Introduction & Market Sector Overview 2. Executive Market Trends 3. General & Chief Management 4. Digital Technology 5. Entertainment & Media 7

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2 Welcome 1 Introduction & Market Sector Overview 2 Executive Market Trends 3 General & Chief Management 4 Digital Technology 5 Entertainment & Media 7 Financial Services 10 FMCG, Consumer Goods & Retail 13 IT&T 16 Professional Services / B2B Services 18 The Next 12 Months 19 Key Skills in Demand 20 Contracting Executives 21 WELCOME TO THE PERCEPTOR MARKET TRENDS & SALARY REVIEW Established in 1999, we are now in our 19th year of operation and continue to provide trusted advice to our clients over the long term. We offer deep expertise in executive search and selection for appointments from middle management through to senior executive level. The last 12 months have been positive for the recruitment market. We expect this trend to continue over the next year and for employment conditions to become tighter, making hiring more difficult. There is a growing requirement to source new skills as businesses transform themselves and seek candidates able to lead or be supportive followers of this change era. The driver of this change is the use of technology. Those candidates who can be at the forefront of this story will be the ones most in demand. Contents Welcome 1

3 LOW SALARY INCREASES FOR NOW Salaries continue to hover around inflation levels, with most organisations planning a 2-3% increase in salary levels across the board. We think this trend can only last so long as the economy continues to improve and demand for quality staff increases. At some point in the next months candidates will start negotiating for higher salaries (or will move from one company to another to achieve them). This will also be driven by recent government changes to 457 visas and the impact this will have on the supply of candidates in certain skill areas. We think the impact could be larger than the Federal Government anticipates. Companies need to be alert to this looming shortage now and start putting good retention plans in place. DIGITAL - PART OF A BIGGER TRANSFORMATION STORY For the last few years we have tracked and commented on the rise of digital as a function. This story is maturing into a broader narrative of a trend towards businesses undergoing transformation. What does this mean for recruitment and staff? Those people who are able to reframe their experience as being part of transformation teams are attractive to businesses at the beginning of this journey. Equally, businesses are seeking out people who can help them change and evolve without destroying the existing model of operation. The key theme is the ability to drive change, deal with ambiguity and manage stakeholders. CANDIDATES LESS EXCITED ABOUT LARGE CORPORATES One of the big trends we have observed over recent years, but certainly increasing in the last year, has been the lack of enthusiasm by high calibre candidates to join large corporate entities. Most high calibre candidates we meet are asking to be made aware of opportunities in small to medium sized entities as a priority over large corporates. This is because they see the upside of joining smaller entities as far outweighing the downside and also because large corporates have been primarily cost cutting their way to growth. If large corporates want to attract high calibre employees, they need to have a clear narrative as to why a candidate should develop their career with them rather than with a high growth, small to medium sized entity. AT THE TOP END EXECUTIVE MARKET TRENDS GM / Managing Director This market continues to improve as medium sized companies and private equity continue to drive change and seek growth. The nature of the skill set required for these roles does vary significantly though, depending on the sector and company situation. However, the consistent theme is leadership capability around growth and change. The candidate market at this level is active as there are many individuals currently employed who are seeking their next step. There is also a group of candidates who are looking for their next role and not currently working. In this group there is some fantastic talent available who will be more flexible about package requirements. Chief Marketing Officer This area has definitely improved over the last 12 months, although it remains frustrating due to the relatively slow pace of movement in this space. We are still a long way from being able to describe this market as busy. This is because headcounts at this level have been diluted across Chief Digital Officer, Chief Customer Officer and Customer Experience roles and also because corporates have not yet had a refresh mindset at this level. We believe this market will continue to improve during the next 12 months as demand improves across all sectors. One of the key areas where candidates need to be up to speed is in the world of "martech. Whilst CMOs don t need to be the hands-on experts, they do need to be able to lead the upgrading of marketing technology to suit future business requirements. Chief Digital Officer This continues to be a growth market as more and more organisations invest in digital or expand their transformation mandate. The requirement for candidates is evolving rapidly as a) digital understanding becomes much deeper at senior levels of an organisation and b) as digital leaders need to become well rounded, strategic business leaders rather than merely digital natives with no business pedigree. We expect demand to continue in this area. Sales Director The promote from within mantra continues to dominate the Sales Director recruitment market, although we have seen improved activity in this area during the last 12 months. The irony is that candidates at this level are often highly reluctant to move, which can make recruiting challenging. That being said, we believe now is a good time to be hiring externally for Sales Director roles because candidates are more keen than ever to make a career move. 2 Introduction & Market Sector Overview Executive Market Trends 3

4 GENERAL MANAGEMENT AND CHIEF SALES / MARKETING DIGITAL Large Corporate (ASX 100 (excluding Top 20) or major multinational) General Manager $375 $500 package % STI + LTI Chief Marketing Officer $385 $475 package % STI + LTI Chief Sales Chief Digital Officer Medium Size Corporate (ASX 300 or multinational) General Manager Chief Marketing Officer Chief Sales Chief Digital Officer Recent Assignments $325 $470 package % STI + LTI $250 $350 package % STI + LTI $325 $400 package % STI + LTI $270 $370 package % STI + LTI $270 $370 package % STI + LTI $220 $300 package % STI + LTI Group GM, Marketing Australian consumer services GM, Distribution & Sales Australian consumer services Chief Digital Officer ASX listed telco Marketing Director FMCG Head of Marketing Superannuation fund General Manager, International Online insurance Chief Marketing Officer Online life insurance MARK O CONNOR Managing Director Mark specialises in senior level appointments across Sales, Marketing, Digital, Analytics and GM positions. Commencing his recruitment career in 1993 he works across all major industry sectors. For more information please contact Mark on mark@perceptor.com.au DIGITAL TECHNOLOGY 2016 / 17 has been another strong year for recruitment in the digital space. The most interesting thing about the last 12 months has been the fact that all industry sectors are now investing heavily in digital technology and this is either leading to or is part of significant business transformation. We have observed strong demand across the board for digital product and platform owners and a strong appetite for senior level UX experts. Candidates with expertise in e-commerce, optimisation and strong data science skills are also in demand. At the junior level, one of the most challenging markets to recruit in is executional experts who understand the Adobe stack. Salaries in digital are generally seeing increases of 5% or more as organisations seek to retain their key people. There will be pockets where there are higher levels of increase than this and we believe this trend will continue over the coming months as the talent shortage begins to bite. One area where we have started to see a slowdown in market demand is in social media and content experts. We think this is because organisations are being more efficient in how they use social media as a platform and there is also a larger pool of specialists available. Looking forward, we are expecting the market for strong e-commerce experts to heat up. This is because many organisations have invested heavily in e-commerce over the last two years and now have a much better understanding of it as a channel of future growth. Candidates in digital technology are able to move across industry sectors much more easily than they are in product, marketing or sales. However, there is certainly a trend for candidates in highly complex or regulated markets to stay within those types of organisations. Our belief is that growth in digital requirements is not going to slow down in the next 12 months. Digital Head of Digital $230+ Head of Online / e-commerce $200+ Head of SEO / SEM $140 - $180 Head of Content / Blog $120 - $160 Social Media Manager $130 - $200 Digital Tech Chief Technology Officer $280+ Chief Digital Officer $250+ Head of Digital $220+ The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 4 General & Chief Management Digital Technology 5

5 Digital Project Program Manager $160+ Senior Project Manager $155 - $190 Project Manager $125 - $155 Senior Business Analyst $130 - $175 Business Analyst $100 - $145 UX & Digital Product Head of UX / Lead $155 - $200 Senior UX Designer $130 - $190 UX Designer $90 - $135 Head of Digital Products / Services $200 - $240 Senior Digital Product Owner $165 - $200 Digital Product Owner $125 - $165 e-commerce / Campaigns Head of e-commerce $170+ Digital Optimisation Specialist $110 - $145 Digital Strategy / Insights Exec $110 - $145 Data Scientist / Analyst $90 - $150 Digital Services Lead - CMS $120 - $145 Digital Campaign Executive $85 - $125 Social Media & Content Social Media Manager $100 - $145 Content / Community Exec $75 - $115 SEM / SEO $80 - $110 Recent Assignments Head of Content Travel services Chief Digital Officer ASX listed telco ENTERTAINMENT & MEDIA Every organisation in media / entertainment is aggressively investing in digital capability. If the media ownership laws are revised as expected there will be major consolidation by domestic media companies. In the long term, this will be positive for the recruitment market as companies become more profitable, more complex and able to invest in a wider range of platforms and offerings. Over the last 12 months we have seen strong demand for digital expertise as every organisation either leads or grapples with digital disruption. Performance marketing, content specialists and digital strategy leads have enjoyed strong market conditions and there has been continued demand for digital product / infrastructure capability across both web and mobile. In addition, there has been a rise in demand for strong data analytics skills in the market. Unlike previous years, there has not been a standout sector within media, with all sectors continuing to pull apart and rebuild their business along digital-centric models. In terms of salaries, this sector as a whole is wrestling with profit challenges. Most organisations seem to be planning or have recently given salary increases of 2-3% at most. The exception is niche, high demand digital roles where increases of 5-7% have been observed in order to retain key talent. Head of Digital Services Insurance group Digital Services Manager Superannuation group Digital Product Lead Australian broadcaster UX Lead Mobile telecom provider Online Community Manager Telecom service provider e-commerce Head Australian fashion icon e-commerce Head Insurance group The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 6 Digital Technology Entertainment & Media 7

6 Consumer Services: Travel & Tourism / Education The general consumer services sector has started to reinvest substantially in marketing, digital and sales staff over the last two years. The travel and tourism industry is enjoying more buoyant conditions as the lower dollar drives growth in Australian tourism and travel. This sector is also undergoing major transformation as a beneficiary of digital technology and we have seen growth in digital marketing roles across performance, content and social media. Salaries are typically forecast to rise by 2-3%. We have seen a strong forecasted rise in demand for digital marketing expertise in the education sector and expect to see a trend of educational institutions continuing to invest in marketing capability. The recent changes in the vocational education sector have led to downsizing, with some candidates being available in the market although they have quickly found new roles. Marketing & Communications Entertainment / Media Marketing Director $250+ Head of Customer Experience $175 - $200 Marketing Manager $130 - $150 Senior Product / Senior Brand Manager $110 - $140 Product / Brand Manager $100 - $120 Digital Tech Entertainment / Media Program Manager $170+ Project Manager $140 - $180 Business Analyst $100 - $140 Mobile App Specialist $120 - $140 Portal / Online Specialist $110 - $150 Digital Strategy / Product Owner $100 - $135 UX Developer $100 - $135 Data Analytics Entertainment / Media Head of Data Analytics $200+ Insights / Analytics Manager $100 - $150 Data Scientist $90 - $150 Senior Analyst $90 - $130 Analyst $90 - $110 Senior Modeller Analytics $100 - $130 Modeller Analytics $80 - $110 Web Analyst $90 - $120 Recent Assignments Head of SMB Portfolio Travel services Segmentation / Acquisition / Retention Manager $120 - $150 Head of Product Marketing Leading entertainment / media company Digital Marketing Manager $130 - $170 Public Relations Manager $100 - $130 Internal / External Communications Manager $100 - $120 Internal / External Communications Advisor $110 - $130 Head of Digital Online publisher Senior Product Manager Mobile, web and video TV network Head of Communications $200+ Sales & Category Entertainment / Media Sales Director OTE $300 Sales Manager OTE $150 - $170 Business Manager $130 - $160 Strategic or National Account Manager $100 - $130 Channel Sales Manager $130 - $150 Business Development Manager $150 - $170 Category Analyst $90 - $110 Digital Entertainment / Media Chief Digital Officer $250+ Head of Digital $220+ Head of Online / e-commerce $160+ Head of SEO / SEM $100 - $150 TIM YU Consultant Entertainment and Media Tim focuses on the entertainment/ media sector across Digital, Sales and Marketing roles. He is an expert on candidates at the mid-market level. For more information please contact Tim on tim@perceptor.com.au Head of Content / Blog $120 - $150 Social Media Manager $100 - $140 Head of UX $160 - $190 Head of Digital Product / Platform $140 - $190 The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 8 Entertainment & Media Entertainment & Media 9

7 FINANCIAL SERVICES Perceptor enjoyed a busy year in financial services recruitment, as the wealth, insurance and fintech sectors all experienced growth or transformation. The market is also benefiting from candidates wanting to change roles or organisations, and from organisations looking to "super-size" roles or address skill shortages, especially in digital and customer engagement positions. It was also the year in which candidates looked at leaving bigger organisations to join fintech and start-up businesses. Anticipation of modest wage growth within their existing firms meant skilled candidates were typically open to hearing about external opportunities. As ever, those that did make a move were generally able to command higher salaries. Pay reviews were disappointing on the whole for others, with average salaries only growing in line with inflation, at best. For most, however, the clouds had a silver lining; bonus payments remained pleasing, albeit not exceptional. In terms of activity levels, the sub-$200k segment was again the most buoyant area of the market in both Sydney and Melbourne. We saw a high number of quality roles becoming available and, given their willingness to move in order to secure higher salaries, a steady flow of quality candidates. Once again, there was a particularly high level of turnover in the $100-$150K range. Many candidates at the more junior level appear willing to change roles every 12 to 18 months in order to secure incremental salary improvements. The challenge for employers is to motivate and retain key talent in this segment through structured development programs and clear, structured progression planning. It is not uncommon to see people moving sideways within organisations, gaining new skills and experiences to help them secure their next promotion either internally or externally. Skilled candidates in the digital space remained in particular demand, as companies strived to improve customer engagement through the use of innovative and effective digital communications. A limited supply of candidates with proven expertise in data analytics, digital content generation, CRM software and media planning / strategy, for example, continued to be in strong demand. Activity levels in the more senior, $250K+ level of the market were more subdued. As ever, reorganisations and departmental restructurings created a number of opportunities for both internal and external candidates. We also saw a number of strategic hires made across various sub-sectors. On the whole, however, there was more limited movement in this part of the market. Those at the executive level often have long term incentive structures in place, increasing retention rates and resulting in lower turnover. Marketing & Communications Financial Services Marketing Director / CMO $350+ Head of Customer Experience $175 - $200 Senior Marketing Manager $170 - $220 Marketing Manager $130 - $160 Head of Product $200 - $250 Senior Product Manager $160 - $200 Product Manager $130 - $160 Head of Brand $180 - $230 Senior Brand Manager $150 - $180 Brand Manager $130 - $160 Head of Communications / Corporate Affairs $220 - $250 Public Relations / Media Manager $130 - $160 Internal Communications Manager $130 - $160 Digital Financial Services Chief Digital Officer $270+ Head of Digital $260+ Head of Online / e-commerce $220+ Head of SEO / SEM $170 - $190 Head of Content / Blog $130 - $160 Social Media Manager $130 - $170 Head of UX $160 - $190 Head of Digital Product / Platform $140 - $180 Digital Tech Financial Services Program Manager $180+ Project Manager $140 - $185 Business Analyst $100 - $150 Mobile App Specialist $120 - $150 Portal / Online Specialist $120 - $160 Digital Strategy / Product Owner $100 - $140 UX Developer $100 - $135 Data Analytics Financial Services Head of Data Analytics $220+ Insights / Analytics Manager $150 - $175 Data Scientist $135 - $150 Senior Analyst $110 - $130 Analyst $90 - $120 Senior Modeller Analytics $120 - $150 Modeller Analytics $90 - $120 Web Analyst $100 - $140 Data Manager $110 - $130 The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 10 Financial Services Financial Services 11

8 Recent Assignments Chief Marketing Officer Life insurer Head of Customer Engagement Retail banking Head of e-commerce Insurance Head of Product Wealth management National Marketing Manager Mortgage broker RICHARD BAKER Director Richard Baker is the Director of Perceptor s Financial Services practice and has over 25 years' sales and marketing management experience, mostly derived from the financial services industry in the UK. Prior to joining Perceptor in 2008, Richard was the Sales & Marketing Director for a software company specialising in providing business information and IT solutions to financial and professional services organisations. For more information please contact Richard on richard@perceptor.com.au FMCG, CONSUMER GOODS & RETAIL Marketing Recruitment for FMCG marketing has evolved significantly over the past 12 to 18 months. There is a particularly high demand for candidates in the sub-$130k group in consumer marketing. Companies are increasingly reverting to marketing functions which are less strategically focused and more executional. Hence, Brand Managers with 3 to 5 years experience are in extremely high demand. In Consumer Electronics / Durables, we are also seeing a relatively strong market at the junior to mid-levels where candidates with a good understanding of the retail sector are highly attractive. This has translated to salary increases of 3-4%. The senior level market in FMCG is a more challenging sector but again, we have seen better levels of activity than in many years. Also, there is now a well-worn path from FMCG to consumer goods which has created a more dynamic and liquid market at the top end. Sales The FMCG sales mid-level recruitment market is quite buoyant as demand for skilled National Account Managers is very high. Candidates with experience managing major retailers are in a particularly strong negotiating position, with multiple opportunities available. The market above $200K has improved marginally but lack of movement by incumbents at this level is still impeding promotion opportunities and vacancies for external candidates. In the consumer electronics and consumer technology sector, demand for highly skilled and technically knowledgeable B2B sales people remains high. Typically, salaries in this sector are heavily weighted towards large OTE packages and slightly less on fixed remuneration than retail sales roles. Digital / e-commerce Digital continues to form a larger part of the agenda for Consumer Goods businesses with budgets shifting to encompass digital to a larger extent. All-encompassing Digital Marketing roles with a combination of Social, SEM, SEO and Display are quite prevalent, particularly in the retail sectors. Clients are prepared to flex on budget to get this mix of skills into the business. e-commerce roles focusing on trading, acquisition and retention are also frequent as more companies look to drive revenue directly through their own platforms. 12 Financial Services FMCG, Consumer Goods & Retail 13

9 Marketing & Communications FMCG / Consumer / Retail Marketing Director $300+ Head of Customer Experience $175 - $200 Marketing Manager $160 - $180 Senior Product / Senior Brand Manager $120 - $150 Product / Brand Manager $100 - $120 Digital Marketing Manager $130 - $150 Public Relations Manager $110 - $130 Internal / External Communications Manager $110 - $130 Internal / External Communications Advisor $100 - $125 Head of Communications $220+ Sales & Category FMCG / Consumer / Retail Sales Director OTE $300+ Sales Manager $200+ Business Manager $200+ Strategic or National Account Manager $150 - $175 Sales & Category FMCG / Consumer / Retail Sales Director 0TE $275+ Sales Manager $160 - $180 Business Manager $140 - $160 Strategic or National Account Manager $125 - $145 Field Sales Manager $130 - $160 Channel Sales Manager $120 - $140 Category Director $130 - $150 Category Manager $110 - $130 Category Analyst $90 - $100 Recent Assignments Marketing Director Australian FMCG National Account Manager Australian FMCG Head of Direct Global consumer technology Marketing Strategy Manager Global building products Marketing Manager Private equity backed consumer goods Field Sales Manager $160 - $180 Channel Sales Manager $145 - $165 Category Director $180 - $220 Category Manager $140 - $160 Category Analyst $100 - $120 Digital FMCG / Consumer / Retail Chief Digital Officer $250+ Head of Digital $220+ Head of Online / e-commerce $160+ Head of SEO / SEM $140 - $160 Head of Content / Blog $130 - $160 Social Media Manager $110 - $130 Head of UX $130 - $170 Head of Digital Product / Platform $175 - $220 Data Analytics FMCG / Consumer / Retail PATRICK COSTELLO Principal Consultant - FMCG Digital, Sales & Marketing Patrick focuses on opportunities in Marketing, Digital and Category / Shopper across Consumer Goods, Consumer Technology, FMCG and Retail. For more information please contact Patrick on patrick@perceptor.com.au Head of Data Analytics $200+ Insights / Analytics Manager $150 - $175 Data Scientist $135 - $150 Senior Analyst $110 - $130 Analyst $90 - $120 Senior Modeller Analytics $120 - $150 Modeller Analytics $90 - $120 Web Analyst $100 - $140 Data Manager $110 - $130 The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 14 FMCG, Consumer Goods & Retail FMCG, Consumer Goods & Retail 15

10 IT&T The IT sector continues to evolve rapidly and be an industry of growth. The ongoing shift to SaaS business models is creating significant growth opportunities across both smaller disruptive vendors and larger global entities. We have witnessed strong demand for executive level Product Management leadership over the last 12 months and some large vendors have announced significant hiring plans for Australia-based sales teams serving the wider region. In telco, the market has been more challenging. The last 12 months has seen restructuring and downsizing across the big two carriers and the rest of the market has not been hiring aggressively. The most challenged part of the market is the $200-$250K level with much of this tier being reduced as restructures roll out. IT&T salary increases have been modest and are aligned with inflation or up to 3%. Bonus payments seem to have been good, with most bonuses being paid at 80-90% of the range. Marketing & Communications IT&T Sales & Consulting IT&T Country Manager OTE $400+ Sales Director ANZ OTE $280+ Sales Manager ANZ OTE $220+ Account Director ANZ OTE $250+ Senior Account Manager OTE $180+ Junior Account Manager OTE $150+ Channel Sales Manager OTE $120 - $180+ Senior Consultant OTE $160 - $280+ Junior Consultant OTE $110 - $160+ BD Consultant OTE $200+ Pre-Sales OTE $100 - $180 Recent Assignments Head of Sales Digital healthcare group Head of Product Management ASX listed digital services group Regional Product Manager NYSE tech vendor Marketing Manager Australian SaaS group Business Development Manager Australian SaaS group Marketing Communications Asia Pacific Japan Security software vendor Marketing Director $275+ Head of Customer Experience $175 - $200 Senior Marketing Manager $160 - $220 Marketing Manager $100 - $160 Product / Brand Manager $120 - $180 Segmentation / Acquisition / Retention Manager $120 - $150 Digital Marketing Manager $120 - $180 Public Relations Manager $180 - $220 Internal / External Communications Manager $120 - $160 Head of Communications $220+ Digital IT&T Chief Digital Officer $260+ Head of Digital $250+ Head of Online / e-commerce $200+ Head of SEO / SEM $140 - $180 Head of Content / Blog $130 - $160 Social Media Manager $130 - $160 Head of UX $160 - $190 Head of Digital Product / Platform $140 - $180 The figures stated show total package, including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10-40% of total package, with senior executives at the higher end. 16 IT&T IT&T 17

11 PROFESSIONAL SERVICES / B2B SERVICES The steady recovery in Professional Services / B2B recruitment has continued this year. Most of the large consulting or accounting firms are expanding via acquisition of niche businesses which is limiting the volume of mid to senior level appointments they are undertaking. However, we have seen steady demand for Business Development professionals and also communications experts across both internal and external communications. Not surprisingly, demand for digital capability is strong and shows no sign of slowing down. Growth in CRM skilled staff is also on the increase. Marketing & Communications Professional Services Marketing Director / CMO $300+ Head of Customer Experience $175 - $200 Senior Marketing Manager $180 - $220 Marketing Manager $130 - $160 THE NEXT 12 MONTHS 85% of businesses surveyed planned an increase in headcount 54% of candidates hope to make a career move Head of Brand $200+ Brand Manager $120 - $140 Head of Communications / Corporate Affairs $220+ Public Relations / Media Manager $140 - $160 Internal Communications Manager $140 - $160 Digital Marketing Manager $140 - $160 Business Development Manager $150 - $200 Bid Manager $110 - $150 Digital Professional Services 82% of organisations plan to increase their investment in training across Digital, Sales and Marketing Head of Digital $200+ Head of Content $140 - $170 63% of CMOs are concerned about lack of retention plans in place 18 Professional Services / B2B Services The Next 12 Months 19

12 KEY SKILLS IN DEMAND FOR 2017 / 2018 CUSTOMER VALUE PROPOSITION DATA INSIGHTS STAKEHOLDER MANAGEMENT CUSTOMER EXPERIENCE CONTRACTING EXECUTIVES Perceptor has a substantial presence in the contracting market and offers a range of engagement models for corporates and candidates. These include payroll services, fixed term contract and consulting solutions. For further information, please call us on MARKETING / PRODUCT / COMMUNICATIONS There has been an increase in demand across the contracting market for both short term and strategic project oriented marketing executives. This is a reflection of very lean marketing departments having low capacity for new or extra work and thus needing external assistance. We have seen demand for brand projects, digital strategy and a significant increase in product roles on a contract basis. It remains competitive for candidates in this market as there is a large pool of both professional contractors and those people in between permanent roles. DIGITAL TECH As most sectors continue their investment in building digital infrastructure, the demand for contracting candidates in Digital Tech remains strong. Digital Program Managers, Project Managers, BAs, UX and Product have all been in high demand for contracts varying in length from 3-12 months. Candidates in this space are in short supply and often have a range of opportunities from which to source their next assignment. For contract assignments up to six months, Perceptor offers a fully managed payroll capability. For assignments of six months or more, Perceptor can offer either a payroll capability or an introduction placement fee for service. 20 Key Skills in Demand Contracting Executives 21

13 Level 14, 9 Castlereagh Street, Sydney NSW 2000 T: Level 27, Rialto South Tower, 525 Collins Street Melbourne VIC 3000 T: perceptor.com.au