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D&I, Salary and Market Trends Report 2021
IT Search: D&I, Salary and Market Trends Report 2021
03 Foreword
04 D&I Applying a Gender Lens
to Tech Hiring in 2021
09 D&I, Salary and Market Trends Analysis
09 · Software Development
12 · QA & Test Automation
16 · Cloud / DevOps
20 · Infrastructure
24 · Project Management
28 · Salesforce
33 · Data
37 · Senior Leadership
45 Who we are
48 Contact
02
IT Search: D&I, Salary and Market Trends Report 2021
FOREWORD
2020 was of course a year a change and much of that change
will only be fully realised in 2021. The Irish technology sector
weathered the storm of last year better than many industries.
Here at IT Search, we saw a significant uptick in the volume of
recruitment around September of last year. That has continued
to grow month on month as businesses adapt to the changing
business models.
The broader market is bullish also with the ESRI forecasting
the economy to grow by 4.9% this year. Although overall
unemployment rates will likely remain high for some time,
demand for technology staff is as competitive as it’s ever been. In
a January 2021 IBEC survey of Irish CEO’s, 78% of those surveyed
identified the availability of talent as a challenge for this year.
For the year ahead all signs are pointing to a busy time in
technology recruitment, with heightened demand for talent
particularly from Q2 onwards. The temp and contract market
should continue to be strong for the foreseeable future also.
Obviously, the shift to remote
working is here to stay so
companies that can’t or won’t
adapt to this may struggle
for new talent. Interestingly
a better “Work-Life Balance”
is almost unanimously the
number one employee driver
across all areas of technology
based on our research. So,
if nothing else at least 2020
may have helped people
focus on what’s important
to them, and I feel there is
an overall sense of optimism
heading into 2021.
David Shanahan - Director
03
IT Search: D&I, Salary and Market Trends Report 2021
D&I APPLYING A GENDER LENS
TO TECH HIRING IN 2021
2020 has been the most disruptive and unprecedented year
of this generation.
Although the Irish technology sector was more resilient than many
industries, it goes without saying that the last 12 months have been
an incredibly challenging period for the vast majority – mentally,
emotionally and professionally.
Looking at silver linings - there have been many positive
developments in terms of how we work, with the move to remote and
flexible working bringing back much needed ‘Work-Life Balance’ and
the increased focus on employee wellbeing putting a long overdue
corporate focus on mental health and employee wellbeing. The
pandemic also served as a catalyst for driving digital transformation,
highlighting the crucial importance of IT Infrastructure, Cloud
Capabilities and Cyber and Information Security amongst others.
However, if we review this period critically it is very apparent that
these benefits have not been equally felt across the full workforce.
McKinsey & Co in a recent report stated that “the COVID-19 crisis
could set women back half a decade” and
that globally women’s jobs are 1.8 times
more vulnerable to this crisis than men’s
jobs. Talk of a “she-cession” in the US (the
unemployment rate in July was 9.4% for
men and 10.5% for women) and a “pink
recession” in Australia (research has shown
that the number of women employed fell
5.3% early in 2020, compared to 3.9% for
men in the same period) is harrowing.
After 2020, how does the Irish technology
market measure up when it comes to
gender representation?
Ebony Lawless-McCrea
Client Services Manager
04
IT Search: D&I, Salary and Market Trends Report 2021
Gender Split within Irish Tech
Software QA & Test Cloud /
Development Automation DevOps
Infrastructure Project Management SalesForce
Cyber and Senior Leadership Senior Leadership
Information Board Level Leadership Level
Across the 15 different core vertical profiles that we reviewed, the
average female representation was 22%. The sad thing about this
figure being that outliers with much higher representation like Data
(25-30%), Board Level Executive Positions (27%), Salesforce (30%),
PMO (36%) and QA Test (45%) significantly improved that statistic.
The reality is that within the majority of Technical positions female
representation stands at about 15%.
Whilst that alone is a worrying figure, at IT Search a trend we feel
needs to be examined in particular is the role of gender in Technology
Leadership appointments.
05
IT Search: D&I, Salary and Market Trends Report 2021
D&I APPLYING A GENDER LENS
TO TECH HIRING IN 2021
Gender and Technology Leadership – Backsliding
Given the stark numbers highlighted above, every technology
organisation should have a clear and actionable diversity and
inclusion strategy, aligned to the organisation’s purpose. It is widely
accepted that this isn’t just a social good but it’s good business. In
order for these strategies to achieve their intended purpose, they
need to be executed from the top down, as well as from the bottom
up. Top-down sets the tone. Empirically, women are more likely than
men to embrace inclusive policies and programs and to champion
racial and gender diversity.
New Senior Appointments
Globally, women CEO appointments decreased from 12% between
October 2019 to March 2020 to just 6% after the pandemic
announcement. In Ireland, while 59% of senior leadership
appointments for ISEQ 20 firms in 2020 were women, that figure
was 27% for other listed companies. That marks a decrease from the
50% figure seen in the same time frame as above. Additionally, no
women were appointed to executive director roles in the 18 months
up to September 2020.
Let that sink in.
Why? COVID-19 has caused companies to shift their focus to
appointing chief executives with a ‘proven track record’ and
previous CEO experience – a strategy that favours men.
Experts in this space have warned, that unless women are promoted
into roles where they can secure the general management and
leadership experience for promotions, such roles will continue to be
predominantly filled by men. For context, general management roles
06
IT Search: D&I, Salary and Market Trends Report 2021 make up 41% of leadership roles in the market but are only held at a rate of only 9% by female professionals. Looking at Ireland specifically - although 27% of board roles in companies are held by women, their representation drops to only 19% in leadership positions, such as that of Chief Executive, Chief Technology Officer, Chief Information Officer etc. Making a case for accountability and established quotas, ISEQ 20 companies are doing better than other listed companies in terms of senior leadership balance. According to Balance for Better Business, the number of women in senior leadership in these companies increased from 16.9% last year to 22.2% this year, exceeding the 2020 target of 20%. Other listed companies only reached 15.9%, however, failing to meet their target of 18%. As of 1 September 2020, eight ISEQ 20 companies had all-men boards and five of these appointed new directors, all of which were men. Almost 38% of all listed companies still have no women on their senior leadership team. Senior Workforce As if that wasn’t enough of a challenge, research done throughout 2020 has shown companies are also at significant risk of losing the women in leadership that they have already appointed.
IT Search: D&I, Salary and Market Trends Report 2021
D&I APPLYING A GENDER LENS
TO TECH HIRING IN 2021
Why?
The economic impacts of COVID-19 have put businesses
under exceptional pressure, meaning that senior level
executives are being viewed under a ‘productivity’ micro-
scope by investors more than ever. Studies have shown
that Senior-level women are traditionally held to higher
performance standards than male counterparts, meaning
that in a time when most professionals are struggling
with external commitments and strains (mental and
general health anxiety, family obligations, childcare, home-
schooling etc), women have the additional burden of being
held to a higher standard. This combined with the fact
that they are more likely to be the only female, or one of a
limited number of females ‘in the room’ opens the door for
an increased feeling of needing to prove competence and to
just ‘get on with it’.
To evidence this fact, a recent McKinsey & Co survey found
Senior-Level Women are 1.5 times more likely than senior-
level men to think about downshifting their role or leaving
the workforce because of COVID-19.
What can we do?
Diversity and Inclusion remains a high priority for the
majority of our clients here at IT Search and we will
continue to have a crucial part to play in helping them meet
the objectives of their talent strategy moving forward. D&I
will not happen by accident and requires specific practices,
interventions and checks to ensure greater equality.
08
IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
SOFTWARE DEVELOPMENT
As our world becomes ever smaller and connected, with a device in
everyone’s pocket millions of times faster than the software that
powered Apollo 11, the demand for Software Engineering expertise
continues to grow and diversify. Add in IoT, Cloud Computing, DevOps
and how society is becoming more and more digital, our clients rely on
IT Search to provide access to the most suitable, skilled and motivated
candidates available.
Java, JavaScript and Python continue to be the most in demand
languages by volume of jobs, although we have seen a steady resurgence
of C# .Net roles with the release of .Net 5 as a modern, open source, cross-
platform language. Typescript, Kubernetes, Spring Boot and ReactJS are
amongst the fastest growing technologies based on market demand.
Gender Diversity
15%
14%
14% – Software Female Male
12% – Java 15% 85%
– Javascript 14% 86%
– Python 14% 86%
85% – .Net 12% 88%
86%
86%
88%
09
IT Search: D&I, Salary and Market Trends Report 2021
Top Employers in the Market
Java By Volume: By Growth:
Ericsson R3 (+500%)
IBM Neueda Technologies (+79%)
Fidelity Investments Unity Technologies (+75%)
AWS WP Engine (+63%)
Workday Apple (+60%)
Mastercard Qualtrics (+50%)
Microsoft Genesys (+49%)
Amazon PMC (+44%)
Dell EMC Verizon Media (+42%)
General Motors Google (+40%)
JavaScript By Volume: By Growth:
Fidelity Investments LetsGetChecked (+300%)
IBM Neuda Technologies (+300%)
AWS WP Engine (+167%)
Hubspot xSellco (+133%)
Microsoft VectraAI (+125%)
Mastercard Distilled SCH (+120%)
Workday Cubic Telecom (+75%)
Ericsson Microsoft (+68%)
Amazon LetsGetChecked (+300%)
Dell EMC Neueda Technologies (+300%)
Python By Volume: By Growth:
Ericsson Keelvar (+700%)
AWS DraftKings (+700%)
Workday Neueda Technologies (+267%)
IBM R3 (+200%)
Fidelity Investments Unity Technologies (+180%)
Microsoft Workhuman (+175%)
Amazon Apple (+100%)
Mastercard TQS Integration (+75%)
Google NGINX (+67%)
Dell EMC Keelvar (+700%)
10IT Search: D&I, Salary and Market Trends Report 2021
.Net By Volume: By Growth:
Microsoft LetsGetChecked (+200%)
Verizon Connect Unity Technologies (+150%)
AWS Genesys (+83%)
BD Oracle (+80%)
Workday Prepaid Financial Services (+75%)
Fidelity Investments Shutterstock (+67%)
Amazon Softworks.com (+67%)
Dell EMC Electronic Arts (+67%)
Ericsson Unity Technologies (+150%)
Susquehanna
International Group
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Java 50-70 70-100+ - 475-600 -
.Net 50-70 75-95 +5 450-550 -
Python 50-70 70-100+ +3% 500-600+ -
Ruby 45-65 65-85 - 400-500 -
Scala 45-75 75-100+ +6% 500-600+ -
PHP 40-60 60-75 -4% 400-450 -10%
JavaScript 50-70 75-90K +5% 450-550 +5%
Mobile 60-80 80-100+ - 500-600+ -
Embedded 55-65 65-85 +4% 400-500 -
UX Design 50-60 60-80+ - 450-550+ +5%
11SOFTWARE
DEVELOPMENT
Top 5 Employee Drivers
0% 10% 20% 30%
30% 40%
40% 50%6
50% 0%
660% 70% 80%
80%
CONCLUDING REMARKS
The Irish market continues to be recognised globally as a
leader in Software Development, maintaining its status as
the world’s second largest software exporter.
The talent market in this area grew by 3% in 2020, with
our research showing that over 25% of total software
professionals changing job in the same period, and with
the median length of tenure currently only at 1.45 years we
forecast this to continue be a competitive market to recruit
within throughout 2021 with an average increase of between
3-6% across permanent salaries and 5% for User Experience
and Interface oriented roles.
12D&I, SALARY AND
TRENDS ANALYSIS
QA & TEST AUTOMATION
Gender Diversity
Automated testing has emerged
in the last few years as one of the
most important technologies for
scaling DevOps in order to meet
ever quickening delivery deadlines.
Companies are continuing to invest
heavily in resourcing this area with
AI and Machine learning beginning
to feature through predictive test
selection and other emerging
technologies.
Male Female
Top Employers in the Market
By Volume: By Growth:
IBM Wix.com (+400%)
BD Medical ABB (+200%)
Fineos Wipro Limited (+100%)
Valeo Fiserv (+100%)
Permanent TSB AXA Partners (+100%)
Apple Ellucian (+100%)
Bank of Ireland Retail Solutions (+100%)
Dell EMC Cubic Telecom (+80%)
Analog Devices Susquehanna International Group (+67%)
Expleo Group Ei Electronics (+67%)
13IT Search: D&I, Salary and Market Trends Report 2021
QA & TEST
AUTOMATION
Education & Professional Qualifications
Approximately 54% of Test Automation professionals hold a
Bachelor’s Degree and 36 % hold a Master’s Degree qualifications.
Some of the fastest growing skills that we have seen in
professionals in this market over the last 12 months include
Fastest Growing Skills
0% 25% 50% 75% 100% 125% 150%1 175% 200% 225%
Top 5 Employee Drivers
0% 10% 20%
20% 30%
30%4 40%
0% 50%
50%6 60%
0% 70%
70%
14IT Search: D&I, Salary and Market Trends Report 2021
QA & TEST
AUTOMATION
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Manual Tester 35-45 45-65 -6% 300-350 -
Automation
50-65 70-85 +11% 450-525 +5%
Tester
SDET 50-70 70-90 +4% 450-550 -
Performance
50-70 70-90 - 450-550 +4%
Tester
Test Lead 70-75 80-90 +14% 500-550 -
Test Manager 75-85 85-95 +9% 500-575 -
– *Salary figures outlined are € and refer to thousands.
CONCLUDING REMARKS
Over 25% of Testers in Ireland changed jobs in 2020, this being
a sign of the volume of opportunity available to candidates
with this skillset. The median length of tenure is currently only
1.7 years meaning that attrition is a very real concern for many
IT Stakeholders that are placing central importance on quality
and accelerating test automation.
This is reflected in the market where we have seen increasing
permanent salaries from 4-14% across Automation and Test
Leadership, with a 5% increase for contract Automation Testers.
15IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
CLOUD & DEVOPS
Over the past 12 months, Cloud Computing and DevOps have been
essential parts of businesses technological response to the pandemic-
driven need move to ‘work-from-home.’ This central role is expected
to continue throughout 2021 with the majority of organisations
forecasting greater investment in cloud operating models across
public, private and edge environments and the consequent adoption
of a DevOps culture.
AWS continues to dominate the Cloud sector with Azure benefitting
from loyalty and strong integration into the existing Microsoft Suite;
however, Oracle Cloud is currently the fastest growing public cloud
provider in Ireland with Google’s Cloud Platform holding its own
with many large enterprises. Analysis of Google Search Trends within
Ireland over the past 12 months echoing this with AWS, Azure and
Google Cloud accounting for 69%, 27% and 4% respectively of Cloud
Provider enquiries.
The transition to a DevOps Culture has driven the widespread
adoption of new technologies and architectural designs, making skills
that allow businesses to automate processes and
to speed up the iteration time it takes to deliver
Gender Diversity new services more in demand than ever. This has
led to a surge in demand for professionals with
15% experience in Microservices, Machine Learning,
Terraform and Elasticsearch.
Gender diversity continues to be a
significant issue in this area with only
15% female engineers in Ireland. This
is well below the average across the
technology industry in Ireland, which
85% stands around 26% female.
Male Female
16IT Search: D&I, Salary and Market Trends Report 2021
Top Employers in the Market
By Volume: By Growth:
AWS Guidewire Solutions (+367%)
Google Jaguar Land Rover (+250%)
IBM Groupon (+200%)
Microsoft Neueda Technologies (+167%)
SAP Avaya (+160%)
Salesforce Fenergo (+150%)
Workday TerraAlto (+133%)
Cohesity Fidelity Investments (+114%)
Fineos Leaseplan (+100%)
Citrix
Education & Professional Qualifications 71%
68%
52%
Approximately 54 % of Cloud professionals
hold a Bachelor’s degree and 39 % hold
Master’s Degree qualifications.
Fastest Growing Skills include
• Machine Learning +71%
• Terraform +68%
• Elasticsearch +52%
Cloud-native security will rise higher on the agenda
for CISOs as their organisations embrace Kubernetes,
serverless, and other cloud-native technologies, as such
we have seen an increase in Certified Cloud Security
Professional (CCSP) qualifications which we expect to
continue well into 2021.
17IT Search: D&I, Salary and Market Trends Report 2021
CLOUD
& DEVOPS
Top 5 Employee Drivers
5
4
3
2
1
0% 10% 20% 30%
30%4 %440%
0% 50% 60%
60% 70%
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
DevOps / SRE 60-70 70-90+ - 450-550 -
Cloud Engineer 60-70 70-90 +11% 400-500 -
Cloud Architect - 100-120+ +7% 600+ +10%
Cloud Ops
50-60 60-80 +9% 350-400 -
Support
– *Salary figures outlined are € and refer to thousands.
18IT Search: D&I, Salary and Market Trends Report 2021
CLOUD
& DEVOPS
CONCLUDING REMARKS
The Cloud Computing and DevOps market expanded by over
12% in 2020, however our research has shown that over 30%
of DevOps or Cloud engineers in Ireland changed job in the
same period, and with the median length of tenure currently
only at 1.4 years we forecast this to be a highly competitive
market to recruit within throughout 2021.
This has been reflected in Salary and Contract Day Rates
with an average increase of 7-11% increase at Mid – Senior
Level across various roles. Interestingly on the contract
side, it is at Architect level that we see an increase of 10%
YoY on day rates, reflecting the importance being attributed
by businesses to resourcing those large scale architecture
projects with expert talent.IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
IT INFRASTRUCTURE
Whether its on-premise, Cloud or a hybrid solution, IT Infrastructure is
the foundation of almost every business. Given the pressure to accelerate
IT service delivery, a robust and secure infrastructure to support the
business is more critical than ever and with most of the country moving
to “Work from home” overnight we saw companies IT infrastructure
tested like never before.
These conditions persist into 2021 with many businesses now facing the
new challenge of planning beyond simply ‘keeping the lights on’ towards
the future of business in this ‘new normal’.
While we have witnessed a dramatic increase in areas the of DevOps
Engineering and Cyber Security more traditional Infrastructure
professionals in Network Support and Systems Administration continue
to be in high demand, particularly in strategic roles at Architect and
Management level.
Gender Diversity
15%
85%
Male Female
20IT Search: D&I, Salary and Market Trends Report 2021
Top Employers in the Market
By Volume: By Growth:
SAP Guidewire Software (+175%)
VMWare TitanHQ (+125%)
Dell EMC OpenText (+100%)
Google Nostra (+89%)
IBM BD (+86%)
Salesforce FDS (+67%)
Microsoft Equifax (+43%)
AWS Pure Storage (+39%)
Dell Cohesity (+38%)
Vodafone Coupa Software (+31%)
Education & Professional Qualifications 54%
29%
Approximately 59 % of IT Infrastructure 19%
professionals hold a Bachelor’s degree and 17%
31 % hold Master’s Degree qualifications.
Fastest Growing Skills include
• Cloud –
Microsoft Azure +54%
Amazon Web Services AWS +29%
• Cybersecurity +19%
• Python Programming +17%
Cisco Certifications remain in the 15 Most in-demand certifications
amongst clients for 2021 –
• Cisco Certified Internetwork Expert (CCIE)
• Cisco Certified Network Associate (CCNA)
• Cisco Certified Professional Network Professional (CCNP)
(CIO.COM)
21IT Search: D&I, Salary and Market Trends Report 2021
IT
INFRASTRUCTURE
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Infrastructure 26,000 - 45,000 –
+3% 130 - 300 +5%
Engineer (L1 /L3) 35,000 55,000
Service Delivery 55,000 75,000 –
+2% 300 – 500 -
Manager –70,000 85,000
%7
35,00 – 40,000 –
Field Engineer - 175 – 400 -
40,000 60,000
Windows
45,000 – 55,000 –
Systems +5% 175 – 450 +2%
55,000 70,000
Administrator
Unix/Linux
48,000 – 60,00 –
Systems - 200 – 500 -
60,000 75,000
Administrator
Network 40,000 45,000 –
- 200 – 450 +6%
Engineer -45,000 60,000
Network 70,000 – 80,000 –
+7% 450 - 600 +7%
Architect 80,000 100,000
60,000 – 75,000 –
IT Manager +7% 300 – 500 +3%
70,000 90,000
– *Salary figures outlined are € and refer to thousands.IT Search: D&I, Salary and Market Trends Report 2021
Top 5 Employee Drivers
5
4
3
2
1
0% 10% 20%
20% 30%
30% 40% 50% 60%7
60% 0%
70%
CONCLUDING REMARKS
The IT Infrastructure market expanded by over 12% in
2020, however our research has shown that over 39% of
those professionals changed job in the same period, and
with the median length of tenure currently only at 1.4
years we forecast this to be a highly competitive market
to recruit within throughout 2021.
We forecast that this competition for talent will drive
another 2-5% salary increase for mid to senior level
permanent roles. This rises to a 7% increase for Network
Architect and IT Management level positions, as
businesses consciously invest in strategic roles aimed at
driving forward those ‘new normal’ plans.
On the Contract side, we would expect to see similar
patterns on day rates although interestingly the
demand for Network skills at Contract Engineer
level has expanded rapidly driving a rate rise where
permanent salaries for permanent roles have
maintained stable, illustrating the project focussed view
of a lot of this work at the moment.
23IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
PMO & PROJECT MANAGEMENT
In an ever-changing environment PMOs continue to face many
challenges, one of which is adapting to Digital transformation and
alternative ways of working (remote, hybrid etc). The role of the
PMO has developed into an important leadership role within all
Transformation and Change Programmes.
According to the IPMA, 63% of companies are carrying out projects
that involve Change Management in some capacity. This will help
them complete more complex projects while streamlining and
standardizing processes.
In 2020, we saw 18% of the market change roles, in 2021 we
expect to see continued strong demand for functional project
management professionals. These professionals will be tasked with
overseeing the transition of business from the UK to Ireland, or
changing business processes to
accommodate Brexit regulations
Gender Diversity and COVID driven transformation
initiatives. This combined with
the constant demand for technical
36% project experts to drive the
ever-growing software industry,
means there will be an increasing
demand in 2021.
64%
Male Female
24IT Search: D&I, Salary and Market Trends Report 2021
Top Employers in the Market
By Volume: By Growth:
Microsoft Eli Lilly (+69%)
Google KN Circet (+36%)
IBM Vistatec (+33%)
Bank of Ireland Stripe (+31%)
Facebook Iarnród Éireann Irish Rail (+28%)
HSE Permanent TSB (+24%)
AIB Facebook (+21%)
Dell Kerry (+21%)
ESB Mastercard (+20%)
Amazon NTA (+20%)
Education & Professional Qualifications 144%
17%
Approximately 44 % of IT Infrastructure 14%
professionals hold a Bachelor’s degree and
39% hold Master’s Degree qualifications.
Fastest Growing Skills Include -
• Operations +144%
• Agile Project Management +17%
• Data Analysis +14%
In 2020, we noticed a strong upswing in PMO professionals
completing their Certified ScrumMaster (CSM) qualifications.
It goes without saying that the use of agile methodologies
has become somewhat standard across the market, and
therefore there has been a surge in demand for specialists in
managing projects in agile environments. Amongst surveyed
professionals they stated that the transition to remote
working, and the regained ‘commute time’ gave them the
opportunity to invest in professional development that had
been impossible previously.
25IT Search: D&I, Salary and Market Trends Report 2021
PMO &
PROJECT MANAGEMENT
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Programme
85-95 95 – 115 +7% 700-800 -
Manager
Senior Project
75-80 85-95 -7% 600-700 -
Manager
Project
50-65 70-85 -4% 450-550 -3%
Manager
Senior PMO
Manager/ 90-100 110-140 - 650-800
Director
PMO
65-85 90-100 +5% 450-600 +6%
Manager
PMO Support
35-45 45– 60 - 250 - 350 -
Analyst
Project
35-45 45-55 200
coordinator
– *Salary figures outlined are € and refer to thousands.
26IT Search: D&I, Salary and Market Trends Report 2021
Top 5 Employee Drivers
0% 10% 20% 30%4
30% 440%
0% 50% 60% 70%
CONCLUDING REMARKS
The PMO and Project Management market expanded by 2% in 2020,
however our research has shown that over 18% of those professionals
changed job in the same period, and with the median length of tenure
currently 2.1 years we forecast this to be a moderately fluid market to
recruit within throughout 2021. Particularly in demand professionals
will have strong agile digital backgrounds, Brexit and Regulatory
project experience.
Interestingly, while we forecast that this competition for
talent will drive another 5-7% salary increase for PMO
Manager and Programme Manager permanent roles,
the majority of other positions in the permanent
space have stayed stagnant or indeed declined
in salary. These rises can be attributed to
businesses decision consciously invest in
strategic roles aimed at driving forward
those ‘new normal’ plans.
On the Contract side, we
would expect to see similar
patterns on day rates.IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
SALESFORCE
The Salesforce ecosystem in Ireland has been growing steadily for the
last number of years. Demand, however has surpassed supply in terms
of Salesforce professionals which has led to both an increase in average
salaries across the board, as well as a significant increase in Contractor
numbers working on Salesforce related projects in Ireland both on-site
and remotely from abroad. 2020 was marked by significant investment
by Salesforce including the acquisition of Vlocity, and provisional
agreement to acquire Slack as well. Gartner ranked Salesforce the #1
CRM for the 8th consecutive year, gaining more market share than the
next nine competitors on the market combined.
Remote working provided an opportunity for many in the Salesforce
ecosystem to get around to getting certifications that had previously
been difficult to allow time for. There has been clear demand seen on the
market for professionals with niche certifications such as Salesforce CPQ
Specialist, Pardot Specialist and Platform Developer II.
Gender Diversity
30%
70%
Male Female
28IT Search: D&I, Salary and Market Trends Report 2021
Top Employers in the Market
By Volume: By Growth:
Salesforce Tableau Software (+200%)
Dell EMC Tata Consultancy Services (+200%)
Pexlify Enterprise MongoDB (+150%)
Services Unum Ireland (+100%)
VMWare
ClaimVantage
Fidelity Investments
Johnson & Johnson
DocuSign
Novartis
Deutsche Bank
Education & Professional Qualifications
Approximately 51% of Salesforce professionals hold a Bachelor’s
Degree and 37% hold a Master’s Degree qualifications.
Across the market, we are continuing to see Salesforce
Certifications as an important measure for candidate experience.
Based on client feedback, we can report the below “essential” and
“nice to have” certifications for 2021-
Essential
Role Nice to Have Certifications
Certifications
Salesforce Advanced Administrator, CPQ Specialist,
Administrator
Administrator Platform App Builder
Platform Developer II, B2C Commerce
Salesforce Developer Platform Developer I Developer, Marketing Cloud Developer,
Platform App BuilderIT Search: D&I, Salary and Market Trends Report 2021
SALESFORCE
Essential
Role Nice to Have Certifications
Certifications
Systems Architect, Sales Cloud
Consultant, Service Cloud Consultant,
Salesforce Architect Application Architect
Certified Technical Architect (“Elite”
Certification)
Sales Cloud
Community Cloud Consultant, Education
Consultant, Service
Functional Consultant Cloud Consultant, Pardot Consultant,
Cloud Consultant,
Marketing Cloud Consultant
Administrator
Developer I, Admin I, App Builder, Developer II, Einstein
Technical Consultant Sales, Service Cloud Analytics and Discovery Consultant,
Consultant Field Service Lightning Consultant
Admin I, Sales Cloud Advanced Administrator, CPQ Specialist,
Business Analyst
Consultant Service Cloud Consultant
Project Manager/CRM Admin I, Sales Cloud Service Cloud Consultant, Developer I,
Manager Consultant Developer II
30IT Search: D&I, Salary and Market Trends Report 2021
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Administrator 28-40K 40-63K +14% 305-406 +5%
Developer 35-52K 52-88K +9% 508-660 +10%
Consultant
52-67K 67-83K +11% 457-660 -
(Techno-functional)
Solution
67-81K 81-103K +5% 558-863 +10%
Architect
Technical
72 -86K 86,-113K - 611-916 -
Architect
Business
42-55K 55-73K - 457-660 -
Analyst
Project
52-65K 65-83K +22% 508-711 +4%
Manager
Trainer 37-45K 45-55K - 305-508 -
Marketing Cloud
46-60K 60-75K - 508-761 +3%
Consultant
CRM Manager 42-58K 58-68K +10% 305-406 +2%IT Search: D&I, Salary and Market Trends Report 2021
SALESFORCE
Top 5 Employee Drivers
0% 10%
10% 20%
20%3 30%
0% 40%
40%5 550%
0% 60% 70% 80%
80%
CONCLUDING REMARKS
Salesforce is undoubtedly the worlds #1 CRM at the moment and
demand is growing across Europe for talented Salesforce professionals
across all industries.
This has been reflected in Salary Rates with an average increase of
10-20 % across various roles and contract rates of up to 10%.
The Salesforce market in Ireland expanded by over 13% in
2020, however our research has shown that this was
a high movement market with over 45% of those
professionals changing job in the same period,
and with the median length of tenure
currently only at 1.4 years we forecast
this to be a highly competitive market
to recruit within throughout 2021.IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
DATA
The data sector includes business intelligence, data science, data
engineering & data/digital insights professionals.
In this talent pool, some 40% of the talent pool changed role in
2020. There are approximately 5% more professionals available
in this talent vertical in the workforce with demand steadily
increasing YoY. The median length of tenure is currently a
staggering 1.1 years.
SQL, Python & R remain the most in-demand querying or
programming languages. While many report having more than
one programming language; Python is the dominant amongst data
professionals and its popularity is increasing steadily YoY. Data
visualisation skills are in heavy demand with machine learning
and bespoke analysis skills seeing a rise in demand across sectors
notably in financial services, pharmaceuticals and big tech. AWS
& Azure Cloud stacks continue to show marked increases in
proliferation across sectors.
Gender Diversity
30%
25% – Female Male
18% – General Data Role 30% 70%
– Data Science Role 25% 75%
– Data engineering 18% 82%
– Professionals
70%
75% Male Female
82%
33IT Search: D&I, Salary and Market Trends Report 2021
DATA
Top Employers in the Market
By Volume: By Growth:
AIB CeADAR Ireland (+280%)
Accenture ACI Worldwide (+250%)
Google Conjura (+180%)
Bank of Ireland LetsGetChecked (+175%)
Apple Altada Technology Solutions (+125%)
Facebook U.S. Bank (+83%)
EY Infosys BPM (+63%)
IBM Pfizer (+62%)
UnitedHealth Group Kx (+56%)
Aon Centre for
Innovation &
Analytics (ACIA)
Education & Professional Qualifications 34%
48%
Notably there is evidence of an increase 9%
in candidates presenting with STEM base 8%
degrees and exceptionally focused master’s
programmes with specialisms in natural
language processing, quantitative modelling or
applied computer science / cloud engineering.
Graduates are targeting specific industry roles
accordingly.
Highest level of education:
• Bachelor’s Degree 34%
• Masters’ Degree 48%
• Doctorate: 9%
• MBA 8%
34IT Search: D&I, Salary and Market Trends Report 2021
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
Data Analyst 40-50 50-75 +5% 300-350 +3%
Modelling Analyst 40-60 60-85 +5% 350-400
Data Scientist 55-75 +3% 500-600 +3%
Senior Data
- 75-110 +6% 550-650
Scientist
Data Engineer 50-75 75-110 +8% 550-600 +10%
Analytics / BI
65-70 70-85 - 425-500 -
Manager
Senior Analytics /
85-110 110-120 +5% 550-650 -
BI Manager
Data Governance
75-95 95-120 +10% 500-500 +15%
manager
Head of Analytics 85-115 115-135 - 650+ -
Insights Analyst 45-60 55-65 - 325-360 -
Insights Manager 65-75 75-90 - 445-500 -
Chief Data Officer - 155-230 -2% 750-1200 -IT Search: D&I, Salary and Market Trends Report 2021
DATA
Top 5 Employee Drivers
0% 10%
10% 20% 30%
30% 40%5
40% 0%
50% 60%7
60% 0%
70% 80%
80%
CONCLUDING REMARKS
We expect to see Senior management and executive data leadership
opportunities rise in demand in 2021. Increased speed of deployment of
digital transformation and data enablement initiatives in 2020 has
increased the scope of & capacity to measure the ROI from data
orientated programmes of work. Many organisations will invest
heavily in data governance which in turn will see more Chief
Information Officer and Chief Data Officer appointments.
This has been reflected in Salary Rates with
an average increase of 8-10% across Data
Engineering and Data Governance
Management roles. The contract
market for these positions
is also strong with a
10-15% increase
experienced.
36IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
CYBER & INFORMATION SECURITY
Over one third of security/IT decision-makers have said that
their 2021 security budget will be higher than they expected
it to be before the pandemic hit, and over 40% expect this to
rise again over the next 12 months. With a currently 0% global
unemployment rate in Cyber Security, the harrowing prediction
that 3.5 million jobs will go unfilled by 2021 due to candidate
availability shortage is a very likely reality.
Where does Ireland fit in to this picture?
It is estimated that there are currently over 6000 Cybersecurity
professionals employed in Ireland. Over the last 12 months, there
has been an 18% growth in the market of professionals with Cyber
and Information Security Skills. This being helped somewhat
by the rollout of the major cyber skills training initiative (CSI)
2018-2021 which aimed to
add an essential additional
5,000 people trained in cyber
security skills to the talent Gender Diversity
pool.
22%
Of those 6,000 Cybersecurity
professionals, just over 1/5
changed jobs in the past 12
months and with a median
tenure of just 1.8 years we
would expect that attrition
in teams will be a key
concern for Cyber Leadership
throughout 2021 considering 78%
61% of Irish businesses have
reported suffering cybercrime Male Female
over the last two years.
37IT Search: D&I, Salary and Market Trends Report 2021
CYBER &
INFORMATION SECURITY
Interestingly reports by the NCSC in the UK found that the industry
had higher levels of female representation than the wider technology
industry. However, men still outnumber women roughly three to one in
the cybersecurity sector which means that the industry has a wide pool of
untapped talent. The Irish Industry has started to make efforts to address
this with programs like Smarttech247’s Women in Cybersecurity Academy.
Top Employers in the Market
By Volume: By Growth:
Bank of Ireland TiKTok (+1000%)
IBM Tata Consultancy Services (+367%)
Amazon Web Guidewire Software (+223%)
Services (AWS) BlackBerry (+175%)
Integrity360 Kontex (+129%)
McAfee Security Risk Advisors (+13%)
AIB JRI America (+60%)
Accenture Rapid7 (+60%)
Microsoft DocuSign (+53%)
EY Amazon (+41%)
Fidelity Investments
Education & Professional Qualifications
Approximately 45% of Cybersecurity professionals hold a Bachelor’s
degree and 42% hold Master’s Degree qualifications.
Common Cybersecurity Qualifications -
• CEH: Certified Ethical Hacker
• CISM: Certified Information Security Manager
• CompTIA Security+
• CISSP: Certified Information Systems Security Professional
• CISA: Certified Information Security Auditor
38IT Search: D&I, Salary and Market Trends Report 2021
In terms of recruitment the CISSP is still by far the most
“in demand” qualification employers globally are looking for -
Simply LinkedIn
Certification Indeed TechCareers Total
Hired Jobs
CISSP
9,675 13,549 23,557 7,683 54,464
[(ISC)2]
CISA
4,582 7,130 11,455 4,130 27,297
(ISACA)
CISM
3,087 4,592 7,897 350 15,926
(ISACA)
CEH
2,172 2,991 5,093 1,422 11,678
(EC-Council)
Security+
2,471 3,234 5,345 377 11,427
(CompTIA)
Fastest Growth Skills
60%
50%
40%
30%
20%
10%
0%
AWSG DPRD ata PrivacyS IEMI ncident
Response
One to watch for 2021 is the CIPP : Certified Information
Privacy Professional qualification. In 2020 we saw a 35%
rise in the market of professionals with this certification, as
Data Privacy and GDPR became extremely relevant in light
of several landmark decisions.
39IT Search: D&I, Salary and Market Trends Report 2021
CYBER &
INFORMATION SECURITY
Top 5 Employee Drivers
0% 10% 20%3
20% 0%
30% 40%5
40% 0%
50% 60%7
60% 0%
70%IT Search: D&I, Salary and Market Trends Report 2021
SALARY & RATES TRENDS
3-5 5+ % Change Contract % Change
Position
years years YoY Day Rates YoY
IT Security 450-750 /
50-60k 60 -85K +8% +5%
Engineer day
400-500 /
Pen – Tester 45-60K 65-85K +9% +3%
Day
Security 500-750/
80-95K 100-120K +6% +10%
Architect Day
Network Security 400 -550/
45-55K 60-80K +9% +5%
Engineer Day
DevSecOps 500 -650 /
50-65K 70- 100K +7.5% +10%
Engineer Day
IT Security
65- 85K 85- 100K +12% - -
Manager
Chief
100 -120K 120 -140K +18% - -
Information
CONCLUDING REMARKS
In recent years, Ireland has become a significant Cyber Security Hub
with a growing strong talent pool of highly skilled professionals.
This year it is expected that employer demand will fully outgrow
the available talent network creating an exceptionally competitive
marketplace.
This has been reflected in Salary and Contract Day Rates with an average
increase of 5-10% increase at Mid – Senior Level across various roles.
Interesting however is that although Engineers were relatively flat that
Senior end roles have shown a significant increase in salaries, with roles
like Head of Security and CSIOs showing a 12- 20% increase as more
businesses are investing in Cyber Security as a long term strategic focus.
41IT Search: D&I, Salary and Market Trends Report 2021
D&I, SALARY AND
TRENDS ANALYSIS
EXECUTIVE LEADERSHIP
Surprisingly, we have seen that 17% of executive level technology
candidates changed jobs in 2020. Given the level of uncertainty
during the year this would be a high number, and indicative of a
buoyant market at the senior end of the technology industry.
2020 was a certainly a year of change, and in terms of work
practices that change is here for the long term. Location
independence has required leadership teams to reassess technology
to support this new version of business. The one constant through-
out however is that people are still the core of all businesses.
Finding talent with a high level of technical skill and the ability to
effectively manage is continuing to be a challenge. This need for
technology leaders with high emotional intelligence will become
even more critical in 2021 given the challenges of effectively
managing remote staff.
More recently we have seen a shift away from in-house
recruitment teams managing executive level mandates, and
back to leveraging external executive search companies again.
We are seeing an increase in requests for additional services
such as diversity recruitment strategy, coaching and leadership
development programs. Also, we have seen a significant uptick in
technology executives contacting us for an objective point of view
on the market, and advice on how best to navigate the process.
42IT Search: D&I, Salary and Market Trends Report 2021
Gender Diversity
Board Level Leadership
( Chief Executive, Chief Technology Officer,
Chief Information Officer etc.)
Male Female
Education & Professional Qualifications 20%
49%
• Bachelor’s Degree – 20% 20%
• Master’s Degree – 49% 11%
• MBA – 20%
• Doctorate – 11%
Top 5 Employee Drivers
38% 40%
40% 42% 44% 46% 48%
48% 50%
50%5 52%
2%IT Search: D&I, Salary and Market Trends Report 2021
EXECUTIVE
LEADERSHIP
SALARY & RATES TRENDS
Salary guides for senior leadership tend to have limited
value as they vary significantly depending on bonuses,
stock, LTIPs etc. Interesting to note the YoY change on
salaries however, in particular CISO salaries with a 20%
increase on average, which highlights the long-term
value assigned by employers to Cybersecurity.
Position €K % Change YoY
Director of IT 140-180+ No change
Chief Technology Officer 150-180+ No change
Head of Software
130-160 +5%
Engineering
Head of Architecture 120-150 +11%
Chief Information Security
110-140 +20%
Officer
CONCLUDING REMARKS
The Technology Leadership market was relatively slow with 1% growth
in 2020, however our research has shown that over 17% of those
professionals changed job in the same period, and with the median
length of tenure currently only at 3.8 years we forecast this to be a
moderately competitive market to recruit within throughout 2021.
44IT Search: D&I, Salary and Market Trends Report 2021
IT SEARCH
WHO ARE WE?
GLOBAL TECHNOLOGY RECRUITMENT PARTNER
IT Search has been founded to bring the very best in candidate
matching to our client base across all technical verticals in Ireland
and abroad. Our key focus is in handling niche roles where engaging
exceptionally specialist candidates on our clients’ behalf requires a
significant investment of time and expertise. As a result, we have built
a loyal client base which affords repeat business and is underpinned
by a strong referral network.
Our offices are at 13 Lad Lane, Dublin 2 where we provide a service
that we would want to receive. Our model is based on providing expert
market insight, thought leadership as well as honest and consultative
advice to clients and candidates both domestically and internationally.
We can help with the questions that come up along the recruitment
process such as: compensation and benefits insights, visa & relocation
information, perm & contract salary surveys, trend analysis as well as
marketing mapping to name a few.
TECHNOLOGY DIVERSITY HIRING ADVOCATES
Since our inception, we have worked hard to ensure that D&I is built
into the fabric of IT Search as one of our core values.
We recognise that non-performative diverse and inclusive recruitment
practice starts from within through-
• Training
• Inclusive Work Practices
• A culture of Allyship and Advocacy
We believe that if we educate ourselves, understand privilege, become
aware of our unconscious bias and constantly challenge it, we then
can understand and ultimately be better partners both to our clients
and to the candidates that we represent.IT Search: D&I, Salary and Market Trends Report 2021
IT SEARCH
WHO ARE WE?
We understand that we have a critical role to play in improving best practice
throughout the recruitment process, becoming a credible recruitment partner to our
clients and in turn supporting them in the development of their own D&I strategy.
Over the last twelve months, we have put together our best practice IT Search
standards that we apply to both internal recruitment and when undertaking
assignments for clients, if and when appropriate -
2) Source & Attract
1) Plan • Tailor your messaging –
remove gender bias with
• Define goals and intended Textio and other tools.
outcomes • Diversify Sourcing Channels
• Undertake Market Analysis • Review Referral Programs
• Examine existing workplace • Proactively reach out to
policies, processes & hiring underrepresented groups
metrics
• Identify any gaps in team
knowledge and upskill
accordingly
46IT Search: D&I, Salary and Market Trends Report 2021
3) Screen & Interview
• Agree objective
screening criteria
• Use of technology assessments
e.g. Codility
• Use of personality assessments
• Diverse interview panels
• Blind Interviews 4) Select, Offer
• Implement both group and and Hire
individual interviews
• Collect individual
“fresh” feedback
• Empower recruiters to offer
constructive challenges
• Ensure onboarding is
supported by a diverse
group
5) Transition
& Measure
• Measure candidate
experience and make
future adjustments
• Monitor progress and
impact of strategyIT Search,
13 Lad Lane,
Dublin 2
(+353) 1 507 9276
info@itsearch.ie
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