Salary Survey Scotland 2013

Transcription

1 2013 Core-Asset Consulting 37 Melville Street, Edinburgh EH3 7JF t: e:

2 CONTENTS Introduction 3 Investment Banking (Scotland) 4 Market Information 4 Salary Information (Investment Banking) 5 Salary Information (Investment Banking) 6 Financial Services (Scotland) 7 Market Information 7 Salary Information (Financial Services) 8 Accounting & Finance (Scotland) 9 Market Information 9 Salary Information (Accounting & Finance) 10 Core-Asset Solutions 11 Market Information - Contract & Temporary (Scotland) 11 Salary Information (Investment Banking - Contract & Temporary) 12 Salary Information (Investment Banking - Contract & Temporary) 13 Salary Information (Financial Services Contract & Temporary) 14 Salary Information (Accounting & Finance Contract & Temporary) 15 Salary Guide Information 16 About us 17

3 Introduction 2012 has proved a testing year for Scottish Financial Service sector companies of all sizes. All businesses, whether large global investment banks, boutique fund managers, retail houses, private client firms or professional service providers have felt the burden of economic uncertainty over the last 12 months. Slow economic growth was compounded by the Euro Zone crisis. As the UK s largest export partner, economic disruptions in Europe affect potential and actual growth prospects for UK companies and in turn Global Investors. This has resulted in a fragile economic balance for most companies, with a direct impact on employment levels. There has been a cautious approach to head count increases over the last 4 quarters: many employers have instigated tight control mechanisms and increased awareness of budgets and cash flow spend. Companies have taken a careful approach and efficacy management has become a significant central concern. There has been a noticeable move away from standard pay reviews, salary increases and bonuses, with senior management exercising restraint in rewarding only outstanding performance. This is a realistic response to the economic conditions all employers currently face. As a direct result of this period of restraint, a number of employers are now positioned for growth in 2013, although permanent head count increases appear to be in a hold pattern for the time being. For growth to become a reality there needs to be a focus on finding the right people for the right roles. Recruitment is critical and the focus is on hiring for highly skilled roles in areas which can generate growth and help reduce risk. Throughout 2012 employers were faced with the additional employment challenge of how to motivate and engage staff during a period of restrictions on pay awards. Many companies have now placed an emphasis on stronger employee engagement, employment relations, internal training and development, workplace flexibility, and internal communication all with the aim of increasing staff morale and lowering attrition levels. Moving into 2013 the market indicators suggest we will see consistent activity rather than significant vacancy growth. It is anticipated employers will focus on recruitment for business-critical positions rather than a standard lose and replace model. Companies should be aware of the move towards non-standard benefits packages, with successful employers offering development opportunities, positive working conditions, opportunities for flexible working, motivational supervisors and management and strategic senior executives who can position the benefits of remaining with the company during challenging markets. A fine balancing act will be required to restore and increase market confidence in Strong consumer confidence and increased spending will only come with improved personal confidence of individual consumers; this in turn is tightly connected to each person s individual employment status, their personal reward package and feeling of job security. Betsy Jane Williamson Director, Core-Asset Consulting Ltd t: e: betsy@core-asset.co.uk

4 Investment Banking (Scotland) Market Information The Investment Banking market was challenging throughout 2012, with early predictions of a double dip" recession and slow growth forecasts for the UK as a whole. This resulted in a mixed bag of fortunes for the Scottish investment market in general. We saw some companies experience continued growth across a wide range of areas, noticeably IT and sales & marketing, with a subsequent sustained demand in operational support. Others restructured to maintain efficiencies, resulting in redundancies. Since mid-year, there has been a significant increase in demand for skilled talent, mainly driven by organisations targeting new business as a consequence of new products or market penetration. We have seen continued demand for talent in the arenas of digital marketing and development, client servicing and the supporting IT and operational infrastructure roles. With the markets continuing to be uncertain we envisage a modest uplift in salary across all clients and disciplines for There are a few notable salary exceptions, specifically in the specialist IT system space, which has led to significant increases in salary budget. In addition, as a result of pending regulatory requirements as the FSA strives for increased governance of investment banks, and imminent changes in FACTA and Alternative Investments Directive initiatives, we expect a to see a trend for continued demand in these fields. Finally, candidate availability remains steady, with those people in employment continuing to seek significant salary uplift for a move. However a key trend of 2012 has been the disparity between candidate expectations and company budgets. Successfully managing these negotiations to meet both parties expectations will remain a significant part of the recruitment process for For more information please contact: Louise Powrie, Associate Director, Investment Banking t: e: louise@core-asset.co.uk

5 Salary Information (Investment Banking) ROLE PERMANENT SALARY PER ANNUM UK Analyst 1-3 yrs Assistant Manager 3-5 yrs Manager 5+ yrs Executive Level 8+ yrs Retail Fund Admin/Transfer Agency Box Management/Retail Dealing 18,000-25,000 28,000 36,000 38,000 52,000 N/A Dividend / Commissions 17,000-21,000 24,000-34,000 38,000-45,000 N/A Complaints &Correspondence 17,000-21,000 24,000-34,000 38,000-45,000 N/A Registrations 17,000-21,000 24,000-34,000 38,000-45,000 N/A Client Services (TA) 17,000-21,000 24,000-34,000 38,000-45,000 N/A Department Head N/A N/A N/A 60,000 80,000 Head of Operations / Function N/A N/A N/A 80, ,000 Operations & Middle Office Market Data 20,000-28,000 30,000-38,000 40,000-45,000 N/A Settlements 20,000-28,000 30,000-45,000 45,000-55,000 N/A Treasury Settlements 20,000-28,000 32,000-45,000 45,000-55,000 N/A Reconciliations 20,000-28,000 28,000-40,000 45,000-55,000 N/A Corporate Actions 20,000-28,000 28,000-45,000 45,000-55,000 N/A Trustee & Depository 20,000-28,000 28,000-40,000 45,000-55,000 N/A Fund Pricing / Valuations 20,000-30,000 30,000-45,000 50,000-65,000 N/A Data Management/Static Data 20,000-30,000 30,000-45,000 45,000-55,000 N/A Trade Support 25,000-30,000 30,000-45,000 45,000-55,000 N/A Cash Management 22,000-32,000 32,000-45,000 45,000-55,000 N/A Derivatives 22,000-38,000 38,000-48,000 52,000-68,000 N/A Collateral Management 26,000-32,000 32,000-42,000 55,000-62,000 N/A Client Reporting Analyst 25,000-32,000 32,000-45,000 48,000-60,000 N/A Fund Performance 25,000-35,000 30,000-45,000 48,000-65,000 N/A Investment Restrictions 25,000-35,000 38,000-48,000 52,000-65,000 N/A On Desk / Investment Support 25,000-35,000 35,000-45,000 N/A N/A Departmental Head N/A N/A N/A 60,000-80,000 Head of Operations / Function N/A N/A N/A 80, ,000 Client Relations Client Management 32,000-40,000 40,000-52,000 55,000-65,000 60,000-90,000 Business Development N/A N/A 55,000-65,000 60,000-90,000 Account/Relationship Manager 32,000-40,000 46,000-55,000 55,000-65,000 60,000-80,000 Product Specialist N/A N/A 60,000-75,000 90, ,000 Compliance & Operational Risk Compliance Monitoring 35,000-42,000 42,000-52,000 55,000-65,000 N/A Regulatory Compliance 35,000-45,000 45,000-58,000 60,000-70,000 N/A Regulatory Risk 35,000-45,000 45,000-58,000 60,000-70,000 N/A Operational Risk 35,000-42,000 45,000-52,000 55,000-65,000 N/A Financial Crime / Money Laundering 25,000-30,000 30,000-38,000 50,000-60,000 N/A Departmental Head N/A N/A N/A 70,000-90,000 Head of Operations / Function N/A N/A N/A 90, ,000

6 Salary Information (Investment Banking) ROLE PERMANENT SALARY PER ANNUM UK Analyst 1-3 yrs Assistant Manager 3-5 yrs Manager 5+ yrs Executive Level 8+ yrs Front Office Investment Analyst / Research 32,000-35,000 35,000 40,000 N/A N/A Senior Investment Analyst / Sector N/A N/A 58,000-65,000 65,000-85,000 Specialist Portfolio Manager / Fund Manager N/A 55,000-65,000 70,000-90,000 95, ,000 Quantitative Analyst 35,000-48,000 52,000-62,000 65,000-80,000 80,000-95,000 Investment Risk 30,000-38,000 40,000-48,000 55,000-70,000 70,000-80,000 Fund Governance N/A 32,000-42,000 50,000-60,000 60,000-75,000 Corporate Governance & SRI N/A 32,000-45,000 45,000-55,000 60,000-75,000 Dealing / Trading 35,000-45,000 50,000-55,000 50,000-65,000 70,000-90,000 Information Technology IT Support/Helpdesk 22,000-30,000 32,000-38,000 40,000-50,000 50,000-60,000 IT Developer/Programmer 20,000-30,000 40,000-50,000 48,000-55,000 55,000-65,000 IT System Analyst 25,000-35,000 35,000-45,000 45,000-55,000 55,000-65,000 IT Business Analyst 25,000-35,000 38,000-42,000 45,000-50,000 50,000-65,000 IT Infrastructure 25,000-35,000 35,000-45,000 50,000-60,000 60,000-70,000 IT Project Manager N/A 45,000-55,000 55,000-65,000 70,000-85,000 Solutions Architect N/A 45,000 52,000 48,000-58,000 55,000-75,000 Change Management Project Support/Analyst 20,000-25,000 28,000-32,000 N/A N/A Business Analyst 25,000-35,000 32,000-45,000 40,000-50,000 50,000-60,000 Project Manager N/A 35,000-45,000 45,000-55,000 55,000-70,000 Programme Manager N/A N/A 65,000-75,000 80,000-90,000 Head of Function N/A N/A N/A 100, ,000 Marketing & Communications Marketing Communications 20,000-25,000 28,000-35,000 40,000-50,000 55,000-60,000 Marketing Strategy 22,000-28,000 30,000-38,000 38,000-50,000 55,000-65,000 Product Development 22,000-28,000 30,000-38,000 40,000-55,000 55,000-75,000 Market Research 20,000-25,000 28,000-35,000 40,000-50,000 45,000-60,000 Events Management 25,000-32,000 35,000-42,000 N/A N/A E-Commerce / Digital Marketing 25,000-32,000 35,000-42,000 45,000-60,000 60,000-75,000 Request for Proposals (RFP) 25,000-32,000 35,000-45,000 45,000-55,000 55,000-65,000 Investment Writing 25,000-32,000 35,000-48,000 50,000-60,000 65,000-72,000 Departmental Head N/A N/A N/A 65,000-75,000 Head of Operations / Function N/A N/A N/A 75,000-95,000 Support Services HR Director N/A N/A N/A 70,000 95,000 HR Manager N/A 32,000 45,000 48,000 55,000 N/A HR Administrator 18,000 22,000 25,000 30,000 N/A N/A Compensation Manager N/A 32,000 42,000 47,000 58,000 60,000 80,000 Talent Acquisition / Resourcing 20,000 25,000 28,000 35,000 28,000 45,000 48,000 65,000 Payroll 18,000 22,000 25,000 30,000 35,000 Training & Development 22,000 28,000 32,000 38,000 42,000 48,000 55,000 65,000 Procurement 35,000 45,000 48,000 58,000 62,000 68,000 72,000 80,000

7 Financial Services (Scotland) Market Information With the extremely unpredictable markets, 2012 was an interesting year for Financial Services recruitment. Throughout the year we witnessed many redundancies as companies restructured to meet multiple challenges from cost reduction measures and changing propositions in response to impending regulatory requirements post RDR. A positive trend for existing employees was the increased opportunities for career advancement through internal appointments for newly created and back-fill vacancies. However, this is matched by an increasingly competitive external talent pool due to redundancies, as well as candidates seeking new opportunities to progress their careers. There is an air of caution amid so much change. As a result, the selection process must be comprehensive with support from recruitment partners paramount for the successful recruitment of top talent, and to avoid buy backs or losing them to other opportunities. Perhaps the biggest change of 2012 was evident within financial advisory models with a number of larger organisations, including the banks, changing or withdrawing certain levels of advice. As more achieve the required minimum level 4 qualifications the shift of focus towards client segmentation, capital adequacy and trail based structures became apparent. Although there is still no final agreement on mandatory levels of advice and number of advisers needed moving forward, there has been a pickup in recruitment across the board. Within the investment management sector, financial service recruitment has generally been restricted to candidates with transferable client portfolios; however we did see a small number of opportunities created for trainees ensuring succession planning. Demand within marketing and propositions have been consistent, perhaps in part through restructuring, with vacancies from Marketing Executive to Head of Marketing. We expect to see continual activity in this sector throughout 2013 as clients try to gain further exposure and market share within all distribution channels and evolve their own proposition. To meet such propositions and marketing exposure, sales teams have been supporting this sought after business consultancy approach to ensure clients fully understand propositions. Focus has shifted from chasing new business to retaining clients and fund flows through closer relationships and improved support levels. As we move into 2013, we will see the aftermath of year-end restructuring and open vacancies, with a further recruitment drive in Q2 once operating costs and true understanding of RDR have been established. It is impossible to predict the true impact RDR, auto-enrolment, cost reductions and consumer desires will have on the financial services markets in 2013 and beyond, however we can be certain of yet another challenging year. For more information please contact: Gregor Ormond, Divisional Director, Financial Services t: e: gregor@core-asset.co.uk

8 Salary Information (Financial Services) ROLE PERMANENT SALARY PER ANNUM UK Administrator 1-3 yrs Sr Administrator / Assistant Manager 3-5 yrs Manager/ Subject Matter Expert 5+ yrs Executive Level 8+ yrs Sales/Service Wealth Manager / IFA 20,000-30,000 30,000-36,000 36,000-50,000 N/A Private Banker N/A N/A 42,000-50,000 55,000-75,000 Tied Advisor / Banc assurer 18,000-23,000 23,000-30,000 30,000-50,000 N/A IFA Sales Consultant (field) 25,000-33,000 33,000-42,000 42,000-50,000 50,000-65,000 IFA Tele Sales Consultant 22,000-26,000 26,000-34,000 N/A N/A Investment Manager 25,000-30,000 30,000-36,000 36,000-45,000 45,000-70,000 (advisory&discretionary) Business Development 18,000-26,000 26,000-35,000 35,000-40,000 N/A Group Risk / Corporate Consultant N/A 30,000-38,000 38,000-50,000 50,000-60,000 Relationship Manager 19,000-23,000 23,000-29,000 29,000-40,000 40,000-52,000 Implementation Manager Wrap N/A 26,000-31,000 31,000-42,000 42,000 50,000 Telephone Sales / Service 16,000-20,000 20,000-28,000 N/A N/A Sales Manager N/A N/A 45,000-55,000 55,000-65,000 Regional Sales Manager N/A N/A 50,000-60,000 60,000-80,000 Sales Director N/A N/A N/A 80, ,000 Administration Administration 17,000-19,000 19,000-23,000 23,000-25,000 N/A Group Administration 17,000-19,000 20,000-22,000 22,000-26,000 N/A Para planner 18,000-22,000 22,000-30,000 30,000-35,000 N/A Administration Manager N/A 22,000-26,000 26,000-30,000 N/A Market Research 20,000-25,000 28,000-35,000 40,000-50,000 52,000-58,000 Business Analyst N/A 26,000-30,000 30,000-35,000 N/A Office Manager N/A 22,000-26,000 26,000-30,000 N/A Compliance/T&C Training& Development 25,000-30,000 30,000-36,000 36,000-47,000 47,000-55,000 Compliance Monitoring 35,000-42,000 45,000-52,000 55,000-62,000 N/A Regulatory Compliance 35,000-45,000 50,000-58,000 60,000-68,000 N/A Regulatory Risk 35,000-45,000 50,000-58,000 60,000-68,000 N/A Financial Crime / Money Laundering 25,000-30,000 32,000-38,000 40,000-50,000 N/A Departmental Head N/A N/A N/A 70,000-95,000 Head of Operations / Function N/A N/A N/A 90, ,000 Marketing & Communications Marketing Communications 20,000-25,000 28,000-35,000 40,000-50,000 52,000-58,000 Marketing Strategy 22,000-28,000 30,000-38,000 42,000-52,000 55,000-60,000 Product Development 22,000-28,000 30,000-38,000 42,000-55,000 58,000-72,000 Proposition Development 22,000-28,000 28,000-36,000 36,000-53,000 53,000-65,000 Events Management 25,000-32,000 35,000-42,000 N/A N/A E-Commerce / Digital Marketing 24,000-32,000 32,000-38,000 40,000-60,000 65,000-72,000 Request for Proposals (RFP) 25,000-32,000 35,000-45,000 48,000-55,000 58,000-65,000 Investment Writing 25,000-32,000 35,000-48,000 55,000-60,000 65,000-72,000 Investment Research N/A 39,000-45,000 45,000-53,000 53,000-75,000 Head of Communications N/A N/A N/A 65,000-90,000 Marketing Director N/A N/A N/A 90, ,000

9 Accounting & Finance (Scotland) Market Information Throughout 2012, Accounting & Finance opportunities have arisen largely via business transformation projects. The dual pressures of operating leaner and integrating new regulatory requirements have combined to create demand for individuals with strong financial control experience, along with technically focused roles in areas such as Tax, Transfer Pricing, IFRS, ICAAP, SOX, CASS, Basel III & Solvency II. There have been strong change and process improvement elements underpinning these specialisms. Demand for talented newly qualified accountants continued, as many FS finance engines needed their hands-on approach to do while longer serving staff progressed to review. Newly Qualified were prized for their ability to learn new legislation while applying this to monthly, quarterly and annual deadlines. There was a noticeable movement from Practice, primarily from audit, directly into FS companies within areas such as Financial Reporting, Regulatory Reporting, Decision Support / Business Partnering, and Internal Audit. We saw candidates who remained within Practice transition into managerial roles; others moved from small and mid-tier firms into Big 4 to gain exposure to listed blue chip clients. We also noted a trend for accountants returning to Practice after several years in commercial firms, especially from the Financial Services sector, where their experience was particularly in demand within Assurance & Advisory departments as a result of a shortage of FC / FD scaled permanent opportunities within Financial Services. Those who decided on further study with the CTA found themselves in demand and are likely to remain so. There was also significant demand for candidates with an audit background to fill vacancies across Reporting, Controls, Risk, Operations, and even Client Management. During this period, the Fund Accounting market has experienced some restructuring. We anticipate that a slight dip in Q2 of 2013 will be followed by a phase of significant movement as some businesses restructure and make redundancies, whilst others recruit as a result of client wins and positive business growth. In other areas, Business Partnering and Decision Support opportunities, as well as some cost control initiatives, have offered Management Accountants greater stakeholder interaction responsibilities. Meanwhile, executive level roles have remained more elusive, with those seeking new challenges turning to high profile projects, secondment, or contract roles to diversify their skill-set and open new avenues for career development will continue the trend of finance functionality being imported and exported across central Scotland, as global players continue to look for cost effective hubs. With austerity the watchword for many in Financial Services, our clients are looking for greater value from any recruitment investment made. Recent initiatives to ensure better control processes and improved automation are in place are well underway across many businesses, and the focus is now on using these improved tools to deliver better analysis and commentary. For more information please contact: John Docherty, Divisional Director, Accounting & Finance t: e: john@core-asset.co.uk

10 Salary Information (Accounting & Finance) PERMANENT SALARY PER ANNUM UK ROLE Administrator 1-3 yrs Senior / Supervisor 3-5 yrs Manager 5+ yrs Accounts Payable/Receivable 16,000-24,000 24,000-29,000 N/A Actuary 21,000-32,000 40,000-50,000 50,000-80,000 Auditor 18,000-32,000 34,000 50,000 52,000-62,500 Credit Control Manager N/A 22,000-34,000 34,000-50,000 Credit Controller 16,000-22,000 22,000-27,000 N/A Decision Support Manager N/A 40,000-50,000 52,500 62,000 CIMA/ACCA Student 18,000-34,000 N/A N/A Finance Business Partner N/A 45,000 65,000 N/A Finance Controller N/A N/A 60,000-80,000 Finance Director N/A N/A 80, ,000 Finance Manager N/A 48,000-60,000 62,000 Financial Accountant 18,000-28,000 32,000-45,000 50,000-65,000 Financial Analyst 22,000-28,000 30,000-38,000 40,000-45,000 Fund Accountants 18,000-28,000 32,000-38,000 40,000-65,000 Head of Audit N/A N/A 60,000-90,000 Head of Payroll / Billings N/A 40,000 50,000 60,000-80,000 Head of Tax N/A N/A 80, ,000 Internal Audit/Risk 18,000-34,000 34,000-50,000 45,000-90,000 Management Accountant 17,500-28,000 32,000-45,000 50,000-55,000 Payroll/Billings Supervisor 18,000-22,000 25,000-30,000 35,000 Project Accountant 24,000-32,000 35,000-45,000 45,000-50,000 Regulatory Reporting Manager N/A 40,000-50,000 55,000 70,000 Systems Accountant 24,000-30,000 32,000-45,000 45,000-60,000 Tax Manager N/A 40,000-50,000 60,000-70,000

11 Core-Asset Solutions Market Information - Contract & Temporary (Scotland) In comparison to the previous year, 2012 experienced some steady improvement in demand for temporary and contract recruitment across the Investment Banking and Financial Services sectors. Growth however was limited to certain areas. During the first half of 2012 we saw a spike in demand for niche Change Management and IT contractors as firms looked to overhaul existing IT and business infrastructure to ensure robust operating models to better meet the needs of overall strategy and legislative requirements. This triggered a demand for a functional skillset with the added requirement for specific subject matter experience. This was illustrated by an increase in demand not simply for Project Managers with previous Asset Management or Financial Services experience, but individuals with subject matter expertise in areas such as Trade Order Management Systems, Data Warehousing Systems and exposure to a variety of emerging Regulations. Similarly, within the IT space, those with specific systems exposure or a particular flair to their experience were most in demand. This is indicative of a more considered approach to spend on recruitment budgets throughout 2012; analysis shows the average contract length was far shorter than any previous year, at 3-6 months instead of the normal 9-12 months duration. Demand for niche skills had a significant knock-on effect on market rates, with the short supply of talent resulting in a marked increase. This was particularly evident in areas such as Risk and Compliance and Change Management where there was a significant rise in comparison to previous years. The second half of the year brought some calm to the Change Management market and interim recruitment is now spread more evenly across different business areas. We witnessed a modest increase in demand for mid-level support staff in functions such as market data, secretarial, PMO and Finance, due to Q projects gathering steam and impacting upon business as usual areas. We expect this trend to continue into There were many who lost out in 2012 and this contributed to a stagnation of rates in certain business areas. There was little recruitment in operations. This was the same for generalist project managers and analysts with experience aligned to retail banking organisations, in sharp contrast to those in similar functions with niche subject matter expertise. We anticipate 2013 will follow a very similar pattern to 2012: recruitment budgets will likely be at higher levels than 2012, however a cautious approach to spend will endure with demand for niche skillsets and shorter contracts remaining. For more information please contact: Mike Stirton, Divisional Director, Core Asset Solutions t: e: mike@core-asset.co.uk

12 Salary Information (Investment Banking - Contract & Temporary) CONTRACT & TEMPORARY DAY RATES UK ROLE Administrator 1-3 yrs Senior / Supervisor 3-5 yrs Manager 5+ yrs Retail Fund Admin/Transfer Agency Box Management / Retail Dealing Dividend / Commissions Complaints & Correspondence Registrations Client Services (TA) Department Head N/A N/A Head of Operations / Function N/A N/A Operations & Middle Office Market Data Settlements Treasury Settlements Reconciliations Corporate Actions Trustee & Depository Fund Pricing / Valuations Data Management/Static Data Trade Support Cash Management Derivatives Collateral Management Client Reporting Analyst Fund Performance Investment Restrictions On Desk / Investment Support N/A Departmental Head N/A N/A Head of Operations / Function N/A N/A Client Relations Client Management Account/Relationship Manager Product Specialist N/A N/A Compliance & Operational Risk Compliance Monitoring Regulatory Compliance Regulatory Risk Operational Risk Financial Crime / Money Laundering N/A Departmental Head N/A N/A Head of Operations / Function N/A N/A

13 Salary Information (Investment Banking - Contract & Temporary) CONTRACT & TEMPORARY DAY RATES UK ROLE Administrator 1-3 yrs Senior / Supervisor 3-5 yrs Manager 5+ yrs Marketing & Communications Marketing Communications Marketing Strategy N/A N/A Product Development N/A Market Research Events Management N/A E-Commerce / Digital Marketing Request for Proposals (RFP) Investment Writing Departmental Head N/A N/A Head of Operations / Function N/A N/A Front Office Investment Analyst / Research N/A Quantitative Analyst Investment Risk Fund Governance N/A Corporate Governance & SRI N/A Dealing / Trading Information Technology IT Support/Helpdesk IT Developer/Programmer IT System Analyst IT Business Analyst IT Infrastructure IT Project Manager N/A Solutions Architect N/A Change Management Project Support/Analyst Business Analyst Project Manager N/A Programme Manager N/A N/A Head of Function N/A N/A

14 Salary Information (Financial Services Contract & Temporary) CONTRACT & TEMPORARY DAY RATES UK ROLE Administrator 1-3 yrs Senior / Supervisor 3-5 yrs Manager 5+ yrs Sales/Service Group Risk / Corporate Consultant Relationship Manager Implementation Manager[Wrap] N/A Telephone Sales / Service N/A Administration Administration Group Administration Para planner Administration Manager N/A Market Research Business Analyst N/A Office Manager N/A Compliance/T&C Training& Development Compliance Monitoring Regulatory Compliance Regulatory Risk Financial Crime / Money Laundering N/A Departmental Head N/A N/A Head of Operations / Function N/A N/A Marketing & Communications Marketing Communications Marketing Strategy N/A N/A Product Development N/A Proposition Development Events Management N/A E-Commerce / Digital Marketing Request for Proposals (RFP) Investment Writing Investment Research Head of Communications N/A N/A Marketing Director N/A N/A

15 Salary Information (Accounting & Finance Contract & Temporary) CONTRACT & TEMPORARY DAY RATES UK ROLE Administrator 1-3 yrs Senior / Supervisor 3-5 yrs Manager 5+ yrs Accounts Payable/Receivable Actuary Auditor Credit Control Manager N/A Credit Controller N/A Decision Support Manager N/A CIMA/ACCA Student N/A Financial Accountant Financial Analyst Fund Accountant Internal Audit/Risk Management Accountant Payroll/Billings Supervisor Project Accountant Systems Accountant

16 Salary Guide Information The purpose of this guide is to provide insight into current salary and employment trends in the Investment Banking, Financial Services and Accounting & Finance sectors in Scotland. The salary ranges quoted are indicative of salaries candidates with similar experience might expect to earn in 2013 and are exclusive of bonus and benefits. Following feedback we have replaced hourly contract and temporary rates with day rates, calculated on a 7-hour day. The information within this report is provided as a general guide only. Salary data is gathered from job offers and placements made throughout Scotland during 2012, including data gathered from our clients and extensive database of candidates. All additional market insight is supported by our consultants knowledge and experience of general market conditions. If you would like to receive specific role profile and/or salary detail please contact our consultants directly. Should you wish to discuss any of the commentary or data included herein please contact: Sarah Gilmour Operations Director, Core-Asset Consulting t: e: sarah@core-asset.co.uk

17 About us Core-Asset Consulting is an independent company specialising in the provision of recruitment solutions for the Investment Banking, Financial Services and Accounting & Finance markets throughout Scotland. Founded in 2005, we have built an excellent reputation for consistently delivering a premium quality service. We have developed an outstanding database of highly skilled candidates allowing us to identify the best possible match for clients and candidates alike. Strong client-focus has enabled our business to mature to the extent where many firms consider us their number one recruitment partner. As a boutique recruiter we actively apply the professionalism and traditional methods of a large company whilst providing the personal touch and innovative approach a small company can offer. Our company and our consultants are accredited members of the Recruitment & Employment Confederation: our business is driven by shared beliefs and values which ensure the commitment of all those involved in everything we do.

18 Core-Asset Consulting Ltd 37 Melville Street Edinburgh EH3 7JF t: e: w: