london fs salary survey final

7/31/2019 London Fs Salary Survey Final

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CONTENTS.

CHIEF OPERATIONS OFFICERS LETTER 2

KEY SURVEY RESULTS 3

SALARY GUIDE 7

ACCOUNTING & FINANCE 8ASSET MANAGEMENT & PRIVATE BANKINGBANKINGINSURANCE

AUDIT 15BANKING

CHANGE & PROJECT MANAGEMENT 16BANKING FINANCEBANKING OPERATIONSBANKING RISK

COMPLIANCE 22

CREDIT, RISK & QUANTITATIVE FINANCE 24

FRONT OFFICE 26ASSET MANAGEMENTCORPORATE FINANCE, M&AHEDGE FUNDSPRIVATE BANKING

HUMAN RESOURCES 31

INSURANCE 33ACTUARIALTECHNICAL

MIDDLE OFFICE & OPERATIONS 35

ASSET MANAGEMENT & PRIVATE BANKING

INVESTMENT BANKING & BROKERAGE HOUSES

COMMODITIES

SALES & MARKETING 41

SECRETARIAL & SUPPORT 43

TAXATION 45

TECHNOLOGY 47

UNDERSTANDING THIS GUIDE 49

TALK TO US 50

CLICK ON THE HYPERLINKS TO GO TO PAGE


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Clearly the financial services markets haveendured a turbulent couple of years. We all hopethat the worst of this is behind us and the market isfinally returning to some form of normality. However,some of the knock-on effects continue, with themarket still lacking visibility of business activitylevels, resulting in a degree of uncertainty filteringthrough to the hiring market. Combining this with a

number of ongoing global economic issues, theemployment market and therefore salaries havecontinued to fluctuate.

To provide a clearer picture for you, the job seekerand our clients, we have carried out extensiveresearch across the London financial servicesmarket into current salary levels across alldisciplines as well as salary and bonusexpectations. We have combined this data withinsight from our specialist consultants to givefurther clarity on trends and market conditions.

Over the course of 2010, we saw increased hiringactivity in the financial services sector. According to

Morgan McKinley's widely read monthly LondonEmployment Monitor, the total number of jobvacancies increased by 48% year-on-year. Whilstthis is a pleasing increase, it is still at relativelysuppressed levels when compared to pre-recessionlevels.

Other key findings from our research are alsopositive. Well over half of hiring managers (62%)expect to see salaries increase over 2011. Only aquarter (26%) expect them to stay the same.

This not only reflects an improving market anda stronger demand for talent by our clients butis a strong indication of how, once again, it isbecoming increasingly difficult to attract andretain staff. Over half (52%) of our clients citedthat attracting and retaining staff would be thekey driver for salary increases this year.

Combined with these results, the whole subjectof bonus is clearly a key barometer of marketconditions. Whilst the largest percentage of ourclients (38%) felt that bonuses would remainsimilar to 2009/10, over a quarter (27%) felt theywould increase in the 2010/11 bonus round.Overall, the trends and key indicators for 2011continue to point to further improvement in theemployment market.

We hope you find this salary guide informative.If you have any questions, feedback or wouldlike to discuss any of the findings in this salarysurvey, please feel free to contact me or any ofmy colleagues here at Morgan McKinley for

further information.

Finally, I would like to thank you for yourcontinued support and wish you all the best inyour employment endeavours in 2011.

Andrew EvansChief Operations OfficerFinancial Services | United KingdomT: +44 (0) 20 7557 7258E: [email protected]

Welcome to

Morgan McKinleys2011 LondonFinancial Services

Salary Survey

CHIEFOPERATIONS

OFFICERSLETTER.

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FINANCIAL SERVICES.

KEY SURVEY RESULTS

3


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FINANCIAL SERVICES.KEY RESEARCH FINDINGS

Q1 Q2

4

0% 5% 10% 15% 20% 25% 30% 35%

More than 26% increase

21-25% increase

16-20% increase

11-15% increase

6-10% increase

1-5% increase

Stay the same

1-5% decrease

6-10% decrease

11-15% decrease

16-20% decrease

21-25% decrease

More than 26% decrease

Not known

0% 5% 10% 15% 20% 25% 30% 35% 40%

More than 26% increase

21-25% increase

16-20% increase

11-15% increase

6-10% increase

1-5% increase

Stay the same

1-5% decrease

6-10% decrease

11-15% decrease

16-20% decrease

21-25% decrease

More than 26% decrease

Not known

Do you expect basic salary offers from

your business to increase, decrease orstay the same over the next 12 months

and by what percentage?

Do you expect your company's

temporary / contract rates toincrease, decrease or stay the same

over the next 12 months and by whatpercentage?


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23%

56%

13%8%

In line with inflation To attract / retain key staff

Skills shortage Other factors


5

Q3 Q4If your company is planning to increase

salaries, what is driving this change?

If your company is planning to decrease

salaries, what is driving this change?


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0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

YesNo

Not known

17%

49%

34%

6

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

101%+ higher

91-100% higher

81-90% higher

71-80% higher

61-70% higher

51-60% higher

41-50% higher31-40% higher

21-30% higher

11-20% higher

6-10% higher

Similar (+/-5%)

6-10% lower

11-20% lower

21-30% lower

31-40% lower

41-50% lower

51-60% lower

61-70% lower

71-80% lower81-90% lower

91-100% lower

101%+ lower

Not known

Q5 Q6How do you think bonus amounts paid

out at your firm for 2010-11 will compareto those paid for 2009-10?

Is your organisation planning to

restructure the components that makeup total compensation (e.g. proportionof basic salary versus bonus)?


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FINANCIAL SERVICES.

SALARY GUIDE

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Accounting and finance recruitment across

the investment management market

showed consistent growth in 2010. On the

back of a much tougher and more highly

regulated trading environment, the need to

monitor financial activity, adhere to financial

regulations and provide transparent

financial reports translated to an increased

requirement for qualified accountants.

Financial accountants and controllers

continue to be in high demand in 2011,

Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)

Financial Accountant 25k - 32k 30k - 55k 50k - 70k 65k - 80k 75k - 100k

Management Accountant 30k - 35k 30k - 55k 50k - 75k 75k - 85k 80k - 95k

Financial Controller * 45k - 65k 60k - 80k 75k - 90k 85k+

Fund Accountant 25k - 35k 30k - 55k 50k - 65k 65k - 85k 85k - 100k

Internal Auditor 30k - 35k 35k - 50k 50k - 70k 65k - 90k 85k - 120k

Regulatory Accountant 30k - 35k 30k - 55k 50k - 65k 60k - 80k 80k - 100k

Business / Finance Analyst 30k - 35k 35k - 60k 55k - 75k 70k - 90k 85k+

as well as experienced business finance

partners with the ability to bridge back and

front office functions. Salaries for accounting

and finance professionals have increased

slightly at the newly qualified level and some

companies are paying a premium for those

with specific asset management experience.

Movement is expected following the Q1 2011

bonus round but it is uncertain whether this

will result in a spike in basic salary offers to

attract the best talent.

PERMANENT

BASIC SALARIES (PER ANNUM)

ACCOUNTING & FINANCE.ASSET MANAGEMENT & PRIVATE BANKING

8*Typically, roles do not exist at this level


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ACCOUNTING & FINANCE.ASSET MANAGEMENT & PRIVATE BANKING

As market confidence grew in 2010, many

asset and wealth management companies

placed more emphasis on permanent

hiring, meaning temporary recruitment was

often a short term solution to cover busy

periods or parental leave. In H1 2010 there

was demand for management accountants

and financial analysts to prepare budgets

and undertake project work. This was

largely focused around revenue and AUM

reporting, which was a shift away from

the cost focus seen in 2009. 2011 has

started positively with many companies

actively recruiting. The majority

of London-based recruitment continues to

be for client-facing roles, as well as

positions requiring complex product

knowledge such as hedge fund accountants

and Fund of Funds specialists. Many large

firms relocated processing roles to UK

regions and offshore, which influenced the

demand for part qualified accountants in

London. At present, the flow of asset

management specialists seeking new job

opportunities is being impacted by the

investment banking sector, which is offering

a higher volume of roles at higher pay

rates. The strongest top tier asset

management professionals are being

retained with higher rates. Turnaround

times for temporary recruitment can be

slow, meaning that the firms that move

quickly often get the best talent.

Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)

Financial Accountant 120 - 250 230 - 250 220 - 300 300 - 400 400+

Management Accountant 150 - 250 230 - 250 220 - 320 300 - 400 400+

Financial Controller * * 250 - 350 300 - 450 450+

Fund Accountant 120 - 210 210 - 250 200 - 280 250 - 300 350+

Regulatory Accountant 150 - 250 230 - 250 220 - 350 250 - 400 400+

Business / Finance Analyst 200 - 250 250 - 300 250 - 350 320 - 450 400+

RATES (PER DAY)

TEMPORARY

9

*Typically, roles do not exist at this level


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ACCOUNTING & FINANCE.BANKING

The financial services jobs market saw a

resurgence in demand for newly qualified

and part qualified accountants in 2010. In

particular, junior accountants with

experience at the Big Four accountancy

firms were heavily targeted by banks to fill

the void at their junior levels caused by

redundancies and other transitions during

the financial crisis. This increase in demand

meant that a newly qualified accountant

could earn between 47,000 and 59,000.

Meanwhile, demand for talented junior

finance professionals with direct banking

experience remained consistently

high, leading to increases in base salary

offers of up to 25% in 2010. Competition for

talent also returned at the senior end of the

market. Companies that had not hired

senior finance professionals in any great

volume in the previous 18 months began

to see increased regulatory

requirements, rises in staff turnover and

small opportunities for growth, expansion

and investment hiring. These

factors, combined with the need to

restructure compensation packages so that

they are less bonus-oriented, have

continued in 2011. In this more competitive

environment, there have been increases in

basic salaries of 15 to 30% across all

functions.

Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)

Product Controller 35k - 50k 50k - 59k 59k - 75k 80k - 120k 125k - 200k

Financial Controller 35k - 47k 47k - 58k 58k - 75k 80k - 110k 110k - 180k

Legal Entity Controller 35k - 47k 47k - 58k 58k - 75k 80k - 110k 110k - 165k


Regulatory Reporter 35k - 47k 47k - 59k 59k - 75k 80k - 110k 110k - 180k

Business Analyst / Project Manager 35k - 48k 48k - 59k 59k - 75k 80k - 120k 125k - 200k

Business Manager / COO 35k - 48k 48k - 59k 59k - 85k 80k - 120k 125k - 200k

Valuations 35k - 48k 48k - 59k 59k - 85k 80k - 120k 125k - 200k

PERMANENT


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ACCOUNTING & FINANCE.BANKING

In 2010 the financial services sector

demanded a steady stream of temporary

and contract workers with expertise in a

range of finance functions, driving rates up

by around 20% across the board. Many

professionals sought contract opportunities

for lifestyle changes, deferred bonus

incentives or the flexibility of not being tied

to an employer for a number of years. As

market confidence grew, many financial

institutions viewed temporary staff as a

flexible and time efficient hiring option to

assist in meeting their business targets.

This mood was reflected in a 59% increase

in new temporary job opportunities year-on-

year from 2009 to 2010. Demand for

temporary product controllers is expected

to remain strong in 2011, especially within

technical areas such as structured credit.

Experienced candidates in this field have

earned daily rates in excess of 450.

Financial controllers (especially those with

product knowledge), management

accountants and IT finance business

partners are also in high demand. Many

investment banks have forecasted similar

or higher temporary recruitment volumes

for 2011, indicating an increase in business

confidence compared to the start of 2010.

TEMPORARY

RATES (PER DAY)

Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)

Product Controller 250 - 300 250 - 300 300 - 380 380 - 450 450+

Legal Entity Controller 200 - 300 250 - 320 300 - 375 375 - 450 450+


Business Analyst 250 - 350 300 - 400 400 - 500 500 - 600 650+


Finance Business Partner 200 - 300 270 - 330 330 - 420 400 - 500 450+

Financial Planner and Analyst 220 - 300 300 - 350 350 - 400 425 - 500 500+

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ACCOUNTING & FINANCE.INSURANCE (LIFE & NON-LIFE)

In 2010 the market for accounting and

finance jobs in insurance returned to a

situation in which demand for experienced

insurance professionals outstripped supply.

As this trend continued throughout the year,

companies looked at ways to retain staff,

such as implementing retrospective pay

rises or deferred bonuses. These talent

retention strategies have seen basic

salaries increase by up to 20% and have

given job seekers much more control during

the offer process. This picture of the

insurance hiring market is expected to

remain the same throughout the first half

of 2011. In particular, more stringent

compliance requirements, such as

Solvency II and IFRS 4 Phase 2 should

continue to fuel demand for accountancy

and finance professionals with experience

in control and regulation.

PERMANENT


Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)

Financial Accountant 25k - 45k 40k - 55k 52k - 70k 65k - 95k 90k - 200k

Syndicate Accountant 20k - 40k 40k - 55k 55k - 65k 65k - 80k 80k+


Business Partner / COO 35k - 45k 45k - 55k 52k - 75k 70k - 110k 95k - 200k

Internal Auditor 25k - 45k 40k - 55k 50k - 75k 65k - 90k 90k - 180k

Business Analyst / Project Manager 28k - 45k 40k - 58k 55k - 80k 75k - 100k 90k - 180k

Technical Accountant 30k - 45k 40k - 58k 55k - 80k 75k - 110k 100k - 200k

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ACCOUNTING & FINANCE.INSURANCE (LIFE & NON-LIFE)

The market for temporary accounting and

finance insurance roles was buoyant in

2010. The challenges that organisations

faced in attracting and retaining the best

talent for permanent hires meant that there

was a greater demand for temporary staff

and in particular, those seeking temp-to-

perm opportunities. Recruitment was

focused around controls (i.e. SOX) and

improving control frameworks in response

to a more highly regulated environment.

Moving into 2011, the need for greater

clarity around reporting has resulted in

increased demand for MI specialists and

professionals with expertise in advanced

systems and process improvement.

Solvency II continues to dominate the

majority of project recruitment and a shortage

of candidates in this space has pushed up

pay rates. Syndicate accountants are also

still in short supply. Overall it is predicted that

hiring in this area will remain steady over the

next six months with strong demand for

insurance finance specialists.

TEMPORARY

RATES (PER DAY)

Role:Part

QualifiedNewly

QualifiedAVP

(2-5 years)VP

(5-7 years)Director

(10+ years)



Financial Controller * * 250 - 350 300 - 450 450+

Fund Accountant 120 - 210 210 - 250 200 - 280 250 - 300 350+

Regulatory Accountant 150 - 250 230 - 250 220 - 350 250 - 400 400+

Business / Finance Analyst 200 - 250 250 - 300 250 - 350 320 - 450 400+

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AUDIT.BANKING

The demand from the banking and financial

services sector for internal audit, risk and

controls professionals increased over 2010.

This trend is set to continue throughout

2011 as many businesses look to hire the

best talent for their global audit teams. It is

expected that this demand will push up

salaries from 2010 levels. The key issue for

financial services clients has been

attracting and retaining key talent in this

area. Some businesses are even

considering candidates who have

alternative audit backgrounds such as

operational risk, Sarbannes-

Oxley, business audit and non-financial

services audit experience (for the more

junior candidates). Such moves would have

been considered highly unusual two years

ago.

Role:Analyst

(0-2 years)

AVP

(2-5 years)

VP

(5-7 years)

Director(7-10 years)

Investment Banker 50k - 60k 60k - 75k 75k - 95k 100k+

Retail / Commercial Banker 45k - 55k 55k - 70k 70k - 95k 100k+

SME Banker 40k - 50k 50k - 60k 60k - 75k 90k+

PERMANENT


14


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BASIC SALARIES ARE

DEFINITELY GOING TOBE A HOT TOPIC THIS

YEAR DUE TODOWNWARD PRESSUREON BONUSES.HR Advisor, world leading liquid equities exchange group

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CHANGE & PROJECT MANAGEMENT.BANKING OPERATIONS

Following a lull in 2009, hiring for

operations change roles increased in 2010

on the back of new straight through

processing (STP) initiatives, increased

governance and stricter regulatory reform.

In particular, over-the-counter (OTC), on-

boarding and technology saw increased

hiring activity as companies placed more

emphasis on ensuring that their systems

were robust and efficient. There was also a

great deal of additional hiring for project

management, typically for large business

integration programmes. Whilst project

management roles are traditionally filled

by contractors due to the ongoing, long term

nature of change management, 2011 should

see an increasing trend by employers to fill

these roles on a permanent basis. It is

forecast that such a trend will continue

throughout the first half of 2011, alongside

PERMANENT


Role:Analyst

(0-2 years)

AVP

(2-5 years)

VP

(5-7 years)

Director

(7-10 years)

Business Analyst 50k - 60k 55k - 65k 70k - 95k *

Project Manager 60k - 70k 70k - 75k 85k - 100k 95k - 130k

Programme Manager * 70k - 75k 95k - 110k 110k - 130k

PMO 50k - 60k 55k - 65k 70k - 95k 90k - 110k

a potential increase in hiring activity within

CCP projects across larger organisations.

Increased hiring volumes and consequent

skills shortages are expected to boost

salary offers in the change and project

management space in 2011. Contract rates

increased significantly in 2010 but the

permanent market has yet to catch up.

Therefore, it is likely that salaries may

increase by up to 10% this year as a result.

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CHANGE & PROJECT MANAGEMENT.BANKING OPERATIONS

Temporary hiring within the operations

change and project management market

picked up in 2010. Similar to the permanent

market, this improvement was on the back

of new Straight Through Processing

initiatives, increased governance and

regulatory reform. Demand for

professionals with expertise in OTC,

client on-boarding and technology is set to

continue into 2011. Rates are increasing

steadily in this market and, in most

cases, significantly outstrip what a

professional could earn in an equivalent

permanent role. If, as anticipated, the

current talent shortage continues, rates

should continue to increase over 2011.

Role: Low Average High

Business Analyst 400 450 500+

Senior Business Analyst 500 550 600+

Project Manager 550 600 650+

Senior Project Manager 600 650 700+

Programme Manager 750 850 1000+

Junior PMO 400 450 500+

Senior PMO 450 550 650+

TEMPORARY / CONTRACT

RATES (PER DAY)

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COMPETITION FROM

ASIAN MARKETSWILL BE SIGNIFICANT

THIS YEAR.HR Manager, global investment bank

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FRONT OFFICE.ASSET MANAGEMENT

In many cases front office salaries have

remained fairly stable in the last 12 months,

leaving high expectations for the Q1 2011

compensation review round. To date, the

most significant pay rises have generally

been at senior levels and / or knee-jerk

reactions to leavers or movements in the

market. Notably, some firms have had to

take measures to ensure stability in

takeover or merger situations, where staff

at director level and above have in some

cases received salary increases of as much

as 50%. Moving into 2011, there is

continued demand for product and

investment specialists in both wealth and

asset management, meaning quality

candidates can command premium salaries

within this space.

PERMANENT


Role:Analyst

(0-2 years)

AVP

(2-5 years)

VP

(5-7 years)

Director

(7-10 years)

MD

(10+ years)

Fund / Portfolio Manager 40k - 50k 45k - 65k 65k - 90k 100k - 130k 150k+

Client Portfolio Manager / InvestmentSpecialist / Product Specialist

35k - 45k 45k - 62k 62k - 80k 85k - 110k 110k+

Research Analyst 35k - 45k 45k - 60k 60k - 80k 90k - 120k 130k+

Investment Analyst (Fund of Funds) 30k - 42k 42k - 55k 55k - 75k 75k - 90k 100k+

Investment Strategist / Economist 30k - 40k 40k - 52k 52k - 80k 80k - 110k 120k+

Trader / Dealer 35k - 40k 40k - 50k 50k - 75k 80k - 110k 120k+

Product Development 35k - 40k 40k - 52k 52k - 80k 80k - 100k 150k+

Sales / Business Development 25k - 32k 32k - 47k 47k - 70k 70k - 120k 120k+

Experienced investment managers are also

hot property, especially those with

specialised fixed income expertise, and as

a result there have been significant uplifts in

salary as the market competes for top

talent.

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INSURANCE


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INSURANCE.ACTUARIAL

Contrary to a number of areas in insurance

recruitment, the actuarial jobs market

continued to grow significantly throughout

2010, leading to an increase in basic salary

offers. Experienced actuaries will always be

in demand but recent regulatory changes

such as Solvency II have made them even

more sought after.

There are currently a number of job

opportunities available to newly qualified

actuaries in insurance

companies, consultancies, rating agencies

and banks. Employers are aware of actuary

professionals niche skills and the

importance of attracting and retaining

the best talent in the market.

PERMANENT


Role:ActuarialStudent

ActuarialAnalyst

Personal /Commercial

Actuary

RiskManagement

Actuary

Head ofDepartment

General Insurance 25k - 40k 38k - 55k 55k - 100k 60k - 110k 85k+

Life Insurance 25k - 40k 38k - 55k 55k - 100k 60k - 110k 85k+

Project role: ActuarialStudent

ActuarialAnalyst

QualifiedAnalyst

SeniorActuary

Head ofDepartment

With Profits Actuary * * 55k - 100k 80k - 120k 100k+

Solvency 2 * * 65k - 100k 90k - 150k 120k+

ALM Actuary * * 60k - 100k 80k - 120k 100k+

Pricing Actuary * * 60k - 100k 80k - 120k 100k+

Financial Reporting Actuary * * 60k - 100k 80k - 120k 100k+

In many cases looking for a new role is not

always a question of salary many

professionals consider work / life

balance, location and contract options when

considering a potential employer.

33*Typically, roles do not exist at this level


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SALES AND MARKETING.


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The City saw a steady increase in thevolume of contract marketing vacancies

throughout 2010, with new job opportunities

increasing by 25% year-on-year. With the

gradual market recovery there has been an

increase in new fund launches, which has

led to increased demand for investment

writers. Internal and externalcommunication positions was also a growth

area in 2010. As competition increased, a

companys need to differentiate itself using

a highly-skilled, creative communications

team became a necessity rather than a

luxury. In some instances over the past 12

TEMPORARY

RATES (PER DAY)

Role:Analyst

(0-2 years)

AVP

(2-5 years)

VP

(5-7 years)

Director

(7-10 years)

MD

(10+ years)

Marketing Generalist 100 - 130 130 - 165 165 - 240 240 - 300 300 - 400

Sales Support / Investment Communications 100 - 200 200 - 250 250 - 300 300 - 350 350 - 450

RFPs 120 - 155 155 - 200 200 - 275 275 - 350 350 - 450

Investment Writer 120 - 155 155 - 200 200 - 275 275 - 350 350 - 450Product Marketing / Specialist 150 - 200 200 - 250 250 - 300 300 - 400 400 - 500

Investor / Consultant Relations 100 - 140 140 - 200 200 - 225 225 - 300 300 - 400

Internal Communications 100 - 120 120 - 180 180 - 250 250 - 300 300 - 400

E-Marketing 100 - 130 130 - 165 165 - 240 240 - 300 300 - 400

Events / Roadshows 100 - 120 120 - 150 150 - 175 175 - 225 225 - 325

DTP / Graphics 125 - 150 150 - 175 175 - 225 225 - 250 250 - 350

months, companies have had to offer up to15% more than market rates to secure the

strongest candidates. As the need for top

talent continues to increase, average sales

and marketing pay rates may increase by

as much as 10% during 2011.

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TECHNOLOGY.BASIC SALARIES (PER ANNUM)


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This year should see the continuation of a healthy

period in the technology and IT jobs market within

financial services. Following the financial crisis, the

requirement for banks to better understand and

manage their risk was well documented. It is the

capability to execute these initiatives that often falls to

the IT function, particularly within highly structured

businesses.

As the regulatory environment tightens, IT will play

a major role in delivering transparency across thefront, middle and back offices of financial

institutions, both large and small. Additionally, the

need for speed and the ability to generate profit

through nano-second transactions has placed another

demand on developers to provide trading capabilities

previously unseen.

These factors, in addition to recent cultural changes

with regard to bonuses, have meant basic salary offers

are now higher than they were in 2010. All ofthis, against a backdrop of rapid, everyday technology

advances, should secure a place for technology

professionals within the financial services sector for

the foreseeable future.

PERMANENT

( )

Role: Junior Mid level Senior

C++ Developer 32k - 35k 55k - 60k 75k - 85k

C# Developer 25k - 30k 40k - 45k 70k - 80k

Java Developer 30k - 35k 50k - 55k 75k - 85k

Web Developer 25k - 30k 35k - 45k 50k - 55k

.net Developer 25k - 30k 35k - 40k 55k - 60k

Applications Developer 27.5k - 32k 38k - 42k 58k - 65k

Tester 30k - 32k 40k - 45k 60k - 65k

Technical Analyst 25k - 30k 40k - 50k 65k - 75k

Database Administrator 30k - 35k 45k - 50k 65k - 70k

Business Analyst 35k - 40k 47.5k - 55k 75k - 80k

Project Manager 37.5k - 42k 55k - 65k 80k - 90k

Manager 40k - 50k 60k - 70k 80k - 90k

Director 60k - 70k 90k - 110k 130k - 150k

Network Engineer 30k - 32k 45k - 50k 65k - 70k

Support 25k - 28k 35k - 45k 55k - 65k

Technical Architect 50k - 60k 70k - 80k 90k - 110k

SQL 27k - 30k 40k - 45k 65k - 70k

Systems Analyst 27k - 32k 40k - 45k 57.5k - 65k

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london fs salary survey final

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