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Domestic, International Salary Survey and Country Cost Analysis2013Salary Survey

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Disclaimer: This salary guides contained herewith have been constructed to represent average salaries across a range of roles and sectors within SME and LSE* organisations. These figures represent annual salaries only and therefore do not include bonuses, pensions, health, stock options or shares, cars or car allowances or any other pay or non-pay benefits.

* SME – Small & Medium Enterprises: up to 250 Employees * LSE – Large Scale Enterprises: Over 250 Employees

Executive Salary Guide Introduction 2

Salary Guide Overview 6

Accountancy & Finance 7

Banking 10

Engineering 12

HR 17

Insurance 19

Language Jobs 21

Legal & Compliance 23

Marketing 25

Office Support 27

Retail 29

Sales 31

Science 33

Supply Chain & Procurement 38

Technology 41

ContentS

Cpl Salary Survey 2013 1

Cpl Salary Survey 20132

Ireland has maintained its competitive edge with respect to foreign direct investment thanks to its positioning as a world renowned knowledge economy. Our young, dynamic and highly skilled workforce makes Ireland a favoured destination for many major blue chip multinationals. These businesses choose to headquarter their EMEA operations and European Shared Services here, which is a further affirmation of Ireland’s status. Consequently, this has increased demand for experienced senior and executive management professionals across a wide range of sectors and roles.

With payroll typically representing up to 65% of business costs we see pay scales at all levels continue to come under greater scrutiny. Costs are a critical factor in relation to companies’ decision to hire and expand their business. Ireland’s ability to remain competitive at a salary level is a further contributor to organisations being able to increase headcount and win projects that are competed for on an international level.

This is particularly evident at the Executive and Director level where clear value and leadership is being demanded across every sector as companies have implemented salary reductions, salary caps and bonus freezes over the past couple of years.

There is a heightened level of awareness amongst our client as to the value and impact of leadership and talent in driving competitive advantage and motivating and retaining a winning leadership team is a key differentiator in challenging times.

Cpl Resources plc. placed over 22000 people last year and we support over 1500 client companies, many of whom have supported us in developing the salary data that forms the basis for this guide. I would also like to thank all of our clients for their support, this Executive Salary guide has been created with them in mind. I hope you find it both informative and useful in positioning your business for continued success into 2013 and beyond.

Anne Heraty Chief Executive Officer

exeCutive Salary Guide


SME €k p/a LSE €k p/aFinancial Services Low High Low HighCEO/Managing Director 200 280 280 500Chief Operating Officer 140 200 200 350Divisional Director 120 140 140 180Commercial/Business Development Director 120 180 140 220Executive Chairman 110 135 135 170

FinanceChief Financial Officer/Financial Director 130 180 180 280Corporate Finance Director 100 140 140 200Fund/Financial Reporting Director 100 140 140 180Investment Director 90 110 140 180Treasury Director 90 110 130 160Underwriting Manager 70 90 90 110

InsuranceChief Actuary 170 180 180 240Head of Compliance 100 120 140 160Head of Claims 100 130 140 170Senior Actuary/Pricing Specialist 100 120 140 160

Head of Legal/General Counsel 110 150 150 250Head of Tax 110 140 140 200CIO/CTO 100 130 130 180Head of Risk 100 130 160 180Head of Regulatory Affairs 100 120 150 170Marketing Director 80 130 100 140HR Director 75 120 90 150+

SME €k p/a LSE €k p/aProfessional Services/Consultancy Low High Low HighCEO/Managing Director 130 180 180 320Partner (Salaried) 130 180 200 250Chief Financial Officer/Financial Director 120 160 160 250Chief Operating Officer 120 145 150 200CIO 110 125 135 170Business Development/Commercial Director 100 150 120 175Executive Chairman 110 135 135 170Division Director 100 130 130 170Head of Legal/Compliance (In-House) 100 150 150 250Head of Tax (In-House) 90 120 130 180HR Director 75 120 90 150+

Executive Salary Survey 2013



SME €k p/a LSE €k p/aRetail Low High Low HighCEO/Managing Director 90 120 120 250Marketing Director 90 140 100 160Chief Operating Officer 85 100 95 140Director of Retail/Head of Retail 80 120 110 160Chief Financial Officer/Financial Director 80 120 120 150Business Development/Commercial Director 80 110 100 150HR Director 75 120 90 150+Divisional Director 70 95 95 120Head of supply chain 70 100 90 120Procurement Director 70 95 95 155Executive Chairman (Full-time) 60 70 70 135

SME €k p/a LSE €k p/aManufacturing (Non Scientific) Low High Low HighGeneral Manager 70 100 90 120Plant Director 80 100 120 150CIO 95 105 105 125Finance Director 95 120 120 160Managing Director 90 120 150 230Business Development/Commercial Director 90 110 120 140Operations Director 80 100 120 180Director of Quality 70 90 90 120Director of Supply Chain 70 100 90 120R&D Director 70 90 90 120Sales/Retail Channel Director 80 100 90 135Marketing Director 70 95 90 120HR Director 75 120 100 150+Executive Chairman (Full-time) 55 70 80 115

SME €k p/a LSE €k p/aTechnology Low High Low HighCEO/Managing Director 150 175 175 280CIO 120 140 150 250Chief Operating Officer 120 140 150 250Executive Chairman 110 135 135 170Business Development/Commercial Director 100 150 140 200Programme Director 100 140 120 160Marketing Director 90 150 130 170

Executive Salary Survey 2013



SME €k p/a LSE €k p/aNon - Profit/Public Sector Low High Low HighCEO/Managing Director 85 95 110 145CIO 70 80 85 115Chief Financial Officer/Financial Director 70 90 90 130Chief Operating Officer 70 90 90 125Head of Fund Raising 70 100 90 140Marketing Director 75 100 90 150HR Director 55 70 65 100Executive Chairman 50 55 55 70

SME €k p/a LSE €k p/aPharmaceuticals Low High Low HighCEO/Managing Director 150 175 250 420General Manager 100 120 150 180Chief Operating Officer 110 130 160 230Chief Financial Officer/Financial Director 100 150 150 230Plant Director 90 110 120 150Executive Chairman 100 125 13 145CIO 95 120 135 160Regulatory Affairs Director 95 130 130 170Director of R&D 80 100 120 150Director of Quality 90 120 90 150Commercial/Business Development Director 80 150 150 220Head of Supply Chain 80 110 110 150Director of Manufacturing 80 130 130 180Engineering Director 80 130 130 180

SME €k p/a LSE €k p/aAgri - Food Low High Low HighCEO/Managing director 120 150 200 350General Manager 100 120 110 150Business Development/Commercial Director 85 120 110 150Chief Financial Officer/Financial Director 90 115 125 160Chief Operating Officer 80 110 110 150Director of Quality 60 90 90 120R & D Director 70 90 100 120Manufacturing Director 80 110 120 160Supply Chain Director 80 110 110 145Executive Chairman 70 80 80 110Plant Director 70 90 100 120



Salary GuideIn 2013, our analysis of Ireland’s economic conditions suggests a gradual move towards consumer confidence and stability. Thus far, jobs growth has seen a moderate but measurable rise with the majority of it coming from Ireland’s IT & Finance sector, which continues to be a source of significant employment creation due to the on-going skills shortage. Additionally, Ireland’s indigenous entrepreneurs continue to drive the country’s innovative direction with a number of start-ups generating exciting new employment opportunities. The European Commission has also predicted that Ireland may experience economic expansion by the end of 2013, accelerating beyond the European average to 1.1%.

In Ireland there is still a two tiered element to the jobs market where continued growth within the FDI and large multi-nationals is not being matched across all industry sectors.

In an attempt to support growth in these areas, the Irish government has recently launched a new €175m Seed and Venture Capital Scheme, which seeks to provide additional funding for high-growth Irish companies

Ireland has been ranked as the fifth ‘Best to Invest’ Nation in Western Europe in 2012 by International magazine Site Selection. Ireland is followed by the UK, Germany, Austria, Switzerland and Italy with Dublin topping the charts in terms of metropolitan areas. The magazine determines its criteria for attractive investment locations based on business environment, business risks, foreign direct investment, infrastructure and expanded facilities.

A more recent global competitiveness report has ranked Ireland in 3rd place for availability of skilled labour and first for flexibility and adaptability of its workforce. This has led to a large number of FDI’s organisations locating here and significant growth is being experienced in sectors like ICT, Finance and Pharmaceuticals as highly skilled employees are sought to fill vacancies.

The recruitment landscape remains largely driven by the demand for temporary and contract employees, although there has been a measurable rise in the recruitment of permanent and full time workers. We expect this trend to continue as business leaders become more comfortable with the growing economic stability, allowing them to make long-term strategic decisions.

Anne Heraty Chief Executive Officer

aCCountanCy & FinanCeCareers Register has successfully placed over 212 candidates in Accountancy and Finance roles in the last 12 months. The Industry and Commerce Sector in 2013 has seen a rise in the demand for qualified candidates with two to four years of post qualification experience especially in the FMCG space. The market is particularly buoyant with candidates benefiting from competitive salary offers and a variety of opportunities.

As of 2012, there has been a gradual increase in recruitment activity for Financial Controller/Finance Director level positions. There is however an increase in “New Start Up” organisations, which is a positive in the current market place.

The main hub of activity across permanent and temporary recruitment has emerged from Multinational Companies who have an on-going requirement for candidates.

At the more junior level there has been a measurable increase with a demand for candidates who possess a second language being of great benefit, these roles include Accounts Payable/Accounts Receivable/Credit Control and Accounts Assistants.

Practice, Tax & Audit

Auditors remain in demand right across the ‘Big 4’ and larger firms, with positive signs from practices retaining higher numbers of newly qualified ACA’s on a year-on-year basis. There remains a strong demand for Tax professionals across both Irish Plc’s and Multinationals, with commercially focussed Accountants who have completed their AITI exams a popular requirement.


* Careers Register part of the Cpl Group has provided the salary figures and industry insight


National €k p/aAudit & Practice Low HighAudit Partner 120 250Audit Director 85 120Senior Manager Audit 70 85Audit Manager (2 yrs PQE) 55 70Assistant Manager (1 yr PQE) 45 55Audit Senior Big 4 43 45Company Secretary (2-4 yrs PQE) 38 50Audit Senior General Practice 35 43Company Secretary (<2 years experience) 33 38Audit Semi-Senior 24 35Audit Junior 17 25Graduate ACA 17 22

Tax Low HighTax Manager 55 80Tax Accountant 40 60

Accounts Payable Low HighAccounts Payable Manager 45 65Senior Account Payable/Team Leader 33 38Junior Accounts Payable 26 28

Accounts Receivable/Credit Control/Payroll Low HighCredit Control Manager 45 65Credit Control Team Leader 35 40Senior Accounts Receivable 33 38Junior Accounts Receivable 26 30Senior Accounts Assistant 32 38Junior Accounts Assistant 27 30Senior Credit Control (3+ yrs exp) 30 35Senior Payroll administrator (2 yrs +) 30 40Junior Payroll administrator (up to 2 yrs exp) 28 30

Permanent

Finance Low HighFinancial Controller 80 120Finance Manager 55 70Senior Accountant/Group Accountant (3-5 yrs PQE) 50 65Financial Accountant (2 yrs PQE) 45 55Management Accountant (2 yrs PQE) 45 55Cost Accountant (2 yrs PQE) 45 55Project Accountant 50 65

Accountancy & Finance Salary Guide 2013

Permanent continued


National €k p/aQualified Low HighSystems Accountant (Qualified) 45 55Systems Accountant (Part-Qualified) 35 45Treasury Accountant 45 55Senior Financial Analyst 55 68Financial Analyst 45 58Senior Business Analyst 50 65Business Analyst 45 55Newly Qualified Accountant 45 50

Part Qualified Low HighPart-Qualified - Level 3 Finalist (3+years exp) 35 45Part-Qualified - Level 2 (2-3 years exp) 32 38Part-Qualified - Level 1 (1 years exp) 25 32Assistant Accountant 30 35Trainee Accountant 19 25

ContraCtNational €k p/a

Finance Low HighFinance Manager 28.5 41.6Senior Accountant/Group Accountant (3-5 yrs PQE) 26.5 33.8Financial Accountant (2 yrs PQE) 23.4 28.5Management Accountant (2 yrs PQE) 23.4 28.5Cost Accountant (2 yrs PQE) 23.4 28.5Project Accountant 26 31.5

Qualified Low HighSystems Accountant (Qualified) 23.4 35.5Systems Accountant (Part-Qualified) 18.2 23.4Treasury Accountant 23.4 28.5Senior Financial Analyst 28.5 33.8Financial Analyst 26 30.2Senior Business Analyst 26 30.2Business Analyst 26 31.5Newly Qualified Accountant 21 26

Part Qualified Low HighPart-Qualified - Level 3 Finalist (3+years exp) 18.2 23.4Part-Qualified - Level 2 (2-3 years exp) 16.6 19.75Part-Qualified - Level 1 (1 years exp) 14 15Assistant Accountant 13.5 18.2Trainee Accountant 10 14.5


BanKinGCareers Register has placed over 308 candidates in banking roles over the last 12 months. At present banking roles in Ireland are becoming more specialist and are seeking a stronger uplift in mid to senior appointments in the last 12 months across strategy management, change management and SEPA.

QFA qualified candidates are in strong demand in the areas of portfolio management, underwriting, arrears management and home loan collections with all the mainstream banks recruiting heavily in the temp and contract space.

Within the funds space there is a consistent demand for experienced candidates across fund accounting , transfer agency, AML and Compliance, business analysis and project management. There is continued interest from abroad, with fund administrators attracted to Irish waters by the availability of strong, well-educated talent.

There has been a slight uplift within treasury, with companies now starting to hire within the treasury operations space which has been a little quiet over the last 2-3 years.

Candidates with quantitative analysis experience and PHD with disciplines such as Maths and Stats are now in high demand within the banking circles.

Careers Register are currently seeing more niche-type roles with significant opportunities available within the banking and financial services sector. Although the majority of retail banks have been hiring on the temp/contract side, there as been a slight increase on permanent headcounts and contract staff being offered extension of contracts, which is a positive sign for the future.



National €k p/aFunds Low HighManager - Fund Accounting 60 70Transfer Agency Manager 55 70Transfer Agency Team Leader 45 55Supervisor - Fund Accounting 45 50Senior Fund Accountant 38 45Fund Accountant 30 35Fund Administrator 26 32Transfer Agency 26 35Operations Low HighCredit Risk Management 70 90Relationship Manager 60 70Portfolio Manager 60 75Compliance Manager 55 90Account Manager 50 60Credit Analyst 40 48Credit Underwriter 37 45Compliance Specialist 30 55Trustee, Income & Corporate Actions Low HighGraduate 12-24 26 28Graduate - entry level role. No exp 24 26Mortgages Low HighMortgage Underwriters 35 50Mortgage Advisors 28 38Mortgage Administrators 25 30Treasury Low HighTreasury Manager 65 80Treasury Specialist 40 50Treasury Administrator 28 35Trustee Low HighTrustee Manager 60 75Trustee Supervisor 50 55Trustee Senior Administrator 32 38Trustee Junior Administrator 28 32Settlements Low HighSettlements Manager 55 60Settlements Supervisor 40 47Settlements Administrator 28 33Corporate Actions Low HighCorporate Actions (3-5 yrs. exp) 35 40Corporate Actions (1-3 yrs. exp) 28 33Customer Services Low HighCustomer Service (1-2 yrs. exp) 23 26Banking Administrator 23 30Customer Service (entry level, no experience) 21 23Data Entry 20 25

Banking Salary Guide 2013


enGineerinG Cpl’s Engineering division has observed an exponential increase in the demand for qualified engineers in the year to date. The Cpl Group has placed over 421 candidates in engineering roles over the last 12 months. The highest demand has been in the pharmaceutical, biotechnology and medical device sector and this has been witnessed on a global-scale. In the past 12 months, there has been major construction and expansion projects on a number of the existing manufacturing sites, which indicates the confidence that foreign investment companies have in Ireland.

There has also been a significant requirement for engineering staff across the Manufacturing, R&D, Electronic, Semi-Conductor, Oil & Gas, Precision Engineering, Tool-Making and Automotive industries. Cpl has greatly increased its global footprint in the engineering space and is currently recruiting staff in locations including Ireland, Northern Ireland, UK, US, Nigeria, Norway, Sweden, Poland, Hungary, Czech Republic, China, Tunisia and Canada.

The recent recession did have an impact on the engineering market and as a result, engineering staff are now widely dispersed across the globe depending on where the next project is taking place. Cpl has adapted to the changing market in the Engineering industry. We fully recognise the critical importance for our clients to possess the right engineering staff. As a result, we have enhanced our sourcing strategies, networks and technologies and opened offices in strategic geographical areas that allow us to ensure a pipeline of qualified engineers for our clients on a global scale. We are seeing the largest demands emerging for validation and process engineers for permanent and contract roles with two years’ experience plus. The majority of roles that are available require degree qualification in an engineering discipline with the addition of relevant industry experience.


PermanentDublin €k p/a National €k p/a

Engineering Low High Low HighCAD Technician 25 45 20 40Chemical Engineer 30 65+ 30 65+Civil Engineer 25 55 22 50Commissioning 35 65+ 35 65+Controls/Automation Engineer 35 45+ 35 45+Debug Technician 25 35+ 25 35+Design Engineer 30 50+ 30 50+Design Manager 55 80+ 55 80+Electrical Engineer 30 60 28 65Electronic Engineer 30 50+ 30 50+Electronic Technician 28 35+ 28 35+Engineering Manager 50 80+ 50 80+Environmental Engineer 30 45+ 30 45+Facilities Engineer 25 40 28 45Facilities Manager 28 50 27 50Facilities Technician 25 40 23 38Field Service Engineer 28 40+ 28 40+General Manager 80 120 80 120H&S Manager 35 55 40 70Health & Safety Engineer 30 45 28 50Industrial Engineer 30 45+ 30 45+Instrumentation Engineer 30 45+ 30 45+Instrumentation Technician 28 35+ 28 35+Lean Six Sigma Engineer 30 60+ 30 60+Maintenance Engineer 30 45+ 30 45+Maintenance Manager 40 60+ 40 60+Maintenance Technician 25 35+ 25 35+Manufacturing Engineer 28 42+ 28 42+Manufacturing Technician 25 35+ 25 35+Mechanical Engineer 30 45+ 30 45+Mechanical Technician 25 35+ 25 35+NPD Manager 40 55+ 40 55+NPD Technologist 26 45 26 45Operations Manager 55 70+ 55 70+Process Engineer 30 65+ 30 65+

Engineering Salary Guide 2013



Engineering Low High Low HighProcess Improvement Engineer 30 60+ 30 60+Process Improvement Manager 60 70+ 60 70+Process Technician 25 35+ 25 35+Production Engineer 30 45+ 30 45+Production Manager 40 60+ 40 60+Project Engineer 30 45+ 30 45+Project Manager 45 65+ 45 65+QA/QC Technician 28 35+ 28 35+Quality Engineer 35 50 37 58Quality Manager 50 80+ 50 80+Quality Technician 28 35+ 28 35+Technical Manager 55 70+ 55 70+Test Engineer 25 35+ 25 35+Validation Engineer 35 65 35 65

ContraCtNational €p/hour

Engineering Low HighCAD Technician 15 25Chemical Engineer 40 60Civil Engineer 20 35Commissioning 38 60Controls/Automation Engineer 40 62Debug Technician 15 20Design Engineer 15 25Design Manager 30 60Electrical Engineer 25 45Electronic Engineer 35 40Electronic Technician 20 30Engineering Manager 50 80Environmental Engineer 20 30Facilities Engineer 40 50Facilities Manager 50 65Facilities Technician 20 30Field Service Engineer 15 20General Manager 35 45

continued

Engineering Salary Guide 2013 (continued)


ContraCtNational €p/hour

Engineering Low HighH&S Manager 40 60Health & Safety Engineer 35 50Industrial Engineer 40 45Instrumentation Engineer 40 60Instrumentation Technician 15 30Lean Six Sigma Engineer 40 60Maintenance Engineer 40 50Maintenance Manager 50 60Maintenance Technician 20 30Manufacturing Engineer 40 50Manufacturing Technician 20 30Mechanical Engineer 40 60Mechanical Technician 20 30NPD Manager 50 65NPD Technologist 15 30Operations Manager 55 70Process Engineer 40 60Process Improvement Engineer 40 60Process Improvement Manager 55 70Process Technician 15 20Production Engineer 40 50Production Manager 55 65Project Engineer 50 60Project Manager 55 70QA/QC Technician 15 20Quality Engineer 40 55Quality Manager 50 65Quality Technician 20 30Technical Manager 40 60Test Engineer 25 35Validation Engineer 40 60

continued


National €k p/aConstruction - Design Low High Project Director 50 90Design Manager 45 65Project Manager 45 75Electrical Engineer 30 80Mechanical Engineer 28 70Geotechnical Engineer 28 70Quantity Surveyor 25 55Civil Engineer 25 50Structural Engineer 25 50Building Services Engineer 25 55Roads/Highway Engineer 25 60Water/Wastewater Engineer 25 55Environmental Engineer 22 45Building Surveyor 20 45CAD Technician 16 40

Construction - Build Low High Project Manager 40 60Site Manager 40 65Health & Safety Manager 35 65Site Foreman# 30 50Electrical Engineer 28 65Mechanical Engineer 26 60Project Engineer 25 60Contracts Manager 25 60Estimator 25 65Health & Safety Officer 25 50M&E Coordinator 25 55M&E Engineer 25 55Resident Engineer 25 70Roads/Highways Engineer 25 55Site Engineer 23 45Quantity Surveyor 23 60

Construction Salary Guide 2013


Cpl HR has placed over 100 candidates in temporary, permanent and control roles in the last 12 months. We recruit mainly at a local level in Ireland but also internationally, with the ability to source candidates from all geographical locations.

There has been a significant rise in the number of permanent roles as opposed to fixed term contract and temp positions over the past year. Cpl HR recruit across all sectors, which includes industries such as online, medical, pharmaceutical, engineering, telecoms, retail, sales, services, banking and finance.

Due to growing client demand, Cpl has increased its headcount in the team and now has five specialist recruiters for the sector, making it the largest HR recruitment team currently in Ireland.

Our market analysis has indicated that the primary areas of growth in the HR space are in specialised roles such as Learning and Development, Compensation and Benefits, Reward Managers, HRIS Analysts and Technical Sourcers. Additionally, demand for HR Generalist and HR Business Partner roles has remained largely consistent with only minor growth in the latter part of the 2012.

The organisations recruiting are predominately large Multinationals and new companies opening or expanding in Ireland, with the Online, Pharma, IT and Gaming segments representing growth areas. We have also seen an increase in the need for Shared Services experience due to a lot of international companies moving to this model.

Hr


Dublin €k p/a National €k p/aGeneral Low High Low HighHR Director 95 150+ 90 140+Senior HR Manager 70 120 60 120HR Manager 55 120 45 100Senior HR Business Partner 65 90 55 85HR Business Partner 45 70 45 70ER Manager 50 80 40 70IR Manager 50 80 40 70HR Generalist/Specialist 35 45 28 40HR Administrator 23 35 21 35

Recruitment Low High Low HighHead of Recruitment 80 130 80 120Recruitment Manager (In-House) 55 80 45 75Recruitment Specialist (In-House) 35 65 32 55Technical Recruiter 40 65 35 65Recruitment Administrator 25 35 23 35

Training Low High Low High Head of Talent & OD 80 130 80 120Learning & Development Director 75 120 70 120Learning & Development Manager 50 75 35 60Training & Development Manager 45 75 35 60Learning & Development Specialist 45 60 45 60Training Specialist 35 55 35 55Technical Trainer 40 60 40 60Training Coordinator 25 35 21 35

Reward/Compensation & Benefits Low High Low High Head of Reward or C&B 100 150 100 150Comp & Benefits Manager 70 120 70 120Comp & Benefits Specialist 40 70 40 70Comp & Benefits Administrator 25 45 25 45

HRIS Low High Low High HRIS Manager 50 80 50 80HRIS Specialist 40 60 40 60HRIS Administrator 30 45 30 45

HR Salary Guide 2013


inSuranCeCareers Register has placed over 102 candidates in Insurance roles over the last 12 months. The Insurance market is currently experiencing one of the most challenging yet interesting periods of its history in Ireland. In an increasingly competitive environment, several of the larger composites have sought to achieve their strategic objectives by realigning and repositioning themselves from both a Commercial and Personal Lines perspective.

It is clear that as a result of the increase in Home, Motor & Travel Insurance being sold either online or over the phone, there has been a steady decline in recent years of hiring Underwriters and Brokers in this space. In contrast, their Commercial counterparts are in high demand as Insurers and Brokers look to consolidate and strengthen their market share by hiring technically astute, business development focussed underwriters and experienced brokers with significant market followings.

From a claims perspective, although the volume of claims has been in decline, there has been a significant increase in the quantum paid out, driving a strong demand for experienced claims handlers, particularly those with complex & litigated claims exposure.

There has been a decline in demand for reinsurance skills, with other areas of the market such as Captive and Actuarial seeing a considerable requirement for their expertise. The on-going project to implement Solvency II across the industry has resulted in a spike in demand for experience SII Actuaries and newly Qualified Non-Life Actuaries.



Insurance Salary Guide 2013

National €k p/aLife Assurance Low HighSenior Life Underwriter 55 75Pensions Manager 50 95Life Underwriter 3+ yrs 37 65Life & Pensions Consultant 30 45Life Underwriter 0-3 yrs 30 37Pensions Administrator 3+ yrs 30 40Life Administrator 0-3 yrs 25 32Pensions Administrator 0-3 yrs 25 35

Non Life Insurance Low HighUnderwriting Manager 70 120Claims Manager 60 90Senior Underwriter 10+yrs 70 90Senior Loss Adjuster 50 80Commercial Underwriter 5+yrs 45 60Corporate Broker 35 55Underwriter 3+ yrs 35 45Loss Adjuster 30 45Senior Claims 5+yrs 30 50Senior Administrator 30 55Underwriter 0-3 yrs 28 35Insurance Broker 25 35Junior Underwriter 25 35Junior Administrator 25 29Claims 0-3yrs 24 30

Captives Low HighCaptive Underwriter 50 80Captive Account Manager 45 70

Reinsurance Low HighReinsurance Manager 65 85Reinsurance Underwriter 55 70Reinsurance Claims 40 70

Actuarial Low HighTrainee Actuary (Graduate) 30 35Part Qual Actuary (5 exams left) 40 55Part Qual Actuary (2 exams left) 65 75Newly Qualified Actuary 80 90Qualified Actuary (5yrs pqe) 110 140


lanGuaGe JoBSCpl Language jobs successfully placed over 1,000 multilingual candidates in the past 12 months, with 25% of these candidates relocating from abroad. With some of the world’s largest multinationals basing their EMEA headquarters in Ireland and a more mobile workforce, there are excellent opportunities available to candidates who speak a second language fluently.

Currently the market is predominantly focused on European languages with a particular emphasis on German and Nordic. However we have recently witnessed a steady increase in demand for Turkish, Hebrew and Asian languages and this is a trend we expect to continue.

Opportunities exist across all sectors with a particular emphasis on sales where we are primarily recruiting Dutch, German and Nordic candidates for online media and IT companies in positions ranging from pure lead generation/new business to account managers for existing businesses. Many leading online companies are seeking graduates with strong analytical backgrounds; the primary demand here is for Turkish, Hebrew and Asian languages. Finance is a growth area with companies basing their SSC’s here in Ireland and recruiting across all European languages.

While clients are often looking for candidates with experience in their specified area, there are also a whole host of opportunities available to candidates seeking their first international job opportunity in the area of customer service/technical support. These roles are recruited from all languages including French, Spanish, Italian, German, Swedish, Norwegian, Dutch, Finnish, Polish, Hungarian and Czech.


Dublin €k p/a National €k p/aCall Centres Low High Low High Call Centre Manager 55 80+ 55 70Customer Service Manager 45 55 40 60Customer Service Team Leader 28 45 25 42Customer Service Team Leader & Language 30 38 27 37Customer Service Agent 19 28 19 26Customer Service Agent & Language 20 28 20 26Account Manager 26 30 26 30Account Manager & Language 28 32 28 32

Dublin €k p/a National €k p/aLanguages Low High Low High Technical Support 1st level no language 20 24 19 22Technical support 1st level with language 22 24 20 25Technical support 2nd level with language 28 30 26 28Call centre Team Leader no language 28 32 30 32Call centre Team Leader with language 30 34 32 34Collection Analyst with language 25 27 23 25Customer service no language 22 25 20 22Customer service with language 25 27 24 26Account Manager with language 34 45 32 42Support Engineer with language 26 28 24 26Telesales agent with language 30 32 28 30Business support with language 32 34 30 34Web Producer with language 40 42 38 40Content Creation with language 36 38 34 36Technical Editor with language 36 38 34 36Distribution Project Manager with language 48 50 46 48Customer Product Support with language 28 30 26 28Online Validation Tester with language 33 35 31 35Editorial Compliance Specialist with language 28 30 26 28Data Entry with language 22 24 20 22Quality Evaluator with language 30 32 28 30Order Manager with language 24 26 22 24Team Manager with language 40 74 38 70Inside sales with Language 25 47 22 45User Analyst with language 25 27 23 25Procurement Coordinator 28 30 26 28Territory Manager with language 38 40 26 38Cloud Sales with language 36 38 34 36Pre-sales Engineer with language 38 40 36 38Field Sales with language 33 35 30 33Sales Manager with language 58 60 56 58

Language Jobs Salary Guide 2013



leGal & ComPlianCe The Legal market in Ireland is steadily improving and as a result, 2013 has seen an increase in demand for qualified legal professionals in private practice and in-house. Careers Register has placed over 60 candidates in legal and compliance roles within the last 12 months.

With over 14,000 solicitors currently on the roll of solicitors in Ireland and an increase of 2.3% in the number of practising certificates issued by the Law Society from 2011 to 2012, there is a renewed sense of positivity amongst legal candidates. Experienced solicitors with a background in Corporate/Commercial, Funds and Asset Management, Technology and Financial Services remain in high demand.

The trend of hiring a qualified legal professional as In-House Counsel amongst our domestic and multi-national industry client base continues to increase in 2013. Salary levels improved in high demand areas after a significant stagnant period.


National €k p/a

Legal Low High

Head of Legal - in house 100 200

Salaried Partner 90 200

Head of Compliance 90 150

Solicitor 5yrs + PQE 75+ 100+

Company Secretary Manager 65 85

Legal Counsel - in house 55 100

Compliance Manager 55 90

Solicitor 1-5yrs PQE 40 80

Company Secretary 32 65

Newly Qualified Solicitor 30 55

Compliance Officer 30 55

Legal Secretary 30 45

Legal Executive 28 45

Legal Salary Guide 2013


marKetinGCpl Marketing has successfully placed over 120 permanent and contract candidates in marketing roles within the last 12 months. The marketing sector in Ireland continues to develop and change as marketing is no longer seen as a cost centre for business but as a revenue generating role. Therefore we are seeing companies recruiting marketing personnel such as product managers and online marketing managers that would be directly linked to the bottom line.

More and more business is conducted through the online channel where it is the first port of call for potential customers. Companies are showing a strong appetite for candidates with scientific or data driven skill sets such as statistics, maths and analytics so they can exploit these opportunities. Clients are currently looking for skills in RTB (Real Time Bidding) or managing complex online marketing campaigns. To date, we have not yet witnessed the demand for mobile marketing or the demand for NFC (Near Field Communications) that was anticipated, which can only be around the corner.

Traditional marketing such as internal/external communications, branding, category marketing are also in strong demand in sectors such as Online, Digital, IT, Telecoms and the Services sectors. Cpl marketing are a team of specialist recruiters who have studied and worked in the marketing industry and are able to provide real value to both clients and candidates.


Marketing Salary Guide 2013

Dublin €k p/a National €k p/a

Marketing Low High Low High

Marketing Director 85 140 70 120

Head of Online/Ecommerce 80 135 70 110

Marketing Manager 60 110 50 90

Marketing Comms Manager 60 90 55 75

Market Research Manager 60 80 50 65

Brand Manager 55 90 45 75

Product Manager 50 75 45 70

Category Manager 55 80 45 60

PPC Manager 50 70 40 65

SEO Specialist 50 65 35 50

Digital Marketing Manager 50 75 40 60

Market Analyst 45 55 35 42

Category Executive 35 45 28 42

Digital Marketing Executive 32 45 30 40

PPC Executive 35 45 30 40

Marketing Executive 28 38 23 32

Marketing Assistant 25 32 23 30


oFFiCe SuPPortThe Office Support and Secretarial sector has experienced a steady and consistent growth phase over the last 18 months where we have seen an increased demand for highly skilled professional office, secretarial and general support level candidates. The number of opportunities available are rising steadily, with the biggest demand currently existing for temporary and contract administration staff. Last year we placed over 550 people in temporary, contract and permanent work where 70% of roles filled fell under this new “temp” umbrella.

Our permanent division is performing well , having successfully placed a number of high level Senior EA roles within Technology, Financial Services, FMCG and Pharma, indicating an upwards trend within the sector. Many of our clients have once again begun hiring for traditional roles such as PA’s, Office Managers and Receptionists. We envisage this trend will continue as more and more of these roles become available.

Our Legal Desk has witnessed the most significant amount of new hiring activity in the market with clients ranging from the “Big 5”, small, medium sized and boutique firms seeking to fill their current vacancies.

Salaries have remained consistent throughout the majority of our operational sectors, with no major peaks or troughs on the salary scale. Our market forecast suggests an optimistic outlook for the next 12 months. Currently, there is now a stabilisation in the employment market where skilled, experienced and high quality candidates will be in demand for this sector.


Dublin €k p/a National €k p/aPermanent Low High Low High Personal Assistant 25 50 25 45Secretary 22 42 22 35Team Secretary 22 42 22 32Medical Secretary 22 40 22 35Office Manager 25 50 25 40Office Junior 18 22 18 22Executive Assistant 30 60 25 45Receptionist 20 35 18 30Administrator 19 35 19 30Secretary/Team Secretary 20 42 20 28Accounts Clerk 20 35 20 28Data Entry 18 28 18 25Telesales Reps 18 30 19 25Customer Service Reps 20 33 19 28Dictaphone Typist 22 35 19 24Legal Secretary 25 40 22 35Legal Executive 25 45 22 35

National € p/hourTemporary Low High Office Manager 14 18Office Junior 10 11PA/Executive Assistant 14 18Receptionist 10 15Administrator 10 15Secretary/Team Secretary 12 16Accounts Clerk 11 15Data Entry 9 12Telesales Reps 10 12Customer Service Reps 10 12Dictaphone Typist 12 15Medical Secretary 12 17Legal Secretary 13 17Legal Executive 13 15

Office Support Salary Guide 2013


retailCpl Retail has placed over 520 candidates in permanent and temporary roles in the last 12 months. Cpl recruits for retail internationally but primarily works with clients in Ireland, the UK and the Middle East. We have a team of 10 specialist recruiters who manage key accounts with different brands.

The retail market has seen a steady growth over the last year and people are moving between the sectors over the last two years. The largest growth we have seen is in the temporary market which is proving to be ideal for retailers looking to increase staff levels for key times of the year or to launch promotions. Another area of growth is among discount retailers with a lot of store expansions and plans for new stores nationwide. Grocery retail is steadily improving and fashion has been slower to return to previous levels as there has also been less movement among staff combined with a lot of fashion been sold online. A lot of Irish retailers are looking to develop an online channel over the next five years and this will offer new areas for employment.

This year in particular we have observed a common requirement in retail for buyers and merchandisers across a number of Irish brands.

Cpl retail recruits for all levels of retail from Sales Assistants, Department Managers, Store Managers right up to Heads of Retail and we also recruit for all head office roles.


Dublin €k p/a National €k p/aFood Multiples Low High Low HighArea Manager 40 100 50 100Store Manager (100+ Staff) 55 85 45 80Store Manager (50+ Staff) 38 70 40 60Assistant Manager 25 42 26 34Dept/Section Manager 22 32.5 24 30Supervisor/Trainee Manager 19 27.5 20 28

Convenience/Forecourt Low High Low HighArea Manager 35 60 40 60Store Manager 28 45 28 35Assistant Manager 19 28 21 28

Non - Food Multiples Low High Low HighArea Manager 60 120 50 90Store Manager 35 70 30 55Deputy Manager 35 50 26 40Assistant Manager 26 35 28 35Dept/Section Manager 22 30 24 30Trainee Managers 21 28 20 28

Telecoms Low High Low HighArea Manager 45 70 50 70Store Manager 35 45 26 40Assistant Manager 25 30 21 28

Pharmaceutical Low High Low HighArea Manager 50 60 50 60Store Manager 30 40 30 40Assistant Manager 25 30 25 30

Fashion - High Street Low High Low HighArea Manager 60 100 50 80Regional Visual Merchandiser 30 50 24 40Store Manager (100+ Staff) * 50 70 40 70Store Manager * 35 45 30 40Deputy Manager 28 32 25 32Assistant Manager 28 32 24 32Department Managers 25 35 24 30Head Cashier 22 28 22 26Trainee Managers 20 28 20 28Supervisor/Sales Manager 22 28 18 28Brand Managers 28 32 22 32Stylists/Personal Shopper 24 30 22 28

* Depends on Staff and Sq. footage

Retail Salary Guide 2013


SaleSCpl Sales has placed over 400 candidates in permanent and contract roles over the last 12 months. The sales market in Ireland has seen steady growth over the last year as confidence returns and we are well placed to exploit new opportunities. The IT sector in particular is buoyant and has seen many of the established multinationals growing existing market share throughout Europe with a significant increase in headcount. We have also seen sporadic growth in the domestic sales market with the SME market slowly gaining confidence and increasing their sales teams.

With major technological advances in the industry we are seeing a shift from the traditional field sales role to a more solution orientated consultancy sale. There is now real evidence of office based sales roles dominating over field sales roles as companies cut cost and expand their reach into the European markets.

The Cpl Sales team is Ireland’s leading provider of sales professionals and is committed to providing scalable recruitment solutions to clients ranging from small start-ups to multinationals. We recruit across all sectors in sales such as ICT, finance, online, medical, pharmaceutical, media, FMCG, engineering, digital, technical and service sales.


Dublin €k p/a National €k p/aSales Low High Low High Sales Director 80 130 65 100Sales Manager 55 95 45 90Business Development Director 75 140 60 100Business Development Manager 60 110 50 80Business Development Executive 30 60 30 60Channel Sales Manager 45 75 40 70Corporate Account Manager 40 60 35 60Account Executive 40 60 28 40Professional Service Sales 30 50 28 40Pre-Sales Consultants 50 110 40 80Sales Team Leader 32 45 28 42Sales Coach 40 65 30 45Sales Executive 25 40 25 40Sales Representative 25 42 25 40Field Sales Representative 25 45 25 45Telemarketing Executive 24 35 22 32Merchandisers 20 30 20 36Inside Sales Manager 45 65 45 60Inside Sales Manager & Language 50 70 40 65Inside Sales Supervisor 32 45 28 40Inside Sales Supervisor & Language 35 50 32 47Inside Sales Executive 25 42 22 32Inside Sales Executive & Language 25 45 25 36Lead Generation Executive 22 32 19 25Residential Sales 18 25 18 25

Sales Salary Guide 2013


SCienCe Cpl’s Science division has seen the demand for qualified scientists and technical staff increase significantly in the past 12 months. The Cpl Group has placed over 458 candidates in Science roles over the last 12 months. The pharmaceutical, biotechnology and medical device industry represented €55 billion of Ireland’s exports in 2012. Currently, Ireland has 120 pharmaceutical and biotechnology companies based here. 24,500 are directly employed and more than 24,000 are indirectly employed providing support services. Ireland is the 8th largest, global producer of pharmaceutical and biotechnology products. While, manufacturing is the predominant industry, the government has invested €8 billion in research funding.

Cpl is unique in that it has forged strong strategic partnerships with the majority of the pharmaceutical, biotechnology and medical device companies in Ireland and globally. Cpl has noted several significant trends in the science area, with the majority of roles available for candidates either permanent or fixed term contract and there are more long term contracts available (12 months plus). At present, the science area is booming and there is significant demand for all skill sets, candidates do however need to be degree qualified. Skills shortages exist at all levels and there is a particular demand for candidates with as little as 6 months experience in certain areas with heavy skills shortages, these disciplines include, regulatory affairs and quality assurance.



Quality Low High Low HighQA/QC Manager 55 80 55 80QA/QC Supervisor 45 55 45 55QA/QC Analyst 24 45 24 45QA Technicians 26 40 26 40Lab Technician 22 32 22 32Lab Assistant 22 32 22 32Director of Quality 90 150 89 137Qualified Person 60 95 68 95Quality Engineer 35 50 37 58

Analytical Low High Low HighMicrobiology Analyst 26 40 26 40Biochemist/Chemist 28 42 28 42Analytical Chemist 30 45 30 45Biotechnologist 28 42 28 42Food QA Technologist 22 35 22 35

Regulatory Affairs Low High Low HighRegulatory Affairs/Registration Officer 29 55 29 55Regulatory Affairs Manager 65 80+ 65 80+Regulatory Affairs Officer 35 65 37 68Drug Safety Associate 25 38 25 38

Compliance Low High Low HighCompliance Manager 55 85 55 85Compliance Analyst 28 50 28 50Compliance Auditor 35 55 35 55

Documentation Low High Low HighDocumentation Officer 25 40 25 40Documentation Control Administrator 23 35 23 35

Validation Low High Low HighValidation Manager 65 80 65 80Validation Engineer 35 65 35 65Validation Analyst 28 45 28 45

Science Salary Guide 2013



Health/Safety & Environment Low High Low HighHealth & Safety Officer 25 40+ 25 40+Environmental Officer 25 43 25 43Lab Technician 22 40 22 40

Research & Development Low High Low HighProcess Development Manager 60 75+ 60 75+PhD Development Chemist 35 60 35 60Senior Scientist/Chemist 35 55 35 55Process Development Chemist 35 55 35 55R&D Engineer 40 55 40 55R&D Scientist 35 55 35 55R&D Director 90 150 89 137R&D Specialist 30 50 47 63Formulation Scientist 35 55 35 55

Clinical Low High Low HighBiostatistics Manager 58 75+ 58 75+Clinical Operations Manager 55 90 58 79Clinical Research Officer 30 50 32 47Clinical Data Manager 40 65 42 68

Statistician Low High Low HighClinical Data Manager 40 65 40 65Clinical Data Coordinator 24 38 24 38Clinical Project Manager 35 70 35 70Clinical Research Associate 28 45 28 45Clinical Trials Assistant 22 35 22 35

Pharmaceutical Low High Low HighPharmaceutical Engineer 30 45+ 30 45+

Training Low High Low HighTraining & Development Manager 40 65+ 40 65+Quality & GMP Trainers 30 50+ 30 50+

continued


ContraCtNational € p/hour

Quality Low HighQA/QC Manager 32 37QA/QC Supervisor 26 29QA/QC Analyst 17 24QA Technicians 21 26Lab Technician 15 19Lab Assistant 13 17

Analytical Low HighMicrobiology Analyst 17 24Biochemist/Chemist 17 24Analytical Chemist 17 25Biotechnologist 17 24Food QA Technologist 15 19

Regulatory Affairs Low HighRegulatory Affairs/Registration Officer 21 37Regulatory Affairs Manager 37 53Drug Safety Associate 17 20

Compliance Low HighCompliance Manager 38 42Compliance Analyst 19 22Compliance Auditor 19 22

Documentation Low HighDocumentation Officer 16 21Documentation Control Administrator 13 17

Validation Low HighValidation Manager 53 63Validation Engineer 42 58Validation Analyst 32 37

continued

Science Salary Guide 2013 (continued)



Health/Safety & Environment Low HighHealth & Safety Officer 21 37Environmental Officer 17 26Lab Technician 17 24

Research & Development Low HighProcess Development Manager 47 68PhD Development Chemist 21 26Senior Scientist/Chemist 19 24Process Development Chemist 19 24R&D Engineer 19 24R&D Scientist 19 24Formulation Scientist 19 24

Clinical Low HighBiostatistics Manager 37 42

Statistician Low HighClinical Data Manager 32 37Clinical Data Coordinator 16 21Clinical Project Manager 19 26Clinical Research Associate 17 20Clinical Trials Assistant 15 19

Pharmaceutical Low HighPharmaceutical Engineer 42 53

Training Low HighTraining & Development Manager 26 32Quality & GMP Trainers 21 32

continued


SuPPly CHain & ProCurement

The Cpl Group has placed circa 100 supply chain and procurement professionals over the last 12 months. Cpl has noted a significant increase in demand for mid to senior level Supply Chain and Procurement staff in Ireland. The past 12 months have seen elevated demand for staff in the Financial, Gaming, Pharmaceutical, Biotechnology, Medical Device, Clinical, Food, Software, Energy, Consultancy and Telecoms industry.

The Cpl Supply Chain and Procurement Division is Ireland’s most experienced and established division in this sector, with 22 years’ experience in this space. This team has gained a reputation defined by credibility, professionalism and quality.

We have seen first-hand the influence that a strong Procurement and Supply Chain department has had on our clients operations over the years. In particular we have observed the evolution of this area in becoming paramount to the profitability of organisations. Today, our candidates are Procurement and Supply Chain professionals, who are now highly visible individuals operating at senior management level. The current industry trends indicate that they are focused on implementing procurement principles on every aspect of the business. We are proud to say that we have worked with the majority of Supply chain and Procurement executives in Ireland during their careers and assisted them with their progression in this industry. In turn, these individuals have become our clients. We work exceptionally hard at identifying the top talent in the market, as we realise the value that the right hire will make to our clients` businesses.



Supply Chain Low High Low HighPlant/Operations Manager 60 70+ 60 70+Production Manager 60 75 60 75Production Planner 40 50+ 40 50+Production Operatives 25 38 25 38Purchasing Director 70 85+ 70 85+Purchasing Manager 65 70+ 65 70+Purchasing Officer 32 50 32 50Buyer 32 55+ 32 55+Supply Chain Manager 55 75 55 75Supply Chain Coordinator 32 45+ 32 45+Logistics Manager 50 65 50 65Logistics Analyst 32 45+ 32 45+Logistics Coordinator 28 45+ 28 45+Order Management Team Lead 35 45+ 35 45+Order Management Rep 25 45 25 45Warehouse Manager 45 65 45 65Warehouse Supervisor 35 50+ 35 50+Key Account Manager 35 45+ 35 45+Channel Manager 30 60 30 60Inventory Analyst 28 45 28 45Inventory Coordinator 25 45+ 25 45+Master Scheduler 35 55 35 55Demand Planner 35 65 35 65Vendor Manager 34 55+ 34 55+Vendor Coordinator 28 42+ 28 42+SC Customer Care Manager 50 65 50 65Inside Sales Representative 28 45 28 45Stock Control Manager 30 50+ 30 50+Stock Control Officer 25 38+ 25 38+Materials Handler 25 40+ 25 40+Licensing Manager 50 55+ 50 55+Licensing Coordinator 30 40 30 40Shipping Manager 50 55+ 50 55+Shipping Clerk 25 40 25 40Procurement Manager 60 85 60 85Procurement Officer 28 45+ 28 45+Business Analyst 35 55 35 55Business Process Re-Engineer 35 65 35 65

Supply Chain Salary Guide 2013



Supply Chain Low HighPlant/Operations Manager 45 55Production Manager 40 45Production Planner 25 30Production Operatives 10 15Purchasing Director 50 60Purchasing Manager 45 55Purchasing Officer 25 30Buyer 25 30Supply Chain Manager 40 45Supply Chain Coordinator 25 30Logistics Manager 35 45Logistics Analyst 20 30Logistics Coordinator 25 30Order Management Team Lead 25 30Order Management Rep 25 30Warehouse Manager 20 25Warehouse Supervisor 25 30Key Account Manager 25 30Channel Manager 30 35Inventory Analyst 25 30Inventory Coordinator 20 30Master Scheduler 30 40Demand Planner 35 40Vendor Manager 35 45Vendor Coordinator 30 35SC Customer Care Manager 35 45Inside Sales Representative 20 30Stock Control Manager 35 40Stock Control Officer 20 35Materials Handler 20 25Licensing Manager 35 45Licensing Coordinator 25 35Shipping Manager 35 40Shipping Clerk 20 25Procurement Manager 45 55Procurement Officer 20 35Business Analyst 35 40Business Process Re-Engineer 25 30

Supply Chain& Procurement (continued)


teCHnoloGy Over the past 12 months Cpl has successfully placed over 1,000 contract and permanent staff in IT Roles throughout Ireland. The technology market remains very strong with an ever increasing demand for skilled candidates across many sectors, Software Engineering, Project Management, Business Analysis and Testing as well as Web technologies. Cpl boasts an expansive customer base and considerable contractor operations working throughout Europe.

We see a trend in the need for Software Engineers to be adaptable and flexible to work across a broad technology range. Most innovative companies are seeking experienced software engineers with generic technology skill sets.

There has been a marked decrease in the demand for some of the generic IT support positions, given the move towards cloud, however the majority of companies with an online presence look for Linux engineers particularly in Dublin.

Ireland is already viewed as a strategic location for cloud and analytical investments and there are increasing levels of investment in cloud computing and ‘Big Data’ analytics. Overall salaries have remained strong; we see a 10 – 15% increase in salaries at the senior level. Clients are looking for the best software engineers and Project Managers in the market; as a result, salaries are open to considerable negotiation.

In the contracting market, the most sought after skills at the moment are seen in the Business Intelligence/Data space such as Business Analysts and Business Intelligence Analysts. Additionally on the contract side, Business Analysts with Agile experience and Finance business analysts with SEPA remain most in demand.



Software Development Low High Low HighSoftware Engineer - .Net, C#, Asp.Net, SQL Server 2005 35 65 28 55

Web Developer Design - DHTML, CSS, JavaScript, XML and AJAX

25 55 26 50

Technical Architect - C#/.Net, Java, J2EE, MVC/Struts, Web Services, n-tier architecture

65 100 65 85

Graphic Designer - Photoshop, Illustrator, Dreamweaver, Flash, Action Script

22 55 25 45

Developer - PHP, Perl, Python, Ruby, UNIX, LINUX systems 35 85 28 55

Developer - C/C++ Windows, COM, DCOM, Unix/Linux 50 70 28 55

Software Engineer - Java/J2EE. JSP, Servlets, XML, XSLT, JSP, EJB, Spring, Hibernate, Struts

30 80 28 60

Oracle SQL Server DBA, 40 70 30 60

Oracle PL/SQL Developer 40 80 30 65

Database Developer 40 80 33 66

Developer - VB.Net, VB6, VBA, Access 30 60 33 50

System Analysis Low High Low HighBusiness/Systems Analyst (Mainframe, Midrange) 26 65 28 55

Business Analyst 26 65 28 50

IT/Project Management Low High Low HighProject Manager 55 85 50 65

Infrastructure Project Manager 50 80 60 70

Programme Manager 80 110 58 70

Software Development Manager 75 90 60 85

Applications Support Manager 55 70 50 60

Business Solutions Consultant 45 80 40 55

Release Manager 45 80 45 58

Management Consultant 50 80 45 60

Change Manager 55 80 55 65

Business Process Manager 55 80 55 65

PMO Manager 55 80 50 70

Pre-Sales Consultant 45 75 45 70

Technology Salary Guide 2013



IT/Project Management Low High Low HighProduct Manager 60 75 60 70

CTO 90 120 80 100

Director of Development 90 150 90 140

ICT Consultant 45 80 45 70

SAP Consultant 50 90 45 85

Technical Support / IT Administration Low High Low HighNetwork Support Engineer (CCNA) 28 50 26 48

Network Support Engineer (CCNP or CCDA) 30 55 28 55

Network Support Engineer with CCIE 38 60 35 65

Senior Network Engineer (CCIE) 55 80 50 75

Network Support Administrator (Win 2000, 2003, NT etc.) 28 50 25 45

1st Level System Administrator (Windows) 23 32 22 30

2nd - 3rd Level Windows Systems Administrator 35 48 32 45

Field Service Engineer 32 45 30 42

Unix System Administrator 40 70 35 65

Linux Systems Engineer 42 80 35 70

Linux Development Operations Engineer 45 90 45 80

IT Security Analyst 24 46 23 45

Security Engineer (CISSP / CISA /CISM) 42 65 40 60

IS Security Architect 45 70 45 65

Application Support Engineer 30 50 27 48

IT Manager 50 80 45 70

Systems & Network Manager 50 75 50 75

Data Centre Infrastructure Operations Manager 60 85 55 78

Head of IT 70 110 65 100

Director of IT 80 130 80 120

Service Delivery Manager 55 75 50 70

Localisation Specialists Low High Low HighTechnical Writers 30 55 32 45

QA Engineers 30 60 28 45

Localisation Engineers 25 45 23 40

continued



Technical Support Low High Low HighTechnical Support - Call Centre 24 28 20 28

Helpdesk Support 24 30 20 26

Deskside Support 28 35 22 32

2nd Level Network Engineer 28 35 26 35

3rd Level Network Engineer 35 60 35 50

Field Services 28 45 22 35

UNIX Systems Administrator 35 65 30 50

ContraCtNational € p/day

Software Development Low HighMainframe 275 350RPG400, GUI, Java 200 450C#/VB.Net 200 450C/C++ 200 425Lotus Notes 275 450PHP 180 400Graphic Designer 120 275

System Analysis Low HighBusiness/Systems Analyst 300 500(Mainframe, Midrange) 300 450Business/Systems Analyst (Client Server) 300 500Business/Systems Analyst (RDBMS) 250 550Business/Systems Analyst (.Net) 300 500

IT/Project Management Low HighProject Manager (Mainframe) 300 400Project Manager (Midrange, Client Server, RDBMS) 350 500Project Manager(.Net) 350 500Network Support Manager 250 450IT Manager 250 400

continued


ContraCtNational € p/day

Support/Administration Low HighNetwork Support Engineer 250 450(Win 2000, 2003, NT) 200 3501st Level Support 120 1702nd Level Support 150 2203rd Level Support 200 320System Administrator (UNIX, Multiplatform) 250 550System Administrator (Windows NT) 220 450

QA/Technical Writing/Localisation Low HighQA Engineers 200 400Technical Writers 250 425Localisation Engineer 200 350Localisation Tester 200 350Test Manager 400 500

ERP Consultancy/Specialist Roles Low HighConsultant (SAP) 450 800Developer (ABAP) 400 650

Consultancy Low HighFunctional Consultant 400 700Technical Consultant 400 700Apps DBA 400 600

SQL Low HighDBA 375 450Developer 350 450Data Warehouser 400 550

Business Intelligence/MIS Development Low HighBrio/Hyperion/Cognos/BO 400 600Data Modeller 500 750

continued


irelandDublinCpl Resources plc. – HQ83 Merrion Square, Dublin 2T: +353 1 614 6000E: [email protected]: www.cpl.ie

Careers Register2nd Floor, 49 St Stephens Green, Dublin 2T: +353 1 500 5909E: [email protected]: www.careers-register.com

Kate Cowhig2nd Floor, 49 St Stephens Green, Dublin 2T: +353 1 500 5909E: [email protected]: www.kcr.ie

Cpl Healthcare2nd Floor, 49 St Stephens Green, Dublin 2T: +353 1 500 5909E: [email protected]: www.cplhealthcare.ie

Flexsource5 St. Fintans, North Street,Swords, Co.DublinT: +353 1 895 5700E: [email protected]: www.flexsource.ie

InteractionDublin Multilingual Call Centre,Maple House, South County Business ParkLeopardstown, Co DublinT: +353 21 471 0000E: [email protected]: www.interaction.ie

Techskills25 Merrion Square North,Dublin 2 T: +353 1 639 0390E: [email protected] W: www.techskills.ie

Flexsource3 Main Street, Blanchardstown, Dublin 15. T: +353 1 829 5800 E: [email protected]: www.flexsource.ie

Private Home Care2 Newcastle Road, Lucan, Co. DublinT: 01 6219101 (Head Office) E: [email protected]: www.privatehomecare.ie

ServisourceInternational House, Tara Street, Dublin 2T:+353 1 473 0474E: [email protected]: www.servisource.ie

Nifast5 St Fintans, North Street Swords, Co DublinT: +353 1 895 5755E: [email protected]: www.nifast.ie

ThornshawBarton House,6 Old Dublin Road,Stillorgan, Co. DublinT: +353 1 2784671E: [email protected]: www.thornshaw.com KildareFlexsourceUnit F & G Naas Town Centre, Wolfe Tone Street, Naas, Co. Kildare T: +353 45 898 900 W: www.flexsource.ie

CorkCpl Resources plc.Ground Floor, 11 Anglesea Street, CorkT: +353 21 494 4860E: [email protected]: www.cpl.ie

Kenny Whelan & AssociatesUnit 1 Joyce House, Barrack Square,Ballincollig, CorkT: + 353 21 466 5400E: [email protected]: www.kenny-whelan.ie

NifastGround Floor, 11 Anglesea Street, CorkT: +353 21 4319 250E: [email protected]: www.nifast.ie

FlexsourceGround Floor, 11 Anglesea Street, Cork. T: +353 21 4944860 E: [email protected]: www.flexsource.ie

LimerickCpl Resources plc.10/11 Steamboat Quay, Dock Road, LimerickT: +353 61 317 377E: [email protected]: www.cpl.ie

Flexsource10/11 Steamboat Quay, Dock Road, LimerickT: +353 61 317 377E: [email protected]: www.flexsource.ie

GalwayCpl Resources plc.Ross House, Merchants Road, Galway, Co. GalwayT: +353 91 509 740E: [email protected]: [email protected]

FlexsourceRoss House, Merchants Road, Galway, Co. GalwayT: +353 91 509 740E: [email protected]: www.flexsource.ie

BelfastCpl Resources plc.20 Adelaide Street,Belfast, BT2 8GD, BT34 1LRT: +44 289 072 5600E: [email protected]: www.cpl-ni.com

NewryCpl Resources plc.Granite House,31 – 35 St Marys Street, Newry, Co. DownBT34 1LRT: +44 2830 253 450E: [email protected]: www.cpl-ni.com

enGlandLondonCpl Resources plc.Hamilton House, Mabledon Place, Bloomsbury, London, WC1H 9BBT: +44 207 8338830 W: www.nursefindersuk.com

CanadaTechskills708 11th Ave SW Calgary, AB, T2R 0E4 T: 403-457-5500 Toll Free in Canada: 1-877-939-0997E: [email protected]: www.techskills.ie

CzeCH rePuBliCPragueCplJobs s.r.o.Burzovní palác, Rybná 14, Praha 1, 110 05, Czech Republic T: +420 221 773 631 E: [email protected] W: www.cpljobs.cz

Brno CplJobs s.r.o.Masarykova 26, 60200 Brno, Czech Republic T: +420 515 800 800 E: [email protected]: www.cpljobs.cz

PolandWarsawCplJobs Sp. z o.o.Al. Jerozolimskie 81,02-001 Warszawa, Poland T:+48 22 695 08 10, E: [email protected], W: www.cpljobs.pl

WroclawCplJobsSp. z o.o.ASCOPOL Business Centre, ul. Jozef Pilsudski 13, 50-118 Wroclaw, Poland T: +48 22 695 08 10, E: [email protected], W: www.cpljobs.pl

HunGaryBudapestCplJobs Kft Ingelheimstr, 1/ac 1139 Budapest, Hungary. T: +36 1 50 54 60 1 E: [email protected] W: www.cpljobs.hu

SlovaKiaBratislavaCplJobs , s.r.o, Vysoká 14, 811 06 Bratislava, Slovakia T: +421 232 191 200, E: [email protected], W: www.cpljobs.sk

SPainBarcelonaCpl Resources plc.Vía Augusta, 2 bis 5ªplanta, Barcelona 08006T: +34 93-2387134W: www.cpljobs.com

IrelandCanada

CzeCh republIC

SlovakIaSpaIn

england poland

hungary

loCaTIonS

our BuSineSS Cpl Resources plc is a provider of recruitment, staffing and

outsourcing services. We provide these services to local

customers and multinationals through a network of 32 offices

in Ireland, Czech Republic, Hungary, England, Poland, Spain,

Slovakia and Canada. Our business is based on matching the

capabilities of our candidates and employees with the needs

of our clients to get work done.

We achieve this by:

Placing candidates in jobs with our clients

Staffing client projects with our agency

employees and contractors, and

Employing staff in our service centres to

work on a subcontract basis.

In addition to providing these services to customers in Ireland,

we serve the European needs of global corporations in

Technology, Finance & Accounting, Science & Engineering,

Sales & Marketing, International customer service and Healthcare.

Cpl resources plc. 83 Merrion Square, Dublin 2

T +353 1 614 6000

E [email protected]

W www.cpl.ie

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