contents Introduction 3 Candidate Survey 4 Client Survey 7 Overview 9 Finance 10 Business Support 11 Overview 13 Finance 14 Business Support 15

Transcription

1 Salary Survey 2016

2 contents Introduction 3 Candidate Survey 4 Client Survey 7 NETHERLANDS Overview 9 Finance 10 Business Support 11 BELGIUM Overview 13 Finance 14 Business Support 15 FRANCE Overview 17 Accounting & Finance 18 Banking & Financial Services 18 Business Support 19 Human Resources 19 Legal 19 Information Technology 19 SWITZERLAND Overview 21 Accounting & Finance 22 Business Support 22 Contact 23 2 Salary Survey 2016

3 Introduction The Dutch recruitment market witnessed an upward trajectory in A more buoyant economy and increased export activities created substantial movement in the contract labour market. We are happy to share our insights with you in our annual Salary Survey. The survey provides an overview of salary trends on the majority of roles we specialise in, complemented with the results of a candidate and client survey about their expectations for The Walters People business has grown exponentially over 2015 and we anticipate this trend to continue in We are excited to see that both candidates and clients share our positive outlook; the vast majority are optimistic about the Dutch economy in Most candidates expect to see an increase in their salaries in 2016, while employers expect further growth in the number of vacancies. You can find these results and more on page four of our survey. We are eager to hear about your expectations for the job market in If you require any hiring advice or would like to discuss your recruitment needs, please feel free to contact us. Jose Bokhorst Associate Director Walters People +31(0) Salary Survey

4 CANDIDATE SURVEY THIS SURVEY WAS COMPLETED BY PROFESSIONALS IN BUSINESS SUPPORT FINANCE 16 Other IT support Accounting Banking & financial services 49 % Logistics & supply chain Sales & customer support Secretarial & management support HR HOW DID YOUR SALARY EVOLVE IN 2015? WHAT ARE YOUR SALARY EXPECTATIONS FOR 2016? >3% Decrease % Decrease 30 No change % Increase >3% Increase FINANCE BUSINESS SUPPORT FINANCE BUSINESS SUPPORT 65% would consider accepting a lower salary for a more challenging job DO YOU BELIEVE YOU'RE PAID YOUR MARKET VALUE? FINANCE BUSINESS SUPPORT % 20% 40% 60% 80% 100% Yes No, I believe that I am paid more than my market value No, I believe that I am paid less than my market value 4 Salary Survey 2016

5 CANDIDATE SURVEY 77% are optimistic about the Dutch economy in 2016 WHAT ARE YOUR EXPECTATIONS FOR THE JOB MARKET IN 2016? FINANCE BUSINESS SUPPORT % 20% 40% 60% 80% 100% I expect a wider range of vacancies for my type of role I expect the number of vacancies to remain stable I expect less available jobs for my type of role TOP 5 FACTORS RATED AS 'VERY IMPORTANT' WHEN CHOOSING A NEW JOB OR ASSIGNMENT 67% 32% 32% 31% 30% Challenging job content Company culture and colleagues Work-life balance Salary Job security TOP EXTRALEGAL BENEFITS WISH LIST 37% 20% 16% Transportation allowance Flexible working hours Possibility to work from home Salary Survey

6 CANDIDATE SURVEY DID YOU COMPLETE ANY TRAINING OR EDUCATION IN 2015? 50 % Internal training External training Completed Bachelor or Master No 67% of training was paid for by employers 11 DO YOU PLAN TO FOLLOW TRAINING OR CLASSES IN 2016 TO SUPPORT YOUR CAREER DEVELOPMENT? ARE YOU WILLING TO PAY FOR THIS YOURSELF? % 20% 40% 60% 80% 100% Yes No % 20% 40% 60% 80% 100% Yes No ARE YOU SATISFIED WITH YOUR CURRENT EMPLOYER'S TRAINING OPPORTUNITIES? % 20% 40% 60% 80% 100% Yes No 38% of Dutch professionals get no compensation for working overtime 63% bring their own lunch to work 5.8 is the average grade for coffee at the workplace, on a scale from 1 to 10 47% connect with colleagues on Facebook 67% expect to change jobs in Salary Survey 2016

7 EMPLOYER EXPECTATIONS WHAT ARE YOUR EXPECTATIONS FOR THE JOB MARKET IN 2016? 3 23 % 74 I expect the number of vacancies to increase I expect the number of vacancies to remain stable I expect the number of vacancies to decrease 86% are optimistic about the Dutch economy in 2016 HOW DO YOU EXPECT SALARIES TO EVOLVE IN 2016? DO YOU EXPECT TO HIRE NEW STAFF IN 2016? No change 1-3% Increase >3% Increase % 20% 40% 60% 80% 100% Improving employee satisfaction and motivation is considered the biggest challenge for 2016 Yes Not sure No WHICH OF THESE FACTORS IS MOST IMPORTANT IN IMPROVING STAFF RETENTION? 37% 39% 20% 29% 16% 17% 20% 12% 16% 3% Work-life balance Career opportunities Training & development Salary Regular appraisals These numbers are based on a survey conducted among 924 Dutch Walters People candidates and 148 clients. Of the candidates, 46% were born in or after 1980, 62% were female and 38% were male. Of the clients, 78% were born before 1980, 65% were male and 35% were female. For more information about this survey, please contact netherlands@walterspeople.com. Salary Survey

8 Netherlands

9 NETHERLANDS FINANCE The market for contract roles developed significantly throughout This was primarily driven by increased confidence in economic expectations. As anticipated, the changes to Dutch labour laws affecting probation periods in short-term contracts led to more temp-to perm contracts. The legislation primarily benefits contractors who may previously have moved between assignments with some uncertainty. Consequently the market began shifting away from an employer-driven market, where recruiters have a broad choice of talent, to a candidate driven one. In 2016 the best candidates will only briefly be in the market for new opportunities they will be offered contracts quickly, and will often have multiple options. This trend should create momentum for employers to speed up their recruitment process and find unique ways to sell their company to candidates. Rates of pay are expected to increase slightly, particularly for well-educated junior finance professionals with all-round experience, accounts payable and accounts receivable specialists with a broad knowledge of specific ERP systems, and experienced payroll officers. Organisations will look to reinforce teams with business-aligned controllers, and high-potential professionals who may have experienced slower than expected career development in a post crisis economy will be impatient to move roles. These candidates will have the best choice of available opportunities. Employers should remember that compensation focused on learning and education, work-life balance and flexibility will be more important in recruiting and retaining talent in BUSINESS SUPPORT A significant increase in export activities in the Netherlands had a major influence on the recruitment market in 2015, with many roles available in supply chain, export and IT support particularly. Businesses in other countries were looking to the Netherlands for supply chain professionals to achieve cost reductions and make sure all processes within organisations were as lean as possible. In IT, employers were looking to find candidates with cloud-based solutions experience as fast as possible. A key theme throughout the year was the demand for specific multilingual expertise across roles, from customer service, to supply chain and secretarial support. French and German-speaking candidates were a particularly key hiring priority. In 2016, it is likely that employers will be demanding more specialist skill sets, but they will struggle to find them in the overstretched market. Hiring will also intensify for IT support professionals, where we anticipate further talent shortages. We expect there will be increased mobility among supply chain and secretarial roles, with candidates open to new opportunities, particularly those that offer greater personal development. Employers will need to be aware that securing a candidate s commitment to an offer may be more difficult it is likely that candidates will have multiple options, and will be forced to make a decision quickly. With this in mind, we encourage employers to consider how they can better appeal to top talent. In general, remuneration in this sector will remain stable in 2016, with the only notable increases for multilingual specialists moving jobs or receiving a promotion. Salary Survey

10 NETHERLANDS NETHERLANDS CONTRACT FINANCE FINANCE ROLE CONTRACT SALARY PER ANNUM EUR ( ) Accounts Payable Team Leader 35-50k 40-50k Accounts Payable Specialist 30-40k 30-40k Accounts Payable Administrator 23-33k 25-35k Accounts Receivable Team Leader 38-50k 40-50k Accounts Receivable Specialist 30-40k 30-40k Credit Controller 23-33k 25-35k Junior Controller 33-40k 33-40k Senior Financial Administrator 35-40k 35-40k Payroll Officer 40-50k 40-50k Starter (Bachelor/Master) 30-40k 30-40k Data Entry 20-30k 20-30k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 10 Salary Survey Robert Walters Global Salary Survey 2016 Netherlands 124

11 NETHERLANDS NETHERLANDS CONTRACT BUSINESS SUPPORT BUSINESS SUPPORT ROLE CONTRACT SALARY PER ANNUM EUR ( ) Secretarial & Management Support Executive & Personal Assistant 35-52k 35-53k Office Manager 30-45k 30-45k Legal Secretary 26-40k 28-40k HR Support 25-36k 25-36k Management Assistant 24-38k 24-38k Receptionist 23-31k 23-31k Data Entry 23-31k 23-31k Starter (Bachelor/Master) 20-32k 20-32k Sales & Supply Chain Operations Manager 36-52k 36-52k Demand & Supply Chain Planner 35-58k 35-58k Logistics Analyst/Third Party Logistics 35-58k 35-58k Supply Chain Co-ordinator 30-42k 30-42k Inside Sales Support 25-45k 25-45k Export Associate 25-40k 25-42k Sales Representative 23-42k 23-42k Order Management Specialist 25-38k 25-38k Customer Service Representative 23-33k 23-33k IT Support System Administrator 30-60k 30-60k Application Administrator 30-60k 30-60k Network Administrator 30-60k 30-60k IT Helpdesk (1st/2nd/3rd line) 25-40k 25-40k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 123 Robert Walters Global Salary Survey 2016 Salary Survey Robert Walters Global Salary Survey

12 Belgium

13 BELGIUM FINANCE There was greater confidence to hire in 2015, with strong growth particularly noted across small to medium-sized businesses. We also saw an increased number of new permanent hires within blue-chip companies as firms relocated key positions back to Belgium following HQ centralisation. This was driven by the availability of multilingual candidates. The most sought-after permanent positions in 2015 were project and business controllers, internal auditors and treasury professionals. These skill sets were popular across the wider commerce and industry sector. In banking, hiring by banks focused largely on junior and middle management profiles. A large part of the entire recruitment activity in the Brussels area comprised jobs in banking: back office roles such as fund accountants, client reporting analysts, reconciliation officers, AML (anti-money-laundering) and KYC (know your customer) analysts were particularly in demand. Due to new employment legislation in Belgium, temporary-to-permanent hiring was strong across the sector. As expected, multilingual cash collectors and credit collectors were hired increasingly in 2015, but there was a notable lack of these candidates, particularly in the second half of the year. Heading into 2016, hiring managers are confident and candidates are willing to move so we anticipate a rise in recruitment levels. Professionals looking for a new role are expecting real opportunities to further their careers within an organisation, this will mean that many strong candidates will be prepared to make a horizontal move to acquire new skills as readily as take a promotion. Employers will particularly be looking for candidates with both technical specialist skills and the ability to add value to business decision-making. Trilingual candidates will be especially in demand, even more so in client and customer-facing roles. The 5-10% salary rises seen in 2015 will accelerate in 2016, with more emphasis on performance bonuses, sign-on bonuses, and long-term incentive plans. This is the strongest upward trend witnessed since the financial crisis in However, job movers will also be looking for non-financial incentives, such as flexibility and work-life balance from prospective new employers. Salaries for temporary roles increased slightly in 2015, but any increase in 2016 will be minimal. However, in the East Flanders and Flemish Brabant areas the temporary market is short of skilled candidates employers will need to offer higher salaries or risk candidates being bought back by their current employer. BUSINESS SUPPORT Whilst the majority of businesses continued to allocate budget to hire business support candidates during 2015, employers were still cautious and activity was slow at the beginning of the year. Recruitment was mainly focused on essential profiles such as trilingual management assistants and customer service professionals. However, the market picked up in April, with particular demand for short-term temporary and contract roles and sickness and holiday replacements. There was also increased activity among international businesses looking to recruit talent in Belgium. In a positive sign for the market, businesses were once again investing in their marketing and communications functions and there was a corresponding increase in demand for support staff with these backgrounds. Businesses were also looking to bolster their HR teams with recruitment specialists as they started to plan headcount growth in the second half of the year. We expect these trends to continue in Encouragingly, we also noted a rise in requirements for candidates with customer service experience, both north of Brussels and in Zaventem. Candidates for these roles with corresponding technical and language skills were highly sought after, as were professionals with ERP knowledge. With growing talent shortages we recommend that in 2016 employers focus less on candidates sector or industry background and much more on their core skills and motivation. Hiring managers who focus on transferable skills will have a bigger pool of talent to choose from. Remuneration trends in 2016 will vary according to role and sector, and we anticipate that many employers will struggle to match candidates expectations. The pharmaceutical, financial, energy and legal sectors will continue to pay well, but the retail sector and SMEs in general, will find it more difficult to offer a very competitive salary. To secure the best, employers should also consider broader incentives such as flexible hours, home working, training opportunities and public transport budget, as well as bonuses. Salary Survey

14 BELGIUM BELGIUM CONTRACT FINANCE FINANCE ROLE CONTRACT SALARY PER MONTH EUR ( ) Brussels & Flemish Brabant Student Job Junior Accountant YRS EXP 3-6 YRS EXP 6+ YRS' EXP Assistant Accountant (AP/AR) General Ledger Accountant Senior/Chief Accountant Credit Collector Payroll Specialist Business Analyst Financial Controller Back Office Employee Middle Office Employee East Flanders Student Job Junior Accountant Assistant Accountant (AP/AR) General Ledger Accountant Senior/Chief Accountant Credit Collector Payroll Specialist Business Analyst Financial Controller NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 14 Salary Survey Robert Walters Global Salary Survey 2016 Belgium 68

15 BELGIUM BELGIUM CONTRACT BUSINESS SUPPORT BUSINESS SUPPORT ROLE CONTRACT SALARY PER MONTH EUR ( ) Student Job Administration 0-3 YRS' EXP 3-6 YRS' EXP 6+ YRS' EXP Office Assistant Management Assistant Personal Assistant Office Manager Legal Assistant/Secretary Sales & Marketing Marketing & Communications Officer Sales Assistant Customer Service Representative Customer Service Team Leader Logistics & Supply Chain Supply Chain Officer Purchasing Officer Logistics Administrator Human Resources HR Assistant HR Officer Payroll Officer HR Business Partner NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 67 Robert Walters Global Salary Survey 2016 Salary Survey Robert Walters Global Salary Survey

16 France

17 FRANCE ACCOUNTING & FINANCE Demand for contract professionals was strong in 2015, with a marked increase in the number of job offers. There was an increase in hiring across a range of sectors, with the luxury goods, pharmaceuticals, FMCG and manufacturing sectors the most active hirers. The increasing internationalism of French companies also made proficiency in English a particularly important skill for jobseekers. A shortage of contract payroll management and general accountancy candidates drove a slight increase in rates across the board during 2015, and we expect to see further increases for such professionals in BANKING & FINANCIAL SERVICES Online banking continued to grow rapidly in France during 2015, driven by evolving consumer internet usage and the digital transformation of the sector. This ensured that the contract jobs market was particularly active during the year, especially for online customer service representatives. The constant development of the regulatory environment also meant that front and back office contractors were highly sought after. We also saw significant growth in the popularity of contract professionals with specialist skills in more than one back or middle office area, such as a combination of reporting and project management capabilities. We expect to see steady demand for contract risk and compliance expertise in 2016, as well as a continued high level of hiring in order to implement and maintain online and mobile banking systems. BUSINESS SUPPORT Rates of pay were largely stable throughout 2015 for contract support professionals, although a shortage of skilled PAs led to salary increases in this area. There was a wide diversity of business support roles recruited during the year, with hiring managers tending to seek candidates with several years of experience preferably gained within the employer s market sector. Bilingual professionals and administrative assistants were in high demand and employers were also looking for softer qualities such as proactivity, flexibility and initiative. In 2016, we expect hiring managers to continue showing a preference for candidates with sector-specific knowledge and strong interpersonal as well as operational skills. HUMAN RESOURCES As the tendency to recruit candidates with specialist HR skill sets increased in 2015, a dynamic market developed for contract professionals with sector-specific experience and technical skills. This trend will continue in 2016, when the implementation of La Déclaration Sociale Nominative designed to simplify payroll reporting on individual employees will increase demand for senior payroll managers. LEGAL Demand for contract legal talent in 2015 followed patterns that were very similar to those for permanent candidates. In particular, hiring managers were keen to secure the services of corporate law specialists. As in 2015, interest will be especially high in 2016 for professionals who can demonstrate industry-specific knowledge and experience. INFORMATION TECHNOLOGY During 2015, companies of all sizes including start-ups chose contract support as the most cost-effective and efficient means of solving challenges that required a high degree of technical expertise. Contract professionals were appointed to help roll out new solutions, integrate software solutions and develop new IT features and applications. In 2016, we expect temporary contracts to be available for an even wider range of technology experts. We also anticipate that hiring managers will be particularly keen to source agile contract developers and technical experts who can display high levels of business acumen. Salary Survey

18 PARIS FRANCE CONTRACT ACCOUNTING & FINANCE ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Accounting General Accountant 30-45k 35-45k Accounts Payable 24-32k 24-32k Accounts Receivable 24-32k 24-32k Finance Credit Manager 35-42k 37-45k Cash Accountant 34-42k 35-45k Junior Business Analyst 32-40k 35-40k Payroll Administrator 28-34k 30-36k Credit Controller 24-32k 24-34k BANKING & FINANCIAL SERVICES ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Back Office 26-34k 26-34k Middle Office 32-40k 32-40k Compliance Officer 35-45k 35-45k Financial Analyst 28-35k 28-35k Online Banking Customer Advisor 24-26k 24-26k Bank Receptionist 21-25k 21-25k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 85 Robert Walters Global Salary Survey 2016 Robert Walters Global Salary Survey Salary Survey 2016

19 PARIS FRANCE CONTRACT BUSINESS SUPPORT ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Personal Assistant 45-55k 45-55k Office Manager 35-38k 35-40k Executive Assistant 38-45k 40-45k Team Assistant 34-37k 34-37k Administration Assistant 18-24k 20-25k HUMAN RESOURCES ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Training Officer 30-35k 32-38k Recruitment Officer 30-38k 30-38k HR Officer 30-35k 30-36k HR Assistant 24-30k 25-32k LEGAL ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Legal Assistant 26-30k 28-32k INFORMATION TECHNOLOGY ROLE CONTRACT SALARY PER ANNUM EUR ( ) CONTRACT RATE PER HOUR EUR ( ) Technical Project Manager 40-50k 40-50k Development Engineer 37-45k 35-50k System & Network Administrator 30-36k 30-38k Junior Webmaster/Web designer 24-30k 26-32k Support Technician 22-30k 22-30k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Salary Survey

20 SWITZERLAND

21 SWITZERLAND ACCOUNTING & FINANCE The recruitment market remained stable in 2015, with sustained levels of activity, supported by business and candidate confidence. Businesses continue to focus on improving financial operations which has led to ongoing demand for experienced accounting and finance professionals, in both permanent and temporary capacities. Candidates with two to five years of experience and training are particularly sought after, and will continue to be in demand in They are expected to have accounting experience from within Swiss companies, and a clear understanding of the particular regulations and rules that govern the local industry. Competition will be fierce for multilingual professionals fluent in German, French and English, and capable of working at a strategic level. Going forward, we expect there to be a continued challenge in sourcing accounting and finance professionals with one to two years of experience, as competitors work hard to retain these individuals. Temporary employees remained an attractive hiring option in the Swiss market, providing companies with more flexibility. While there is a greater focus on permanent recruitment, we anticipate that businesses will look to extend their temporary hiring to support activity levels in Going forward, we anticipate that the market will continue to be competitive and employers will face strong competition to secure attractive candidates. In order to attract the best talent, companies are advised to invest in training and career development, and consider offering other benefits, such as flexible working hours or working from home. This will be particularly important as salaries in the sector are expected to remain broadly level, so businesses must find new ways to differentiate themselves. BUSINESS SUPPORT Recruitment volumes for business support staff were sustained in 2015, as businesses continued to place emphasis on the importance of high quality and efficient customer service and hired experienced office managers and management personal assistants. Executive and management assistants are becoming multi-skilled and are required to be flexible in their position, often having to work across multiple divisions or roles. Knowledge and experience of other roles within areas such as HR or marketing is and will continue to be considered valuable. Linguistic capabilities are also a key differentiator for business support staff with multilingual professionals in high demand. Across the Swiss market, candidates not fluent in local languages will be able to pursue opportunities with international firms, while domestic businesses will expect fluency in German and/or French. Looking into 2016, we expect demand for candidates with demonstrated technical and linguistic skill-sets to be sought after. Flexibility will continue to be one of the key requirements across both personal and team assistants and office manager roles. In 2015, we have seen companies invest more time in identifying and recruiting the best candidates with the aim of long-term retention and we expect this will continue in There will also be opportunity for temporary roles to convert into permanent roles as companies seek to retain the knowledge and experience invested in their employees, particularly where the candidates have demonstrated flexibility and a varied skill-set. With stable demand expected in 2016, companies able to streamline their recruitment processes and provide training and development opportunities will be well positioned to attract the best business support professionals. Salary Survey

22 SWITZERLAND ZURICH SALARIES ACCOUNTING & FINANCE BANKING ROLE & FINANCIAL SERVICES SALARY PER ANNUM (CHF) RATE PER HOUR (CHF) ROLE PERMANENT SALARY 2015PER ANNUM & 2016 INTERIM RATES PER 2015 DAY (CHF) 2016 Junior Accountant 3-7 YRS' EXP (PERM) 55-80k 7 + YRS' 55 EXP - 80k (PERM) RATE PER DAY 29 (INTERIM) - 42 Accountant k k Corporate Junior Controller Banking 70-90k 70-90k Credit Controller Analyst (Management Accounting) k k - 110k k k k Trade Bookkeeper Finance Officer k k - 100k k k k Relationship Financial/Business Manager Analyst k k 110k k k k Middle General & Ledger Back Office Accountant k k - 110k k k k Projects AP/AR Accountant Programme AP/AR Manager Manager/PMO k k k k Project Credit Controller/Analyst Manager k k Business Credit/Cash Analyst Manager k k Regulatory Payroll Accountant Implementation Project k k BUSINESS SUPPORT SALARY PER ANNUM (CHF) RATE PER HOUR (CHF) Administrator 55-75k 55-75k Data Analyst 55-80k 55-80k Customer Service Co-ordinator 60-90k 60-90k Customer Service Manager k k Legal Assistant/Secretary/Paralegal 60-90k 60-90k Team/Office Manager k k Team/Office Assistant k k Personal/Executive Assistant k k Receptionist 45-80k 45-80k Secretary 50-85k 50-85k Translator/Language Specialist k k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 22 Salary Survey Robert Walters Global Salary Survey 2016

23 CONTACT NETHERLANDS BELGIUM FRANCE AMSTERDAM WTC, tower H Zuidplein XV Amsterdam t: +31 (0) netherlands@walterspeople.nl ROTTERDAM Groothandelsgebouw 3e verdieping Stationsplein AK Rotterdam t: +31 (0) rotterdam@walterspeople.nl EINDHOVEN Begijnenhof EL Eindhoven t: +31 (0) eindhoven@walterspeople.nll BRUSSELS Avenue Louise Brussels Business Support t: +32 (0) f: +32 (0) bsbrussels@walterspeople.com Finance t: +32 (0) f: +32 (0) belgium@walterspeople.com Brussels-North 6th Bridge Building Keizer Karellaan Sint-Agatha-Berchem t: +32 (0) f: +32 (0) gb@walterspeople.com GHENT Guldensporenpark Merelbeke t: +32 (0) f: +32 (0) gent@walterspeople.com ZAVENTEM Leuvensesteenweg 555 Entrance Zaventem Business Support t: +32 (0) f: +32 (0) bszaventem@walterspeople.com Finance t: +32 (0) f: +32 (0) zaventem@walterspeople.com LYON 94, quai Charles de Gaulle Lyon t: +33 (0) f: +33 (0) wplyon@walterspeople.com PARIS 16, rue Washington Paris t: +33 (0) f: +33 (0) wpparis@walterspeople.com SAINT-QUENTIN 41, avenue du centre Montigny-le-Bretonneux t: +33 (0) f: +33 (0) wpparis@walterspeople.com SWITZERLAND ZÜRICH Brandschenkestrasse Zürich t: +41 (0) switzerland@walterspeople.com Salary Survey

24 Belgium France Netherlands SWITZERLAND