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 SALES & MARKETING SUPPLY CHAIN & PROCUREMENT our offices 5 8 11 15 17 21 23 25

INTRODUCTION Welcome to the Hudson Salary Guide for 2012. In the guide, we discuss salaries through 2011 and the broader recruitment trends we forsee for 2012. We hope you find it insightful. The Hudson 2012 Salary Guide reflects how salaries have fluctuated in each practice area during 2011. It contains market overviews and salary information for each major specialist area and forecasts how these will develop over the coming months. The figures have been thoroughly researched by our consultants, who have many years' collective experience. Base salary figures do not include benefits or bonus. They originate from a variety of sources including job offers by clients, candidate disclosure of salaries and advertised salaries. It is important to note that all salaries are dependent on a number of key factors such as size of company, location, sector, hiring profile and benefits. This publication should be used as a guide only. If you have specific queries please feel free to contact one of our consultants who would be delighted to assist you on 01 676 5000. Whether you are looking for one new key employee, developing a volume recruitment campaign or looking for expert advice on talent management or a candidate seeking advice on your job search, Hudson is best-placed to support your needs. We look forward to hearing from you. Aileen Hallahan Country Manager, Hudson Ireland T: +353 1 256 8718 E: aileen.hallahan@hudson.com ireland hudson Salary Guide 2012 1

ABOUT HUDSON IRELAND Hudson is a leading global provider of specialised recruitment, contract professionals, recruitment outsourcing and talent management solutions. We employ around 2,000 professionals who serve clients and candidates in around 20 countries. The team spans four continents, giving it the broadest understanding of an ever-changing global financial marketplace. Based in Dublin, Hudson Ireland has been in operation since 1996, and employs specialist consultants who work with SME and multinational companies across all sectors in Ireland. Hudson clients have become accustomed to the company s in-depth knowledge and understanding of our individual practice sectors. The areas which Hudson Ireland specialise in are: Accounting & Finance Banking & Financial Services Energy, Infrastructure & Technical HR IT & Telecommunications Sales & Marketing Supply Chain & Procurement Hudson helps its clients to achieve greater organisational performance by assessing, recruiting, developing and engaging the best and brightest people for their businesses. Our consultants focus on specific areas of expertise, sectors, role types and levels so they can provide deep specialisation. 2 hudson Salary Guide 2012

THE IRISH PICTURE 2011 has been another challenging year for Ireland and the IMF/EU remains a major influence on our domestic economy. Despite this, there are positive signs that the recovery and growth of the Irish jobs market is well underway. At Hudson, we have seen a steady and continuous growth in both job numbers and salaries which is a welcome development following on the pay and hiring freezes which were evident throughout the last few years. Job protection and creation were the priorities throughout 2011 and we anticipate that this will remain the case for the forthcoming year. Looking ahead to 2012, the outlook is very positive. IBEC recently carried out a comprehensive survey and found that two thirds of firms expect to see a growth in turnover next year. Their research found that Irish firms are back in hiring mode and a third are expecting to hire additional staff in the forthcoming year. At Hudson, this trend has been reflected across each of our practice areas. We have noted increased confidence in both candidates and clients throughout 2011, with a marked improvement in overall job numbers and opportunities. The latest Hudson salary guide for 2012 reflects how salaries have remained steady with some real improvements. The employment market remains challenging, particularly in niche and specialist markets where the more specialist roles have driven salaries on an upward trend. At Hudson, we have witnessed this particularly in certain specialist areas within the IT and finance sectors across compliance, governance and security roles. For Jobseekers Extensive preparation is key for candidates to successfully market themselves to their potential employers. The importance of having a good CV cannot be underestimated. Employers spend around 20-30 seconds scanning each application and it may be the only opportunity to present yourself favourably and ensure that you stand out from other candidates.it is therefore vital that your CV adequately reflects your relevance, suitability and achievements specific to the role you are applying for. The CV and cover letter however, are only an introduction good interview skills will make the difference between getting a job or not. At interview stage, the successful candidates are those who have thoroughly researched the company and industry, and can demonstrate that their skills and experience will add value to the company. ireland hudson Salary Guide 2012 3

salary tables 4 hudson Salary Guide 2012

ACCOUNTING & FINANCE The overall market for accounting and finance recruitment in Ireland has remained positive throughout 2011. We have seen continued growth in demand for employees on fixed-term contracts and many candidates were offered extensions or permanent roles. In the latter half of the year, improved client confidence was evident with the release of newly created positions alongside replacement hires. This led to a significant increase in the amount of permanent roles available for accountancy professionals in industry and commerce. We expect the trend for hiring permanent employees to continue throughout 2012 as market confidence continues to grow. Sectoral experience remains a distinct advantage with a high percentage of clients requesting candidates who have relevant or related industry experience. Multinational clients have shown a preference for candidates with large systems familiarity. Technically-savvy accountants with a background in IFRS from Big Four accountancy practices are still highly sought after. Other skill sets high in demand in 2011 included financial analysts, qualified accountants and internal auditors. Hudson Accounting & Finance has also experienced a growth in the number of vacancies for cost accountants, tax accountants and treasury accountants. The main increase in these roles has come from the Telecoms, FMCG and IT sectors amongst others. Overall, salaries for accountants have seen a slight increase over the past year and we predict this trend will continue and slowly move upwards in 2012. As the sector improves however, employers need to be aware of the need to offer a competitive remuneration package, as well as benefits and conditions that support a work-life balance in order to attract high calibre applicants. At a more senior level, fewer opportunities have arisen in 2011 and competition remains high for CFO and finance director positions. However, we do expect more movement at this end of the market during 2012 as conditions improve. ireland hudson Salary Guide 2012 5

Accounting & Finance Lower Mid Higher Daily Rate Qualified Accountants (PQE) Chief Financial Officer (15 + yrs exp) 120,000 125,000 150,000 565-750 Finance Director (10 + yrs exp) 90,000 100,000 120,000 415-635 Financial Controller (9 yrs' + exp) 70,000 80,000 90,000 300-525 Finance Manager 65,000 70,000 80,000 265-335 Internal Audit Manager (5 yrs exp) 65,000 75,000 85,000 265-335 Financial / Management Accountant (3-4 yrs PQE) Financial / Management Accountant (2-3 yrs PQE) Financial / Management Accountant (1 yr PQE) 50,000 55,000 60,000 225-335 50,000 52,000 55,000 225-335 45,000 50,000 52,000 185-225 Internal Auditor (0-3 yrs exp) 45,000 50,000 60,000 185-335 Tax Manager 65,000 75,000 85,000 335-450 Tax Accountant 50,000 55,000 60,000 335-375 Treasury Accountant 50,000 55,000 60,000 335-375 Cost Accountant 50,000 55,000 60,000 185-375 Part - Qualified Accountant (1st - 2nd stage) 28,000 32,000 35,000 135-185 Part - Qualified Financial / Management Accountant (Finalist + exp) 35,000 40,000 45,000 210-265 6 hudson Salary Guide 2012

Accounting & Finance Lower Mid Higher Daily Rate Finance Support Roles EMEA Senior Credit Manager 70,000 80,000 90,000 265-335 Credit Control Manager 40,000 55,000 65,000 185-265 Credit Control Supervisor 35,000 40,000 45,000 150-185 Credit Controller 26,000 30,000 35,000 115-185 Payroll Manager 40,000 50,000 55,000 225-335 Senior Payroll 35,000 40,000 42,000 195-285 Payroll Executive 28,000 32,000 35,000 135-185 Accounts Payable Manager 40,000 45,000 50,000 140-335 Accounts Payable Supervisor 35,000 38,000 42,000 135-210 Accounts Payable Clerk 25,000 30,000 33,000 90-135 Accounting Technician 30,000 32,000 35,000 112-150 Specialist Roles Revenue Assurance Manager 50,000 65,000 75,000 265-375 Revenue Assurance Analyst 35,000 38,000 42,000 150-210 Systems Accountant 45,000 55,000 60,000 225-335 Internal Controls / Business Process Analyst 40,000 45,000 55,000 165-240 Finance Analyst 50,000 55,000 60,000 250-345 ireland hudson Salary Guide 2012 7

BANKING & FINANCIAL SERVICES 2011 saw an overall improvement in banking and financial services prospects, with an increase in recruitment levels for both permanent and fixed-term contracts as well as temporary hires. In the last year we have also seen a rise in the number of positions available in fund services, primarily in larger organisations. The insurance and financial services sector has shown a high demand for candidates with Solvency 11 knowledge and experience, both on a fixed-term contract and permanent basis. Overall, for 2012 we expect to see renewed growth in the number of vacancies for permanent and fixed-term contract banking professionals as the market continues to recover. For the majority of banking and financial services roles, salaries have remained stagnant with the exception of skill sets in short supply or high demand. In the banking sector in particular, bonus freezes remain in place. An exception is risk, credit analysts and compliance professionals where more stringent regulations have resulted in more competitive salaries. Additionally, in the insurance sector, we have seen more competitive salaries being offered for candidates with a professional qualification coupled with the Solvency 11 background. We anticipate these trends will continue throughout 2012. The past year has also seen a growth in opportunities for risk, credit analysts and compliance professionals. We anticipate that demand will remain high for these functions throughout 2012 as departments continue to cope with increased regulations. 8 hudson Salary Guide 2012

BANKING & FINANCIAL SERVICES Lower Mid Higher Fund Accounting Manager (4 +yrs' exp) 60,000 65,000 75,000 Fund Accountant / Supervisor 50,000 55,000 60,000 Fund Accountant (Qualifiied) 40,000 45,000 48,000 Fund Accountant (Part - Qual) 30,000 35,000 40,000 Fund Accountant (1 3 yrs exp) 28,000 30,000 34,000 Settlements Manager 50,000 60,000 65,000 Settlements Team Leader 38,000 40,000 46,000 Settlements Administrator (1 3 yrs exp) 28,000 30,000 36,000 Share Registration (1yr + exp) 27,000 30,000 32,000 Shareholder Services Manager 50,000 65,000 75,000 Shareholder Service Team Leader 35,000 40,000 45,000 Shareholder Services Administrator (1 3 yrs exp) 26,000 28,000 30,000 Custody Manager 50,000 65,000 75,000 Custody Team Leader 40,000 50,000 55,000 Custody Administrator (1 3 yrs ) 25,000 28,000 30,000 Compliance Manager 60,000 70,000 80,000 Compliance Officer 35,000 45,000 50,000 Risk Analyst 45,000 50,000 58,000 Risk Manager 60,000 70,000 80,000 Treasury Head of Treasury 90,000 100,000 110,000 Treasury Manager 70,000 80,000 85,000 Treasury Analyst 35,000 45,000 50,000 ireland hudson Salary Guide 2012 9

BANKING & FINANCIAL SERVICES Lower Mid Higher Front Office Banking Derivatives Trading 45,000 70,000 100,000 Institutional Sales (Equities & Fixed Income) 65,000 90,000 120,000 Equity Research Analyst 45,000 65,000 90,000 Quantitative Analyst (Equities & Fixed Income) 55,000 75,000 100,000 Private Clients Portfolio Manager 50,000 70,000 80,000 Private Equity Analyst 55,000 85,000 100,000 Corporate Finance Director 80,000 100,000 110,000 Corporate Finance Executive 50,000 60,000 70,000 Corporate Banking Relationship Director 80,000 100,000 120,000 Corporate Banking Relationship Manager 50,000 65,000 80,000 Senior Credit Analyst 55,000 65,000 75,000 Credit Analyst 35,000 45,000 55,000 Insurance Claims Manager 40,000 55,000 70,000 Claims Administrator 25,000 30,000 35,000 General Insurance Administrator 25,000 28,000 30,000 Commercial Underwriting Manager 50,000 60,000 70,000 Underwriting Administrator 25,000 28,000 30,000 Life Assurance Administrator 25,000 28,000 34,000 Pensions Manager 45,000 60,000 75,000 Pensions Administrator 25,000 30,000 35,000 Actuarial Chief Actuary Re - Insurance 120,000 130,000 160,000 3 years Post Qualified 80,000 90,000 100,000 Qualified Actuary (newly) 60,000 70,000 80,000 10 hudson Salary Guide 2012

ENERGY, INFRASTRUCTURE & TECHNICAL 2011 saw improvement in the energy, infrastructure and technical areas, leading to an increased supply of roles. The growth areas for Ireland remain in the medical device and pharmaceutical sectors as these companies continued to manufacture during the recession. However, recruitment in 2011 was mainly restricted to the hiring of replacement staff with relatively few new positions coming on stream. Similarly there are many companies seeking to tackle their waste issues and examine ways in which to reduce energy consumption. This has been identified as a key opportunity within the sector as companies continue to market themselves and their services as green and ethical within the community. As this trend develops, we are likely to see a corresponding demand for relevant skills and experience. We have seen some improvements in candidate confidence, however for many, they are only keen to move for a higher salary or enhanced conditions or, if they are facing redundancy. 2011 saw the return of salary increases as companies sought to retain good employees. That said, most businesses remain cost conscious and are endeavouring to keep salaries low while seeking candidates who are a perfect fit for their company. In the coming year, we anticipate that the utilities sector will grow as UK and European energy companies look into the possibility of establishing plants/sites here to avail of opportunities in the Irish market. This is most likely to occur in renewable energy generation industries and will only gain momentum when fully supported by government policy. Following recent job creation announcements by IDA Ireland, we anticipate continued growth in the medical device and pharmaceutical sectors as companies replace departing staff and continue to recruit new candidates. ireland hudson Salary Guide 2012 11

Energy, Infrastructure & Technical Lower Mid Higher Daily Rate Medical Device & General Engineering General Manager 65,000 95,000 110,000 n / a Operations Manager 55,000 68,000 85,000 272-320 Engineering Director 50,000 75,000 110,000 + 320-360 Engineering Manager 50,000 70,000 90,000 320-376 Manufacturing / Production Manager 55,000 65,000 75,000 256-320 Production Supervisor 40,000 45,000 55,000 200-280 Manufacturing Engineer 35,000 45,000 55,000 200-250 Process Engineer (1-10 yrs) 45,000 55,000 59,000 216-250 Automation Engineer 50,000 60,000 70,000 230-250 Maintenance Engineer 38,000 45,000 52,000 176-216 Field Service / Maintenance Tech 30,000 33,000 36,000 160-200 Project Manager (1-10 yrs) 50,000 65,000 80,000 240-280 Project Engineer 36,000 50,000 65,000 200-256 Project Co - Ordinator 30,000 35,000 40,000 216-240 Quality Manager 45,000 55,000 70,000 200-240 Quality Engineer 35,000 40,000 45,000 160-200 Validation Manager 50,000 60,000 75,000 240-460 Validation Engineer 35,000 45,000 60,000 176-400 Documentation Controller 25,000 30,000 38,000 120-160 Design Team Manager 50,000 55,000 70,000 184-280 Electronic Design Engineer (PCB) 35,000 50,000 60,000 176-240 Mechanical Design Engineer 35,000 45,000 58,000 184-240 12 hudson Salary Guide 2012

Energy, Infrastructure & Technical Lower Mid Higher Daily Rate Electrical Design Engineer 40,000 45,000 62,000 184-256 Tooling Engineer 35,000 45,000 50,000 176-200 Test Design Engineer 35,000 45,000 50,000 176-200 Site Facilities / Utilities Manager 45,000 52,000 78,000 216-296 Site Facilities Engineer 40,000 50,000 55,000 200-224 Health & Safety Manager 45,000 55,000 65,000 200-296 Health, Safety & Environmental Engineer 50,000 60,000 75,000 240-320 Biotech & Pharmaceutical Roles Machinery Set Up & Maintenance Project Manager (1-10 yrs) 45,000 55,000 80,000 216-350 Project Engineer (1-10 yrs) 36,000 50,000 70,000 240-345 Automation Manager 54,000 60,000 70,000 320-360 Automation Engineer 35,000 45,000 65,000 200-300 Electrical Engineer (1-10 yrs) 35,000 40,000 50,000 176-320 Mechanical Engineer (1-10 yrs) 35,000 45,000 55,000 200-320 Validation Manager 50,000 60,000 75,000 256-460 Validation Engineer 35,000 45,000 70,000 304-400 Process Engineer (1-10 yrs) 40,000 50,000 70,000 224-360 Documentation Controller 25,000 39,000 45,000 160-176 Drug Formulation & Manufacturing Formulation Scientist (1-10 yrs) 40,000 50,000 65,000 200-280 Development Chemist (1-10 yrs) 35,000 40,000 55,000 160-224 Biochemist 35,000 45,000 60,000 184-240 Process Chemist (1-10 yrs) 32,000 40,000 50,000 176-240 ireland hudson Salary Guide 2012 13

Energy, Infrastructure & Technical Lower Mid Higher Daily Rate Analytical Chemist (1-10 yrs) 30,000 43,000 50,000 176-240 Laboratory Manager 45,000 50,000 65,000 200-240 Laboratory Analyst / Technician 30,000 35,000 38,000 160-176 Quality Manager / Director 55,000 70,000 100,000 256-360 Qualified Person 50,000 60,000 75,000 280-320 Regulated Affairs Manager 65,000 70,000 80,000 280-320 Regulated Affairs Officer (1-10 yrs) 45,000 50,000 60,000 200-280 Documentation Officer 24,000 28,000 32,000 120-160 Utilities / Environmental HV Substation Manager 55,000 65,000 75,000 256-280 Power Station Manager 65,000 75,000 90,000 + 280-400 Civil Operations Engineer 40,000 45,000 50,000 184-200 HV Electrical Operations Engineer 39,000 45,000 60,000 + 176-200 Mechanical Operations Engineer 45,000 55,000 60,000 208-240 Commissioning Engineer 45,000 55,000 65,000 208-240 Regulation Analyst 40,000 50,000 65,000 200-240 Energy Analyst (gas / elec / wind) 45,000 50,000 62,000 200-240 Health, Safety & Environmental Engineer 45,000 55,000 60,000 176-240 Landfill Manager 50,000 55,000 65,000 184-250 Project Engineer 50,000 60,000 70,000 200-250 Product Engineer 50,000 60,000 70,000 200-230 14 hudson Salary Guide 2012

HR A steady flow of HR positions continued throughout 2011 across all disciplines; from HR generalists and officers to HR business partners and managers as well as senior managers in compensation & benefits, organisational development and training. There has been good demand for change management experience and senior industrial relations specialists to manage strategic interim roles dealing with TUPE or company restructure. Most of the director level HR roles we have seen have been of a fixed-term nature, with permanent director level generalist roles few and far between. In terms of the speciality HR areas, opportunities have arisen for professionals in reward, compensation and benefits, organisational design and talent management. Another very encouraging trend in the market has been the growth in opportunities for qualified HR administration candidates, together with recruitment specialists and training and development professionals. A clear indication that most employers are looking to engage and retain staff after significant organisational change. International experience has also been of increased importance with some hiring companies, especially those who operate EMEA or European Shared Service Centres from the Republic of Ireland. Sector specific HR experience has also been critical to our clients, companies are looking for HR candidates to have that edge to hit the ground running in their new position. Average salaries have changed slightly in the past year at director, manager and business partner levels. Though this would depend on the sector we have found that on average director, manager and business partner salaries have come down 5 per cent, but in all other areas salaries remained similar to 2010 levels. We do not expect any significant changes in demand for qualified and talented HR professionals. Interestingly, we have found that HR candidates across all levels were willing to take a slight pay cut to stay in employment. Though pay is still obviously important, most HR candidates today would weigh heavily the hiring company s stability and future growth plans as even more important than remuneration. We anticipate that this trend will continue throughout 2012. ireland hudson Salary Guide 2012 15

hr Lower Mid Higher HR Generalist HR Director 80,000 90,000 110,000 HR Manager 55,000 60,000 75,000 HR Business Partner 55,000 65,000 75,000 HR Generalist 32,000 40,000 45,000 HR Officer 30,000 35,000 40,000 HR Administrator 28,000 30,000 32,000 Recruitment Recruitment Manager 50,000 55,000 65,000 Recruitment Executive 35,000 40,000 45,000 Recruitment Assistant / Administrator 26,000 30,000 32,000 Learning & Development Head of Learning & Development 75,000 85,000 100,000 Learning & Development Manager 60,000 65,000 75,000 Learning & Development Officer 28,000 32,000 35,000 Compensation & Benefits Head of Compensation & Benefits 70,000 80,000 100,000 Compensation & Benefits Manager 60,000 65,000 70,000 Compensation & Benefits Administrator 28,000 30,000 35,000 Talent Management & Organisational Development Talent Manager 70,000 75,000 90,000 Head of Organisational Development 70,000 80,000 100,000 IRER Industrial Relations Manager 65,000 75,000 80,000 Industrial Relations Specialist 40,000 45,000 50,000 Employee Relations Manager 60,000 65,000 70,000 Employee Relations Executive 40,000 45,000 50,000 16 hudson Salary Guide 2012

IT & Telecommunications 2011 saw a continuation in the increased number of IT roles coming onto the market in Ireland. The flow of opportunities has been quite steady throughout the year with a slightly quieter period throughout the summer months which would be standard in a more buoyant market. This renewed confidence continued in the latter half of the year, allowing candidates to be more mobile and less cautious about moving jobs, creating more resources for open roles. Skill sets in demand in 2011 included: senior Java developers,.net developers, project managers and IT security specialists. Software developers were still highly sought after and many clients, despite the numbers of people seeking work opportunities, struggled to get the right level of candidates for volume positions. Whilst the IT contract market is still improving and getting back to pre-2009 levels, the main demand in 2011 continued to come from permanent hiring needs, together with fixed-term salaried contract that appeared in force throughout the difficult recessionary period. These contracts continue to allow clients flexibility in a shorter term hire but without the longer term commitment of a permanent role, and without the premium cost of a daily/hourly rate contract resource. For 2012, we expect to see continued demand for software developers across Java and.net technologies. We anticipate that demand for project and business IT roles will increase as companies continue to introduce new projects and expand their service offering. Cloud computing continues to be top of most clients' agendas for 2012, with a clear trend towards consultative services in IT. More and more businesses are offering outsourced services to clients as well as providing internal services. This is driving the requirement for IT candidates with excellent client facing and consultative skills becoming the norm for most roles, as opposed to the exception. Salaries on the whole remained quite steady throughout 2011 with a higher percentage of roles showing improvement in salary levels over 2010. The main sectors of growth for IT staff in Ireland have been in the areas of financial services and technology, which are consequently the sectors where we have seen salary increases throughout 2011. We would expect this trend to continue in 2012. ireland hudson Salary Guide 2012 17

IT & Telecommunications Lower Mid Higher Daily Rate Utilities / Environmental CIO / CTO 92,000 107,000 145,000 680 IT Director 88,000 104,000 135,000 620 IT Manager 58,000 72,000 87,000 520 IT Operations Manager 56,000 75,000 87,000 520 Software Development Manager 58,000 65,000 75,000 510 QA / Test Manager 58,000 63,000 73,000 500 Infrastructure Manager 48,000 58,000 70,000 430 Network Manager 52,000 68,000 83,000 350 Database Manager 53,000 68,000 80,000 350 Technical Support Manager 48,000 68,000 85,000 380 Project Roles Programme Manager 62,000 68,000 78,000 550 Project Manager 52,000 64,000 75,000 510 Business Analyst 45,000 55,000 65,000 420 Business Systems Analyst 45,000 55,000 65,000 420 Business Process Administrator 30,000 35,000 43,000 320 Software Development Roles C# /.Net / Asp.Net 33,000 45,000 60,000 350 Sharepoint 43,000 53,000 63,000 350 Java / J2EE 35,000 48,000 60,000 350 PHP / MySQL 32,000 40,000 53,000 320 C + + 34,000 48,000 60,000 330 Visual Basic 32,000 42,000 53,000 300 Web Developer 33,000 43,000 50,000 290 Graphic Designer 28,000 34,000 45,000 250 18 hudson Salary Guide 2012

IT & Telecommunications Lower Mid Higher Daily Rate QA / Test Roles Test Lead 45,000 50,000 55,000 350 Test Engineer 33,000 38,000 45,000 300 Automation Tester 37,000 46,000 52,000 300 Software Test Developer 37,000 48,000 52,000 300 Localisation Tester 27,000 37,000 47,000 300 ERP Roles SAP Project Manager 53,000 65,000 75,000 450 SAP Consultant 40,000 55,000 68,000 440 SAP Business Analyst 45,000 50,000 60,000 440 ABAP Developer 45,000 55,000 65,000 450 Oracle Project Manager 50,000 63,000 75,000 450 Oracle Consultant 40,000 55,000 65,000 430 Oracle Financials Consultant 55,000 65,000 75,000 450 Oracle Business Analyst 45,000 50,000 58,000 440 Database Roles Oracle Database Administrator 45,000 50,000 65,000 350 Oracle Developer 40,000 48,000 55,000 380 SQL - Server Administrator 38,000 46,000 58,000 340 SQL - Server Developer 36,000 46,000 57,000 370 My SQL / Informix / PostgreSQL Administrator 38,000 42,000 53,000 350 Datawarehouse Consultant 48,000 56,000 65,000 450 ireland hudson Salary Guide 2012 19

IT & Telecommunications Lower Mid Higher Daily Rate Infrastructure & Technical Support Roles PC Support / Desktop Engineer 28,000 33,000 40,000 250 1st / 2nd Level Support Engineer 26,000 30,000 37,000 180 3rd Level Support Engineer 30,000 37,000 42,000 235 Systems Administrator (all platforms) 32,000 38,000 48,000 280 Field Service Engineer 33,000 42,000 48,000 280 Networking Roles Network Architect 38,000 58,000 65,000 380 Network Engineer 35,000 45,000 58,000 330 Network Administrator 30,000 40,000 50,000 295 Junior Network Administrator 28,000 35,000 47,000 250 Cisco Engineer 35,000 46,000 65,000 360 Technical Writer / Trainer Roles Technical Writer 30,000 36,000 48,000 350 Lead Instructional Designer 30,000 36,000 47,000 390 Instructional Designer 33,000 42,000 55,000 440 Technical Trainer 32,000 35,000 45,000 330 Telecoms Roles Telecoms Programme Manager 58,000 68,000 80,000 550 Telecoms Project Manager 53,000 63,000 75,000 480 Telecoms Engineer 42,000 56,000 68,000 420 IP Engineer 43,000 58,000 67,000 430 Radio Frequency Engineer 46,000 62,000 72,000 440 Telecoms Test Engineer 38,000 50,000 64,000 430 20 hudson Salary Guide 2012

SALES & MARKETING 2011 saw a slight improvement in both temporary and permanent positions in the sales and marketing sector. While the economic environment remains uncertain, companies still recognise the need to drive revenue and build market share. As a result, key opportunities have arisen in both new business sales and commercial marketing. We have also seen an upsurge in digital/online and social media based roles in the latter part of this year. We expect this trend to continue in 2012 as these positions have now become an integral part of the marketing function and are viewed as cost effective from a communications perspective. For 2012, along with digital and online growth, we also envisage key growth areas to include the pharmaceutical and medical sectors, with a steady maintenance of activity expected in ICT. In general, salaries remained steady throughout 2011 for sales and marketing positions, with a slight improvement in certain very specialist roles and a renewed focus on key competencies and experience. Some areas of the technology market also saw a moderate increase, while the ICT sectors remained relatively similar, particularly at entry and mid levels. The FMCG and financial services markets also showed improvement. In summary, employers continue to reward achievement and over achievement whether in sales or marketing, and we anticipate that this will remain the case throughout 2012 and beyond, as the market continues to improve in a slow but upward curve. ireland hudson Salary Guide 2012 21

Sales & Marketing Lower Mid Higher Bonus / Commission sales Sales Director 65,000 75,000 100,000 30,000 + Business Development Manager (Senior) 50,000 60,000 85,000 30,000 + Sales Manager 50,000 60,000 70,000 20,000 + Account Director / Key Account Manager 45,000 50,000 55,000 20,000 + Channel Sales Manager 45,000 50,000 55,000 30,000 + Pre Sales Consultant 45,000 50,000 60,000 20,000 + Account Manager 35,000 40,000 45,000 30,000 + Field Based Sales Executive 35,000 40,000 45,000 30,000 + Business Development Executive 30,000 35,000 40,000 30,000 + Telesales Executive 25,000 28,000 30,000 20,000 + Sales Administrator 25,000 28,000 30,000 5,000 + marketing Head of Marketing 65,000 75,000 100,000 10,000 + Marketing Manager 50,000 60,000 80,000 10,000 + Market Research Manager 45,000 50,000 55,000 10,000 + Online Marketing Manager 50,000 60,000 65,000 10,000 + Marketing Communications Manager 50,000 60,000 65,000 10,000 + Digital Marketing Manager 45,000 50,000 65,000 10,000 Product Marketing Manager 45,000 50,000 70,000 10,000 + Brand Manager 45,000 50,000 60,000 10,000 + Assistant Brand Manager 35,000 37,000 40,000 5,000 + Digital Marketing Executive 32,000 38,000 42,000 5,000 + Marketing Executive 35,000 37,000 40,000 5,000 + Junior Marketing Executive 25,000 28,000 30,000 5,000 + SEO / PPC Executive 25,000 28,000 30,000 5,000 + 22 hudson Salary Guide 2012

SUPPLY CHAIN & PROCUREMENT After the previous turbulent year, 2011 saw much improvement in the supply chain and procurement sector with an accompanying growth in the availability of roles. Companies displayed much greater optimism in their willingness to hire, possibly as a result of the election of a new government and a new budget at the start of the year. The growth of Ireland s service sector has continued, with increased availability of roles in the business processing outsourcing area. The trend towards outsourcing by the large corporates has continued. This has led to significant demand for good operations, transformation and project managers as well as Six Sigma personnel all of whom can drive through changes and cost savings for their clients. There has also been considerable growth in the need for specialist category managers in big organisations who are looking at overall spend for their specific business functions, their supplier lists and metrics by which suppliers are measured. We look forward to seeing the market continue to improve in 2012, despite uncertainty in Europe. Bearing in mind that many companies still need to focus on cost control and profitability, the role of the procurement team will continue to be critical to businesses. ireland hudson Salary Guide 2012 23

Supply chain & procurement Lower Mid Higher Purchasing Purchasing Director 80,000 85,000 95,000 + Purchasing Manager 55,000 65,000 80,000 Purchasing Specialist 40,000 45,000 70,000 Senior Buyer 40,000 45,000 55,000 Buyer 30,000 35,000 45,000 Junior Buyer / Purchasing Assistant 20,000 25,000 35,000 Materials Management Inventory / Materials Manager 50,000 55,000 70,000 Inventory / Materials Planner 30,000 32,000 45,000 Inventory / Materials Controller 30,000 32,000 40,000 Logistics / Warehousing Warehouse Manager 40,000 45,000 60,000 Warehouse Supervisor 35,000 40,000 45,000 Logistics Director 75,000 85,000 95,000 Logistics Manager 50,000 60,000 65,000 Order Fulfillment Manager 40,000 50,000 55,000 Logistics Co - ordinator 22,500 25,000 30,000 Order Fulfillment Representative 25,000 30,000 38,000 Supply Chain General Manager 100,000 115,000 130,000 + Supply Chain Director 90,000 100,000 110,000 + Supply Chain Manager 65,000 75,000 90,000 Supply Chain Programme Manager 65,000 70,000 85,000 Commodity / Category Manager 55,000 70,000 85,000 Vendor Manager 55,000 65,000 70,000 Supply Chain Planner 40,000 45,000 55,000 Supply Chain Analyst 40,000 45,000 55,000 24 hudson Salary Guide 2012

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