Sydney Level 10, 28 O’Connell Street Sydney NSW 200002 9227 7777

Melbourne Level 27, Rialto South Tower 525 Collins Street Melbourne VIC 300003 9935 2860

Salary ReviewWinter 2013

www.perceptor.com.au

Sourcing high calibre talent since 1999

Perceptor is a boutique search and selection practice providing expert industry focused advice to our clients over the long term

32

Welcome

Big Data Has ArrivedAlong with the impact of “Digital” on many businesses, we have started to see the impact of “Big Data” in many areas too.

For sales and marketing professionals, this is typically focused on the analysis or insights of customer behaviour or segments to target customers with more relevant messages or offers, therefore utilising data to anticipate and drive future demand. Finance teams are also investing in data analytics technology and leveraging their analytical skills to scrutinise customer and product profitability and market development opportunities. Both functions are driving demand for commercially savvy analytical experts who can communicate clearly, manage stakeholders and deliver genuinely valuable insights for the business. Big Data seems to be the catchphrase of 2013, but obviously the challenge for businesses will be to turn the extra information and insights into tangible returns such as improved profit or customer satisfaction.

Salary TrendsFor the third year in a row we have seen very little movement above the rate of inflation for most salaries in the areas we recruit. This is driven by the tough trading conditions most non-mining businesses have been operating in and the strong focus on cost control and/or productivity. Most of corporate Australia seems to be awarding salary increases to match inflation with the exceptions awarding up to 5% increases. Skillsets where demand outweighs supply and therefore candidates can experience an increase of over 5% are in Data Analytics, Digital/e-commerce leadership roles and finance candidates with commercial analysis skills. Bonus amounts vary by industry sector but in our opinion very few companies are awarding a full bonus unless they are over-achieving profit targets and therefore, most candidates are receiving a bonus at the mid-point of the range.

Outlook – Improving ConditionsOur view of the next 12 months is for a gradual improvement in recruitment market conditions. This will be driven by the positive impact of lower interest rates, a lower Dollar and an improving USA economy.

These factors, combined with what looks like a clear election result in September, should give most businesses a feeling of confidence and certainty to plan for the future. At some point, businesses will seek to grow profit by growing sales and expanding rather than just cost cutting. Equally, candidates who have been holding off making a career move for the last three or four years will find themselves with a higher risk appetite. As with the sharemarket though, such sentiment can take time to develop so there will be ups and downs as the year progresses.

The Banking and Finance sector is beginning to show evidence of an improving appetite for hiring and of candidates being willing to take a risk and make a move. Banks, both domestic and international, are beginning to compete for talent again and we are seeing early stages of headhunting returning. In wealth management, the sector is experiencing significant change as a result of FOFA changes. This is driving substantial project work across product and project management and ultimately will require changes to be made to business models.

In the broader commercial market, we are expecting the Entertainment/Media sector to drive both restructuring and hiring as businesses change their models for the digital age. This will mean some skillsets continue to be in declining demand e.g. print media sales or “generalist” marketing whilst other skillsets are highly sought after such as commercial finance managers with transformation skills or digital analytics candidates. Most other sectors such as Retail, FMCG and Consumer Goods, IT&T and Professional Services will improve in line with general consumer confidence.

The lean structures, which have been put in place by most businesses, will have the effect of reducing progression opportunities, particularly at middle to senior levels. Ambitious managers could well be compelled to proactively pursue external moves if they don’t see a number of suitable roles internally, or feel that promotions are too far in the future.

High quality candidates always like to have options and at this stage of a long, protracted downturn there are many candidates eager to consider a move which could further their career and give them an exciting new challenge. This could drive some change and market momentum over the next couple of years.

WelCOme TO PeRCePTOR’S WInTeR SAlARy RevIeW fOR 2013In many ways, it feels as if nothing has changed since this time last year, however progress has been made and the global economy is less volatile although still uncertain. Increases in the stock market and house prices have helped and the imminent election may provide Australian businesses with an element of certainty.

Despite the frustrations of such a slow recovery, we have noticed some positive trends over the last year which bode well for the resilience of corporates in Australia and their future success.

Firstly, the majority of the hard decisions have now been taken or are about to be taken. Businesses are cleaning up their underperforming divisions and divesting or restructuring them to improve performance.

Secondly, there has been a significant focus on cost management which has resulted in leaner, more nimble organisations. This will continue for another year or two.

Thirdly, the bar has been raised on expectations of executive capability and performance – most businesses are moving towards a more accountable, high-performance culture as they try to “do more with less”.

This third trend is our particular passion. We have never believed in just filling a role with a relevant candidate. We have always aimed to find that exceptional candidate who can add value in various ways and has the capability to progress quickly within the business over a number of years.

The current environment, where companies are focused on optimising efficiency and performance, necessitates a greater focus on the quality and potential of new hires. It is a simple cost/benefit equation. The very best candidates pay for themselves many times over, and over time it is more cost-effective to have a range of strong internal candidates for vacancies which arise.

The Perceptor approach combines our deep market knowledge and our strong corporate relationships to provide a personalised service in sourcing and screening the best candidates for a particular role; candidates who also possess the potential to progress in the future. Although we are proud of our track record in achieving this over 14 years, we remain as passionate as ever about working with organisations and people who aim to “raise the bar”.

Please contact us directly if you require further information.

Ian McAlpineDirector Finance / Accounting02 9227 7702 ian@perceptor.com.au

Mark O’ConnorDirector Sales / Marketing / Digital 02 9227 7701 mark@perceptor.com.au

PerceptorA focused Search and Selection practice

Global Executive Search Firms

Volume Recruitment Agencies

Salaries$100K to $400K

54

CfO marketThe last year has seen substantial restructuring across many large corporates in Australia and the net result has probably been a reduction in the overall number of CFO roles. The removal of layers of management and the consolidation of divisional structures has resulted in winners and losers – some CFOs have gained expanded responsibilities and some have been offered redundancy. In addition, the appointment of new CEOs in various major corporates has often led to the appointment of a new CFO to assist in driving the new strategy.

A noticeable feature of the CFO market has been the value placed on experienced CFOs who have been through market downturns before and are perceived to have the skills and maturity to provide strong financial leadership in a challenging economic environment.

In such an environment there have been limited opportunities for CFO candidates to evaluate new opportunities and most have been content to focus on adding value in their current role or, for those CFOs who are not in a permanent role, undertake consulting assignments until the market improves.

large Corporate (ASX 100 or major multinational)

Group CFO $700 – $900K package + 50 – 100% STI + LTI

Divisional CFO $300 – $500K package + 30 – 50% STI + LTI

medium Size Corporate (ASX 300 or multinational)

Group CFO $300 – $500K package + 30 – 60% STI + LTI

Divisional CFO $220 – $300K package + 30 – 50% STI + LTI

Senior market: $200K+As with the CFO market, it has been another subdued year for the senior finance market with limited opportunities to move. However, there is some evidence of senior roles being created or enhanced as a result of CFOs taking on broader responsibilities and wanting to improve the capability of their teams, whether it be Shared Service Manager roles to provide transactions processing, senior commercial roles to provide greater analysis and insight, or Financial Controller roles to deal with more complex statutory obligations.

Certainly, there is a continued push to centralise transaction processing, either in-house or offshore, leaving divisional finance roles with more commercial and analytical responsibilities, which in turn has driven hiring activity at the level below.

In such a cost-conscious environment, salary levels have not moved although bonuses are generally being paid at between 50% - 100% of target.

mid market: $140K – $200KThere have been healthy levels of activity in this market over the last year, driven by the restructuring activity discussed above and also by the increasing drive to build high-performance cultures across large corporates. A recent trend has been the rebuilding of divisional finance teams into commercial support functions requiring a particular skillset which has often not been available internally. As the processing has become centralised, and the pressure to deliver business performance has increased, General Managers and CEOs have requested greater analytical insights into their operations, markets and customers. Analysis of cost bases and pricing structures have become imperative and can only be provided by intelligent, analytical and financially literate commercial teams. The investment in these individuals can pay off quickly as they partner the GMs in making the right business decisions. Hence we have been particularly busy sourcing these candidates over the last twelve months, and expect this trend to continue.

In terms of salary changes, with inflation at 2.5%, pay increases of 2% - 6% have been typical. As business performance has been solid, target bonuses have generally been achieved.

The Senior Finance Market - Sydney and Melbourne

Current SalariesSourcing high calibre

talent since 1999

SyDneyfinance / Accounting fmCG / Pharma /

RetailIT & T Industrial /

Business Servicesentertainment /

mediafinancial Services

/ Property$,000 $,000 $,000 $,000 $,000

Finance Director / CFO 280+ 280+ 280+ 260+ 280+General Manager Finance / Deputy CFO 230 – 280 230 – 280 230 – 280 230 – 280 230 – 280Financial Controller / Manager 160 – 230 160 – 230 160 – 230 160 – 230 180 – 230Senior Commercial Manager 185 – 235 185 – 235 185 – 235 185 – 235 180 – 240Commercial Manager 140 – 180 140 – 180 140 – 180 140 – 180 140 – 180Planning Manager 175 – 220 170 – 200 175 – 220 170 – 200 175 – 220Planning / Commercial Analyst 110 – 165 110 – 165 110 – 165 110 – 165 120 – 170Group / Corporate Accountant 120 – 140 120 – 140 120 – 140 110 – 130 120 – 140Corporate Reporting Manager 140 – 170 140 – 170 140 – 170 130 – 160 130 – 170Financial Accounting Manager 130 – 160 125 – 155 130 – 160 125 – 155 140 – 170Senior Financial Accountant 110 – 130 110 – 130 110 – 130 110 – 130 115 – 135Financial Accountant 90 – 110 90 – 110 90 – 110 90 – 110 95 – 115Management Accounting Manager 140 – 170 135 – 165 140 – 170 135 – 165 145 – 175Senior Management Accountant 120 – 145 110 – 140 110 – 140 110 – 140 110 – 145Management Accountant 90 – 120 80 – 110 80 – 110 80 – 110 80 – 110Financial Analyst (5 years +) 110 – 140 110 – 140 110 – 140 110 – 140 110 – 150Tax Manager 150 – 200 150 – 200 150 – 200 150 – 200 150 – 200Senior Tax Accountant (5 years +) 120 – 150 120 – 150 120 – 150 120 – 150 120 – 160Chief Risk Officer / Head of Internal Audit 220 – 280 220 – 280 220 – 280 220 – 280 240 – 300Internal / IT Audit Manager 140 – 180 140 – 180 140 – 180 130 – 170 140 – 190Risk Analyst 100 – 130 100 – 130 100 – 130 100 – 130 100 – 130Compliance & Controls Manager 155 – 175 140 – 170 155 – 175 140 – 170 160 – 180Corporate Development Manager 170 – 270 170 – 270 170 – 270 170 – 270 170 – 250Corporate Finance Analyst 130 – 165 130 – 165 130 – 165 130 – 165 130 – 170Group Treasurer 220 – 300+ 220 – 300+ 220 – 300+ 200 – 250+ 220 – 300+Treasury Manager 140 – 220 140 – 220 140 – 220 140 – 200 140 – 220Group Treasury Accountant 110 – 140 110 – 140 110 – 140 110 – 140 110 – 150Strategy Manager 140 – 190 140 – 190 140 – 190 140 – 190 140 – 190Project Manager 150 – 200 150 – 200 150 – 200 150 – 200 150 – 210

melBOURnefinance / Accounting fmCG / Pharma /

RetailIT & T Industrial /

Business Servicesentertainment /

mediafinancial Services

/ Property$,000 $,000 $,000 $,000 $,000

Finance Director / CFO 260+ 260+ 260+ 240+ 270+General Manager Finance / Deputy CFO 230 – 280 230 – 280 230 – 280 230 – 280 230 – 280Financial Controller / Manager 170+ 170+ 170+ 170+ 195+Senior Commercial Manager 150 – 220 150 – 220 150 – 220 150 – 220 170 – 220Commercial Manager 175 – 225 175 – 225 175 – 225 175 – 225 170 – 230Planning Manager 165 – 210 160 – 190 165 – 210 160 – 190 165 – 210Planning / Commercial Analyst 100 – 155 100 – 155 100 – 155 100 – 155 110 – 160Group / Corporate Accountant 100 – 120 100 – 120 100 – 120 100 – 120 105 – 125Corporate Reporting Manager 120 – 150 120 – 150 120 – 150 120 – 150 120 – 160Financial Accounting Manager 120 – 150 115 – 145 120 – 150 115 – 145 130 – 160Senior Financial Accountant 100 – 120 100 – 120 100 – 120 100 – 120 105 – 125Financial Accountant 80 – 100 80 – 100 80 – 100 80 – 100 85 – 105Management Accounting Manager 130 – 160 125 – 155 130 – 160 125 – 155 135 – 165Senior Management Accountant 100 – 130 100 – 130 100 – 130K 100 – 130 100 – 135Management Accountant 70 – 100 70 – 100 70 – 100 70 – 100 70 – 100Financial Analyst (5 years +) 100 – 130 100 – 130 100 – 130 100 – 130 100 – 140Tax Manager 140 – 190 140 – 190 140 – 190 140 – 190 140 – 190Senior Tax Accountant (5 years +) 110 – 140 110 – 140 110 – 140 110 – 140 110 – 150Chief Risk Officer / Head of Internal Audit 210 – 270 210 – 270 210 – 270 210 – 270 230 – 290Internal / IT Audit Manager 120 – 160 120 – 160 120 – 160 120 – 160 120 – 170Risk Analyst 100 – 130 100 – 130 100 – 130 100 – 130 100 – 130Compliance & Controls Manager 145 – 165 130 – 160 145 – 165 130 – 160 150 – 170Corporate Development Manager 160 – 260 160 – 260 160 – 260 160 – 260 110 – 260Corporate Finance Analyst 120 – 155 120 – 155 120 – 155 120 – 155 120 – 160Group Treasurer 210 – 290+ 210 – 290+ 210 – 290+ 190 – 240+ 210 – 290+Treasury Manager 130 – 210 130 – 210 130 – 210 130 – 190 140 – 210Group Treasury Accountant 100 – 130 100 – 130 100 – 130 100 – 130 100 – 140Strategy Manager 140 – 190 140 – 190 140 – 190 140 – 190 140 – 190Project Manager 150 – 200 150 – 200 150 – 200 150 – 200 150 – 210

The figures stated show Total Package including cash, superannuation and benefits. Discretionary components such as bonus and options are excluded. Bonus components tend to range from 10 - 40% of Total Package, with senior executives on the higher end.

76

It has been a frustrating 12 months in the recruitment market with very little change in conditions since this time last year when we published our last Salary Review. Since July 2012, conditions improved slowly with a strong November to December period. It appeared corporate confidence had returned and the stage was set for a steady build through 2013; however, this did not happen. The January to March quarter was very weak (similar to 2012). The final quarter of the financial year has seen more activity with the expected demand starting to materialise. There is a fair amount of corporate re-organisation happening, with some of the large services organisations and telcos reducing headcount at mid to senior levels in large numbers across the marketing discipline. The sales market is remarkably stable and Digital/ e-commerce continues to be a steady market, as does the market for candidates with strong data analytics skills.

“Head of” Positions The long running recession for senior marketing and sales roles continues. When will it change? Probably not until companies are confident and pro-active about investing in top line growth. For those seeking a new role this means they have to plan for a long search process. It is difficult to pick out a strong industry sector for this market but we see entertainment and media being a more active sector with large amounts of change due to the impact of digital technology. Head of Sales roles are not moving much in the market across any sector, probably because companies are sticking with their incumbent and candidates have been “hunkering down” during some challenging times. Clearly, Head of Digital and e-commerce roles are growing. Salary levels for these roles vary but companies serious about a multi-channel strategy are now investing significantly in the technology and people required.

For companies, now is the time to hire a “Head of” role simply because of the number of high quality candidates actively seeking their next move. We are engaging with a large number of candidates who are planning their next career move and are interested to see what opportunities are available. This enables companies to have a broad range of candidates from which to select. In addition, the lack of senior opportunities means there are many senior candidates available for interim consulting services for clients and Perceptor has been proactively marketing this to organisations. Salaries at this senior level are not moving above inflation and bonus awards are typically at the low end of the range on offer.

large Corporate (ASX 100 or major multinational)

Head of Marketing $375 – $475K package + 40 – 50% STI + LTI

Head of Sales $315 – $470K package + 50 – 70% STI + LTI

medium Size Corporate (ASX 300 or multinational)

Head of Marketing $265 – $370K package + 30 – 40% STI + LTI

Head of Sales $260 – $370K package + 50 – 60% STI + LTI

Senior Opportunities: $200K+In the last 3 months we have started to see an increase in demand for candidates at the $200,000 - $250,000 level, albeit from an extremely low level. Candidates with strong Brand, Digital or Analytics skills should find the market offering them some interesting roles over the next few months.

Sales leaders who can genuinely drive growth are starting to be required as companies in expansion or change mode start to look to the sales function to lead the business. Experience in e-commerce is also a key skillset being sought across a number of sectors.

One of the trends we are observing is greater candidate flexibility around package expectations at this level as people place a greater focus on the company and role rather than actual dollars. Candidates who have not been working for a while will adjust their expectations. Sectors such as Digital (both pure online and multi-channel), Retail and Entertainment/Media are the most active.

Upper mid-market: $120K – $200KAs has been the case for the previous 3 years, this mid-market has been more active than the senior market across all the major industry sectors. The Digital sector has been in expansion mode as businesses ramp up their in-house digital expertise by recruiting skills in SEO/SEM, Digital Communications, Analytics and/or e-commerce expertise.

Senior sales executives are also in demand, specifically strong National Account Manager or Business Manager skills for retail channels as the major retailers across most sectors are demanding more from their suppliers. Product Management and New Product Development are starting to become highly sought after as organisations across most industry sectors are investing more in this capability in-house. At this level, companies seem to be increasing base salaries in the 3% - 5% range.

Marketing & Communications, Sales & Digital - Sydney and Melbourne

Qualified market: $80K – $140KInterestingly, this market remains a “seller’s market” with a limited supply of high-calibre candidates willing to consider a move. Demand from corporates has been consistent as they look to upgrade their teams while reducing overall finance team numbers. In particular, as mentioned above, the requirement for commercial and analytical skills has resulted in a spike in demand for Financial or Commercial Analysts who work closely with business units. Not only are corporates looking for technical competence, but also the communication skills that enable them to build strong relationships with operational managers and demonstrate how they can add value to them.

The demand for Financial Accountants and Internal Auditors has been consistent, probably reflecting increased statutory reporting obligations and the value placed on the maintenance of robust internal controls in these teams over the last year. There has also been some movement in the Treasury market with some teams opting to expand their capability at the junior level to deal with increased workloads.

At this level, pay increases have been more generous, averaging around 3% - 8%, reflecting the supply/demand imbalance.

InterimThis has been a patchy market as corporate cost pressures have led to companies preferring to utilise internal resources as much as possible before considering investing in an external candidate.

The main drivers for interim hiring have been IT systems projects and maternity leave cover. Many corporates have been investing substantial amounts in new ERP systems or sophisticated analytics software and have recruited Project Managers and Business Analysts to assist with implementation. They have also backfilled finance roles where people have been seconded to the projects and have used interim finance resources to cover the gap for a period of months.

Another driver has been the changes in Shared Services functions with many corporates either setting up, expanding or offshoring their transaction processing teams and requiring interim resources to assist with the transitions – this can be at Manager level all the way through to clerical level.

The stability in the senior permanent market is limiting the demand for senior interim candidates so it is a difficult market for them but demand at the junior and mid-levels are reasonable. There has been limited pressure on daily and hourly rates apart from some specialist Project Managers and Business Analyst roles.

Not only are corporates looking for technical competence, but also the communication skills that enable them to build strong relationships with operational managers

98

Welcome

Current Salariesmarketing & Communications fmCG Consumer

Goods / Retailentertainment

/ mediaIT & T financial

ServicesProfessional

Services

SyDney $,000 $,000 $,000 $,000 $,000 $,000Marketing Director 300+ 250+ 250+ 300+ 350+ 300+Marketing Manager 160 – 180 150 – 175 130 – 150 150 – 175 140 – 180 180 – 220Senior Product / Senior Brand Manager 120 – 150 110 – 130 110 – 140 130 – 160 125 – 150 120 – 140Product / Brand Manager 100 – 120 90 – 110 100 – 120 110 – 130 110 – 140 100 – 125Segmentation / Acquisition / Retention Manager – – 120 – 150 120 – 140 110 – 150 –Digital Marketing Manager 130 – 150 110 – 130 150 – 170 130 – 150 130 – 150 120 – 150Public Relations Manager 110 – 130 100 – 120 100 – 120 110 – 125 120 – 160 110 – 140Internal / External Comms Manager 120 – 160 110 – 125 100 – 120 120 – 145 120 – 160 120 – 150Internal / External Comms Advisor 100 – 125 90 – 110 110 – 130 100 – 120 100 – 120 100 – 120

melBOURneMarketing Director 300+ 250+ 250+ 300+ 350+ 300+Marketing Manager 150 – 175 140 – 160 130 – 150 140 – 165 130 – 170 180 – 220Senior Product / Senior Brand Manager 120 – 150 110 – 130 130 – 150 130 – 160 120 – 140 115 – 135Product / Brand Manager 100 – 120 90 – 110 100 – 120 110 – 130 100 – 130 100 – 120Segmentation / Acquisition / Retention Manager – – 120 – 150 120 – 140 110 – 140 –Digital Marketing Manager 130 – 150 110 – 130 150 – 170 130 – 150 130 – 150 120 – 150Public Relations Manager 100 – 130 100 – 120 100 – 120 110 – 125 120 – 160 110 – 140Internal / External Comms Manager 120 – 160 110 – 125 100 – 120 120 – 145 120 – 150 120 – 150Internal / External Comms Advisor 100 – 125 90 – 110 110 – 130 100 – 120 100 – 120 100 – 120

Sales & Category fmCG Consumer Goods / Retail

entertainment /media

IT & T financial Services

Professional Services

SyDney $,000 $,000 $,000 $,000 $,000 $,000Sales Director OTE 300+ OTE 220 OTE 250 OTE 300+ OTE 200+ OTE 300+Sales Manager OTE 200+ OTE 140 – 160 OTE 150 – 170 OTE 200+ OTE 200+ –Business Manager OTE 200+ OTE 140 – 160 130 – 160 – – –Strategic or National Account Manager 150 – 175 125 – 145 100 – 300 OTE 200+ 130 – 160 OTE 160 – 200+Field Sales Manager 160 – 180 130 – 160 – – – –Channel Sales Manager 145 – 165 120 – 140 130 – 150 120 – 140 120 – 140 n/aBusiness Development Manager 135 – 175 120 – 135 150 – 170 OTE 200+ 130 – 150 130 – 160Category Director 180 – 220 130 – 150 – – – –Category Manager 145 – 165 110 – 130 120 – 140 120 – 140 – –Category Analyst 100 – 120 90 – 100 90 – 110 – – –

melBOURneSales Director OTE 300+ OTE 220 OTE 250 OTE 300+ OTE 200+ OTE 300+Sales Manager OTE 200+ OTE 140 – 160 OTE 150 – 170 OTE 200+ OTE 200+ –Business Manager OTE 200+ OTE 140 – 160 130 – 160 – – –Strategic or National Account Manager 150 – 175 125 – 145 100 – 300 OTE 200+ 130 – 160 OTE 160 – 200+Field Sales Manager 150 – 180 130 – 160 110 – 140 – – –Channel Sales Manager 145 – 165 120 – 140 130 – 150 120 – 140 120 – 140 n/aBusiness Development Manager 130 – 170 115 – 130 150 – 170 OTE 200+ 130 – 150 130 – 160Category Director 180 – 220 130 – 150 – – – –Category Manager 145 – 165 110 – 130 120 – 140 120 – 140 – –Category Analyst 100 – 120 90 – 100 90 – 110 – – –

Digital All Sectors Data Analytics All Sectors

SyDney & melBOURne $,000 SyDney & melBOURne $,000Head of Digital 200+ Head of Data Analytics 200+Head of Online / e-commerce 200+ Insights / Analytics Manager 145 – 170Head of SEO / SEM 120 – 160 Data Scientist 130 – 150Head of Product 150 – 220 Analyst 100 – 120Head of Content 160 – 180Social Media Manager 110 – 130Web Analytics 100+

Sourcing high calibre talent since 1999

lower mid-market: $80K – $120K Candidates in this market are finding it difficult to find new roles quickly, as the hiring process for most companies seems to have become very drawn out. There is a tendency for companies to start the process and then put a role on hold half way through or fill the role internally.

The most highly sought after skills are hands-on digital, acquisition/retention and marketing executors. Financial services seems to be picking up activity at this level followed by retail and luxury fashion. The most challenging sectors are clearly print media and telco where teams have been significantly reduced, trimming roles aggressively at this level. Sales roles at this level have remained stable with no significant increase in hiring or reduction of headcount. Salaries for sales and marketing are stable with increases of 3% - 5%. Digital candidates are often getting 5% - 8% as this is a candidate short market and companies are keen to retain good people.

Contracting/Interim AssignmentsThis market continues to be an active market as marketing departments are still finding it difficult to get permanent roles approved. Typical skillsets in demand are Product Management, Innovation or Digital/SEO/SEM roles. There is demand for Communications professionals for contract roles too.

We have observed a trend towards people hiring candidates they know and are familiar with. This is probably a reflection of the cautious, risk adverse climate we currently have but it does make it difficult for candidates seeking to move across industry sectors.

We have been impressed by the quality and calibre of skills and experience we are able to offer our clients for both long term, interim projects and short term contracting needs.

The most highly sought after skills are hands-on digital, acquisition/retention and marketing executors

The figures stated show total guaranteed package (cash salary, superannuation, vehicle allowance and benefits) Bonus and options are not included. Typically, Bonuses begin from 10% plus depending on individual and company performance. On Target Earnings is used in sales roles where Bonus or Commission is over 30% of total package.

10

Welcome

Sydney Level 10, 28 O’Connell Street Sydney NSW 200002 9227 7777

Melbourne Level 27, Rialto South Tower 525 Collins Street Melbourne VIC 300003 9935 2860

www.perceptor.com.au

Sourcing high calibre talent since 1999

executive SearchFor senior roles, or confidential assignments, we recommend Executive Search as the most appropriate solution as it is the most comprehensive and structured recruitment methodology.

Perceptor’s joint Managing Directors, Mark O’Connor and Ian McAlpine have been “hands-on” recruiters for 20 years and 19 years respectively. Over this time, we have built a first class network which can be leveraged to access high-calibre talent by discerning organisations. This expertise could be of major value to your business.

As the demand for faster turnaround times increases, we can guarantee an efficient and time-sensitive process to meet agreed deadlines without compromising the integrity and rigour of the assignment.

We can provide testimonials and references on request. Please contact our Directors for further information on 02 9227 7700.

Partner with Perceptor

Recent Assignments By Perceptor

finance and Accounting

• Divisional CFO – ASX Retail Group

• Treasurer – ASX Resources Company

• Commercial Manager Sales – Major Media Group

• Commercial Finance Manager – ASX Energy Group

• Head of Finance – International Financial Services Company

• Transformation Advisors (multiple) – Major Media Group

• Group Financial Services Manager – ASX Energy Group

• Financial Controller – Australian Retail Company

• Strategy Manager – Multinational FMCG

• Finance Transformation Program Manager (Interim) – Global Consumer Group

Sales and marketing / Digital

• Head of Insights and Analytics – ASX Wealth Management Group

• Head of Marketing – Global Online Travel Group

• Global Digital Director – Global Beauty Group

• National Sales Manager – International White Goods

• Group Marketing Communications Director – Global Consumer Goods

• National Retail Operations Director – International Consumer Technology

• Head of Business Marketing – ASX Wealth Management Group

• General Manager – Private Equity Start-Up

• Head of Category Management – Global Consumer Group

• Director of Operations APAC – Global Online Travel Group