Robin Mee, Founder and President of Mee Derby, will co-present with Kim Whiteley on the very latest, unreleased staffing compensation trends. Robin will also present a session on creating a thriving virtual workforce, in which she'll discuss strategies for motivating remote employees and generating ROI from a virtual workforce model.

1. Your Candidates Are Underpaid – A Look
at the Latest Compensation Data
Robin Mee robin@meederby.com
Kim Whiteley kim@meederby.com

2. THE COMPETITION IS FIERCE
Quote from a recent reference: “Your client
should put the best offer forward because
when the market finds out he’s looking there
will be offers lined up at his door.”
May 4, 2017

3. RECORD GROWTH Temporary and Contract Staffing Sales
Staffing Sales Totaled $128.5 Billion in 2016—Up 1.7%
Total Annual Temporary and Contract Staffing Sales (in Billions)

4. SIA 2017 PROJECTIONS
• SIA projects the U.S. temporary staffing market to grow 4% in
2017 and 5% in 2018.
Education:12%
Clinical & Scientific: 5%
Healthcare: 7%
Search: 4%
Marketing: 7%
Industrial: 2%
IT: 5%
Engineering: 1%
F&A: 5%
Office: -1%
Legal: -1%

5. ANATOMY OF A COMPENSATION PLAN
Sales Director National Accounts, top 5 commercial
staffing firm, 5 years in industry, Midwest:
• $125k base + quarterly bonus
• Q1 2017 quarterly bonus: $35k
• 2016 W-2: $227k

6. ANATOMY OF A COMPENSATION PLAN
Director of Business Development, RPO, top 5 RPO
firm, 3 years in industry, Southeast:
• $132k base
• Quarterly commission
• 2016 W-2: $247k

7. ANATOMY OF A COMPENSATION PLAN
Senior Account Executive IT, top 10 IT staffing firm, 6
years in industry, DC/Metro:
• $43k base
• Bi-weekly commissions
• 2016 W-2: $220k

8. ANATOMY OF A COMPENSATION PLAN
Region Vice President, top 5 light industrial staffing
company, 18 years in industry, Midwest:
• $165k base, plus bonus based on market
performance
• 2016 W-2: $300k

9. ANATOMY OF A COMPENSATION PLAN
F&A Direct Hire Recruiter, F&A staffing firm, 6 years in
industry, DC/Metro:
• $68k non-recoverable draw plus commission tied to
cash in
• 2016 W-2: $120k

10. ATTRACTION USING COMPENSATION
• Craft a compensation plan that increases their
earnings and creates excitement.
• Get creative.
• Make your best offer first.

11. WHY A JOB CHANGE?
• Elevating in career
• Better opportunity
• Money
• Culture
• Flexibility
• Leadership
• Organization

12. STAFFING COMPENSATION TRENDS
• Base salaries are on the rise
• Multiple ways to bonus
• Long term incentive/stock/equity
• Cars
• Senior-level deferred comp plans

13. COMPENSATION DATA SETS
• The 2016 SIA Compensation Estimator was
comprised of 10,099 staffing industry professionals
surveyed across 184 U.S. staffing firms from 4th
Quarter 2016.
• Mee Derby dataset was based on actual
placement data for 2016 and 2017 YTD.

14. COMPENSATION DRIVERS
• Industry vertical matters - median total compensation is
highest in IT, followed by Clinical, Education, Engineering,
Finance & Accounting, and Creative/Marketing, then
Healthcare, and finally Office and Industrial.
• Size of company - companies with 21-50 employees paid the
highest across all positions and verticals in total compensation.
Base averaged the exact same for all size companies except
over 1,000 employees, which was lower.
• Experience matters - the more experience, the higher the
average compensation.

15. COMPENSATION
SIA data is base salary/total compensation using the median across all
locations, size of company, industry vertical, and years of experience.
Title Mee Derby SIA Bonus as a % base salary
Branch Manager 57k 70k/105k 40%
Recruiter, Direct Hire 55k 45k/65k 33%
Recruiter, Temp 67,500 40k/60k 33%
Area/Region/Division
Manager/Director/VP
108,750 110k/165k 33%
Recruiting Manager 83k 65k/105k 49%
Sales 95k 75k/120k 50%
Account Manager 115k 50k/85k 44%

16. EXECUTIVE COMPENSATION
Title SIA Bonus as % of base
salary
CEO 200k/300K 37% bonus
COO 160k/200k 25% bonus
Chief Sales Officer 175k/275k 50% bonus
Chief Marketing Officer 105k/105k 18% bonus
Chief Information
Officer
138k/165k 13% bonus
Chief Financial Officer 150k/178k 19% bonus

17. MEE DERBY RECOMMENDATIONS
• Review compensation plans regularly.
• Benchmark your compensation plan to your friendly
competitors - get involved with ASA and local councils.
• Track candidates compensation as you interview.
• Be flexible on compensation.
• Talk compensation several times when interviewing.
• Understand W-2 history for last 3 years base vs. variable
compensation and how it was paid out.
• Consider asking for W-2 verification.
• Communicate your compensation plan clearly and in
writing.
• Hire stretch candidates.

18. MEE DERBY WORDS OF WISDOM
• Consider hiring recent college graduates and
professionals from other industries using ASA’s
“Staffing As A Career” resources.
• https://americanstaffing.net/industry-
professionals/promoting-the-profession/
• https://americanstaffing.net/staffing-as-a-
career-a-world-of-opportunity-awaits/
• Hire a rookie with recruiter training through Career
Builder’s Right Skill program: https://rightskill.com/
• There are 751,000 staffing and recruiting
professionals on LinkedIn - co make some great
hires!