2. Levels of growth experienced were the strongest since
2008 and we witnessed consistency throughout the
year in terms of hiring in both contract and permanent
requirements…Early indicators from IT departments
suggest that the evolution of virtualisation, business
intelligence, cloud computing and analytics are going to
be growth areas for 2013.
”HOME COUNTIES & THE SOUTH WEST
2013 SALARY & EMPLOYMENT INSIGHTS2
3. UK Overview 4
Achieve more with less 6
Workplaces remain under stress 6
Rewarding high performance is a business priority 6
Employees are looking for well-rounded packages 8
Achieving a benefit balance 8
Growth is predicted 9
About Hudson IT 10
Salary tables
London & The South East 12
Home Counties & The South West 18
The Midlands & The North 28
Scotland 34
Our offices 40
CONTENTS
2013 SALARY & EMPLOYMENT INSIGHTS 3
4. UK OVERVIEW
Welcome to the Hudson IT Salary & Employment
Insights for 2013. We will give you an overview of all
our UK results before focusing in more depth on the
IT market. As your trusted advisor, we take pride in
our comprehensive understanding of the recruitment
business and factors affecting it including the
expectations of organisations and their people.
The challenging market conditions faced by UK businesses
in recent years show little signs of easing and businesses
are being encouraged to adapt to these conditions. Over the
next 12 months, UK organisations need to equip themselves
with the people they need to move through the next phase
of their economic cycles. Never before has it been more vital
and beneficial for organisations and job seekers to align
their expectations.
To ensure we have a complete understanding of how
organisations feel about the upcoming year, we surveyed
employers and employees to ascertain what impact the
challenging economic environment is having on businesses.
We looked at its effect on work practices, compensation and
benefits and, importantly, employee engagement, morale,
loyalty and job seeking behaviour.
The survey revealed that workplaces are under stress and
employees are expected to shoulder more responsibility.
When asked what happens when a member of staff leaves,
both employers and employees agreed that less than a
quarter of roles were replaced and when a colleague is not
replaced, 72% of employers and 79% of employees said,
the additional workload was distributed amongst the
remaining team.
EMPLOYERS VIEW:
WHEN THINKING ABOUT THE LAST FEW
ROLES THAT HAVEN’T BEEN REPLACED
IN YOUR TEAM, PREDOMINANTLY WHAT
HAPPENS TO THE WORK?
72%WO
R
KLOAD REDISTR
IBUTED
ONLY
24%OF ROLES ARE
ALWAYS REPLACED
WORKLOAD REDISTRIBUTED
ABSORBED BY MANAGER
CONTINUED BY CONTRACTOR
DISCONTINUED
OUTSOURCED
OTHER
72%
9%
5%
5%
1%
8%
2013 SALARY EMPLOYMENT INSIGHTS4
5. UK OVERVIEW
35%
65%
EMPLOY
EES
EMPLOY
ERS
29%
71%
SCOTLAND
45% 55%44% 56%
EMPLO
YEES
EMPLO
YERS
MIDLANDS
56% 44%47% 53%
31%
69%
EMPLO
YEES
EMPLOY
ERS
58%
42%
EMPLOYE
ES
EMPLOYER
S
NORTH
71% 29%53% 47%
37%
63%
EMPLOY
EES
EMPLOY
ERS
SOUTH
51% 49%49% 51%
2013 SURVEY RESPONDENT
DEMOGRAPHICS
In addition to this employees are working longer hours with 43%
saying they work over 40 hours a week and 25% saying that
their hours have increased in the past 12 months. Nevertheless,
people are optimistic about the year ahead with 52% reporting
that morale in their office had increased or remained the same.
With over three quarters of employees surveyed categorising
themselves as passively or actively seeking a new role,
organisations are encouraged to look at creative benefit
packages to attract and retain the best talent. The survey
highlighted a level of disparity between the benefits employees
are seeking and what is being offered by the market.
Organisations who employ a level of flexibility with regard
to benefit offerings could quite well find themselves at an
advantage in 2013.
In spite of the current economic challenges, employers are
prophesying encouraging movements for the coming 12
months. Nearly half of employers are confident there is the
potential for growth within their organisations and over a third
are predicting head count increases in 2013. Rewarding high
performers looks to be a business priority in 2013 and financial
reward is back on the table with 72% expecting an increase in
salary budgets and nearly half intend to award bonuses in 2013.
Read on to see the full results of our UK and sector wide
Salary Employment Insights survey, as well as proposed
salaries and recruitment trends for IT for 2013.
Methodology
The salary survey was conducted over a three week period
in January 2013, in which Hudson surveyed employers and
employees online. In-house recruitment specialists and
managing directors were surveyed for the purpose of gaining
detailed regional and sector specific employment overviews.
Current salary information was derived from Hudson’s
internal database and quality checked against survey data.
LONDON
53% 47%63% 37%
2013 SALARY EMPLOYMENT INSIGHTS 5
6. Recent months have been defined by talk of
economic uncertainty and the picture is still evolving.
With the Bank of England forecasting growth to
remain below 1% and a eurozone outlook that
remains troubled it’s not surprising that economic
uncertainty is causing many businesses to start
making contingency plans.
Whilst the general outlook for the economy is a cautious one,
the outlook for business growth and employment is predicted
to gradually improve across the UK in 2013. According to
the British Chamber of Commerce, business investment
recovered strongly in the last two quarters of 2012 and is
predicted to grow by 4.3% in 2013. This investment will likely
help stimulate growth in the labour market leading to the
creation of new jobs.
The future of the UK economy remains unclear. To succeed
businesses must remain agile, adapt to a slow growth
environment and respond to evolving economic conditions.
Workplaces remain under stress
The demanding economic environment looks set to have a
continued effect on workplaces with two thirds of employers
believing their businesses will face tougher market
conditions in 2013.
Of those surveyed, 42% reported redundancies in the
past 12 months, while 64% reported greater pressures on
budgets, 55% observed increases in employee workload and
54% faced more stringent headcount approvals.
It’s not only employers that are under pressure in this difficult
business environment; 1 in 4 employees report an increase
in their working hours and 43% now work more than 40
hours per week.
Continued pressure on budgets has meant that only 24%
of employers are always replacing roles if a member of the
team leaves. In cases where the roles are not replaced,
72% of employers distribute the work amongst the remaining
team members, with only 5% employing a contractor and 9%
absorbing the extra workload themselves.
Nearly half of employees said they are more stressed at
work than a year ago, so it is perhaps not surprising to find a
similar trend in morale levels with 48% saying they are more
pessimistic than 12 months ago.
Over three quarters of surveyed employees are actively
(40%) or passively (36%) seeking new jobs. Of those
surveyed, 57% anticipate changing jobs within 12 months.
Levels of employee engagement at work are almost
a perfect three way split between more engaged, less
engaged and neutral so it is perhaps surprising to also find
that 62% are reported as saying that they would recommend
their employer.
Rewarding high performance is a business priority
While employees are expected to shoulder more
responsibility, greater workloads and are working longer
hours, the majority of employers appear to be acknowledging
this by awarding pay rises.
Most employers (72%) awarded pay rises in the last 12
months and seven in ten anticipate a further increase at the
next salary review. The majority (59%) also indicated that
modest pay increases of 1-5% were likely to be awarded in
2013.
Interestingly, just over a third of employees believe an
increase in salary is warranted in 2013 because their skills
and experience are in high demand outside the organisation.
ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?
64%
REPORT GREATER
PRESSURE ON
BUDGETS
64%
55%
55%
SAW AN INCREASE IN
EMPLOYEE WORKLOAD
54%
FACE MORE STRINGENT
HEADCOUNT
APPROVALS
54%
42%
42%
HAVE SEEN
REDUNDANCIES IN THE
PAST 12 MONTHS
33%
EXPERIENCED HIRING
FREEZES
33%
23%
USED MORE STRINGENT
ASSESSMENT PROCESSES
23%
HOW ARE CHALLENGING MARKET
CONDITIONS IMPACTING BUSINESSES?
2013 SALARY EMPLOYMENT INSIGHTS6
7. The main reasons businesses increased salaries were to
retain high performers and ensure pay parity. Over half of
the employers (53%) surveyed indicated they would reward
high performers with pay rises and a third (34%) are willing
to award a pay rise in order to keep up with movements in
living costs.
Nearly half (49%) of employers indicated they were worried
about losing staff and this concern may be warranted as
43% of employees felt they were inadequately rewarded for
their increasing responsibility to the business.
Four in ten employees were awarded a bonus in 2012 and
the majority of these equated to between 1-10% of their
salary. Larger bonuses were not unheard of with 15% of
those awarded being greater than 20% of salary.
Despite the tough environment 47% of employers plan to
award bonuses in the next 12 months, with the majority
indicating bonuses would be awarded based on either
individual (68%) or company performance (67%). A further
26% indicated they were yet to decide whether they would
award bonuses, which correlates with the uncertainty in the
market.
To retain high performing staff
Maintain employee living standards
To reward contribution to the business
34%
31%
WHAT ARE
EMPLOYERS’ MAIN
REASONS FOR
GIVING A PAY RISE
AT THE MOMENT?
53%
To reward high level of performance
Staff are taking on new / greater responsibilities
Salaries for similar roles have increased
23%
22%
30%
The organisation is more profitable than last year
Staff overdue a rise / long time since last increase
20%
16%
2013 SALARY EMPLOYMENT INSIGHTS 7
8. Employees are looking for well-rounded packages
It is not only employers that are feeling the effects of the
economic turmoil; employees are all too aware of the
on-going economic uncertainty and the effects it has on
their lives. Many employees are valuing job security and
progression opportunities and are less inclined to expect
large salary or bonus packages.
When asked to rank important aspects when considering
new job opportunities, employees demonstrated two definite
preferences for increased salaries and a better work / life
balance. The majority (85%) of employees rated more pay
within their top five, interestingly, the expectation of the level
of increase was modest, with 71% indicating an acceptable
salary increase for external roles was less than 15%.
The second highest consideration was better work / life
balance (74%) with 29% of employees ranking this as the
number one reason they are attracted to a new opportunity.
In general, employees showed a tendency towards non-
monetary based aspects when considering new jobs. When
asked to pick from a list of 17 aspects they look for when
changing jobs, 61% of employees picked a non-monetary
based option as their number one option.
Company culture, convenient location and respected
senior / managerial staff were all cited as factors in
employees’ decision making processes. This suggests firms
that choose to focus their attention on a combination of base
salaries and tailored benefit packages are likely to be more
attractive to prospective employees.
Achieving a benefit balance
With budget squeezes becoming an all too common
commercial reality, businesses are showing a commitment to
offering a range of benefits as part of the package. But it is
important to get it right – 1 in 5 employees indicated a level
of dissatisfaction with their current benefit package and there
appears to be some disparity between what is offered and
what is attractive to employees.
Employers would be advised to look to adopt a range of
non-monetary benefits to attract and retain talent. Only 49%
of employers offer flexible working opportunities, whereas
65% of employees rated this in their top five most attractive
benefits.
After base annual salary, the top benefits offered by
employers are contributory pension plan (72%), bonus and
recognition (67%) and health benefits / insurances (54%).
However, with the government NEST pension scheme being
rolled out over the next few years, companies will no longer
be able to offer this as an optional benefit so we will likely
see a shift here.
When we asked employees to nominate which benefits were
most attractive to them, 86% placed bonus and recognition in
their top five followed by flexible working opportunities (65%)
and contributory pension plan (54%). Those least preferred
included child care and paid maternity / paternity leave.
TOP 10 REASONS EMPLOYEES ARE
ATTRACTED TO JOB OPPORTUNITIES*
ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?
EMPLOYEES RATED THIS IN THEIR TOP 5 BENEFITS
BUT ONLY 49% OF EMPLOYERS OFFER THIS
* Employees were asked to select their top 5
“FLEXIBLE WORKING OPPORTUNITIES”
65%
Better salary
Work/life balance
Convenient location
74%
61%
85%
Extra benefits
Cultural fit
Good company reputation
37%
37%
37%
Promotion opportunities
Respected leadership
37%
33%
Appealing industry
Greater responsibility
27%
21%
2013 SALARY EMPLOYMENT INSIGHTS8
9. Bonus recognition
Health benefits / insurances
Pension plan - contributory
Pension plan - non-contributory
Training benefits
Living / travel allowances
Increased annual leave
Flexible working arrangements
Company car / car allowances
Gym membership
Child care
Paid maternity leave
Paid paternity leave
* Employers were asked to select all that apply ** Employees were asked to select their top 5
67% 86%
54% 39%
72% 54%
19% 35%
43% 34%
10% 22%
42% 48%
49% 65%
31% 33%
15% 14%
19% 10%
39% 10%
28% 10%
BENEFIT Offered by Employers* Most attractive benefits for Employees** Summary
WHAT BENEFITS ARE EMPLOYERS OFFERING COMPARED
TO THE BENEFITS EMPLOYEES ARE LOOKING FOR?
Growth is predicted
Despite the current economic uncertainty, 48% of employers
stated that they believe their department has growth potential
in 2013. This growth is expected to manifest in a number
of different ways. One third of employers believe their
departments will see an increase in headcount in the next
twelve months, while 44% expect headcounts to remain
stagnant. 19% of employers reported an expected decline
in headcount in 2013, and it is worth noting that this figure
is significantly down from the 30% who reported the same
expectation last year.
The general outlook for 2013 is one
of cautious optimism. Businesses
are reporting expected growth but
the commercial reality could be that
employees will shoulder even greater
responsibilities, as businesses strive
to achieve this under the pressure of
already tight budgets.
Employees are taking on more
responsibility and working longer hours,
resulting in increased workplace stress
and pessimism which could explain the
large number of employees looking to
move on in 2013.
Employees feel they are not being
adequately rewarded for increased
workload and responsibilities, and want
greater rewards. With pressure on
remuneration budgets, businesses should
increase their focus on non-monetary
benefits as a way of retaining and
incentivising staff.
Stable jobs with flexible benefits are a
key priority for employees rather than
ever-increasing salaries. Results indicate
that non-monetary benefits alone are
enough to sway job seekers’ decisions.
Employers who focus their attention on a
combination of base salaries and tailored
benefit packages are likely to be more
attractive to prospective employees.
2013 SALARY EMPLOYMENT INSIGHTS 9
10. Hudson is a global talent solutions company with
expertise in leadership and specialised recruitment,
contracting solutions, recruitment process
outsourcing, talent management, outplacement
and eDiscovery. The Hudson IT team helps clients
and candidates succeed by leveraging our industry
expertise, deep market knowledge and proprietary
assessment tools and techniques.
With approximately 2,000 people in 20 countries, and
relationships with millions of specialised professionals,
we bring an unparalleled ability to match talent with
opportunities by assessing, recruiting, developing and
engaging the best and brightest people for our clients. We
combine broad geographic presence, world-class talent
solutions and a tailored, consultative approach to help
businesses and professionals achieve higher performance
and outstanding results.
Our specialist IT recruitment consultants are skilled and
experienced at identifying the challenges that you face;
their expertise and established networks ensure you
will be introduced to the most suitable candidates and
opportunities. By combining global capabilities with in-depth
local market knowledge we can offer flexible resourcing
solutions for permanent, contract and interim positions
across a number of different sectors throughout the UK and
Ireland. These include:
`` Business IT
`` Business Analysis
`` Business Change
`` Transformation
`` Project/Programme Management
`` Service Delivery
`` Development
`` Infrastructure
`` IT Security Architecture
We have specialist teams and established networks bridging
these areas, in key disciplines and technologies including:
`` Solutions and technical architecture
`` Development technology
`` Information security
`` Health informatics
`` Business intelligence
`` Retail IT
`` Testing
`` E-commerce
`` SAP
`` ORACLE
While we specialise in mid to senior IT placements,
our focus is always on connecting employers with IT
professionals who can help them gain increased value and
a competitive edge through effective use of technology
A combination of local knowledge, regional relationships and
global resources allows us to deliver our service with speed,
quality and innovation. We are delighted to offer clients and
candidates a personally tailored service with the benefits of
a truly global reach and look forward to being of assistance
to you or your organisation.
ABOUT HUDSON IT
OF EMPLOYERS IN IT ARE
CONCERNED ABOUT LOSING
EMPLOYEES IN 2013
OF EMPLOYEES IN IT ARE
REPORTED AS SAYING THAT
THEY WOULD WILLINGLY
RECOMMEND THEIR CURRENT
EMPLOYER
60%
54%
2013 SALARY EMPLOYMENT INSIGHTS10
12. LONDON THE SOUTH EAST
SALARY TABLES
2013 SALARY EMPLOYMENT INSIGHTS12
13. LONDON THE SOUTH EAST
The IT recruitment market in London and the South
East entered 2013 on a steady stream which has
marginally increased the levels of optimism since
2012. The actual number of jobs available remains
low but has shown consistency and in some cases is
better than expected.
The IT market in London and the South East has been
generally more buoyant than other sectors. Having realigned
our business last year, Hudson’s bespoke focus and
specialist networks within the IT sector are benefiting both
our candidates and clients.
During 2012 the public sector remained stable and we didn’t
see the expected exodus early in the year. In fact, the public
sector has experienced steady growth in the second half of
2012 onwards and we anticipate this growth will continue
through 2013.
The private sector remained cautious and growth has
been fragile, however some companies have broken
cover and started to implement their new IT strategies
and technologies. 2012 saw considerable growth in the
e-commerce and digital sector both from end users and
digital agencies. We have also seen growth in the IT
consultancy space with a demand for specialist skills to
deliver key client wins. IT departments across London and
the South East have reshaped, giving organisations the
confidence to spend in IT to help drive companies out of the
doldrums.
Levels of growth were the strongest we had seen since the
recession began and we witnessed consistency throughout
the year in terms of hiring in both contract and permanent
requirements. We are expecting this growth to continue
throughout 2013.
We are seeing many companies in London and the
South East developing high performer identification and
development plans to ensure staff retention.
Social networking is now affordable and is accessible
technology that lets individuals and communities come
together in a new way. We are seeing companies
understand the power of being at the front of this trend
which is enabling change to happen more rapidly.
During 2012 we continually heard companies talk about
cloud computing and Salesforce, ‘hot’ technology areas
last year. Cloud computing allows for a more flexible and
scalable method of computing while Salesforce’s attraction
is the cost benefit for small companies. Recently we
have been hearing companies talk about the evolution of
virtualisation, business intelligence and analytics and other
systems to monitor recurring patterns that could develop
into money making applications – this has been a big area
for retail companies.
The contracting/interim market space has been more
steadfast than the permanent recruitment market. Coming
out of 2012 and into 2013 we are definitely seeing a
stronger demand for IT contracting and interim resources.
This is because the UK’s flexible technology workforce is
integral in helping businesses meet fluctuations in demand
while moving organisations forward, utilising the innovative
mind-set that contractors can bring to the work environment.
Interestingly, salaries and pay rates across the region have
tended to remain fairly static rather than decreasing, despite
a surplus of candidates now being available. We are still
seeing companies wanting an exact fit to their requirements
and therefore the demand for candidates skilled specifically
in niche technologies is increasing as is the variance on
contractor rates for specialist skills.
There are a number of areas where the requirement for
highly skilled professionals is prevalent. Core development
skills, project and programme management, business and
process analysis, change and transformation expertise and
e-commerce skills remain in high demand. Companies are
now fully aware of being ‘digital’ and they are wanting to
enhance their usage of the cloud, agile, social media, mobile
and open resources – we are starting to see leadership
positions such as Chief Digital Officer being considered as a
key part of the senior IT leadership in all organisations.
OF EMPLOYERS IN IT
BELIEVE THEY ARE
FACING TOUGHER
CONDITIONS IN 2013
74%
2013 SALARY EMPLOYMENT INSIGHTS 13
14. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
IT Manager N/A N/A 40,000 50,000 50,000 70,000 N/A N/A 400 450 450 550
Helpdesk Manager 35,000 40,000 41,000 45,000 46,000 50,000 N/A N/A 350 400 400 450
Service Delivery Manager 40,000 45,000 46,000 50,000 51,000 70,000 N/A N/A 400 450 450 650
Network Manager 40,000 45,000 46,000 50,000 51,000 60,000 300 350 400 450 450 600
Server Support 30,000 35,000 36,000 40,000 41,000 50,000 300 350 350 400 400 500
Desktop Support 20,000 22,500 23,000 25,000 26,000 35,000 150 200 200 250 250 350
ITIL Service Delivery Analyst 25,000 27,500 28,000 32,500 33,000 40,000 300 350 350 400 400 450
System Administrator - Unix 30,000 35,000 36,000 40,000 41,000 60,000 300 350 350 400 400 600
Security Analyst/Security Engineer 35,000 40,000 41,000 45,000 46,000 60,000 250 300 300 350 350 450
Security Consultant/Manager 40,000 45,000 46,000 50,000 51,000 85,000 300 350 350 400 400 650
Helpdesk Analyst 18,000 20,000 21,000 25,000 26,000 30,000 150 200 200 250 250 300
Capacity Planner 22,000 25,000 26,000 28,000 29,000 35,000 150 200 200 250 250 300
Storage Management Analyst 25,000 30,000 31,000 35,000 36,000 40,000 200 225 225 250 250 300
Problem/Incident Manager 33,000 35,000 36,000 40,000 41,000 45,000 250 300 325 350 350 375
Network Engineer 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300
Network Consultant 33,000 35,000 36,000 40,000 41,000 45,000 200 225 225 250 250 300
Junior
Intermediate
Senior
£45k
£50k
£85k
HOW MUCH CAN I
EARN AS A
PERMANENT
SECURITY
CONSULTANT/
MANAGER?
LONDON THE SOUTH EAST - IT SUPPORT
2013 SALARY EMPLOYMENT INSIGHTS14
16. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Programme Director N/A N/A 75,000 95,000 95,000 150,000 N/A N/A 600 800 800 1,750
Programme Manager N/A N/A 65,000 85,000 85,000 100,000 N/A N/A 500 800 800 1,250
Senior Project Manager N/A N/A 50,000 55,000 55,000 75,000 N/A N/A 400 500 500 750
Project Manager 43,000 45,000 46,000 55,000 51,000 65,000 300 350 350 400 400 550
Project Co-ordinator 25,000 30,000 31,000 35,000 36,000 40,000 250 275 275 300 325 375
Project Planner 25,000 25,000 25,000 27,500 28,000 35,000 200 250 250 300 300 350
Change Manager 35,000 40,000 41,000 45,000 46,000 60,000 300 325 325 350 350 500
PMO Manager 35,000 40,000 41,000 45,000 46,000 55,000 300 325 325 350 350 450
PMO Analyst 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 325 325 350
Senior Business Analyst N/A N/A N/A N/A 45,000 65,000 450 500 500 550 550 650
Business Analyst 35,000 40,000 41,000 45,000 45,000 50,000 450 500 500 550 550 650
Data Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 325 325 375
PERMANENT CONTRACT/ INTERIM
JUNIOR
INTERMEDIATE
SENIOR
£350PD
£400PD
£550PDPD
JUNIOR
INTERMEDIATE
SENIOR
£45k
£55k
£65k
HOW MUCH CAN
I EARN AS A
PROJECT MANAGER
IN LONDON THE
SOUTH EAST?
LONDON THE SOUTH EAST - IT PROGRAMME/PROJECT SKILLS
2013 SALARY EMPLOYMENT INSIGHTS16
17. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Test Manager 45,000 50,000 51,000 60,000 61,000 75,000 300 350 350 450 450 650
Senior Test Analyst 40,000 45,000 46,000 50,000 51,000 60,000 300 350 350 400 400 500
Test Analyst 30,000 35,000 36,000 40,000 41,000 45,000 250 300 300 350 350 400
Tester 25,000 30,000 31,000 35,000 36,000 40,000 250 300 300 350 350 400
Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Enterprise Architect N/A N/A 70,000 80,000 80,000 100,000 500 600 600 800 800 1,000
Solutions Architect (applications) N/A N/A 75,000 85,000 85,000 120,000 500 600 600 800 800 1,000
Infrastructure Architect 50,000 60,000 60,000 65,000 70,000 80,000 400 600 600 700 700 800
Security Architect N/A N/A 50,000 65,000 75,000 120,000 600 800 800 1,000 1,000 1,500
Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Chief Information Officer (CIO) N/A N/A N/A N/A 125,000 250,000 N/A N/A N/A N/A 1,200 2,500
IT Director N/A N/A 70,000 80,000 100,000 150,000 600 700 800 1,000 1,100 1,600
Head of IT N/A N/A 65,000 75,000 75,000 90,000 500 600 700 1,000 1,000 1,500
Development Manager N/A N/A 45,000 55,000 57,500 75,000 400 500 600 800 900 1,100
Infrastructure Manager N/A N/A 45,000 55,000 57,500 65,000 400 500 600 700 800 1,000
Service/Vendor Manager N/A N/A 40,000 50,000 55,000 75,000 400 500 600 700 800 1,000
LONDON THE SOUTH EAST - IT ARCHITECTURE
LONDON THE SOUTH EAST - IT TESTING
LONDON THE SOUTH EAST - IT MANAGEMENT
2013 SALARY EMPLOYMENT INSIGHTS 17
18. HOME COUNTIES THE SOUTH WEST
SALARY TABLES
2013 SALARY EMPLOYMENT INSIGHTS18
19. HOME COUNTIES THE SOUTH WEST
IT recruitment in the Home Counties and the South
West regions were expected to be subdued at best
in 2012. However, the levels of growth experienced
were the strongest since 2008 and we witnessed
consistency throughout the year in terms of hiring
in both contract and permanent requirements.
We expect to see similar levels of growth in IT
recruitment in the Home Counties and South West
throughout 2013.
The public sector performed brilliantly in the second half of
2012 with substantial month-on-month growth seen from
June 2012 onwards. We expect the growth of public sector
recruitment to continue throughout 2013 but for levels of
growth to begin to level out around mid-year. Growth in the
private sector was subdued as private companies remained
cautious in the current economic climate. We have seen a
number of IT departments begin reshaping over the past
year in an attempt to cut costs and make the most of new
technologies. ERP and SAP have been particular buoyant
technologies.
IT departments across the Home Counties and the South
West have demonstrated a clear focus on staff retention,
thus achieving a reduction in HR costs and improved
engagement resulting in greater productivity. The most
effective engagement methods being considered are staff
deployment and improved learning and development
opportunities for employees.
More and more companies are beginning to understand the
power of social networking and the opportunities it offers
to better engage with clients and customers. This has led
to a significant growth in demand for IT professionals with
knowledge and experience of working within a number of
different social networks. We expect this trend to continue
throughout 2013 and beyond.
Recruitment demands constantly change to remain in
line with current market trends and technologies. Early
indicators from IT departments suggest that the evolution
of virtualisation, business intelligence, cloud computing and
analytics are going to be growth areas for 2013.
Candidates skilled specifically in niche technologies have
been in high demand in 2012 as companies looked to
find individuals that perfectly fit their requirements. Core
development skills, project and programme management,
business and process analysis, change and transformation
expertise, an Agile background and e-commerce skills
were continually sought by a wide variety of different
organisations.
Contractors and interim staff played a huge part in the
growth of IT recruitment across the Home Counties and the
South West in 2012. The demand for contract and interim
resources was comparable to those experienced during
2006/2007. Interestingly, salaries and pay rates across the
region tended to remain fairly static rather than decreasing,
despite a surplus of available resources or talent.
IT departments have continued to grow as demand for IT
professionals skilled in niche markets increases. An ever-
increasing number of companies are looking to exploit the
opportunities available to them through technologies such
as cloud computing, Agile, social networking and mobile
computing, to gain a competitive advantage over their rivals
by truly embracing these opportunities and demonstrating
commitment to remaining ahead by continually developing
their utilisation methods.
OF IT EMPLOYEES
WOULD RECOMMEND
THEIR EMPLOYER BUT
43% ARE FEELING
INCREASED STRESS
61%
2013 SALARY EMPLOYMENT INSIGHTS 19
20. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
IT Manager 35,000 40,000 40,000 50,000 50,000 60,000 N/A N/A 300 400 400 500
Helpdesk Manager 30,000 35,000 35,000 45,000 45,000 50,000 N/A N/A 250 350 350 450
Service Delivery Manager 37,500 42,500 42,500 52,250 52,500 62,500 N/A N/A 300 400 400 500
Network Manager 35,000 40,000 40,000 50,000 50,000 60,000 250 300 300 400 400 500
Server Support 27,500 32,500 32,500 37,500 37,500 42,500 200 275 275 375 375 450
Desktop Support 20,000 22,500 22,500 25,000 25,000 27,500 150 175 175 225 225 250
ITIL Service Delivery Analyst 22,500 25,000 25,000 27,500 27,500 30,000 250 300 300 400 400 450
System Administrator - Unix 30,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450
Security Analyst / Engineer 35,000 40,000 42,000 47,000 50,000 55,000 250 300 300 350 350 450
Security Consultant/Manager 40,000 45,000 45,000 55,000 60,000 65,000 300 350 350 400 400 650
Helpdesk Analyst 17,500 20,000 20,000 22,500 22,500 25,000 125 150 150 175 175 200
Capacity Planner 35,000 40,000 40,000 50,000 50,000 55,000 150 200 200 250 250 300
Storage Management Analyst 35,000 40,000 40,000 50,000 50,000 55,000 250 300 300 400 400 450
Problem/Incident Manager 25,000 30,000 35,000 40,000 45,000 50,000 250 300 325 350 350 375
Network Engineer 25,000 30,000 30,000 40,000 40,000 45,000 200 275 275 375 375 450
Network Consultant 30,000 35,000 35,000 45,000 45,000 50,000 200 275 275 375 375 450
HOME COUNTIES - IT SUPPORT
PERMANENT CONTRACT/ INTERIM
JUNIOR
INTERMEDIATE
SENIOR
£300PD
£400PD
£500PDPD
JUNIOR
INTERMEDIATE
SENIOR
£40k
£50k
£60k
HOW MUCH CAN
I EARN AS A
NETWORK MANAGER
IN THE
HOME COUNTIES?
2013 SALARY EMPLOYMENT INSIGHTS20
26. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Programme Director N/A N/A 80,000 90,000 90,000 120,000 N/A N/A 750 1,250 1,250 1,750
Programme Manager N/A N/A 60,000 70,000 70,000 80,000 N/A N/A 500 750 750 1,250
Senior Project Manager N/A N/A 50,000 55,000 60,000 65,000 N/A N/A 400 600 600 800
Project Manager 40,000 45,000 45,000 55,000 55,000 60,000 300 350 350 450 450 550
Project Co-ordinator 22,000 25,000 25,000 28,000 28,000 33,000 200 250 250 300 300 400
Project Planner 25,000 28,000 30,000 32,000 35,000 38,000 200 250 250 300 300 400
Change Manager 32,000 35,000 35,000 45,000 45,000 50,000 250 300 300 400 400 450
PMO Manager 32,000 38,000 40,000 50,000 50,000 60,000 300 400 400 500 500 600
PMO Analyst 22,000 25,000 25,000 28,000 28,000 33,000 200 250 250 300 300 400
Senior Business Analyst 35,000 40,000 43,000 48,000 50,000 55,000 300 350 350 450 450 550
Business Analyst 25,000 32,000 32,000 43,000 43,000 50,000 250 300 300 400 400 450
Data Analyst 22,000 25,000 25,000 30,000 30,000 40,000 200 250 250 300 300 400
THE SOUTH WEST - IT PROGRAMME/PROJECT SKILLS
HOW MUCH CAN I
EARN AS A
PERMANENT PMO
MANAGER IN
SOUTH WEST?
JUNIOR
INTERMEDIATE
SENIOR
£38k
£50k
£60k
2013 SALARY EMPLOYMENT INSIGHTS26
27. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Test Manager 40,000 50,000 50,000 55,000 60,000 70,000 300 350 350 450 450 550
Senior Test Analyst N/A N/A 35,000 40,000 45,000 50,000 250 300 300 400 400 450
Test Analyst 25,000 30,000 32,000 38,000 40,000 48,000 225 250 250 300 300 350
Tester 20,000 25,000 25,000 30,000 35,000 38,000 200 225 225 275 275 300
Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Enterprise Architect N/A N/A 70,000 80,000 80,000 90,000 400 500 500 600 600 800
Solutions Architect N/A N/A 50,000 60,000 60,000 70,000 350 450 450 550 550 750
Infrastructure Architect N/A N/A 50,000 50,000 60,000 70,000 350 450 450 550 550 750
Security Architect N/A N/A 60,000 70,000 70,000 80,000 650 850 850 1,100 1,100 1,600
Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Chief Information Officer (CIO) N/A N/A 80,000 100,000 90,000 125,000 N/A N/A 800 1,600 1,600 2,200
IT Director N/A N/A 75,000 100,000 90,000 125,000 N/A N/A 800 1,200 1,200 1,600
Head of IT N/A N/A 55,000 75,000 75,000 85,000 N/A N/A 500 800 800 1,100
Development Manager N/A N/A 60,000 65,000 65,000 70,000 N/A N/A 400 500 500 600
Infrastructure Manager N/A N/A 45,000 55,000 55,000 65,000 N/A N/A 400 500 500 600
Service/Vendor Manager N/A N/A 50,000 55,000 55,000 65,000 N/A N/A 400 500 500 600
THE SOUTH WEST - IT MANAGEMENT
THE SOUTH WEST - IT ARCHITECTURE
THE SOUTH WEST - IT TESTING
2013 SALARY EMPLOYMENT INSIGHTS 27
28. THE MIDLANDS
THE NORTH SALARY TABLES
2013 SALARY EMPLOYMENT INSIGHTS28
29. THE MIDLANDS THE NORTH
2012 was widely expected to be a tough year for IT
recruitment in the Midlands and the North. In reality
however, the year exceeded expectations and proved to
be one of the strongest years seen since the recession
with steady growth both in permanent and contract
recruitment. Hudson’s success in this area was a direct
result of the commitment to develop specialists that
deal specifically with individual skill sets allowing deeper
market knowledge and assisting to develop stronger
client and candidate networks.
The public sector performed better than expected with
the business growing significantly in the second half of
2012. This growth is expected to continue throughout
2013 and early indicators suggest that this will be the
case. The private sector remained cautious throughout
2012 with a few companies of note implementing new
strategies and technologies which have had a positive
effect on recruitment. Mobile application development
has been a particularly buoyant area as companies rush
to get a piece of this fast-growing market. A number of IT
departments have been reshaped to help drive change
within organisations which has led to increased optimism
and spend in IT recruitment.
Companies are beginning to understand the benefits of staff
retention and development, particularly with technology
specialists. This has led to a shortage of IT professionals
with niche skills and has increased the wages of those who
perfectly fit a company’s demands. Now more than ever
companies are looking to their IT departments to deliver
change and efficiency. New technologies are offering
exciting opportunities to cut costs and increase productivity
and the opportunity to learn something new has proven a
great tool to retain high performing employees.
The explosion in social networking has offered companies
a brand new way of interacting with their customers, clients
and employees. The benefits of social networking and the
rewards for being at the front of this trend has had a huge
impact on IT departments and IT recruitment. One thing
is clear; ignoring social networking is no longer an option
for most companies and whether the companies are in the
Midlands, the North or the rest of the UK this remains true.
With technologies and trends changing so fast, it is essential
that IT departments remain at the forefront of their field
to exploit opportunities as they arise and gain an early
mover advantage. Hot topics at the beginning of 2013 have
included the evolution of virtualisation, business intelligence,
analytics and other systems to monitor recurring patterns
that could develop into money making applications.
Demand for contracting and interim resources during 2012
saw a significant increase to levels comparable to those
experienced in 2006/2007. The contracting space has
performed better than the permanent recruitment market in
2012 and is expected to continue growing in 2013 albeit at a
slightly slower rate. Contract and interim workers have been
integral in helping businesses meet fluctuations in demand
without tying companies down to long term expenditures.
Salaries for contract and interim professionals throughout
the Midlands and the North remained static in 2012 and are
expected to stay at these levels for the foreseeable future.
Companies now expect exact fits to their requirements
when hiring and therefore the demand for candidates
skilled specifically in niche technologies is increasing.
Core development skills, business and process analysis,
e-commerce skills and change and transformation expertise
are currently in high demand in the Midlands and the
North. With IT being the basis of so much that we do today,
leadership positions such as Chief Digital Officer are now
being considered as a key part of the senior IT leadership in
all major organisations.
OF IT EMPLOYEES
STATED THAT THEY
WORK ON AVERAGE
36+ HOURS A WEEK
76%
2013 SALARY EMPLOYMENT INSIGHTS 29
30. THE MIDLANDS THE NORTH - IT SUPPORT
Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
Head of Service Delivery N/A N/A 50,000 60,000 60,000 80,000 N/A N/A 400 500 500 700
IT Manager 28,000 32,000 32,000 45,000 45,000 55,000 250 300 300 350 350 550
Helpdesk Manager (ITIL) 26,000 32,000 32,000 40,000 40,000 56,000 250 300 300 350 350 450
Service Delivery Manager (ITIL) N/A N/A 40,000 50,000 50,000 75,000 300 350 350 400 400 500
Network Manager 30,000 35,000 35,000 45,000 45,000 65,000 300 350 350 400 400 500
Server Support 25,000 30,000 30,000 40,000 40,000 45,000 250 300 300 350 350 500
Desktop Support 20,000 22,000 22,000 26,000 26,000 34,000 200 250 250 300 300 350
ITIL Service Delivery Analyst 24,000 28,000 28,000 32,000 32,000 40,000 200 250 250 300 300 350
System Administrator - Unix 28,000 32,000 32,000 40,000 40,000 55,000 300 350 350 450 450 550
Security Analyst / Engineer 30,000 35,000 35,000 45,000 45,000 60,000 300 350 350 450 450 550
Security Consultant/Manager 35,000 40,000 40,000 50,000 50,000 70,000 400 450 450 500 500 600
Helpdesk Analyst 15,000 17,000 17,000 20,000 20,000 24,000 100 120 120 140 140 150
Capacity Planner 30,000 35,000 35,000 40,000 40,000 55,000 300 350 350 400 400 550
Service Level manager (ITIL) N/A N/A 30,000 35,000 40,000 50,000 N/A N/A 300 400 400 600
Storage Management Analyst 30,000 35,000 35,000 40,000 40,000 55,000 300 350 350 400 400 550
Problem/Incident Manager 28,000 32,000 3,200 38,000 38,000 45,000 250 300 300 350 350 450
Network Engineer 25,000 30,000 30,000 40,000 40,000 50,000 250 300 350 400 400 500
Network Consultant 35,000 40,000 40,000 50,000 50,000 50,000 300 350 350 450 450 600
PERMANENT CONTRACT/ INTERIM
JUNIOR
INTERMEDIATE
SENIOR
£300PD
£350PD
£450PDPD
JUNIOR
INTERMEDIATE
SENIOR
£32k
£40k
£56k
HOW MUCH CAN
I EARN AS A
HELPDESK
MANAGER (ITIL)
IN MIDLANDS
THE NORTH?
2013 SALARY EMPLOYMENT INSIGHTS30
35. SCOTLAND OF DEPARTING IT ROLES
ARE ALWAYS REPLACED
THIS IS THE HIGHEST
PERCENTAGE SHOWN
ACROSS ALL SURVEYED
INDUSTRIES
32%
Despite uncertainty and economic fragility we were
mildly optimistic about IT recruitment in Scotland
in 2012. We found this optimism to be justified and
believe that 2013 will continue to be a period of
growth. However this growth is highlighting a major
skills gap which continues to open up as demand
increases.
IT is synonymous with change and those changes have never
been faster. Social media and analytics have invaded all
corners of the enterprise while cloud computing and mobile
apps have now become mainstream.
Throughout 2012 we found that a number of our clients are
finding it difficult to recruit professionals with the exact set of
skills they required. This was accompanied by a worry about
losing their staff during 2012 due to increased salary benefits
expectations.
Many of the trends we discussed in 2011/12 are now having
a clear impact on our industry and on hiring patterns for 2013.
These trends are clearly going to influence the market in 2013
and beyond. Scotland I.S has highlighted the gap in supply
and demand recently, with almost 70% of respondents to their
industry survey expecting to take on more people. However the
majority believe they will locate the talent required in Scotland
and the worry is the lack of appropriate skills is becoming a
critical barrier to growth.
The continued adoption of technology by the wider population
and demand for mobile apps is resulting in the role profile
of IT professionals evolving to match the need to deal with
this. The personal attributes are changing too, for example,
improved stakeholder management, communication skills,
wider business knowledge and the ability to be nimble and drive
change are all competencies that are more in demand than
ever. Understanding business strategy and becoming more
strategically focussed is no longer desirable but mandatory.
Some business units are increasingly deploying their own
systems and mobile apps and IT departments need to
understand how they work and integrate them into the fabric of
the organisation. IT talent therefore needs to be able to think in
a strategic, business focussed way rather than simply managing
servers and storage devices.
2013 is predicted by Accenture to be the year that companies
plunge into big data projects and try to unlock the value that
is held inside sometimes massive amounts of information.
Analytics software is becoming more sophisticated and the new
insights being gained are filtering into lines of business, allowing
more agile and effective decision making. This trend is expected
to accelerate in 2013 and have an impact on the skills required
by organisations to ensure these projects are successful.
The acceleration of digital enterprise and social media is forcing
organisations to rethink business processes and interact in a
more collaborative way with their customers. The growth in
digital and mobile applications has resulted in organisations that
need to be able to act in the agile manner that is necessary to
respond to these changes. Mobile devices are becoming the
norm and 2013 is expected to be the year when IT executives
have to focus on creating a consistent experience across
devices and browsers. It is going to be crucial that organisations
design IT systems around mobility and ensure all services can
be delivered through mobile channels.
This change in emphasis has resulted in a skills shortage
already in the digital and mobile technologies markets and the
skills required to service this need are already in short supply as
are solid developers with skills in JAVA or .NET and ORACLE.
It is not just candidates with advanced stakeholder
management skills and strong adaptation to change that have
seen a climb in demand recently. With technology evolving at
such a rapid speed, specialist technical skills are a must and
organisations are keen to hire candidates with these abilities.
Many companies are now placing great importance on having
the right people with the right traits, knowledge and skills for
gaining competitive agility.
Despite the increase in IaaS and SaaS, organisations –
especially those who are high growth SMEs - are loading up on
IT talent and building up centres of technical excellence to spur
innovation and to gain a competitive advantage in the market.
These focussed recruitment exercises are further depleting the
pool of skills available and increasing demand for highly skilled
professionals.
Our experience to date indicates that salaries in 2012 were
coming under pressure. Clients are tending to base salaries
and rates on their prior experience of recruiting a similar role
which could have been over 18 months ago. If one is to embark
on a rigorous sign off process for a role it makes sense to get it
signed off at the correct level for the market initially.
A primary concern for organisations in 2013, as in 2012, should
be the quality and availability of skills within the permanent and
contractor candidate pool. However, employers should be wary
that salary on its own is not a talent attraction and/or retention
strategy, and to treat it as such will not yield favourable results.
The challenge will be to identify potential and ensure that it is
effectively attracted to the right organisation who can develop
this talent to gain and sustain competitive advantage. More
focus on graduate recruitment and training will be essential if
Scotland is to meet the needs of the future.
Despite a difficult economy, there are many compelling
drivers for IT spending at the moment – yet it is impossible
to be everywhere at once. Where and how to invest is the
biggest challenge – however, with the right people in place the
challenges become easier.
2013 SALARY EMPLOYMENT INSIGHTS 35
36. Permanent (Annual) Contract / Interim (Daily Rate)
Junior Intermediate Senior Junior Intermediate Senior
Role Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £ Min £ Max £
IT Manager N/A N/A 40,000 55,000 50,000 70,000 300 375 375 400 400 500
Helpdesk Manager 25,000 35,000 30,000 40,000 38,000 40,000+ 275 325 325 350 350 425
Service Delivery Manager 35,000 40,000 40,000 45,000 50,000 60,000 300 375 375 350 350 550
Network Manager 28,000 33,000 30,000 40,000 38,000 40,000+ 300 375 375 350 350 500
Server Support 22,000 25,000 25,000 32,000 30,000 40,000 180 225 225 250 250 350
Desktop Support 18,000 22,000 20,000 25,000 23,000 28,000 125 155 155 185 185 280
ITIL Service Delivery Analyst 22,000 24,000 25,000 28,000 27,000 32,000 200 275 275 300 300 400
System Administrator - Unix 25,000 30,000 30,000 40,000 40,000 50,000 200 325 325 350 350 550
Security Analyst/ Engineer 25,000 28,000 28,000 35,000 35,000 45,000 250 325 325 350 350 600
Security Consultant/Manager 30,000 40,000 45,000 55,000 55,000 65,000 350 425 425 450 450 700
Helpdesk Analyst 16,000 20,000 18,000 22,000 22,000 25,000 125 135 130 150 150 225
Capacity Planner N/A N/A 30,000 40,000 40,000 50,000 200 225 225 250 250 400
Storage Management Analyst N/A N/A 30,000 40,000 40,000 50,000 350 425 425 450 450 600
Problem/Incident Manager 20,000 23,000 22,000 28,000 28,000 35,000 200 275 275 300 300 400
Network Engineer 22,000 25,000 25,000 28,000 28,000 35,000 150 225 225 250 250 375
Network Consultant 28,000 33,000 30,000 40,000 38,000 40,000+ 250 325 325 350 350 550
SCOTLAND - IT SUPPORT
Junior
Intermediate
Senior
£40k
£45k
£60k
HOW MUCH CAN I
EARN AS A
SERVICE DELIVERY
MANAGER IN
SCOTLAND?
2013 SALARY EMPLOYMENT INSIGHTS36
41. ABERDEEN
4 - 5 Golden Square
Aberdeen
AB10 1RD
Tel: +44 1224 620 262
EDINBURGH
Caledonian Exchange
19a Canning Street
Edinburgh
EH3 8EG
Tel: +44 131 555 4321
MANCHESTER
The Chancery
58 Spring Gardens
Manchester
M2 1EW
Tel: +44 161 832 7728
BIRMINGHAM
Victoria Square House
Victoria Square
Birmingham
B2 4AJ
Tel: +44 121 633 0010
GLASGOW
130 St Vincent Street
Glasgow
G2 5HF
Tel: +44 141 221 8182
MILTON KEYNES
500 Avebury Boulevard
Milton Keynes
MK9 2BE
Tel: +44 1908 547 995
DUBLIN
10 Lower Mount Street
Dublin 2
Tel: +353 1 676 5000
LONDON
Chancery House
53 - 64 Chancery Lane
London
WC2A 1QS
Tel: +44 20 7187 6000
READING
Greyfriars Gate
5 - 7 Greyfriars Road
Reading
Berkshire
RG1 1NU
Tel: +44 118 939 1003
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2013 SALARY EMPLOYMENT INSIGHTS 41
