Australian IT Market Insights Salary Guide 2014/2015 · Australian IT Market Insights & Salary...

Australian IT

Market Insights &Salary Guide 2014/2015

Financial Services (Pay rate)

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Financial Services | Market Insights & Salary Guide 2014/2015Contents Financial Services | Market Insights & Salary Guide 2014/2015

Market Insights

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

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

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

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

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

Remuneration ............................................

Benefits & Bonus .......................................

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

Relocation .................................................

3

4

6

7

9

10

11

12

14

Salary Guide

Sydney ....................................................

Melbourne ................................................. 21

22

23

24

15

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

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

References ................................................

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.

Nearly 3000 professionals voiced their opinion

about the job market in Australia, of these, 375

worked in the Financial Services sector.

This report outlines the results from this sector.

Where applicable we have compared the results

to the total survey responses and/or previous

years results.

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.





It has been another record year in the Australian Financial Services sector with the major banks half year cash earnings up 5.8% (hoh) to $14.8 billion (PWC, 2014).

The spotlight has shifted to technology, with increasing customer engagement through new products and digital channels seen to be the most likely way to consolidate and grow earnings.

Google recently did a study on mobile banking which found that “two in five mobile users will turn to a competitor’s site if their bank is not mobile-optimized” (Starke, 2014). The challenge of creating innovative and responsive customer engagement has meant adopting a more agile approach to customer product development, whilst balancing robust technology and process infrastructure that minimises risk.

A Booz & Company report entitled “The Next Waveof Digitization”, found that “while the impact of digitization on customer-facing and operational aspects of the financial services industry will be high, the speed of this impact will be medium. This is not due to desire, but because of barriers to entry such as legacy technology. Banks and the financial services industry more broadly are facing unprecedented demand for online services, forcing many to weigh up the cost of completely replacing core business systems against continuing with legacy processes that might frustrate digital customers.”

We have seen contract rates and permanent packages remain stable or slightly decline across some IT functions as an increase in availability of skilled candidates and a reduction in the number of projects has created a buyers market for IT banking professionals. Fortunately for banking candidates, there is a positive outlook on

upcoming projects as organisations look to continue their upgrade of legacy systems.

In NSW, the reliance on fixed term contracts and statement of work contracts have increased due to an inability to secure permanent headcount whilst still needing resources. A number of our clients on high profile projects have also incorporated a completion bonus on their contract offerings to tie in key resources.

We have noted an upsurge in demand for ProjectManagers with business-facing experience, particularlyin areas with a regulatory slant. With APRA’s increased capital allocation rules, compliance and regulatory experience will come at a premium in the coming year.

There has also been strong demand by clients for banking professionals with experience managingvendors for design and build, as well as managingacross the distributed delivery model (both in-houseand external).

The demand for candidates in the BI and Analytics space with banking project experience has increased. The search for locally available talent in these area’s has led a number of the banks and banking consultancies to increase offers (contract and permanent hires) and aggressively counter-offer.

IT Security is likely to be an area of increased activity with budget for developing in-house security capabilities agreed for many organisations.

The year ahead will present challenges but should beviewed with optimism.

Manager, Financial Services


Financial Services | Market Insights & Salary Guide 2014/2015Executive Summary Financial Services | Market Insights & Salary Guide 2014/2015

3

Andrew Butterworth









Financial Services | Market Insights & Salary Guide 2014/2015Demographics

75%

Which age bracket are you?

30-49

20%50-65

5%18-29

Respondents

375

Male86%

Female14%

VIC 40%

Where are you currently located?

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

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

Surprisingly only 5% of respondents in Finance

were under 30, in 2011 this figure was 17%.

Is the IT industry attracting enough new talent?

The number of women in IT in the finance

industry was the lowest of all industries (14%

vs 16% for all results). This ratio of females to

males was also the lowest it has been in 4 years

- in 2011 the breakdown was 78% male to 22%

females. Why are women not attracted to the

IT 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.






Financial Services | Market Insights & Salary Guide 2014/2015Demographics

Project Manager or Business/Systems Analyst

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

Infrastructure, Networks and Support

Software Development

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

24%

17%

13%

13%

Business Intelligence & Data Warehousing

IT Sales & Marketing

5%

1%

Architecture

5%

SAP/ERP

5%

Database Development & Administration3%

IT Security, Compliance & Risk

3%

Telecommunications 3%

Digital & Media

3%

CRM

1%

None of these 7%

How are you currently employed?

Permanent & Fixed Term Contract

Temporary Contract & Independent Contractor

Commerce

Finance

Government/NFP

74%

68%

49% 51%

26%

33%

Respondents were from a broad cross section of job types.

We received responses from a broad range of

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.

Permanent and Fixed Term Contract job types

hold the majority of respondents, with one third

of IT finance candidates working as a temporary

contractor or independent contractor.






Financial Services | Market Insights & Salary Guide 2014/2015Market Conditions

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

45% 25%30%Increase Remain the same Decrease

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

37%35%

32%30%

32%35%

Financial ServicesAll industries

Optimistic

Indifferent

Pessimistic

Finance candidates more optimistic than other sectors

Candidates in the finance sector are slightly

more positive than the overall market when it

comes to the growth of their teams in 2014/15.

Whilst 25% expected numbers to decline,

30% expected an increase and a further 45%

expected it to remain the same.

Similarly, the finance sector was more optimistic

about the economy – 37% versus 35% for the

market as a whole.

Asked to predict the biggest challenge for the

finance industry in the next 5 years, respondents

stated Big Data, Mobility and agility concerns,

whilst trying to maintain service levels amid

strong local and foreign competition and

economic uncertainty. What do you see as being the biggest challenge for the Australian banking industry in the next five years?

FOREIGN COMPETITION

ECONOMY

SECURITY

TALENT RETAINING

GOVERNMENT

LEGACY SYSTEMS

TECHNOLOGICAL ADVANCESDIGITALMOBILITY BIG

DATA

MAINTAININGSERVICELEVELS

AGILITY

RETENTION OF IP MAINTAINING MARGINS

OFFSHORING

OUTSOURCING

REGULATIONGROWTH

HOUSING BUBBLE






Financial Services | Market Insights & Salary Guide 2014/2015Current role/employment

Very insecure

Insecure

Secure

Very secure

6%

26%

58%

10%

How would you rate your current job security?

Actively looking

All IndustriesFinancial Services

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?

26%13%

61%

8%

43%

49%

Would you recommend your current employer to a friend?

Financial Services All industries

YesNo

79%

21% 28%

72%

Job insecurity at an all time high.

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 (32% in

2014 versus 11% in 2011). This was echoed

across all industries, with the market as a whole

reporting 34% insecure.

A huge 87% of candidates in finance are either

actively looking for a new role or keeping an eye

on the market, although this figure is slightly

lower than the overall market (92%). A key

difference however, is the number of finance

candidates actively looking (26%) is significantly

lower than the overall market (43%). 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.

The finance industry fares better than others

when it comes to staff recommending their

employer - 79% vs 72%. This was the highest of

all the industries.






Financial Services | Market Insights & Salary Guide 2014/2015Current role/employment

Good remuneration package

Flexible working arrangements

The challenge of your role

Convenient location

Job security

Your colleagues

Strong relationship with your manager

Why do you stay with your current employer?

Top 10

51%

42%

37%

34%

27%

26%

21%Career progression opportunities

13%

18%Belief in the company values 14%Excellent benefits available

Career development

New challenge/more interesting work

Higher salary

Immigration (moved to Australia)

Better work/life balance

Poor management/relationship with manager

Top 5

Please identify the primary reason you LEFT your last position

16%

11%

8%

6%

5%

5%

Very

Fairly

Not very

How satisfied/engaged are you in your current role?

18%31%

51%

Is there an opportunity for career development in yourcurrent role?

YesNo

38%35% 37%

27% 25%

38%Financial Services All Industries

Unsure

Career development still the key driver to move jobs.

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.

Flexible working arrangements ranked second,

and convenient location also featured high on

the list.

A significant 35% of finance candidates stated

there were no career development opportunities

available to them in their current role. Those

companies that offer this, will no doubt have

a competitive advantage in retaining talent by

providing clear career progression opportunities.

Following this, only 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.






Financial Services | Market Insights & Salary Guide 2014/2015Skills in demand/not in demand

Cloud Computing

Mobility Solutions

Business Intelligence

Big Data

Information Systems Security

Business Analyst

49%

36%

34%

33%

24%

31%

What do you believe will be the TOP valuable skill setsin 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

Big Data and Cloud are the key skills for 2014

Unsurprisingly Cloud Computing is still ranked

as the most valuable skill set in 2014, mirroring

last year’s results. Big Data was ranked second

for the finance industry, compared to fourth for

the IT market overall, illustrating the challenge

for this industry in managing the vast amount

of data now generated. With the technology

world evolving at a rapid pace, security issues

in dealing with Big Data in the finance sector

are also having an impact. We predict this

will continue to climb. Mobility solutions and

business intelligence remain unchanged on

previous years in the top 5 list.

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.

Respondents were asked their opinion on future

regulation in the Financial Services industry.

Key themes were privacy, personal identity and

security as banks address challenges using

mobility solutions and big data.

What do you see as the next big regulatory compliance change in Financial Services?

DISCLOSURE

SMSF

FEES& CHARGES

DATA MANAGEMENT

REGULATIONPCI DSS

SUPERANNUATION

INTERNAL FRAUD PREVENTION

PRIVACY

SECURITY

PERSONALIDENTITY

FATCA

FOFATAX

BASEL






Financial Services | Market Insights & Salary Guide 2014/2015Remuneration

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%+

40%

7%11% 11%

4%

8% 9%6%

4%

Were you satisfied with your latest bonus fromyour employer?

Not entitled to a bonus

26%

34%

40%

YesNo

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%

23%

58%

Remuneration has remained flat across most skill sets.

Remuneration remained static for most

candidates over the past 12 months with 40%

stating they have not had a pay increase. This

compares to 44% to the industry overall.

Contractor rates are expected to rise for 27%

of respondents in Finance however over half

believed they will remain static. This was slightly

less promising than the market overall which

showed 32% of respondents predicting a rise.

Our own research on rates would show that

they have remained flat in most areas with some

pockets showing increase.

Of those candidates who received a bonus,

the majority were not satisfied with the amount

given. Forty percent of respondents were not

entitled to a bonus this year – these figures

remain virtually unchanged from 2013.






Financial Services | Market Insights & Salary Guide 2014/2015Benefits & Bonus

Which of the following benefits are included in your currentpackage?

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

54%

53%

25%

24%

24%

22%

22%

21%

11%

11%

10%

8%

17%

5%

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

Other

Compressedworking hours

82%

80%

14%

14%

5%

1%

Flexible working more popular than ever!

Flexible working is perceived as the most

important benefit in 2014 however only 53%

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 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.

Training was ranked as the number 2 most

important benefit, however was only given to

22% 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.






Financial Services | Market Insights & Salary Guide 2014/2015Training, Onboarding & 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?

19%

9%

5%

8%

15% 16%

28%

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?

57%Yes

43%No

Training opportunities lacking for many IT candidates.

Despite training ranking as a “very important”

or “vital” benefit to job seekers (previous page),

28% of candidates in the finance sector have

not had any at all, and a further 31% 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 seven 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.






Financial Services | Market Insights & Salary Guide 2014/2015Training, Onboarding & Induction

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

No

N/A, I have not lookedat changing jobs

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

60%Adequate or

Comprehensive

70%Adequate or

Comprehensive

40%Inadequate orNon-existent

30%Inadequate orNon-existent

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

“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

40% 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.






Financial Services | Market Insights & Salary Guide 2014/2015Relocation

Do you fear your current job may be outsourced?

All industries

Government/NFP

22%Yes

Commerce

21%Yes

Financial Services

67%No

79%No

78%No

70%No

33%Yes

30%Yes

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

No 76% No 71%

Yes 24% Yes 29%

Financial Services All

The fear of outsourcing is back on the agenda this year.One third of finance candidates fear their job

may be outsourced. This was the highest figure

of all the industries and above the market as

a whole which has leapt from 20% in 2013 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

33% who fear their job may be outsourced, half

would take a pay cut.

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.Would you consider relocating internationally for a suitableattractive opportunity?

Yes 57%No 22%

Maybe 21%

If yes, where would you consider relocating to?

UK

Nth. America

Rest of Europe

Asia

New Zealand

Sth. America

Other

Africa

UAE

66%

58%

51%

44%

7%

4%

6%

18%

35%

Over half of IT candidates prepared to move abroad.Over half of respondents would consider 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.






PROJECT MANAGEMENT & BUSINESS ANALYSIS

Role Intermediate Senior

Business Analyst - Investment Banking 100 140

Business Analyst - Retail Banking 95 135

Business Analyst - Insurance 90 135

Systems Analyst - Investment Banking 95 125

Systems Analyst - Retail Banking 95 125

Systems Analyst - Insurance 90 120

Business Analyst Team Leader 125 150

Program Manager - Investment Banking 160 210

Program Manager - Retail Banking 130 170

Program Manager - Insurance 125 160

Project Manager - Investment Banking 120 160

Project Manager - Retail Banking 120 145

Project Manager - Insurance 120 150

Project Admin/Co-ordinator 70 95

PMO Manager 145 180

Financial Services Salary Guide 2014/2015 | SYDNEY

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






SENIOR MANAGEMENT


Head of Technology 200 250

Project/Program Director 200 225

CIO/CTO 210 275

Head of Architecture 200 250

BUSINESS INTELLIGENCE & DATA WAREHOUSE


BI Developer 90 120

BI Architect 115 145

DW Developer 90 120

DW Architect 110 150

ETL Developer 80 110

Reports Developer/Writer 75 100

BI Manager 130 180

BI Team Leader 120 150


SYDNEY |

SYDNEY |

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

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






DEVELOPMENT


Algorithmic Developer 130 170

Quant Developer/Analyst 130 175

Enterprise Architect - Investment Banking 150 210

Enterprise Architect - Retail Banking 120 180

Enterprise Architect - Insurance 120 175

Solutions Architect - Investment Banking 125 180

Solutions Architect - Retail Banking 125 180

Solutions Architect - Insurance 125 170

Developer - Investment Banking - (Java, C#, C++) 105 135

Developer - Retail Banking - (Java, C#, C++) 85 125

Developer - Insurance - (Java, C#, C++) 85 125

Development Team Leader - Investment Banking 120 150

Development Team Leader - Retail Banking 115 135

Development Team Leader - Insurance 120 135

Development Manager - Investment Banking 140 170

Development Manager - Retail Banking 125 155

Development Manager - Insurance 120 155








APPLICATION SUPPORT & TESTING


Application Support - General 90 130

Application Support - Investment Banking (Calypso/Murex) 110 160

Application Support Team Leader - General 110 140

Application Support Team Leader - Investment Banking 120 150

Application Support Manager - General 115 150

Application Support Manager - Investment Banking 140 190

Test Analyst 90 110

Test Manager 115 150

Test/QA Director 150 190

Test Team Lead 110 135








INFRASTRUCTURE


Infrastructure Architect 130 180

Network Architect 120 170

Security Consultant/Admin 100 140

Network Engineer - Data 80 120

Network Engineer - Voice 80 120

Database Developer 80 115

Database Architect 110 150

Database Admin 80 115








PROJECT MANAGEMENT & BUSINESS ANALYSIS

Role Average/hr Range/hr

Business Analyst - Investment Banking 90 80 - 115

Business Analyst - Retail Banking 80 75 - 110

Business Analyst - Insurance 80 75 - 110

Technical Business Analyst - Investment Banking 80 75 - 110

Technical Business Analyst - Retail Banking 80 75 - 110

Technical Business Analyst - Insurance 80 75 - 110

Program Manager - Investment Banking 150 130 - 190

Program Manager - Retail Banking 135 125 - 165

Program Manager - Insurance 135 125 - 175

Project Manager - Investment Banking 110 100 - 160

Project Manager - Retail Banking 95 90 - 130

Project Manager - Insurance 95 90 - 130

Project Admin/Coordinator 55 50 - 90

PMO Manager 100 85 - 130


SYDNEY | CONTRACT $ Rate per hour (incl. super)






Junior Intermediate Senior

125 150 165

100 125 150

80 95 115

85 90 100

100 110 130

75 90 100

100 120 150

60 75 90

55 70 85

Role Junior Intermediate Senior

Program Manager 180 200 230

Project Manager 135 155 175

Business Analyst 90 115 145

Technical Consultant 95 105 115

Change Manager 110 130 150

Programmer 85 100 120

Solutions Architect 120 145 170

Systems Engineer 95 110 120

QA/Tester 85 100 110

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

Financial Services Salary Guide 2014/2015 | MELBOURNE

MELBOURNE | MELBOURNE |






Financial Services | Market Insights & Salary Guide 2014/2015Greythorn Market Insights & Salary Guide 2014/2015

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

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

Greythorn Market Insights & Salary Guide 2014/2015





23

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.






24

Greythorn Market Insights & Salary Guide 2014/2015


References

PWC, May 2014 Banking on Change

http://www.pwc.com.au/industry/banking-capital-markets/assets/MBA-May14.pdf

[Accessed 2nd June 2014]

Starke, A 2014 How banks are joining the dots

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[Accessed 2nd June 2014]

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Australian IT Market Insights Salary Guide 2014/2015 · Australian IT Market Insights & Salary...

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