Australian IT Market Insights Salary Guide 2014/2015 · 2017-11-02 · Australian IT Market...

Australian IT

Market Insights &Salary Guide 2014/2015

Brisbane (Pay rate)

Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |

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2

Greythorn Market Insights & Salary Guide 2014/2015


Contents

3

38

39

Executive Summary ....................................

About Greythorn .........................................

Contacts/Disclaimer ...................................

Market Insights

Demographics ...........................................

Market Conditions .....................................

Current Role/Employment ..........................

Skills in Demand/Not in Demand ...............

Remuneration & Bonus ..............................

Benefits .....................................................

Training, Onboarding & Induction ...............

Outsourcing ...............................................

International Relocation ..............................

4

6

7

9

10

11

12

14

15

Salary Guide

Brisbane Summary .....................................

Brisbane Salary Tables ...............................

16

17





3



Executive Summary

Richard

Managing DirectorFISCHER


About the Surveys

Jobseeker Survey

These survey results are recognised throughout

the Australian IT industry as an accurate

representation of the industry and a market

leading source of quality insights and opinions.

All survey responses, comments and insights

have been consolidated for this Australian IT

Recruitment Market Insights and Salary Guide

2014-2015.

The survey was carried out during May 2014, and

distributed in the form of an online questionnaire.

Hiring Manager Survey

In addition to our jobseeker survey, Greythorn

annually survey our IT Hiring Managers to

produce the Greythorn Technology Market

Landscape. Our 2014 Hiring Manager survey

generated 1106 results and some of these

findings have also been used in this Market

Insights and Salary Guide report.

I am delighted to provide you with the Greythorn Australia IT Recruitment Market Insights and Salary Guide for 2014-2015.

The research collates the opinions and views of almost 3000 Greythorn candidates and contractors who responded to our yearly online survey. I am confident the trends and conclusions included in our report will be valuable to hiring organisations looking to navigate the job seeker markets more confidently, as well as candidates who want to be empowered with relevant data about their own field of specialisation.

As with last year, the current job market is very mobile; 92% of candidates indicated they are either actively looking for work or keeping an eye on the market. Job security however is at an all time low, and candidates remain concerned about outsourcing, particularly in the finance sector.

The IT industry is evolving at a rapid pace, with innovation across digital creating job titles that were not in existence 5 years ago. Cloud computing, mobility solutions, big data and the associated security issues are also key trends that are creating numerous opportunities and challenges for the industry.

I cordially invite you to peruse our research. Please remember also that we have the tools to further break down the information in order to make it highly relevant for your particular profession or sector. In that sense, do not hesitate to contact us should you need more details.

Managing Director, Greythorn

Richard Fischer





4



Demographics

Surprisingly only 6% of respondents were

under 30, in 2011 this figure was 18%. Is

the IT industry attracting enough new talent?

Results from Greythorn’s Hiring Manager survey

in January showed that 36% believed there

would be skills shortages in IT in 2014. This

is a growing concern; one third of candidates

also stated that they did not believe there were

enough IT graduates in Australia to satisfy

industry needs.

Similarly, this year the ratio of males to females

was the lowest it has been in 4 years - in 2011

the breakdown was 78% male to 22% female.

Why are women not attracted to this industry?

Our own research shows that long hours, lack

of flexibility and unconscious bias from already

male-dominated IT teams are all contributing

factors.

The Victorian Government has recently

announced they are creating a Victorian ICT

Workforce Development Plan aimed at 3 key

areas: increasing awareness and overcoming

misconceptions of IT careers; enhancing the

contribution IT offers to business; and better

alignment of business and IT qualifications. Part

of this plan is to also address the lack of women

in IT by hosting events such as: Vic ICT for

Women to deliver Go Girl Go for IT, and attract

more graduates through ICT career and course

awareness activities targeting students and

influencers.

2928

Male84%

Female16%

Respondents

> 65 1%

66%

Which age bracket are you?

30-49

27%50-65

6%18-29

VIC 40%

Where are you currently located?

NSW 41% QLD 8% Other 4%ACT 7%

The number of Gen Y and females entering the industry are at the lowest point in 4 years.








5



Demographics

Project Manager or Business/Systems Analyst

Leadership & Transformation (incl. CIO, IT Director, IT Manager & Team Leader)

Infrastructure, Networks and Support

Software Development

Business Intelligence & Data Warehousing

IT Sales & Marketing

Database Development & Administration

Telecommunications

IT Security, Compliance & Risk

Digital & Media

CRM

Other

SAP/ERP

Architecture

Which of the following best describes your job title/specialisation?

24%

17%

13%

13%

5%

5%

5%

3%

3%

3%

3%

1%

1%

1%

Commerceincluding...

ComputerElectronics& ComputerManufacturing

Education& Training

Public Sector

Not for Profit

Defence &Public Safety

Utilities

ICT Software& Services

Mining

Retail

Telecommunications

What industry do you currently work in?

59%Governmentincluding...

23%

Financial& Insurance

Services

18%

How are you currently employed?

Permanent & Fixed Term Contract

Temporary Contract & Independent Contractor

Commerce

Finance

Government

74%

68%

49% 51%

26%

32%

Greythorn received responses from a broad

range of industries and job types.

The top job types are project based positions

- Project Managers and Business Analysts

followed by senior IT leaders, managers

and CIO’s. It would seem project based IT

recruitment remains as in demand as last year.

The majority of responses came from the

Commerce industry, however there was still

significant representation from Government/

NFP (673 respondents) and Finance (375

respondents).

Permanent and Fixed Term Contract job types

hold the majority of respondents, apart from

in the Government sector where the split was

almost 50:50.

Respondents were from a broad cross section of job types and industries.


6



Market Conditions

How do you expect the size of your team to change in thenext 12 months?

Candidate’s view:

Hiring Manager’s view:

47% 25%28%Increase Remain the same Decrease

43% 10%36%Increase Remain the same Decrease

11%Unsure

?

How are you feeling about the future of the economy overthe next 12 months?

35%43%

30%26%

35%31%

20142013

Optimistic

Indifferent

Pessimistic

Candidates remain on the fence when it comes

to market conditions with an almost exact split

for team growth (28%) and team decline (25%).

When analysing results by industry, 30%

of IT staff working in finance expected an

increase in team size, compared to only 21%

in Government and 29% of Government

respondents were expecting a decrease. Given

the timing of this survey was just prior to the

Federal Budget announcements, it would

appear that Government candidates suspected

a department shake up.

Our Hiring Manager survey was more positive

- 36% expected to hire additional staff and a

further 43% expected to replace leavers.

Level of optimism/pessimism in the market was

also evenly distributed. Of interest, however, was

that the level of optimism in 2014 is significantly

lower than 2013 (35% vs 43% respectively).

Again, perhaps due to the Federal Budget

announcements and suspected budget cuts.

Federal budget cuts cause concern for IT candidates.





7



Job insecurity at an all time high.

Current Role/Employment

How would you rate your current job security?

Very secure

Very insecure

Secure

Insecure2011

23%

10%

1%

66%

Very secure

Very insecure

Secure

Insecure2012

15%

60%

21%

4%

Very secure

Very insecure

Secure

Insecure2013

11%

27%

56%

6%

Very secure

Very insecure

Secure

Insecure2014

12%

54%

28%

6%

Actively looking

Not actively looking, but keeping an eye on the market

Not interested in changing jobs

Which of the following best describes your current jobseeking behaviour?

What percentage of IT staff do you think are actively lookingfor a new role or keeping an eye on the market?

Hiring Manager view

Candidate view

2014

8%

49%

43%

2013

50%

43%

7%

2012

58%

32%

10%

Would you recommend your current employer to a friend?

YesNo

28%72%

There has been a significant shift in job security

over the past 4 years. Candidates are now more

insecure than ever in their current role (34% in

2014 versus 11% in 2011). This was particularly

evident in the Government sector with 42%

of respondents feeling insecure. Again, this

would appear to have a direct correlation to the

proposed Federal Government agency reshuffle.

A huge 92% of candidates are either actively

looking for a new role or keeping an eye on the

market. When Hiring Managers were asked

how many of their IT staff they believed were

looking to move, the response was a mere 20%.

This illustrates a significant disparity between

perception by Hiring Managers and the reality

from job seekers. Employers would do well to

address this issue if they are to retain their staff.

Over two thirds of staff would recommend their

current employer to a friend, which remains on

par with previous years.





8



Current Role/Employment

Good remuneration package

Flexible working arrangements

The challenge of your role

Convenient location

Strong relationship with your manager

Your colleagues

Career development

New challenge/more interesting work

Higher salary

Immigration (moved to Australia)

Better work/life balance

Poor management/relationship with manager

Job Security

Loyalty/company engagement

Belief in the company values

Career progression opportunities

Why do you STAY with your current employer?

Top 10

Top 5

Please identify the primary reason you LEFT your last position

48%

44%

37%

37%

27%

16%

11%

8%

6%

5%

5%

24%

22%

19%

14%

15%

Very

Fairly

Not very

How satisfied/engaged are you in your current role?

18%31%

51%

Yes

No

Unsure

Is there an opportunity for career development in yourcurrent role?

38%

37%

25%?

Asked why candidates stay with their current

employer, the key retention factor was salary.

However, the main reason people left their last

role was for career development and a new

challenge. Whilst good remuneration will keep

an employee for so long, the lure of climbing the

ladder will still be enough incentive to leave.

Further, only 38% stated that there were career

development opportunties available to them in

their current role.

Following this, just 31% of respondents stated

they are very engaged and satisfied in their

current role, a further 51% said fairly and 18%

said no. The challenge for employers is how to

engage and thereby retain their top staff. Whilst

monetary rewards are keeping them at their job,

it would appear it is not keeping them engaged.

Richard Fischer commented: “Staff engagement

and retention can be enhanced by providing

clear communication on strategic direction

to address job security as well as developing

employee’s careers and how they can be moved

to a position where they can up skill. Addressing

clarity on the future as well as talking to them

about career development and when this may

be provided, is key”.

Flexible working arrangements, and convenient

location also featured high on the list.

Career development still the key driver to move jobs.





9



Skills In Demand/Not In Demand

What do you believe will be the TOP valuable skill sets in ICT in the next 12-24 months?

Which skill sets will be LESS in demand?

Programmers

Testing

Infrastructure

Helpdesk Support/Desktop Support

Developers

Mainframe

Unix

Administrators

Skills/Technologies

20142013 Hiring Manager’s view 2014

Cloud Computing

Project Management

Business Intelligence

Security

Big Data

50%

45%

36%

31%

30%

Soft Skills 30%

Cloud Computing

Mobility Solutions


Big Data

Information Systems Security

Security (Infastructure)

Cloud Computing

Mobility Solutions


Information Systems Security

Security (Infastructure)

Business Analyst

55%

36%

31%

30%

24%

30%

51%

37%

34%

29%

24%

26%

Unsurprisingly, cloud computing is still ranked as

the most valuable skill set in 2014, mirroring last

year’s results. Mobility solutions and business

intelligence also remain unchanged. With the

technology world evolving at a rapid pace, big

data and security issues feature high on the list.

We predict this will continue to climb.

Hiring Managers echoed these with 4 of the 6

top skill sets being the same.

Candidates were also asked which skills or

technologies they believed were no longer in

demand. Given the emergence of cloud, it is

unsurprising that mainframe and programmers

are on this list.

It is likely candidates with these skill sets

will trade off salary for career development

opportunities and be re-skilled in new areas.

This is a good opportunity for employers to

access a motivated workforce by re-skilling

existing IT employees.

Security, Cloud, BI and mobility solutions are the key skills for 2014.





10



Remuneration & Bonus

How much has your overall remuneration increased in the last12 months?

Remuneration increase

% R

espo

nse

0% 1% 2% 3% 4% 5% 6-9% 10% 15%+

44%

4%

10%12%

5%7% 7%

4%7%

Over the next 12 months, what do you anticipate will happenwith contract rates within your specific skill set?

Strongdecrease

Moderatedecrease

Remainthe same

Moderateincrease

Strongincrease

4%4%

11%

28%

53%

Were you satisfied with your latest bonus from your employer?

Not entitled to a bonus

25%

25%

50%

YesNo

Remuneration remains static for most

candidates over the past 12 months with 44%

stating they have not had a pay increase. This

figure was echoed in the Commerce industry,

however in Government and Finance things

were slightly better with 59% and 60% receiving

a rise of some kind.

Contractor rates are expected to rise slightly

for 28% of respondents, however, half believed

they will remain static. Our own research on

rates would show that they have remained static

in most areas with some pockets showing an

increase ie. specific niche and industry skill

sets, compliance based technologies, IT sales,

Sitecore CMS Developers and ASP.Net MVC.

Half of respondents were not entitled to a

bonus this year – these figures remain virtually

unchanged from 2013.

Remuneration has remained flat across most skill sets.

There is an imbalance between the expectation of IT workers compared with the market trend of flat or in some cases moderately declining IT rates/salaries. This is a key issue in setting expectations on hiring new recruits.





11



Benefits

Which of the following benefits are included in your currentpackage? (Permanent Candidates)

Flexible working (homeworking/flexitime)

Mobile phone

Annual bonus scheme

Over 20 days holiday

Additional (ie over 9%) superannuation contribution

Share incentive/option scheme

Extended maternity/paternity leave

Paid study leave

Not applicable, I don’t receive any benefits

Training

Insurance (death in service/life insurance)

Gym membership

Healthcare

Other

47%

35%

35%

26%

25%

17%

14%

13%

9%

8%

7%

7%

21%

7%

Top 5 most important benefits

Flexible working

Flexible benefits

Annual bonus scheme

>20 days holiday

Training

Which flexible working arrangements do you think aremost important?

Remote access(working from home)

Flexi-timeworking hours

Job sharing

Purchased leave

Compressedworking hours

82%

80%

14%

14%

5%

Flexible working is perceived as the most

important benefit in 2014 however only 47%

of respondents currently have access to this in

their jobs. This figure has improved significantly

on last year, however, when only 38% of

respondents were entitled to flexibility.

Given Mobile and Cloud technologies which

allow greater remote access, it is surprising

more Australian businesses are not offering this

benefit.

When asked which flexible working scenarios

were most in demand the majority answered

working from home and flexitime working hours.

Similarly training was ranked as the number 2

most important benefit, however was only given

to 25% of respondents.

Employers who are offering training as part

of their employment value proposition should

be promoting this at the beginning of the

recruitment process as they are more likely to

attract top talent.

Flexible working more popular than ever!

In line with industry wide trends, IT workers at all levels are seeking flexible working arrangements as a core part of their employment.





12



Training, Onboard & Induction

0-3months

4-6months

7-9months

10-12months

1-2years

2-5years

Never

When did you last participate in formal training relating toyour current role?

20%

10%

5%7%

15%17%

26%

In the last 3 years, have you ever self funded study toprogress your work skills and/or career?

No 38%

Yes 62%

Do you feel pressure to increase your non IT skills in orderto advance your career?

58%Yes

42%No

Despite training ranking as a very important

or vital benefit to job seekers (previous page),

26% have not had any at all, and a further

35% have not had any in the past 2 years. This

is disappointing and given that we know job

seekers leave roles for career development,

illustrates a missed opportunity for employers

seeking to develop and retain their own staff.

Job seekers are, however, self-funding their own

study illustrating the importance this has for

them. Candidates understand the importance of

keeping their skills up-to-date in today’s evolving

technology climate, as noted on previous pages.

Fifty eight percent of respondents feel they

need to increase their non IT skills to further

their career. This number is rising every year by

approximately 5%. Hiring Managers’ feedback

also stated that those IT professionals who

develop skills like business acumen and

negotiation will put themselves at an advantage

in this competitive labour market.

Training opportunities lacking for many IT candidates.

Following 2 years of cost containment by many corporate organisations, IT workers are feeling concerned about the limited level of up-skilling they are being provided in their current role. IT workers are now seeing up-skilling as their own responsibility, rather than that of their employers.





13



Training, Onboard & Induction

2014

2013

Have you ever lost interest in a role because the recruitmentprocess was taking too long?

No

N/A, I have not lookedat changing jobs

No

Yes, once

Yes, twoor more times

31%

23%

46%

25%

4%

Yes, once 20%

Yes, twoor more times51%

How would you rate your company’s training, on-boardingand induction process?

Candidate’s view

Hiring Manager’s view

59%Adequate or

Comprehensive

70%Adequate or

Comprehensive

41%Inadequate orNon-existent

30%Inadequate orNon-existent

“Don’t let process get in the way” is the key

message to employers. A significant 71%

of respondents have lost interest in a role

because the recruitment process took too

long. Companies are at risk of losing quality

candidates to a competitor, perhaps due to

hesitation or red tape. Speed to hire is one of

the cheapest competitive advantages in the

recruitment market.

A good on-boarding and induction process is

key to ensuring candidates hit the floor running,

and reduce early turnover. Unfortunately a huge

41% of respondents stated that this was either

non-existent or inadequate at their company.

By comparison, only 30% of Hiring Managers

felt this was the case, with 70% believing it was

adequate or comprehensive, again a significant

disparity between manager and staff perception.

Companies are at risk of losing key talent due to poor internal processes.





14



Outsourcing

Do you fear your current job may be outsourced?

By Year

By Industry

70%No

30%Yes

80%No

20%Yes

Commerce

2014

2013

21%Yes

Financial Services

Government/NFP

33%Yes

22%Yes

Do you feel threatened by the number of skilled overseasworkers entering Australia?

40% 13%Yes

47%No

Haven’t thoughtabout it

Yes

Would you consider taking a pay-cut to save your jobbeing outsourced?

29%

No 71%

The fear of outsourcing has leapt from 20% to

30% this year. One third of candidates would

consider taking a pay cut to save their job being

outsourced, could this be an opportunity for

employers to keep jobs in Australia? Of those

30% who fear their job may be outsourced, half

would take a pay cut.

IT professionals working in the finance sector

are particularly concerned with 33% stating they

fear their role will be outsourced.

In addition to the fear of losing a job through

outsourcing, candidates also feel threatened

by the number of skilled IT workers entering

Australia. Despite this, it would appear some

immigration is necessary to address the skills

shortages faced in some areas and the lack of IT

graduates coming through university programs.

The fear of outsourcing is back on the agenda this year.





15



International Relocation

If yes, where would you consider relocating to?

UK

Nth. America

Rest of Europe

Asia

New Zealand

Sth. America

Other

Africa

UAE

63%

59%

48%

47%

10%

6%

9%

21%

41%

Would you consider relocating internationally for a suitableattractive opportunity?

Yes 53%No 25%

Maybe 22%

ACT

NSW

QLD

61%

16%

23%

54%

16%

30%

49%

20%

31%

53%

14%

33%

Do you see yourself remaining in the IT industry for theduration of your career?

YES

VIC

ACT

NSW

QLD

NO

UNSURE

VIC

ACT

NSW

QLD

VIC

Over half of respondents are now considering

a move internationally. This is up from 36% in

2013 and illustrates the risk of brain drain to the

Australian IT industry which is already facing a

potential crisis in skills shortages in the coming

years. The UK is still seen as the number one

destination, followed closely behind by North

America. With the UK economy now recovering,

and candidates in Australia voicing concern

about job security and market optimism, this is

now a very attractive opportunity.

Despite the high level of insecurity felt by IT

candidates in the Government sector, 61% of

those in the ACT would stay in the IT industry

for the remainder of their careers. Under half of

those in Queensland would, however, stay in IT.

Over half of IT candidates prepared to move abroad.





16Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | |

Salary Guide 2014/2015 | BRISBANE

www.greythorn.com.au Greythorn Australia|

Brisbane Summary

The mining boom that has underpinned Queensland’s finances for more than a decade has continued to descend from its peak. This has included a continuing decline in mining investment such as coal mining and slower developments in Queensland’s gas industry.

Coinciding with the decline in mining has been the lower Australian dollar and also lower interest rates. These are two positives for Queenslanders and this has sparked an increase in construction projects particularly in private housing.

Whilst Australia’s unemployment rate in February 2014 was 6.0%, Queensland saw a rise in unemployment in the same month from 5.9% to 6.1%. This coincided with a drop in the participation rate from 65.2% to 64.5%. This drop in participation could reflect on both Queensland’s aging population as well as the rise in unemployment.

Queensland is working towards a four pillar economy which focuses on the growth of jobs in the industries of tourism, agriculture, resources and construction.

Commentary relating to these four pillars was highlighted in the December 2013 Deloitte Access Economics Business Outlook¹ report. The report estimated Queensland’s economy will grow at 3.6 per cent this financial year and next. This places Queensland in a strong position in comparison to other states. The report forecasts that Queensland will have the fastest growing retail turnover of all Australian states both this financial year and in 2014-15.

The report also suggested an improved environment for the construction industry with strong growth in the housing sector from 2016. Gas projects, centred on

Gladstone, will help Queensland ride out the problems in 2014-2015 and will ensure ongoing growth with in the resources pillar. The IT recruitment market has remained strong in Queensland. There has been ongoing demand for skilled project managers, business analysts, digital design and development specialists, solution architects, functional consultants and IT leadership. The skills being sought have mostly been sourced within Queensland or more broadly across Australia. Interstate candidates have been open to hearing about opportunities in Queensland, although it has become more difficult to encourage candidates to depart projects that are Sydney or Melbourne based to relocate to Brisbane. This is usually because of discrepancies in pay but more importantly concerns about future project opportunities.

The digital market remains strong both within corporate and Government and this has resulted in the funding of strategic digital professionals to ensure the continuing growth of engagement and brand.

There has continued to be a decline in the number of graduate IT opportunities. Whilst larger organisations are still employing graduates, the number being employed in Queensland has decreased. This will lead to increased IT skill shortages in Queensland in the foreseeable future.

Director, Brisbane

Geraldine Ellis-Maguire

¹ Nicholls, T (The Honorable). January, 2014 Outlook Bright for strong Queensland Economy http://statements.qld.gov.au/Statement/2014/1/28/outlook-bright-for-strong-queensland-economy?_sm_au_=iVVzZsZtqZ3J7Tqj referenced: Deloitte Access Economics Business Outlook December 2013







PERMANENT $000’s per annum (incl. super) CONTRACT $ Rate per hour (incl. super)

Architecture

Role Junior Intermediate Senior

Cisco Architect 130 165 195

Data Architect 120 130 175

Enterprise Architect 130 165 195

Network Architect 120 130 165

Process Architect 120 130 175

Security Architect 120 130 175

Software Architect 120 130 175

Solutions Architect 120 130 175

Technical Architect 120 130 175

Junior Intermediate Senior

100 125 175

80 115 150

100 125 175

80 110 150

80 110 150

80 110 150

80 110 150

80 110 150

80 110 150

View our latest Architecture roles





http://www.greythorn.com.au/advancedsearch.aspx?search=1&professionid=26&roleids=407




Business Intelligence & Data Warehousing


60 75 90

60 75 90

95 115 125

60 75 90

60 75 90

60 75 90

60 75 90

60 75 90

95 115 125

95 115 125

60 75 90

95 115 125

95 115 125

95 115 125


Big Data Analyst 85 105 120

Business Intelligence Developer/Analyst 85 105 120

Business Intelligence Architect 105 120 135

Data Analyst 85 105 120

Data Architect 120 130 175

Data Scientist 120 130 175

Data Warehousing/Modelling Specialist 85 105 120

Data Warehouse Developer 85 105 120

Data Warehouse Architect 105 120 135

ETL Architect 105 120 135

ETL Developer 85 105 120

Predictive Modeller/Analyst 85 105 120

Statistical Modeller 85 105 120

Customer Analytics/Campaign/Insights Analyst 90 110 130

View our latest Business Intelligence & Data Warehousing roles









CRM


80 115 150

80 115 150

85 110 155

85 110 155

80 115 150

85 100 120

80 115 150

80 115 150

90 100 110

90 100 110

80 100 110

85 115 120


Siebel Functional Consultant 100 125 145

Siebel Technical Consultant 100 125 145

Siebel Architect 95 120 150

Siebel Team Lead 95 120 150

Siebel Developer 100 125 145

Siebel Administrator 95 110 130

MS Dynamics Functional Consultant 100 125 145

MS Dynamics Technical Consultant 100 125 145

MS Dynamics Architect 130 140 150

MS Dynamics Team Lead 120 130 140

MS Dynamics Developer 90 110 130

MS Dynamics Administrator 95 110 130

View our latest CRM roles









Database Development & Administration


60 80 100

60 80 100

90 110 125

40 60 80


Database Administrator - DBA 80 100 120

Database Designer 80 100 120

Database Manager - 120 140

Database Programmer/Developer 75 90 110

View our latest Database Development & Administration roles









Digital & Media


65 85 100

65 95 110

60 70 85

65 90 100

60 70 85

65 80 110

80 100 120

80 110 130

60 70 85

110 135 160

85 120 145

80 110 150

70 85 110

60 70 85

85 115 130

65 70 85

40 45 55

85 115 130

80 115 150

65 85 115


Android Developer 70 85 120

Art Director 70 95 130

AS3 Developer 70 80 110

Back-End Developers (.NET/Java/Open-Source & CMS)

75 95 120

Coldfusion Developer 70 80 105

Digital Business Analyst 75 100 130

Digital Change/Capability Management 100 120 150

Digital Delivery & Digital Product Manager 100 130 165

Digital Producer 75 100 120

Digital Program Manager/Project Director 130 175 220

Digital Project Manager 110 155 165

Digital Sales Manager 100 140 175

Digital Strategist 95 120 170

Django Developer 80 95 120

E-Commerce Manager 95 110 155

Front End (UI Developers) 80 95 120

Graphic Designer 70 80 95

Head of Digital 120 130 155

Information Architect 120 130 175

Interactive Design 75 100 130








Digital & Media


65 70 85

65 80 95

50 65 80

60 70 85

65 80 95

60 70 85

65 80 95

65 70 95

65 70 95

85 115 130

65 80 100

60 70 85

60 70 85

60 70 85

65 70 95

65 85 100

60 70 85


Online Editor 70 90 105

Perl Developer 75 90 100

PHP Developer 75 100 120

Python Developer 75 100 120

Responsive Web Designer 65 80 120

Ruby on Rails Developer 75 100 120

SEO Specialist 55 75 90

Social Media Manager 75 90 100

Software Engineer 75 90 100

Solutions Architect 120 130 170

UX Designer 90 100 120

UX Researcher 65 90 120

Web Content Manager/Web Master 70 80 95

Web Designer 70 95 120

Web Developer - Back End 70 95 120

Web Developer - Front End 70 95 120

Web Producer 70 80 95

View our latest Digital & Media roles









Infrastructure, Networks & Support


60 80 100

30 40 50

50 70 90

60 80 100

25 30 40

55 65 75

- 90 110

40 55 65

50 75 100

40 60 80

20 25 30

80 100 125

75 80 100

20 25 -

60 80 100

50 60 75

80 110 150

60 75 100

40 60 80

60 80 100


Application Packager 70 85 110

Application Support Analyst 45 60 75

Citrix System Administrator 75 100 120

Citrix System Engineer 90 100 120

Desktop Support Analyst 60 75 80

Environment Coordinator 80 95 110

Environment Manager - 130 140

Field Service Technician 60 65 75

Helpdesk/Service Desk/Desktop Support Manager 55 65 90

Helpdesk/Service Desk/Desktop Team Leader 45 60 75

Helpdesk/Service Desk Analyst 40 45 50

Infrastructure Architect - 120 155

Infrastructure Manager 110 130 165

IT Graduate 45 50 60

IT Manager 100 125 155

Network Administrator 80 100 120

Network Architect 120 130 175

Network Designer 90 100 120

Network Engineer 90 100 120

Network Manager 110 140 165








Infrastructure, Networks & Support


30 40 50

50 65 80

85 115 145

85 115 145

35 40 60

40 55 65

35 45 65

45 55 70

70 95 115

40 50 60

80 100 130

55 65 75

60 70 80

75 85 100

65 85 105

70 100 130


Network Support Analyst 45 60 75

Network Team Leader 100 120 140

Operations Manager 75 90 110

Problem Coordinator 70 80 100

Problem Manager 100 110 130

Release Coordinator 70 80 100

Release Manager 100 110 140

SCCM/SCOM Engineer 100 110 165

SOE Build Engineer 70 80 95

System Administrator 75 100 120

System Engineer 75 100 120

Systems Analyst 80 90 110

Transition Coordinator 70 80 100

Transition Manager 100 110 130

UNIX System Administrator (AIX, HP-UX, Solaris) 90 100 110

UNIX System Engineer (AIX, HP-UX, Solaris) 90 100 120

View our latest Infrastructure, Networks & Support roles








PERMANENT $000’s per annum (incl. super)



Account Manager 75 90 140

BDM - Managed Services - IT 120 150 180

BDM - Software 100 110 130

BDM - Software/Services 75 110 130

BDM - Telecomm - Managed Services 90 100 140

BDM - Telecomm/Hardware 90 100 140

BDM Hardware/Infrastructure 90 100 140

Head of Sales 150 165 180

Inside/Internal Sales 65 110 140

Marketing Director 95 115 150

Marketing Manager 80 100 120

Pre-Sales 75 100 120

Product Manager 110 125 140

Sales & Marketing Manager 110 140 165

Sales Channel Manager 110 140 155

25










Sales Director 180 220 250

Sales Engineer 95 105 120

Sales Support 65 75 100

Technical Account Manager (TAM) 75 100 120

Telemarketing Manager 75 90 95

Telesales Representative 45 55 75

VP Sales 200 220 250

View our latest IT Sales & Marketing roles

26











Chief Information Security Officer (CISO) - 150 200

Compliance Officer 100 130 180

Governance & Security Analyst 90 130 170

GRC Consultant 90 130 170

IDAM Architect 85 120 150

Identity & Access Management Consultant 85 120 150

Information Security Analyst 80 120 150

IT Security Manager 85 120 170

Network Compliance Officer 75 100 130

Network Security Administrator 70 85 120

Network Security Analyst/Engineer 100 120 140

PCI DSS Analyst 85 120 180

Penetration Tester 75 95 120

Risk & Compliance Analyst 75 110 150

Risk & Compliance Manager 100 130 170

Risk Analyst 120 150 180


- 115 160

85 110 180

85 110 130

85 110 130

100 115 145

100 115 145

85 115 145

100 130 170

70 100 130

80 95 115

85 115 135

100 115 145

70 95 100

70 115 145

85 115 145

85 115 145










Security Administrator 90 110 130

Security Analyst 75 100 130

Security Architect 120 140 180

Security Consultant 85 130 170

Security Program Manager 130 170 200

Security Project Manager 120 150 180

Systems Security Administrator 90 110 130


85 115 145

70 100 130

100 130 170

95 115 145

110 135 160

85 115 145

85 110 130

View our latest IT Security, Compliance & Risk roles









Leadership & Executive


Applications Development Manager - Large Scale - 115 150

Applications Development Manager - Small Scale - 105 120

CIO/IT Director - 210 275

CTO (Chief Technology Officer) 140 175 240

General Manager 120 175 240

Head of IT 130 165 225

Infrastructure Manager 110 125 140

IT Manager 130 165 195

IT Vendor Manager/IT Procurement Manager 110 140 175

Network Infrastructure Manager 95 110 130

Outsourcing Manager 120 140 175

Practice Manager 110 140 175

Professional Services Manager 100 120 140

Release Manager 100 110 130

View our latest Leadership & Executive roles

29









Project Managers & Business/Systems Analysts


65 80 100

60 70 80

90 110 130

60 75 90

100 125 150

85 95 110

80 100 125

65 75 85

60 70 80

75 95 120

125 150 170

125 150 175

55 70 95

120 145 170

40 60 75

130 160 185

75 85 100

80 100 125


Business Analyst 85 105 125

Change Coordinator 70 85 100

Change Manager 90 110 130

Data Analyst 65 80 110

Head of PMO 130 160 200

Lead Business Analyst 100 125 145

Master Scheduler 110 130 150

PMO Analyst 70 85 110

PMO Coordinator 65 80 90

PMO Manager 110 140 160

Portfolio Manager 130 150 185

Practice Lead 130 170 200

Process Analyst 85 105 120

Program Manager/Program Director 130 160 200

Project Coordinator 65 75 85

Project Director 140 185 200

Project Leader 100 120 130

Project Manager 105 125 165








Project Managers & Business/Systems Analysts


50 60 70

60 75 90

75 85 100

80 95 110

70 85 95

75 100 125


Project Officer/Admin 55 65 75

Project Scheduler 70 90 110

Service Delivery Manager 90 125 150

Technical Business Analyst 90 115 130

Technical Writer 80 100 120

Trainer 85 95 110

View our latest Project Managers & Business/Systems Analysts roles









SAP/ERP


75 100 150

80 105 125

75 100 150

60 75 90

100 125 150

115 140 170

70 80 100

100 115 130

110 125 150

80 110 165

90 115 140

110 125 150

110 115 145

65 75 100

80 90 110

85 100 115

100 115 130

85 100 115

70 85 100

70 85 100

70 85 100


SAP Consultant - Functional (Core modules) 110 130 150

SAP Consultant - Technical (Core modules) 130 160 175

SAP Consultant - Functional (Industry Specific (IS) modules)

130 160 175

SAP ABAP 100 120 135

SAP Architect (Core modules) - 120 175

SAP Architect (Industry Specific (IS) modules) - 130 190

SAP Basis Administrator 110 120 125

SAP Team Leader 120 130 160

SAP Systems Support Manager 110 120 150

JDE/Oracle/Peoplesoft Functional Consultant 120 145 160

JDE/Oracle/Peoplesoft Technical Consultant 130 160 175

JDE/Oracle/Peoplesoft Architect 100 120 175

JDE/Oracle/Peoplesoft Team Lead 110 130 160

JDE/Oracle/Peoplesoft Developer 100 120 135

JDE/Oracle/Peoplesoft Administrator 110 120 125

Netsuite Functional Consultant 100 125 150

Netsuite Technical Consultant 130 150 200

Netsuite Architect 125 145 170

Netsuite Team Lead 100 125 150

Netsuite Developer 100 125 150

Netsuite Administrator 100 125 150

View our latest SAP/ERP roles

32











85 100 115

60 70 85

65 85 100

85 100 115

65 70 80

80 85 95

65 90 100

60 70 85

60 70 85

60 70 95

60 70 95

60 70 80

60 70 80

60 70 85

85 110 115

85 95 100

60 70 85

65 115 145

65 85 100

60 80 95


.Net Architect 85 110 140

Actionscript Developer 70 80 110

Android Developer 75 95 110

Application Architect 120 135 165

Applications Support Developer 55 70 90

Applications Support Team Leader 65 80 90

BizTalk Developer 90 120 140

Developer - .NET 60 105 120

Developer - C++ 65 75 105

Developer - Java/J2EE 60 95 110

Developer - Perl 60 95 110

Developer - PHP 60 95 110

Developer - Python 60 95 110

Developer - Ruby on Rails 65 100 120

Development Manager 120 135 155

Development Team Leader 100 110 125

Django Developer 80 95 120

Enterprise Architect 120 140 165

iOS Developer 75 95 110

Frontend Developer (HTML4/5, JavaScript, JQuery, CSS)

80 95 110










70 95 110

65 80 85

65 85 100

85 100 115

85 100 115

85 95 100

65 80 95

65 80 95


Oracle Fusion Developer 90 110 140

SEO Specialist 60 70 95

Sharepoint Developer 105 120 140

Solution Architect 110 125 155

Solution Designer 100 115 135

Technical Lead 110 125 155

WebMethods Developer 80 95 120

WebSphere Developer 80 95 120

View our latest Software Development roles









Telecommunications


35 45 65

45 80 95

30 35 40

50 85 100

50 85 100

85 100 115

45 65 90

40 65 85

40 65 80

35 40 65

85 100 115

50 85 115

50 85 110

45 90 115

45 60 70

60 70 95

70 95 115

60 85 115

85 115 145

70 85 100


Base Station Deployment Engineer 55 65 75

Data Communications Engineer 65 80 120

DbORs Consultant 45 55 60

Design Engineer 75 95 130

DWDM Engineer 75 95 130

Engineering Manager 90 110 130

Fibre Designer/Planner 70 90 110

Fibre Splicer 65 85 110

Field Technician Team Lead 60 75 90

Field Technician 50 60 75

Implementation Manager 90 110 130

Integration Engineer 75 95 130

Mobile Device Manager 75 90 125

MPLS Engineer 75 95 130

Network Engineer - Level 1 65 85 110



NOC Engineer 45 60 70

NOC Manager 85 110 130

NOC Team Lead 65 80 100








Telecommunications


85 115 140

100 135 170

40 60 80

40 60 80

40 60 80

50 80 95

85 115 130

70 100 130

120 160 230

50 85 110

85 115 130

50 65 85

50 65 85

50 100 130

50 100 130


Pre-Sales Engineer 85 115 135

Pre-Sales Manager - 130 145

Radio Technician 60 75 90

RF/Wireless Engineer 60 75 90

Structural Engineer 60 75 90

System Engineer 70 85 100

Telco Architect 100 140 160

Telco IP Transmission Engineer 75 95 130

Telco Program Manager/Project Director 150 180 220

Telco Project Coordinator 75 90 125

Telco Project Manager 85 115 130

Telco Rigger 70 80 95

Telco Surveyor 70 80 95

Video Conference Engineer 70 85 110

VOIP/Telephony Engineer 70 85 110

View our latest Telecommunications roles









Testing & Quality Assurance


60 70 80

60 70 80

60 70 80

40 55 70

40 55 70

80 100 125

40 50 60

60 80 100

40 50 60

50 65 80

80 100 125

40 55 70


Automation Test Analyst 75 90 110

Data Warehouse Test Analyst 75 90 110

Penetration Tester 75 90 110

Performance Test Analyst 75 90 110

Systems Test Lead 75 90 110

Systems Test Manager 90 100 120

Systems Tester 75 90 110

Technical Writer 80 100 120

Test Analyst 75 90 110

Test Lead 90 100 120

Test Manager 90 100 120

UAT Test Analyst 75 90 110

View our latest Testing & Quality Assurance roles







Greythorn Australiawww.greythorn.com.au @GreythornAU Greythorn Australia Greythorn Australia| | | 38

About Greythorn

Established in 1976, Greythorn specialist technology recruitment has developed an enviable position as one of Australia’s most reputable recruitment agencies. This reputation has been earned through countless proven solutions in permanent and contract technology recruitment. We utilise one of the most unique but highly effective recruitment models in the world - that is, the ability to supply a range and depth of technology professionals combined with a coordinated service delivery approach to ensure results quickly and efficiently.

We are leaders in the supply of specialist technology professionals, placing over 500 permanent positions and more than 1000 contractors in new roles annually.

Our consultants are subject matter experts in their verticals and this is reflected in their industry knowledge and ability to determine candidate suitability based on their skills and experience in a very short period of time.

We have a candidate care consultant in every office managing our dedicated candidate care program which includes a number of financial benefits, incentives and an efficient communication plan.

For us, reputation is everything.

• Architecture

• Business Intelligence & Data Warehousing

• CRM

• Database Development & Administration

• Digital & Media

• Infrastructure, Networks & Support

• IT Sales & Marketing

• IT Security, Compliance & Risk

• Project Managers & Business Systems Analysts

• SAP/ERP

• Software Development

• Telecommunications

• Testing & Quality Assurance

of our candidates would use us again*

of our candidates would recommend us*

of candidates rate the quality of our service higher than our competitors*

of our clients would use us again*

*Greythorn Post Placement Questionnaire 2013

97%

96%

88%

98%

ASIA PACIFIC

Brisbane Canberra

Melbourne Singapore

Sydney

AMERICAS

Chicago Sao Paulo

Seattle

EUROPE

Dublin London

Our Specialties

Our Locations





39

Greythorn Market Insights & Salary Guide 2014/2015Contact Us

Brisbane

P: +61 7 3009 9222 E: [email protected]

Canberra


Melbourne


Sydney


International Offices

Chicago


Dublin


London

P: +44 (0)20 7850 7400 E: [email protected]

Sao Paulo


Seattle


Singapore

P: +65 6590 9150 E: [email protected]

National Offices

Disclaimer This research was carried out by means of an electronic questionnaire. The remuneration tables are supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only. Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to use of this information.






Australian IT Market Insights Salary Guide 2014/2015 · 2017-11-02 · Australian IT Market...

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