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MICROSOFT

S A L A R Y S U R V E Y

2019 2020

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CONTENTSTA

BLE O

F

An independent study of market trends and salaries across the global Microsoft Azure community

Introduction 03

About this report 05

Key findings 05

Survey demographics 06

Employment 07

Industries 07

Skills and experience 08

Breaking into the industry 09

Education 10

Learning resources 11

Certifications 11

Employee benefits 12

Employee retention 13

Movement 13

Pay increase 14

Diversity 15

Contractor focus 17

End user focus 18

Partner focus 20

Salary tables 21

https://www.nigelfrank.com/microsoft-azure-salary-survey/

INTRODUCTIONI’m delighted to introduce the debut edition of Nigel Frank International’s annual Microsoft Azure Salary Survey, the world’s first independent study of wages, benefits and compensation, market trends, and developments across the global Microsoft Azure ecosystem.

Nigel Frank International’s Microsoft Azure Salary Survey examines the skills, motivations, and sentiments of Azure professionals across the partner, ISV and customer communities, and benchmarks the latest salaries and benefits across a range of Azure roles.

The report findings are collated from thousands of data points from Azure placements and registered vacancies made by Nigel Frank International between June 2018 and May 2019, as well as survey responses from the Azure community between March 2019 and May 2019.

Launched exclusively at Microsoft Inspire 2019 in Las Vegas, our report will help organizations understand how to attract and retain great Azure talent, and allows Azure professionals to size up their salaries against industry standards. Our survey also offers up-to-date insight into product usage, diversity in the ecosystem, and what skills and certifications are most valued in 2019.

I sincerely appreciate everyone who took the time to take part in this survey. We are always open to receiving input from you on how we can improve, so please do email us at [email protected] with any feedback.

We hope you enjoy reading the report and—more importantly—find it beneficial, whether you are actively recruiting or looking for the next step in your Microsoft Azure career.

James Lloyd-TownshendChairman and Chief Executive Officer Nigel Frank International

jameslloydtownshendfrg

3 Salary Survey 2019 2020

https://www.linkedin.com/in/jameslloydtownshendfrg/

ABOUT NIGEL FRANK Founded in 2006, Nigel Frank International has grown to become the global leader in Microsoft technology recruitment.

We started out by focusing on Microsoft business management solutions, and having become industry experts in the Dynamics and Azure fields, we extended our scope to deliver professionals from the rest of the Microsoft stack, including Office 365, SharePoint, Skype for Business, BI, SQL, and .NET.

Our global expansion began in 2010 when we opened our first USA office in New York; since then, we’ve expanded to 16 offices on four continents.

With a team of 500+ dedicated consultants, we are the largest Microsoft technology recruitment firm in the world. Our sole focus on Microsoft technology, along with our global scale, allows us to offer both job seekers and employers unparalleled access to the widest range of high-quality roles and candidates in the ecosystem, while still delivering a highly personalized service.

We’re the recognized global leaders in Microsoft recruitment— it’s all we do.

NIGEL FRANK BY THE NUMBERS

TECHNOLOGIES AND ROLES WE RECRUIT FORMicrosoft Azure

Cloud Architects, Consultants & Engineers

Software & DevOps Engineers

IaaS Architects, Consultants & Engineers

Business Analysts

Support Engineers

Microsoft BI, SQL & Office 365

Business Intelligence Analysts

Developers

Database Administrators

Report Writers

UC Architects, Consultants & Engineers

1st/2nd/3rd Line Support Analysts

Microsoft Dynamics 365, AX, NAV, CRM & GP

Functional Consultants

Technical Consultants

Pre-Sales Consultants

Business Analysts

Project Managers

Support Consultants

Trainers

Technical Architects

Solution Architects

Developers

Practice Leads

Microsoft SharePoint & .NET

Functional Consultants

Technical Consultants

Pre-Sales Consultants

Administrators

Business Analysts

Technical Architects

Solution Architects

Developers

Practice Leads

Project Managers

Microsoft technology professionals in our network

300K

multilingual consultants

150+

monthly visitors to nigelfrank.com

100K

organizations

recruited for

21K

Jobs by Email

subscribers

35K

live adverts on major job boards

7,600

dedicated recruitment consultants

500+

invested in marketing

$16.4MIf you lined up every candidate we’ve ever placed, they would span the length of more than 287 NFL football fields.


SALARY SURVEY METHODOLOGY

ABOUT THIS REPORT

This salary survey is based on information from over 45,000 data points, including self-reported information from Microsoft Azure professionals, spanning a wide range of job titles, industries, and geographic locations.

Each survey response has been validated using robust statistical analysis and automated data validation rules in order to be included in the final results set. Any data profiles that do not pass our validation rules and statistical analysis, or that we thought were questionable, incomplete, or duplicate, were removed to provide meaningful results.

Individual and personal salary information from survey responses is used in an aggregated and anonymized sense and is used solely for benchmarking purposes. No information given is in connection with any individual role or hiring decision.

The following should be taken into account when interpreting the data in this salary survey:

Not all percentages will add up to 100% as some questions are multiple choice

Where questions are single choice, not all responses will total 100% due to rounding

Findings based on small numbers (i.e., under 5%) should be interpreted with caution, with results taken as indicative only

For questions that required a qualitative (open) response, there may be some overlap in the quotes used to identify the themes, with quotes illustrating more than one theme

Themes identified when grouping qualitative responses are displayed in no particular order of importance

KEY FINDINGS

PROJECT WORKLOAD

85% of partners expect their Azure workload to increase in the coming year. page 38

JOB SATISFACTION

More than half of respondents are satisfied overall with their job. page 24

DESIRABLE SKILLS

58% of respondents believe that having DevOps skills are important for working with Azure. page 17

REASONS FOR IMPLEMENTING AZURE

44% of end users told us that their organization implemented Azure because of its speed and scalability. page 34

BENEFITS OF AN AZURE IMPLEMENTATION

Our respondents gave us their feedback on the benefits and considerations involved when migrating to Azure. page 36

EMPLOYEE BENEFITS

Our respondents told us about their employee perks, as well as some of the more unique benefits they receive! page 23

THE IMPACT OF CERTIFICATION ON SALARY 38% of professionals who took part in the survey reported a direct increase in their salary after earning a certification. page 21

“Nigel Frank work hard to understand the requirements of a Microsoft Consultancy and the specialist skills that we look for in candidates. Nigel Frank’s understanding of our needs and the needs of candidates coupled with their knowledge of our core technology areas makes them a true partner.”

Andy Petty Operations Manager Silversands

Salary Survey 2019 2020 5


SURVEY DEMOGRAPHICSGENDER

ETHNICITY

AGE

DISABILITY

Female7%

Male91%

2% of respondents preferred not to specify their gender.

18–24 years old 4%




55+ years old 5%

No age specified 1%

GEOGRAPHICAL SPLIT OF RESPONDENTS

Europe

United Kingdom 10%

Italy 6%

Spain 4%

Germany 4%

USA 23%

Rest of the world 34%South Africa 9%

India 6%

Singapore 4%

Europe 24%

ISVs and others

Developer / Programmer

Solution Architect

DevOps Engineer

JOB ROLES

The roles most commonly held by our survey respondents are:

“Nigel Frank is a highly professional and dedicated group of people. From the first call until offer letter was received, they guided me very professionally, responded to every single query, and were available whenever I reached out to them. Thank you very much, highly appreciated!”

Applications Specialist United States

Microsoft Partner

Solution Architect

Cloud Consultant

Technical Consultant

End users

Developer / Programmer

Engineer

Solution Architect No

92%

Yes

4%

Preferred not to specify

4%

White or Caucasian

Asian

Black, African or Caribbean

Hispanic or Latino

Mixed / Multiple ethnic groups

Arab

No ethnicity specified

50%

21%

8%

7%

3%

2%

8%


INDUSTRIESINDUSTRY SECTOR BREAKDOWN – TOP 10

EMPLOYMENT Employment status Length of time with current employer

Employer type

Permanent – full-time 76%

Permanent – part-time 2%

Freelance/contract 17%

Unemployed 4%

Sabbatical 1%

Microsoft Azure Partner/solution provider/consultancy 44%

End user i.e., a Microsoft Azure customer 25%

Other software business 13%

Independent Software Vendor (ISV) 9%

Azure competitor 2%

Other 8%

Less than 1 year

1-2 years

3-4 years

5-6 years

7-8 years

9-10 years

More than 10 years

On average respondents have worked for their current employer for 4 years.

‘Other’ responses included, but were not limited to, government contractor or a vendor employee.

“Nigel Frank has placed a number of developers with us and they have very quickly become our number one recruitment resource. They have taken the time to get to know our business and understand what it is that we look for in our employees. Their resume screening has significantly reduced our recruitment time and ensures that our Senior Management only sees the very best candidates that are suited to the role. We have found Nigel Frank’s service to be top class and have no hesitation in recommending them to other digital businesses.”

Mark McKeever Commercial Director, Digital Bit10

IT services Financial services

Software / internet

Consultancy / agency

Health / life sciences

Energy Manufacturing Retail Professional services

Carriers / Telecomms

29%

4%

11%

4%

9%

4%

4%

3%

4%

3%

Size of organization

Almost half (49%) of professionals that responded to the survey work at an organization which employs 500 employees or fewer. While a further 48% work at larger enterprises of more than 500 employees.

1-50 employees

51-100 employees

101-500 employees

501-1,000 employees

1,001-5,000 employees

5,001-10,000 employees

Over 10,000 employees

Not sure

22%

9%

55%

12%9%

3% 3%9%

8%

19%

8%

14%

7%

19%

3%


SKILLS AND EXPERIENCE OVERALL WORK EXPERIENCE

When asked about their experience working in the technology industry, 22% of professionals who took part in the survey had between 6 and 10 years’ experience.

EXPERIENCE WORKING WITH MICROSOFT AZURE

Less than a year 1%

1-5 years 18%

6-10 years 22%

11–15 years 18%

16–20 years 21%

21-25 years 8%

26-30 years 6%

More than 30 years 6%

Over half (59%) of the professionals surveyed had worked in the tech industry for more than 10 years. Respondents had on average 15 years’ work experience in the tech industry.

Less than a year

13%

1-2 years

37%

3-4 years

23%

5-6 years

18%

7-8 years

5%

9+ years

3%

On average respondents have 3 years’ experience working with Azure.

“We were looking for two relatively rare candidate profiles. The IT recruitment companies we initially contacted informed us that these were very difficult to find in the area, leaving us discouraged. It was at this point that Nigel Frank International was recommended to us. From the day we started working with Nigel Frank, all of our problems were resolved. Not only did they rapidly provide us with multiple profiles, the more we talked to them about our needs, the more they understood what we were looking for and were able to provide us with highly appropriate candidates. Thanks to Nigel Frank, we filled these roles in less than two months. Today these two engineers are among our best employees. I would definitely recommend Nigel Frank International as a partner for your recruitment needs!”

Frédéric DiazR&D Director Bolero


CORE SKILLS

Participants were asked which of the 18 different Microsoft Azure product types they had experience with – the top ten most-used categories can be seen below.

Most respondents reported that they have experience working with Azure Compute (64%), Azure Databases (58%) and Azure Storage (52%) products.

MODEL OF CLOUD COMPUTING SERVICE

Of the three models of cloud service (i.e., SaaS, IaaS, and PaaS), 45% of respondents have used all three.

RANK ANSWER CHOICES %

1Compute (e.g., Cloud Services, Batch, App Service, Service Fabric, Azure Functions, Virtual Machines, etc.)

64%

2Databases (e.g., Data Factory, SQL Server Stretch Database, Azure Cache for Redis, Azure SQL Database, SQL Data Warehouse, etc.)

58%

3Storage (e.g., Managed Disks, Azure Backup, Storage, StorSimple, etc.)

52%

4Identity (e.g., Azure Information Protection, Azure Active Directory Domain, Azure Active Directory, Azure Active Directory B2C, etc.)

46%

5Developer Tools (e.g., Visual Studio, SDKs, CLIs, Developer tool integrations, Visual Studio Code, Azure DevTest Labs, Hockey App and Azure DevOps)

43%

6Security (e.g., Azure Information Protection, Application Gateway, VPN Gateway, Security Center, Azure Active Directory, etc.)

43%

7Networking (e.g., Virtual WAN, Azure DNS, Azure DDoS Protection, Content Delivery Network, Azure Firewall, ExpressRoute, etc.)

41%

8DevOps (e.g., Azure DevTest Labs, Visual Studio App Centre and Azure DevOps)

41%

9Containers (e.g., Azure Functions, App Service [Linux], Container Registry, Service Fabric, Container Instances, etc.)

36%

10Web (e.g., Azure SignalR Service, API Management, Notification Hubs, Azure Search, Content Delivery Network, etc.)

33%

Other categories of products that respondents had experience with were Azure Migration (31%), Management and Governance (30%), and Analytics (29%).

Software as a Service (SaaS) 44%

Infrastructure as a Service (IaaS) 43%

Platform as a Service (PaaS) 37%

All of the above 45%

Not sure 10%

BREAKING INTO THE INDUSTRY

LANGUAGES AND FRAMEWORKS

Languages and frameworks considered to be most in demand in the next 12 months, as mentioned by the survey respondents:

DESIRABLE SKILLS

Respondents were asked to list which technical skills they felt a successful Azure, or cloud, professional should have. The most popular answer was DevOps, with 58% of respondents listing this as a valuable skill to have.

DEVOPS TOOLS

Only 26% of respondents who took the survey used DevOps tools in their role.

The most frequently used tools used by those respondents that have used DevOps tools were:

Python C# Java JavaScript PowerShell

1 2 3 4 5

DevOps 58%

Cloud migration 46%

Scripting 43%

Continuous Integration/Delivery 42%

Containers 37%

Docker/Jenkins/Kubernetes 36%

Microservices 30%

C# 29%

API 25%

Python 20%

Terraform

Ansible

GitHub

Azure DevOps

Docker

In particular, the DevOps Engineers who responded to our survey mentioned using:

Ansible Jenkins Terraform


EDUCATION EDUCATION LEVEL

When looking at the education level of participants, 45% hold at least a Bachelor’s degree or equivalent, while a further quarter (25%) hold a Master’s degree qualification or equivalent. Over a quarter (28%) haven’t studied at a college level, although 1% hold a doctorate or professional degree.

The importance of a degree when working with Azure

58% of survey respondents believe a degree is not important for working with Azure. Here’s what the Azure community told us:

EXPERIENCE MATTERS MORE THAN A DEGREE

LEARNING THE BASICS

IS IMPORTANT

“I believe that it’s more important to get actual hands-on experience.”

DevOps Engineer, aged 32, Sweden

“Degree will give you the fundamental basics of computer sciences.”

Security Consultant, aged 35, United Kingdom

“Things change too quickly for most of what would be learned in school to apply. A degree provides information too broad to be applicable to what someone in a specific job is doing on a daily basis.”

Project Manager, aged 51, United States of America

“Because you need essential skills about programming languages and architecture.”

Developer / Programmer, aged 32, Italy

AZURE SERVICES ARE ALWAYS CHANGING

A DEGREE PROVIDES

A FOUNDATION

Of the 27% of respondents who do consider that a degree is important, their reasons include the importance of learning the basics, and of the foundation knowledge gained from a degree.

DEGREES ARE EVIDENCE OF DISCIPLINE

“Degrees are a sign of discipline and dedication to education. Azure is continually changing and requires continual education.”

Systems Manager, aged 40, United States of America

“People with a degree have a growth mindset, methodology, and rigor other people often lack (there are exceptions, but they are rare).” Director, aged 37, Canada

DEGREES TEACH GOOD WORKING PRACTICES


LEARNING RESOURCES CERTIFICATIONSRECOMMENDED ONLINE RESOURCES AND BLOGS

There are a wide range of online learning resources for Azure professionals—

including our Microsoft Azure blog over at nigelfrank.com/blog.

Below is a list of online resources to help you improve your understanding and application of Azure, as recommended by our respondents:

Build Azure buildazure.com

Udemy udemy.com

A Cloud Guru acloud.guru

Plural Sight pluralsight.com

Cloud Skills cloudskills.io and cloudskills.fm

Scott Hanselman hanselman.com

Thomas Maurer thomasmaurer.ch

Sam Cogan samcogan.com

Azure Citadel azurecitadel.com

Azure Slack community azurestack.blog/azurestackslack

LinkedIn community groups User Community Pages

YouTube Microsoft Azure Azure Friday

Official Microsoft Azure blog and updates: https://azure.microsoft.com/en-us/blog https://azure.microsoft.com/en-gb/updates

MICROSOFT AZURE CERTIFICATIONS

MCSE: Cloud Platform and Infrastructure 12%

Microsoft Certified: Azure Administrator Associate

11%

MCSA: Cloud Platform 10%

Microsoft Azure Fundamentals 10%

MCSA: Office 365 9%

Microsoft Certified: Azure Solutions Architect Expert

9%

MCSD: Azure Solutions Architect 5%

Other 29%

There appears to be little drive for certifications among the professionals who responded to our survey, with more than half (55%) holding no certifications.

Among those that do hold certifications, no single type stands out as being particularly popular.

‘Other’ certifications mentioned included MCSA: Microsoft Dynamics, MCSA: Windows 10 and Microsoft Certified: Azure Developer Associate.

Other qualifications beyond certifications

Aside from certifications and degrees, we asked the Azure community what other qualifications they held. Responses included: Certified Product Manager, Certified Project Manager, Agile Project Management Certified, Prince2 Project Management, ITIL Foundation Certification, Certified Scrum Product Owner, and Microsoft Programming in HTML5 with JavaScript and CSS3.

Salary increased after certification

Salary remained the same after certification

Impact on salary after certification

More than two thirds (38%) of professionals who took part in the survey told us they saw a direct increase in their salary after gaining a certification, while 62% said their salary stayed the same.

Click on the button to learn more about Azure

Post-certification, respondents reported an average salary increase of 27%.

38%

62%


https://www.nigelfrank.com/blog/

https://buildazure.com/

http://www.thomasmaurer.ch/

https://samcogan.com/

https://azurecitadel.com/

https://www.youtube.com/playlist?list=PLLasX02E8BPDT2Z2pdCHNCkENpcQWy5n6

https://azurestack.blog/azurestackslack/

https://www.udemy.com/

https://acloud.guru/

https://www.pluralsight.com/

https://cloudskills.io/

https://cloudskills.fm/

https://www.hanselman.com/

https://azure.microsoft.com/en-us/blog/

https://azure.microsoft.com/en-gb/updates

https://www.nigelfrank.com/blog/

WHICH CERTIFICATIONS ARE LIKELY TO INCREASE YOUR EARNING POTENTIAL?

Although there wasn’t a standout certification held by the professionals that took part in the survey, when asked which certifications would increase one’s earning potential the most, two fifths (41%) mentioned the Azure Solutions Architect Expert certification.

Azure Solutions Architect Expert

MCSD: Azure Solutions Architect

Azure DevOps Engineer

Expert

MCSE: Cloud Platform and Infrastructure

Azure Fundamentals

Azure Developer Associate

Azure Data Scientist

Associate

Azure Administrator

Associate

Azure AI Engineer Associate

MCSA: Cloud Platform

41%

16%

27%

16%

23%

16%

21%

15%

17%

15%

Employer contributions towards certification

We asked whether employers contributed towards the cost of certifications. Almost a half (47%) of respondents reported that their employer paid for their certifications in full, while 8% of respondents had their certifications partially funded by their employer.

My employer paid in full

for my certification 47%

My employer partially

paid for my certification 8%

My employer did not pay

for my certification 45%

“We requested Nigel Frank International’s services when we encountered difficulties recruiting a technical IT profile. For several months, we had been searching for a Microsoft BI Project Manager who had both strong technical expertise (SSAS, MDX) and good functional knowledge. All of the profiles we received from Nigel Frank were relevant, and after having met with several candidates, we were finally able to recruit the person we had been looking for.”

Laetitia Astier Talent Acquisition and Development Laboratoires Juva Santé

EMPLOYEE BENEFITS SALARY SATISFACTION

Almost half (44%) of permanent respondents believe they are paid fairly for their work. However, 56% felt that they were either undercompensated or unsure about how much they should be paid.

63%

59%

53%

48%

42%

42%

42%

38%

35%

33%

Company laptop 1

Home working 2

Health and medical insurance 3

Flexible working hours 4

Bonus5

Life insurance 6

Casual dress policy 7

Certification exam vouchers 8

Retirement savings plan / 401(k) match

9

Education / training allowance 10

We also asked whether Azure professionals receive any unique or interesting benefits. Some of the less conventional benefits mentioned include a gym in the office, a pool table, table football, and unlimited vacation time.

How many days paid time off (PTO) do you receive?

Respondents received an average of 17 days paid time off (PTO) a year.

When looking at this in more detail, we can see that PTO varies per country:

Germany 29 days

The Netherlands 29 days

United Kingdom 24 days

United States of America 17 days

South Africa 14 days

Most common employee benefits


EMPLOYEE RETENTION MOVEMENTHOW SATISFIED ARE YOU WITH YOUR JOB?

Participants were asked to rate their satisfaction with several work factors.

Azure professionals were most satisfied with the hours that they work (70%), their office location (68%), and their office environment (68%).

More than two fifths (43%) of permanent employees who responded to the survey expect to be working for their current employer in the coming year. Although a quarter (25%) expect to leave and the remaining 32% are unsure whether they will stay or go.

Interestingly, of those expecting to leave their employer in the next 12 months, less than half (45%) reported feeling dissatisfied overall with their job.

Satisfied Neutral Dissatisfied

Hours 70% 17% 13%

Location 68% 16% 16%

Office environment 68% 19% 13%

Company culture 56% 28% 16%

Benefits 55% 25% 20%

Salary 53% 26% 22%

Training / development 48% 27% 24%

Career progression 40% 30% 30%

Three quarters (76%) of the survey respondents feel valued at work.

REASON FOR CHANGING EMPLOYER

Of those expecting to leave their employer in the next year, 67% said that the main reason would be a lack of a salary increase, followed by a need for new challenges (54%) and a lack of career prospects (43%).

Lack of salary increase

Need new challenges

Lack of career and promotional prospects

Lack of exposure to latest Azure products

To relocate to another country

Lack of leadership and vision

Working environment / company culture

Desire / ability to work remotely

No added employee benefits

Lack of training

67%54%

43%31% 29% 26% 24% 21% 19% 17%

“Two-thirds of Azure professionals work from home at least one day a week. Almost one in ten work remotely full-time. This shift toward more flexible working is fast becoming the norm. For younger generations of workers, work-life balance is incredibly important, and we’re seeing a lot of professionals who’re more interested in options like remote working and choosing their own hours than a higher salary. Given the tech space’s growing skills shortage problem, employers need to take note and start embracing new approaches to work if they want to attract—and keep—the best talent.”

James McDonagh Director - EMEA Nigel Frank International

james-mcdonagh

A third (34%) of professionals who took part in the survey reported working from home at least one day a week, while a further third (34%) aren’t offered home working as a benefit.

0/Never 1 day 2 days 3 days 4 days 5 days34% 34% 9% 9% 5% 9%

Days spent working from home (per week)

More than half (54%) of respondents are satisfied overall with their job, and a further 28% were neither satisfied or dissatisfied.

54%

28%


https://www.linkedin.com/in/james-mcdonagh/

RELOCATION

In total, 56% of survey respondents said that they would consider relocating to another city or country for work. Yes No Not sure

56% 25% 19%

REASONS FOR RELOCATING

When asked why they would consider relocating, the main reasons given by respondents were:

To obtain a better salary

For a job offer

For a better quality of life

Top 5 countries

listed for relocation

United States of America

United Kingdom

Canada

Germany

Australia

1

2

3

4

5

PAY INCREASE We asked participants whether they had ever experienced a pay rise and whether they had ever negotiated a pay increase themselves. The results show that 84% of respondents have had a pay increase, and almost two thirds (61%) have negotiated a pay increase.

When comparing the difference in pay increases between male and female respondents, 86% of male respondents have experienced an increase compared to just 54% of women.

Similarly, more than half (62%) of male respondents have negotiated a pay increase compared to only 38% of female respondents.

Reasons for not negotiating a pay increase

I RECEIVE INCREMENTAL SALARY INCREASES

SALARY INCREASES ARE BASED ON PERFORMANCE REVIEWS

“Because the company has an annual review to increase the pay for all employees.”

Implementation Consultant, aged 27, Spain

“They have come automatically based on performance and profit achievements.”

Executive Consultant, aged 54, Norway

“I have just started to work here.”

Developer / Programmer, aged 37, Sweden

“…I expect my employers to notice my work ethic and compensate me fairly according to the market value.”

Developer / Programmer, aged 33, United States of America

I’M A NEW EMPLOYEE

SALARY SHOULD BE BASED ON PERFORMANCE

NEGOTIATIONS ARE NOT CONDUCTED IN THE ORGANIZATION

“Not company policy.”

System Administrator, aged 47, South Africa

“I’m usually compensated or given a raise before I feel it necessary to ask for a pay increase.”

Cloud Engineer, aged 29, United States of America

“Never been in a position to do so.”

System Administrator, aged 43, South Africa

“I changed my job and then negotiated an increase in salary.”

Developer / Programmer, aged 30, Italy

“Because I think the employer must know how much they can pay or how much they value my job.”

Functional Consultant, aged 33, Argentina

COMPENSATED BEFORE NEEDING TO ASK

I’VE NEVER HAD THE OPPORTUNITY

I NEGOTIATE A NEW SALARY WHEN STARTING A NEW JOB

EMPLOYERS SHOULD KNOW THE VALUE OF THEIR STAFF

For professional and career growth

Having an appreciation of the area

To experience new challenges

BENEFITS INFLUENCING ACCEPTANCE OF A JOB OFFER

We asked the Azure community to name the benefits that would affect their likelihood of accepting a new job offer. A salary bonus was the most sought after perk, followed by benefits related to flexible working arrangements—the ability to work from home and flexible working.

Bonus

Home working

Flexible working hours

13th month pay

Health / medical insurance

Certification exam voucher

4 weeks PTO

Accommodation / housing allowance

Retirement savings plan / 401(k) match

Education / training allowance

1

2

3

4

5

6

7

8

9

10


DIVERSITYDIVERSITY POLICY STATEMENTS

More than half (57%) of respondents told us that their employer has a clear diversity statement. However, a significant portion of respondents (25%) simply aren’t sure whether their employer has a diversity statement.

The lack of awareness of diversity statements points to the need for a clear internal marketing strategy to support and promote it.

“It’s no secret that the tech sector has a diversity issue, and it appears the Azure ecosystem is no different. Just 7% of survey respondents identified as female, lower than the wider tech average of around 20%. There could be a number of reasons why women aren’t better represented in the Azure community, but pay disparity is a likely factor. When asked if they believed their employer paid equal pay for equal work, regardless of gender, 60% of male respondents said yes. Just 28% of women agreed. Is it any wonder that more women aren’t choosing to build a career in tech if they don’t believe they’re being paid fairly?”

Zoe Morris President Nigel Frank International

zoe-morris

EQUAL PAY

While 58% of respondents felt that their employer paid equal pay for equal work, regardless of gender, a further 27% did not know whether their employer was a fair employer in this regard.

Interestingly, 60% of male respondents felt that their employer paid equal pay for equal work, regardless of gender, compared to only 28% of female respondents.

My employer has a clear diversity statement 57%

My employer doesn’t have a clear diversity statement 12%

Not applicable 6%

Don’t know / not sure 25%

Yes, I believe my employer pays men and women equally

Partially, as I do not think this is the same for all my female colleagues.

Partially, as I do not think this is the same for all my male colleagues.

No, I do not believe that my employer pays men and women equally

I’m not sure

58%27%

7%6%

3%


https://www.linkedin.com/in/zoe-morris/

DIVERSITY WITHIN THE WORKPLACE

Respondents were given statements about the diversity of their organization and asked whether they agreed or disagreed that these statements reflected their workplace.

Given that many respondents were unsure about their companies’ diversity statements, it’s possible that employees are unaware of such policies unless it directly impacts them. If this is the case, then more work should be done in promoting company diversity policy.

Yes, my employer champions equal working rights

72%

No, I feel more could be done 11%

Not sure 17%

INCLUSION

Most survey respondents (72%) consider the company they work for to be an equal rights employer, although 11% believe that more could be done to promote equality in their workplace.

When we look at the difference in views across the genders, 73% of male respondents believe that their employer is an equal rights employer compared to 56% of female respondents.

More than a fifth (22%) of female respondents say that more could be done for their employer to be an equal rights employer, compared to only 10% of men.

SENTIMENTS ON COMPANY DIVERSITY

When asked to expand on what improvements their employer could make to be fairer and more inclusive, responses included a change in policy, more diversity in management, the need to hire a more diverse workforce, and paying employees equally.

GENDER DIVERSITY WITHIN THE WORKPLACE

Agree Neutral Disagree Unsure

My employer has a workforce of individuals

from various cultural backgrounds 75% 12% 6% 7%

My employer has policies in place to support

employees’ mental health 51% 18% 11% 19%

The workforce includes people with disabilities 49% 16% 13% 23%

My employer has plans in place to recruit

and retain mature-aged staff 43% 20% 14% 23%

81% agree that different genders are treated equally within the company that they work for.

71% agree that different genders are equally represented within the company they work for.

66% agree that there is a clear maternity/paternity leave policy available in their company.

54% believe there is an equal balance of male and female representation at the senior executive level.

53% agree that their employer has clear policies in place to support people of different. gender identities, although 22% were unsure.

Participants were also presented with statements specifically regarding the gender diversity of their organization.

Almost three quarters (72%) of male respondents believe that their organization is gender-diverse, compared to 50% of female respondents.

There was also a difference in how the genders reported the balance of males and females at senior executive level, with 55% of male respondents agreeing that there was a balance, compared to 39% of female respondents.


MAKING THE MOVE FROM PERMANENT TO CONTRACT

Competitive pay

Flexibility

Professional development

Better work-life balance

Involvement in interesting projects

Almost half of permanent employees (47%) would consider switching to contracting. We asked these respondents which factors would be most likely to cause them to consider this move, with the reasons given grouped into five key themes.

CONTRACTOR FOCUS

Average contract length (in months)

Average number of current clients

Average number of current projects

16 6 6

REASONS FOR MOVING FROM CONTRACT TO PERMANENT

If the right position came along, 55% of contract workers would consider switching to a permanent role. We asked these respondents which factors would be most likely to cause them to consider this move, with the reasons given grouped into four key themes.

Improved salary

More regular salary

Job security

Benefits packages

“So far, Nigel Frank has helped us hire 10 Microsoft professionals within the last seven months in a very competitive market, providing excellent service and expertise in finding and building relationships with the best candidates, ensuring that these candidates chose Accigo and not our competitors. Nigel Frank gained a very good understanding of Accigo’s company culture, which resulted in a quick and efficient recruitment process and hiring of top Microsoft professionals that added great value to Accigo’s business.”

Jonas Hagen Business Team Manager Accigo


END USER FOCUSMAKING THE MOVE TO AN AZURE PARTNER

More than half (58%) of end user employees that responded to the survey would consider working as a consultant for an Azure Partner. We asked these respondents which factors would be most likely to cause them to consider this move, with the reasons given grouped into three key themes.

To gain more exposure and knowledge of Azure

USER ADOPTION

Migrating to the cloud

66% of employers have moved to Azure from either an on-premise environment or from another cloud product in the last 12 months. Three quarters (75%) of those end users whose organization has migrated were personally involved in the process.

When asked what the main reason was for choosing Azure, 30% of respondents noted their employer’s desire to move to the cloud, followed by a cost reduction (17%), functionality of Azure (8%), and the speed of its scalability (8%).

Moving to the cloud 63%

Cost reduction 51%

Speed of scalability 44%

Flexible expenditure 41%

Ease of implementation 39%

1-4 months

5-8 months

9-12 months

More than 12 months,

but less than 2 years

Two years or more

Not sure

To tackle different challenges

To expand my skill set

IMPLEMENTATION STRATEGIES

Of those respondents whose organization used in-house employees to work on the migration to Azure, there was an average of 5 or more employees working full time on the project.

In-house employee(s)

Microsoft Azure Partner

An external contractor

Not sure

71% 34%

44% 1%

Time taken to implement Azure

According to

respondents, the

average time taken

to migrate to Azure

was between 1

and 4 months.

27%

21%

17%

16%

13%

6%

Alternative cloud provider used before adopting Azure

AWS

57% 20% 10% 7% 6%

VMware Google Cloud Oracle IBM

Cloud

“When we started looking for a Server Engineer it became clear that it’d be challenging to find someone in the right location, who had the Azure and VMware certifications we required. From the beginning, Nigel Frank had several candidates ready to go and displayed an excellent work ethic and drive to deliver. We will definitely work with Nigel Frank for any future roles.”

Eugene Von TaubeDirector Technology and Cloud services PTC Corporation

Disaster recovery 38%

Functionality of the products/ services

30%

Improvements in security 28%

Speed of implementation 27%

Speed of operation 27%

Reasons for implementing Azure

Respondents were asked to indicate all possible reasons for their organization implementing Azure.


IMPLEMENTING AZURE: BENEFITS AND CONSIDERATIONS

Respondents who had been involved an Azure implementation were asked what they thought were the main benefits and considerations when migrating.

Benefits of implementing Azure

COST SAVING

MANAGING DATA MIGRATION

EASE OF USE

DATA SECURITY

ENHANCED SECURITY

SOME COMPONENTS MAY NEED TO BE CUSTOMIZED

TRAINING OTHER EMPLOYEES

FAST IMPLEMENTATION

SCALABILITY

INTEGRATES WELL WITH OUR OTHER MICROSOFT PRODUCTS

“Cost reduction and a huge upgrade in performance.”

DevOps Engineer, aged 32, United Kingdom

“Cost saving and ease of use for global setup.”

Technical & Functional Consultant, aged 28, Finland

“Cost saving and flexibility over the on-premise setup used previously.”

Technical & Functional, aged 38, United Kingdom

“At the start, slowly transfer data to the cloud, correct network setups, and secure the VNets.”

System Administrator, aged 44, United States of America

“Easy to manage and highly secure.”

Implementation Consultant, aged 40, Singapore

“Information security is critical in health environments.”

Solution Architect, aged 45, Spain

“Tools to enhance security and move toward a one identity solution.”

Senior Systems Engineer, aged 37, United States of America

“Compatibility with on-premises, certain features might not be available in Azure and sometimes certain components needed to be re-architected.”

Solution Architect, aged 33, Ireland

“Training employees to adopt Azure.”

DevOps Engineer, aged 25, Nigeria

“Faster time to market.”

Solution Architect, aged 33, Germany

“Decreasing time to market.”

Cloud Engineer, aged 29, Spain

“Speed of execution increased significantly.”

Development Manager, aged 30, Czech Republic

“Cloud computing, scalability, globalization.”

Developer / Programmer, aged 42, Australia

“Integrates well with other Microsoft products that we use.”

Developer / Programmer, aged 24, South Africa

Main considerations when implementing Azure

DELAYS

Almost a third (31%) of respondents involved in an implementation experienced a delay during their Azure project. These delays lasted, on average, between one and three months.

Delay factors

‘Other’ responses referred to a change of scope during the development of the project.

Unforeseen customizations

Poor planning before migration

Staff shortage

Data migration issues

Delay in training staff

Issues with testing

Budget shortage

Other

54%46%

35% 35%29% 25%

17% 13%


PARTNER FOCUS Project workload

77% 14% 6% 3%

“Almost 60% of our end user respondents had switched to Azure from an on-premise environment in the past year, highlighting the rapid uptake of cloud services by organizations looking to digitally transform their operations. We’re seeing this boom in demand for cloud services reflected in the number of businesses seeking the services of Azure implementation professionals. Given that 85% of partners expect to see their workload increase in the coming year, now is a fantastic time for tech professionals to get into Azure, and take advantage of this enormous opportunity.”

Paden Simmons Senior Vice President Nigel Frank International

paden-simmons

We asked Azure partners whether there had been a change in the number of Azure projects that they were involved in during the last 12 months. 77% reported an increase in projects, and a further 14% reported no change.

Increase Stayed the same Decreased Not sure

Looking ahead, 85% of partners expect the amount of Azure work that they are involved in to increase in the coming year.

Given that 77% of respondents have already experienced an increase in work in the last year, it’s a positive sign that partners expect the amount of Azure work to continue to increase.

Increase

No change

Decrease

Not sure

MOST IN-DEMAND PRODUCTS

We asked partners which products they expected to be most in demand from their clients in the coming year, with Azure Compute (48%) topping the list.

85%

7%

3%

5%

Compute (e.g., Cloud Services, Batch, App Service, Service Fabric, Azure Functions, Virtual Machines, etc.)

48%

Databases (e.g., Data Factory, SQL Server Stretch Database, Azure Cache for Redis, Azure SQL Database, SQL Data Warehouse, etc.)

32%

DevOps (e.g., Azure DevTest Labs, Visual Studio App Centre and Azure DevOps)

27%

Containers (e.g., Azure Functions, App Service [Linux], Container Registry, Service Fabric, Container Instances, etc.)

23%

AI & Machine Learning (e.g., Azure Databricks, Azure Search, Azure Bot Service, and Cognitive Services, etc.)

23%

Analytics (e.g., Power BI Embedded, Azure Analysis Services, Event Hubs, Storage, Azure Stream Analytics, HDInsight, etc.)

20%

Migration (e.g., Azure Database Migration Service, Cost management, Azure Migrate, Azure Site Recovery, etc.)

15%

Security (e.g., Azure Information Protection, Application Gateway, VPN Gateway, Security Center, Azure Active Directory, etc.)

15%

Identity (e.g., Azure Information Protection, Azure Active Directory Domain, Azure Active Directory, Azure Active Directory B2C, etc.)

14%

Storage (e.g., Managed Disks, Azure Backup, Storage, StorSimple, etc.)

13%


https://www.linkedin.com/in/paden-simmons/

SALARY TABLESSALARY TABLE METHODOLOGY

The salary table data was analyzed from several data points, including salary data self-reported from the salary survey respondents, and Azure vacancies and placements data from roles registered with Nigel Frank in the last twelve months*.

The resulting data is then verified by our specialist teams, who apply their own insight and knowledge of the wider market to ensure that the data is accurate concerning base salary, experience, job title, technology, and location.

*June 2018 to May 2019.

Salaries in Australia 22

Salaries in Denmark 22

Salaries in Germany 23

Salaries in Italy 23

Salaries in Netherlands 24

Salaries in the United States 24

Salaries in the United Kingdom 25

Discover your earning potential


Salaries are correct at time of printing, but for up-to-date information please contact Nigel Frank directly.

AUSTRALIA

Technicial Knowledge Driven

Azure Infrastructure Engineer 80,000 110,000 120,000

Developer (with .NET) 90,000 120,000 130,000

Application Architect (with .NET)

110,000 130,000 150,000

Infrastructure Architect (Infrastructure)

110,000 140,000 160,000

Consultant - Technical 100,000 130,000 140,000

Pre-Sales Consultant 110,000 140,000 160,000

Infrastructure Technical Knowledge Driven

1st Line Support Service Desk Analyst IT Technician

47,000 70,000 80,000

2nd Line Support Systems Engineer 2nd Line Analyst

60,000 75,000 85,000

3rd Line Support Senior Engineer 3rd Line Analyst

80,000 95,000 100,000

Advanced 3rd Infrastructure Manager

100,000 120,000 130,000

DevOps Engineer 70,000 90,000 120,000

VMWare / Citrix Technical Knowledge Driven

Technical Consultant 80,000 100,000 110,000

Pre-Sales Architect 95,000 120,000 130,000

Technical Architect 110,000 130,000 140,000

Systems Administrator 65,000 80,000 100,000

Azure

Permanent (AU$)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+)

DENMARK


Azure Infrastructure Engineer - - -

Developer (with .NET) 432,000 570,000 660,000+


- 660,000 720,000


- 720,000 804,000




408,000 440,000 480,000


420,000 480,000 504,000


456,000 520,000 600,000


- - 660,000

DevOps Engineer - 660,000 740,000


Technical Consultant - 516,000 -

Technical Architect - - 780,000

Azure

Permanent (Kr)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+)



GERMANY


Azure Infrastructure Engineer 60,000 70,000 85,000



75,000 90,000 120,000

Infrastructure Architect 75,000 86,000 120,000





30,000 35,000 44,000


45,000 55,000 60,000


50,000 60,000 65,000


65,000 75,000 90,000



Pre-Sales Architect 75,000 90,000 120,000

Technical Architect 68,000 90,000 135,000

Senior Systems Administrator 50,000 65,000 70,000

Azure

Permanent (€)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+)



ITALY


Consultant - Technical 25,000 35,000 45,000 450 Consultant - Functional 25,000 35,000 45,000 450 Consultant - Tech & Func 25,000 35,000 45,000 450 Developer / Programmer 25,000 35,000 45,000 450 Pre-Sales Consultant 25,000 35,000 45,000 600

Technical Architect 35,000 45,000 55,000 600

Solution Architect 35,000 45,000 55,000 600

Experience Driven

Project Manager 38,000 42,000 50,000 650

Systems Manager 38,000 42,000 50,000 650

IT Manager 47,000 55,000 65,000 700

Azure

Permanent (€) Freelance (€)

Junior (0-3 yrs)

Mid(4-8 yrs)

Senior(9 years+) Rate/day


UNITED STATES

IaaS Technical Knowledge Driven

Systems Administrator 80,000 100,000 125,000 90-130

Engineer 105,000 135,000 155,000 95-125

Infrastructure Architect 120,000 150,000 180,000 120-150

Pre-Sales Architect 120,000 160,000 180,000 -

PaaS Technical Knowledge Driven

Developer 115,000 150,000 175,000 120-140

Application Architect 130,000 160,000 190,000 100-150

Pre-Sales Architect - 165,000 195,000 -

Sales Driven (Base Salary)

Account Manager 85,000 100,000 120,000 -

Account Executive 85,000 100,000 120,000 -

Sales Director - 130,000 175,000 -

VP of Sales - - 250,000 -

DevOps

DevOps Engineer 125,000 145,000 185,000 80-110

DevOps Architect / Lead - 155,000 190,000 90-130

DevOps Manager - - - -

Security Knowledge Driven

Security Engineer 120,000 170,000 225,000 80-120

Security Architect - 165,000 185,000 100-140

Data Analytics Knowledge Driven

Data Analytics Engineer 135,000 160,000 185,000 - Data Analytics Architect 140,000 170,000 190,000 130-150

Data Scientist 120,000 150,000 175,000 -

Leadership

Practice Director / Lead - 160,000 210,000 -

DevOps Manager - 150,000 170,000 -

Data Analytics Manager - 160,000 190,000 -

Application Dev. Manager - 165,000 200,000 -

Azure

Cleared Professionals typically earn 15% or more than non-Cleared colleagues. Salaries are correct at time of printing, but for up-to-date information please contact Nigel Frank directly.

Permanent ($)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+) Rate/hr

Freelance ($)

NETHERLANDS


Infrastructure Engineer 3,200 4,000 4,500



4,000 5,000 6,000


3,400 4,500 5,000+





2,800 3,300 3,800


3,000 3,500 4,000


3,100 3,700 4,200


3,300 3,800 4,500



Technical Architect 4,500 - 6,000

Azure

Permanent (€) Monthly

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+)



UNITED KINGDOM UNITED KINGDOM

IaaS / O365 Technicial Knowledge Driven (based on having Azure)

1st Line Support

Service Desk Analyst

IT Technician

20,000 25,000 27,000 28,000

2nd Line Support

Systems Engineer

2nd Line Analyst

28,000 36,000 38,000 39,000

3rd Line Support

Senior Engineer

3rd Line Analyst

47,000 50,000 53,000 60,000


44,000 50,000 55,000 60,000

Project Engineer Senior Systems Engineer

50,000 65,000 72,000 80,000

Technical Consultant * 50,000 66,000 75,000 80,000

Technical Architect * 65,000 75,000 95,000 120,000

Pre-Sales Consultant * 50,000 75,000 80,000 90,000

Technical Knowledge Driven (based on having Azure)

Developer (with .NET) 30,000 60,000 75,000 90,000


60,000 70,000 90,000 110,000

Integration / Solution Architect 56,000 65,000 75,000 85,000

DevOps Engineer 42,000 65,000 80,000 96,000

Project Manager 37,000 50,000 68,000 75,000

Azure

Permanent (£)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+) Lead

*Base salary only before OTE.** Includes previous business intelligence platform experience prior to cross-training into Power BI Salaries are correct at time of printing, but for up-to-date information please contact Nigel Frank directly.

Azure

Permanent (£)

Junior (0-3 yrs)

Mid(4-7 yrs)

Senior(8 years+) Lead

Sales Driven

New Business Sales * 35,000 55,000 65,000 82,000

Account Manager Sales * 30,000 45,000 55,000 70,000

Channel Account Manager * 30,000 48,000 60,000 80,000

Data Analytics Knowledge Driven

Power BI Developer 35,000 55,000 65,000** 75,000**

Power BI Consultant 35,000 60,000 85,000** 95,000**

Data Platform Consultant 40,000 65,000 90,000 100,000

Data Analytics Engineer 40,000 65,000 85,000 95,000

Data Analytics Architect 65,000 85,000 110,000 120,000

Data Scientist 40,000 65,000 95,000 130,000

Leadership

Practice Director / Lead - 90,000 - 150,000

Data Analytics Manager - 75,000 - 120,000

VMWare / Citrix Knowledge driven (includes Azure Datacentre)

Technical Consultant * 46,000 65,000 75,000 82,000

Pre-Sales Architect * 66,000 75,000 90,000 95,000

Technical Architect 52,000 62,000 80,000 90,000

Senior Systems Administrator 45,000 56,000 60,000 70,000

Technical Project Manager 45,000 60,000 65,000 80,000

*Base salary only before OTE.** Includes previous business intelligence platform experience prior to cross-training into Power BI Salaries are correct at time of printing, but for up-to-date information please contact Nigel Frank directly.

25 Salary Survey 2019 202025 Salary Survey 2019 2020

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