Technology & Development - ADLIB Recruitment...How 2015 is stacking up for ADLIB 04 Section 1 –...

South West

Technology & Development Salary, Benefits and Employment Survey 2015

02Salary, Benefits and Employment Survey 2015Technology & Development

Contents

Preface 03

How 2015 is stacking up for ADLIB 04

Section 1 – Employers 06

About your business and technology / development team 07

Employee engagement 09

Acquisition, retention and training 13

Section 2 – Contractors 18

About you 19

Working life 21

Section 3 – Permanent Employees 25

About you 26

Working life 28

Satisfaction & security 30

Salaries & benefits 34

Section 4 – Living in the South West 36

Section 5 – Salaries – Permanent & Contract 41

About ADLIB and contact 44


First up, a huge thank you to all of those who have contributed and provided us with the information that has helped shape ADLIB’s salary, benefit and engagement survey specifically for the technology sector. We hope it will be a valuable tool to employers and employees alike.

Our objective was to create an informed picture of the current rewards, motivations and sentiments towards employment, opportunity and living in the South West.

The data has been collated via direct respondents of an online survey placed in July 2015, combined with ADLIB’s extensive internal data and knowledge gained from the digital and technology sectors.

We’d like to say a special thank you to our friends at Bristol Media and TechSPARK for their support in promoting the survey.

Over the coming year, we will be producing sector specific surveys for the creative, digital and marketing communities. Please feel free to make contact if you’d like to get involved.

Whether you are an employer, an employee, a business considering opening operations in the South West or you are simply reading with interest, we hope you enjoy.

Team ADLIB

Hello.

Preface


Demand for talent

The demand for talent within the digital technology sector is at an all-time high. Here at ADLIB alone, we’ve recorded a 10% rise in the number of vacancies registered compared to that of 2014 and they’ve come from across the board – digital agencies, start ups, established brands, multichannel businesses, you name it.

Skills

Noticeably, there has also been a sharp increase in the volume of Javascript focused requirements, be it full-stack Node.js or the increasingly popular React, Angular or Ember; it’s certainly looking like tech start-ups and progressive digital agencies are delving much deeper into Javascript. It appears many of our clients are leaving their PHP or .NET stacks behind in favour of Go and MEAN, an area which (in our experience) is currently heavily occupied by contractors whilst permanent developers are honing their skills. The same can be said within mobile development where client demand for apps and mobile-first websites has seen a 24% spike in vacancies registered on last year.

The South West rules

The South West has also welcomed an influx of London based tech and digital businesses who have been attracted to the region by the local business support networks, history of creative innovation, university links and access to talent. Not forgetting, of course, the promise of a better lifestyle and environment.

How 2015 is stacking up for ADLIB



The recent Tech Nation report showed Bristol and Bath to be the largest tech cluster outside of London with 62,000 employees working across digital tech and an increasing number favouring a move to our area over any other. From our partnerships with Invest Bristol & Bath and TechSPARK, we’ve also seen a sharp rise in the number of tech based start-ups in the local area, with the majority initially setting up at The Engine Shed or the Bristol and Bath Science Park.

Bridging the skills gap

After highlighting last year’s concern over entrance to the tech sector, we’re pleased to report a trend showing more tech businesses coming through with their own academies to support juniors and graduates breaking into development. Hats off to our friends that have created models to train up developers and make them ready for the world of work. A win-win situation for all involved.

Here at ADLIB we’ve been assisting Digitech, the first Bristol Studio School for the digital, creative and tech sectors, open their doors in September 2015. With an emphasis on real-world work experience and direct learning from experts, studio schools consult with industry leaders to create career pathways; suites of courses and qualifications which set students up with exactly what businesses know they need in a potential employee.

If you’ve read our recent commentaries on ‘The Future Of Work: Jobs And Skills in 2030’ then you’ll see that the results in this survey show our industry to be changing at pace; we’re excited to see the shifts and developments in the year ahead. We hope you’ll join us on our journey.


http://www.techcityuk.com/wp-content/uploads/2015/02/Tech%20Nation%202015.pdfhttp://www.adlib-recruitment.co.uk/news.php?id=Future_of_workhttp://www.adlib-recruitment.co.uk/news.php?id=Future_of_work

Section 1

The information in this section provides insight from our employer respondents, demonstrating the makeup of their

businesses and technology teams.

Employers


Section 1 – Employers

How would you best describe your business / digital department?

Digital marketing agency 25.0%

Technical agency 50.0%

Web service / product 16.7%

Digital / tech team 8.3% within a wider organisation (for example banking, retail,

publishing etc.)

1-3 years 8.3%

4-5 years 16.7%

6-10 years 8.3%

11-15 years 41.7%

16-20 years 25.0%

How long has your business been trading?

About your business and technology / development team

Approximately how many people work within your organisation?

1-10 16.7%

11-20 8.3%

21-40 41.7%

51-100 16.7%

101-200 8.3%

500+ 8.3%


Approximately how many people work specifically within your technology / development team?


1-10 50.0%

11-20 16.7%

21-40 25.0%

41-50 8.3%

Are you expecting to increase the headcount of permanent employees with the technology / development team in the next 12 months?

How often do you utilise technology / development freelance or contractor resources?

Regularly 25.0%

Occasionally 50.0%

Rarely 16.7%

Never 8.3%

Without doubt 58.3%

Possibly 25.0%

Unlikely 16.7%


We asked employers if and how they engaged with their employees.

Is employee engagement something your organisation takes a proactive and knowledgeable approach to?Reassuringly, 91.7% of respondents cited that employee engagement was an active practice their businesses participated in. Good work.


Yes 91.7%

No 8.3%

This positive start soon takes a turn when it comes to holding regular one-to-one time with employees. Only 40% of respondents have these sessions at least once a quarter. This is a relatively low figure and an action that may result in a breakdown of communication and performance between all parties beyond the day to day. Without time set aside to discuss the bigger picture it is easy to assume that everybody is on the same page. Consider how quickly business changes and how an employee needs to adapt, develop and have objectives set to meet the business goals. All of this helps pull you together in tune with one another.

Regular employee reviews / one-to-ones (held at least once a quarter)

For those that responded ‘Yes’, please rate to what level you actively promote each of the following practices

Always 40.0%

Occasionally 40.0%

Rarely 20.0%

Employee engagement


Encouragingly, 50% of our respondents actively share their company’s vision. A vital approach to ensure that employees are with you on the journey.

Does your management / leadership team actively share the company’s vision and objectives across the entire business?


Always 50.0%

Occasionally 50.0%

Technology and development people are naturally solution orientated. With 70% of employer respondents actively encouraging feedback on their products and services, this positive action will not only enhance the business offering but also increase employee buy in and demonstrate what they bring to the business.

Does your management / leadership team actively encourage feedback from its employees on the company’s products, services, operations etc?

Always 70.0%

Occasionally 30.0%


Employee surveys are a valuable method of gathering feedback from the masses. Importantly, they provide a voice to those that may not often speak up. For an employer to take the spark of an idea or create a positive action from the findings will send a sense of value and belonging and encourage future participation into such activities.

Do you run internal employee surveys?


Regularly 10.0%

Occasionally 30.0%

Rarely 60.0%

60% of respondents don’t appear to offer their employees a structured career path. To engage and retain employees (certainly key employees) often calls for a clear career development plan. Employees who understand and buy the company vision are more likely to align their career trajectory and look to the long term and where they fit in.

Do you offer a structured career path for employees to work to?

Yes 40.0%

No 60.0%


It’s 50/50 when it comes to employers having structured salary reviews. When we say structured we don’t necessarily mean the once a year show down when a token increase is fought over, far from it.

Employees that understand the boundaries and objectives needed to warrant a salary increase are those most likely to push themselves beyond the day to day and help the company meet its desired goals. Everybody wins.

An effective review system should create a close environment and relationship between employer and employee. Regular one-to-ones and feedback sessions should open up discussion and feelings – be they positive, negative or career driven.

Do you have a formal salary review structure for employees?


Yes 50.0%

No 50.0%



Yes 90.9%

No 9.1%

A whopping 90.9% of respondents cite that finding the talent required is a challenge. No surprises here given the noise surrounding the skills shortage and demand for development and technology staff throughout the UK, let alone the South West. The impact of this figure however is driven home with 80% (!!!) of respondents feeling that their businesses have been held back by the lack of skilled candidates out there.

Have the challenges associated with sourcing the right, or enough of the right, technology / development skills held your business growth back at any stage?

Yes 80.0%

No 20.0%

Do you find that recruiting the right technology / development talent can be a challenge?

Acquisition, retention and training


What do you feel are the biggest barriers to acquiring the right and necessary technology talent?


90% of respondents feel the biggest challenge boils down to the lack of skilled people. As mentioned within our summary, there is big debate surrounding the need for educational establishment and employer to work collectively to produce work-ready employees. No easy feat but a very real situation.

It’s clear that candidates are capitalising on the situation and pushing to gain substantial financial reward. Naturally, this creates internal challenges due to excessive salary demands, existing structures and the effect on wider employees etc.

Competition is also clearly a key factor with so many vacancies available on the market. Our advice here - act fast, engage well, be flexible to meet people out of hours and maximise the time you have with the candidate from the outset. However, don’t panic buy.

100

Skills shortage Excessive salary demands

Volume of options to

candidates on the open market

Counter offers from existing

employers

Financial costs associated with

recruitment

80

20.0%

60

40

20

0

90.0%

70.0%60.0% 60.0%


What are the biggest challenges you face in retaining your technology / development staff?


Having a fresh project, product or technology to get stuck into are the most common reasons for Developers moving on, and not an easy one to overcome necessarily. If however, there are business plans afoot that may help retain people it’s another clear reason to ensure your communication channels are effective.

Do you offer any formal training / upskilling of technology / development skills?

100

Desire to move from agency to client side

Desire to work on new / different

technologies

Desire to work with

new products / services /

client base

Salary improvement

Move from permanent

employment to contracting

Other

80

27.3%

60

40

20

0

9.1%

54.5%

36.4%27.3%

18.2%

Good news, 72.7% of employer respondents are providing formal training to upskill their Developers. This is delivered across a blend of educational platforms.

Yes 72.7%

No 27.3%


For those that answered ‘Yes’ – How is this training delivered?


Do you offer an intern / apprenticeship scheme?

100

Online In-house External On the job

80

75.0%60

40

20

0

75.0%75.0% 75.0%

Yes 36.4%

No 63.6%



Is your business actively involved in supporting any external educational programmes?

A big topic, and one we touched on earlier. There is an evident pull between education and employer. We’ve heard numerous times that employers are unable to afford the time or budget to support intern / placement students. However, with companies requiring specific coding skills, it is challenging to fulfil such demands through education and creating employment ready candidates.

This is an area that requires serious consideration as the challenge looks set to increase. There is no getting away from the cost and time implications, however, with 90% of respondents stating that their business’s growth has suffered from the lack of talent available it’s a serious situation. A positive move has been made by a number of ADLIB clients who have developed internal academies, taking the matter into their own hands.

Yes 9.1%

No 90.9%

Section 2

The information in this section provides an insight into our contractor respondents.

Contractors


Male 95.5%

Female 4.5%

Section 2 – Contractors

What age are you?

Where do you live?

under 25 9.1%

25-30 4.5%

31-35 22.8%

36-40 40.9%

41-45 9.1%

46-50 9.1%

56-60+ 4.5%

Bristol 50.1%

Bath 4.5%

Dorset 4.5%

Devon 9.1%

Cardiff 9.1%

Other 22.7%

What gender are you?

About you


Has your formal education prepared you for your current position?

How did you learn your current trade?

What best describes your education level?

100

GCSE A level Diploma Bachelor Masters

80

60

40

20

0

22.7%18.2% 9.1% 9.1%

59.1%

Yes 31.8%

No 68.2%

Self-taught 73.3%

On the job 20.0%

Other 6.7%



How long have you been working within a technology / development focussed discipline?

What is your day rate?

0-3 years 9.5%

4-7 years 28.6%

8-10 years 14.3%

11-15 years 19.0%

16-20 years 23.8%

20+ years 4.8%

£201-£250 19.0%

£251-£300 14.3%

£301-£350 28.6%

£351-£400 9.5%

£401-£500 14.3%

£501+ 14.3%

Word of mouth 19.1%

Existing network 23.8%

Recruitment agency 23.8%

Online job boards 4.8%

Headhunted 9.5%

Other 19.0%


How do you find your contract / freelance opportunities?

Working life


What best describes your job title?

What coding languages do you work with in your current role?

Is freelancing / contracting your sole source of income?

Front End Developer 23.8%

Full Stack Developer 47.6%

Technical Lead / Director 14.3%

Technical Project Manager 4.8%

Other 9.5%

Yes 81.0%

No 19.0%

HTML5 JS (incl libraries

e.g Node, Angular,

React etc)

PHP C# Objective-C

Python Ruby Java C++ SQL Other

67.9%

85.7%90.5%

52.4%

4.8% 14.3%9.5% 19.0%19.0%19.0%

61.9%

9.5%

100

80

60

40

20

0



What do you most enjoy about contracting?

On what basis are you employed?

Cracking day rate 9.5%

Flexible working 9.5%

Variety of work 4.8%

Combination of all 76.2%

Ltd company 76.2%

Self-employed 23.8%



The skills shortage alone contributes towards creating a buoyant contractor market. No surprises, then, that over 76.2% are pretty well booked up. The response also supports the findings from our wider reaching sector survey published in January 2015 and demonstrates that contractor support is vital in keeping businesses and projects moving.

Would you consider taking a permanent role if the right thing came along?

How would you describe the level of contract opportunities available to you in the South West at present?

Few and far between 23.8%

A few occasional gaps 47.6%

I’m booked up 28.6%

indefinitely

Interestingly, 61.9% of contractors state that they would take a permanent role if the right thing showed itself. Given the volume of vacancies out there on the market, we’ve made a mental note to drill deeper in our next survey as to what the precise motivations would be around making this move.

Yes 61.9%

No 38.1%


http://www.adlib-recruitment.co.uk/images/uploads/library/Documents//ADLIB_Employment_Survey_2015.pdf

Section 3

The information in this section provides an insight into our permanently employed respondents.

Permanent Employees


What gender are you?

Male 86.6%

Female 13.4%

What age group are you within?

Where do you live?

under 25 10.4%

25-30 38.8%

31-35 17.9%

36-40 14.9%

41-45 7.5%

46-50 6.0%

51-55 4.5%

Bristol 50.6%

Bath 7.5%

Wiltshire 7.5%

Gloucestershire 4.5%

Dorset 6.0%

Devon 3.0%

Cardiff 3.0%

Other 17.9%

About you

Section 3 – Permanent Employees


Has your formal education prepared you for your current position?

How did you learn your current trade?

What best describes your education level?100

GCSE A level Diploma Bachelor Masters

80

60

40

20

0

11.9%11.9% 13.4%

65.7%

19.4%

Yes 64.7%

No 35.3%

Self-taught 43.5%

On the job 43.5%

External 4.3%training provider

Other 8.7%

Interestingly, 64.7% of permanent respondents (compared to 31.8% of contractor respondents) felt that their education prepared them for their current position.



How long have you been in your current position?

How long have you been working within a technology / development focussed discipline?

0-3 years 22.3%

4-7 years 22.3%

8-10 years 20.6%

11-15 years 19.0%

16-20 years 6.3%

20+ years 9.5%

0-3 years 85.7%

4-7 years 11.1%

8-10 years 3.2%

A huge 85.7% of respondents have been in post for 3 years or less. Consideration has to be given to the lure of opportunity in a world demanding a technological talent. Those that sit in the ‘Generation Y’ age group may not see job hopping in the same light as elder generations, but instead see this as an opportunity to enjoy career exploration, growth and reward.

Working life



How did you find your current position?

Word of mouth 12.7%

Existing network 17.5%

Recruitment agency 36.5%

Online job boards 20.6%

Headhunted 4.8%

Other 7.9%

What best describes your job title?

Front End Developer 19.0%

Full Stack Developer 31.8%

Back end Deveoloper 11.1%

Mobile Developer 4.8%

Technical Lead / Director 9.5%

Technical Project Manager 7.9%

Other 15.9%

What coding languages do you work with in your current role?

HTML5 JS (incl libraries

e.g Node, Angular,

React etc)

PHP C# Objective-C

Python Ruby Java C++ SQL Other

67.9%69.8% 71.4%

50.8%

9.5% 4.8% 3.2%11.1%

30.2%

17.5%

50.8%

4.8%

100

80

60

40

20

0



How satisfied in your current role are you?

How secure in your current role do you feel?

I’m miserable 4.8%

Some days are better 12.7% than others

Generally speaking it’s OK 36.5%

It’s pretty great 34.9%

I love it, love it, love it! 11.1%

Constantly worried 3.2%

Occasional jitter 15.9%

I’m safe (I think) 52.3%

Rock solid 28.6%

82.5% of respondents appear to be pretty happy right now. However, looking at it from an employer perspective, attention should be drawn to the 36.5% of respondents in the ‘just OK’ camp. What can be done to understand what’s holding them back from loving their jobs and what can be done to boost them?

No surprises here. Talent is in demand, employers are recruiting; in the main, people are feeling secure. Where the occasional jitter occurs, it’s possibly employee driven by those working within project led agency environments or tech startup businesses where funding is crucial to growth and security.

Satisfaction & security



How willing to move jobs would you say you are?

What are the key factors that would drive you to change jobs?

I’m actively looking 7.9%

If the right opportunity 65.1% knocks...

I’m going nowhere 27.0% for a while

Financial gain 23.8%

Better management 9.5%

Improved lifestyle 23.8%

Improved career 19.0% prospects

New learning 14.4% opportunities

Other 9.5%

A stat not to be taken lightly. 73% of respondents are either looking or would consider an opportunity if the right thing came along. Employers, we can hear ourselves harping on, however – engagement and understanding your employees means everything by way of reducing this figure. Get close and understand them.

Improved lifestyle is an unexpected result at 23.8%, with financial gain coming in at an equal level. Career progression follows at 19% and calls for employers and employees to be clear about what progression looks like, how it is reached and what impact it will bring each party are also noted.



Generally speaking, do you feel engaged with your company’s vision?

How often do you receive one-to-one reviews?

Once a week 7.9%

Monthly 22.2%

Quarterly 28.6%

Yearly 25.4%

Never 15.9%

Given that 91.7% of employers actively stated that they practised employee engagement, we have a 31.4% discrepancy in employees feeling engaged on this side of things.

With 60.3% feeling suitability engaged it is no surprise that 58.7% receive regular one-to-one reviews with their employers at least once a quarter.

Yes 60.3%

No 39.7 %



Do you have a clear career development plan?The plot thickens, however, with only 27% of employees stating that they have a clear career development plan. This will leave them susceptible to external opportunities when they come knocking. Completing the loop with a development plan will create a strong bond and communication channel between all parties.

Yes 27.0%

No 73.0 %



Do you get paid a bonus?

Is this position your sole source of income?

up to £25,000 12.9%

£26,000-£35,000 35.5%

£36,000-£45,000 33.9%

£46,000-£55,000 11.3%

£56,000-£65,000 4.8%

£66,000-£75,000 1.6%

Yes 88.7%

No 11.3%

Yes 30.6%

No 69.4%


What is your basic salary?

Salaries & benefits


How often do you have your salary reviewed?

What benefits do you currently receive?

Ad-hoc 22.6%

Annually 53.2%

I don’t 24.2%

20 14.5%

21 6.5%

22 6.5%

23 4.8%

24 6.5%

25 33.9%

26 6.5%

27 4.8%

28 4.8%

29 1.6%

30 9.6%

How many days of holiday do you receive?

Pension Healthcare Flexitime Life assurance

Health & wellbeing benefits

Great office

environment

Other

58.1%

29.0%21.0% 19.4%

40.3%

21.0%

35.5%

100

80

60

40

20

0


Section 4

Living in the South West


Are you originally from the South West?

Yes 50.0%

No 50.0%

With Bristol and Bath selected as high growth creative and digital hotspots by the UK Government, the region is in the spotlight as a top place to live and work. The region has enjoyed a very evident increase of new businesses and agencies opening operations, but what are the key factors that influence people being drawn to (or remaining in) the South West.

If ‘yes’ – Why have you decided to remain in the South West?

Career opportunities 2.1%

Lifestyle / culture 40.4%

Family / friends 42.6%

Education 4.3%

Other 10.6%

A pattern! The 50/50 split mirrors the results from our wide reaching sector survey earlier in 2015.

Family and friends as well as lifestyle are the top reasons for people from South West deciding to stay here. However, 21.3% of those who relocated have been enticed by the career opportunities available, with lifestyle also a clear pull at 31.9%.

Section 4 – Living in the South West

http://www.techcityuk.com/wp-content/uploads/2015/02/Tech%20Nation%202015.pdfhttp://www.adlib-recruitment.co.uk/images/uploads/library/Documents//ADLIB_Employment_Survey_2015.pdf


In the main, do you feel the South West is buoyant with career opportunities?

Yes 78.3%

No 21.7%

It’s 2015 and 78.3% of respondents are feeling optimistic about the future and the prospects of developing a career within the South West digital and technology sectors. Great news!

If ‘no’ – What most attracted you to the South West?

Career opportunities 21.3%

Lifestyle / culture 31.9%

Family / friends 19.1%

Education 23.4%

Other 4.3%



Do you feel there are enough quality industry networking and events held in the region?

Do you regularly attend industry networking and events held in the region?

Yes 51.1%

No 48.9%

Yes 33.7%

No 66.3%

Only 33.7% of respondents enjoy attending events and networking, however 51.1% feel that there are enough networking events taking place. So, what would attract more people to get involved? We cast an open forum with suggestions put forward. Suggestions range from an increase in live cast talks, more hackathons and a forum / support network to those working in the sector who are over 50.



Is there anything specific you’d like to see (or see more of) within the region that would further promote the technology / digital sector as a great place to live and work?And our respondents said …

““““

““““

“

”””

”””

””

”

Big international conferences.

Bournemouth has done an excellent job of branding itself as the best place outside London for Digital Startups. Plymouth and Exeter should be able to out-do Bournemouth on this!

I would like to see the local council and tourism office work together with the private sector to promote Bristol more in terms of career and lifestyle.

More in the way of hands on development training in the area at a reasonable cost at a time when training is becoming more impersonal thanks to things like Code School and Pluralsight.

Links to silicon valley.

Incubators / office spaces with good facilities that charge ‘pay as you go’ rates, host talks and skillshares etc.

A South West tech hub to rival London, with large companies backing it. In fact, have smaller tech hubs all over the country. Not just all in one place, London.

Government/EU investment in Devon. A university in North Devon. Better transport network in Devon.

There needs to be more stuff in Cheltenham. As it’s sandwiched between Birmingham and Bristol, there seems to be little around here in terms of networking, the developer community is fairly unengaged.


Section 5

Permanent & Contract

Salaries


The following information is based on a combination of survey response, client briefs taken and placements made by ADLIB. We stress the importance of context when making salary comparisons based on job title. In many cases there is a significant variance between the bottom end and top end of salaries paid. If you choose to make a comparison, consideration should be paid beyond simply job title. For example, take into account the business proposition, any client base, specialist knowledge, time of establishment and management responsibilities. All of which will influence salary.

Salaries & contract rates

Section 5 – Salaries


Permanent Contract (rate per day)

Junior Mid Senior Director / C Level Junior Mid Senior

Front End Developer £23,000 £30,000 £37,000 £45,000 £180 £300 £375

Full Stack Developer £26,000 £32,000 £38,000 £45,000 £200 £300 £400

Back End Developer £23,000 £30,000 £37,000 £45,000 £200 £300 £400

Mobile Developer £24,000 £32,000 £42,000 £50,000 £200 £300 £400

Technical Lead / Director £45,000 £55,000 £65,000 £75,000 £400 £500 £600

QA / Tester £22,000 £28,000 £35,000 £45,000 £150 £250 £400

Technical Project Manager £40,000 £50,000 £60,000 £70,000 £300 £400 £500

Business Analyst £35,000 £45,000 £55,000 £65,000 £300 £400 £500

Solutions Architect £42,000 £52,000 £62,000 £75,000 £300 £400 £500

Technical Support £18,000 £27,000 £35,000 £45,000 £150 £250 £350

HTML5 £18,000 £28,000 £38,000 £48,000 £150 £275 £425

JS £23,000 £32,000 £42,000 £50,000 £225 £325 £425

PHP £20,000 £30,000 £40,000 £50,000 £225 £325 £425

C# £22,000 £32,000 £42,000 £55,000 £225 £325 £425

Objective C £23,000 £33,000 £43,000 £55,000 £250 £350 £450

Python £20,000 £30,000 £40,000 £50,000 £225 £325 £425

Ruby £20,000 £30,000 £40,000 £50,000 £225 £325 £425

Java £20,000 £30,000 £40,000 £50,000 £225 £325 £425

C++ £20,000 £30,000 £40,000 £50,000 £225 £325 £425

Technology

Junior Non-management level Typically 0-3 years’ exp.Mid Mid management level Typically 3-7 years’ exp.Senior Senior management level Typically 8+ years’ exp.Director / C Level Board or director status

Guide

Section 5 – Salaries


If you would like market specific information please feel free to get in touch with the ADLIB team.

Agency People

Digital Specialists eCommerce Specialists

Client Side People Creative People

Technology & Development

The most knowledgeable, honest and straightforward digital, marketing, creative, technology and eCommerce recruiters you will ever meet.

For close to 15 years we’ve immersed ourselves in the digital, marketing, creative, eCommerce and technology communities. Out of this has arisen a highly respected and experienced team regularly called on to share their unrivalled knowledge and connect the finest talent with ambitious start-ups, thriving SMEs, agencies of all shapes and sizes, challenger brands and global organisations.

Find us at The Pithay, All Saints Street, Bristol BS1 2NB

Contact us on 0117 9269530 or [email protected]

Creating teams. Shaping futures.

Connect with us at www.linkedin.com/adlibrecruitment

Follow us on @adlibrecruit

http://www.adlib-recruitment.co.uk/creative-peoplehttp://www.adlib-recruitment.co.uk/agency-peoplehttp://www.adlib-recruitment.co.uk/ecommerce-specialistshttp://www.adlib-recruitment.co.uk/client-side-peoplehttp://www.adlib-recruitment.co.uk/technology-developmenthttp://www.adlib-recruitment.co.uk/digital-specialists-sectorhttp://www.adlib-recruitment.co.uk/agency-peoplehttp://www.adlib-recruitment.co.uk/digital-specialists-sectorhttp://www.adlib-recruitment.co.uk/ecommerce-specialistshttp://www.adlib-recruitment.co.uk/client-side-peoplehttp://www.adlib-recruitment.co.uk/creative-peoplehttp://www.adlib-recruitment.co.uk/technology-developmenthttps://www.linkedin.com/company/adlibhttps://twitter.com/adlibrecruit

PrefaceHow 2014 stacked up for ADLIBSection 3 – Permanent Recruitment – Salaries & benefits

Technology & Development - ADLIB Recruitment...How 2015 is stacking up for ADLIB 04 Section 1 –...

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