Salary Survey results 2013

Introduction

We are coming towards the end of another eventful (and fast moving) year, and it’s been interesting to say the least!   The market appears to be constantly evolving ……… take a look at our salary survey as we focus on salaries across the Digital/Creative/ Marketing and PR industry from November 2012 to November 2013. Gain an insight into our findings, thoughts and reflections and some of the changes that we have discovered along the way.  We hope this year’s endeavour is of some use to you!

Amongst all this talk of change there is one unfortunate aspect that has remained the same – salaries have still not gone up.  Whilst the media have been pushing news on how the economy is growing and jobless rates are going down (if you are in the South East), the biggest issue most of our candidates have been facing this year (and the last few before) is that salaries appear to have stagnated. It would seem that the North is experiencing an element of “stagflation” as our results show that most salaries are not rising at all in line with inflation, and in some sectors of the industry, candidates salaries are actually going backwards.  Please read on to see our findings with a few comments to see where this has happened….

With regards to jobs, this year has been one of the busiest we have ever had in what is our 7th year of business. Roles have been much less technically orientated compared to last year’s jobs, with a greater emphasis on content, copywriting, design and online marketing. Results point towards a significant jump from in-house clients looking to move away from outsourcing their digital marketing  in order to bring these services in-house.

Demand for print design and traditional marketing has continued as many companies now have their technical teams in place and are concentrating more on branding compared to last year’s findings. Industry wise, retail has still been a strong market for us but this time a much larger chunk was from newer E-commerce companies as well as our older, more established clients.

One of the biggest obstacles we have had to deal with, has been the severe lack of good Search candidates available – where have they gone? Whilst there has been no shortage of vacancies requiring strong SEO or PPC experience, there has simply been a huge shortage of candidates for these posts.  For this reason, we are unable to include statistics for those salaries this year…there simply isn’t enough data.  Of those candidates that have joined Gloss this year, the biggest shortfall within Search is coming from the lack of junior candidates entering the market.  This is having a knock on effect on the rest of the division – a bit like the UK property market last year (maybe the government should issue a “help to Search” policy)!

Finally, job board advertising has been on a slippery slope for the last 12 months: we still received plenty of applications but the quality candidate responses within them have fallen reiterating a greater emphasis on networking, “head hunting” and passive candidate communication. The bottom line for most of our clients is that they haven’t got the time to train new recruits and therefore need to employ candidates with those skills already in place.  As a result of this, clients have encountered the salary issue previously mentioned – good candidates will normally require a salary raise and clients are struggling to afford them.  It’s a catch 22 situation that will hopefully be rectified soon as more junior candidates do what it takes to get relevant work experience and companies become able to raise salaries in line with (real) inflation.

Trends  

Key trends:

1. Rise in content, copy and branding roles.

2. Severe lack of digital search (PPC and SEO) candidates

3. Not enough movement in salaries / benefits to attract “wish list” applications

Salaries

Job Minimum Maximum Average Comments
Artworkers        
Junior artworker (1 to 3 years)

14

20

15.4

Similar to 2012
MW Artworker (3 to 5 years)

18

21

19.5

Similar to 2012
Senior Artworker (5 years+)

15

26

21

Less than 2012
Studio Manager

20

40

26.5

Less than 2012
 
Designers    
Junior Designers Agency (1 to 3 years)

11

18

16

Small improvement to 2012
Junior Designers Inhouse (1 to 3 years)

12

20

17

Similar to 2012
MW Designers Agency (3 to 5 years)

17

25

20.5

Similar to 2012
MW Designers Inhouse (3 to 5 years)

15

30

22.4

Small improvement to 2012
Senior Designers Agency (5 years+)

20

30

25.3

Similar to 2012
Senior Designers Inhouse (5 years+)

20

30

25.5

Small improvement to 2012
 
Marketing (Agency)    
Account Execs

15

25

20.1

Small improvement to 2012
Account Managers

22

30

26.4

Less than 2012
Account Directors

30

40

36.6

Less than 2012
 
Marketing (Inhouse)    
Exec

14

25

19.4

Less than 2012
Manager

23

35

28.2

Less than 2012
Director

40

66

48.8

Similar to 2012
 
Web Design        
Junior Designer (1 to 3 years)

13

24

19.5

Similar to 2012
MW Designer (3 to 5 years)

19

28

23.7

Similar to 2012
Senior Designer (5 years+)

27

35

30.4

Similar to 2012
 
Digital Marketing  
Exec

16.5

25

21.75

Similar to 2012
Manager

18

35

27.3

Similar to 2012
Director

30

55

40.5

Less than 2012
Content

14

25

20

Large rise in vacancies
 
PR Roles        
PR Executive

12

25

17

Similar to 2012
PR Manager

22

27

25

Similar to 2012
PR Director

26

35

30.5

Similar to 2012
     
Junior Copywriter

12

18

15.4

Similar to 2012
MW Copywriter

17

26

21.7

Similar to 2012
Senior Copywriter

18

33

27.8

Similar to 2012

Sources

The data summarised in this survey has been collated from candidates that have registered with our agency within the last year and are based on actual submitted salaries rather than the upper limit of client job specs. Please note that Gloss Creative Recruitment operates on Permanent and contract positions both Inhouse and agency only within the Yorkshire area.

For more information please visit www.glossrecruitment.com or call us on 0870 321 9788

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Gloss Creative Recruitment’s Salary Survey 2012

Gloss Creative Recruitment’s Salary Survey 2012

Representing Yorkshire’s finest talent

Introduction

It’s that time of year again when we spend a good week analysing another year’s worth of candidate’s applications and salaries.  We always find it interesting producing our annual salary survey, this time collating information for applications of over 200 new job vacancies since November 2011!  We would like to share our findings, thoughts and reflections with you, our valued clients as we focus on the salaries across the digital / creative / Marketing and PR industry from November 2011 to November 2012.  We always like to receive your feedback on our efforts and hope this latest survey is of some use to you.

This year we have experienced a large surge in demand for more technical candidates with a huge emphasis on web developers rather than web designers. There has been a significant demand for good account handlers – the biggest trend being the need for digital and retail experience. This demand has slowed during the second half of the year making room for more design led positions but the only raise with regards to salaries came from the more technical coding roles.

There has been a much more varied mix of vacancies registered with Gloss Creative Recruitment as opposed to last year which was primarily dominated by digital positions. Print and traditional marketing has picked up along with a more even spread of industry sectors (last year was more about the retail sector). Retail has been more focused towards the “economical” brands with the luxury orientated brands working more on replacement roles.

We have also seen a much higher rise in the level of digital content roles this year with a marked trend towards digital copywriters, content management, and bloggers.

There has still been plenty of opportunity in search with a constant need for good SEO and PPC candidates but this time with permanent positions opening in CRO and Analytics. Once again the biggest change has been the rise in roles for good digital copywriters / bloggers with a good knowledge of content for SEO purposes.

Here at Gloss, we advertise all of our roles through the usual social media channels but still find that the best method of recruiting has been through the contact of our passive candidates (people on our database that might not be proactively looking for jobs but are open to suggestion). Whilst advertising still has its uses, the fact that we keep all of our applicants for future roles has definitely made the difference for those harder to fill vacancies.

The biggest trend of all for us this year has been the huge rise in ongoing (extendable) contract roles ranging from 1 to 6 months for the purpose of flexibility, control and overheads. Whilst this has its benefits, this does limit the options when it comes to getting the best of who is available (although for less technical roles this has not been a problem). It would seem that the economy is making long term vision something for the distant future!

Digital 

Key trends:

1. Rise in technical, hand coding and back end development roles.

2. Much more stringent, 2-3 stage interview techniques as well as a rise in working trials.

3. Companies using short term contracts to fulfil requirements to the end of the year.

 

Salaries

Job
Web Design Min (K) Max (K) Ave (K) Most common name (John)
Junior Designer 15 22 19.50
MW Designer 20 32 24.19 Male 89%
Senior Designer 27 35 30.44 Female 11%
Front End Developers Most common name (Andrew)
Junior Developer 18 26 20.33
MW Developer 21 24 24.67 Male 100%
Senior Developer 25 32 29.88 Female 0%
SEO
Junior 15 24 18.83 Most common name (Richard)
Middleweight 19 35 25.75
Senior 20 40 30.29 Male 77%
Female 23%
Content 15 35 22.6 Most common name (Peter)
Male 64%
Female 36%
PHP Developers Most common name (Christopher)
Account Execs 16 25 19.63
Account Managers 20 35 28.14 Male 100%
Account Directors 30 60 39.17 Female 0%
Digital Marketing Most common name (Paul)
Exec 16.5 28 21.45
Manager 22 36 29.23 Male 73%
Director 35 75 48.00 Female 27%
Project Manager 23.5 43 30.69
PPC Most common name (Mark)
Junior 18 30 21.00
Middleweight 18 34 25.25 Male 75%
Senior 28 40 34.50 Female 25%

Graphic Design, Marketing and PR.

Graphic design within the print sector has made a healthy return this year – matching the level of digital roles we received for 2012. One of the most welcome changes has been the rise of junior level roles with companies showing a strong interest in the development of junior talent and longer term benefits. Unfortunately, salaries have still not risen, but the amount of redundancies and out of work middle weight to senior level designers has dropped significantly.

Our review shows that the average salary across the creative agency sector is very similar to that of 2011.  New roles have started to arrive due to some growth and strong designers have been moving out of the job market quite quickly. The graduate level market is still very tough, though this could be helped by university careers departments creating a minimum standard application course (e.g. all designers applications should come with a portfolio for a start!).

We have had a steady flow of marketing and communication roles this year on both agency and client side with an emphasis on the social marketing arena. Gloss Creative Recruitment has a varied mix of clients from the public sector through to retail but the common theme has been much more about creating content and delivering the message leading to the demand for more candidates with a deeper knowledge of social media trends and its applications.

Once again, with all our roles, the emphasis on local talent has been very high on the priory list with clients and candidates looking for smaller commutes and greater flexibility.  With salaries still remaining static, compensation has had to come in different forms including personal growth, a passion for the specific industry sector and culture fit.

Finally, we are very grateful for the amount of repeat business we have received from both our candidates and clients – our business mirrors that of the creative sector by gaining business via good customer satisfaction and communication. We have worked hard on providing a quality service with a complete feedback system and (most importantly) a continued commitment to the long term needs of our customers.

 

Key trends:          

1. Bounce back in demand for junior level designers although still very competitive at the straight graduate level.

2. Clients wanting more exposure to candidates via a longer interview process.

3. Salaries mainly frozen from the year before with more emphasis on non direct company benefits.

5. Rise in communications and marketing roles at the middleweight level with senior positions still thin on the ground.

 

Salaries

Job
Artworkers Min (K) Max (K) Ave (K) Most common name (John)
Junior artworker 14 19 16.50
MW Artworker 15 22 18.13 Male 77%
Senior Artworker 17 32 22.48 Female 23%
Studio Manager 20 30 27.25
Designers Most common name (Matthew)
junior Designers Agency 14 16 15.57
junior Designers Inhouse 15 24 17.91 Male 66%
MW Designers Agency 20 25 21.86 Female 34%
MW Designers Inhouse 20 30 22.93
Senior Designers Agency 23 30 26.69
Senior Designers Inhouse 23 32 25.75
Marketing (Agency) Most common name (David or Claire)
Account Execs 16 25 19.63
Account Managers 24 35 28.77 Male 50%
Account Directors 30 45 39.17 Female 50%
Marketing (Inhouse) Most common name (Sarah)
Exec 16 28 20.35
Manager 22 35 26.42 Male 34%
Director 35 50 45.00 Female 66%
PR Roles       Most common name (Sarah)
PR Executive 15 25 19.63
PR Manager 20 35 24.44 Male 8%
PR Director 35 50 40.71 Female 92%
Comms Manager 15 40 27.50
Copywriter 15 30 22.38 Most common name (Robert)
Male 50%
Female 50%

Sources

The data summarised in this survey has been collated from candidates that have registered with our agency within the last year and are based on actual salaries rather than the upper limit of client job specs. Please note that Gloss Creative Recruitment operates on Permanent and contract positions both Inhouse and agency only within the Yorkshire area.

For more information please visit www.glossrecruitment.com or call us on 0870 321 9788. For the official version email cvs@glossrecruitment.com

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Salary Survey for Creative jobs in Yorkshire 2010

 Gloss Creative Recruitment’s Salary Survey 2010 – Representing Yorkshire’s finest talent

Introduction

For us, January 2010 was a welcome relief after the negative effects of 2008 /2009. It was almost as though everyone took a deep breath over Christmas and we all came back with a much more positive and determined outlook. This has certainly been reflected in the amount of recruitment activity within our sector.

Gloss specialises in the Creative sector and one of the biggest trends we spotted this year was the huge rise in digital requirements – specifically Web design and Search. Where companies had been holding off on expanding and trying to make current staff numbers work, the damns finally burst resulting in a large amount of hiring and a great deal of movement in the area – especially at the Middleweight level.

Towards the middle of the year we have seen more of a move away from the delivery side (designers and developers) to the account handling and marketing aspects. As 2010 moves on, those of us that survived the torrent are now moving forward to look towards bigger market share…

Digital

Key trends:

1. Full service agencies growing their digital presence

2. Digital account handlers in high demand with low availability

3. SEO and PPC vacancies soar as new search agencies open in Leeds

Salaries

Digital Account Handlers      
           
Position     Typical Max  
Account Executive   £17k £25k  
Account Manager   £26k £35k  
Account Director   £37k £45k  
SEO /PPC executive   £19k £25k  
SEO /PPC Manager   £26k £36k  
SEO /PPC Director   £40k+  

 

Digital Creatives      
         
Position     Typical Max
Digital Director   £45k+
Junior Web Designer £17k £22k
MW Web Designer   £22k £27k
Senior Web Designer £28k £35k
Flash Designer   £25k £34k
PHP Web Developer   £22k £36k

 

Key Contact:

Ian Rigby

Ian@glossrecruitment.com

Graphic and Print Design

Key trends:

1. Due to large redundancies there has been a lot of candidate availability

2. Clients want very specific skills to hit the ground running

3. Salaries frozen or reduced depending on agency

4. Many graphic designers moving into digital training

5. Freelancers struggling and many turning permanent

Salaries

Creative Roles        
Position     Typical Max  
Artworker (Junior)   £13k £16k  
Artworker (M’weight)   £17k £22k  
Artworker (Senior)   £22k £28k  
Studio Manager   £28k £33k  
           
Designer (Junior)   £14k £18k  
Designer (M’weight)   £19k £24k  
Designer (Senior)   £25k £32k  
           
Art Director (Junior)   £16k £18k  
Art Director (M’weight) £18k £28k  
Art Director (Senior)   £28k £40k  
           
Creative Director   £40k+    

 

Account Handlers      
Position     Typical Max
         
Account Executive   £15k £25k
Account Manager   £26k £35k
Account Director   £38k+
         
Client Services Director £45k+
         
Copywriter (junior)   £14k £20k
Copywriter (M’weight) £20k £28k
Copywriter (Senior)   £30k+
         
Project Manager   £22k £25k
         
Design Manager   £25k £35k

 

Key Contact:

Nicola Burbridge

Nicola@glossrecruitment.com

Sources

The data summarised in this survey has been collated from Candidates and Clients that have registered with our agency and are based on actual paid salaries and client job specs. Please note that Gloss Creative Recruitment operates on Permanent positions both inhouse and agency only within Yorkshire.

For more information please visit www.glossrecruitment.com or call us on 0870 321 9788