addressing this. Process engineering in the form of Lean has become a must across the country. Many companies are setting up a specialist division with a sole purpose of reviewing how things are done and how to do them better. Food has also long been a labour intensive industry and the move towards automation is facilitating greater output, therefore creating the space for more orders.

Other: With an export value in excess of €250 million the heavy engineering sector continues to show growth. It is a niche market where a highly automated manufacturing facility is less necessary. Given the nature of manufacturing and assembly, process engineering has become a must, particularly over the past twelve months. The cost of raw material means any positive change to an engineering process can have significant financial gains. Quality assurance candidates are also in demand.

Overall, in spite of Brexit, the future for manufacturing is very good across the board. As well as the aforementioned pressure points, growth continues to provide opportunities in all areas.

Never miss a jobFollow us @SigmarTechnical



According to engineersjournal.ie (June 14th 2016), there were 4,000 manufacturing companies employing 159,000 direct staff across the country as of June 2016. With the announcement of Brexit this same month, most subsequent reports highlighted a predicted future doom to the manufacturing sector.

Opinion on the industry from within it however is positioned more positively. Although companies are now being a little more cautious with growth forecasting, the sector is still growing and it is predicted that this trend will continue into the near future. There are three particular pressure points (process improvement, automation and quality) that companies have and to understand these better we will break manufacturing into three sections; life sciences (pharmaceutical, bioscience and medical devices), food (ingredients, meats, drinks etc.) and other (heavy engineering and bespoke engineering).

Life Sciences: The life sciences sector still thrives in Ireland: Galway remains a hub of excellence for medical devices companies; Cork and Dublin for pharmaceuticals; with biosciences focussed predominately to the east of Ireland. The pharmaceutical and medical devices industries have long been at the forefront of all three pressure points but the ever increasing number of companies has put pressure on the availability of qualified personnel particularly in quality assurance and quality control.

Food: According to the CSO website, food production in 2016 was worth €20.4 billion, with all dials pointing at further growth in 2017. The food sector are looking at their achilles heels of process engineering and automation to maximise their current facilities. The food sector has long lagged behind life sciences in

2016




Automation Engineer 40-45k 45-55k 60k + 35-45k 45-55k 55k +

CAD Technician 28-33k 35-40k 40k + 25-32k 35-38k 38k +

Chemical Engineer 32-40k 40-55k 55k + 30-40k 40-55k 55k +

CNC Operator 27-30k 30k + 30-35k 27-30k 30k + 27-30k

CNC Programmer 28-34k 35k + 40k + 28-34k 35k + 40k +

EHS Officer 25-30k 35-45k 45k + 25-30k 30-40k 40k +

EHS Manager 45-50k 50-55k 55-70k 45-50k 50-55k 55-65k

Electronic Engineer 35-40k 40-45k 50k + 35-40k 40-45k 45k +

Engineering Supervisor 40-45k 45-50k 50k + 30-35k 35-50k 50k +

Engineering Manager 50-55k 55-65k 70k + 45-55k 55-60k 60k

Food Technologist 25-30k 30-35k 35-40k 25-30k 30-35k 35-40k

Lean Engineer 35-45k 45-55k 75k + 28-33k 35-55k 60k +

Maintenance Technician 30-35k 40-45k 45k + 30-35k 35-40k 40k +

Maintenance Engineer 35-45k 45-50k 50k + 30-40k 40-50k 50k +

Maintenance Manager 50-55k 55-65k 70k + 50-55k 55-65k 65k +

Manufacturing Engineer 30-35k 35-45k 45k + 25-35k 35-45k 45k +

Manufacturing Supervisor 32-38k 38-42k 42k + 30-35k 35-42k 42k

Manufacturing Manager 40-45k 45-55k 55-70k 35-45k 45-50k 50k +

Mechanical Design Engineer 30-35k 35-50k 50k + 25-35k 35-45k 45k +

Mechanical Engineer 30-35k 35-50k 42k + 25-35k 35-45k 45k +

NPD Technologist 25-30k 30-35k 35-40k 25-30k 30-35k 35-40k

NPD Manager 50-55k 55-60k 70k + 50-55k 55-60k 60k +


Process Engineer 35-40k 40-55k 60k + 30-40k 40-50k 50k +

Production Manager 50-55k 55-65k 65k + 50-55k 55-65k 65k +

Production Shift Manager 40-45k 45-50k 50-55k 35-40k 40-45k 45-55k

Quality Engineer 28-35k 35-42k 42k + 25-35k 35-40k 40k +

Quality Supervisor 30-35k 35-40k 40k + 30-35k 35-40k 40k +

Quality Manager 40-45k 50-55k 55k + 40-45k 45-50k 50k +

Service Engineer 25-28k 28-40k 40k + 25-28k 28-40k 40k +

Six Sigma Engineer 35-45k 45-60k 70k + 35-45k 45-55k 55k

Six Sigma Black Belt 60-70k 70-80k 80k + 50-60k 60-70k 75k +

Technical Services Manager 38-48k 48-60k 60k + 35-45k 45-55k 55k +

Validation Engineer 30-40k 40-55k 55k + 30-40k 40-50k 50k +



Microbiologist 30k + 40-50k 50k + 30k 35-40k 40k +

QA/QC Analyst 30k + 35-40k 40k + 30k 30-35k 35k +

QA/QC Supervisor 50k + 55k + 55-60k 35-40k 50k + 55k +

QA/QC Manager 50-55k 55-60k 65-70k 40-50k 50-55k 70k +

Qualified Person 50-60k 60-70k 80k + 40-50k 50-65k 75k +


Regulatory Affairs Specialist 35-40k 40-50k 55-65k 35k 35-40k 45k +

Regulatory Affairs Manager 40-50k 50-60k 75k + 35-45k 45-55k 60k +

Compliance Officer 30k 30-35k 40k + 25-30k 30-35k 35-40k

Compliance Manager 45-55k 55-60k 70k + 40-45k 45-55k 65k +


Process Chemist 35-40k 45k 60k + 30k 40k 50k +

Chemical Engineer 35-40k 40-50k 60k + 35k 35-45k 60k +

Project Manager 40-45k 50-65k 70-80k 40k 50-55k 60k +

R&D Scientist 35k 40-45k 45k + 30-35k 35-40k 40k +

R&D Engineer 40-45k 45-50k 55k + 35-40k 40-45k 45-50k

R&D Manager 60-65k 65-70k 75k + 40-50k 55-60k 65k +

Director 80-90k 100k + 110k + 80k 80-85k 85k +

LABORATORY

PRODUCTION DUBLIN REST OF IRELAND1-2 Years Exp 3-5 Years Exp 5 Years+ Exp 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp

Production Operator 30k 35k 40k + 25-30k 30k + 35k +

Production Manager 35-40k 40-50k 55k + 30-40k 40-50k 55k +

Director of Operations 75k + 80k + 100k + 70k + 70-80k 90k +

REGULATORY & COMPLIANCE

RESEARCH & DEVELOPMENT


Data Coordinator 30k 30-38k 40k + 30k 30-35k 35k +

Trials Supervisor 35k + 40-45k 45k + 35k + 40k + 45k +

Trials Manager 35-45k 45-50k 55k 35-40k 40-45k 50k

Director 75k + 80-85k 90k + 70k 75k + 80k +

CLINICAL RESEARCH


Top Skills

• Procurement Manager• Planner• Logistics Manager• Supply Chain Specialist• Freight Forwarder

2016 salaries increased in the pharmaceutical, medical devices and food industries, however companies with exposure to Brexit in terms of exports will keep salaries constant as they navigate the ramifications of the changing political landscape.

With the movement evermore to Big Data and its usages across the supply chain function, courses to upskill in a different ERP system would be hugely beneficial. Supply chain qualifications as a primary degree are becoming more in demand, putting certain candidates at a disadvantage therefore bettering a qualification is advisable.

Undertaking a supply chain course, particularly one with classroom participation, thus drawing from other students’ supply chain experience would be advisable as more and more companies are looking for people to have a supply chain qualification on top of their initial degree.

Hot Jobs

In Demand for 2017

“Any weak link in a supply chain can have an adverse knock on effect to

consumers. This has led the move to data driven supply chain functions, to ensure

a more flexible supply chain which has and will continue to create more job

opportunities.”

Salaries in 2017

Top Tip For 2017

• Forecasting• Experience in a virtual supply chain

environment• Excel skills• ERP systems experience• People management

Supply Chain


Flexible Supply Chains V Lean Supply ChainsThe focus over the past number of years, and rightly so, has been to champion Lean principles throughout the supply chain. This has led to companies reducing costs and trying to improve processes on a regular basis. Between supply shocks and the changing global economic and political landscape, companies can be left with major stock shortages affecting key parts of their supply chain. With consumers being more transient, keeping or maintaining service delivery through a period of disruption is key. More and more companies have set up excess stock facilities and depots for excess raw materials to insure continuation of supply instead of irreparable damage to their brand over the long term period.

With expansions and new system implementations rampant as companies seek to increase market share and deliver a better service offering to consumers, supply chain experience to improve and create a flexible supply chain for a European marketplace is being sought in the form of senior contractors for certain durations from 2 months to 2 years.


The supply chain industry in Ireland continued to grow in 2016 with a number of multinational companies setting up EMEA manufacturing or virtual headquarters across the country from Galway to Cork and Athlone to Dublin. Candidates are coming to the Irish market in large numbers, in particular experienced Irish supply chain professionals are returning from Australia, Canada and the United Kingdom. This in turn increases supply of candidates but they are being more selective of the jobs and the salaries they require. There is currently a gap in the market between what companies are paying and what candidates can now demand.

After speaking with senior managers and directors all year about developments at their companies a number of key trends have emerged.

Real-Time Tracking for Consumers is Paramount for Customer EngagementFor any company that is supplying produce or specific products directly to consumers, real time tracking is essential to keep the customer engaged. With the world being “smaller” and more connected, consumers have a myriad of choice when it comes to spending their money. This leads to impulse buys and the expediency of a speedy delivery, is essential. This is making the visibility of tracking technology used by the company directly or third party logistics (3pl) providers vital.

Plan, Plan, Plan – Improvements are Always NeededBrexit, currency fluctuations, increased tariffs, geographical disruption - supply shocks are everywhere. 2016 was a year of turbulance and change with most of the aforementioned occurences unpredicted at the start of the year. However, regular planning or even reactive planning to changing market conditions was essential for nearly every company dealing with a changing geo-political environment in Ireland, the EU and beyond.

2016



PLANNINGDUBLIN REST OF IRELAND


Supply Planner 35-45k 45-55k 55k + 35-45k 45-50k 50k +

Demand Planner 40-45k 45-55k 55k + 40-45k 45-50k 50k +

Production Planner 35-45k 45-55k 55-60k 40-45k 45-50k 50k +

Planning Manager 65-70k 70-80k 80k + 60-65k 65-75k 75k +

Planning Director 85-90k 90-100k 100k + 80-85k 85-90k 90k +

PROCUREMENTDUBLIN REST OF IRELAND


Buyer 35-40k 40-45k 50k + 30-35k 35-45k 45k +

Commodity Manager 55-60k 60-70k 70k + 45-55k 55-60k 60k +

Procurement Specialist 40-45k 45-50k 55k + 40-45k 45-50k 50k +

Procurement Category Manager 50-55k 60-70k 80k + 45-50k 50-55k 55k +

Procurement Manager 60-70k 70-75k 75k + 55-60k 60-70k 70k +

Procurement Director 90k 90-110k 110-130k + 75-85k 85-90k 90k +

SUPPLY CHAIN



Supply Chain Specialist 35-40k 40-45k 45-55k 35-40k 40-45k 45k +

Supply Chain Analyst 35-45k 45-55k 55k + 40-45k 45-50k 50k +

Supply Chain Manager 50-60k 60-80k 80k + 45-50k 50-60k 60k +

Supply Chain Director 80-90k 90-100k 100k + 80-90k 90-100k 100k +



Freight Clerk 25-28k 28-35k 35-45k 40-45k 45-55k 55k +

Freight Manager 40-45k 45-50k 50k + 35-45k 45-50k 50k +

Inventory Manager 40-50k 50-60k 60k + 30-35k 35-40k 40k +

Logistics Coordinator 28-32k 32-40k 40k + 40-45k 45-50k 50k +

Logistics Manager 40-45k 45-50k 60k + 30-40k 40-45k 45k +


Transport Manager 35-40k 40-50k 50k + 23-27k 27-32k 32k +

Warehouse Manager 40-50k 45-50k 50k + 35-40k 40-45k 45k +

Warehouse Supervisor 30-35k 35-40k 40k + 25-28k 28-32k 32-40k

LOGISTICS


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Contact Us

Dublin13 Hume Street, Dublin 2D02 F861Tel: +353 (0)1 4744600Email: [email protected]

Cork33 South Bank, Crosses Green,CorkH91PC04Tel: +353 (0)21 431 5770Email: [email protected]

GalwayDockgate, Dock Road, GalwayT12 F611Tel: +353 (0)91 563868Email: [email protected]

TraleeUnit 4, Liber HouseMonavalley Business ParkTraleeV92 NN80Tel: +353 (0)66 7169002Email: [email protected]

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