Harnham_Salary_Guide_2014

HARNHAM - INSIGTHFUL RECRUITMENT
HARNHAMDATA&ANALYTICS
SALARYGUIDE2014
The definitive source of salary information
for the UK Data & Analytics market

HARNHAM - INSIGHTFUL RECRUITMENT
SALARY
GUIDE
INTRODUCTION Overall we continue to see a positive
outlook and buoyant market for
candidates. There was a huge demand
in the last quarter of 2013 which has
continued into the first quarters of
2014. There is clear indication that 2014
will continue to be a very candidate
driven market.
Survey data indicates that more
candidates are exploring new
opportunities but this increased
interest still does not meet the
continued high volume of vacancies
– so 2014 sees the continuation of a
very candidate driven market. Not only
are candidates seeking better overall
benefit packages but also higher levels
of compensation over previous years.
With even more roles on offer and
relatively fewer qualified candidates
to go round, organisations will need
to offer more competitive packages
in order to secure the best talent for
their operations. More frequently we
are seeing the common scenario of
the most qualified individuals having
multiple offers at the point of decision.
Organisations will need to streamline
their hiring processes so as to secure
the best talent in the most expedient
manner.
Organisations able to quickly screen
suitable candidates and offer the most
competitive compensation and benefit
packages will be able to attract the
best talent available.
Of those likely to change roles
this year the vast majority are
actively looking for a new role
Half of those looking to move
stated it was to secure better
remuneration
Welcome to the Harnham 2014 Salary Guide.
A definitive guide to the latest salary data,
summary of market trends and predictions
within Data & Analytics in the UK.
Whether you’re looking at hiring or
contemplating your next career move,
we hope this guide will prove invaluable in
understanding the current drivers in the
Data & Analytics marketplace.
LIKELY
TOCHANGE
ROLES
ACTIVELYSEEKING
SEEKING
BETTERPAY
INCREASED
EXPECTATIONS
HARNHAMSALARYGUIDE2014-PAGE2
Over half of respondents stated
they are likely to change roles
this year
Respondents are
seeking an average
of 19% increase in
their base salaries

DATA
SOURCES
BENCHMARKINGAs part of our increasing
presence within the Data
& Analytics business
community,we continuously
monitor trends within this
marketplace.
Our 2014 salary guide is based on
a robust survey completed by over
1,000 respondents based throughout
the UK, further supported by a
number of other market data
sources, including:
_ Objective data based on
placements made by Harnham
during 2013

_ Market intelligence gained
through client and candidate
interviews and assessments in
2013

_ Analysis of Harnham’s online
advertising placed throughout
2013
The largest response to the survey
was from the London region followed
by the South East.
Responses were on par for the
South West, East Midlands, North
West, and also for West Midlands,
Yorkshire Humber and Scotland.
Wales and Northern Ireland once
again had participants this year.
Collating our findings in one
place, we continue to bring you an
invaluable salary reference resource
for the Data Analytics market.
WORK
LOCATION
NUMBER
OFRESPONDENTS
Over half of the
respondents
work in London

RESPONDENT
PROFILE
RESULTSFrom Financial Services to Technology,Retail and
Banking to FMCG,this year’s Harnham Salary
Guide includes feedback from every region of the
UK and right across the spectrum in terms of Data
Analytics roles,with individuals participating
from entry level right through to executive
management.
MALE
FEMALE
TECHNOLOGY
18-24
25-34
35-44
45-55
55+
FINANCIALSERVICES
BANKING
CONSULTANCY
RETAILFMCG
MAIN
SECTORS
AGE
GROUPS
GENDER
Largest age group
in the survey

CAREERS
OPPORTUNITIES
FUTURE
OTHER REASONSFORLEAVING
REASONS
FORLEAVING
AVERAGE
TENUREHARNHAMSALARYGUIDE2014-PAGE5 Nearly half of
respondents stay in
their role for up to
2 years, with a further
47% staying for
3-6 years
_ Poor Management
_ Job stability
_ Lack of training
_ Redundancy
_ Team dynamics
_ Relocation
Last year 38% of
respondents changed
companies due to
uncompetitive salaries
The vast majority of our
respondents indicated that
the key driver to seek an
alternative role is the salary
and benefits package they
currently receive.
The majority of respondents seeking
to change roles feel their salaries are
either not competitive or reflective of
today’s job market.
Another key driver is benefits – with
more comprehensive packages
which include flexible benefits being
sought.
The demand for higher salaries and
better benefits is going to be ever
more present in 2014 as the trend of
a candidate-driven market place is
likely to continue for the remainder
of the year.

BONUSES
FIGURES
SALARIESThere is a real marked division
within the Data Analytics
marketplace when it comes
to salary increases.
2013 saw an almost 70/30
split between those individuals
who did secure a pay rise and
those who received no pay
rise at all.
62% of salaries increased by at least
double the rate of inflation, with a
considerable number increasing by
more than that. The average increase
in base salaries was 13% over the
previous year. Approximately 32%
of respondent salaries remained at
their 2012 levels.
When it came to bonuses, nearly 60%
of respondents received a bonus
during 2013 with the average bonus
being 15% above base salary.
As already mentioned, the last quarter
of 2013 and first quarter of 2014 has
seen an increase in vacancies in the
Data Analytics sector.
We foresee that 2014 will continue to
be a candidate driven market, so those
respondents with no rise in salary or
bonus are likely to seek opportunities
where they can achieve a higher all
round compensation package.
For companies who wish to hire this
year, real consideration needs to
be placed on offering competitive
packages to ensure they can attract
the best candidates.
BONUSLEVEL
NO
INCREASE
RECEIVED
BONUS
SALARY
INCREASE
SALARY
INCREASE
of salaries increased by at least
double the rate of inflation
Of those receiving bonuses
in 2013, 66% received higher
bonuses than the previous year
For nearly one third of
respondents there was no
increase in salary at all.
of respondents received
an annual bonus above
their base salary
was the average bonus
percentage above base salary
achieved in 2013

SALARIES
METHOD
JOBLEVELSThe salary data presented in
the following tables reflect base
compensation excluding bonuses,
incentives and other benefits.
Trends relating to the packages
offered are highlighted in the
commentary preceding each table.
Salaries are broken down by
experience level and in a broad
sense, they represent the following
guide to likely years of experience.
By using this salary guide you will be
better positioned to make informed
decisions regarding your career
progression or your budgetary needs.
We would like to emphasise that this
should only be used as a starting
point and we would be happy to offer
further assistance to you personally.
Simply contact us for a confidential
discussion.
ENTRY LEVEL
0-2 years
MID LEVEL
3-6 years
SENIOR TECHNICAL
OR MANAGER LEVEL
7-10 years
SENIOR MANAGER + LEVEL
11 years +

CREDIT
RISK
“Analysing big datasets
efficiently is a greater
requirement nowadays”

“More regulatory changes
around data enable banks
to invest in the data and
technologies”

“There is more choice
of analytical tools that
can challenge SAS such
as HADOOP, NoSQL, hive,
etc.”
We continue to see the greatest need
at Senior Analyst level, and this is
where the most marked uplift in
salaries across the board has been
seen over both 2012 and 2013.
Basel III and its ongoing
implementation was the big talking
point of 2013. The impact on the
market was a greater need for Analysts
to ensure banks are compliant with
the requirements of Basel Pillar 3.
There was also greater demand for
candidates in the area of capital
reporting to perform regulatory and
economic capital calculations.
Along with Basel III, the need in the
niche lending sector was to prepare for
new regulation being introduced in April
2014. The ongoing impact of this will be
measured in 2014.
Credit Risk also saw 2013 result in a role
heavy market with a scarcity of skilled
candidates.
The market has been busy,with numerous
challenger banks joining the clamour for
strong analysts.This has added to the growth
in demand for analysts that was already
seen in the niche lending sector.This means
more diverse roles,greater opportunities and
subsequently more varied career moves for
suitably skilled people.
WE
ASKED
YOU
ANSWERED
Have you noticed any changes in the Data Analytics
market, or emerging technologies / sectors that you
feel will have an impact in 2014?

ANNUALPERMANENTSALARY AVERAGE
DAILYCONTRACT AVERAGE PAY RATES
CREDIT
RISK
Financial institutions are subject to a variety of
risks from credit and operational to liquidity.
The unprecedented complexity of today’s business
environment and the globalisation of many operations
bringing geographically diverse employees, vendors
and partners makes credit risk a top priority. Firms are
increasingly seeking cutting edge and innovative ways
to manage their credit risk and are approaching risk
management from an enterprise-wide view.
This business area continues to see one of the highest levels
of IT spend – particularly analytics as firms seek to harness
the power of big data to drive performance metrics and
business processes.
EXPANDING BOUNDARIES:
- Operations are increasingly global and complex
and they are expanding their governance,risk and
compliance (GRC) activities.
RISK INTELLIGENCE:
- Risk-relatedinformationismorecriticalthanever.
There is a shift toward leveraging risk metrics to
drive performance and business processes.
LEVERAGING BIG DATA:
- Organisations that are able to quickly analyse
unprecedented volumes of big data will be
best positioned to uncover both risks and
opportunities.
TOP3SECTORTRENDS
CREDITRISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
£34k / £27k
£31k / £29k
£33k / £29k
£29k / £25k
£51k / £43k
£47k / £44k
£49k / £42k
£45k / £33k
£70k / £66k
£68k / £62k
£63k / £57k
£60k / £53k
£110k / £97k
£105k / £95k
£101k / £96k
£85k / £77k
CREDITRISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
£220
£250
£200
£135
£448
£448
£426
£336
£661
£655
£616
£549
£840
£857
£829
£778
EntryLevel MidLevel Senior orManager Director
Annual Base Salary - £ GBP [London / Outside London]
Daily Contract Rate - £ GBP per day

DATAAND
TECHNOLOGY
This has seen the ongoing demand in
skills such as SAS being added to the
tools to harness unstructured data
such as NoSQL. We have also seen
a significant increase in demand for
data visualisation and for candidates
with knowledge of visualisation tools
such as Tableau.
This growing need for visualisation tools
and a more mature approach to the
respective roles of Relational and NoSQL
methods is where we have seen the
biggest shift in skill set demand. However,
companies are still relatively near the
start of their journeys in this space. The
prediction from SAS and e-skills UK in
early 2013 that the demand for big data
professionals would grow 92% between
2012-2017 appears to be accurate.
The 2014 survey should be able to show
whether the prediction that Big Data
professionals can earn 20% more than
other IT professionals is also being seen
in the market.
“Visualisation will
become more important”

“Hadoop is gaining a lot
of traction, particularly
around the concept of the
Enterprise Data Hub”

“Analytics is getting
even more widespread
across more areas of
the business.”
The demand for Big Data professionals
continues to grow as companies further
expand their strategies harnessing the
power of Big Data into all areas of their
business operations.
WE
ASKED
YOU
ANSWERED

DATAAND
TECHNOLOGY
While around for quite some time,the greatest
growing focus continues to be on Big Data.
With vast amounts of data being generated on
a daily basis – be it from web or social media
to online commercial transactions - it’s not
hard to see why big data continues to garner
attention.
In 2014 big data comes to the forefront with emphasis being
placed on real-time analysis. This in addition to the many
transformative technologies emerging over the next year
underscore the need for businesses to remain ahead of the
curve of this rapidly developing sector.
DATA VISUALISATION
- To help decision makers to make informed
decisions quickly from large data sets,we will see
more emphasis on visualisation.
THE CLOUD
- IT managers anticipate the rise in cloud based
applications will have a massive impact on
how they manage data centre and enterprise
infrastructures.
DATA ANALYTICS
- To harness the potential of big data there will be
increased need to invest in state-of-the-art data
analytics and business intelligence systems.
TOP3SECTORTRENDS
DATAANDTECHNOLOGY
Role Type
BI Analytics
Data Architecture
Data Gov. / Mgmt.
Data Warehouse Dev.
SAS Programming
£33k / £27k
£35k / £28k
£35k / £23k
£32k / £28k
£31k / £28k
£49k / £46k
£54k / £45k
£49k / £38k
£47k / £40k
£46k / £41k
£66k / £59k
£77k / £72k
£62k / £45k
£66k / £57k
£63k / £54k
£110k / £88k
£99k / £98k
£86k / £72k
£93k / £87k
£102k / £94k
DATAANDTECHNOLOGY
Role Type
BI Analytics
Data Architecture
Data Gov. / Mgmt.
Data Warehouse Dev.
SAS Programming
£200
£210
£263
£350
£320
£463
£469
£380
£497
£452
£565
£610
£602
£599
£588
£768
£729
£753
£723
£735

DIGITAL The digital market as a whole has
seen a surge in demand for a variety
of skill sets over the last year and
continuously proves to be a rapidly
moving sector.
The need for Web Analytics
professionals with specialist skills
in Omniture or Google Analytics is
extremely high, however companies
are also embracing the use of a
diverse blend of lesser known
tools and therefore the specific
technologies are often less of a
necessity than in other areas
of Analytics.
Similar to some roles in Marketing
Insight, we have also seen an
increase in the number of Web
Analytics roles being brought in
house, rather than being outsourced,
and the demand for ‘hybrid’ Analysts
with proven offline and online
capabilities is at an all-time high.
The growing demand in the world
of UX, particularly designers and
architects has been particularly
noticeable, in addition to substantial
pay increases for professionals in
this area.
UX has become a particularly
fast paced, challenging sector
to recruit for; competition is rife,
salary expectations are high and
both permanent and contract
opportunities are readily available.
This evolving sector appears to be
continuing to gather pace and we
predict that it will remain as a high
demand area for the coming year.
Web analytics,PPC,user experience (UX)
and search engine optimisation (SEO) of web
sites and online campaigns now command
as much,if not more,focus than traditional
marketing analysis techniques.
More and more businesses are starting to
think in an innovative manner about the web
and are seeing the real benefits of measuring
and analysing their web traffic and online
activity to drive accountability as well
as optimising user interaction through
expert design.
WE
ASKED
YOU
ANSWERED
“growing appetite to utilise the data
now available to drive new products
and services and improved user
experiences”
“more personalisation, segment
discovery and targeting”

DIGITAL
Web analytics will continue to increase in
importance for most businesses.Companies
will increasingly need to manage an Internet
presence to sell products and services.In
addition,the importance of User Experience
and innovation to all businesses will continue
to increase at an unprecedented pace.
With the advent of better web analytics tools even more
organisations will use those platforms to analyse how their
users are interacting with their pages and to design better
environments that enhance their customers’ experience,
achieve a better user engagement and hopefully greater
revenues.
USER ENGAGEMENTTRACKING:
- Web analytics tools will go beyond click counts and
track engagement like scrolling, mouse movement,
zooming and highlighting.
THIRD PARTY DATA:
- Web analytics platforms will help site owners to
have better view of users of their sites through tools
for integrating data from multiple sources (i.e. CRM,
CMS,Lead Nurturing).
DATA MANIPULATION TOOLS:
- New tools will allow the integration of web analytics
platforms with Business Intelligence (BI) systems to
helpmakebetter businessdecisionseasier.
TOP3SECTORTRENDS
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
£34k / £26k
£28k / £23k
£30k / £22k
£30k / £24k
£48k / £39k
£36k / £32k
£42k / £33k
£46k / £35k
£58k / £51k
£50k / £45k
£75k / £52k
£59k / £51k
£70k / £64k
£70k / £60k
£94k / £80k
£85k / £65k
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
£283
£235
£320
£330
£300
£350
£410
£380
£400
£400
£600
£410
£500
£500
£800
£520

MARKETING
ANDINSIGHT
“An awareness of analytics alongside
other disciplines such as online
marketing creates a combined skill
set that can be handy.”

“Mobile and tablet devices
are becoming much
more influential”
This reliance on data has meant
that securing candidates for SAS
based Customer Insight Analyst roles
remains in considerable demand.
We have previously made reference
to the increasing number of clients
willing to be more flexible around
technical backgrounds and consider
transferable skills, namely SPSS, R
and SQL, as an alternative to SAS.
This trend has now become far more
prevalent and many organisations
are experiencing greater success
in their recruitment campaigns by
adopting this approach.
We also see increased growth in Client-
side Data Strategy roles. The shift
towards creating internal Data Planning
and Consultancy teams, rather than
outsourcing these roles is becoming
increasingly popular.
Over the years, we have faced an element
of resistance from both clients and
candidates about the movement between
Agency and Client-side. We are now
witnessing an increasing number of Data
Planning and Strategy professionals
embracing the movement, particularly
from Agency to Client-side opportunities.
This surge in demand from both the
Agency world and Client-side teams has
led to Data Planning vacancies being
another challenging area to recruit for.
We are now interested to see what impact
the increase in Client-side opportunities,
typically with more substantial benefits
and bonus potential than Agency-side
opportunities, has on the market and
salary expectations moving forwards.
Marketing has evolved from a creative process
into a highly data-driven one using analytics to
determine the outcomes of campaigns,guide
investment decisions and plan
future customer targeting.
WE
ASKED
YOU
ANSWERED

MARKETING
ANDINSIGHT
The marketing,media and agency sector
continues to evolve toward greater reliance
on mobile platforms and personalised
content marketing.
Marketers are challenged by the vast amounts of data
that are being generated but which lack depth of insight
leading to increased demand for and reliance on qualitative
research techniques for context and insight into human
behaviour and preferences.
QUALITATIVE RESEARCH:
- While data analytics are great for providing a
screenshot, marketers are seeking more human
insights to strengthen campaigns.
USER-GENERATED CONTENT:
- Consumers begin to realise the full value of
their personal data. Smart marketers will
provide opportunities for people to tell stories.
ONLINE VIDEO:
- As consumers move their activities to their
mobile devices, video will move with them. This
means an increase in digital video advertising
across all mobile devices.
TOP3SECTORTRENDS
MARKETINGINSIGHT
Role Type
Account Manager
Campaign Analyst
Commercial Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
£32k / £26k
£35k / £32k
£32k / £26k
£36k / £31k
£38k / £31k
£37k / £31k
£27k / £24k
£42k / £34k
£54k / £47k
£47k / £41k
£55k / £50k
£63k / £50k
£49k / £46k
£43k / £37k
£67k / £61k
£77k / £72k
£68k / £54k
£81k / £57k
£78k / £61k
£96k / £89k
£69k / £60k
£88k / £72k
£110k / £95k
£97k / £91k
£123k / £108k
£103k / £90k
£129k / £104k
£96k / £87k
MARKETINGINSIGHT
Role Type
Campaign Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
£205
£226
£209
£226
£192
£345
£396
£396
£396
£294
£479
£565
£599
£509
£398
£690
£706
£735
£701
£525

FUTURE
OUTLOOKTRENDS
SALARIES
- Salaries are increasing. The
average base salary reported
by our survey sample was 6%
higher in 2013 than in 2012.
Salary increases were achieved
by 62% of respondents in 2013.
The average salary increase was
13% over 2012.
BONUSES
- Bonuses are becoming more
frequent and are getting
larger. Approximately 59% of
respondents received bonuses in
2013 – a 4% increase over 2012.
The average bonus achieved was
15% above base salary.
JOB SECURITY
- Candidates feel secure in their
roles. Our survey results show
that 86% of respondents feel as
secure as, if not more than they
did last year in their role – nearly
20% increase over last year.
TEAM SIZE
- Team size is increasing. Our
survey results show that 75%
of teams remained the same
size or increased in 2013 – a 1%
increase over 2012
VACANCIES VS. INTERVIEWS
- Analysis of the Harnham data
archive reveals and annualised
growth rate of 36% in logged
vacancies by clients over the
last three years. In contrast
the annualised growth rate of
candidate interviews for these
vacancies stands at 24% over
the same time period. There is
a continuing year-on-year trend
in the shortage of qualified
candidates for available roles.
The impact of these year-on-year
trends is unmistakable. With
increasing base salaries, bonus
payments and team sizes along
with a general shortage of qualified
candidates for job vacancies there
is an overall increase in candidate
confidence.
The UK Data Analytics marketplace will continue to remain
candidate driven for the remainder of 2014 and the foreseeable future.
Compensation packages will continue to increase in response to the
continued supply shortage of qualified candidates relative to demand.
The average bonus
percentage above base
salary achieved in 2013
Three quarters of
teams remained
the same size or
increased in 2013
SALARY
INCREASE
BONUS
LEVEL
TEAM
SIZE
ANNUALISED
RATIO
Salaries increased by an
average of 13% over last year
of candidates to job
vacancies

CONTACT
HARNHAM
We provide consultancy covering
all aspects of attracting, selecting,
securing and retaining the most
suitably skilled and ‘best fit’
individuals for our diverse range
of client companies, who range
from high profile users of analytics
techniques through to a wide
selection of leading consultancies
and SME’s.
Our services include contingency and
search and we source individuals for
permanent roles, as well as interim
and contract assignments.
Having undergone rigorous training
in all aspects of recruitment as
well as the Harnham core values,
our consultants and resourcers are
dedicated to the provision of the very
highest quality service whether your
need is for recruitment campaigns
or support in finding the next step in
your Analytics career.
For further information on our
services, or if you have any
questions on the content of our 2014
Salary Guide please contact us:
1ST FLOOR, ASHVILLE HOUSE,
131-139 THE BROADWAY,
WIMBLEDON,
SW19 1QJ
T: 0208 408 6070
E: info@harnham.com
W: harnham.com
Harnham focus solely on recruitment
within the Data Analytics sector.
This focus has enabled us to establish an
extensive network of skilled candidates both
within the UK and further afield,developed
through pro-active sourcing combined
with a rigorous and proven selection
and delivery approach.

Harnham_Salary_Guide_2014

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