2013_fs_salary_guide_en.pdf

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Salary Guide

2013BANKING & FINANcIAl ServIceS


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Table of Contents

From the Managing Director 3

The nance growth challenge: Increasing productivity 28

The rise o the super contract proessional 30

Robert Hal: Your recruitment expert 31

Using the Salary Guide 4

Technology 22

Hiring outlook in Asia 22 Salaries in Hong Kong 25

Salaries in Singapore 26

Salaries in Japan 27

Finance, Accounting & Banking 5

Hiring outlook in Asia 5 Hiring outlook and salaries in Hong Kong 9

Hiring outlook and salaries in Singapore 13

Hiring outlook and salaries in Japan 18

Remuneration trends 21


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From the Managing Director

Dear colleague,

The banking and nancial services sector is in the midstof a signicant transition driven by new skills, shiftingregulations, and cutting-edge technologies like mobile andcloud computing. Where once technical skills were all thatwas required to land a job, employers are now looking forpeople who are more well-rounded and versatile with theexperience o managing change, the ability to communicate

complex inormation, and equipped with the quality leadershipskills every organisation needs.

Robert Hals 2013 Banking & Financial Services Salary Guidebrings together market intelligence and pay data to help you identify recruitment trends, andestablish competitive pay levels. Our recruiting managers are in daily discussions with bothcompanies and candidates, allowing us to know what the market is willing to pay. We alsosupplement this data with our own research into how companies intend to remunerate in theuture.

This salary guide plays a crucial role for both employers and job candidates. Knowing whatconstitutes a competitive salary allows you to attract top proessionals to your organisationand, just as importantly, retain them. For candidates, knowing their market worth will helpguide their next career move.

I hope you nd our 2013 Salary Guide inormative and welcome you to contact one o ourspecialised recruiting managers with questions about the survey ndings and broader hiringtrends, or to discuss your recruitment needs.

Regards,

David JnesManaging DirectorRobert Half Asia Pacic

Robert Half2013 Salary Guide 3


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The 2013Salary Guidefrom Robert Half gives you quick access to the latest

salaries for positions within the financial services industry throughout

Asia. It can help you determine remuneration levels for new and existing

employees, plan budgets and navigate todays hiring environment.

Using the Salary Guide

Our Salary Guide provides projected average salary ranges or

banking and nancial services positions across Asia. The salaryranges represent average remuneration only, because actors suchas seniority, skills and industry can impact pay levels. Bonuses,incentives and other orms o remuneration, such as benets andpension schemes, are also not taken into account.

The inormation in this guide is collected rom various sources,including:

Our recruiting managers who specialise in banking and nancialservices, and make placements throughout Robert Half locations

in Asia Insights from our senior managers

Independent research we conduct regularly among seniorbusiness and nancial leaders in the region

Our comprehensive analysis of current and future hiring trends

This guide also includes insights into the hiring environment,skills in demand and practical hiring advice, as well as companiesremuneration plans or existing employees based on our survey o

senior business leaders within the nancial services industry.

4 Robert Half2013 Salary Guide


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The Asia Pacific region is expected to remain the most important driver

for the worlds economic growth, despite concerns about the Eurozone

economic woes and moderate growth from the regions emerging giants.

Asias economy is expected to expand faster than the world average, and

it remains home to some of the worlds leading financial centres.

The hiring landscape in Asia

While Asias senior business and nance leaders feel condent about their economyand companys growth prospects, hiring intentions would not be uniorm across theboard in all markets. Some markets will enjoy strong hiring demand and increasedheadcount while for other markets, the number of new hires will be fewer. Much ofwhat will occur in the job market will depend on the condence of managementwithin each different martket.

In Hong Kong, the battle for top talent continues to intensify as companies competewith the regional nancial hubs of Singapore and Shanghai.

Singapore companies remain positive about their prospects and expect demand fornew hires to be robust. A challenge would be to retain the staff they have on board ascompetition or talent will remain erce.

The Japanese economy is a mixed one, with certain industries experiencing declinewhile others continue to pursue expansion and acquisition plans.

One thing that is constant across all Asian countries is the growth in newregulations. Many o these new regulations are a result o the nancial crisis o2008, and are a response by policymakers to the publics demand for greatercertainty in nancial markets.

The burden and responsibility or managing these new regulatory requirements inevitablyfall on professionals in the banking and nancial services sector. This development willsee professionals with compliance experience in hot demand in all major markets.

o senior business andnancial services leaders

in Asia nd it challengingto locate skilled nancialservices proessionalstoday

93%

o senior businessand nancial servicesleaders in Asia areconcerned aboutlosing top perormersin the coming year

92%

Source for statistics:Robert Hal survey o

550 senior business andnancial services leadersin Asia.



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Global trends affecting hiring in 2013

Cinas rwt While there are reports that the rate o expansion othe Chinese economy is slowing, there is no doubt that it is still one othe astest growing economies in the world. The impact o the slowdownmay be more psychological than physical. Chinas astounding growth wascredited with helping the worlds economy get back on track after theglobal meltdown, causing economists to worry where growth will comerom i Chinas economic transormation moderates.

Te ate Erpe Europe continues to conound economic andpolitical commentators. While there is still ear o a continent-widemeltdown, the leadership seems adept at resolving short-term problemswithout ever ully resolving the main structural issues. I Europesoutlook worsens, market condence will take a hit, resulting in a weakeremployment outlook in Asia.

New reatins Banks and nancial services companies are dealingwith a constant fow o changes to the rules under which they operate.

The liquidity requirements from reform initiatives such as the Dodd-FrankAct and Basel III are having the most impact on the business of banking.This is good news if you are a skilled compliance or risk managementspecialist. Professionals with the right mix of technical knowledge andexperience in the eld o compliance will be in hot demand.

Inrmatin Tecn IT An area where banks and nancialinstitutions are committing resources in is inormation technology. IT iscrucial to the way modern banks operate, offering better ways to interactwith customers, utilise customer data as well as improve regulatorycompliance. Increased IT budgets will result in additional IT headcount.



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Highly sought-after skills

Employers in the banking and nancial services sector are all unanimouson one thing academic qualications are simply not enough in todaysmarket. What they are looking for are the intangible qualities that make acandidate stand out rom the rest.

Top on the list is communication skills. The value of good communicationis best dened by its absence without communication skills, you

can never lead a team or push through changes in an organisation.Employees with good communication skills tend to be noticed more, andrise quickly through the ranks.

Closely related to communication skills is the ability to speak a secondlanguage. With the rise o China, an increasing number o companies arelooking for banking and nancial services professionals with Mandarinlanguage skills. While English may exist as a common platform, it will bechallenging to really understand the nuances of what a person is thinkingunless you can talk to them in their own language.

Regional experience is also highly prized as it comes with culturalawareness that allows a proessional to operate eectively acrossborders. As modern organisations increasingly comprise of people fromdifferent backgrounds, an in-depth understanding of diverse cultures willhelp a proessional to bring a team together.

Personal networks are highly regarded as an asset a candidate can bringto a position. By being active in industry associations and professionalbodies, individuals can develop extensive contacts. Sometimes a goodpersonal network can be a source of industry intelligence, an effective way

to meet potential customers or a means to nd a person with a critical skillto join the team.

In addition, demonstrated prociency with sotware applications such asadvanced knowledge of Microsoft Excel, as well as ERP systems andother nancial systems are important across the region. In terms o thequalications that are most in demand, many organisations continuelooking for professionals who are CFA, CPA or ACCA qualied, and FRMfor risk roles.


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Positions in demand

Cmpiance / Reatr Reprtin Professionals in banking andnancial services have elt the impact o the changes to the regulationsunder which they operate. The last three years have seen an explosionin new compliance and disclosure requirements. In response, nancialcompanies have been building a strong compliance team. Professionalswith an excellent track record in compliance and risk management especially those in more senior roles will nd their expertise highly

sought ater in 2013.

Interna Aditrs Much o the debate about the causes o the nancialcrisis has focused on the internal controls within nancial institutions. Asa result, Board members and senior management are demanding greatervisibility rom their accounting processes, elevating the role o the internalauditor. Internal auditors are the whistle blowers within an organisation,identiying poor processes and potential problems that might arise. Thatis why good internal auditors are highly valued by progressive companies.

Financia Cntrers Similar to internal auditors, the role of thenancial controller has become more important since the global nancialcrisis. While the auditor reviews other peoples actions, the FinancialController must take ownership of the work of their team and providetimely advice to the CEO. As every company is different, nancialcontrollers with experience in a particular area or with specic productknowledge will be in high demand in 2013.

Bsiness Anasts Financial institutions, like all companies, are strivingto do more with less. Being able to analyse a companys numbers and toidentify where savings and efciencies can be made is a powerful skill

that is highly sought after. People with the analytical skills to improveoverall eciency and reduce costs are valuable to any organisation,especially to a complex company like a nancial services rm.



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The outlook for 2013 is cautiously optimistic and the job market in

Hong Kong is expected to remain stable. Within the banking and

nancial services sector in Hong Kong, available positions will more

likely be for replacements rather than for new roles.

Hiring outlook in Hong Kong

The large foreign banks the ones that felt the brunt of the 2008 downturn and i-bankswill continue to be subdued in their hiring activity, having already replaced many o the roles

cut during the crisis. It will be the newer and growing Asian banks that are expected to be themost active in the job market in 2013. Chinese banks in particular, will ramp up recruitment in2013. Continued wealth creation is also driving demand for asset management, brokerage andinsurance services, which will create employment opportunities or talented proessionals.

The hiring process is likely to remain drawn out in Hong Kong. Employers in the banking andnancial services industry will require several rounds o interviews and assessments beore acandidate is offered a position. This scenario is likely to continue in the rst half of 2013. Thereason for this trend goes back to the process that hiring managers have to go through to getapproval or increased headcount. Once approval is given, they want to be sure they get the

right person on board.

Employees in the nancial services sector are also increasingly apprehensive about changingjobs, and only proceed with a high degree of caution. Job security and stability are becomingimportant factors when making employment decisions, whereas previous career choices wouldhave been more nancially motivated. Candidates today have higher expectations in terms oworkplace culture and career development opportunities.

The offshoring of jobs, including moving them to other low cost bases in Asia, is a concern forthe employment prospects of those in the Hong Kong market. However, these positions tend tobe more functional than strategic. The higher value-added roles are kept within the main ofces

of the banks and nancial institutions. If a senior role is relocated, it is usually to another majornancial centre such as Singapore or Shanghai.

Within risk and compliance, the skills in demand include advanced Microsoft Excel, datamanagement, along with strong analytical, interpersonal and communication abilities. Talentedprofessionals who possess strong structured product knowledge and AML advisory experienceare also in high demand. In addition, it is becoming increasingly important or nancial servicesproessionals within operations and middle oce to be adept at managing change, and be ableto adapt to the ast changing environment.



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Salaries in Hong Kong

Job Title 2012 2013 % Change

Risk

PRoJECT MANAgEMENTAnast 300,000 500,000 300,000 500,000 0%Assciate / Manaer / AVP 450,000 650,000 450,000 650,000 0%VP 600,000 1,200,000 600,000 1,200,000 0%SVP / MD 1,200,000 + 1,200,000 + 0%MARkET RISkAnast 300,000 480,000 300,000 480,000 0%Assciate / Manaer / AVP 450,000 800,000 450,000 800,000 0%VP 850,000 1,300,000 850,000 1,300,000 0%

SVP / MD 1,300,000 + 1,300,000 + 0%CREDIT RISkAnast 300,000 480,000 330,000 528,000 10%Assciate / Manaer / AVP 450,000 800,000 495,000 880,000 10%VP 850,000 1,300,000 977,500 1,495,000 15%SVP / MD 1,300,000 + 1,495,000 + 15%oPERATIoNAl RISkAnast 300,000 400,000 330,000 440,000 10%Assciate / Manaer / AVP 450,000 700,000 477,000 742,000 6%VP 700,000 1,100,000 763,000 1,188,000 8%SVP / MD 1,100,000 + 1,188,000 + 8%

CoMPlIANCE / ANTI-MoNEy lAuNDERINgAnast 300,000 450,000 330,000 528,000 14%Assciate / Manaer / AVP 450,000 800,000 517,500 920,000 15%VP 800,000 1,500,000 960,000 1,800,000 20%SVP / MD 1,500,000 + 1,800,000 + 20%

Finance & accounting / contRol

MANAgEMENT REPoRTINgAnast 300,000 420,000 300,000 420,000 0%Assciate / Manaer / AVP 420,000 900,000 420,000 900,000 0%VP 900,000 1,100,000 900,000 1,100,000 0%

SVP / MD 1,100,000 + 1,100,000 + 0%PRoDuCT CoNTRolAnast 360,000 450,000 360,000 450,000 0%Assciate / Manaer / AVP 450,000 900,000 450,000 900,000 0%VP 900,000 1,300,000 900,000 1,300,000 0%SVP / MD 1,300,000 + 1,300,000 + 0%FINANCIAl CoNTRolAnast 300,000 450,000 300,000 450,000 0%Assciate / Manaer / AVP 420,000 900,000 420,000 900,000 0%VP 900,000 1,100,000 900,000 1,100,000 0%SVP / MD 1,100,000 + 1,100,000 + 0%



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Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benets.



TREASuRy ACCouNTINgAnast 300,000 420,000 310,000 420,000 1%Assciate / Manaer / AVP 420,000 780,000 430,000 780,000 1%VP 760,000 1,100,000 770,000 1,100,000 1%SVP / MD 1,100,000 + 1,110,000 + 1%TAxAnast 300,000 450,000 300,000 450,000 0%Assciate / Manaer / AVP 450,000 900,000 450,000 900,000 0%VP 900,000 1,300,000 900,000 1,300,000 0%SVP / MD 1,300,000 + 1,300,000 + 0%

INTERNAl AuDITAnast 300,000 450,000 315,000 450,000 2%Assciate / Manaer / AVP 450,000 900,000 472,000 900,000 2%VP 900,000 1,300,000 935,000 1,300,000 2%SVP / MD 1,300,000 + 1,320,000 + 2%PRoJECT MANAgEMENTAnast 300,000 420,000 300,000 420,000 0%Assciate / Manaer / AVP 420,000 780,000 420,000 780,000 0%VP 760,000 1,100,000 760,000 1,100,000 0%SVP / MD 1,100,000 + 1,100,000 + 0%

opeRations

PRoJECT MANAgEMENTAnast 240,000 360,000 240,000 360,000 0%Assciate / Manaer / AVP 360,000 800,000 360,000 800,000 0%VP 800,000 1,200,000 800,000 1,200,000 0%SVP / MD 1,200,000 + 1,200,000 + 0%TREASuRy oPERATIoNSAnast 240,000 350,000 240,000 350,000 0%Assciate / Manaer / AVP 350,000 620,000 350,000 620,000 0%VP 620,000 950,000 620,000 950,000 0%SVP / MD 950,000 + 950,000 + 0%

MIDDlE oFFICE / TRADE SuPPoRT (All PRoDuCTS)Anast 300,000 420,000 300,000 420,000 0%Assciate / Manaer / AVP 400,000 700,000 400,000 700,000 0%VP 600,000 1,150,000 600,000 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0%FuND ACCouNTINg / ADMINISTRAToRAnast 216,000 330,000 216,000 330,000 0%Assciate / Manaer / AVP 330,000 500,000 330,000 500,000 0%VP 500,000 900,000 500,000 900,000 0%SVP / MD 900,000 + 900,000 + 0%



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ClIENT SERVICES / MARkETINg SuPPoRTAnast 300,000 420,000 300,000 420,000 0%Assciate / Manaer / AVP 380,000 700,000 380,000 700,000 0%VP 700,000 1,150,000 700,000 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0%EquITy SETTlEMENTS / FIxED INCoME SETTlEMENTSAnast 240,000 300,000 240,000 300,000 0%Assciate / Manaer / AVP 300,000 500,000 300,000 500,000 0%VP 500,000 950,000 500,000 950,000 0%SVP / MD 950,000 + 950,000 + 0%

CoRPoRATE ACTIoNSAnast 240,000 300,000 240,000 300,000 0%Assciate / Manaer / AVP 300,000 500,000 300,000 500,000 0%VP 500,000 950,000 500,000 950,000 0%SVP / MD 950,000 + 950,000 + 0%DoCuMENTATIoN SPECIAlISTAnast 300,000 420,000 300,000 420,000 0%Assciate / Manaer / AVP 400,000 700,000 400,000 700,000 0%VP 600,000 1,150,000 600,000 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0%

loANS ADMINISTRATIoNS / DoCuMENTATIoNSAnast 180,000 300,000 180,000 300,000 0%Assciate / Manaer / AVP 300,000 500,000 300,000 500,000 0%VP 500,000 765,000 500,000 765,000 0%SVP / MD 765,000 + 765,000 + 0%



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The job market in Singapore continues to be robust as companies

are still in hiring mode. Positions oered are for both replacing sta

who have left the company, as well as elding candidates in newly

created nancial services positions.

Hiring outlook in Singapore

As Singapore continues to promote itself as a nancial hub, the country is poised to benet asbanks and nancial services companies from emerging countries look to expand their regionalreach and manage their business activities in Singapore. In 2013, it will be the growing Asianbanks that are expected to be the most active in the job market, along with commodities, real

estate, private and corporate banks.With shifting regulations, hiring remains robust for risk and regulatory professionals. In addition,nancial controllers with specic industry and product knowledge, nance business partners, aswell as internal audit, regulatory reporting and tax proessionals are in demand.

The roles which are hardest to hire for are the more senior positions Assistant VicePresidents and above.

At the same time, the skills in demand include advanced Excel, strong product knowledge andproject management skills, as well as good interpersonal, communication and networking skills.

Like many other markets, the internal controls on new hires have become more stringent inSingapore. This means the hiring process has become longer and many employers nd theylose candidates to competitors who are able to make an offer more quickly.

Singapore employees are also open to working in regional roles outside of Singapore, andare highly sought ater by international companies. Many talented proessionals leave theSingapore market for a certain period to gain experience, further reducing the pool of nancialservices talent available at any point in time.



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Salaries in Singapore


Risk

PRoJECT MANAgEMENTAnast 36,000 80,000 36,000 85,000 4%Assciate / Manaer / AVP 75,000 140,000 80,000 150,000 7%VP 130,000 220,000 140,000 220,000 3%SVP / MD 220,000 + 220,000 + 0%RISk MANAgEMENTAnast 36,000 80,000 36,000 85,000 4%Assciate / Manaer / AVP 75,000 140,000 80,000 150,000 7%VP 130,000 220,000 140,000 220,000 3%

SVP / MD 220,000 + 220,000 + 0%MARkET RISkAnast 45,000 85,000 45,000 90,000 4%Assciate / Manaer / AVP 83,000 140,000 80,000 150,000 3%VP 130,000 250,000 140,000 250,000 3%SVP / MD 250,000 + 250,000 + 0%CREDIT RISkAnast 36,000 88,000 36,000 90,000 2%Assciate / Manaer / AVP 85,000 135,000 85,000 150,000 7%VP 130,000 220,000 140,000 240,000 9%SVP / MD 200,000 + 220,000 + 10%

oPERATIoNAl RISkAnast 36,000 80,000 36,000 85,000 4%Assciate / Manaer / AVP 80,000 140,000 80,000 150,000 5%VP 140,000 220,000 140,000 240,000 6%SVP / MD 220,000 + 220,000 + 0%CoMPlIANCE / ANTI-MoNEy lAuNDERINgAnast 40,000 90,000 40,000 100,000 8%Assciate / Manaer / AVP 80,000 170,000 80,000 180,000 4%VP 150,000 220,000 150,000 250,000 8%SVP / MD 220,000 + 220,000 + 0%

Finance & accounting / contRol

MANAgEMENT REPoRTINgAnast 40,000 75,000 40,000 75,000 0%Assciate / Manaer / AVP 70,000 120,000 70,000 120,000 0%VP 115,000 150,000 120,000 150,000 2%SVP / MD 150,000 + 150,000 + 0%PRoDuCT CoNTRolAnast 40,000 75,000 40,000 75,000 0%Assciate / Manaer / AVP 70,000 120,000 70,000 120,000 0%VP 115,000 150,000 115,000 150,000 0%SVP / MD 150,000 + 150,000 + 0%


5%


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Please note salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benets.



FINANCIAl CoNTRolAnast 40,000 75,000 50,000 75,000 9%Assciate / Manaer / AVP 70,000 120,000 70,000 120,000 0%VP 115,000 150,000 120,000 150,000 2%SVP / MD 150,000 + 150,000 + 0%TREASuRy ACCouNTINgAnast 50,000 74,000 50,000 76,000 2%Assciate / Manaer / AVP 72,000 120,000 72,000 123,000 2%VP 110,000 183,000 110,000 185,000 2%SVP / MD 183,000 + 185,000 + 1%

TAxAnast 40,000 80,000 42,000 81,000 3%Assciate / Manaer / AVP 74,000 140,000 75,000 145,000 3%VP 130,000 180,000 135,000 185,000 3%SVP / MD 180,000 + 185,000 + 3%INTERNAl AuDITAnast 48,000 75,000 50,000 75,000 2%Assciate / Manaer / AVP 70,000 130,000 72,000 132,000 2%VP 120,000 180,000 123,000 182,000 2%SVP / MD 180,000 + 183,000 + 2%

PRoJECT MANAgEMENTAnast 48,000 80,000 50,000 80,000 0%Assciate / Manaer / AVP 75,000 130,000 75,000 130,000 0%VP 120,000 180,000 120,000 180,000 0%SVP / MD 210,000 + 210,000 + 0%

opeRations

PRoJECT MANAgEMENTAnast 36,000 60,000 36,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 150,000 100,000 150,000 0%SVP / MD 165,000 + 165,000 + 0%

TREASuRy oPERATIoNSAnast 40,000 60,000 40,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 150,000 100,000 150,000 0%SVP / MD 165,000 + 165,000 + 0%MIDDlE oFFICE / TRADE SuPPoRT (All PRoDuCTS)Anast 40,000 60,000 40,000 60,000 0%Assciate / Manaer / AVP 60,000 110,000 60,000 110,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%



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FuND ACCouNTINg / ADMINISTRAToRAnast 40,000 60,000 40,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%ClIENT SERVICES / MARkETINg SuPPoRTAnast 38,000 60,000 38,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%

EquITy SETTlEMENTS / FIxED INCoME SETTlEMENTSAnast 38,000 60,000 38,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%PRICINg ANAlySTAnast 40,000 60,000 40,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%

CoRPoRATE ACTIoNSAnast 40,000 60,000 40,000 60,000 0%Assciate / Manaer / AVP 60,000 108,000 60,000 108,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%DoCuMENTATIoN SPECIAlISTAnast 36,000 60,000 36,000 60,000 0%Assciate / Manaer / AVP 60,000 100,000 60,000 100,000 0%VP 100,000 160,000 100,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%loANS ADMINISTRATIoNS / DoCuMENTATIoNSAnast 36,000 60,000 36,000 60,000 0%Assciate / Manaer / AVP 63,000 100,000 63,000 100,000 0%VP 105,000 160,000 105,000 160,000 0%SVP / MD 175,000 + 175,000 + 0%

FRont oFFice

CoRPoRATE FINANCE / M&AAnast 50,000 90,000 50,000 90,000 0%Assciate / Manaer / AVP 86,000 140,000 86,000 140,000 0%VP 140,000 250,000 140,000 250,000 0%SVP / MD 250,000 + 250,000 + 0%



17/32



INVESTMENT ADVISoRy / RESEARCh ANAlySTAnast 50,000 80,000 50,000 85,000 4%Assciate / Manaer / AVP 80,000 120,000 80,000 135,000 8%VP 120,000 200,000 120,000 220,000 6%SVP / MD 200,000 + 220,000 + 10%RElATIoNShIP MANAgER (WholESAlE BANkINg)Anast 40,000 80,000 42,000 80,000 2%Assciate / Manaer / AVP 80,000 120,000 82,000 122,000 2%VP 120,000 200,000 122,000 205,000 2%SVP / MD 240,000 + 244,000 + 2%

DEAlERAnast 36,000 90,000 36,000 90,000 0%Assciate / Manaer / AVP 80,000 120,000 80,000 120,000 0%VP 120,000 200,000 120,000 200,000 0%SVP / MD 240,000 + 240,000 + 0%INSuRANCEAnast 36,000 70,000 36,000 75,000 5%Assciate / Manaer / AVP 70,000 110,000 75,000 120,000 8%VP 100,000 180,000 100,000 200,000 7%SVP / MD 215,000 + 220,000 + 2%

Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benets.



18/32

Hiring outlook in Japan

Employment opportunities in the banking and nancial servicessector will largely depend on the performance of the Japanese

economy. The yen has weakened considerably in recent months and

the Nikkei is predicted to perform well this year. However, Japans

economic growth appears poised to continue at a moderate pace,

with a limited number of new positions created within the banking

and nancial services sector in Japan.

The strongest demand is or internal audit, management reporting, nance and IT projectstalent with three to eight years o relevant experience, as well as proessionals experienced innavigating Dodd-Frank Act compliance readiness. Employers are looking for candidates whonot only have technical skills and a combination of US CPA, Japan CPA, CIA, CFE or PMP, butalso have good business acumen and strong soft skills.

Some companies in Japan are also looking at plans to move part of their operations to lowercost countries. As companies take advantage of their purchasing power to explore acquisitionsin both Asia and further aeld, there will be opportunities created by these corporate shifts,rom managing changes in an organisation to re-aligning nances and business processes.

Another group which will do well from the changes in the corporate landscape is the largeconsulting and accounting rms. These companies will need to grow their teams i they areto benet from the increase in merger and acquisition advisory work, as well as the resultingdemand for due diligence work.

Companies seeking to replace a vacant post or ll a new one can be extremely demandingwhen it comes to the quality of candidate they desire. Japan however, has a strong pool ofexperienced nancial services proessionals to tap on. The challenge is to convince a talentedprofessional to change to a new company or to take on a new role, as some employees tend tobe more conservative when making choices about their careers.



19/32

Salaries in JapanJob Title 2012 2013 % Change

Risk

CREDIT RISkAnast 5,000,000 7,000,000 5,000,000 7,000,000 0%Assciate / Manaer / AVP 7,000,000 12,500,000 7,000,000 12,500,000 0%VP 12,000,000 19,000,000 12,000,000 19,000,000 0%SVP / Directr 18,000,000 24,000,000 18,000,000 24,000,000 0%Manain Directr 23,000,000 32,500,000 23,000,000 32,500,000 0%oPERATIoNAl RISkAnast 5,000,000 7,200,000 5,150,000 7,250,000 2%Assciate / Manaer / AVP 7,000,000 11,200,000 7,250,000 11,250,000 2%VP 11,000,000 16,200,000 11,200,000 16,500,000 2%SVP / Directr 16,000,000 18,200,000 16,300,000 18,500,000 2%CoMPlIANCEAnast 6,000,000 10,500,000 6,200,000 10,800,000 3%Assciate / Manaer / AVP 10,000,000 14,000,000 10,500,000 14,200,000 3%VP 15,000,000 21,000,000 15,500,000 21,500,000 3%SVP / Directr 18,000,000 25,000,000 18,500,000 25,800,000 3%Manain Directr 25,000,000 37,000,000 25,800,000 37,800,000 3%

Finance

MANAgEMENT REPoRTINgAnast 6,000,000 7,200,000 6,000,000 7,200,000 0%

Assciate / Manaer / AVP 7,000,000 12,100,000 7,000,000 12,100,000 0%VP 13,000,000 18,000,000 13,000,000 18,000,000 0%SVP / Directr 18,000,000 24,000,000 18,000,000 24,000,000 0%FINANCIAl CoNTRolAnast 6,000,000 8,000,000 6,000,000 8,000,000 0%Assciate / Manaer / AVP 8,000,000 13,000,000 8,000,000 13,000,000 0%VP 13,000,000 17,500,000 13,000,000 17,500,000 0%SVP / Directr 18,000,000 24,500,000 18,000,000 24,500,000 0%Manain Directr 25,000,000 31,000,000 25,000,000 31,000,000 0%TAxAnast 6,000,000 8,000,000 6,000,000 8,000,000 0%

Assciate / Manaer / AVP 8,000,000 14,000,000 8,000,000 14,000,000 0%VP 15,000,000 18,000,000 15,000,000 18,000,000 0%SVP / Directr 18,000,000 21,000,000 18,000,000 21,000,000 0%Manain Directr 22,000,000 25,000,000 22,000,000 25,000,000 0%INTERNAl AuDITAnast 6,000,000 10,000,000 6,040,000 10,200,000 2%Assciate / Manaer / AVP 9,000,000 14,500,000 9,100,000 14,800,000 2%VP 14,000,000 20,000,000 14,200,000 20,400,000 2%SVP / Directr 20,000,000 23,000,000 20,500,000 23,500,000 2%Manain Directr 23,000,000 33,000,000 23,500,000 33,500,000 2%

Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benets.



20/32

Salaries in Japan



FINANCE PRoJECTSAnast 5,000,000 7,500,000 5,040,000 7,650,000 2%Assciate / Manaer / AVP 8,000,000 13,000,000 8,020,000 13,300,000 2%VP 13,000,000 19,000,000 13,200,000 19,300,000 2%SVP / Directr 19,000,000 22,500,000 19,400,000 22,800,000 2%Manain Directr 22,000,000 28,000,000 22,300,000 28,500,000 2%FINANCIAl AND TRANSACTIoN ADVISoRyAssciate 4,800,000 6,900,000 5,000,000 7,000,000 3%Senir Assciate 6,800,000 8,800,000 7,000,000 9,000,000 3%Manaer 8,900,000 10,500,000 9,000,000 11,000,000 3%

Senir Manaer / Vice President 11,000,000 13,300,000 11,000,000 14,000,000 3%Directr 14,000,000 17,200,000 14,000,000 18,000,000 3%Partner 17,500,000 29,000,000 18,000,000 30,000,000 3%

opeRations and tRansFoRmation

oPERATIoNSAnast 5,000,000 7,000,000 5,000,000 7,000,000 0%Assciate / Manaer / AVP 7,000,000 10,000,000 7,000,000 10,000,000 0%VP 10,000,000 12,000,000 10,000,000 12,000,000 0%SVP / Directr 11,700,000 13,000,000 11,700,000 13,000,000 0%Manain Directr 12,800,000 14,000,000 12,800,000 14,000,000 0%PRoJECT MANAgEMENTBsiness Anast 5,000,000 8,000,000 5,050,000 8,300,000 3%Jnir Prject Manaer 5,000,000 8,000,000 5,050,000 8,300,000 3%Prject Manaer 6,000,000 10,000,000 6,050,000 10,500,000 3%Prram Manaer / Senir Prject Manaer 10,000,000 15,000,000 10,200,000 15,500,000 3%head PMo / Prram Directr 13,000,000 20,000,000 13,200,000 20,800,000 3%MANAgEMENT CoNSulTINgAssciate 5,000,000 7,000,000 5,000,000 7,000,000 0%Senir Assciate 7,000,000 9,000,000 7,000,000 9,000,000 0%Manaer 9,000,000 12,000,000 9,000,000 12,000,000 0%Senir Manaer / Vice President 12,000,000 16,000,000 12,000,000 16,000,000 0%Directr 15,000,000 19,000,000 15,000,000 19,000,000 0%Partner 18,000,000 25,000,000 18,000,000 25,000,000 0%



21/32

The market for skilled professionals is more competitive than it has been in several years. In this

environment, employers are losing out on the best applicants by moving too slowly or ailing tomake a competitive offer. Retention concerns are also rising and businesses need to make extraeort to ensure their compensation is competitive and appealing to their employees.

This is reected in the latest Robert Half survey of senior Financial Services leaders in Asia,which revealed that 51% of respondents in Singapore, 47% in Hong Kong and 41% in Japan areplanning to increase salary levels in 2013.

Remuneration trends

In the next 12 months, how much do you expect salaries to increasefor existing financial services employees?

Source: Robert Half survey of 450 senior Financial Services leaders in Asia.Note: Percentages may not total 100% due to rounding.

> 10%

9-10%

7-8%

5-6%

3-4%

1-2%

Hong Kong: 14%Singapore: 11%

Japan: 13%


Japan: 16%

Hong Kong: 0%

Singapore:3%

Japan: 5%


Japan: 31%


Japan: 17%


Japan: 18%



22/32

There is intense competition among companies to get the best IT talent,and recruitment is not limited to the country where the position needs to belled. Our survey o Chie Technology Ocers (CTOs) and Chie InormationOfcers (CIOs) working within nancial services organisations in Asia revealthat many are nding it challenging to recruit IT professionals with the skillsand experience they require. 84% of those surveyed in Hong Kong, 82%in Singapore and 75% in Japan are experiencing challenges nding skilledtechnology sta today.

CTOs and CIOs in Hong Kong are expected to be the most active in

their hiring plans with 32% o those surveyed indicating they plan to addpermanent IT headcount in the rst half of 2013. Singapore is close behindwith 26% planning to add IT headcount, followed by 20% in Japan.

Within the banking and nancial services sector, there is also an increasein the number o companies reducing costs and outsourcing IT unctions toother Asia Pacic locations. The roles which remain within the organisationare the more strategic ones or those where the inormation used is o asensitive nature.

Hiring outlook for Technology

o Hong Kong CTOsand CIOs nd it

challenging to locateskilled technology stafftoday

84%

o Singapo CTOs andCIOs nd it challengingto locate skilledtechnology sta today

82%

o Japan CTOs andCIOs nd it challengingto locate skilledtechnology sta today

75%

Technology is one area where banks and nancial institutions are

looking to increase their capabilities, as well as their headcount.

Whether it is providing better online services for customers,

improving productivity or making compliance easier, nancial rms

are turning to technology to provide answers.



23/32

Technology skills in demand

The last 12 months has seen a growth in the demand or IT proessionals ocused onsolutions for cloud, mobile, and social networking technologies. In addition, IT professionalswho possess certications, including CISA, ITIL and PMI are most in demand across theregion.

Like all other positions in the banking and nancial services industry, employers wantcandidates with strong management and communication skills. It is not good enoughto be able to talk tech with other IT professionals. A strong candidate will possess theability to communicate problems and solutions eectively to managers that may not be astechnologically literate as they are.

Source: Robert Half survey of 200 CTOs and CIOs in Asia.Note: Percentages may not total 100% due to rounding.

In which functional area is it most challenging to findskilled IT professionals?

Stware devepment 18%

Secrit 12%

Sstems administratin 11%

Appicatins devepment 10%

Netwrin 10%

Data / database manaement 8%

hep des / tecnica spprt 8%

Prject manaement 5%

Bsiness anasis 5%Web devepment / Web desin 2%

qait assrance 2%

oter / Dnt nw 11%



24/32


Source: Robert Half survey of 200 CTOs and CIOs in Asia.Multiple responses were allowed.

Which of the following technical skill sets are most indemand in your IT department?

Database manaement 30%

Netwr administratin / enineerin 24%

Sstems administratin 23%

Bsiness inteience / reprtin services 23%

Prrammin anaes 23%

Wireess netwr manaement 20%

Appicatin devepment 19%

Destp spprt 18%

Windws administratin / enineerin 18%

Web devepment 16%

Virtaizatin 11%

qait assrance 11%

ERP impementatin 9%

Teecmmnicatins spprt VIP 9%

Bi data anasis 9%

oter / Dnt nw 10%


25/32





Anast Prrammer 240,000 470,000 240,000 480,000 1%Appicatin / Prdctin Spprt Manaer 420,000 980,000 420,000 1,000,000 1%Arcitect Appicatins, Stins, Sstems, Data 720,000 950,000 720,000 1,000,000 3%Bac ofce Appicatin / Prdctin Spprt 300,000 770,000 300,000 780,000 1%Bsiness Anast 350,000 830,000 360,000 840,000 2%Bsiness Inteience Speciaist 360,000 950,000 360,000 960,000 1%CIo / CTo 1,350,000 + 1,400,000 + 3%Data Waresin Speciaist 360,000 770,000 360,000 780,000 1%Database Administratr / Deveper 300,000 770,000 300,000 780,000 1%Destp Anast 235,000 540,000 240,000 540,000 1%ERP Cnstant 300,000 700,000 300,000 720,000 2%

Frnt ofce Appicatin / Prdctin Spprt 400,000 830,000 420,000 840,000 2%hepdes Anast 240,000 530,000 240,000 540,000 1%hepdes lead / Manaer 460,000 720,000 480,000 720,000 2%Inrastrctre Manaer 470,000 960,000 480,000 960,000 1%IT Aditr 350,000 820,000 360,000 840,000 3%IT Manaer 470,000 950,000 480,000 960,000 1%IT Secrit / IT Ris 350,000 700,000 360,000 720,000 3%lead Stware Deveper 600,000 1,150,000 600,000 1,200,000 3%Netwr Administratr 280,000 720,000 300,000 720,000 2%Netwr Enineer 285,000 720,000 300,000 720,000 1%Netwr Manaer 580,000 960,000 600,000 960,000 1%Prramme Manaer 700,000 1,400,000 720,000 1,400,000 1%Prject Crdinatr 240,000 530,000 240,000 540,000 1%

Prject Manaement ofcer 240,000 530,000 240,000 540,000 1%Prject Manaer 470,000 980,000 480,000 1,000,000 2%Secrit Anast / Cnstant 320,000 820,000 360,000 840,000 5%Senir Bsiness Anast 480,000 770,000 480,000 780,000 1%Service Deiver Manaer 480,000 950,000 480,000 960,000 1%Stware Devepment Manaer 720,000 1,450,000 720,000 1,500,000 2%Strae Cnstant 360,000 710,000 360,000 720,000 1%Sstems Anast 360,000 590,000 360,000 600,000 1%Test / qA lead / Manaer 600,000 950,000 600,000 960,000 1%Test / qA Anast 300,000 710,000 300,000 720,000 1%Trade Fr Spprt 360,000 530,000 360,000 540,000 1%uni Administratr 300,000 580,000 300,000 600,000 2%uni Manaer 710,000 1,000,000 720,000 1,000,000 1%Vice / Data / Teepn Enineer 300,000 590,000 300,000 600,000 1%Windws Admistratr 300,000 580,000 300,000 600,000 2%


26/32



Appicatin Anast 45,000 130,000 48,000 130,000 2%Appicatin Manaer 75,000 180,000 80,000 200,000 10%Arcitect 45,000 220,000 75,000 220,000 11%Appicatins, Stins, Sstems, DataBsiness Anast 45,000 130,000 55,000 140,000 11%Deveper 45,000 190,000 50,000 190,000 2%hepdes Manaer 45,000 140,000 55,000 150,000 11%IT Directr / Cie Inrmatin ofcer 110,000 300,000 120,000 300,000 2%IT Manaer 75,000 160,000 75,000 180,000 9%Netwr / Inrastrctre Manaer 75,000 150,000 75,000 150,000 0%Netwr Enineer 35,000 120,000 45,000 120,000 6%

Prramme Manaer 120,000 280,000 140,000 300,000 10%Prject Manaement ofcer 55,000 220,000 60,000 220,000 2%Prject Manaer 75,000 250,000 80,000 250,000 2%Secrit Anast / Cnstant 45,000 145,000 45,000 145,000 0%Senir Bsiness Anast 120,000 220,000 140,000 220,000 6%Spprt Anast 45,000 140,000 45,000 140,000 0%Sstems Anast 45,000 140,000 50,000 140,000 3%Test Anast 40,000 122,000 40,000 140,000 11%Test Manaer 75,000 200,000 80,000 200,000 2%

Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benets.



27/32



Salaries in Japan

Appicatin Devepment Manaer 10,000,000 24,000,000 10,000,000 24,000,000 0%Frnt, Midde, Bac ofceAppicatin Spprt 6,000,000 15,000,000 6,000,000 15,000,000 0%Arcitect Appicatins, Stins, Sstems, 10,000,000 20,000,000 10,000,000 20,000,000 0%Data, InrastrctreBsiness Anast 6,000,000 16,000,000 6,120,000 16,000,000 1%Bsiness Inteience Speciaist 6,000,000 13,000,000 6,500,000 13,500,000 5%Cane Manaer 7,000,000 14,000,000 7,000,000 14,000,000 0%Cient Reatinsip Manaer 7,000,000 14,000,000 7,000,000 14,000,000 0%Database Administratr 6,000,000 14,000,000 6,300,000 14,000,000 2%Data Center Manaer 8,000,000 15,000,000 8,000,000 15,000,000 0%

Data Waresin / Mdein Speciaist 6,000,000 13,000,000 6,000,000 13,000,000 0%Destp Spprt / Anast 5,000,000 11,000,000 5,000,000 11,000,000 0%EBsiness Manaer 6,000,000 15,000,000 6,000,000 15,000,000 0%ERP Cnstant 6,000,000 14,000,000 6,300,000 14,000,000 2%Frnt ofce Deveper / Arcitect 8,000,000 18,000,000 8,000,000 18,000,000 0%Frnt ofce Maret Data Enineer 7,000,000 16,000,000 7,000,000 16,000,000 0%hepdes / Destp Spprt 4,000,000 8,000,000 4,000,000 8,000,000 0%hepdes Manaer 7,000,000 12,000,000 7,000,000 12,000,000 0%IT Adit / IT Secrit / IT Ris 7,000,000 16,000,000 7,000,000 16,000,000 0%IT Directr / Cie Inrmatin ofcer 8,000,000 30,000,000 8,000,000 30,000,000 0%Inrastrctre / operatins Manaer 8,000,000 16,000,000 8,000,000 16,000,000 0%IT Manaer 7,000,000 15,000,000 7,000,000 15,000,000 0%Midde / Bac ofce Deveper / Arcitect 7,000,000 15,000,000 7,000,000 15,000,000 0%

Netwr Enineer / Manaer 6,000,000 18,000,000 6,000,000 18,000,000 0%Netwr Spprt / Enineer / Manaer 5,000,000 15,000,000 5,000,000 15,000,000 0%Presaes / Pstsaes ERP / Stware / 6,000,000 18,000,000 6,500,000 18,600,000 5%Stin / InrastrctrePressina Services Manaer / Directr 11,000,000 25,000,000 11,000,000 25,000,000 0%Prramme Manaer 10,000,000 22,000,000 10,000,000 22,000,000 0%Prrammer / Deveper 4,000,000 12,000,000 4,000,000 12,000,000 0%Prject Crdinatr 6,000,000 11,000,000 6,000,000 11,000,000 0%Prject Manaer 6,000,000 20,000,000 6,200,000 20,300,000 2%Saes / Bsiness Devepment Directr 8,000,000 30,000,000 8,200,000 30,000,000 1%Saes Representative ERP / Stware / 6,000,000 18,000,000 6,000,000 18,000,000 0%Stin / InrastrctreSecrit Cnstant 6,000,000 13,000,000 6,000,000 13,000,000 0%Service Deiver Manaer 9,000,000 20,000,000 9,000,000 20,000,000 0%Strae Cnstant 7,000,000 15,000,000 7,000,000 15,000,000 0%Sstem Administratr Winte / Netwr / 5,000,000 8,000,000 5,000,000 8,000,000 0%DatabaseSstems Anast 7,000,000 14,500,000 7,000,000 14,500,000 0%Test / qait Assrance Anast 5,000,000 10,000,000 5,000,000 10,000,000 0%uni Administratr 7,000,000 14,000,000 7,000,000 14,000,000 0%Vice / Data / Teepn Enineer 6,000,000 14,000,000 6,000,000 14,000,000 0%Windws Administratr 6,000,000 13,000,000 6,000,000 13,000,000 0%



28/32


With teams charged with taking on additional responsibilities, often

without corresponding headcount additions, nance departments will

have to learn how to be more productive. In fact, nearly all (99%) CFOs

in a recent survey conducted in Asia said that their companies are more

productive than one year ago.

The finance growth challenge:

Increasing productivity

Studies have shown the link between a higher degree of employee engagement and improvedorganisational perormance and productivity. Employees who are genuinely engaged with theirorganisation experience more job satisaction and will oten show a willingness to go over andabove their specic role to help their manager. This will ultimately have a positive eect onorganisational productivity.

However, companies should be mindul that expecting employees to do more with the sameresources may not be a viable long-term solution. I companies are overly reliant on this strategy,they run the risk of employee burnout.

Srce: Robert Half survey of 300 CFOs in Asia.Multiple responses permitted.

Which three o the ollowing actors, i any, has most contributedto your company becoming more productive than one year ago?

Technology improvements ................ ................ ................. ........... 43%Hiring o additional permanent headcount..................... 43%Staff are doing more with existing resources .............. 42%Hiring o additional temporary / interim headcount .. 38%Oering overtime pay / benets ............................................ 25%Process / infrastructure improvements ............................ 21%

Remote working.................................................................................... 9%


29/32


Four tips for making your department more productive:

Enance IT Streamlining nancial management processes through nancialsystems and ERP solutions allows companies to capture operating efciencieswhile aligning data with organisational strategy. Improvements in technologyalso allow companies to enhance their nancial management controls andsatisy increasingly stringent regulatory compliance obligations, leading toenhanced productivity.

Caene prcesses Holding discussions with other business units aswell as team members will allow managers to assess areas or processimprovement as well as strategies or implementation. This helps nanceleaders create a roadmap to identiy where eciencies exist throughcentralisation and what should be let to the business units. This in turn willallow the nance unction to ocus on more strategic initiatives.

Tace trainin Ensuring your team stays up to date with the latest regulatoryand technology changes will not only keep their skills sharp but also help youimprove productivity. Enhancing their interpersonal and presentation skills willalso improve communication across inter-departmental teams. With numerouse-learning options to supplement traditional course work, ongoing professionaldevelopment can be both cost eective and impactul.

Reranise As departments continue to be stretched thin, it is oftenimportant to play to each individuals strengths. This may mean a re-evaluationand re-organisation o the team, allowing individuals to ocus on areaswhere they are strongest and most productive. Whereas tackling regulatoryrequirements may be better suited to a strong technical accountant, businesspartnering and strategy may be more tting or the commercially minded.

1

2

3

4


30/32


The rise of the

super contract professional

They arrive with the right expertise for the job and they get it done

professionally, eectively and with minimum fuss.

They are the super contract professionals highly talented and skilledpeople who eschew the traditional path o building a career within acompany to oer their services as contract sta to the highest bidder.More and more professionals are drawn to temporary work because

o the fexibility and opportunities it provides.Theres also a change taking place in the way businesses staff theiroperations. Finance teams are increasingly attracted to the fexibilitythey can gain by employing a combination o permanent, temporaryand interim workers.

A exible stafng approach gives companies greater control over theirhuman resources budget and access to skilled talent as and whenthey need it. As companies continually rebalance their workforcein good and dicult times, many nd that a year-round mix o core

permanent employees and temporary workers is the best wayto meet business demands and remain competitive.

Here are ve advantages you gain by using temporary and interimprofessionals as part of your workforce mix. You can:

1. Adjust stafng levels to the peaks and troughs of businessdemands, helping you keep costs under control

2. Ease the burden on employees who may already bespread too thin

3. Handle special projects outside the expertise o current sta

4. Ease the concerns of permanent workers, who may otherwisebe subject to nerve-racking cycles of hiring and redundancies

5. Assess prospective permanent employees

The bottom line: fexible stang gives a company resource andcost-control options it wouldnt otherwise have.


31/32

Robert Half:

Your recruitment expert

Robert Half is the worlds leading specialised recruitment rm. Our

Robert Half Financial Services division is the premier provider of

recruitment solutions to nancial institutions in top markets around the

world. Through our Robert Half Finance & Accounting and Robert Half

Management Resources divisions, we place highly skilled accounting,

nance and business systems professionals on a temporary, permanent

and senior-level project or interim basis, respectively.

There is no substitute or the human touch when hiring. While any number o online or technologytools can identiy potential hires, they cant tell you about the person behind the prole. Wetake the time to understand the unique needs and cultures of the businesses we serve. Then,we carefully choose professionals with skills, work styles and career goals that align with thosebusinesses.

The many benefits we offer your business include:

Te rit matc We can help you locate even the most hard-to-ndproessionals. Our global candidate database includes hundreds o thousands otalented professionals who are pre-evaluated, skills-tested and available to work.

qic rests When you have a job opening, chances are you need immediatehelp. Our recruitment experts use leading technology to shorten the searchprocess. In addition, we take the time to understand your businesss unique needs.

A rane candidates We can oer a selection or proessionals at variousexperience levels to meet your budget, skills and experience requirements.

Cices We provide a number o options to t your needs, whether its apermanent hire, temporary professionals to assist with peak workloads or anexperienced consultant to manage a special initiative.

Eceptina service The hiring process is more complex than ever. We can guideyou every step o the way and handle the most challenging aspects or you.

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2013_fs_salary_guide_en.pdf

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