Salary Guide 2017 Ireland

Transcription

1 Salary Guide 2017 Ireland

2 Sigmar Recruitment, established in 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire recruitment process and managed service spectrum. Winner of 35 awards for recruitment excellence and workplace culture, we employ over 120 industry specialists in Dublin, Cork, Galway and Tralee. Our experience extends across: Accountancy & Finance, Aviation, Banking & Financial Services, Construction & Property Services, Engineering, HR, IT, Insurance, Legal, Life Sciences, Marketing, Medical Devices, Multilingual, Sales and Supply Chain. Find out more about us at Dublin 13 Hume Street, Dublin D02 F861 Tel: +353 (0) dublin@sigmar.ie Galway Dockgate, Dock Road, Galway H91 PC04 Tel: +353 (0) galway@sigmar.ie Cork 33 South Bank, Crosses Green, Cork T12 F611 Tel: +353 (0) cork@sigmar.ie Tralee Unit 4, Liber House, Monavalley Business Park, Tralee V92 NN80 Tel: +353 (0) tralee@sigmar.ie

3 Salary Guide Ireland 2017 Contents Introduction... 1 Accountancy & Finance... 2 Aviation... 8 Banking & Financial Services Construction & Property Services Human Resources Insurance IT Legal Marketing Medical Devices Multilingual Office Support & Administration Sales Science & Manufacturing Supply Chain... 63

4 Welcome to the Sigmar Recruitment Salary Guide 2017 What a year 2016 was! In a year of historic events, the global economic landscape was concerned with the two big unlikely political results and, in particular, it s impact on Ireland s economy and employment. The prospect of Brexit and the newly elected US President raised concerns for the continued growth in employment in Ireland. The full impact of these upsets remains to be seen and may be wide reaching, but the immediate impact on employment in Ireland has been net positive. At the end of the year unemployment had dropped to 7.2%, the lowest figure since August 2008 and employment topped two million people for a post-recession high. In many areas demand and supply increased. This was notable in financial services in particular, where Irish professionals are returning from London and many banking/financial organisations are growing their Irish operations. This balance, so far, has been favourable in increasing employment, without significant salary inflation. In general, we are expecting average salaries to increase in the region of 4 to 5%, but this is partially explained by relatively more senior roles moving to Ireland. The strength of financial services will also benefit professional services in general, in Ireland rightly, should compete with Germany and the Netherlands to allow London based organisations to balance their European presence. There are obviously some challenges (e.g. commercial and residential property) but overall Ireland presents the strongest business case for UK banks looking for additional European presence. Steady growth in these areas does auger well for Ireland in coming years. In terms of sectors, the largest relative growth in employment is in construction. Strong demand in ICT, pharmaceutical and analytics is continuing, but construction/engineering requirements have grown the sharpest. This too is reflected in the highest wage inflation at closer to 10%. It has to be pointed out though that it is calculated from a lower base cost. All signs, so far, indicate that investment from expanding US companies into Europe continuing to come to Ireland are positive. There is a very strong pipeline of new companies visiting Ireland and excellent retention/ expansion in current operations. As long as Ireland remains competitive, this trend should continue into So in an uncertain world, employment in Ireland is still on a positive trajectory. Certainly at Sigmar we anticipate placing 25% more people in 2017 after 5 years of strong growth. Challenges remain, but there are many reasons to be positive. Adrian McGennis CEO

5 Accountancy In Demand for 2017 Financial Services Hot Jobs Financial Accountant Solvency II Accountant Internal Auditor External Reporting Accountant Financial Analyst Top Skills Forensic Skills (Auditing) Systems Implementation Skills Project Management Skills Transformation Skills Salaries in 2017 Salaries in the financial services sector grew as expected in 2016 by around 5-10% depending on the specialism. It is anticipated that growth will continue in 2017 at a similar or faster pace depending on how many new companies select Ireland as their base for their post Brexit home. Potentially exciting times on the horizon within financial services due to Brexit. The accountancy job market remained healthy during 2016 with modest growth experienced across the various sub sectors including banking, insurance and investment funds. Whilst there is no longer multiple new financial services companies entering the market compared to a decade ago, many of the large domestic and international employers within the financial services sector added additional headcount to their Irish operations. This was in addition to a higher degree of staff turnover, resulting in more opportunities for jobseekers could potentially be a strong year when it comes to growth within the financial services accountancy job market. The net gains from companies already located in Ireland is set to continue with both permanent and contract jobs being added to existing headcount. Whilst question marks will remain for some time against all US companies in Ireland until the incoming US Republican policies are clearly laid out, the financial services sector in Ireland could benefit significantly from the result of the Brexit vote. There is already talk of some of the world s largest financial services companies in London relocating their HQs to Ireland or growing their presence here signifanctly. This would undoubtedly be a positive move which would benefit many of the qualified accountants working within the financial services sector as it will present ample employment opportunities.

6 Accounts Receivable 25-32k 32-36k 36k k 28-34k 34k + Accounts Payable 25-32k 32-36k 36k k 26-28k 34k + Transfer Pricing Specialist 50-55k 55-60k 65k k 45-55k 55k + Group Accountant 50-55k 55-60k 60k k 50-55k 55k + Statutory Accountant 50-55k 55-60k 60k k 50-55k 55k + Financial Planning and Analysis 50-55k 55-60k 60k k 50-55k 55k + MI Analyst 50-55k 55-60k 60k k 50-55k 55k + Business Analyst 45-50k 50-55k 55k k 45-50k 50k + Pensions Accountant 45-50k 50-55k 55k k 45-50k 50k + Solvency II Accountant 50-55k 55-60k 60k k 50-55k 55k + Part Qualified Accountant (Reg Reporting, Fin Reporting, Global Markets, Group Finance etc.) 30-35k 35-45k 45-50k 28-32k 32-40k 40-45k SPV Accountant 50-55k 55-60k 60k k 50-55k 55k + Sox Accountant 50-55k 55-60k 60k k 50-55k 55k + Compliance Accountant 50-55k 55-60k 60k k 50-55k 55k + Treasury Accountant 50-55k 55-60k 60k k 50-55k 55k + Internal Auditor 50-55k 55-60k 60k k 50-55k 55k + Regulatory Reporting Accountant (Qualified) 50-55k 55-60k 60k k 50-55k 55k + Financial Reporting Accountant (Qualified) 50-55k 55-60k 60k k 50-55k 55k + Finance Analyst (Qualified) 50-60k 60-65k 65k k 50-55k 55k + Management Accountant (Qualified) 50-60k 60-65k 65k k 50-55k 55k + Financial Accountant (Qualified) 50-60k 60-65k 65k k 50-55k 55k + Compliance Manager 60-70k 70-80k 80k k 60-65k 65k + Treasury Manager 60-70k 70-80k 80k k 60-65k 65k + Internal Audit Manager 60-65k 65-70k 70k k 60-65k 65k + Finance Manager 60-65k 65-75k 75k k 60-65k 65k + Financial Reporting Manager 60-65k 65-75k 75k k 60-65k 65k + Head of Financial Reporting 70-80k 80-90k 90k k 75-80k 80k + Financial Controller 70-80k 80-90k 90k k 65-70k 75k + Finance Director k k 110k k k 100k + Top Tip For 2017 With an increasing number of jobs in the financial services market that have responsibilities linked to projects, a qualification in project management on your CV will make you more employable.

7 In Demand for 2017 Industry & Commerce Hot Jobs Financial Analyst Financial Accountant Internal Audit Commercial Accountant System/Project Accountant Top Skills Additional European Language US GAAP/IFRS Financial Analysis/Cost Accounting Audit Training Process Improvments/ Systems Implementations Salaries in 2017 Salaries have increased in all areas of accountancy within the industry sectors with particular growth experienced on commercial roles. Industry salaries expected to increase further in As expected, the market for industry accounting jobs grew throughout We have seen a large increase in the number of permanent positions available as well as growth across various sectors including pharmaceutical, tech/software, construction and manufacturing. Employer confidence has returned and the rise in the amount of permanent recruitment being undertaken has been quite substantial. We have seen a noteworthy increase in the need for financial analysts, business partners and commercially focused accountants across many sectors with a particular demand for qualified Big 4 or Top 10 audit trained accountants for these jobs. Ireland, with Dublin in particular, is viewed as a favoured location for start-up companies and EMEA hubs. This is one of the key drivers for the growth we have seen in the accountancy jobs market last year, which is set to continue in Brexit and the Trump administration in the US has brought a lot of uncertainty to the Irish economy. The shift in the sterling exchange rate has had an immediate negative impact on Irish companies who export to the UK. It is likely that some sectors within the industry sector will reduce their hiring rate in 2017, due to these economic challenges. On the plus side however, Brexit will undoubtedly create some positives for the Irish economy with a few large international companies potentially leaving London and choosing Ireland as a destination for their EMEA headquarters. We have witnessed a significant rise in salaries for contract positions in order to attract and retain the right candidates. Many employers in Ireland are steadily increasing remuneration packages in order to ensure that they have the right people in place to undertake the key jobs within their businesses. Top Tip For 2017 Constantly upskill! If you get a chance to be part of a system implementation or process improvement project in work, then definitely get involved.

8 Accounts Assistant/Technician 25-30k 28-35k 35k k 26-30k 30k + Accounts Receivable/OTC 25-30k 30-35k 35k k 26-30k 30k + Accounts Payable/P2P 28-30k 30-35k 35k k 26-30k 30k + Accounts Payable Team Leader 38-42k 42-48k 48k k 35-40k 40k + Accounts Payable Manager 42-45k 48-58k 58k k 45-48k 48k + Credit Control 26-30k 30-35k 38k k 28-30k 30k + Credit Control/AR Team Leader 30-40k 40-45k 45k k 35-38k 38k + Credit Manager/AR Manager 45-50k 50-60k 60k k 45-50k 50k + Payroll Administrator 28-30k 30-38k 38k k 27-30k 32k + Payroll Manager 38-40k 40-50k 50k k 35-40k 42k + Part Qualified/Assistant GL Accountant 30-32k 33-40k 40k k 30-35k 35k + Finalist 38-40k 42-45k 48k k 40-45k 45k + Financial/GL/R2R Accountant 50-52k 53-60k 60k k 45-50k 50k + Treasury Accountant 50-52k 52-58k 60k k 45-50k 50k + Treasury Manager 58-62k 63-70k 70k k 55-60k 65k + Revenue Accountant 50-54k 55-60k 60k k 42-45k 48k + Revenue Manager 65-70k 70-75k 75k k 60-65k 65k + Regulatory Accountant 50-55k 55-60k 60k k 45-50k 50k + Regulatory Manager 65-70k 70-80k 80k k 60-65k 70k + Statutory Accountant 50-54k 55-60k 60k k 45-50k 55k + Cost Accountant 50-54k 55-60k 60k k 42-46k 46k + Management Accountant 50-54k 55-60k 60k k 42-46k 46k + Fixed Assets Accountant 50-54k 55-60k 60k k 42-46k 46k + Systems Accountant 52-57k 55-65k 65k k 50-55k 55k + Process Improvement Senior (LEAN, SOX, SIX Sigma, etc.) Process Improvement Manager (LEAN, SOX, SIX Sigma, etc.) 65-70k 70-75k 75k k 60-65k 65k k k 100k k 75-80k 80k + Financial Analyst 50-55k 55-65k 65k k 45-50k 55k + FP&A Manager 60-70k 70-80k 80k k 60-65k 65k + VAT Accountant 50-54k 55-60k 60k k 45-50k 50k + VAT Manager 60-65k 65-75k 75k k 60-65k 65k + Tax Accountant 50-54k 55-60k 60k k 45-50k 50k + Tax Manager 60-65k 65-75k 75k k 65-70k 70k +

9 Internal Auditor 52-58k 58-65k 65k k 45-50k 55k + Internal Audit Manager 70-80k 80-90k 90k k 70-75k 75k + Head of Audit & Compliance 80-90k k 100k k 75-80k 80-85k Finance Manager 60-70k 70-75k 75k k 60-65k 65k + Financial Controller/Head of Finance 70-85k 85-95k 95k k 70-75k 75k + CFO/Financial Director 85-95k k 110k k 85-95k 100k + In Demand for 2017 Practice Hot Jobs Audit Senior Advisory Consultant Corporate Finance Tax Accountant Risk Consultant Top Skills External/Internal Audit Skills Advisory Consulting Risk Management Domestic/International Tax Skills Salaries in 2017 A combination of factors will drive an increase in the average salary offered in practice as the firms battle to attract and retain talent. We anticipate that the demand for trainee accountants and qualified accountants will increase significantly allowing for salary increases of 5-10% in For senior level roles we believe that candidates can demand higher salaries due to the limited supply of expertise in this area. The practice jobs market continues to expand with significant growth within the consulting practices of the Big 4 firms due to the constantly changing needs of their customers in this uncertain global economic environment. The accountancy practice jobs market continued to expand in 2016, despite the challenges many organisations face when it comes to attracting and retaining employees. The Big 4 and Top 10 firms have developed various marketing campaigns to attract international talent seeking job opportunities outside of their home territories. With the impact of Brexit and other economic forces at play, many practices see this as an opportunity to hire professionals in an advisory capacity as they grow this area of their business. It is not just the Top 10 firms who expanded over the past 12 months. We also saw significant growth among small and medium sized accounting firms who hired at a faster pace. There is every reason to believe that this trend will continue with a growing Irish economy in 2017, albeit with a little uncertainty in the background. This growth will ensure that there is a continued demand for experienced auditors, tax consultants and accounting advisors in Practices will however struggle to retain staff due to the appeal of working in industry and the competitiveness between firms.

10 Top Tip For 2017 Attending seminars and courses in relation to changes in the finance area is crucial for your development, especially if you work in practice. ADVISORY Advisory Senior (Qualified) 53-58k 45-50k Advisory Manager 58-68k 50-60k Advisory Senior Manager 70-90k 63-83k Advisory Director k k EXTERNAL AUDIT Audit Semi Senior (Part Qualified) 20-35k 19-32k Audit Senior (Part Qualified/Qualified) 38-52k 30-45k Assistant Audit Manager 52-58k 50-55k Audit Manager 58-68k 50-60k Audit Senior Manager 70-85k 65-80k Audit Director k k TAXATION Tax Semi Senior (Part Qualified) 23-35k 16-32k Tax Senior (Part Qualified/Qualified) 48-55k 35-50k Tax Assistant Manager 53-58k 50-55k Tax Manager 58-65k 50-60k Tax Senior Manager 70-85k 65-80k Tax Director k k All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. Never miss an accountancy job Follow Get in touch with our team by ing or call us on

11 Aviation In Demand for 2017 Hot Jobs Quality Auditor Quality and Compliance Manager Technical Service Engineer Captain Ireland s aviation sector is recognised as one of the top global hubs for airlines and leasing operations. Top Skills Quality and Compliance Engineering Pilot Crew Planning Flight Operations The Irish aviation landscape grew significantly in 2016, with Ryanair, CityJet, Aer Lingus and Norwegian Air all expanding their operations. With Cork airport now on an expansion drive this will provide even more opportunity for newly qualified candidates and experienced experts looking for new challenges. Salaries in 2017 Salaries are on the increase, particularly in the hard to get skills areas. It s important to ensure you are benchmarked against the right scales, as some areas such as tech and quality, will have higher salaries given the training and years of experience required. Other areas are more in line with non-airline industries, so ensure you have the right information before applying for a salary increase. Top Tip For 2017 Make sure to upskill within your specialist area and update your CV regularly with new qualifications. Ask for endorsements and references on LinkedIn and if you re not already on LinkedIn, get an account. It s free and one of the easiest ways for head hunters to find you.

12 ENGINEERING Maintenance Engineer 26-30k 30-36k 36-45k 26-30k 30-36k 36-45k Maintenance Operations Control Engineer 28-35k 35-45k 45-65k 28-35k 35-45k 45-65k Technical Services Engineer 40-50k 50-60k 60-80k 40-50k 50-60k 60-80k Technical Services Manager 60-65k 65-80k k 60-65k 65-80k k FLIGHT OPERATIONS Crew Planner 25-30k 30-40k 40-45k 25-30k 30-40k 40-45k Crewplan Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k OCC Officer 25-30k 30-40k 40-45k 25-30k 30-40k 40-45k OCC Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k Flight Operations Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k Deputy Director Flight Operations 60-70k 70-80k 80-90k 60-70k 70-80k 80-90k Director Flight Operations 70-75k k k 70-75k k k GROUND OPERATIONS Ramp Supervisor 25-30k 30-38k 38-45k 25-30k 30-38k 38-45k Ground Operations Supervisor 30-35k 35-40k 40-45k 30-35k 35-40k 40-45k Ground Operations Manager 50-55k 55-65k 65-80k 50-55k 55-65k 65-80k Director Ground Operations (Postholder) k k k k PROCUREMENT Procurement Officer 30-34k 34-40k 40-55k 30-34k 34-40k 40-55k Procurement Manager 50-60k 60-70k 70-80k 50-60k 60-70k 70-80k Head of Procurement 70-80k k k 70-80k k k Group Head of Procurement - 100k k - 100k k

13 QUALITY & COMPLIANCE Quality Auditor Flight Operations 45-50k 55-60k 65-75k 45-50k 55-60k 65-75k Quality Auditor Tech Operations 45-50k 55-60k 65-75k 45-50k 55-60k 65-75k SAFETY Safety Analyst 30-35k 40-45k 50-55k 30-35k 40-45k 50-55k Safety Manager 45-50k 50-60k 60-70k 45-50k 50-60k 60-70k Safety Director 70-80k 80-90k 100k k 80-90k 100k + SECURITY Director Security and Emergency Response 55-65k 60-80k 80-95k 55-65k 65-80k 80-95k TRAINING Training Manager 50-55k 55-60k 60-70k 50-55k 55-60k 60-70k Training Director 60-70k 70-90k 100k k 70-90k 100k + All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. Get in touch with our team by ing info@ sigmar.ie or call us on

14 Banking & Financial Services In Demand for 2017 Hot Jobs Risk Analyst Regulatory Analyst Operation Specialist Funds & Asset Management Data Analyst Credit/Loan Specialist How will Canary Wharf mapping a post Brexit future impact the Banking & Financial Services market in Ireland in 2017? Top Skills Quantitative & Mathematical Compliance & Risk Securities Operations Business Analysis QFA Salaries in 2017 Salaries have not increased in any significant way over the last 12 months but due to competition for talent and retention counter-offer strategies, many employers seem more prepared to offer prospective employees the latter end of the market salary ranges for their positions. No doubt future scholars will come to think of 2016 as the year that triggered changes. It was a year packed with global headline news, where the phrase that was unexpected became the norm. Few would have expected that entering 2017 we would be trying so hard to position ourselves for the volatility and unpredictability of what is still to come. New world leaders, Brexit, bond markets in turmoil and over exposed European banks which were highlights of 2016 leave us with more questions than answers for One valuable lesson of history for the banking and financial services industry in Ireland is that opportunity exists in times of uncertainty. Top Tip For 2017 In order to stay ahead of competition for new career opportunities, it is important for candidates to invest in themselves through further education, to complement their existing skillset.

15 Thoughts on the Market Sigmar Recruitment Salary Guide Counter-offers on the Rise The rise of counter-offers in the recruitment process has risen significantly, in comparison to previous years, as businesses have become more sophisticated in addressing retention issues. Recruiters have had to cast their talent nets further across Europe, to seek appropriate talent for client vacancies and this trend will no doubt continue this year. Growth of Fund Administration Sector The fund administration sector which employs over 13,000 professionals in Ireland and which has over 3.8 trillion in assets under administration is set to confront its own challenges in Widespread merger and acquisition activity in the hedge fund administration arena could well change the employer market landscape in this sector here in Ireland. Small and medium sized fund administrators are finding it more difficult to compete against the larger administrators who are looking to get bigger and as such more acquisitions and mergers are predicted. With the uncertainty of Brexit some UK asset managers with EU investors are considering redeploying parts of their operations to other European cities including Ireland which as a consequence could lead to employment opportunities. Opportunities in Big Data/Fintech Two other prominent areas which have major implications for shaping Ireland s financial services employment market are Big Data and Fintech. Big Data has landed on our shores and the industry is expected to grow considerably over the coming years. Industry experts also believe over 5,000 jobs could be created in Ireland s Fintech sector over the next 5 years. The financial services sector is more focused on technology innovation today than at any other point in its history. Some of the larger financial services groups have located their R&D innovation labs in Ireland whilst others have set up next generation analytics centres and cybersecurity centres here too. The race to attract technology s brightest professionals to the financial services industry is heating up. Securities The outlook overall for the securities industry here in 2017 remains positive. Apart from asset managers there have been a number of investment banks also looking at Ireland and there is a likelihood that some will apply for licences in Ireland in early The upshot of this is still unclear in the short term and as such may not impact us over the course of A more likely argument is that some of the larger international players who already have an operation here may well look to have other elements of their back office and middle office businesses serviced in Ireland and therefore use this time of uncertainty to move a number of units to our shores. Decline in Contract Positions Interim talent solutions such as offering contracts and temporary assignments, albeit an effective way for organisations to fulfil many of their variable requirements, have declined somewhat in appeal over the course of The availability of more permanent opportunities and pay rate levels for contractors and temps were the prime reasons why their appeal declined. There has been an increase in interim talent solution demand for project managers and business analysts, indicating a high level of projects taking place across many financial services groups. Companies with high skills demands have started to become more talent market aware over the course of 2016 and many are now open to offering fixed term, part-time and interim contracts to professionals who do not want to, or are not in a position to, avail of a permanent opportunity. This has given organisations the ability to capture talent across new pools including 1G visa professionals and those wishing to return to work on a part-time basis. Uncertainty seems to be the overwhelming theme for While there are many indications that positive things could be in play for the financial services employment market in Ireland, there are still too many variables in the mix globally that could impact our shores. Until the mist of uncertainty lifts it will be business as usual in 2017 where financial services employers in Ireland will still compete to attract, recruit and retain talent. Never miss a banking job Follow

16 Fund Administration Salaries taken as annual in euros, based on working in Ireland. Contract rate is daily in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. FUND ACCOUNTING Annual Salary ( ) Contract/Temp Daily Rate ( ) Fund Accountant 28-32k Senior Fund Accountant 32-38k Fund Accounting Supervisor 38-45k Fund Accounting Manager 50-65k Head of Fund Accounting k The ETF industry continues to grow rapidly across the globe and Irish domiciled ETFs are set to grow to 719 billion by 2021, representing an annual growth rate of in excess of 27%. The Irish market is well placed to accommodate this growth due to its existing skilled fund servicing talent pool. TRANSFER AGENCY Annual Salary ( ) Contract/Temp Daily Rate ( ) Fund Accountant 26-30k Senior Transfer Agency Administrator 30k Transfer Agency Supervisor 35-45k Transfer Agency Manager 50-70k Head of Transfer Agency k INVESTOR ONBOARDING Annual Salary ( ) Contract/Temp Daily Rate ( ) IOB Administrator 28-32k IOB Senior Administrator 35-38k IOB Supervisor 40-45k IOB Assistant Manager 50-60k IOB Manager 60-75k

17 TRUSTEE Annual Salary ( ) Contract/Temp Daily Rate ( ) Trustee Administrator 28-32k Senior Trustee Administrator 32-40k Trustee Supervisor 40-50k Trustee Manager 60-80k CUSTODY Annual Salary ( ) Contract/Temp Daily Rate ( ) Custody Administrator 24-30k Senior Custody Administrator 30-38k Custody Supervisor 40-55k Custody Manager 55-75k Head of Custody 65-90k saw a surge of roles requiring candidates to work shift-work hours either early mornings or late evenings in order to accommodate various financial markets. Going forward into 2017 it is likely that this trend will continue. While it has been challenging to educate the talent market on the value proposition of working non-traditional hours, more still needs to be done to encourage professionals to consider a career outside of traditional working hours. PRICING Annual Salary ( ) Contract/Temp Daily Rate ( ) Pricing Administrator 28-35k Pricing Senior Administrator 35-40k Pricing Supervisor 40-45k Pricing Assistant Manager 45-50k Pricing Manager 50-65k TRADE OPERATIONS/SETTLEMENTS Annual Salary ( ) Contract/Temp Daily Rate ( ) Settlements Administrator 25-30k Settlements Senior Administrator 30-40k Settlements Supervisor 40-45k Settlements Assistant Manager 45-50k Settlements Manager 50-60k

18 CORPORATE ACTIONS Annual Salary ( ) Contract/Temp Daily Rate ( ) CA Administrator 26-32k CA Senior Administrator 32-40k CA Supervisor 40-50k CA Assistant Manager 45-60k CA Manager 50-80k Banking RETAIL BANKING Annual Salary ( ) Contract/Temp Daily Rate ( ) Customer Service Executive 28-35k Financial Advisor 30-40k Senior Financial Advisor 35-45k Retail Banking Team Leader 30-40k Branch Manager 40-60k While the main banks are now back in profit there still remains a lot of challenges ahead for the retail banking sector. There have been salary increases but these remain quite low and voluntary redundancies are still in place among the main players. There has been an increase in opportunities in the area of SME lending and demand for skilled professionals in loan restructuring is steady. LENDING OPERATIONS Annual Salary ( ) Contract/Temp Daily Rate ( ) Customer Service Executive 26-35k Collections Officer 30-40k Lending Arrears Specialist 35-45k Lending Arrears Team Leader 50-60k Credit Analyst (0-5 years exp.) 35-50k Credit Analyst (5+ years exp.) 50-60k Portfolio Manager (0-5 years exp.) 40-60k Portfolio Manager (5+ years exp.) 50-80k Restructuring Manager 50-70k Operations Manager k

19 There has been an increase in property management and private equity groups establishing a presence in Ireland, buying banking loan portfolios and offering permanent opportunities to property and lending professionals. COMPLIANCE & RISK Annual Salary ( ) Contract/Temp Daily Rate ( ) Fraud Risk Officer 40-50k Fraud Risk Manager 60-80k Operational Risk Executive 40-60k Operational Risk Manager 60-80k Quantitative Risk Analyst 50-60k Quantitative Risk Manager 70-90k Risk Officer 40-70k Risk Manager 60-80k Head of Risk k AML Officer 30-40k Compliance Officer 40-50k Compliance Manager (3-5 years exp.) 50-65k Compliance Manager (5-7 years exp.) 60-80k Head of Compliance k The demand for compliance and risk professionals is not new but amid increasingly strict regulations in an ever changing market, demand has been and will continue to be, strong for professionals with expertise in these areas. Treasury, Middle Office & Payments WEALTH MANAGEMENT/STOCKBROKING Annual Salary ( ) Contract/Temp Daily Rate ( ) Junior Stockbroker 30-45k Stockbroker 50-80k Client Service Executive 30-40k Assistant Portfolio Manager 40-60k Portfolio/Wealth Manager 50-80k

20 TREASURY/MIDDLE OFFICE Annual Salary ( ) Sigmar Recruitment Salary Guide 2016 Contract/Temp Daily Rate ( ) Settlements Administrator 28-35k Payments Specialist 30-45k Treasury Administrator 35-45k Treasury Manager 50-80k BACK OFFICE Annual Salary ( ) Contract/Temp Daily Rate ( ) Payments Specialist 28-32k Senior Payments Specialist 30-35k Payments Manager 40-60k Reconciliations Administrator 30-35k Senior Reconciliations Administrator 35-40k Reconciliations Manager 40-50k Settlements Administrator 30-40k Senior Settlements Administrator 40-50k Settlements Manager 50-60k Cash Management Administrator 30-40k Senior Cash Management 35-45k Cash Management Manager 40-60k CLIENT SERVICES Annual Salary ( ) Contract/Temp Daily Rate ( ) Client Services Administrator 26-30k Senior Client Services Administrator 30-35k Client Services Supervisor 35-45k Client Services Manager 45-60k Head of Client Services k Get in touch with our team by ing financial@sigmar.ie or call us on

21 Construction & Property Services In Demand for 2017 Hot Jobs Quantity Surveyor Estimator Structural Design Engineer Site Engineer Building Services Design Engineers Demand for construction professionals rising and salaries are following. Salaries in 2017 Top Skills Building Information Modelling (BIM) skills in creating, reviewing and interpreting drawings Quantity surveying or construction economics qualification Developments in construction contracts - recent legal changes in construction contracts, particularly for quantity surveyors, project and contracts managers; also knowledge of public work contracts Site engineering/setting out skills Trades such as carpenters and electricians Salaries have increased in the last year, in the region of approximately 10%. Certain roles have seen more significant increases, such as quantity surveyors and project/contracts managers for large scale projects. This reflects the low supply of qualified professionals in these areas. There may well be further increases right across the industry in the coming year depending on growth of projects, but this could very well be mitigated if a significant number of our expat professionals return to Ireland. Top Tips For 2017 As has been the case in recent years, the use of BIM is increasing across projects and some contractors and consultancies are using it for all of their project processes. For CAD, design engineers and other construction professionals it is important to develop skills in this area. For both site and design professionals, it is key that candidates have a strong knowledge of Building Control Amendment Regulations (BCAR) which came into effect 2 years ago. An indepth understanding of BCAR will offer you more prospects for career progression.

22 Thoughts on the Market 2016 Output in the construction industry has continued to increase over the last couple of years, since Ireland emerged from the economic crash and recession. In general, all of the prominent contractors, subcontractors, design consultancies and project management firms have grown their staff numbers in the last year. There are also a number of prestigious projects in the pipeline at locations such as: the Dublin docklands, Dublin airport and UCC, which will help to create further opportunities in the sector. Recent statistics such as the rising construction managers purchasing index (Ulster Bank) show that companies are anticipating further future growth in the industry. These are all signs of further improving market conditions. The wider context of economic growth in Ireland would point to solid optimism for the construction industry continuing to grow. Having said that however, there are some international factors at play, whose effects are as of yet unknown. Firms cannot predict what the effects of the UK s Brexit will be over the next year or two. There are complex factors at play which may result in negative economic developments. The impact that Brexit may have on exporting and manufacturing, could potentially have a knock on effect on companies plans for plant and office developments. On the flip side however, Brexit could also have a positive impact for the country such as an increase in foreign direct investment (FDI) in Ireland, which requires support from the construction industry in office and industrial development. Secondly, the President elected to take office in the US has stated that he would like to bring corporations back to the US, again this may have an influence on foreign direct investment and multinationals construction needs here, but it is difficult to predict. Overall when looking at local factors, we can continue to be optimistic, considering how the industry has been faring and it s preparations for Recruiting talent at intermediate levels for positions like QSs and site engineers, is likely to continue to be challenging, though further homeward migration from construction professionals could help to alleviate the issues in this area. Get in touch with our team by ing technical@sigmar.ie or call us on Never miss a construction job Follow

23 CONSTRUCTION DESIGN SERVICES Architect 30-35k 45-50k 55k k 40-45k 50k + Architectural Technician 30k 35-40k 45-50k 28k 32-38k 40-45k Civil Design Engineer 30-35k 45k 50k k 40k 50k + Structural Design Engineer 32-35k 40-50k 50-55k 30k 40-45k 50k + Mechanical Building Services Design Engineer 30-35k 45-50k 50-60k 28k k 45-55k Electrical Building Services Design Engineer 30-33k 42-48k 50-55k 28-30k 35-40k 45-50k CAD Technician 30-35k 40-45k 45-50k k 40k 45k + CAD Coordinator 35-40k 45-55k 55k k 40-45k 50k + HEALTH & SAFETY Health & Safety Officer 28-34k 38-50k 50-55k 28-32k 35-45k 45-50k Health & Safety Manager k 60k k + 55k + PROPERTY SERVICES Property Manager 35-40k 45-50k 50-60k 35k + 45k + 50k + Facilities Engineer 35-45k 45-55k 55k + 35k 45-50k 50k + Facilities Manager (Hard & Soft Services) 45-50k 50-60k 65k k 50k + 60k + SITE BASED ROLES Contracts Manager k 80-90k k 70-80k Project Manager 55k 60-70k 70-80k 50k 55-65k 65-75k Quantity Surveyor 36-42k 45-55k 60k k 40-50k 55k + Estimator 35-40k 45-55k 60k k 40-50k 55k + Site Engineer 30-36k 40-50k 50-60k 28-35k 40-45k 50k + Site Manager 45k 50-55k 60-65k 40k 50k 55k + Finishing Foreman 40k 45-50k 50k + 38k 42-48k 48k + All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

24 Human Resources In Demand for 2017 Hot Jobs Talent Acquisition/In-House Recruitment Specialist HR Generalist/Officer/Advisor/ Executive HR Manager HR Business Partner HR Project Manager Top Skills Industry Specific HR Experience Healthcare, Financial Services, Public Sector Large Company Multinational Experience High Volume Recruitment Change Management Employee Relations HRIS HR candidates prioritising career development over job security. Things are looking up in the HR industry, specifically in Dublin and its surrounding counties. It is likely that this trend will slowly continue nationwide. HR departments are busier than ever and as they are faced with more and more pressing business demands, they are being forced to consider expanding their headcount. The swell of confidence in the HR jobs market is reflected in the number of HR departments that have experienced churn for the first time in 5+ years. This has had a knock on effect, creating more open vacancies which feed back into candidate confidence. When considering a move the priority has changed from job security to career development. Candidates are happier to risk leaving a permanent job for a contract one, if it s going to add to their employability for future jobs. Salaries in 2017 Across the board salary expectations have risen and the starting salary you could have hired someone for in 2015 or 2016 will not secure someone with the same experience level in Salary benchmarking is more important than ever. Top Tip For 2017 The make-up of every workforce and HR department is different. Find out what makes your organisation different and write a CV that reflects this e.g. headcount, unionised, HR structure, HR system used. Research the HR department of the company you are applying to and include areas in common such as supporting international employees, using Core HR etc.

25 Thoughts on the Market 2016 The companies that have not increased headcount in their HR function, in line with a return to more buoyant business, are often looking to take on temporary HR resources to tide them over during busier periods. These are usually at HR administration or HR generalist level or often they might look for specialist recruitment expertise to support on a ramp-up. We have seen a surprisingly high number of senior HR positions outside of Dublin, looking for specific skillsets such as union experience and multinational HR experience. However, at generalist level and in more junior level roles there has been less activity. For those returning to Ireland from abroad, or for those considering relocating from the greater Dublin area to elsewhere in Ireland they are still finding it slow. We have seen an increasing number of companies take on their first HR hire to build a HR function from scratch. Economic growth has seen small companies grow and HR is no longer a cost they can do without. It has become an essential area they are willing to invest in, to support and sustain further business growth. Similarly the emphasis is on the business partnering nature of HR, candidates don t want to work in companies where HR is not valued. It is the companies where HR has strategic impact, that attract the top candidates and that have a best practice, progressive HR approach. We are seeing starting salaries with little to no experience climb to 30,000 which is a noticeable increase from This trend continues up the chain. At generalist and business partner level the climb is steadier however, at manager and director level we again see a strengthened job market. Many senior candidates who changed jobs in the last few years had taken considerable pay cuts from their one time boom salary. Now at the top level while not necessarily matching the highest packages that people were being paid it is getting closer e.g. jobs that were paying 65-75k a year ago are now paying k. Salaries are not consistent across all industries and you will find a junior HR person with 1-2 years could be on a similar salary to another with 5 years due to the industry that they are in. In large companies you will find a large volume of junior co-ordinator roles especially within the technology firms where you will find large teams of recruitment co-ordinators. Often these teams support Europe, the Middle East and Africa (EMEA) and having previous EMEA experience will help you if targeting the tech industry. One area which is slow to catch up is learning and development manager roles. We anticipate that if the economy continues on this positive growth trend this area will catch up. It should be a natural consequence of increased recruitment and retention strategies that L&D is on the agenda. Salaries are increasing and those who are planning to change job should be looking for a pay rise from a new company. Salary benchmarking will be extremely important in To be in with a chance of retaining your staff you need to know what the market is offering and therefore what might be tempting them to leave. Similarly, in the hiring process a candidate is likely to have two or three offers on the table so it is important that you ascertain what their expectations are and what you have in your arsenal to lock down top talent. Remember it is not just the basic salary that is important. Particularly in larger companies there are complex benefit packages on offer. If you can t compete with benefits you may have to consider a basic salary 10 15k higher to compete with packages being offered elsewhere. Equally candidates will be benchmarking when looking at the job market or requesting a pay review. HR candidates know about salary surveys and availability of data so they will seek out this information. While salaries are not consistent across different industries, if a better salary is available in a new industry this information might provide the impetus for a career move. Get in touch with our team by ing hr@sigmar.ie or call us on

26 GENERAL ROLES HR Graduate 23-30k k - - HR Administrator/Co-ordinator 25-30k 30-38k 35k k 28-35k 32k + HR Generalist/Officer/Advisor/Executive 30-40k 38-45k 40-50k 30-40k 35-42k 38-45k HR Business Partner 50-60k 55-70k 60k k 50-60k 55k + HR Manager 50-70k 55-75k k 40-55k 50-60k 55k + Senior HR Manager 70-80k 80-90k 90k k 65-80k 75k + HR Director 100k k 120k + 90k 100k + 110k + SPECIALIST ROLES Comp & Bens Analyst 30-40k 40-55k 55-70k 28-40k 35-55k 55-70k Comp & Bens Manager 65-70k 70-85k 85k k 70-85k 85k + Comp & Bens Global Director 100k + 120k k + 120k + - Employee Relations Specialist 35-45k 45-55k 55k k 40-55k 55k + Employee Relation Manager 55-70k 60-75k 65k k 55k + 60k + HR Project Manager 50k 55-70k 70k + 40k k 70k + HRIS Analyst 30-40k 40-45k 45k k 40-45k 45k + Learning & Development/Training Coordinator 25-35k 30-38k 35k k 30-38k 35k + Learning & Development/Training Manager 45k k 70k + 40k k 50k + Learning & Development Director 80k + 100k k + 100k + - Organisational Development Specialist 45k 50k 60k + 45k 50k 60k + Organisational Development Manager 65k 75k 85k 65k 75k 85k Talent Acquisition/Recruitment Co-ordinator 25-35k 30-38k 35k k 30-38k 35k + Tech Recruiter 40k 50k + 60k + 38k 50k + 60k + Talent Acquisition/Recruitment Specialist 30-35k 40-50k 45-75k 30-35k 40-50k 45-75k Talent Acquisition/Recruitment Manager 55k + 60k + 80k + 55k + 60k + 80k + Resource Planning Specialist 40-50k 45-55k 55k k 45-55k 55k + Occupational Pschyologist 40-50k 45-60k 55k k 45-60k 55k + Never miss a HR job Follow All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

27 Insurance In Demand for 2017 Hot Jobs Product Development Risk Management and Compliance Business Change/Project Managers Financial Planning Consultant Pension Administrators Top Skills Competitor Analysis/Excel/ Statistical Modelling Risk and Compliance Project/Change Management CFP/QFA DB/DC Pension Admin Skills Following the Brexit vote, it is highly anticipated that London based insurers will look to move their operations to Dublin. Evidence of this can be seen with the Central Bank of Ireland already increasing its staff count to deal with a high volume of applicants. With these market signals in mind, there are very encouraging signs for insurance businesses to grow and develop in Salaries in 2017 Top Tip For 2017 Salaries remained constant throughout In admin and processing roles, salaries have remained firm. For specialist roles, we have found employers, in certain cases, paying an increase of 10-15% to attract top talent in the market. Our top tip is to continuously upskill with industry qualifications in particular CIP and ACII. Now more than ever, employers are looking for candidates with up to date qualifications within an increasingly regulated market place.

28 . Sigmar Recruitment Salary Guide 2016 Thoughts on the Market While last year saw continued improvement and growth within the insurance sector, certain challenges still remain. Many businesses in the motor insurance sector have found great difficulty in turning over profit and being competitive, due to spiralling costs for consumers. Whilst these challenges continue, steps have been taken with a revised book of quantum and financial strength/profitability for businesses, insuring international risks from Ireland. Putting these challenges aside, the market is offering strong opportunity for innovation and development within the industry. Many of our clients are looking to develop new products and business lines, an opportunity that would not have been available in the last months. Change and Project Management With ever changing market conditions and businesses positioning themselves for growth, project and change managers are in high demand, particularly business side project managers. Key methodologies such as Prince 2 and Six Sigma are sought after qualifications and we expect to see this demand continue into Financial Planners With many brokers in a growth phase, there has been a significant demand for experienced financial planners, capable of growing and developing businesses. This has been seen across small, medium and large international brokers. Risk and Compliance With legislation constantly updating and new directives being drafted, 2016 has seen a steady demand for risk and compliance professionals. Individuals with data protection and governance experience are in particular demand. We expect this trend to continue into Claims Claims continued to see a steady demand throughout There has been a particular demand for individuals with employer s/public liability and motor claims experience. While many of these roles have been offered initially on a contractual basis, there is a strong possibility of many becoming permanent. Actuarial As always both qualified and part qualified actuary candidates are in high demand. Apart from the general and life assurance businesses, we have seen strong demand for qualified actuaries within consultancy organisations who are continuing to build their actuarial service offering. This is a trend we expect to continue in Data Analytics Data analytics and data management continued to be a significant feature for insurance businesses last year. The insights which can be gained and the business decisions that can be made from having mechanisms to extract data, can no longer be overlooked. This skillset has tied in well with the product development and data governance sectors within insurance companies. There has been a significant increase in demand for individuals with mathematical and computer science backgrounds capable of extracting data, working with it and putting it into report form for management review. We see this continuing to be a major growth area for Get in touch with our team by ing insurance@sigmar.ie or call us on

29 LIFE ASSURANCE Claims Officer 25-39k 21-35k Claims Manager 65-80k 55-75k Sales Agent 25-35k 20-30k Pensions Administrator 30-45k 25-33k Pensions Manager 50-65k 40-55k Broker Consultant 23-45k 30-40k Underwriter (1-5 years) 25-50k 21-35k Senior Underwriter (5-10 years) 50-80k 40-55k Head of Underwriting k 100k GENERAL INSURANCE Loss Adjuster (1-7 years) 25-50k 20-45k Claims Handler 25-35k 28-35k Technical Claims Specialist 40-65k 40-55k Claims Manager 65-80k 55-70k Head of Claims k 70-80k Underwriter (1-5 years) 25-45k 21-38k Underwriter (5-10 years) 45-85k 38-60k Head of Underwriting k 100k Product Executive 35-50k 25-40k Product Manager k 65-80k Broker Development 45-60k 30-45k BROKER DEVELOPMENT Sales Agent 20-30k 18-27k Administrator 25-35k 20-28k Team Leader 35-45k 30-38k Manager 40-55k 38-50k Commercial Account Executive (1-5 years) 35-60k 30-60k Senior Account Executive k 50-80k Salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

30 CAPTIVE INSURANCE/REINSURANCE Captive Account Executive 30-50k 25-45k Captive Account Manager 60-90k 45-80k Captive Underwriter 35-50k 30-60k Reinsurance Claims Agent 35-65k 30-55k Reinsurance Claims Manager k 55-90k Reinsurance Underwriter k 55-90k ACTUARIAL Trainee Actuary 30-35k 27-32k Part Qualified Actuary 35-45k 32-42k Qualified Actuary k k Chief Actuary k k DATA ANALYTICS Junior (1-3 years) 30-45k 27-40k Senior (3+ years) 50-80k 35-65k Data Manager k 65-95k COMPLIANCE Risk Analyst (1-4 years) 28-38k 25-33k Risk Officer (5-8 years) 38-65k 30-60k Risk Manager 75-90k 60-80k Compliance Specialist (1-5 years) 25-55k 22-35k Compliance Manager (5+ years) 55-90k 45-80k Never miss an insurance job Follow

31 IT In Demand for 2017 Hot Jobs DevOps Engineer Scala Developer/Java Developer Frontend/Fullstack Developer QA Automation Data Scientist Top Skills DevOps/Automation Skills Java with functional Scala GO, Erlang JavaScript, AngularJS, React Selenium Machine Learning Salaries in 2017 In a market that continues to be heavily candidate led in 2017, we expect to see a further uplift in salaries across the year for all levels of experience. Candidates can expect to receive multiple offers as well as counter offers from their current company. This will focus attention on overall benefits packages as well as career prospects within a company saw a continuation in the uplift of salaries across all skillsets, particularly with JavaScript, Java, Functional development (Scala, Clojure, GO, Erlang) and Python developer salaries at senior level. Typical increases have ranged from 7-8% for candidates with a couple of years strong commercial experience, and increases of 10%+ for over half the mid and senior level candidates who either moved company or received a salary increase. Top Tip For 2017 Demonstrate a willingness to explore new technologies. With many companies seeking to explore the latest options, hiring managers are increasingly looking for candidates who have a similar outlook.

32 Thoughts on the Market With Ireland firmly recognised as an IT hub, with a blend of companies ranging from multinationals to SMEs and a strong start-up culture, it will continue to attract talent from around Europe as well as support a strong indigenous talent pool. Companies in Ireland have geared recruitment processes accordingly and the vast majority of teams are now truly multicultural. Ireland s ICT sector is world-renowned and is expected to grow larger in Our reputation as a centre of software excellence is unrivalled in Europe. It is home to over 900 software companies, including both multinational and indigenous firms, employing over 100,000 people and generating 80 billion of exports annually. The sector s wide ranging activities include software development, R&D, business services and EMEA/International headquarters. Almost every globally recognised software company has a base in Ireland. This has not only catapulted Ireland to being one of the major global players in the software sector, but has created a deep pool of talent that has turned Ireland into a hotbed for indigenous firms. Software Development Last year was another successful year for software developers in Ireland, particularly in the areas of Java and further demand for the emerging functional languages of Scala and Clojure. We witnessed a large number of Java developers transitioning to these new technologies, which looks set to continue in 2017 as companies explore the capabilities of this further. The Java development market will remain extremely strong in 2017 with continued demand for Java developers at all levels of experience. The challenge for employers throughout 2017 will be very similar to that of 2016 with the ability to attract top talent the primary factor impacting team growth, and therefore scalability, for many companies. We expect to see a further shortening of the interview process from application to offer and other more aggressive recruitment policies. The growth trends of 2016 are set to continue for Design More and more businesses are discovering the value of customization, the opportunity to deliver a customized experience, and the additional revenue potential that can be generated from it. Customization has become increasingly significant to brand name companies because it s now part of a broader trend, which shifts from viewing customers as recipients of value to co-creators of value. Rather than being passive, the customer is now becoming a crucial part of the experience. What we have learnt from 2016 is that IT is continuing to develop at an accelerated pace and the skills in the market are slightly behind what companies are seeking. The recruitment of overseas candidates is becoming more widely recognised in order to fill the demand in the current market. Companies are having to be more flexible in their actual requirements or be more open to training and development. One of the major skill shortages and demands for candidates that we have seen in 2016 is in the area of front end development, in frameworks such as AngularJS and React. When starting out with frontend programming candidates will gain exposure to Angular and React pretty quickly. The JavaScript scene is changing at a very rapid pace, and new technology is been developed just as one is been adopted. At this point in time it seems that Angular and React are the two big players that everyone is using, however as we move into 2017 we have noticed a slight shift to the new player, Angular 2. Infrastructure The most prevalent skills that are still required are in the areas of Windows, UNIX and Linux, with virtualisation a key aspect of an emerging technology skill set that s required in this space also (VMWare, Hyper V, VDI etc.). Network Engineering is also finally moving with the times, with software defined networking (Openstack technologies etc.) catching up on other more traditional areas that have been automated before. Specialists with experience in this field will be very sought after over the coming year, whilst IT security and cyber security are areas that remain particularly buoyant. With the continued emergence and advancement of cloud based technologies across the industry, this trend is set to continue for some time to come.

33 For 2017 the trend towards automation looks set to continue, with DevOps and collaboration services being the key drivers of technology in this area. Recruitment challenges will be similar to 2016, in that companies will be looking to hire candidates with similar skills from a talent pool that remains competitive. Gaming Ireland has witnessed dynamic growth within the mobile and games development industry with a dramatic increase in both indie and multinational gaming organisations. Employment within this industry has increased tenfold in recent years with over 7,000 candidates directly employed today. Data Analytics With companies becoming more aware of the commercial opportunities from Big Data, we are seeing a major increase in investment for recruitment within this vertical. Ireland is fast becoming a world leader in Big Data, machine learning, AI, Fintech and cloud computing. Further to this, we are beginning to see an increase in non-technological companies leveraging analytics to help gain a competitive edge within their market space. This means that more traditional analytics roles are being combined to form a unique combination of skills that may not have been seen before. There has also been an increase in the number of companies using mobile applications across other sectors such animation, film, consumer internet and e-learning. This in turn has caused a surge in the demand for experienced individuals within this specialised industry with many companies sourcing candidates from Ireland as well as mainland EU. Get in touch with our team by ing IT@sigmar.ie or call us on

34 Permanent Salaries Salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. TECHNICAL SUPPORT Technical Support (without a language) 22-25k 25-32k 35k k 24-30k 30-35k Technical Support (with a language) 25-28k 28-35k 35-38k 24-27k 27-32k 32-35k Systems Administrator (Windows) 35-40k 40-55k 55k k 35-45k 50k + Systems Administrator (UNIX/Linux) 35-40k 40-55k 60k k 35-45k 55k + Network Engineer 30-35k 35-50k 50-65k 30-35k 35-45k 45-60k IT Manager 60-70k 70-80k 80-90k 50-60k 60-70k 70-80k IT Director/CTO k k 130k k k 110k + APPLICATION SUPPORT Java App Support 30-35k 35-50k 50-65k 25-30k 30-45k 45-60k Microsoft Support 30-35k 35-45k 45-60k 25-30k 30-40k 40-55k Open Source Support 25-30k 30-45k 45-60k 25-30k 30-40k 40-55k Business Analyst 30-40k 40-55k 55-70k 25-35k 35-45k 45-60k Chief Technical Officer k k 130k k 80-90k k DATABASE ADMINISTRATORS DB k 45-65k 70k k 40-55k 55-65k SQL DBA 35-45k 45-65k 70k k 40-55k 55-70k Oracle DBA 35-45k 45-65k 70k k 40-55k 55-70k

35 PROJECT MANAGERS Infrastructure 40-50k 50-70k 70-85k k 45-60k 60-70k Software 40-50k 55-75k 75-90k k 45-60k 60-75k + Program Manager 80-90k k 100k k 80-90k 90k + QA SPECIALISTS Manual 30-35k 35-45k 45-60k 30-35k 35-45k 45-55k Automated 30-40k 40-55k 55-65k 30-35k 35-45k 45-60k QA MANAGERS Manual (Lead) 45-55k 55-65k 65-70k 40-45k 45-55k 55k Manual (Manager) 60-65k 65-75k 75k k 60-70k 70k + Automated (Lead) 55-60k 60-70k 70-75k 50-55k 55-65k 65k Automated (Manager) 65-75k 75-85k 85k k 65-75k 75k + SOFTWARE DEVELOPERS PHP 25-30k 35-45k 45-60k 25-30k 30-45k 45-65k Front End Developer 30-35k 35-55k 55-70k 30-35k 35-50k 50-70k + Java Developer 30-35k 40-60k 60-75k 30-35k 35-50k 50-70k +.NET Developer 30-35k 40-60k 60-75k 30-35k 35-50k 50-70k + Python 30-40k 40-60k 60-75k 25-30k 30-55k 45-65k + Ruby 30-40k 40-60k 60-75k 30-37k 40-55k 50-70k + Scala 30-40k 40-70k k 25-35k 35-65k 65-90k + Big Data Developer 60-65k 75-85k 85k + 65k 75k 80k + Solution Architect 65-75k 75-95k 95k k 70-80k k Technical Architect 65-75k 75-90k 90k k 70-80k k

36 MOBILE DEVELOPERS IOS/Android Developer (no prior development experience) IOS/Android Developer (with prior development experience) 30-35k 35-60k 65k k 35-55k 60k k 50-60k 60-75k k 45-55k 55-70k DEVELOPMENT MANAGERS Data Scientist 65k 80k 100k + 65k 80k 100k Scrum Master 70k 80k 85k + 70k 80k 85k Java Development Manager 65-75k 75-90k k 60-70k 70-80k 85-95k.NET Development Manager 65-75k 75-90k k 60-70k 70-80k 85-95k All others 60-70k 70-85k k 55-65k 65-75k 75-85k DESIGN Graphic Designers 25-30k 30-40k 40-55k 25-30k 30-40k 40-50k UI Designer 40-45k 45-60k 60k k 40-50k 50k + UX Designer 70k 75-90k 90k k 65-70k 80k + Product Manager 70k 75-85k 85-90k + 70k 75-85k 85k + SAP SAP Support 40-45k 45-55k 55k k 40-50k 50-55k + SAP Developer 45-55k 55-65k 65-75k k 55-65k 65-70k + SAP Business Analyst 60-70k 70-85k 85-90k k 65-75k 75-85k + SAP Project Manager 65-75k 75-85k 85-95k k 70-80k 80-90k + SAP Consultant 75-85k 85-95k 100k k 80-90k k + Never miss an IT job Follow

37 Contract Daily Rate Contract rate is daily in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest daily rate for each position. TECHNICAL SUPPORT Technical Support (without a language) Technical Support (with a language) Network Engineer Systems Administrator (UNIX/Linux) Systems Administrator (Windows) IT Manager IT Director/CTO APPLICATION SUPPORT Open Source Support Microsoft Support Java App Support Business Analyst DATABASE ADMINISTRATORS Oracle DBA SQL DBA DB

38 PROJECT MANAGERS Software Infrastructure Program Manager QA SPECIALISTS Manual Automated QA MANAGERS Manual Automated SOFTWARE DEVELOPERS PHP Front End Developer Java Developer NET Developer Python Ruby Big Data Developer Technical Architect

39 MOBILE DEVELOPERS IOS/Android Developer (with no prior development experience) IOS/Android Developer (with prior development experience) DEVELOPMENT MANAGERS Data Scientist Scrum Master Java Development Manager NET Development Manager All others DESIGN Graphic Designer UI Designer UX Designer Product Manager SAP SAP Support SAP Developer SAP Business Analyst SAP Project Manager SAP Consultant Never miss an IT job Follow

40 Legal & Compliance In Demand for 2017 Thoughts on the Market 2016 NQ-5 PQE (Leading Dublin Practices) Commercial Contracts Lawyer IP Lawyer Compliance Professional Company Secretary Litigator Salaries in 2017 The race is on for legal talent and some firms are increasing their salaries to prevent their trainees from leaving upon qualification. There is also a growing amount of flexibility in terms of what firms are willing to offer. The banded salary model often does not exist when it comes to a specialist lawyer or a strong candidate returning from London. When it comes to senior candidates, your salary offer will often come down to a business case (i.e. what clients/fees can you bring to the firm). The Legal market in Ireland (and particularly Dublin) is continuing to show clear signs of growth. Lawyers are key partners to businesses and levels of recruitment both in-house and in practice indicate economic confidence has been an exceptionally interesting year, with economic activity increasing and then coming under threat from the impending Brexit. That being said, there seems to be no ceasing in companies and firms in Ireland growing their legal divisions. Brexit There has been a lot of conflicting commentary over the timing and potential impact of Brexit on the global economy and in this context Ireland s prospects post-brexit. Whilst no one can be sure, Ireland seems to be the Hot Topic when it comes to companies and firms discussing post-brexit life. Ireland is an obvious choice when it comes to top UK law firms and companies contemplating a move of headquarters. That being said, the pressure is on for Ireland to prove that our infrastructure can handle this growth. Lawyers have been and will continue to play a key role in any development in this area, and thus we anticipate an upsurge in legal recruitment come 2017.

41 UK, Australian and New Zealand Returners As a result of the recession and personal circumstances, many Irish legal graduates or professionals moved to different jurisdictions to either begin or continue their legal careers. This could be attributed to the fact that people were not being trained in certain areas of law linked to a strong economy such as corporate, commercial, banking, construction etc. As such, there is a gap in the market at this level (NQ to 5PQE). Our clients are keen to speak with those who may be interested in a return home and Brexit is expected to increase the flow of people back to Ireland from the UK. It is always a personal choice however, and salaries in London are at an all-time high. Given the busy construction and energy market in Australia and New Zealand, we are finding that Irish returners from these jurisdictions can offer amongst other things strong non-contentious advisory and contentious experience in large scale projects. The newly adopted construction contracts act in Ireland draws similarities to legislation in New Zealand and Australia so this experience is very relevant. Hot Property in the Legal and Company Secretarial Market Whilst recruitment is steady across a variety of legal disciplines in Ireland, it is clear that certain areas are in strong demand. We are finding that all leading commercial firms are seeking transactional lawyers in the areas of banking, funds, corporate and commercial property. ICSA company secretaries will continue to be in high demand in 2017 both in-house and in legal and accountancy practices, given the implications of the Companies Act Company secretaries with experience across investment funds are required across financial services and legal practices and these professionals often attract a higher salary. Partner/Senior Associate Recruitment Experienced hires are often a strategic move and it is important for candidates to know their worth. If a candidate can offer a skill set in a particular niche or emerging market or has a strong following of clients, law firms are more than happy to consider taking advantage of this and many leading firms have hired in 2016 at a senior level. NQ Market The market is highly competitive at this level. Despite strong retention levels in Ireland, firms have needed to add to their offering to avoid lateral moves and relocations to London, off shore jurisdictions or the Middle East. In-House 2016 was a busy year for in-house recruitment with candidates strongly motivated to move inhouse from practice. Areas of growth include aviation, pharmaceutical, FinTech, life sciences, asset management, funds etc. Continued FDI in Ireland and the possibility that Brexit will increase demand, should create further opportunities in Private Practice 2016 saw private practices focus on sourcing London returners as competition for talent increased, with 3-5 years PQE the in-demand level of experience. With strong solicitors often lost to in-house departments, law firms are placing a lot of emphasis on the non-tangible benefits they can offer their talent. Money often dictates whether talent will move on and law firms are increasingly flexible to attract lateral movers. On the in-house side, companies continue to grow their legal and regulatory teams and people with niche experience in areas such as pharmaceutical, financial regulation, utilities, telecoms, aviation etc. are highly sought after.

42 Top Tip For 2017 Think carefully about what area of law and what type of firm you want to qualify into. Many lawyers approach us once they qualify and wish they had trained in a commercial law firm. At this stage, it can often be too late if you trained in a criminal practice for example. IN-HOUSE IN-HOUSE Legal Executive 30-40k 28-38k Newly Qualified Solicitor (0-3 years PQE) 45-55k 40-50k Junior Legal Counsel 50-80k 45-60k Senior Lawyer k k General Counsel k k Head of Legal (in-house) 3-20 Lawyers k k Head of Legal (in-house) EMEA/Regional k k Head of Legal (in-house) Global k k COMPLIANCE AML Officer 30-40k 28-35k Fraud Officer 28-40k 26-32k Fraud Manager 50-80k 40-60k Data Protection Officer k 50-80k Compliance Administrator 25-35k 23-32k Compliance Officer (1-3 years) 30-50k 25-45k Compliance Manager (3-5 years) 50-70k 45-65k Compliance Manager (5-8 years) 65-95k 55-85k Head of Compliance k k MLRO k k

43 PRIVATE PRACTICE (Large Firms) (Smaller Firms) & Listing Executive 35-50k 28-42k Company Secretary Trainee 28-38k 25-30k Company Secretary 1-3 years' PQE 40-60k 35-45k Company Secretary 5 years' + PQE 50-70k 40-60k Company Secretarial Manager k 52-80k Director of Company Secretarial k 60-95k Newly Qualified Solicitor 48-68k 40-52k 1-3 Years PQE 50-80k 45-60k 3-5 Years PQE 60-85k 60-75k 5 Years + PQE k k Salaried Partner k - Equity Partner k - LEGAL SUPPORT Legal Secretary (0-3 years exp) 22-30k 20-25k Legal Secretary (3-5 years exp) 30-35k 25-32k Legal Secretary (5+ years exp) 35-40k 32-36k Legal Executive (0-3 years exp) 25-30k 22-26k Legal Executive (3-5 years exp) 30-40k 26-35k Legal Executive (5+ years exp) 40-50k 35-45k Paralegal (0-3 years exp) 22-28k 21-26k Paralegal (3-5 years exp) 28-40k 26-36k Paralegal (5+ years exp) 40-50k 36-48k All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. Never miss a legal job Follow Get in touch with our team by ing legal@sigmar.ie or call us on

44 Marketing In Demand for 2017 Hot Jobs Internal Communications Employee Engagement Graphic Designer Digital Marketing Manager Brand Manager Content Manager Find your niche as specialist roles are the order of the day. Top Skills Google Adwords Google Analytics Marketing Automation Software Experience Ability to Develop Digital Strategies Top Tip For 2017 Look for extra training on technology or digital trends. Each role within marketing is getting an extra level of technological focus to it, so you do not want to be left behind. This could be a Google AdWords or a digital marketing course that won t break the bank but will keep you up to date. Salaries in 2017 Salary levels haven t seen major changes but are starting to creep back up. There has been a renewed focus on overall packages with additional benefits becoming a priority such as healthcare and pension for example.

45 Thoughts on the Market 2016 This year has seen an increase in focus on internal communications and employee engagement, with companies now looking to retain and develop their staff as we come out of the recession. Across multiple industries we are starting to see companies looking at how to retain the people they have and grow gradually from there. Industries we have seen growth in are predominantly B2B areas such as financial and professional services. Another trend that has become evident is that companies are now looking to move away from the traditional model of having several creative agencies, and are building out their own internal creative teams. This looks set to continue into next year, with a demand for graphic designers, digital experts and content specialists. GENERAL Marketing Assistant 23-26k 26-28k 28-32k 20-24k 24-26k 26-30k Marketing Executive 28-35k 35-45k 45-55k 25-30k 30-35k 38-45k Category Manager 40-45k 45-55k 55-65k 35-43k 43-50k 50-55k Loyalty Manager 35-40k 40-55k 55-70k 38-48k 48-55k 55-70k Product Manager 50-55k 55-65k 65-85k 45-50k 50-60k 60-70k Brand Manager 40-45k 45-55k 50-65k 35-40k 40-45k 45-55k Marketing Communications Manager 40-50k 50-60k 60-80k 35-45k 45-55k 55-60k Marketing Manager 45-55k 55-65k 60-70k 40-50k 50-60k 55-65k Marketing Director 75-80k 80-90k k 70-80k 75-90k k PR Public Relations Officer 30-35k 35-40k 40-45k 25-30k 30-35k 35-40k Public Relations Manager 45-50k 50-60k 60-65k 40-45k 45-50k 50-60k

46 DIGITAL MARKETING Social Media Specialist 27-32k 32-40k 40-45k 24-30k 30-36k 36-40k Content Editor/Manager 35-40k 40-50k 50-60k 24-28k 28-40k 40-50k PPC Specialist 28-32k 32-40k 40-50k 25-28k 28-36k 36-45k SEO Specialist 28-32k 32-40k 40-50k 25-28k 28-36k 36-45k Graphic Designer 25-35k 35-40k 40-50k 23-28k 28-35k 35-40k Digital Marketing Executive 28-35k 35-45k 45-60k 25-30k 32-38k 38-45k Digital Specialist 35-38k 38-45k 45-60k 32-35k 35-42k 42-55k Digital Marketing Manager 45-55k 55-65k 65-80k 40-50k 50-60k 60-70k Head of Digital Marketing 80-85k 85-95k k 70-80k 75-85k 85-95k All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. Never miss a marketing job Follow Get in touch with our team by ing marketing@sigmar.ie or call us on

47 Medical Devices In Demand for Hot Jobs Research, Development & Design Project Engineer/Project Manager Production Supervisor/Manager Lean/Six Sigma/Operational Excellence Experienced engineers in high demand particularly within the vascular device sector. Top Skills Quality, Validation & Regulatory Manufacturing & Line Support R&D & Process Development Electronic/Electrical/Automation Engineering Injection Moulding/Polymer/ Plastics Top Tip For 2017 Salaries in 2017 Salaries are climbing across the board from graduate to director level. Last year a senior engineer could command up to 60k, this year that figure has crept up to 65k. There are more job opportunities than candidates, henceforth employers have to be a lot more competitive and this will continue into Employers are focusing on creating enticing packages with excellent healthcare benefits, pension schemes and bonus structures. Some employers offer a sign-on bonus as an added incentive for a talented, experienced applicant to join their organisation. Become an expert in a particular area or skill that you are passionate about and which is relevant to your career path or long term goal. Choose a skill that is highly sought after such as: Polymer Engineering, PLC Programming or Operational Excellence. Don t be afraid to take the leap there are plenty of opportunities out there in the medical devices field presently.

48 Thoughts on the Market 2016 There has been a surge in jobs during 2016 within the medical device industry particularly in Galway and the West of Ireland the Medtech hub. Multinationals have been ramping up due to new product introduction/ development and expansion meaning huge competition to secure the best talent. Salary bands are ebbing upwards across the board to make a move more attractive to potential applicants. Companies are also paying more attention to their branding, marketing, presence, reputation and company culture in order to attract and retain staff. There has been a surge in the amount of new start-ups opening up in the West throughout 2016 also. Whilst some of these start-ups may not have specific benefits packages that can rival the multinationals, they are more than compensating on their basic salaries, career development and progression opportunities. Prior to this year, candidates in permanent roles were not seeing start-ups as an employer of choice due to a fear of insecurity and short-term closure of the company has seen more candidates taking that risk knowing that if it doesn t work out, there are plenty of other opportunities for them to apply to. In terms of skillsets, this year was the year for manufacturing and quality engineers as well as candidates with polymer/extrusion, validation, regulatory affairs or automation engineering experience. There has been an increase in the amount of permanent positions on offer in this industry. Another trend evident this year was an increase in the amount of contracting opportunities across the medical devices sector. More and more employers are open to taking on self-employed contractors on short term contracts or rolling contracts, either to bridge a gap, to complete a particular project, or to utilise a very specific, niche skillset. Never miss a medical devices job Follow Get in touch with our medical devices team in Galway by calling us on or ing galway@sigmar.ie.

49 PRODUCTION IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp Production Operator 23k + 25k + 27k + Production Team Lead 35k + 38k + 40k + Production Supervisor 40k + 45k + 50k + Production Manager 50-60k k k + ENGINEERING/MAINTENANCE IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp Maintenance Technician 28-32k 32-38k 38-42k Mechanical Engineer 40k + 45k + 50k + Automation Engineer 45k + 50k + 55k + Electrical Controls Engineer 45k + 50k + 55k + Polymer Engineer 45k + 50k + 55k + Automation/Machine Design Engineer 45k + 50k + 55k + Chemical Engineer 45k + 50k + 55k + Project Engineer 45k + 50k + 55k + Engineering Manager 70k + 80k + 90k + RESEARCH & DEVELOPMENT IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp R&D Technician 28-32k 32-38k 38-42k Process Development Technician 28-32k 32-38k 38-42k R&D/Design Engineer 35-38k 38-48k 48-55k Packaging & Labelling Engineer 35-38k 38-48k 48-55k Process Development Engineer 35-38k 38-48k 48-55k Senior R&D/Design Engineer 50-55k 55-60k 60-65k Senior Process Development Engineer 50-55k 55-60k 60-65k Principal R&D/Design Engineer 60-65k 65-70k 70-75k + Principal Process Development Engineer 60-65k 65-70k 70-75k + R&D Manager 65k + 75k + 80k + R&D Director 90k + 110k + 120k +

50 PROCESS/MANUFACTURING IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp Manufacturing Technician 28-32k 32-38k 38-42k Process Technician 28-32k 32-38k 38-42k Manufacturing Engineer 35-38k 38-48k 48-55k Process Engineer 35-38k 38-48k 48-55k Senior Manufacturing Engineer 50-55k 55-60k 60-65k Senior Process Engineer 50-55k 55-60k 60-65k Principal Manufacturing Engineer 60-65k 65-70k 70-75k + Principal Process Engineer 60-65k 65-70k 70-75k + Continuous Improvement Engineer 40k k 50-55k + Lean Six Sigma Black Belt 40k + 50k + 60k + QUALITY & REGULATORY IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp Regulatory Affairs Specialist 40k + 45k + 50k + Regulatory Affairs Manager 65k + 70k + 75k + Quality Technician 28-32k 32-38k 38-42k Design Assurance (DA) Technician 28-32k 32-38k 38-42k Design Assurance Engineer 40k k 50-55k + Validation Engineer 40k k 50-55k + Quality Engineer 40k k 50-55k + Senior Quality Engineer 50-55k 55-60k 60-65k Principal Quality Engineer 60-65k 65-70k 70-75k + Quality Manager 65k + 75k + 80k + Quality Director 90k + 110k + 120k + Validation Manager 65k + 75k + 85k + FACILITIES IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp Facilities Technician 28-32k 32-38k 38-42k Facilities Engineer 40k k 50-55k + Facilities Manager 60k + 65k + 70k + Industrial Engineer 40k k 50-55k +

51 HEALTH & SAFETY IRELAND 1-2 Years Exp 3-5 Years Exp 5 Years+ Exp EHS Specialist/Engineer 40k k 50-55k + Senior EHS Specialist/Engineer 50-55k 55-60k 60-65k EHS Manager 65k + 70k + 75k + All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

52 Multilingual In Demand for 2017 Hot Jobs Sales Graduates BPO Operations International Marketing Top Skills Fluency in German Fluency in Dutch Sales Experience Technical Knowledge The biggest area of demand continues to be within sales functions with a strong demand for highly educated graduates. We have also seen a rise in the number of BPO operations setting up to support the network of tech and finance companies in Ireland, so entry level roles are continuously popping up for junior candidates. Top Tip For 2017 Salaries in 2017 Develop your technical skillset what software packages have you used? Are you familiar with terminology in online advertising? There are lots of short term courses out there to upskill yourself and sometimes a little bit of research will answer any questions you may have prior to any interview. If you want to stand out from the crowd, then you need to show your knowledge! Mid to high level sales roles have seen exponential rises in both basic salaries and on target earnings. A successful salesperson with 3 years experience could be earning 40-45k basic with potential to earn up to k. Outside of this, marginal increases for junior roles is the order of the day, across numerous types of roles. Essentially, salary comes down to supply and demand, the fewer people based here who speak the language the higher your salary potential.

53 Thoughts on the Market 2016 There is extensive demand in Ireland for speakers of multiple European languages with German, Dutch, Swedish and French being the most commonly requested. The flow of companies basing themselves in Ireland to deal with their European customer base is constant and this is predominantly in sales, customer service and technical support. Staff retention is a constant challenge for these companies, especially for junior roles. Candidates will often move without hesitation for an increase in salary and they have little or no loyalty to the organisation they are working for. With regards to senior roles candidate retention is highly prized and can be obtained through benefits, pay rises and changes in job role that the person may not be able to get elsewhere. Location is a massive draw for a lot of candidates in the multilingual sector and there are huge challenges for candidates new to Dublin to find suitable accommodation. Offices on the outskirts of the city (Park West/Citywest) are becoming more prevalent due to the lack of office space in the city centre but candidates have a preference for their work to be based in the city which creates additional challenges on attraction and retention. This is something that is likely to turn but will be slow. The multilingual sector is coming under increasing pressure as more and more companies move here and seek to draw on the same pool of candidates. The demand is fast outstripping supply, particularly when it comes to languages such as German and Dutch. One solution to this problem is to source candidates internationally and bring them to Dublin. A challenge with this relocation however is that it is only typically offered in specialised cases or for particularly senior roles. Never miss a multilingual job Follow Get in touch with our team by ing multilingual@sigmar.ie or call us on

54 Customer Service (Junior) 20-25k 19-24k German, Dutch or Nordic 27k - Spanish, Italian or French 25k - Customer Service (Senior) 26-31k 25-30k German, Dutch or Nordic 28-30k - Spanish, Italian or French 26-28k - Technical Support Level k 20-24k German, Dutch or Nordic 26-28k - Spanish, Italian or French 25-26k - Technical Support Level k 24-30k German, Dutch or Nordic 28-32k - Spanish, Italian or French 26-28k - Business Development/Lead Generation 24-30k 23-28k German, Dutch or Nordic 28-30k - Spanish, Italian or French 24-28k - Telesales/Outbound Sales 25-35k 24-33k German, Dutch or Nordic 25-30k - Spanish, Italian or French 23-28k - Inside Sales/Account Executive/Account Manager 30-50k 28-45k German, Dutch or Nordic 39-50k - Spanish, Italian or French 39-45k - Sales Support 25-33k 24-32k German, Dutch or Nordic 28-35k - Spanish, Italian or French 28-32k - Order Management/Order Support 23-33k 22-30k German, Dutch or Nordic 28-35k - Spanish, Italian or French 28-32k - Team Leader (Customer Service) 30-38k 28-36k German, Dutch or Nordic 32-40k - Spanish, Italian or French 28-35k - Team Leader (Sales) 35-45k 30-38k German, Dutch or Nordic 40-45k - Spanish, Italian or French 35-40k - Sales Manager 50-80k 45-70k German, Dutch or Nordic 60-90k - Spanish, Italian or French 50-70k - All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

55 Office Support & Administration In Demand for 2017 Hot Jobs Office Manager Senior Executive Assistant Corporate Receptionist Office Administrator Help Desk Advisor Top Skills Strong organisational skills Ability to work independently and as part of a team Strong attention to detail Excellent work ethic Word, Excel and PowerPoint Office support staff are in demand more then ever with processes taking on average 3 days from request to placement. Temporary office support staff requirements are filled within a matter of minutes. Top Tips For 2017 Researching the company where you are trying to get a new job is key. While there is a huge pool for companies to hire great candidates from, there is still an expectation that all interviewees will have done significant research prior to their interview. Not knowing adequate information about your potential future employer, is a disappointing reason to not get a job role. Companies invest a lot of time and money on their websites, LinkedIn pages, PR etc. It is expected that you will have researched the company and be able to comprehensively answer the question why do you want to work here? with great examples from your research. This can be the decision maker when it comes down to two candidates and deciding which of the two deserve the job. A well prepared answer can demonstrate to your potential employer that you want the role more.

56 Salaries in 2017 Thoughts on the Market 2016 With the market continuing to improve, we again saw a rise in salaries in 2016, particularly in the latter end. Competition for talent is continuing to increase which is reflected in salaries for skilled candidates saw the return of benefit packages with companies pitching their benefits to prospective candidates, as a way of winning candidates who are in several processes at once. It is evident that salary is no longer the number one factor in candidates reasons for changing job positions. Companies are having to map out career plans for new employees at the interview stage making interviews very much a 50/50 process between the employer and the employee. We have seen an increase in counter offers also. Counter offers are something to be aware of when assessing a candidate s motivations to move. Good news for employers is that at entry level salaries have remained constant. Candidates looking for their first step on the career ladder can be very flexible but will still have expectations of a great work environment and culture. Legislation for temporary workers is at the forefront so matching salaries to that of their permanent counterparts is essential. The Irish office support market continued the momentum shown throughout 2015 into 2016 and this will no doubt continue into The scars left from the financial crisis are still fresh so companies are cautious to offer up permanent roles and are therefore quite open to the option of using temporary staff on an initial basis. Temporary work in the public sector has seen significant increases where many new roles are project related. As the market recovers employees will have more leverage which will see salaries, benefits and the demand for a more flexible work environment increase. Part-time and working from home options are hugely popular with companies tapping into the older workforce and stay-at-home parent markets, who have huge skills to offer once the companies have the technology to support this. From Sigmar s perspective, screening candidates for technical and cultural fit is key, before sending candidates to our clients. Testing of candidates at the very first stages of the process ensures that candidates are prepped and ready to move as quickly as employers are moving, to ensure employers obtain the top talent available to them. We may not have returned to the days of the Celtic Tiger just yet, when candidates could pick and choose their next job, but we are a million miles away from the dark days of Temporary candidates in particular are no longer on the market for weeks, it is now more so a case of days and even hours. Companies need to rethink their recruitment strategies if they wish to secure the best talent otherwise they will be swiftly taken from the market is shaping up to be a great year for both employers and employees alike with processes running smoother than ever and appointments being filled quickly and professionally. Never miss an office job Follow Get in touch with our team by ing office@sigmar.ie or call us on

57 Administrator (General) 24-26k 27-32k 35k k 24-30k 28-30k + Project Administrator 28-31k 32-36k 38k k 26-30k 30k + Sales Support Administrator 26-28k 30-32k 34k k 24-28k 28k + Receptionist 24-26k 27-32k 33k k 26-30k 30k + Secretary 28-32k 32-38k 38k k 28-34k 32-34k + Personal Assistant/Executive Assistant 30-33k 35-40k 40k k 30-40k 35-40k + Office Manager 32-36k 38-42k 46k k 35-40k 40k + Legal Secretary 25-30k 32-38k 38k k 27-35k 35k + Customer Service Administrator/ Representative 24-26k 27-28k k 22-28k 28k + Customer Service Team Lead 30-32k 34-38k 38k k 27-34k 32-34k + Operations Manager 40-44k 45-55k 60k k 40-45k 55k + Postroom Clerk/Data Entry 22-24k 25-26k k 22-28k 28k + Graduate/Junior Role 22-25k k - - Filing/Clerical Officer 22-24k k - - All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position.

58 Sales In Demand for 2017 Hot Jobs Business Development Manager IT/SaaS Field Sales Consultant Key Account Manager National Account Manager Account Executive Salespeople are in high demand and a career in sales is fast becoming a popular choice for both graduates and experienced jobseekers alike. Top Skills Passion for product/industry is a must Ability to understand complex solutions 3rd level education Top Tip For 2017 Get online and make sure your LinkedIn profile is current and relevant to what you want to do next. Every recruiter and company out there is going to look you up online and they want to see someone who is professional and connected regardless of the industry they are in. Salaries in 2017 Salaries in the ICT sector have seen the biggest increase as multinational companies with deep pockets have been driving entry level and experienced salaries up. This has put pressure on smaller companies who can t compete at those levels. Irish companies need to realise, that they are now competing with multinational companies for talent, as graduates from all backgrounds work in Google, Twitter etc. If you as an employer want someone with 12 months sales experience so does half the country so be prepared to compete for them. Another factor that is affecting salaries is living costs. A lot of people are struggling with living costs when working in sales roles, especially if commission or bonuses are not paid on a monthly basis. If as an employer you are offering a low base and an annual bonus, you run the risk of failing to attract quality staff or losing them to employers who reward their staff more frequently.

59 Thoughts on the Market 2016 The market trend in the sales industry at present, is that a lot of companies are hiring, which offers more opportunities to graduates. By far and away the industry with the most marked increase is the construction and technical sector. After a number of hard years for both clients and candidates, there is a tentative upsurge in this area. Numerous companies are now returning to the market, hiring additional staff. In the IT sector there has been very strong growth in inside sales functions with many businesses investing in graduates or junior sales people, so that they can grow them through the ranks. Domestic IT companies have returned to the market with field based sales roles becoming more common after years of cutbacks. Demonstrated sales experience is key. In interviews candidates are being quizzed on their figures and achievements and an inability to demonstrate these clearly makes the difference between getting the role or not. There is a slight disparity across all industries in relation to what candidates are seeking and what is on offer from businesses. Companies want to hire people who can generate new business, whilst candidates are seeking more senior account manager type roles, having ridden out the recession years. This puts a strain on the market as business development roles get turned down in favour of more appealing account manager positions. Things are looking bright for the Irish FMCG Market in 2017, particularly for many smaller companies and SMEs. The rise in popularity for diverse ranges of produce such as artisan food and craft beers has led to the creation of many more local operators within the industry. Get in touch with our team by ing sales@sigmar.ie or call us on

60 GENERAL Basic Earnings Basic Earnings Telesales 25-30k 36-42k 20-26k 28-38k Sales Consultant (2 years +) 32-45k 50-60k 27-38k 40-50k Field Sales/Area Sales 35-45k 50-70k 30-40k 40-50k Sales Manager 55-75k 75-85k 50-65k 65-80k Commercial Manager 60-85k k 70-80k k Sales Director k k k 65-80k FINANCIAL/INSURANCE Basic Earnings Basic Earnings Inside Sales 28-34k 38-44k 26-31k 34-40k Business Development 35-45k 40-60k 32-40k 40-55k Sales Support 27-32k 32-38k 27-32k 32-38k Team Leader/Sales Manager 40-55k 47-60k 40-55k 47-60k TECHNICAL Basic Earnings Basic Earnings Business Development Manager (0-3 years) 35-40k 45-55k 32-40k 40-50k Area Sales Manager (3-5 years) 42-50k 55-65k 40-45k 50-60k Technical Sales 45-65k 60-75k 45-65k 60-75k International Sales 50-70k 70-90k 50-70k 70-90k Sales Manager 60-80k k 60-80k k FMCG Basic Earnings Basic Earnings Sales Merchandiser 25-28k 28-33k 22-27k 25-30k Field Sales Representative 30-45k 35-60k 28-40k 31-45k Field Sales Manager 55-65k 58-80k 45-60k 50-72k Key Account Manager 50-60k 52-80k 45-55k 46-72k National Account Manager 60-75k k 50-65k 62-85k

61 ICT Basic Earnings Basic Earnings Lead Generation/Graduate 24-30k 30-38k 24-28k 30-35k Inside Sales Representative 30-40k 50-80k 30-38k 60-76k Senior Inside Sales Representative 45-60k k 45-55k k Account Manager 40-50k 60-80k 38-48k 58-85k Channel Sales Manager 45-65k 65-95k 40-60k 60-85k Major Account Manager k k 60-75k k Specialised Enterprise Sales Manager k k 70-90k k PHARMACEUTICAL/MEDICAL Basic Earnings Basic Earnings GP Sales Representative (Primary Care) 40-50k 45-60k 40-50k 45-60k Hospital Sales Representative (Secondary Care) 45-55k 55-70k 45-55k 55-70k Area/Territory Manager 45-65k 60-80k 45-65k 60-80k Sales Manager 50-70k 70-90k 50-70k 70-90k All salaries taken as annual in euros, based on working in Ireland. Bonus/car allowance not included. Figures are based on current market rates. Salaries are subject to variances based on the individual, the company size and other external factors. Parameters indicate the highest and lowest salary level for each position. Never miss a sales job Follow

62 Science & Manufacturing In Demand for 2017 Hot Jobs Lean Engineer Automation Engineer Maintenance Technician Engineering Manager Quality Assurance Top Skills Electrical Engineering Electrical Trades Lean & Six Sigma Black Belts Quality Assurance Automation Engineering 2016 has seen the first significant positive growth by traditional Irish engineering companies since A lot of this growth has been across high level managers, which should lead to changes and further growth within businesses for Top Tip For 2017 Salaries in 2017 Salaries increased in the latter parts of 2016 which has been driven by movement of candidates and counter offers. As candidates become more in demand we expect the trend of increasing salaries to continue. Starting to or continuing on with a Lean & Six Sigma course puts candidates ahead of their competition. It is a robust qualification that spans any role within science & manufacturing. The high majority of companies are looking for people who can deliver quantifiable results, making this a must.