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Inrouncion
Welcome to the Hudson Ireland Salary Survey 2006.
The latest economic study in Ireland has highlighted that Ireland will remain the fastest-growing
economy in the developed world over the next 15 years, according to Deutsche Bank. The bank
named Ireland, Spain and the US as the OECD economies that will grow most quickly between
2006 and 2020.
With an economy almost at full employment levels, it is giving way to a scarcity in candidates and
a war for talent in the marketplace. Employee behaviours are changing and as such are demanding
more from their employer in terms of benefts packages, fexibility in the workplace, hygiene factors
and their development plan. More employees will not stay long-term in a company as the previous
generation did and they are willing to take on contract roles for a lifestyle choice or to move
around more when they are unhappy with their current employer. This has highlighted the need for
companies to have much better thought-out retention strategies, including salary and related benefts.
The following pages contain the latest study of salary ranges in Ireland for the coming year gathered
from sources including salaries offered by clients, candidate salaries upon registration and advertised
salaries. It is important to note that all salaries are dependent on a number of key factors such as size
of company, location, company benefts schemes and so forth. As such, the survey should be used
as a guide only. Please feel free to contact one of our consultants if you have specifc queries as they
would be delighted to assist you.
Whether you are looking for one new key employee, developing a volume recruitment campaign or
seeking advice on talent management, we are the only logical choice.
We hope that you fnd this survey of interest.
Peter Cosgrove
Country Manager Ireland
peter.cosgrove@hudson.com
3
Introduction 3
Commerce & Industry Finance 4
Financial Services & Banking 6
Human Resources 8
Information Technology 10
Sales and Marketing 14
Supply Chain, Logistics & Service Operations 16
Manufacturing & Technology 18
Biotechnology/Pharmaceutical 20
Concn
Commcrcc & Inunsry
Iinancc
Permanent Market (Table continues from previous page)
+
The market for newly qualifed accountants with 1 2 years PQE has continued to be extremely
buoyant for 2005 and is set to continue into 2006. In contrast with last years hike in basic salaries,
this year companies are looking to keep salaries stable and are trying to push their benefts package
as a way to attract candidates. Salaries at the more senior level are remaining quite static and
companies are focusing more on candidates coming from a similar industry background.

Internal Control and Risk is still an important area but the urgency on these roles has decreased
from last year. There has been an increase in more specialised roles like Tax, Treasury, Revenue
Assurance and Cost/Fixed Asset Accounting.
The contract market remains stable with companies often preferring to hire non-permanent
employees as a way to get around headcount restrictions. Salaries are slightly higher than the
permanent roles but not such a marked difference that would entice candidates to take contract
over permanent.
Icrmancn Markc
Job Title Lower Medium Higher
Chief Financial Offcer 110,000 130,000 150,000
Finance Director 80,000 90,000 120,000
Finance Controller 60,000 70,000 80,000
Finance Manager 50,000 60,000 70,000
Management Accountant 47,500 55,000 60,000
Cost Accountant 47,500 55,000 60,000
Financial Accountant 47,500 55,000 60,000
Recently Qualifed Accountant 40,000 43,000 45,000
Part Qualifed Accountant 30,000 35,000 40,000
Project Accountant 45,000 55,000 60,000
Auditing Director 65,000 80,000 110,000
Audit/Compliance Manager 60,000 75,000 90,000
Auditor 40,000 50,000 60,000
Business/Finance Analyst 45,000 55,000 65,000
Job Title Lower Medium Higher
Tax Accountant 50,000 55,000 60,000
Tax Manager 60,000 70,000 80,000
Treasury Manager 50,000 60,000 70,000
Treasury Accountant 40,000 45,000 50,000
Revenue Assurance Manager 60,000 70,000 80,000
Payroll Manager 40,000 48,000 55,000
Shared Accounting Services
SSC Director 100,000 120,000 140,000
Credit/Collections Manager 40,000 60,000 80,000
Accounts Payable Manager 48,000 53,000 58,000
Accounts Receivable Manager 48,000 53,000 58,000
General Ledger Manager 50,000 55,000 60,000
Accounts Payable Supervisor 32,000 36,000 40,000
General Ledger Accountant 45,000 48,000 50,000
Iinancial ~cr\iccs & Banking
Banking Industry (Table continues from previous page)
u
The Banking market has been extremely buoyant throughout 2005, with companies recruiting
steadily. The global banks have each typically recruited 100 150 new staff in 2005, and this
growth curve is set to continue through 2006. The result for candidates has been an increase in
opportunities for those looking to move. Competition between companies wishing to recruit the
same candidate has been very apparent this year a factor which was refected in the value of
salaries and benefts packages offered to candidates.
Another keen trend emerging is the number of companies counter-offering candidates that seek
to resign. Companies are doing everything in their power to retain staff and are willing to promote,
increase salary and/or improve working conditions (such as a reduction in overtime worked). This is
now very typical within the Funds industry.
Banking Inunsry
Job Title Lower Medium Higher
Fund Accounting Manager 70,000 80,000 120,000
Fund Accountant/Supervisor (Qual) 45,000 50,000 60,000
Fund Accountant (Part Qualifed) 40,000 42,000 45,000
Fund Accountant (1 3 yrs exp) 27,000 30,000 35,000
Settlements Manager 60,000 70,000 80,000
Settlement Team Leader 35,000 45,000 50,000
Settlements Administrator
(1 3 yrs exp)
27,000 30,000 35,000
Share Registration (1 yr+ exp) 27,000 30,000 32,000
Shareholder Services Manager 60,000 70,000 80,000
Shareholder Services Team Leader 35,000 45,000 50,000
Shareholder Services Administrator
(1 3 yrs exp)
27,000 30,000 35,000
Custody Manager 60,000 70,000 80,000
Custody Team Leader 35,000 45,000 50,000
Custody Administrator
(1 3 yrs exp)
27,000 30,000 35,000
Compliance/Trustee Manager 60,000 70,000 90,000
Job Title Lower Medium Higher
Compliance/Trustee Offcer 40,000 50,000 60,000
Treasury
Treasury Manager 60,000 70,000 80,000
Treasury Analyst 45,000 50,000 60,000
Head of Treasury 90,000 100,000 150,000
Front Offce Banking
Private Client Portfolio Manager 70,000 90,000 120,000
Institutional Sales
(Equities, Fixed Income)
65,000 90,000 120,000
Equity Research Analyst 40,000 65,000 95,000
Corporate Finance Director 90,000 100,000 150,000
Corporate Finance Executive 50,000 60,000 70,000
Quantitative Analyst 40,000 55,000 80,000
Derivatives Trading 50,000 60,000 120,000
Corporate Banking Lending
Manager Corporate Lending 75,000 85,000 100,000
Corporate Actions 27,000 30,000 35,000
Commercial Banking Lending
Senior Credit Analyst 55,000 70,000 80,000
Credit Analyst 45,000 50,000 55,000
Junior Credit Analyst 35,000 40,000 45,000
Insurance
Claims Manager 45,000 60,000 75,000
Claims Administrator 28,000 30,000 35,000
General Insurance Administrator 25,000 28,000 32,000
Commercial Underwriting Manager 40,000 60,000 75,000
Underwriting Administrator 28,000 30,000 35,000
Life & Pensions Regional Manager 50,000 64,000 82,000
Life Assurance Administrator 25,000 28,000 34,000
Pensions Manager 45,000 60,000 75,000
Pensions Administrator 28,000 30,000 35,000
Hnman Bcsonrccs
8
As the war for talent increases more emphasis has had to be placed on attracting and retaining
quality employees. This has resulted in demand for roles in Recruitment, Compensation & Benefts
and Learning & Development.
The HR market has also fnally begun to see an increase in salary levels. This is refected in the fact
that Human Resources is now seen more as integral to and aligned with company business strategy
as opposed to a support function.
Icrmancn Markc
Job Title Lower Medium Higher
HR Director (10+ yrs management) 95,000 120,000 150,000
HR Director (5 yrs management) 80,000 85,000 95,000
HR Manager (5 yrs management) 60,000 65,000 80,000
HR Business Partner 50,000 55,000 60,000
HR Generalist 40,000 45,000 50,000
HR Offcer 32,000 35,000 40,000
HR Administrator 25,000 28,000 32,000
Specialist Skills
Compensation & Benefts Director 85,000 90,000 110,000
Compensation & Benefts Manager 60,000 70,000 80,000
Employee Relations Manager 50,000 60,000 70,000
Industrial Relations Manager 60,000 70,000 85,000
Learning & Development Manager 55,000 75,000 120,000
Recruitment Manager 50,000 60,000 70,000
Organisational Development
Specialist
55,000 60,000 65,000
Permanent Market (Table continues from previous page)
Informaion 1cclnology
10 11
Job Title Lower Medium Higher
2nd Line Support Engineer
(Language)
23,000 30,000 35,000
1st Line Support Engineer 16,000 19,000 30,000
2nd Line Support Engineer 22,000 30,000 35,000
Sr. Field Service Engineer 30,000 40,000 50,000
QA Test & Localisation
Test Manager 40,000 47,000 60,000
Software Tester (Unix) 25,000 37,000 45,000
Software Tester (Windows) 25,000 35,000 45,000
Localisation Development Manager 55,000 60,000 75,000
Localisation Engineer 22,000 28,000 35,000
Software Development Roles
GUI Developer
(Visual Basic PowerBuilder) 25,000 38,000 50,000
Business Analyst 38,000 46,000 56,000
Java Developer with EJB/J2EE 35,000 45,000 60,000
Web Developer 25,000 30,000 40,000
Software Engineer C++, OOD 30,000 40,000 55,000
Software Engineer Visual C++,
MFC
25,000 38,000 50,000
Cobol Analyst Programmer 25,000 33,000 40,000
RPG/AS400 Developer 28,000 35,000 45,000
Lotus Notes Developer 25,000 38,000 45,000
ERP Roles
SAP Project Manager 45,000 50,000 70,000
SAP Consultant 33,000 50,000 65,000
SAP Business Analyst 35,000 40,000 55,000
ABAP Developer 35,000 45,000 50,000
Siebel Developer 40,000 50,000 80,000
Other ERP Consultant 33,000 50,000 60,000
It is common knowledge that activity in the IT&T sector in Ireland has begun to increase signifcantly
over the past year as the economy becomes more robust. As we head further into 2006, candidates
will have a greater variety of opportunities open to them and companies will need to offer increas-
ingly attractive packages in order to attract them.
More and more companies are moving towards Linux and .Net technologies and IT&T professionals
with these skill sets will be in greater demand during 2006. Candidates attitudes to remuneration
packages have changed also. They now place more emphasis on the salary, pensions and other
benefts than during previous years. The following salary survey is a snapshot of the current perma-
nent and contract rates.
Icrmancn Markc
Job Title Lower Medium Higher
IT Management Roles
IT Director 95,000 100,000 150,000
Software Development Manager 60,000 65,000 80,000
Technical Architect 45,000 55,000 70,000
Project Manager 47,000 55,000 70,000
Database Roles
DBA 35,000 45,000 60,000
Database Developer (Oracle) 32,000 42,000 50,000
Database Developer
(Sybase DB2 Informix, SQL Server) 30,000 40,000 48,000
Oracle Financials Developer 40,000 55,000 80,000
Technical Support
Technical Support Manager 45,000 48,000 80,000
1st Line Support Engineer
(Language)
17,000 20,000 33,000
Contract Market (Table continues from previous page)
Informaion 1cclnology
Permanent Market (Table continues from previous page)
12 13
Job Title Exp 1 2 yrs Exp 2 4 yrs
Networking & Communications
Unix Systems Administrator 220 400
Network Administrator 200 325
ERP
SAP Project Manager 400 820
SAP Consultant 420 120
SAP Business Analyst 340 610
ABAP Developer 300 420
Siebel Developer 280 340
All contract salaries are stated on a per day basis.
Job Title Lower Medium Higher
Novell (LAN) 210 260 300
Sr. Software Tester 240 280 360
Jr.Software Tester 190 210 240
Job Title Lower Medium Higher
Networking Roles
Network Manager 35,000 45,000 60,000
Network Engineer 28,000 35,000 45,000
Network Administrator 30,000 38,000 45,000
Helpdesk Manager 38,000 45,000 52,000
Unix Systems Administrator 30,000 45,000 60,000
Senior Network Engineer 30,000 33,000 41,000
PC/Network Support 20,000 25,000 30,000
Networking Roles
Technical Writer 28,000 33,000 40,000
Telecoms Engineer 32,000 44,000 55,000
Technical Trainer 30,000 35,000 45,000
Job Title Lower Medium Higher
Systems Analyst 230 290 350
VB/MS Access Team Leader 260 310 390
VB/MS Access (3 5 yrs exp) 230 260 400
C/C++/OOD (3 5 yrs exp) 250 310 380
JAVA (1 3 yrs exp) 250 280 400
C/UNIX (3 8 yrs exp) 380 450 520
C/UNIX (1 3 yrs exp) 220 250 300
Sr. Database Developer 320 400 475
Jr. Database Developer 220 240 275
Cobol Programmer Analyst 265 295 354
SAP (3 5 yrs exp) 240 300 320
SAP (1 3 yrs exp) 200 250 295
T-comms 250 290 400
NT/Windows (LAN) 200 240 260
Conrac Markc
~alcs anu Markcing
1+ 1
~alcs anu Markcing
Markcing Icrmancn
Job Title Lower Medium Higher
Marketing Director 70,000 95,000 140,000
Marketing Manager 38,000 57,000 90,000
Brand/Product Manager 32,000 41,000 50,000
Market Research Manager 40,000 50,000 60,000
Market Analyst 28,000 35,000 40,000
Marketing Executive 25,000 32,000 38,000
Senior Brand Manager/Product
Manager
44,000 58,000 65,000
Assistant Brand Manager 27,000 32,000 36,000
Market Research 23,000 27,000 33,000
In 2005 the Sales & Marketing sector has seen a signifcant increase in both opportunities for Sales
and Marketing professionals and a greatly expanded workforce in many Sales and Marketing depart-
ments.
In the next 12 months we expect recruitment levels to continue to rise across the board, in particular
in the IT&T sector.
Going forward, the key focus for a majority of companies is customer relationship management and
retention and as such, demand for roles within this area will continue to rise.
~alcs Icrmancn
Job Title Lower Medium Higher
Sales Director 80,000 95,000 130,000
Business Development Director 65,000 80,000 100,000
Sales Manager 55,000 60,000 75,000
Business Development Manager 50,000 60,000 75,000
Channel Sales Manager 52,000 60,000 75,000
Account Manager 40,000 45,000 50,000
Account Executive 28,000 35,000 40,000
Business Development Executive 40,000 45,000 50,000
Sales Executive 25,000 32,000 38,000
Telesales Representative 20,000 24,000 26,000
Supply Chain & Logistics (Table continues from previous page)
~npply Clain. Logisics &
~cr\icc Opcraions
1u 1
Job Title Lower Medium Higher
Inventory Planning Manager 44,000 53,000 61,000
Purchasing Assistant 23,000 27,000 32,000
Purchasing Supervisor 36,000 42,000 48,000
Purchasing Manager 44,000 54,000 64,000
Supply Chain Analyst 25,000 35,000 50,000
Supply Chain Manager 52,000 64,000 75,000
Supply Chain Director 72,000 89,000 106,000
Programme/Project Manager 50,000 62,000 75,000
Operations Manager 58,000 67,000 83,000
General Manager 72,000 85,000 103,000
~npply Clain & Irocnrcmcn
2005 saw a dramatic upturn in the demand for supply chain and procurement professionals and the
market, particularly within certain sectors or categories, is very much candidate-driven. Within the
telecommunications industry as a whole there has been resurgence in recruitment across all areas
of supply chain, particularly the mobile sector where procurement continues to be the area of great-
est candidate shortages. Other sectors showing an increase in recruitment are IT services compa-
nies, 3pl/4pl logistics and distribution companies.
There has been a signifcant increase in activity for supply chain and procurement professionals over
the last few months and we are now coming into the strongest employment market for candidates
since 2000. Most industries are in hiring mode after many years of cost cutting and we expect 2006
will demonstrate further increases in hiring activity across the board.
Job Title Lower Medium Higher
Junior Buyer 23,000 26,000 28,000
Buyer 25,000 35,000 44,500
Senior Buyer 41,000 46,000 51,000
Commodity Manager 50,000 60,000 70,000
Order Fulfllment Scheduler 24,000 29,000 35,000
Order Fulfllment Manager 40,000 53,000 65,000
Inventory/Materials Controller 23,000 27,000 30,000
Inventory/Materials Planner 30,000 36,000 41,000
Inventory/Materials Manager 45,000 57,000 65,000
Warehouse Supervisor 30,000 36,000 41,000
Warehouse Manager 36,000 44,000 51,000
Logistics Manager 44,000 55,000 65,000
Transport Manager 32,000 37,000 45,000
Production Planner 28,000 32,000 36,000
Planning Manager 44,000 54,000 64,000
Senior Production Planner 41,000 49,000 57,000
Permanent (Table continues from previous page)

Mannfacnring & 1cclnology
18 1
Job Title Range
Facilities Roles
Field Service Engineers 30,000 60,000
Maintenance Technician 30,000 40,000
Facilities Supervisor 35,000 45,000
Facilities Manager 40,000 65,000
Test Roles
Test Engineer 30,000 50,000
Test Engineering Manager 45,000 65,000
Project Management Roles
Project Co-ordinator 30,000 40,000
Programme/Project Manager 45,000 65,000
Design Personnel
Technicians 30,000 35,000
Hardware Development Eng (1 5 yrs) 30,000 40,000
Hardware Development Eng (5+ yrs) 40,000 50,000
Hardware Development Eng (Mgmt) 50,000 65,000
IC/ASIC Development Engineer 50,000 85,000
Software Development Eng (1 5 yrs) 35,000 45,000
Software Development Eng (5+ yrs) 40,000 50,000
Software Development Eng (Mgmt) 49,000 65,000
Systems Engineering 45,000 65,000
Mechanical Development Eng (1 5 yrs) 30,000 40,000
Mechanical Development Eng (5+ yrs) 40,000 50,000
Mechanical Development Eng (Mgmt) 50,000 60,000
Electrical Design Engineers 35,000 50,000
Engineering Manager 50,000 85,000
Miscellaneous Engineering
Toolmaker 35,000 40,000
SCADA/PLC 37,000 46,000
Irelands Technology sector continues to be characterised by strong, talented organisations. There
is continued growth within the medical device industry which is increasingly welcoming candidates
from the electronics and semi-conductor industry.
Ireland continues to be at the forefront of technology breakthroughs with companies operating in a
variety of high tech sectors from telecoms, software and hardware manufacturing to biotechnology,
healthcare and electronics. Six Sigma and 5S are becoming increasingly valuable with more compa-
nies looking to improve performance.
Icrmancn
Job Title Range
Manufacturing Personnel
Production Supervisor 35,000 45,000
Manufacturing Engineer 30,000 40,000
Production Manager 45,000 60,000
Manufacturing Ops Manager 55,000 70,000
Customer Service
Customer Services Engineer 30,000 40,000
Technical Services Manager 40,000 65,000
Customer Services Manager 40,000 60,000
Quality Roles
Documentation Co-ordinator 30,000 40,000
Process Engineer 35,000 45,000
Quality Engineer 35,000 40,000
Quality Manager 45,000 56,000
All temporary (or day) rates are exclusive of NI/PRSI, working time directive and management charges.
Permanent salary rates vary from company to company and are affected by the size of the organisation, sec-
tor, economic conditions and the relative scarcity of candidates. All permanent salaries exclude benefts and
bonuses.

Biocclnology/Ilarmaccnical
20 21
The Biotechnology sector in Ireland is now fulflling its promise to become one of the key sectors to
create a high-tech research and industrial base in Ireland. Enterprise Ireland has established a new
Biotechnology Directorate which partners 5 Irish universities and will also work with industry, tech-
nology transfer offces, research funders, bio-entrepreneurs and companies themselves.
Job Title Range
Lab Technician 25,000 35,000
Analytical Chemist (1 4 yrs) 25,000 35,000
Analytical Chemist (4 7 yrs) 35,000 45,000
Synthetic Organic Chemist (1 3 yrs) 30,000 40,000
Synthetic Organic Chemist (3 yrs +) 35,000 45,000
Biochemist 30,000 40,000
Food Microbiologist 30,000 40,000
Pharmaceutical Microbiologist 30,000 45,000
Lab Manager (Pharma) 40,000 60,000
Lab Manager (non Pharma) 40,000 55,000
Serologist (1 3 yrs) 35,000 45,000
Serologist (3 6 yrs) 40,000 50,000
Quality Assurance (1 3 yrs) 30,000 40,000
Quality Assurance (3 yrs +) 40,000 50,000
Quality Control 30,000 45,000
Auditor (GMP/GLP) 40,000 50,000
Toxicologist 40,000 50,000
Regulatory Affairs 45,000 70,000
Validation Manager 45,000 85,000
Validation Engineer 40,000 60,000
Qualifed Person 50,000 85,000
Nocs
22
Christy Morgan
Hudson
10 Lower Mount Street
Dublin 2
tel: +353 1 676 5000
fax: +353 1 676 5111
dublin@hudson.com
www.hudson.com
www.jobs.hudson.com