ACCOUNTING&FINANCE. inavarietyofaccountancyroles.

Size: px
Start display at page:

Download "ACCOUNTING&FINANCE. inavarietyofaccountancyroles."

Transcription

1 We saw relatively high recruitment levels in Malaysia in 2011 as the government sought to encourage foreign investment and build a more skilled workforce by 2020 through broad initiatives, such as Talent Corporation (TalentCorp). Banking and finance firms recruited robustly in the first half of the year as banks carried out their regional expansion plans and grew aggressively. Although Malaysia remained relatively sheltered from global economic uncertainty, we saw less hiring activity in the second half of the year amidst rumours of mergers and acquisitions between local banks. The oil and gas sector hired most actively as many companies shifted their strategies from a broader global or regional focus and instead concentrated solely on Malaysia. As they rolled out several projects in 2011, we saw notable demand for accounting and finance, human resources and IT professionals. Consumerfocused businesses continued to hire and we saw active recruitment across the FMCG and pharmaceutical sectors, where there was notable demand for sales and marketing roles. There was also a strong surge in recruitment activity within the IT and telecommunications sectors as these companies increased headcounts rapidly at all levels in line with company expansion. Retaining talent was a key challenge for growing organisations, especially at the middle management level where we saw most demand. Organisations hired aggressively and competition for talent remained intense due to the limited pool of IT professionals looking for new jobs. Companies need to be flexible on the salaries they are prepared to offer if they wish to attract and retain the best people. Telecommunications companies continuously fought for a larger market share, leading to an increase in the volume of sales and marketing vacancies in this sector. While market sentiment is likely to remain cautious moving into 2012 as companies across the country continue to assess the global economic situation, we anticipate a constant demand for critical and replacement hires across the banking and finance, oil and gas, FMCG, pharmaceutical, IT and telecommunications sectors. With further encouragement from government initiatives, renewed foreign interest will promote economic growth in Malaysia and potentially lead to an increase in job volumes. Talent retention remained a key challenge across Malaysia as high-calibre professionals continued to be attracted to new opportunities. As multinational corporations consider Malaysia as a low-cost hub for its operations due to rising costs in neighbouring countries and continuing uncertainty in Europe, we expect the number of newly-created roles coming to market to increase. MALAYSIA Robert Walters Global Salary Survey 2012

2 ACCOUNTING&FINANCE ACCOUNTING&FINANCE ACCOUNTING&FINANCE RobertWaltersGlobalSalarySurvey Ouraccounting&financedivisionrecruits midtoseniorlevelaccountingandfinance professionalsacrossallcommercial industries.keysectorswerecruitforinclude manufacturing,engineering,oilandgas, FMCG,retail,telecommunications,IT,media andbroadcasting,marketresearch,real estate,education,pharmaceuticalsand healthcare. Theroleswespecialiseinrangefromtypical accountingrolestobusinessfinancepositions, suchasfinancialplanningandanalysis, corporatefinance,internalaudit,tax,systems accountingandprojectfinancing.our establishedclientbaseincludesmalaysian andmultinationalcompanieswithlocaland regionalrecruitmentneeds. MarketOverview Recruitmentlevelswerehighforthefirsthalf oftheyearacrossallindustrieswithamix ofreplacementandgrowth-focusedhiring takingplace.employerswereoptimisticabout theirfutureprospectsandwereconstantlyon thelookoutforhigh-calibreandexperienced candidates. Stricterinternalcontrolsandanewregulatory financiallandscapegeneratedadditional audit-relatedjobs.internalauditorswhowere willingtotravelextensivelyintheregionwere inhighdemand.moregenerally,accountants with3-4years'experienceina'big4'firm weresoughtbybothglobalmncsandsmes inavarietyofaccountancyroles. Theoilandgassectorhiredmostactively asroleswithaglobalorregionalfocus weremovedintomalaysiafromoverseas. Managementaccountants,financemanagers andfinancialanalysts,withnotablerecruitment attheseniorlevelwereallhighlyindemand. Accountantswithbothstrongcommercialand businessskillswereparticularlysought-after. Withconsistentlevelsofrecruitment throughouttheyear,candidatesoverall werepositiveaboutseekingnewroles. However,manywereonlypreparedtomove forpositionswitharegionalratherthanlocal focus. Thesecandidateswhodidmakeacareer moveexpectedsalaryincrementsof20-30%, afigurethatwasgenerallyachievedbythose withspecialistskillsetsinacandidate-short market.generalsalarylevelsfor2011 remainedsimilartothoseobservedfor2010 althoughwedidseesomenotableincreases, forexample,financialcontrollerswithinlarge organisationsreceiveduptorm300k+in 2011comparedtoamaximumofRM260k+in Outlookfor2012 Weanticipatedemandfortopaccountingand financetalentwillremainstrong,followingthe governmentstimulusaimedatgrowingforeign directinvestments(fdi). Hiringlevelsarelikelytoremainsteady throughouttheyearasfirmsprimarilyfocus oncriticalhires.industriesweforeseehiring activelyincludemanufacturing,oilandgas, retailandfmcg,whicharelikelytocontinue growingaswemoveinto2012. Specifically,weexpecttoseedemandfor headsoffinance,chieffinancialofficersand managementaccountantsascompanies continuetogrowandasoverseascompanies setupinmalaysia.thesefirmswillrequire seniorfinanceprofessionalstoassistinthe developmentofnewoffices.asbusinesses seektoimplementgrowthplansandenter newmarkets,analyticalvacanciesarealso likelytocometomarket. Employerswillbeparticularlykeentohire candidateswithoverseasworkexperience andadvancedqualifications,suchasacca, CIMA,CPA,MIAoranMBA.Candidateswill becautiousbeforemovingrolesandfirms willneedtooffercompetitivepackagesand attractivecareerprogressionopportunities toconvincegoodcandidatestomove. Professionalschangingroleswillcontinueto commandsalaryincreasesofaround20-25%.

3 ACCOUNTING&FINANCE ROLE PERMANENT SALARYPERANNUMMYR ACCOUNTING&FINANCE ChiefFinancialOfficer RM k RM k FinanceDirector-LargeOrganisation RM k RM k FinanceDirector-Small/MediumOrganisation RM k RM k FinancialController-LargeOrganisation RM k+ RM k+ CorporateFinance(6+yrs exp) RM k+ RM k+ FinancialController-Small/MediumOrganisation RM k+ RM k+ TaxManager RM k RM k CommercialManager RM k RM k TreasuryManager RM k RM k PricingManager RM k RM k FinanceManager(4-6yrs exp) RM k RM k CreditController(6+yrs'exp) RM80-144k+ RM96-144k+ FinancialAnalyst(6-10yrs exp) RM68-120k RM85-120k InternalAuditor-Director RM k+ RM k+ BusinessAnalyst(6-10yrs exp) RM82-115k RM85-120k InternalAuditor-Manager RM80-115k RM96-120k CostController(6-10yrs exp) RM78-120k RM85-144k FinanceManager(0-3yrs exp) RM78-105k RM84-105k FinancialAnalyst(3-5yrs exp) RM54-96k RM54-96k Auditor(8yrs exp) RM100k+ RM120k+ Auditor(3-5yrs exp) RM46-88k RM48-88k CostAccountant(3-5yrs exp) RM60-85k RM60-85k TaxAccountant-Senior(6+yrs exp) RM60-80k+ RM84-80k+ BusinessAnalyst(3-5yrs exp) RM50-78k RM50-78k Accountant(3-5yrs exp) RM45-72k RM48-84k TaxAccountant(3-5yrs exp) RM40-85k RM48-85k AccountsPayable/Receivable(3-5yrs exp) RM42-84k RM48-84k ACCOUNTING&FINANCE NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. RobertWaltersGlobalSalarySurvey

4 BANKING&FINANCIALSERVICES FRONTOFFICE BANKING&FINANCIALSERVICES-FRONTOFFICE BANKING&FINANCIALSERVICES-FRONTOFFICE RobertWaltersGlobalSalarySurvey Ourbanking&financialservicesdivisionhas establishedboutiqueteamswhichspecialise inrecruitingforfront,middleandbackoffice functions.thefrontofficedivisionrecruits forthewealthmanagement,corporateand institutionalbanking,fundmanagement, capitalmarkets,privateequityandventure capitalsectors.keyfinancialservices organisationswerecruitforincludeleading localandforeignbanks,fundmanagement, privateequity,securitiesandinsurancefirms, aswellasregulatorybodies. MarketOverview Therewasactivehiringatthebeginningof theyear,primarilywithinleadinglocalbanks thathadcreatedrolestosupportexpansion plans.withinthefrontoffice,severalfirms continuedseekingrelationshipmanagers andcreditanalystsfortheircommercialand corporatebankingfunctions.experienced privatebankerswhocouldmanagehighnet worthclientswerealsoinveryhighdemand. However,recruitmentlevelsdecreasedslightly duringthesecondhalfoftheyearassome banksannouncedpossibleconsolidation dealsandthemarketbecamemoreuncertain globally.despitethistrend,westillobserveda constantstreamofnewroleswithincorporate banking,onbothagrowthandreplacement basis. Asbanksannouncedpossibleconsolidation plans,candidatesbecamemorecautious astheyearprogressed.manyprofessionals werealsoreluctanttochangejobsasthey approachedyear-endandawaitedpossible bonusandsalaryincrementsinearly2012. Thosecandidateswhodidmoveroleswere generallyabletosecuregoodsalaryrises, someupto20-30%. Overallfrontofficesalarylevelsincreased slightlyduringtheyear,forexample,an investmentbankerattheanalystlevelreceived RM85-150kin2010andRM89-180kin Outlookfor2012 Weexpectgeneralhiringactivitytoremain consistentthroughouttheyearasmost financialservicesorganisationsinmalaysia continuetheirbusiness-as-usualapproach. However,employersmaybecomemore cautiousinlightofbroaderglobaleconomic uncertainties,withdrawn-outrecruitment processesasforeignbanksareforcedto gainadditionallevelsofapprovalfornew headcount. Weexpecttoseestrongcorporateand commercialbankingrelationshipmanagers tobeparticularlysought-after.continuing thetrendwitnessedin2011,relationship managersandprivatebankerswillcontinueto behiredbybankstomanagehighnetworth clients. Weforeseethatoverallsalarylevelswillrise acrosstheboardforfrontofficeprofessionals whoareabletohelpbanksmeettheirsales targets.

5 BANKING&FINANCIALSERVICES MIDDLE&BACKOFFICE BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE RobertWaltersGlobalSalarySurvey Ourbanking&financialservicesrecruitment divisionhasestablishedboutiqueteamswhich specialiseinfront,middleandbackoffice functions.ourmiddleandbackofficedivision recruitsintheareasoffinance,operations, projects,governance(internalauditand compliance)andriskmanagement. Keyfinancialservicesorganisationswerecruit forincludeleadinglocalandforeignbanks, fundmanagement,privateequity,securities andinsurancefirms,aswellasregulatory bodies. MarketOverview Wesawrobusthiringactivityinthefirsthalfof theyearwithinbankingandfinancialservices asbankswerekeentoexpandinasia. Newly-createdexpansionrolesdominated thelandscapeasbanksimplemented growthplansandhiredprojectmanagersfor business,operationsanditfunctions. Althoughhiringlevelsdippedinthesecond halfoftheyearasaresultofconsolidation acrossthebankingsector,wecontinuedto seerecruitmentinsomeareas.specifically, managementreporting,creditriskand complianceprofessionalswereallhiredand salarylevelsrosemarginallyformiddleand backofficeprofessionalsfrom2010to2011. Asanexample,acomplianceprofessionalat theanalystlevelreceivedrm48-99kin2010 andrm52-109kin2011. Finance Accountantswith Big4 experience,basel IIandIFRSexperience,projectmanagement andsixsigmabusinessstrategyknowledge wereallindemandskillsetsin2011.finance professionalswithstrongbusinessand planninganalyticsskillswerehighlymarketable asbusinessesrequiredstrongfinancial support. Governance Asin2010,wesawdemandforShariah complianceadvisoryandislamicfinance professionals.internalauditorswithcredit backgroundswerealsosought-afteratthe managertoavplevelswithincorporateand investmentbanking. RiskManagement Demandforprofessionalsremainedstrong acrosscredit,marketandoperationalrisk. Employerssoughtcandidateswithstrong technicalskillstoperformmarketanalytics andquantitativeanalysistoassessmarket risk.companiesgenerallysourcedcandidates locallybutwerewillingtoconsideroverseas professionalsforrolesrequiringmore experience. Operations Wesawactiverecruitmentforprofessionals specialisingincashmanagement,client servicesandtreasuryoperations.asbanks lookedtocentralisetheiroperationsfunctions andneededastrongteamtomanagethese migrationprojectstherewasalsoarisein operationalprojectmanagementpositions. Individualsattheseniorlevelwereparticularly sought-afterasaresult. ProjectManagement Asbanksundertooklarge-scaletransformation projects,wesawcontinuousdemandfor projectmanagerswithlean,sixsigma andfinancialservicesexperience.these professionalswereinhighdemandtodeliver continuousprocessimprovementand reengineeringinitiatives. Outlookfor2012 Withinfinance,professionalswith Big4, BaselII,IFRS,SixSigmaand/orbusiness analysisexperiencewillbefurthersought-after movinginto2012duetotighteningregulatory controls. Forgovernance,weanticipatethat Shariah-focusedcomplianceroleswill continuetobeindemand.marketrisk professionalswillalsoberequiredfor quantitativeandanalyticalrolestohelpbanks assessrisk. Asbanksbecomemoreaggressivein expandingtheirregionalheadcount,project managerswhocanleadcentralisationand integrationinitiativesoftheiroperations functionswillberequired. Overall,candidatesarelikelytoremain optimisticinthejobsmarket,butmanywill scrutiniseeachopportunitybeforeaccepting arole.inparticular,professionalswillbeless likelytojoinbanksthatarerumouredtobe involvedinacquisitiondeals.however,the opportunitiesexistinginthesebanksare extensiveandcanpotentiallysignificantly enhanceanindividual scareer. Individualsindemandarelikelytoexpect significantsalaryrisesintherangeof25% whenmovingrolesduetothescarcityoftalent inthemarket.generalsalarylevelsarealso likelytorise,particularlyforprofessionals specialisingincompliance.theseindividuals arelikelytoreceiveahigherstartingsalary attheavplevel.forexample,acompliance professionalearningrm kin2011is likelytoreceiverm kin2012.

6 BANKING&FINANCIALSERVICES ROLE PERMANENTSALARYPERANNUMMYR ANALYST AVP VP BANKING&FINANCIALSERVICES FrontOfficeBanking InvestmentBanking RM89-180k RM90-200k RM k RM k RM288k+ RM300k+ PrivateBanking RM70-120k RM70-160k RM k RM k RM220k+ RM260k+ PrivateEquity RM84-160k RM90-180k RM k RM k RM264k+ RM300k+ DebtCapitalMarkets RM69-140k RM75-180k RM k RM k RM238k+ RM300k+ EquityCapitalMarkets RM69-140k RM75-180k RM k RM k RM238k+ RM300k+ TradeSales RM60-80k RM60-100k RM80-200k RM k RM200k+ RM240k+ CorporateBanking RM58-110k RM60-180k RM k RM k RM216k+ RM300k+ Cash/TreasurySales RM60-120k RM70-150k RM k RM k RM220k+ RM240k+ CommercialBanking RM47-108k RM50-150k RM k RM k RM145k+ RM300k+ PriorityBanking RM47-79k RM50-150k RM79-144k RM k RM144k+ RM200k+ BankingOperations TreasuryOperations RM42-78k RM42-78k RM78-174k RM78-180k RM174k+ RM180k+ CashManagement RM40-78k RM40-78k RM78-174k RM78-174k RM174k+ RM174k+ CreditAdministrations RM40-66k RM40-66k RM66-174k RM66-174k RM174k+ RM174k+ Custody RM40-72k RM40-78k RM72-156k RM78-180k RM156k+ RM180k+ TradeSupport RM40-78k RM40-78k RM78-162k RM78-168k RM162k+ RM168k+ CorporateGovernance Compliance/Legal RM52-109k RM59-114k RM k RM k RM212k+ RM240k+ MarketRisk RM49-120k RM49-120k RM k RM k RM241k+ RM241k+ OperationsRisk RM48-108k RM48-108k RM k RM k RM222k+ RM222k+ InternalAudit RM45-98k RM45-102k RM98-212k RM k RM212k+ RM212k+ CreditRisk RM45-96k RM45-102k RM96-198k RM k RM198k+ RM212k+ FinancialAccounting StrategicPlanning&Analysis RM50-84k RM50-90k RM84-156k RM90-162k RM156k+ RM162k+ FinancialControl&Tax RM42-84k RM42-90k RM84-156k RM90-156k RM156k+ RM156k+ MISReporting RM36-54k RM48-60k RM54-96k RM60-108k RM96k+ RM108k+ FundAccounting RM42-78k RM42-78k RM78-108k RM78-144k RM108k+ RM144k+ ProjectManagement Operations RM42-60k RM48-84k RM60-108k RM84-144k RM108k+ RM144k+ Business RM42-60k RM42-84k RM60-144k RM84-180k RM144k+ RM180k+ BANKING&FINANCIALSERVICES NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 339 RobertWaltersGlobalSalarySurvey2012

7 HUMANRESOURCES HUMANRESOURCES HUMANRESOURCES RobertWaltersGlobalSalarySurvey Ourhumanresourcesdivisionspecialises intheplacementofmidtoseniorlevelhr professionalsintothefinancialservicesand commercialsectors.werecruitforspecialist HRpositionsrangingfromadministrators andofficersthroughtohrdirectorandvp levelrolesacrossallmarketsectors.the specialistroleswerecruitforinclude:change management,hris(hrinformationsystems), compensationandbenefits,employeerelation, HRbusinesspartners,HRprojects,in-house recruitment,learninganddevelopmentand organisationaldevelopment. MarketOverview Therewasstrongandstabledemandfor HRprofessionalsthroughout2011.Hiring trendsweresimilarto2010,withcontinued demandforhrgeneralistsandresourcing professionals. Bankingandfinancialservicesfirmshired mostactivelyinthefirsthalfoftheyearas manyimplementedtransformationchanges andsoughtprofessionalswithchange managementexperiencetoleadthese transitions. TheFMCGandretailsectorsalsohired actively,seekingtalentanddevelopmentand compensationandbenefitsspecialists,aswell ashrbusinesspartners. Anumberofcompaniescentralisedtheir HRfunctionstocreateonesingledivisionof excellence,whichwouldberesponsiblefor coreactivitiessuchasrecruitment,training andemployeeservices.hrrelationship managerswerethereforeindemandto supportspecificbusinessdivisionsintheir day-to-dayhrrequirementsunderdirection fromthesecentralisedfunctions. Candidatesweregenerallypositiveand activelysoughtnewopportunities,however, wesawashortageofprofessionalsatthe middlemanagementlevel(i.e.with5-10 years experience).mostcandidatesthatwere lookingfornewjobswereeitherjuniorstaffor HRdirectorswith15-20years experience. OverallsalarylevelsforHRprofessionalsrose duringtheyear.ahrdirectorwhoreceived RM kin2010onaveragecould commandrm kin2011.those professionalslookingtomoverolestypically expectedlargesalaryincrementsof20-30%, althoughsomewithin-demandskillsets soughtincreasesofupto35%. However,despitecompaniesneedingto remaincompetitiveonsalariesinorderto securetheirfirstchoicecandidate,most typicallyreceivedaveragerisesof20-25% whenchangingpositions. Outlookfor2012 Recruitmenttrendswillremainconsistentin 2012withfirmsseekingsimilarskillsetsto 2011.AlthoughMalaysiaremainsrelatively insulatedfromglobalmarketuncertainty, bankingandfinancialservicesinstitutionsare likelytoremaincautiousinthefirstquarter. Internationalbanksinparticularwillfocus onbusiness-criticalhiresandwithadditional levelsofapprovalrequired,hiringprocesses maybedelayed. Incomparisontothis,weexpectincreased activitywithcommerceindustriesasnew internationalbusinessesenterthemalaysian market,particularlywithinthefmcg,oiland gasandmanufacturingsectors. Withthegovernmentencouragingthisforeign investment,wedoanticipatecontinued recruitmenttofollowinotherareas.where thisisthecase,companieswillrequire experiencedhrprofessionalstohelpsetup newoperations. Recruitmentspecialists,sharedservices professionalsandhrbusinesspartnerswill alsocontinuetobeindemand.however, strategichrmanagerswillbemorehighly sought-afterthanoperationalday-to-dayhr managersasfirmsrequirethesenicheskills. Althoughcandidateswillbecautious,they willstillcontinuetoconsidertheircareer options.however,jobsecuritywillbea keyconcernforjobseekersand,tomake themoveworthwhile,mostwillseekgood salaryincrements.however,learningand developmentspecialists,compensation andbenefitsprofessionalsandhrbusiness partnerswillbeabletocommandsalaryrises ofupto35%,astheirhighlymarketableniche skillsetswillbeincreasinglyindemand.most candidatesshouldcontinuetoreceivesalary increasesof20-25%whenmovingjobs. Overallsalarylevelsaresettorisein2012:as anindicator,ahrdirectorwith5-10years' experiencewhoreceivedrm kin 2011shouldreceiveRM kin2012.

8 HUMANRESOURCES ROLE PERMANENTSALARYPERANNUMMYR 5-10YRS'EXP 10+YRS'EXP HUMANRESOURCES HRDirector RM k RM k RM k RM k+ OrganisationDevelopment RM85-150k RM96-168k RM k RM k TalentManagement RM85-150k RM96-168k RM k RM k HRBusinessPartner RM80-140k RM90-144k RM k RM k Compensation&Benefits RM75-130k RM96-144k+ RM k RM k HRManager RM75-120k RM96-144k RM k RM k RecruitmentSpecialist RM50-90k RM60-120k RM90-140k RM k TrainingSpecialist RM60-105k RM84-120k RM k RM k HRInformationSystems(HRIS) RM70-85k RM70-96k RM90-130k RM96-144k HUMANRESOURCES NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 341 RobertWaltersGlobalSalarySurvey2012

9 INFORMATIONTECHNOLOGY INFORMATIONTECHNOLOGY INFORMATIONTECHNOLOGY RobertWaltersGlobalSalarySurvey Ourinformationtechnologydivisionspecialises inpermanentandcontractrecruitment withinbankingandfinancialservices, telecommunications,commerceand consulting.werecruititprofessionalsin technical,operationalandstrategicpositions. Theserangefromanalystprogrammers, systemsengineers,solutionarchitects, pre-salesconsultants,technicalconsultants, programmemanagersandinfrastructure architects,throughtochiefinformation officers. Inadditiontopartneringcloselywithblue-chip companies,wealsorecruitformanysmall tomediumenterprisesinklangvalleyand Cyberjaya.Withexcellentindustryexperience andlocalknowledge,ouritspecialist recruitmentdivisionstrivestosettheindustry benchmarkforahighlevelofservicequality andspeedofdelivery. MarketOverview Themarketwasextremelybuoyantduring 2011withnumerousrolescomingtomarket acrossavarietyofindustries.organisations hiredaggressivelyfromanincreasinglylimited poolofitprofessionals. WesawstronghiringlevelsacrosstheIT,oil andgasandmanufacturingsectors,allof whichexperiencedgrowth.wealsosawa significantnumberofitsharedservicesroles beingrecognisedascompaniesoutsourcedit planningtomalaysianitcompanies. Servicedeliveryprofessionalswerealso sought-after,whileitprojectmanagerswerein particularlyhighdemandascompaniessought toexpandtheirinfrastructureandimprove theirnetworks.oilandgasandmanufacturing businessesrolledoutnewprojectsduringthe yearandsetupcallanddatacentres,which ledtodemandforitprofessionalstosetup andmanagethesefunctions.inthebanking andfinancialservicessector,implementation andnetworkmanagerswererecruitedtoroll outsapsystemsasfirmssoughttoimprove securityandproductivity. High-qualitycandidateswerepositiveabout thejobsmarketandactivelylookingtomove, however,manywerealsoawareoftheir worthandwerethereforeveryparticular whenconsideringnewopportunities.those whomovedrolestypicallyreceivedsalary incrementsof20-30%.alackoftalentinthe marketledtothebestcandidatesreceiving bothmultipleoffersandcounter-offersfrom existingemployerswhofoughttoretainkey staff. Duetothetalentshortageinthemarket, employersweregenerallywillingto considerinternationalcandidates.thiswas particularlyevidentforrolesrequiringniche, new-to-marketskillsets,suchassmartphone applicationdevelopment. Contract Ournewcontractingdivisionwassetupin 2011tomeetthegrowinginterimdemands ofcompanies.asorganisationsincreasingly focusoncostand/orimplementlarge-scale projectsrequiringadditionalmanpowerthis areawillcontinuetoexperiencegrowth.in particular,large-scaleinfrastructureprojects initiatedbythegovernmentarelikelytocreate furtherdemandfortheseprofessionals. Outlookfor2012 Weexpecthiringwillremainbuoyantin2012, withaninfluxofsharedandmanagedservices withinbusinessescreatinghighvolumesofit jobs.duetosupportfromcentralgovernment, theoilandgasandmanufacturingsectors arelikelytohireactively.bankswillalso bekeentoboosttheirinfrastructureand security,whichwillresultindemandfor systemsandnetworkingmanagers.however, theseprojectsmaybeshelvedifthemarket becomesmoreuncertain. Asin2011,talentedindividualswithSAPskills andprojectmanagerswillcontinuetobehired. Duetothetalentshortageinthemarket, employerswillbeincreasinglyopentohiring candidateswithinternationalexperience. Althoughprofessionalswillbeoptimistic abouttheirchancesofsecuringanewjob, theywillremaincautiouswhenchoosing whethertoacceptanoffer.employersable toofferimprovedremunerationandcareer developmentopportunitieswillbebestplaced tosecurethebesttalent. Wheretheydomovejobs,candidateswith specificin-demandskillsetsshouldbeableto commandsalaryrisesofaround20-30%.in particular,weanticipatethatsapconsultants whoreceivedrm kin2011will receiverm kin2012.

10 INFORMATIONTECHNOLOGY ROLE PERMANENT SALARYPERANNUMMYR INFORMATIONTECHNOLOGY Management ChiefInformationOfficer/ChiefTechnologyOfficer RM k+ RM k+ ITDirector RM k+ RM k+ ITProgrammeManager RM k RM k ServiceDeliveryManager RM k RM k ProjectManager RM k RM k ERP/BusinessApplication SAPConsultant RM k RM k Consultants-Functional RM95-130k RM95-180k BusinessAnalystManager RM90-120k RM90-144k Consultants-Technical RM75-100k RM75-120k ApplicationSupportAnalyst RM50-70k RM50-84k SoftwareDevelopment&Application DevelopmentManager RM k RM k SolutionArchitect RM k RM k Java/J2EESoftwareEngineer RM85-110k RM85-120k TestManager RM80-105k RM k C++SoftwareEngineer RM70-95k RM85-120k ABAP RM60-80k RM60-120k.Net/C#SoftwareEngineer RM58-75k RM85-120k SoftwareDeveloper RM55-70k RM85-120k SystemsAdministration InfrastructureManager RM k RM k InfrastructureTeamLeader RM85-105k RM85-110k Voice/NetworkEngineer RM75-90k RM75-96k ITBusinessAnalyst RM65-75k RM65-108k DatabaseAdministrator RM60-75k RM60-84k ServerAdministrator RM50-60k RM60-84k DesktopSupportAnalyst RM40-48k RM48-60k HelpDeskSupportAnalyst RM40-45k RM48-60k ITSecurity,RiskandControl ITSecurityAnalyst RM k RM k ITAuditor RM85-105k RM85-120k INFORMATIONTECHNOLOGY NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 343 RobertWaltersGlobalSalarySurvey2012

11 SALES&MARKETING SALES&MARKETING SALES&MARKETING RobertWaltersGlobalSalarySurvey Ourestablishedsales&marketingdivision specialisesintheplacementofpermanent candidatesatmidtoseniormanagement levels.werecruitprimarilyforthefollowing sectors:fmcg,retailandluxurybrands, media,advertisingandentertainment, pharmaceuticalandhealthcare,supplychain andlogistics,financialandprofessional services,telecommunicationsandinformation technology. MarketOverview Recruitmentlevelswerehighthroughout 2011asfirmsfocusedonhiringbrandingand marketingprofessionals.despitethis,wedid seeaveryslightdipinhiringactivityinthelast quarterwhenindividualspreferredtoremain intheirexistingrolesasbonuspayoutsdrew nearer.overall,recruitmentlevelsweresimilar to2010andwesawamixofreplacementand newly-createdrolescometomarket. Wesawanincreaseindemandformarketing managers,customerdevelopmentmanagers andtrademarketers.asmorecompanies launchednewproductlinestosatisfy consumerdemandin2011,brandmanagers wererequiredtorunthesecampaigns. However,salariesstagnatedforthose professionalsbetween2010and2011,which ledtothembecomingmoremotivatedto changejobs. FinancialServices Clientsandcandidatesinfinancialservices bothremainedcautiousin2011.withinbanks, wesawmostdemandforcommunications professionals.creditcardunitshired aggressively,withprofessionalsspecialising inbankingcrm,analytics,co-brandingand cardacquisitionindemand.whenmoving jobs,candidateswerewarybeforeaccepting offersduetorumoursoffutureconsolidation withinthesectorandconsequentlysought rolesininternationalorganisations.candidates indemandtypicallyreceivedsalaryrisesof upto30%whenmovingjobsasbankswere keentosecuretheseprofessionalsfortheir organisation.withincreasingcompetition, bankssoughtcandidateswhocouldhelp themdifferentiatetheirproductsfromtherest ofthemarket. FMCG/Healthcare/Pharmaceutical Formarketingrolesintheconsumersector, employerssoughtprofessionalswithspecific relevantexperience.withinfmcg,for example,organisationswereparticularly stringentonindustryexperience,while healthcareandpharmaceuticalcompanies soughtindividualswhohadmanagedsimilar productlinespreviously. IT&Telecommunications AcrosstheITandtelecommunications sectors,wesawnotablehiringactivity duringthefirsthalfoftheyearasthemarket becameincreasinglycompetitive.however, recruitmentlevelsfellandthenremained steadyforthesecondhalfoftheyear.as telecommunicationscompaniessought growthinnewmarkets,theyhiredsales andmarketingprofessionalscapableof enticingnewconsumers.becauseofthis demand,someprofessionalsfromanfmcg backgroundmovedtotelecommunications businesses. Specifically,accountmanagers,regional salesspecialists,businessdevelopment professionals,segmentmarketersandchannel marketeerswereallsought-after.candidates generallyreceivedincreasesofaround20% whenmovingroles. Outlookfor2012 Weexpecthiringlevelswillremainconsistent in2012.creditcardbusinesseswillrecruit marketingprofessionalsexperiencedincard acquisitions,usageandbusinesscrm. AcrosstheFMCG,healthcareand pharmaceuticalsectors,hiringwillbemostly consistentduetorelativelystrongbusiness performanceintheseindustries.theremay beaslowdowninpharmaceuticalswithmost companiesinthissectorforeignmultinationals whocouldbeaffectedbyuncertainconditions globally.however,weanticipatethatthese businesseswillcontinueseekingproduct, marketingandsalesmanagersalthough theseprofessionalsarelikelytoremainintheir existingpositionsin2012astheywaitforthe markettoimprove. IntheFMCGandpharmaceuticalsectors, similarbrandingandmarketingroleswillbe indemand,althoughtrademarketersand consumerinsightsprofessionalswillalsobe sought-after.candidatesinfmcgseekinga jobchangearelikelytoreceiveincreasesof 15-20%duetohighdemandfortheseskill sets. WeexpectactivehiringlevelsinITand telecommunicationsin2012,primarilydueto thecontinuingstrengthofcompaniesoffering mobilephonesandaccompanyingservices. Telecommunicationsoperatorswillincreasingly focusondifferentiatingtheirproductsfrom theircompetitorsastheyseektodrawalarger consumerbase,therebycreatingdemandfor segmentmarketeers,channelmarketeers, regionalsalesmanagersandcrmspecialists.

12 SALES&MARKETING ROLE PERMANENT SALARYPERANNUMMYR SALES&MARKETING MarketingDirector RM k RM k SalesDirector RM k RM k GeneralManager-Sales/Marketing RM k RM k Sales&DistributionManager RM k RM k RegionalSalesManager RM k RM k MarketingManager RM k RM k NationalSalesManager RM k RM k MarketingResearchManager RM k RM k CorporateAffairsManager RM k RM k PRManager RM k RM k CategoryManager RM k RM k DivisionManager RM k RM k BrandManager RM k RM k KeyAccountManager RM96-120k RM96-120k ProductManager RM90-96k RM90-96k AccountManager RM90-100k RM90-100k SALES&MARKETING NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 345 RobertWaltersGlobalSalarySurvey2012

13 SUPPLYCHAIN,PROCUREMENT&LOGISTICS SUPPLYCHAIN,PROCUREMENT&LOGISTICS SUPPLYCHAIN,PROCUREMENT&LOGISTICS RobertWaltersGlobalSalarySurvey Oursupplychain,procurement&logistics divisioninmalaysiaspecialisesinthe placementofresults-orientedsupplychain, procurementandlogisticsmanagement professionals.werecruitfororganisations inarangeofsectors,fromfmcgand manufacturingtothecommercial,banking andfinancialservicessectors,alongwiththird partylogisticsproviders. MarketOverview Wesawmoderatehiringactivitythroughout theyearacrossthemanufacturingand logisticssectors.thesebusinesseswere particularlyactiveduetoafocuson growingtheiroperations(e.g.warehouse, productionanddistributionroles)and commercialfunctions(e.g.salesandbusiness developmentroles). Supplyplanning,strategicindirect procurement,logisticsandbusiness developmentprofessionalswerehiredall throughouttheyear.mostofthehiring wewitnessedoccurredonareplacement basisasseveralcompaniesrestructured anddownsized.inparticular,supplychain candidateswerecautiouswhenmovingjobs, withindividualsfromthirdpartylogisticsfirms deliberatingovercareerdecisionsdueto marketuncertaintyobservedovertheyear. Professionalswhodidseeknewopportunities duringtheyearwerekeentomovetothe clientsideforimprovedjobsecurity.when changingroles,candidatesreceivedsalary risesof20%asemployerswerepreparedto payforthebesttalent. Outlookfor2012 Themoderatehiringlevelswitnessedatthe endof2011arelikelytocontinuein2012as employersremaincautiousintheirrecruitment approaches.however,weanticipatethat businessdevelopmentprofessionalswillbe indemandascompaniesseektotapintoa largerclientnetworktosustaintheirbusiness. Inthemanufacturingandthirdpartylogistics sectors,therewillbecontinueddemand forprofessionalsspecialisinginstrategic indirectprocurement,salesandbusiness development,distributionandtransportation. Supplyplanning,warehousing,productionand facilitiesmanagerswillalsobesought-after. Theseprofessionalswillberequiredtosupport theoperations(warehousinganddistribution) andbusinessdevelopmentfunctionsof organisationseffectivelywhilekeepingcostat aminimum. Wealsoanticipatedemandforoperationsand materialmanagerswhoareknowledgeablein supplychainoperationswiththeabilitytocut costs.demand/supplyplannerswillalsobe sought-aftertoconductforecastanalysisand improveproductivityandcustomerservice. Ifcandidatesdecidetomoveroles,theywill requiresignificantsalaryincreasestodoso, withmanyemployersofferingonaverage20% risestocandidatestochangeroles. Generalsalarylevelsarelikelytoremainsimilar to2011duetooverallmarketsentiment remainingconservative.thefinitetalentpool mayforcecompaniestoplaceastrongfocus ontalentretentionstrategies.employerswith thequickestrecruitmentprocessesableto makedecisionsswiftlywillsecuretheirfirst choicecandidatesinthisenvironment.

14 SUPPLYCHAIN,PROCUREMENT&LOGISTICS ROLE PERMANENT SALARYPERANNUMMYR SUPPLYCHAIN,PROCUREMENT&LOGISTICS HeadofGlobalSourcing RM k RM k HeadofStrategicSourcing(Regional) RM k RM k RegionalProcurementDirector(10+yrs exp) RM k RM k SupplyChainDirector(10+yrs exp) RM k RM k RegionalLogisticsDirector(10+yrs'exp) RM k RM k StrategicSourcingManager(10+yrs'exp) RM k RM k RegionalLogisticsManager(6-10yrs'exp) RM k RM k OperationsManager(5-8yrs exp) RM k RM k Demand/SupplyPlanningManager RM k RM k ProjectManager RM90-130k RM90-180k PlanningManager(6+yrs exp) RM k RM k SupplyChainManager(6+yrs exp) RM90-120k RM90-180k RegionalProcurementManager(6-8yrs exp) RM k RM k StrategicSourcing(IT)Manager(6-8yrs'exp) RM95-125k RM95-125k StrategicSourcingManager(6-8yrs'exp) RM95-125k RM95-125k SupplyChainConsultant(5-8yrs'exp) RM k RM k Procurement/SourcingAssociate(4-6yrs exp) RM80-100k RM80-100k Supply/DemandPlanner(5+yrs exp) RM80-100k RM80-100k CustomerServiceManager(5-8yrs'exp) RM95-110k RM95-110k CustomerServiceManager(8+yrs exp) RM k RM k SUPPLYCHAIN,PROCUREMENT&LOGISTICS NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. 347 RobertWaltersGlobalSalarySurvey2012

FRANKFURT ACCOUNTING&FINANCE

FRANKFURT ACCOUNTING&FINANCE 2011 was a strong year for job opportunities across all sectors of the German market. As professionals became less cautious about moving jobs, we witnessed a significant increase in movement in quarter

More information

MALAYSIA. Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services.

MALAYSIA. Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. MALAYSIA Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. There was also active recruitment within commercial firms for finance,

More information

INDONESIA. As a result, demand for specialist skills outstripped supply. This was further impacted by high barriers to entry for overseas workers.

INDONESIA. As a result, demand for specialist skills outstripped supply. This was further impacted by high barriers to entry for overseas workers. INDONESIA SUMMARY Macroeconomics had a major impact on recruitment trends in Indonesia in 2014. The country s burgeoning middle class continued to spend its new found disposable income, driving a huge

More information

TAIWAN. The number of visitors to Taiwan from mainland China increased SUMMARY

TAIWAN. The number of visitors to Taiwan from mainland China increased SUMMARY TAIWAN SUMMARY Economic conditions improved in Taiwan in 2014. Throughout the year, domestic manufacturing (which accounts for 75% of GDP), increased due to improved international demand, as evidenced

More information

2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET.

2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET. Indonesia 2015 WAS A MIXED YEAR FOR THE INDONE- SIAN RECRUITMENT MARKET. A slowdown in growth, political challenges, a continuing failure to address critical infrastructure issues and a declining rupiah

More information

SOUTH AFRICA. It was a relatively good year for recruitment in South Africa.

SOUTH AFRICA. It was a relatively good year for recruitment in South Africa. SOUTH AFRICA It was a relatively good year for recruitment in South Africa. Market conditions improved compared to 2013, although the country continued to face a number of key challenges. During 2014,

More information

increased demand for banks to help companies structure their finances. 2016 EXPECTATIONS

increased demand for banks to help companies structure their finances. 2016 EXPECTATIONS Thailand IT WAS A TRANSITIONAL YEAR FOR THAILAND IN 2015 AS COMPANIES FOCUSED ON DRIVING DOWN COSTS DUE TO THE GENERAL SLOWDOWN ACROSS SOUTH- EAST ASIA, HOWEVER RECRUITMENT WILL REMAIN BUOYANT IN 2016.

More information

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant.

THAILAND. Despite major political unrest in 2014, the labour market in Thailand remained buoyant. THAILAND Despite major political unrest in 2014, the labour market in Thailand remained buoyant. The national currency stabilised, unemployment stayed below 1%, and the general outlook for the Thai economy

More information

Vietnam. companies and retailers might consider individuals with complementary FMCG experience whose skills can be refined internally.

Vietnam. companies and retailers might consider individuals with complementary FMCG experience whose skills can be refined internally. Vietnam 2015 WAS A POSITIVE YEAR FOR RECRUITMENT IN VIETNAM. STRONG LEVELS OF DEMAND WERE DRIVEN BY NEW BUSINESSES ENTERING THE MARKET, INCLUDING THE ARRIVAL OF MAJOR COMPANIES FROM AUSTRALIA, THE US AND

More information

Accountancy & Finance Salary Guide 2015 www.sigmar.ie

Accountancy & Finance Salary Guide 2015 www.sigmar.ie www.sigmar.ie Accountancy & Finance Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire

More information

ROBERT WALTERS GLOBAL SALARY SURVEY 2015

ROBERT WALTERS GLOBAL SALARY SURVEY 2015 ROBERT WALTERS GLOBAL SALARY SURVEY 2015 CHINA In 2014 the Chinese Government implemented a shift away from pure manufacturing and infrastructure investment, and instead began to focus on hi-tech industry,

More information

Sigmar Recruitment Salary Guide 2014 HR. Salary Guide 2014 HR

Sigmar Recruitment Salary Guide 2014 HR. Salary Guide 2014 HR Salary Guide 2014 HR i Human Resources Salary Guide 2014 All salaries taken as annual in Euros, based on working in Ireland. Bonus/Car Allowance not included. Figures are based on current market rates.

More information

Strong Hiring Trends in China, Hong Kong, Japan and Singapore Reach Highest Levels in Four Years

Strong Hiring Trends in China, Hong Kong, Japan and Singapore Reach Highest Levels in Four Years For Immediate Release Contact: Tricia Stevenson Hudson (852) 2919 6153 tricia.stevenson@hudson.com Strong Hiring Trends in China, Hong Kong, Japan and Singapore Reach Highest Levels in Four Years Comprehensive

More information

Amsterdam Eindhoven Rotterdam

Amsterdam Eindhoven Rotterdam The Netherlands Amsterdam Eindhoven Rotterdam THE DUTCH RECRUITMENT MARKET WAS ON AN UPWARD TRAJECTORY IN 2015, FOLLOWING SEVERAL YEARS OF REDUCED GROWTH. WITH A MORE BUOYANT ECONOMY AND LOWER INTEREST

More information

recruitment, for example. As we enter the second half of 2016, we expect hiring activity to increase as the market begins to stabilise.

recruitment, for example. As we enter the second half of 2016, we expect hiring activity to increase as the market begins to stabilise. Malaysia RECRUITMENT IN MALAYSIA WILL BEGIN CAUTIOUSLY IN 2016, ALTHOUGH WE ANTICIPATE HIGHER LEVELS OF ACTIVITY IN THE SECOND HALF OF THE YEAR. OVERALL, WE EXPECT TO SEE ONGOING DEMAND FOR SPECIALIST

More information

MIDDLE EAST. Between 2009 and 2012, market contraction in the Middle East restricted job opportunities and SUMMARY

MIDDLE EAST. Between 2009 and 2012, market contraction in the Middle East restricted job opportunities and SUMMARY SUMMARY 2014 was a good year for the Middle East. With problems linked to the global economic crisis and the recapitalisation of Dubai World firmly in the past, the region benefited from renewed confidence

More information

BRAZIL. 2013 was a slow year in Brazil with just over 2% GDP growth.

BRAZIL. 2013 was a slow year in Brazil with just over 2% GDP growth. BRAZIL 2013 was a slow year in Brazil with just over 2% GDP growth. Compared to 2012, however, Brazilian businesses were better able to anticipate market conditions and respond accordingly. As a result,

More information

Table of Contents. From the Managing Director Using the 2015 Robert Half Salary Guide The hiring landscape across Asia

Table of Contents. From the Managing Director Using the 2015 Robert Half Salary Guide The hiring landscape across Asia Salary Guide Table of Contents 3 4 5 6 9 9 11 15 17 20 20 22 25 27 30 30 33 38 39 41 41 From the Managing Director Using the Robert Half Salary Guide The hiring landscape across Asia Hiring outlook in

More information

www.sigmar.ie Banking & Financial Services Salary Guide 2015

www.sigmar.ie Banking & Financial Services Salary Guide 2015 www.sigmar.ie Banking & Financial Services Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across

More information

BELGIUM. 2014 was a year of recovery for Belgium.

BELGIUM. 2014 was a year of recovery for Belgium. BELGIUM 2014 was a year of recovery for Belgium. Confidence was reflected in increased hiring levels across a range of sectors including manufacturing, retail, services and even banking. Companies focused

More information

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS

HONG KONG October December 2004. The Hudson Report EMPLOYMENT & HR TRENDS HONG KONG October December 2004 The Hudson Report EMPLOYMENT & HR TRENDS Introduction The Hudson Report has established a reputation as a key socioeconomic indicator in today s marketplace. It has been

More information

Kelly Services 2013 Salary Guide. Greater China

Kelly Services 2013 Salary Guide. Greater China Kelly Services 2013 Salary Guide Greater China Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting

More information

SINGAPORE. 2013 was a challenging year for certain sectors of the Singaporean job market.

SINGAPORE. 2013 was a challenging year for certain sectors of the Singaporean job market. SINGAPORE 2013 was a challenging year for certain sectors of the Singaporean job market. We saw increased offshoring among foreign financial institutions, opting for lower-cost shared service centres in

More information

SALARY SURVEY 2015 JAPAN

SALARY SURVEY 2015 JAPAN SALARY SURVEY 2015 JAPAN JAPAN The Japanese Government s business-friendly policies began to have a positive effect in 2014. Measures to stimulate the economy boosted confidence and created buoyancy within

More information

Salary Survey 2014. legal talent

Salary Survey 2014. legal talent Salary Survey 2014 legal talent legal talent Welcome to the 2014 edition of enl Legal s annual salary survey. This has been compiled using results gathered from a comprehensive national survey of law firms

More information

MANAGING DIRECTOR S LETTER

MANAGING DIRECTOR S LETTER SUPPLY CHAIN & PROCUREMENT SALARY SURVEY GUIDE UAE 2014 CONTENTS MANAGING DIRECTOR S LETTER 2 SUPPLY CHAIN & PROCUREMENT 3 MARKET INSIGHT 4 SALARY GUIDE 5 UNDERSTANDING THIS GUIDE 6 TALK TO US 7 MANAGING

More information

CHINA SALARY GUIDE 2015 1

CHINA SALARY GUIDE 2015 1 CHINA SALARY GUIDE 2015 1 morganmckinley.com.cn 2 MANAGING DIRECTOR S LETTER The majority (82%) of Mainland China s professionals have seen their annual salaries increase. However, these increases vary

More information

2016 EXPECTATIONS 2015 INSIGHT

2016 EXPECTATIONS 2015 INSIGHT South Korea THE STRUCTURE OF THE SOUTH KOREAN JOBS MARKET HAS CHANGED SIGNIFICANTLY IN RECENT YEARS AS THE ENTRY OF MAJOR GLOBAL ORGANISATIONS HAS PLACED NEW DEMANDS ON THE LOCAL TALENT POOL. The dominance

More information

2015 INSIGHT BANKING & FINANCIAL SERVICES

2015 INSIGHT BANKING & FINANCIAL SERVICES Taiwan DESPITE SIGNS OF SOFTENING IN TAIWAN S ECONOMY DURING 2015, AND MODEST GROWTH FORECASTS FOR 2016, THE TAIWANESE RECRUITMENT MARKET REMAINED BUOYANT ACROSS BANKING, FINANCE, INFORMATION TECHNOLOGY

More information

click below to view salary surveys for individual sectors

click below to view salary surveys for individual sectors click below to view salary surveys for individual sectors EXECUTIVE 06 LEGAL 26 SCIENCE & PHARMACEUTICAL 35 ACCOUNTANCY 10 HUMAN RESOURCES 27 ENGINEERING 36 PUBLIC PRACTICE 14 INSURANCE 28 SUPPLY CHAIN

More information

HR 2014 Salary & Employment Insights The Rocky Road to Recovery

HR 2014 Salary & Employment Insights The Rocky Road to Recovery The Rocky Road to Recovery 2 Contents UK Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 Uncertainty versus the upturn 7 The ticking time bomb The employer/employee

More information

redefining financial recruitment salary survey 2016

redefining financial recruitment salary survey 2016 redefining financial recruitment salary survey 2016 INTRODUCtion & background It is no surprise that this phenomenal escalation in demand for finance professionals both part and fully qualified has intensified

More information

2014 HIMSS Workforce Survey AUGUST 2014

2014 HIMSS Workforce Survey AUGUST 2014 2014 HIMSS Workforce Survey AUGUST 2014 www.himss.org Introduction Information technology (IT) professionals (such as help desk, project management or implementation specialists) are without a doubt critical

More information

The State Of The Netherlands IT Recruitment Market

The State Of The Netherlands IT Recruitment Market The State Of The Netherlands IT Recruitment Market www.itjobboard.nl T: + 31 (0)20 522 2304 Report Background The purpose of the report is to summarise the current state of the IT recruitment market in

More information

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE

THE HUDSON REPORT HONG KONG EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 FROM GREAT PEOPLE TO GREAT PERFORMANCE THE HUDSON REPORT EMPLOYMENT AND HR TRENDS OCTOBER - DECEMBER 2011 HONG KONG FROM GREAT PEOPLE TO GREAT PERFORMANCE INTRODUCTION The Hudson Report is an established and highly respected publication, based

More information

Salary Guide 2012. Your business and recruitment handbook

Salary Guide 2012. Your business and recruitment handbook Salary Guide 2012 Your business and recruitment handbook 03 From the Managing Director 03 From the Managing Director 04 Using the 2012 Salary Guide 05 Key trends in financial services recruitment 07 Highly

More information

SPAIN. Following the high unemployment of recent years, Spain has seen a large number of online start-up enterprises emerging onto the

SPAIN. Following the high unemployment of recent years, Spain has seen a large number of online start-up enterprises emerging onto the SPAIN SUMMARY After six years of economic downturn, Spain experienced a much-needed uplift in market confidence and recruitment activity in 2014. Unemployment reduced and GDP increased to 1.2%, which although

More information

their skills. There was particularly high demand for those with specialist skills in cyber security and e-commerce.

their skills. There was particularly high demand for those with specialist skills in cyber security and e-commerce. Singapore HIRING LEVELS REMAINED STABLE ACROSS THE SINGAPORE RECRUITMENT MARKET IN 2015. WITH GREATER POLITICAL CERTAINTY FOLLOWING THE GENERAL ELECTION, WE ANTICIPATE GROWING BUSINESS CONFIDENCE AND HIGHER

More information

2014 U.S. Job Forecast

2014 U.S. Job Forecast 2014 U.S. Job Forecast caution remains a staple in recruitment plans. careerbuilder s annual forecast shows that debt issues in Washington may continue to play a part in impeding a more accelerated jobs

More information

MARKET REVIEW & SALARY SURVEY 2014

MARKET REVIEW & SALARY SURVEY 2014 INTRODUCTION GRMSearch is pleased to present its annual market review and salary survey for the financial year in Hong Kong. We aim to provide our clients and candidates, through the use of this in-depth

More information

OVERALL, THE HONG KONG RECRUITMENT MARKET WAS POSITIVE IN 2015. when offered a significant increase in their remuneration package.

OVERALL, THE HONG KONG RECRUITMENT MARKET WAS POSITIVE IN 2015. when offered a significant increase in their remuneration package. Hong Kong OVERALL, THE HONG KONG RECRUITMENT MARKET WAS POSITIVE IN 2015. Although the cautious economic outlook led some businesses to adopt a more careful approach to adding new headcount during the

More information

Recruitment forecasting. Employer branding. Sourcing strategies. Selection processes. Assessment methodologies. On boarding of new hires

Recruitment forecasting. Employer branding. Sourcing strategies. Selection processes. Assessment methodologies. On boarding of new hires hudson RPO ASIA pacific Recruitment Process Outsourcing Hudson RPO Asia Pacific is proud to be the winner of a number of industry rated awards including: HRO Today s Global Baker s Dozen List, 2010, 2011

More information

MANAGEMENT P R O S P E C T U S

MANAGEMENT P R O S P E C T U S MANAGEMENT 37 CERTIFICATE IN PROJECT MANAGEMENT Project management is about the application of methods, knowledge, skills and processes to achieve the project objectives. Appropriate project management

More information

CHINA SALARY GUIDE 2012

CHINA SALARY GUIDE 2012 CHINA SALARY GUIDE 2012 RECRUITMENT OUTSOURCING CONSULTING CONTENTS 4 Executive Overview 6 Introduction 8 Accounting and Finance 9 Automotive 11 Banking & Finance 14 Chemical 15 Consumer, Sales & Marketing

More information

SInGaporE 2014 Salary & EmploymEnt ForEcaSt

SInGaporE 2014 Salary & EmploymEnt ForEcaSt SINGAPORE 2014 Salary & Employment Forecast welcome Welcome 3 Market Overview 4 Accounting & Finance 11 Engineering & Manufacturing 23 Financial Services 31 Healthcare & Life Sciences 45 Human Resources

More information

acornexecutivesearch.com Senior Executive Search

acornexecutivesearch.com Senior Executive Search Senior Executive Search Senior Executive Search Acorn s Senior Executive Search Division is a progressive executive and management recruitment service that places senior professionals. We source and place

More information

Salary Guide. April 2014 Queensland

Salary Guide. April 2014 Queensland h Salary Guide April 2014 Queensland Introduction The past 6 months has shown stark contrast in demand levels. The 2013 year finished with soft demand in the technology market, however we have welcomed

More information

Market Overview and Salary Survey: Sales July 2012

Market Overview and Salary Survey: Sales July 2012 Market Overview and Salary Survey: Sales July 2012 FMCG Anton Narinyani, Manager, FMCG Recruitment, Antal Russia The situation on the FMCG labour market barely changed compared to last year. During the

More information

GLOBAL TREND REPORT MARKETING 2015 OUTLOOK

GLOBAL TREND REPORT MARKETING 2015 OUTLOOK GLOBAL TREND REPORT MARKETING 015 2015 OUTLOOK A HIGHLY POSITIVE OUTLOOK FOR MARKETING PROFESSIONALS The Marketing discipline has been evolving rapidly over the past few years. The emphasis on digital

More information

Recruitment Process: Why Outsource?

Recruitment Process: Why Outsource? Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition

More information

THE OUTLOOK FOR 2015. Risk management and treasury. www.michaelpage.co.uk

THE OUTLOOK FOR 2015. Risk management and treasury. www.michaelpage.co.uk THE OUTLOOK FOR 2015 Risk management and treasury www.michaelpage.co.uk Contents Risk 1 Quantative 2 Banking treasury temporary and permanent 3 1 Risk Our Risk team specialises in the recruitment of Credit

More information

BRAZIL JOB INDEX Q3 2013

BRAZIL JOB INDEX Q3 2013 BRAZIL JOB INDEX CONTENTS BRAZIL OVERVIEW 1 SÃO PAULO 2 RIO DE JANEIRO 3 ABOUT THE BRAZIL JOB INDEX Robert Walters, the international recruitment consultancy, today publishes the Brazil Job Index for.

More information

HIRING THE BEST IN 2016

HIRING THE BEST IN 2016 Germany Düsseldorf Frankfurt OVERALL, THE GERMAN JOBS MARKET WAS BUOYANT IN 2015. A HEALTHY ECONOMY LED TO STRONG LEVELS OF JOB CREATION AND A GROWING SHORTAGE OF SKILLS. THIS TREND IS LIKELY TO CONTINUE

More information

2012 Hays IT Salary Guide

2012 Hays IT Salary Guide 2012 Hays IT Salary Guide hays.ie Copyright Hays plc 2012. HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, the HAYS Recruiting experts worldwide logo and Powering the World of Work

More information

SALARY SURVEY 2016 ROBERT WALTERS

SALARY SURVEY 2016 ROBERT WALTERS SALARY SURVEY 2016 ROBERT WALTERS Salary Survey 2016 ABOUT THE GLOBAL SALARY SURVEY Welcome to the seventeenth edition of the Robert Walters annual Global Salary Survey. First released in 2000, the survey

More information

GLOBAL TREND REPORT INSURANCE H1 JAN-JUN

GLOBAL TREND REPORT INSURANCE H1 JAN-JUN GLOBAL TREND REPORT INSURANCE 014 H1 JAN-JUN AN IMPROVING MARKET WORLDWIDE In line with our commitment to keep professionals working in Insurance up to date with employment and recruitment trends, at the

More information

ASIA DESTINATION FOR TALENT LEADING FROM THE FRONT

ASIA DESTINATION FOR TALENT LEADING FROM THE FRONT ASIA DESTINATION FOR TALENT LEADING FROM THE FRONT The 2014 Hays Asia Salary Guide CONTENTS 4 Market Overview & Trends 5 Introduction 6 Salary policy 12 Recruitment trends 18 Business/economic outlook

More information

Asia Salary Guide 2011-2012. Reputation is everything

Asia Salary Guide 2011-2012. Reputation is everything Asia Salary Guide 2011-2012 Reputation is everything Contents Executive Summary... 3 Salary Tables Banking & Financial Services Market Overview... 4 Project Management & Business Analysis... 5 Senior Management...

More information

ICT Salary & Employment Index. Summer 2014

ICT Salary & Employment Index. Summer 2014 ICT Salary & Employment Index Summer 2014 Market Update NATIONAL The last quarter has seen a steady market for technology skills in Australia. Over the August - October period, organisations - in both

More information

2015 SALARY SURV Y. North Clientside

2015 SALARY SURV Y. North Clientside 2015 SALARY SURV Y Clientside A Message From our Clientside Marketing Consultant Permanent In 2014 we saw a very exciting and fast-moving year in the Marketing industry with a continued rise in brand,

More information

Changing Economic Conditions and Improving Productivity

Changing Economic Conditions and Improving Productivity 1 The Rocky Road to Recovery Contact Hudson 2 Contents UK Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 Uncertainty versus the upturn 7 The ticking time bomb The

More information

Salary Survey Ireland

Salary Survey Ireland 2006 Salary Survey Ireland Introduction Welcome to the Hudson Ireland Salary Survey 2006. The latest economic study in Ireland has highlighted that Ireland will remain the fastest-growing economy in the

More information

Global and US Trends in Management Consulting A Kennedy Information Perspective

Global and US Trends in Management Consulting A Kennedy Information Perspective Global and US Trends in Management Consulting A Kennedy Information Perspective Summary There is firm evidence of significant growth in the management consulting industry in 2005 and 2006. In some markets,

More information

SALARY SURVEY & GUIDE 2013

SALARY SURVEY & GUIDE 2013 LEGAL MARKET SALARY SURVEY & GUIDE 2013 HONG KONG WWW..COM INTRODUCTION GRMSearch is pleased to present its annual market review and salary survey for the financial year in Hong Kong. We aim to provide

More information

IBM Global Process Services. Next-generation business process outsourcing for Natural Resources

IBM Global Process Services. Next-generation business process outsourcing for Natural Resources IBM Global Process Services Next-generation business process outsourcing for Natural Resources 2 IBM Global Process Services Australia s mining, petroleum, and LNG companies across the Natural Resources

More information

Asia and Thailand Reward Trends 2011-2012. 16 th March 2012 Thanwa Chulajata

Asia and Thailand Reward Trends 2011-2012. 16 th March 2012 Thanwa Chulajata Asia and Thailand Reward Trends 2011-2012 16 th March 2012 Thanwa Chulajata What we will cover Regional Market Snapshot Thailand Reward Trends Economic Indicators Pay Market Findings Participant Profile

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

HONG KONG. We saw renewed confidence among employers and candidates in Hong Kong during 2014.

HONG KONG. We saw renewed confidence among employers and candidates in Hong Kong during 2014. We saw renewed confidence among employers and candidates in Hong Kong during 2014. New positions as well as replacement roles opened up in most areas although market optimism was tempered with a degree

More information

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud

Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud D R A F T Oracle Buys Taleo Adds Leading Talent Management Cloud Offering to the Oracle Public Cloud April 5, 2012 Oracle is currently reviewing the existing Taleo product roadmap

More information

Legal in-house financial services salary guide 2011. taylorroot.com

Legal in-house financial services salary guide 2011. taylorroot.com Legal in-house financial services salary guide 2011 Introduction Our legal financial services division specialises in recruiting permanent and temporary legal professionals at all levels from paralegals

More information

The Employer s Mandate

The Employer s Mandate The Employer s Mandate Are you ready to take charge? Kuala Lumpur 4 Aug Johor Bahru 13 Aug Penang 14 Sep Kuala Lumpur 29 Sep 1 M i s s i o n S t a t e m e n t Build effective partnerships and make a difference

More information

Employment Outlook and Salary Guide 2011/12

Employment Outlook and Salary Guide 2011/12 Employment Outlook and Salary Guide 2011/12 A TOOL FOR WORKFORCE PLANNING RECRUITMENT OUTSOURCING CONSULTING CONTENTS 4 Executive Overview 6 Introduction 8 BFSI 11 Education 12 Engineering 15 FMCG 16 ITES

More information

Salary Guide 2012 Czech 2012 Republic

Salary Guide 2012 Czech 2012 Republic Executive recruitment speciaists Salary Guide 2012 Czech 2012 Republic reedglobal.cz reedglobal.com.cz Market Overview The new year saw the agenda for many companies in the Czech Republic revolve around

More information

For the average Singaporean. Stingier employers adopt lean manpower mindset SALARY SURVEY 2016

For the average Singaporean. Stingier employers adopt lean manpower mindset SALARY SURVEY 2016 Stingier employers adopt lean manpower mindset Negotiating a big salary increase and getting a permanent post will be tricky this year as Singaporean companies err on the side of caution. For the average

More information

table of contents introduction

table of contents introduction table of contents introduction ABOUT HUDSON IRELAND the irish picture 1 2 3 salary tables ACCOUNTING & FINANCE BANKING & FINANCIAL SERVICES ENERGY, INFRASTRUCTURE & TECHNICAL HR IT & Telecommunications

More information

2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK 2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK SALARY & EMPLOYMENT 2015/16 AUSTRALIAN OUTLOOK 1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK CONTENTS Click on the below headings to navigate to each section.

More information

Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud. March 27, 2015. Better

Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud. March 27, 2015. Better Hitachi Consulting Growing to $1 Billion Organization Leveraging the Power of the Oracle Cloud March 27, 2015 Better Chris Buri Chris Buri is the Vice President and CIO of Hitachi Consulting and joined

More information

TABLE OF CONTENTS ABOUT MARTINSEN MAYER 2 ABOUT THE SURVEY 2 GENERAL TRENDS MOUNA KENZAOUI, CEO 3 EXECUTIVE 4 ACCOUNTANCY AND FINANCE 6 BANKING 8

TABLE OF CONTENTS ABOUT MARTINSEN MAYER 2 ABOUT THE SURVEY 2 GENERAL TRENDS MOUNA KENZAOUI, CEO 3 EXECUTIVE 4 ACCOUNTANCY AND FINANCE 6 BANKING 8 TABLE OF CONTENTS ABOUT MARTINSEN MAYER 2 ABOUT THE SURVEY 2 GENERAL TRENDS MOUNA KENZAOUI, CEO 3 EXECUTIVE 4 ACCOUNTANCY AND FINANCE 6 BANKING 8 LEGAL 10 HUMAN RESOURCES 11 TECHNOLOGY 13 SALES 17 MARKETING

More information

2016 U.S. Job Forecast

2016 U.S. Job Forecast 2016 U.S. Job Forecast U.S. Job Growth Expected to Hold Steady in the New Year Survey Reveals Five Employment Trends to Watch in 2016 U.S. employers continue to show confidence in their hiring plans, according

More information

GLOBAL TREND REPORT IT DEVELOPMENT & TESTING 2015 OUTLOOK

GLOBAL TREND REPORT IT DEVELOPMENT & TESTING 2015 OUTLOOK GLOBAL TREND REPORT IT DEVELOPMENT & TESTING 015 2015 OUTLOOK MOBILE & DIGITAL TECHNOLOGIES AND ANALYTICS DRIVING DEMAND In line with our commitment to keep professionals working in the IT Development

More information

CHINA. Robert Walters Global Salary Survey 2014 299

CHINA. Robert Walters Global Salary Survey 2014 299 SALARY SURVEY 2014 CHINA The economy remained on track in China during 2013, as a quick recovery from the summer s credit crunch contributed to GDP growth of 7.8% for the third quarter. We re also likely

More information

Salary & Employment Forecast HONG KONG 2014

Salary & Employment Forecast HONG KONG 2014 Salary & Employment Forecast HONG KONG 2014 legal Market Analysis Recruitment Activity Strength of current hiring activity compared to the last 12 months Expectation of a professional skills shortage in

More information

NEW ZEALAND COUNTRY OVERVIEW. Throughout the year

NEW ZEALAND COUNTRY OVERVIEW. Throughout the year NEW ZEALAND Recruitment in New Zealand remained buoyant across most sectors in 2014, with high confidence and low unemployment rates (circa 5%) following a strong year in 2013. The general election caused

More information

GLOBAL TREND REPORT HUMAN RESOURCES 2015 OUTLOOK

GLOBAL TREND REPORT HUMAN RESOURCES 2015 OUTLOOK GLOBAL TREND REPORT HUMAN RESOURCES 015 2015 OUTLOOK ECONOMIC GROWTH & ORGANISATIONAL CHANGE CREATING NEW OPPORTUNITIES By and large the market for human resources professionals has improved with the economic

More information

PROJECT MANAGEMENT SALARY SURVEY 2014

PROJECT MANAGEMENT SALARY SURVEY 2014 ESI INTERNATIONAL ASIA PACIFIC PROJECT MANAGEMENT SALARY SURVEY 2014 An ESI International study SURVEY OBJECTIVES The inaugural Asia Pacific project management salary survey conducted by ESI International

More information

Legal Salary Survey, 2012

Legal Salary Survey, 2012 INTRODUCTION regularly releases a salary survey to advise our clients and candidates on the Moscow legal market. This report provides a salary review current to the end of August 2012 covering private

More information

GLOBAL TREND REPORT TAX 2015 OUTLOOK

GLOBAL TREND REPORT TAX 2015 OUTLOOK GLOBAL TREND REPORT TAX 015 2015 OUTLOOK GLOBAL DEMAND FOR CORPORATE TAX COMPLIANCE AND INTERNATIONAL TAX EXPERTS In line with our commitment to keep professionals working in the Tax discipline up to date

More information

Sales & Marketing Salary Guide 2015 www.sigmar.ie

Sales & Marketing Salary Guide 2015 www.sigmar.ie www.sigmar.ie Sales & Marketing Salary Guide 2015 Sigmar Recruitment Sigmar Recruitment, established 2002, is a leading Irish recruitment services company with 15 specialist divisions across the entire

More information

The AGR Graduate Recruitment Survey 2015

The AGR Graduate Recruitment Survey 2015 The AGR Graduate Recruitment Survey 2015 Winter Review Produced for AGR by The AGR Graduate Recruitment Survey 2015 Winter Review Association of Graduate Recruiters 6 Bath Place Rivington Street London

More information

RESOURCES FINANCEPROPERTY FINANCE PROPERTY TECHNOLOGY SUPPLY CHAIN SALES FINANCE MARKETING SUPPLY CHAIN LEGAL FINANCE LEGAL FINANCE FINANCE

RESOURCES FINANCEPROPERTY FINANCE PROPERTY TECHNOLOGY SUPPLY CHAIN SALES FINANCE MARKETING SUPPLY CHAIN LEGAL FINANCE LEGAL FINANCE FINANCE FINANCIAL SERVICES FINANCEPROPERTY FINANCE SALES & MARKETING SALES & MARKETING OIL & GAS SUPPLY MICHAEL PAGE OIL & GAS FINANCE FINANCIAL SERVICES HUMAN RESOURCES PROPERTY OIL PROCURMENT & SUPPLY CHAIN

More information

Recruitment Market Research & Insight Report

Recruitment Market Research & Insight Report Recruitment Market Research & Insight Report 2014 saw us celebrate our 30 th year in business and also the 10 th year anniversary of the Market Research division. It has been an optimistic year with a

More information

Accounting & Finance 2014 Salary & Employment Insights The Rocky Road to Recovery

Accounting & Finance 2014 Salary & Employment Insights The Rocky Road to Recovery 1 The Rocky Road to Recovery Contact Hudson 2 Contents UK Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 Uncertainty versus the upturn 7 The ticking time bomb -

More information

HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market

HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market HARNHAM DATA & ANALYTICS SALARY GUIDE 2013 The definitive source of salary information for the UK Data & Analytics market HARNHAM SALARY GUIDE 2013 - PAGE 2 SEEKING ROLES THIS YEAR SALARY GUIDE INTRODUCTION

More information

Ireland HUDSON SALARY GUIDES 2015

Ireland HUDSON SALARY GUIDES 2015 Ireland HUDSON SALARY GUIDES 2015 ABOUT THIS PUBLICATION This Salary Guide is a compilation of salary and market information provided by Hudson consultants, clients, candidates and other sources in Ireland.

More information

16 May 2003 CARLISLE HOLDINGS LIMITED ANNOUNCES RESULTS FOR THE FOURTH QUARTER AND FISCAL YEAR ENDED MARCH 31, 2003

16 May 2003 CARLISLE HOLDINGS LIMITED ANNOUNCES RESULTS FOR THE FOURTH QUARTER AND FISCAL YEAR ENDED MARCH 31, 2003 16 May 2003 CARLISLE HOLDINGS LIMITED ANNOUNCES RESULTS FOR THE FOURTH QUARTER AND FISCAL YEAR ENDED MARCH 31, 2003 Belize City, Belize, May 16, 2003-- Carlisle Holdings Limited (NASDAQ: CLHL, London:

More information

2014 Annual General Meeting. 23 October 2014

2014 Annual General Meeting. 23 October 2014 2014 Annual General Meeting 23 October 2014 Disclaimer This presentation has been prepared by SKILLED Group Limited (ASX:SKE). The information contained in this presentation is of a general nature only,

More information

The Salary Market For Accounting and Finance Professionals

The Salary Market For Accounting and Finance Professionals SALARY GUIDE 2012Finance & Accounting 2012 Salary Guide Finance & Accounting Asia Table of Contents From the Managing Director 1 Using the Salary Guide 2 Signs it s time to hire 3 Hiring landscape in Asia

More information

Business Confidence Survey

Business Confidence Survey Business Confidence Survey German Business in China 2014 Press Release ABOUT THE SURVEY The German Chamber Business Confidence Survey has been conducted annually since 2011. It is a key gauge measuring

More information

PwC FY 2013 Global Revenues Grow to US$32.1 billion

PwC FY 2013 Global Revenues Grow to US$32.1 billion Press release Date EMBARGO 08:00 New York time Tuesday 1 October 2013 Contact Mike Davies + 44 20 7804 2378 Email: mike.davies@uk.pwc.com Mike Ascolese Tel: +1 646 471 8106 Email: mike.ascolese@us.pwc.com

More information

CONTENTS NETHERLANDS BELGIUM FRANCE PARIS LYON. Introduction Candidate Survey. Business Support. Finance

CONTENTS NETHERLANDS BELGIUM FRANCE PARIS LYON. Introduction Candidate Survey. Business Support. Finance SALARY SURVEY 2015 CONTENTS Introduction 3 Candidate Survey 4 NETHERLANDS Business Support 7 Finance 8 BELGIUM Business Support 11 Finance 12 FRANCE PARIS Accounting & Finance 14 Banking & Financial Services

More information