netsuite…netsuite partners over 17,000 professional profiles and counting in our exclusive...

NetSuiteMarket Trends& Salary Survey

An independent study of salaries, market trends, and developments across the worldwide NetSuite community

Contents Introduction 5

About Anderson Frank 6

Survey methodology 9

Survey key findings 10

Survey demographics 11

Employment 13

Industries 14

Experience 15

Certifications 17

Education 19

Learning resources 19

Employee benefits 20

Employee sentiments 21

Employee retention 22

Relocation 23

Earning potential 24

Diversity 25

Contractor focus 27

End user focus 29

Partner focus 32

Salary tables 34

Candidate Search 44

Anderson Frank’s NetSuite Market Trends & Salary Survey is an independent publication and is neither affiliated with, nor authorized, sponsored, or approved by, NetSuite. Anderson Frank International is a third-party recruitment firm and not affiliated with NetSuite.

©2019 Frank Recruitment Group. All rights reserved. All other trademarks are the property of their respective owners.

4

NetSuite Market Trends & Salary Survey 2019

This report is the result of NetSuite professionals around the globe giving us their thoughts and feelings about the community. As ever, we hope this provides you with a comprehensive examination of salaries and benefits, as well as market trends and developments that you think will affect the technology in the coming 12 months.

I am especially thankful to everybody who took the time to participate in our survey. Your input is vital to ensure that this is an accurate resource for the worldwide NetSuite community.

I hope that this report is beneficial to you. Whether you are currently considering hiring or are thinking about taking the next step in your career, we want this to be your go-to resource. I am always keen to hear your feedback so please get in touch with any thoughts or suggestions about our findings.

James Lloyd-TownshendChairman and CEOAnderson Frank(a division of Frank Recruitment Group)

Introduction

Welcome to the third edition of Anderson Frank’s annual NetSuite Market Trends & Salary Survey.

About Anderson Frank

We have a proven track record for matching the very best NetSuite ERP, CRM, e-commerce and OneWorld professionals to employers all around the world. By focusing solely on NetSuite, our consultants are true experts within NetSuite recruitment, which means we not only fully understand the market, but have enviable access to the largest, most diverse pool of employers.

At Anderson Frank we speak over 20 different languages, so our consultants can help you find the perfect NetSuite role to suit your highly specialized skill set, wherever you are in the world.

As a trusted recruitment partner, Anderson Frank has a strong trackrecord of delivering permanent and freelance NetSuite professionalsto a wide range of businesses in all stages of the NetSuite projectlifecycle, from discovery to post-implementation.

Typical NetSuite roles we recruit for:

• Functional NetSuite Consultants

• Technical NetSuite Consultants

• NetSuite Developers

• NetSuite Solution Specialists

• NetSuite Implementation Consultants

• NetSuite Support Analysts

• NetSuite Controllers

• NetSuite Project Managers

• NetSuite Systems Analysts

• NetSuite Systems Accountants

• NetSuite Systems Managers

• NetSuite Administrators

As soon as I spoke with the team at Anderson Frank, it was obvious that they were extremely in tune with the market and able to bring forth several relevant opportunities. I’m so glad I had the opportunity to work with them, and I would recommend them to anyone with a NetSuite background that is looking for work.

Mary MariaNetSuite CRM/ERP Administrator

5 6

NetSuite Market Trends & Salary Survey 2019 NetSuite Market Trends & Salary Survey 2019

Anderson Frank by the numbers

We arranged a total of 3,370 job interviews in 2018

We have a strong working relationship with 75% of all NetSuite partners

Over 17,000 professional profiles and counting in our exclusive database

Over 100 expert consultants ready to guide you from day one

What makes us different?Global reach, specialist knowledge

We are the only truly global NetSuite recruitment agency. Our offices in New York, Tampa, Scottsdale, London and Melbourne enable us to deliver NetSuite recruitment services across the Americas, Europe, Scandinavia and APAC. We can also provide specialized local searches, meaning we can help your business regardless of size or location. Whether you’re a NetSuite Functional or Technical Consultant, or a NetSuite Admin or Developer, whatever you need, Anderson Frank is here to help.

Reputation for delivery

Anderson Frank’s standing in the NetSuite job seeker community has enabled us to build deep networks and exclusive relationships. We often sponsor key industry events such as SuiteWorld and the SuiteCloud Developer Network; this means we’re regularly in touch with the biggest NetSuite names in the business.

Ahead of the curve

Our consultants work with the majority of leading NetSuite partners and we’re the go-to NetSuite recruitment brand because clients come to us first with their hiring needs. That means we’re able to put you in front of the best clients and job opportunities long before our competitors get the chance.

All the best NetSuite roles in one place

Make your dream job a reality. As a niche recruitment agency, we take a proactive approach to matching job seekers with the right employer to suit their skills and professional goals.

We do more than the competition

We provide NetSuite job seekers with the broadest range of jobs available in the marketplace, and help top candidates find the right employers in an ethical, professional and trustworthy manner.

• Dedicated account management.

• Rapid response to your requirements.

• Technical competent consultants who understand your professional and cultural requirements.

7 8


Survey key findings

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 are deemed 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.

Survey methodology

The market trends and salary survey report is based on information from almost 43,000 data points, including NetSuite professionals, spanning a wide range of job titles, industries, languages, and geographic locations.

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, due to rounding not all responses will equal 100%.

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

Contract working page 12

The number of respondents working as a freelance or contract worker has grown by 7% this year to last.

Experience page 14

The majority of our respondents had 19 or more years’ experience overall, but only three to six years of experience with NetSuite, showing a growing trend towards cross-training in NetSuite.

Inclusivity page 24

The number of survey respondents who considered their employer to be an equal rights employer remained at 78%.

Project workload page 32

NetSuite looks set to continue its growth, as 79% of respondents expect the amount of work they have with the software to increase in the coming year.

Discover your earning potential page 33

How much should you be earning? Our salary tables uncover NetSuite salaries globally.

Certifications page 16

There’s a 68% year-over-year increase in the number of respondents who hold at least one NetSuite certification - with an even bigger increase in the number of employers paying for employee certifications.

9 10


Survey demographics

Geographical split of survey results

United States 58%

United Kingdom 9%

Australia 8%

Canada 8%

India 6%

Philippines 3%

New Zealand 1%

Singapore 1%

Brazil 1%

Germany 1%

Netherlands 1%

Rest of the World 5%

Breakdown by gender

Female

29%Male

70%

Breakdown by age

18-24 years 4%

25-34 years 40%

35-44 years 28%

45-54 years 19%

55+ years 7%

2% of respondents did not specify their age.

1% of respondents did not specify their gender.

Globally, 29% of respondents were female, a 6% drop from last year. Over half of respondents

were based in the United States.

11 12


Employment

Employer type

Industries

Employment status

Permanent - full-time 81%

Permanent - part-time 1%

Freelance/contract 13%

Not currently working 5%

There has been a year-over-year increase of 7% in respondents working as a freelance or contract worker, while there was a slight drop in those working in full-time permanent employment (-1%).

‘Other’ responses included, but were not limited to: Consultant and NetSuite Professional Services employee.

4 Retail 8%

5 Manufacturing 8%

6 Professional services 7%

7 Financial services 4%

8 Wholesale distribution 4%

9 Health/life sciences 3%

Industry sector breakdown

The top three industries this year were similar to those from last year, with only some slight changes. They are IT services (-3% on 2018), software/internet (-35% on 2018), and consulting (no change on 2018).

1

10 Education 2%

11 Advertising/digital 2%

12 Carriers/telecoms 2%

13 Energy 2%

14 Entertainment 2%

15 Media and publishing 1%

Size of organization

Most professionals that responded to the survey (70%) worked at a small to medium-sized enterprise (SME) of fewer than 500 employees. Most of those respondents (26%) work in an organization with between 51 and 200 employees.

2 3

IT services 18% Software/internet 12% Consultancy 10%

It’s become obvious to us that Anderson Frank is connected to anyone who’s anyone in the NetSuite community. The access they provide to talent has been critical to our success as a company.

Randy GoldsteinKitchen Cabinet Distributors

NetSuite partner/reseller/distributor60%

End user (i.e. NetSuite customer)

28%

3%ISV (Independent Software Vendor)

9%Other

13 14


Experience

Overall work experience Core skill set

When asked about their experience working in the technology industry, 33% of professionals who took part in the survey had over 19 years’ experience, while 26% had between 11 and 18 years’ experience.

Only 6% of professionals surveyed had worked in the tech industry for two years or less.

0-2 years 6%

3-6 years 19%

7-10 years 16%

11-14 years 15%

15-18 years 11%

19+ years 33%

Experience working with NetSuite products

The number of years of experience working with NetSuite, reported by the professionals surveyed, differed from the overall experience in the industry.

The majority of respondents (33%) had 19 or more years’ experience overall, but only three to six years of experience with NetSuite (51%).

0-2 years 28%

3-6 years 51%

7-10 years 14%

11-14 years 6%

15-18 years 1%

We asked participants to report which NetSuite products they have worked with in the last five years. As part of their core skill set, most respondents have experience working with NetSuite ERP (85%), followed by NetSuite OneWorld (66%) and NetSuite CRM (66%).

Year-over-year, the number of respondents that reported using NetSuite OneWorld has increased (1%).

4 NetSuite SuiteFlow 51%

5 NetSuite SuiteScript 40%

6 NetSuite SuiteBuilder 37%

7 NetSuite SuiteCommerce 25%

8 NetSuite SuiteTalk 20%

9 SuiteCommerce Advanced 15%

10 NetSuite OpenAir 14%

11 NetSuite SuitePeople 8%

1 2 3

NetSuite ERP 85% NetSuite OneWorld 66% NetSuite CRM 66%

15 16


Employer contributions

Respondents were asked whether their employer contributed towards the cost of their certifications. Just over three-quarters of respondents (76%) reported that their employer paid for their certifications in full.

Interestingly, more employers are paying for their employees’ certifications this year than last. 76% of employers paid for certifications in full this year compared to 32% last year, representing an increase of 139%.

68%2019

201841%

201733%

Year-over-year comparison

In this year’s survey, over two thirds (68%) of respondents reported having at least one NetSuite certification; a 66% increase on last year and a 106% increase on 2017.

Thecertificationwiththegreatestincrease(8%)againstlastyearistheNetSuiteAdministratorCertification-heldby14%ofrespondentslastyear, compared to 16% this year.

Certifications

Impactonsalaryaftercertification

Half of professionals who took part in the survey reported a direct increase in their salary after gaining a certification, with the other half reporting no positive increase. Of those who reported a rise, more than half (58%) reported a salary increase of up to 20%. Interestingly, 3% of respondents reported their salary increasing by more than 100%.

From the respondents with certifications, 85% believe that a NetSuite certification makes them more valuable within the market. As is evidenced from those respondents whose salary stayed the same, this perceived ‘value’ might not come in the form of greater earnings, but may be more about the security felt from being skilled in one’s job.

Employer paid for certification in full 76%

Employer did not contribute 18%

Employer partially paid for certification 6%

Salary increased after certification 50%

Salary remained the same 50%

TopNetSuitecertifications

1 Certified SuiteFoundation 25%

2 Certified Administrator 16%

3 Certified ERP Consultant 11%

4 Certified Financial User 6%

5 Certified SuiteCloud Developer 3%

6 Certified SuiteCommerce Developer 1%

7% told us about other certifications they hold, including SuiteSuccess Certification and NetSuite Certified SuiteAnalytics User

17 18


Education

Education level

Of the professionals who participated in our survey, 66% hold at least a Bachelor’s degree or equivalent, while a further third (34%) hold a Master’s degree qualification or higher.Unsurprisingly, Computer Science was the most studied field amongst the respondents (24%), followed closely by Accounting (22%).

24% responded ‘Other’

ComputerScience

24%

Learning resources

Recommended online resources and blogs

There are a wide range of online learning resources for NetSuite professionals – including our NetSuite blog over at andersonfrank.com/netsuite-blog. Below is a list of online resources – as recommended by our respondents – to help you become better at your job:

1 NetSuite Professionals Slack community: netsuiteprofessionals.slack.com/

2 NetSuite User Group: usergroup.netsuite.com/users/forum

3 Prolecto NetSuite blog – written by Marty Zigman: prolecto.com/about-us/blog

4 R/NetSuite: reddit.com/r/NetSuite

5 LinkedIn User Groups: NetSuite Network – User Community Blog

Accounting BusinessAdministration

Finance Economics

22% 18% 8% 4%

Employee benefits

Salary satisfaction

62% of respondents believe they are fairly compensated for the work that they do, however, that leaves 38% who feel that they are not adequately compensated for their work.

Mostcommonemployeebenefits

Survey respondents received an average of 15 days paid time off (PTO) a year.

Our survey shows a trend towards more companies providing home working as an option for their employees. This year saw an increase of 49% in the number of respondents listing it as a benefit that they receive (55%).

Days spent working from home

Never, or less than 1 day a week 37%

1 day a week 23%

2 days a week 9%

3 days a week 7%

4 days a week 5%

5 days a week 21%

Companylaptop66%

Healthinsurance

57%

Workingfrom home

55%

Dental plan

54%

19 20


https://netsuiteprofessionals.slack.com/

http://usergroup.netsuite.com/users/forum

http://prolecto.com/about-us/blog

https://www.reddit.com/r/NetSuite

https://www.linkedin.com/company/netsuite-network/

Employee sentiments Employee retention

Movement

Almost two-fifths (38%) of permanent employees who responded to the survey expect to leave their current job in the coming year, with 28% of these respondents actively looking for a new job. A further 20% are unsure whether they will stay or go.

Interestingly, of those that expect to leave their employer in the next 12 months, only 27% were dissatisfied overall with their job.

Of those that expect to change employers, 43% were dissatisfied with their career progression, and 42% were dissatisfied with the training and development opportunities offered by their employer. This indicates that factors linked to future prospects are influential in an employee’s decision to remain in an organization.

Length of time with current employer

Less than 1 year 27%

1-2 years 36%

3-5 years 25%

6-10 years 7%

More than 10 years 4%

Overall job satisfaction

Vela views Anderson Frank as a partner in helping staff our Finance, Accounting, and Financial Information Systems roles, which helps drive operational efficiency. Anderson Frank was also highly responsive with candidates. We interviewed three high-quality professionals in the first week of requesting the position and moved forward with a placement within a month.

Christopher NagyVela Trading Technologies

Satisfied 59% Neutral 26% Dissatisfied 14%

Reason for changing employer

Among those who expect to leave their employer within the next year, 51% said that the main motivating factor would be a lack of earnings increase, followed by a lack of career progression (42%) and lack of leadership and vision (26%).

Benefitsinfluencingacceptanceofajoboffer

Respondents were asked to name the benefits that would affect their likelihood of accepting a new job. Unsurprisingly, a higher salary (47%) was the most frequently mentioned sought after benefit, followed by the ability to work from home (36%) and flexible working (26%).

Remuneration is clearly an important factor for companies to both gain and retain talent. Most respondents were likely to accept a job because of a higher salary (47%), while a slightly higher number (51%) said they would consider leaving their current organization fora higher salary.

Higher salary

1

Workingfrom home

2

Lack of salary increase

51%

Lack of career progression

Lack of leadership

Need new challenges

Working environment

42% 26% 23% 21%

Flexible working

3

21 22


Relocation Earning potential

In total, 57% of survey respondents said they would consider relocating to another city or country for work.

Top places listed for relocation

Reasons for relocating

1 Monetaryincluding a better salary on offer, having the money to move, and cost of living in the area.

20%

2 Better opportunitiesincluding more or better job opportunities, and career growth.

20%

3 Quality of lifeincluding standard of living, work-life balance, and lifestyle changes.

14% ‘Other’ responses included gaining more knowledge of NetSuite, change in culture, and the commute to work.

4 Friends and family 12%

5 Weather 9%

6 Appreciates the location 8%

7 New experience 6%

8 Other 11%

1

Australia New York Chicago Toronto Washington, D.C.

2 3 4 5

Participants were asked to rate what they believe to be ‘essential’, ‘important’, or ‘useful’ factors which could impact their earning potential. There are a number of factors mentioned more than once – for instance, exposure to large projects – indicating that for many respondents these factors are judged differently.

NetSuite certifications were seen as useful by 36% of respondents and important by 34%, while a further 19% consider certifications as an essential factor for their earning potential.

Important factors

Exposure to large projects

Specific vertical industry experience

Years ofexperience in IT

50% 41% 39%

Useful factors

Specific vertical industry experience

NetSuite certifications

Years ofexperience in IT

37% 36% 30%

Essential factors

Years of experience in NetSuite

University degree

41% 34%

Exposure to large projects

27%

23 24


Diversity

Diversity policy statements

With less than half of professionals being aware of their employer’s diversity statement, this is an alarming number. However, as a significant portion of those responding simply aren’t sure, this could likely be attributed to a lack of internal marketing strategy to support and promote it.

Employer has a clear diversity statement 47%

Employer doesn’t have a clear diversity statement 14%

Not applicable 10%

Don’t know/not sure 29% Sentiments on company diversity

Participants were given a number of statements regarding the diversity of their organization and asked whether they agreed or disagreed that these statements reflected their workplace.

At 70%, there was a small increase in those who agreed that their employer has a workforce of various cultural backgrounds compared to last year (68%).

Only 43% of respondents agreed that their employer has policies in place to support any employees with mental health needs, while a further 41% neither agreed nor disagreed, meaning only 16% of companies are viewed as specifically not supporting their staff.

My employer has clear policies in place to support people of different gender identity

My employer has plans in place to recruit and retain mature-aged staff

The workforce in the company that I work for includes people with a disability

Agree

39%

32%

30%

Neutral

46%

45%

45%

Disagree

15%

23%

25%

Given that many respondents neither agreed nor disagreed with many of the company 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.

Most survey respondents (78%) think that the company they work for is an equal rights employer. However, a further 16% of respondents would like better childcare and maternity/paternity options.

When we look at the difference between males and females, 81% of male respondents believe that their employer is an equal rights employer compared to 68% of female respondents, while 12% of female respondents feel that more could be done. When asked to expand on this opinion, responses included a need for their employer to hire a more diverse workforce and to disclose salaries.

Inclusion

Two-thirds (66%) of respondents agreed that there is a fair gender representation within their organization. However, that opinion isn’t split equally, with 67% of males compared to 61% of females.

Only half of respondents felt that their employer paid equal pay for equal work, regardless of gender. A further 29% did not know whether their employer was a fair employer in this regard, indicating once again that there is a lack of clarity within some organizations.

Interestingly, 57% of male respondents felt that their employer paid equal pay for equal work, regardless of gender, compared to only 30% of female respondents. 37% of female respondents believed that men are rewarded greater, despite being of equal skill, compared to only 4% of males who bheld the same belief.

Respondents were also asked whether their employer had a clear maternity/paternity leave policy; with over half (57%) of respondents agreeing this was the case.

Equal pay

25 26


Contractor focus

Factors which influence accepting a contract offer

Remuneration came out as the most influential factor for contracted respondents to accept a contract offer (85%). This finding is in line with the majority of permanent employees, who are also most likely to accept a job based on a higher salary.

According to our survey, contractors work between 31 and 40 hours a week, with almost three quarters (72%) of contractors working full-time hours.

10 6 7

Average contractlength (months)

Average number of clients

Average number of projects

Top reasons for moving from contract to permanent

Benefits package Improved salary Stability

Positive working environment

Working with new products

Remote working

1 2 3

4 5 6

72% of freelance/contracted professionals would consider switching to a permanent role if the right position came along. We asked these respondents which factors would be most likely to cause them to consider this move:

The candidates that Anderson Frank offered had the expertise and knowledge we were looking for. The process was easy and the candidates offered met our needs. Overall, it was a great experience and the candidate we chose quickly got to work and got us back on track.

Mike SadlerAmerica’s Preferred Home Warranty

Rate of pay / salary85%

Remote flexibility

74%

72%Flexible hours

62%Duration of project

38%Technologies used in project

27 28


End user focus - user adoption

BenefitsofimplementingNetSuite

NetSuite implementation Five main considerations when implementing NetSuite

Over three-quarters (80%) of respondents have been involved in an implementation of NetSuite.

Involved in moving from a different ERP/Excel/legacy system to NetSuite ERP 52%

Involved in moving from a different CRM to NetSuite CRM 4%

Involved in moving from a different ecommerce platform to NetSuite SuiteCommerce 1%

All of the above. 24%

Not been involved with a NetSuite implementation 20%

Streamlined business processes

Improved work processes

Efficiency

Cloud Improved reporting

1 2 3

4 5

Other benefits cited by respondents were in regards to NetSuite’s functionality (e.g. better visibility of financials, ease of use and consolidation of data).

1 Managing data migration 51%

2 Adapting to the change 40%

3 End user training 37%

4 Lack of product knowledge internally 25%

5 Time management 25%

Reasons for implementing NetSuite

NetSuite’s functionality was considered by respondents to be the main reason for adopting the software (68%), followed by the ability to move business processes to the cloud (55%).

The functionality of NetSuite was also listed as a benefit of implementing the software, as was moving to the cloud, thus demonstrating that the business reasons for adopting NetSuite are intrinsically linked to the benefits felt as a result of implementing it.

Of those that have been involved in an implementation, the average time taken to implement NetSuite is said to be between 4-6 months.

Implementation strategies

6% responded ‘Other’

NetSuite professional

service

In-house employee

NetSuite Partner

Contractor

55% 46% 37% 30%

29 30


End user focus - migration

Top ERP/accounting software used prior to adopting NetSuite

QuickBooks

39%

Sage

10%

Microsoft Dynamics GP

6%

Top CRM software used prior to adopting NetSuite

Salesforce Microsoft Dynamics CRM

SAP CRM

Top e-commerce software used prior to adopting NetSuite

Magento Shopify WooCommerce

Delays

Of the 43% of respondents who experienced a delay during their implementation, this was, on average, between one and three months. Factors associated with the delay included poor planning prior to migration (57%), unforeseen customizations (51%), and data migration issues (44%).

Partner focus

NetSuite modules utilized

Those involved in an implementation of NetSuite were asked about what modules their employer utilizes and what third-party apps their NetSuite system integrates with.

NetSuite ERP was a well utilized module (87%); given this finding it seems of interest for those within the ecosystem to be skilled in this. Unsurprisingly, respondents said that the module they had the most experience with was NetSuite ERP (see Experience section for more information - page 14).

1 NetSuite ERP 87%

2 NetSuite OneWorld 56%

3 NetSuite CRM 44%

4 NetSuite SuiteCommerce 17%

5 NetSuite OpenAir 8%

6 NetSuite PSA 3%

7 NetSuite SuitePeople 3%

Most popular third-party apps

Salesforce41%

Celigo

28%

22%Dell Boomi

14%Magento

6%AvidXChange

4%Jitterbit

44% responded ‘Other’. ‘Other’ responses include Adaptive Insights, Concur, Bronto and, NextService.

25% 12% 4%

27% 12% 4%

31 32


Partner focus

Project workload

Professionals directly involved with NetSuite projects experienced a 76% increase in the amount of work involving NetSuite over the last 12 months. A further 10% say that it has stayed the same and only 6% think it has decreased.

Project workload has increased 76%

Project workload has stayed the same 10%

Project workload has decreased 6%

Don’t know/not sure 8%

Thinking ahead, 79% of respondents expect the amount of NetSuite work they are involved in to increase in the coming year. This figure is not surprising when 76% of respondents have already experienced an increase in work in the last year.

Only 2% think that the workload will decrease, while 7% think it will stay the same in the coming year.

Project workload will increase 79%

Project workload will stay the same 7%

Project workload will decrease 2%

Don’t know/not sure 12%

Salary table methodology

The salary table data was analyzed from a number of data points, including salary data self-reported from the salary survey respondents and NetSuite vacancies and placements data from roles registered with Anderson Frank in the last twelve months*.

*1st February 2018 to 31st January 2019

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 with respect to base salary, seniority or experience, job title, technology, and location.

Salary table contents

US salaries - key trends 35

United States 36

US cities: New York 37

US cities: San Francisco 38

US cities: Austin 39

US cities: Chicago 40

US cities: Seattle 41

United Kingdom 42

Australia 43

Discover how much you could be earning

33 34


US salaries - key trends

Average US salary per position from 2017 to 2019.(3-6 years of NetSuite experience)

The charts below show the trend in salaries across key NetSuite roles. We’ve compared the data over the three years the Anderson Frank salary survey has been conducted.

Functional/Implementation Consultant

$110,646

$115,635

$116,700

2017

2018

2019

Controller

$116,288

$120,249

$124,250

2017

2018

2019

Administrator

$95,443

$101,423

$112,800

2017

2018

2019

Permanent ($)

Years of NetSuite Experience 0-2 years 3-6 years 7-10 years

Accountant 64,200 79,700 90,800

Administrator 84,500 112,800 132,000

Architect (Solutions Architect) 97,333 131,000 149,350

Business Analyst 81,250 94,250 111,650

Controller 100,700 124,250 143,400

Developer 91,800 112,850 137,100

Functional/Implementation Consultant 93,200 116,700 132,400

Practice Lead 70,333 145,200 173,000

Systems Analyst 55,200 67,100 78,400

Systems Manager 92,950 112,700 126,600

Technical Consultant 98,250 117,600 139,150

Certain markets will exhibit 10-15% variance due to differences in costs of living.For contract/freelance rates please contact Anderson Frank directly to discuss.

United States

3635


Permanent ($)


Accountant 66,000 86,000 95,000

Administrator 87,500 120,000 132,000

Architect (Solutions Architect) - 155,000 185,000


Controller 105,000 122,000 145,000

Developer 91,500 110,200 131,000


Practice Lead - 152,000 177,000

Systems Analyst 77,000 98,000 118,000

Systems Manager 91,000 120,000 140,000



US cities New York, NY

Permanent ($)


Accountant 82,000 91,000 95,000

Administrator 98,000 139,500 155,000



Controller 140,000 165,000 200,000

Developer 110,000 134,000 154,000


Practice Lead - 175,500 209,500

Systems Analyst - - -

Systems Manager 125,000 134,000 160,000



US cities San Francisco, CA

37 38


Permanent ($)


Accountant 49,000 55,500 82,000

Administrator 62,500 79,000 105,000


Business Analyst - 64,500 83,000

Controller 82,000 100,750 112,000

Developer 78,000 115,000 130,000


Practice Lead 91,000 121,000 142,000

Systems Analyst 61,000 68,000 82,000

Systems Manager 68,000 86,000 97,000



US cities Austin, TX

Permanent ($)


Accountant 64,000 86,000 95,000

Administrator 87,500 120,000 132,000



Controller 95,000 115,000 128,500

Developer 91,500 104,750 131,000


Practice Lead - 152,000 177,000

Systems Analyst 77,000 102,500 118,000

Systems Manager 91,000 115,000 121,000



US cities Chicago, IL

39 40


Permanent ($)


Accountant 65,000 85,000 95,000

Administrator 82,500 105,000 125,000



Controller 93,000 114,500 130,000

Developer 95,500 110,000 135,000


Practice Lead - 147,500 175,000

Systems Analyst 75,000 86,000 104,000

Systems Manager 86,750 101,000 112,000



US cities Seattle, WA

Permanent (£)


Accountant 40,000 55,000 65,000

Administrator 35,000 55,500 70,500

Architect 68,250 83,000 120,000


Controller - 48,000 62,500

Developer 42,750 65,000 80,000


Practice Lead 76,000 - -

Systems Analyst 25,250 43,000 56,000

Systems Manager 63,500 75,000 85,500


Systems Accountant 45,000 55,500 70,000

Financial Controller - 58,000 -


United Kingdom

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Try the Candidate Search for free:www.andersonfrank.com/hirestaff

Candidate Search

How to use our Candidate Search

• Enter a search into the online database and filter the results by skills, location, industry sector, job title, availability and many other parameters.

• View online profiles of NetSuite professionals qualified by our recruitment consultants.

• Save your searches or sign up for our email service that will alert you to any new applicants that match your requirements.

• Request resumes of candidates that are of interest to you.

Anderson Frank’s Candidate Search tool was specifically created to help our clients access the widest range of high-quality job seekers. Our database contains the top NetSuite professionals, vetted and shortlisted by our experienced recruitment consultants.

We offer the most comprehensive online database of hand-picked NetSuiteprofessionals-findstaff who are best suited for your company.

Permanent (AU$)


Accountant 72,600 105,098 115,679

Administrator 78,954 109,198 114,769

Architect 128,564 155,900 176,436


Controller 113,576 140,977 167,392

Developer 83,536 116,220 140,869


Practice Lead 137,951 158,238 168,353

Systems Analyst 80,172 108,689 120,640

Systems Manager 120,555 136,832 159,494


Australia

Australian salaries are subject to an additional superannuation at 9.5% of the base.Certain markets will exhibit 10-15% variance due to differences in costs of living.For contract/freelance rates please contact Anderson Frank directly to discuss.

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https://www.andersonfrank.com/hirestaff

New York14 Wall Street, Suite 601New York, NY 10005T +1 212 731 8272

United KingdomCentennium House, 5th Floor100 Lower Thames StreetLondon, EC3R 6DLT +44 (0) 203 826 6764

Australia350 Collins Street, Level 3Melbourne, Victoria 3000T +61 3 9088 3700

Florida 501 East Kennedy Boulevard Tampa, FL 33602T +1 813 437 6850

Arizona 4343 N Scottsdale Road Scottsdale, AZ 85251T +1 480 530 2050

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