antal salary report · 2018-08-03 · salary report 2016 salary report 2017 salaries by discipline....

DECEMBER 2017

ANTAL SALARY REPORTSALARIES OFFERED TO PROFESSIONALS AND MANAGERS

www.antal.pl2 | ANTAL SALARY REPORT

TABLE OF CONTENTS

INTRODUCTION .............................................................................................................................................. 3

METHODOLOGY ............................................................................................................................................. 4

HOW TO READ THE REPORT? .................................................................................................................... 5

AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES .................................................................. 6

SALARIES BY DISCIPLINE .............................................................................................................................. 8

Administration ................................................................................................................................................ 9

HR .................................................................................................................................................................. 9

Engineering .................................................................................................................................................. 13

Logistics ....................................................................................................................................................... 13

IT ..................................................................................................................................................................... 17

Finance & Accountancy ............................................................................................................................. 21

Banking & Insurance .................................................................................................................................. 25

SSC/BPO ..................................................................................................................................................... 30

Sales & Marketing ....................................................................................................................................... 36

Pharma & Medical Devices ....................................................................................................................... 45

LEGAL ........................................................................................................................................................... 50

ABOUT ANTAL MARKET RESEARCH ...................................................................................................... 54

ABOUT ANTAL HR CONSULTING ............................................................................................................ 55

www.antal.pl


We would like to present to you the seventh edition of the Antal International report about the salaries offered to professionals and managers. We made every effort to make it a valu-able source of information for both employees and employers. The current situation in the Polish market bodes well for professionals and managers allowing them to make optimistic growth plans for the future. The economy is stable and foreign investment is on the rise contributing to the feeling of security and opening new paths of career development. Em-ployers will be faced with the challenge of dealing with an employees' market. The winners will be the companies who will not only draw in the best talent, but will also be able to retain it. The data presented in the report may serve as a reference point when negotiating salaries and determining remunerations of specific positions. The data is accompanied by comments of our experts describing the trends and forecasts for individual industries and disciplines. Therefore, we believe that this report will provide you with a reliable profile of the professional and managerial labour market.

I hope you will find the report inspiring,

ARTUR SKIBAPRESIDENT OF THE BOARD ANTAL

INTRODUCTION

www.antal.pl


Antal Salary Report 2017 has been prepared with the use of 3 sources of data. The first being CAWI and CATI research conducted between July and August 2017 on a sample of 1040 respondents from Poland. The data thus acquired was then verified and expanded with the use of information gathered in recruitment processes conducted by Antal, as well as telephone interviews with employers and candidates. The research covered salaries offered in recruitment processes for professional and managerial positions and encompassed individuals who possessed a minimum of two-year work experience in medium and large companies, both Polish and multinational. The report presents monthly total, average and gross salaries – actual salaries at specific positions are often dependent on a number of factors (see How to Read the Report? section).

METHODOLOGY

www.antal.pl


Antal Salary Report was created to set a benchmark for salaries offered in specific sectors,disciplines and job positions. One must keep in mind, however, that the actual wage per-taining to a particular position is determined by a variety of factors. In order to use the data contained within this report for comparison against one’s own salary, or to assess the feasibility of a job offer, the following variables should be taken into consideration:

On the candidate’s side: the number of years of work experience, the candidate’s work experience profile (small or multinational companies), scope of duties and responsibilities (the scope of duties and responsibilities can often differ between similarly named posi-tions), foreign language skills, acquired certificates, notable achievements (while working at the same position one can carry out his/ her duties flawlessly, but some candidates are able to boast exceptional achievements, e.g. implementing a new concept in the company - employers consider this a very valuable asset), soft (personal) skills.

On the employer’s side: the region of the country – in some circumstances, salaries are differentiated across voivodeships. Typically the highest salaries are offered by employers located in the Mazowieckie, Dolnośląskie and Śląskie voivodeships, the lowest are offered in the Świętokrzyskie and Warmińsko-Mazurskie voivodeships. However, it should be em-phasized that a number of corporations implement nation-wide pay scales which makes the offered salaries consistent across the entire country, company size, Polish/foreign cap-ital, bonus system – employees are sometimes granted incentive bonuses which, in some cases, are considered a part of the monthly salary.

HOW TO READ THE REPORT?

AGNIESZKA WÓJCIKMARKET RESEARCH MANAGER

www.antal.pl


AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES IN POLAND ACROSS SPECIFIC DISCIPLINES AND SECTORS

11 662 PLN

10 233 PLN(compared to 10 233 PLN in Antal Salary Survey 2016)

www.antal.pl


Despite that fact that base salaries are still the most important factor determining whether employees will stay or resign, non-financial incentives are also important and their impact is growing. There is growing candidate interest in perks. First, however, you have to determine what your employees consider to be valuable. This is important because professionals and managers no longer see private health care of fitness cards as attractive extras. By now, both of those perks are in fact taken for granted. Candidates also take into consideration which companies offer thought-through perks that meet the needs of employees. For example, par-ents of very young children will appreciate day care facilities provided by the company, younger employees taking their first steps in the labour market wish to have access to new technolo-gies, frequent team-building events and office foosball tournaments, whereas more fitness-ori-ented will definitely like company-sponsored wellness programs. The market forces employers to think of new ways of motivating their workforce. However, non-financial incentives have to fit the age, life stage and interests of individual employees. Also, apart from designing motiva-tion systems based on interesting perks, employers may want to revise their base and bonus remuneration schemes. Sources of funding for additional perks may be found by making pay schemes more efficient, a process not necessarily involving cutting salaries.

MAŁGORZATA PUKROPEKMANAGERANTAL HR CONSULTING

Do you want to know more about creating pay schemes and optimizing budgets?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=10&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_HRC


SSC/BPO

ADMINISTRATION

LOGISTICS

HR

ENGINEERING

FINANCE & ACCOUNTANCY

BANKING & INSURANCE

IT

PHARMA & MEDI-CAL DEVICES

SALES & MARKETING

LEGAL

SENIOR MANAGEMENT

6 396

5 133

8 591

9 857

9 809

10 861

10 318

12 600

11 879

9 630

10 450

21 413

5 562

6 300

7 978

8 150

8 925

9 025

9 217

10 893

11 389

11 981

13 906

19 348

Senior managers earn the most – the average monthly gross salary in this group was PLN 21 413. IT professionals and managers came second, with an average salary of PLN 12 600, followed by Pharmaceuticals professionals and managers with PLN 11 879. The highest year-on-year salary growth was observed in the HR and SSC/BPO sectors. Salaries dropped the most in Sales, Marketing and Law.

The competition over senior employees is growing more serious, but employers have a very selective approach. Hiring decisions are more drawn out that in previous years, but once they are made, candidates are taken on promptly. Companies often prefer to hire "runners up" instead of "champions", claiming that less experienced candidates, who have good ideas, pas-sion and an "all hands on deck" approach, will be cheaper and motivated to prove their worth.

ARTUR MIGOŃANTAL VICE-CHAIRMAN

Salary Report 2016 Salary Report 2017

SALARIES BY DISCIPLINE

www.antal.pl

9 857 PLN

8 150 PLN (compared to 8 150 PLN in Antal Salary Survey 2016)

HR & ADMINISTRATION

5 133 PLN


HR ADMINISTRATION


A very large part of recruiting projects in the HR sector end with choosing passive candidates, who expect a 20% salary raise when changing jobs. Salaries of experienced recruiting profes-sionals, especially in the IT and SSC/BPO sectors, are growing the fastest. However, salaries of HR department directors have not changed in the last few years. The same can be said about administration employee wages.

HR & ADMINISTRATION

AGNIESZKA PASTUŁATEAM MANAGERANTAL HR & LEGAL

www.antal.pl


Work experience in the same or similar job positionExperience is the most important factor that determines salaries in the HR and administra-tion sector. However, seniority itself is not as important as the companies in which a given individual has worked. International companies and renowned brands are held in particu-larly high regard. If a prospective employer operates in a sector with a candidate's market, then a candidate with experience in an industry with a candidate's market (and thus similar challenges faced by companies) will be the most sought after.

The size of the candidate's former companiesHR candidates who worked for big, multinational organisations are more valued than those employed by small companies. Big organizations use infinitely more complex HR solutions and tools, plus they have access to funds for implementing additional projects, such as employee development programs.

Big organizations (and those operating in the new technologies sector, regardless of their size) often use innovative training solutions such as: webinars, workshops and e-learning sessions. If a company that uses such tools or plans to implement them is searching for suitable candidates, it is most likely to choose an individual who has used similar tools before.

Foreign language skillsFluency in English is not widespread among individuals working in the so-called hard HR posi-tions (personnel and payroll administration), therefore sound knowledge of the language may contribute to higher salaries. It also opens the door to working in multinational corporations, which have higher average salaries than local, national companies.

Professional achievementsProject management skills are increasingly often viewed as a key competence among HR specialists. Employees are assessed on the basis of the projects that they took part in and their achievements when implementing new HR solutions and tools. The more independent and creative tasks and achievements backed by numbers and indicators one has to his or her name, the more valuable he or she will be as a candidate for a professional or managerial position. Soft interpersonal skillsThe ideal HR candidate should be reliable, trustworthy and, thus, able to support the company's business processes in a diplomatic and cool-headed fashion. He or she should also be a good listener and observer, open to other people, but able to behave assertive-ly when required. The ability to plan ahead is also indispensable. Candidates who have exhibited creativity and flexible thinking in the past may count on better prospects and higher salaries. Senior HR positions require candidates to be charismatic leaders, who are able to influence others and motivate them to focus on specific tasks.

Regional characteristicsCompany location has an influence on salaries only in the case of local Polish organizations. The salaries offered by corporations are evening out across all regions (especially when it comes to professional and managerial positions). The long-held generalization stating that heads of HR departments earn the most in Warsaw is no longer true. Employers based in Kraków, Poznań or Wrocław offer very similar salaries.

DETERMINANTS OF SALARIES OFFEREDTO PROFESSIONALS AND MANAGERS

HR & ADMINISTRATION

www.antal.pl


SALARIES OFFERED IN SELECTED JOB POSITIONS

POSITION GROSS MONTHLY SALARY PLN

HR

HR Analyst 4 000 - 5 000

Payroll Specialist 4 000 - 5 000

Compensation & Benefit Specialist 5 000 - 6 000

Recruitment & Training Specialist 5 000 - 6 000

Recruitment & Employer Branding Specialist 5 000 - 6 000

HR Specialist 6 000 - 7 000

HR Coordinator 7 000 - 10 000

Payroll Manager 10 000 - 12 000

Compensation & Benefits Manager 10 000 - 15 000

HR Business Partner 10 000 - 15 000

HR Manager 15 000 - 20 000

HR Director 20 000 - 30 000

HR & ADMINISTRATION

ecie?

Are you looking to recruit HR and Administration specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=4&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_HRA

ENGINEERING & LOGISTICS

8 591 PLN

7 978 PLN(compared to 7978 PLN in Antal Salary Survey 2016)

LOGISTICS

9 809 PLN


ENGINEERING


This year's ten-percent salary growth in manufacturing companies reflects the upward trend that has been going on in the industry for the last few years. Wages of professionals and experts have been rising substantially in the automotive, electronics and FMCG sectors. Managerial salaries are increasing as well but not as rapidly. Most companies operating in the abovementioned sectors recruit specialists on an ongoing basis, which results from company growth plans and increasing employee turnover caused by numerous attractive job opportuni-ties. It is very often the case that a highly qualified professional is more difficult to find than a middle-level manager, which is a curious phenomenon that has become more widespread this year. Companies are still able to pick and choose from managerial candidates, as the number of individuals taking part in recruiting processes has significantly increased from previous years. Do candidates wish to take advantage of favourable market conditions to further their career? I think that we will be able to answer that question in the coming year.


ROMAN ZABŁOCKIBUSINESS UNIT MANAGERANTAL ENGINEERING & OPERATIONS

Salaries in the transport, freight forwarding and logistics sector had been stagnant for a couple of years. In 2017, however, there was an insignificant 7-percent salary growth in the sector, resulting mainly from the growing demand for contract logistics candidates. This area of the sector is growing very rapidly, which means that qualified employees are highly sought after. Also, there were slight salary increases in the following occupations in the road transport area: freight forwarder, transport planner, dispatcher. Employers prefer attractive bonus systems rather than high base salaries. Salaries in sales roles remain unchanged.

FABIAN PIETRASTEAM MANAGERANTAL LOGISTICS & CONSTRUCTION

www.antal.pl


Work experience in the same or similar job positionThe market is very dynamic at the moment, and salaries are determined by both the external labour market as well as the internal capabilities of many organizations. Salaries have increased in many companies due to attempts to retain key managers and engi-neers. Those organizations that decided to promote employees were often forced to take on individuals with higher financial expectations or lower competencies to take their place. We should also remember that the earnings in Polish positions forming part of international structures continue to be lower than in Western Europe. The size of the candidate's former companiesDue to the very rapid growth of companies with Polish capital (both in Poland and abroad), they are able to draw in engineers and managers with experience gained in international organizations by offering them higher salaries than just a few years ago. Top-tier engineers and managers are often hired by Polish companies only if they have worked for a large international organization in the past.

Foreign language skillsForeign language skills, especially English, are a basic prerequisite in practically all positions. Because of a shortage of candidates with extensive experience and advanced knowledge of foreign languages, e.g. German, employers often decide to take on less qualified professionals who already know the language with the aim of training them. Companies increasingly often seek candidates with a working knowledge of French and Italian.

Professional achievementsCandidates are more willing to talk about their achievements and so consciously. However, there is a generational gap that contributes to different perceptions of success. We may ob-

serve that young engineers and managers, members of the Y generation, have on average the same number or even more achievements than their colleagues with ten more years of professional experience. The nature of this phenomenon may be rooted in the fact that in the fairly recent past, when resources were scarce in many organizations, negotiations with prospective customers and suppliers affected company operations for the next few years. Currently, professional achievements are usually defined as successfully performing one's du-ties with the necessary commitment. Soft interpersonal skillsOrganizations increasingly often make it a point to verify the soft skills of candidates. Competence interviews or skill tests have become standard components of recruitment processes. Companies that cannot offer a competitive salary at the outset are looking for individuals who will attain the necessary competence and knowledge through a proper attitude and motivation. Companies that pay average or better salaries also raise the bar for candidates, as they wish to remain competitive in the international labour market.

Regional characteristicsSalaries differ between various regions of the country by about 10-15%. The trend of offering higher salaries in bigger cities and their vicinities continues, however we are observing an increase of remunerations in medium cities and areas with competitive labour markets. Many professionals and managers decide to return home several years after relocating, and they are offered a salary that corresponds to their competence and experience gained in a different location. This is especially true when they are able to reduce operational costs upon returning.



www.antal.pl




ENGINEERING

Production planner 5 000 - 7 000

Technologist 5 000 - 8 000

Quality Engineer 5 000 - 8 000

Quality Engineer 6 000 - 12 000

Process Engineer 6 000 - 8 000

HSE Manager 10 000 - 15 000

Quality Manager 15 000 - 18 000

Production Manager/Director 15 000 - 20 000

Maintenance Manager 12 000 - 17 000

Technical Director 15 000 - 20 000

Plant Manager 25 000 - 35 000

Managing Director 35 000 - 60 000



LOGISTICS

Customs agent 4 300 - 6 000

Transport dispatcher 4 400 - 5 500

Domestic freight forwarder 4 500 - 6 500

Internatinal freight forwarder 4 500 -7 000

Sales representative 5 000 - 8 000

Key Account Manager 6 000 - 11 000

Warehouse Manager 8 000 - 15 000

Business Development Manager 10 000 - 18 000

Logistics Director 15 000 - 25 000

Supply Chain Director 15 000 - 35 000

Are you looking to recruit Engineering and Logistics specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=2&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_ELO

12 600 PLN

10 893 PLN(compared to 10 893 PLN in Antal Salary Survey 2016)

IT


The Polish IT market has been rapidly growing for many years, which has contributed to salary increases in the sector. 2017 was no different in this respect. There is a definite shortage of candidates, and their financial expectations grow along with the increasing number of job offers that they receive. The index has shown a 16% growth in relation to 2016. This index has grown by 16% from 2016, but if we were to single out the hottest areas, such as software development, the index for individuals with 1 to 5 years of experience would, in some cases, stand at 50%. The IT Services sector is picking up steam, partly due to the enormous informa-tion technology outsourcing and research & development centres employing anywhere from several dozen to several thousand professionals. The slowest salary growth was observed in the infrastructure sector.

Poland remains attractive to investors and foreign companies which, upon starting operations in Poland, found that Poles have very good work ethics, therefore investors are expanding their Polish branches. Global IT centres, such as India, Mexico and China, are drawing in mainly American investors who, for many years now, have been taking advantage of the language skills, IT competences and sheer quantity of local candidates. Australia, due to its location, focuses mainly on the Malaysian, Indonesian, Thai and Philippine markets, whereas European companies increasingly often branch out into Poland and Bulgaria, as many of the local can-didates know European languages. The largest Polish IT centres include Kraków and Wrocław, which by now have earned the moniker of the Polish Silicon Valley, followed by Warsaw, Tri-City and Poznań. The eastern regions of Poland remain underappreciated. Despite the improving infrastructure and educational institutions, the IT sector in those regions lags behind the rest of the country. Salaries are growing the fastest in the fastest-developing regions.

Salary growth will continue in the coming years, but many companies are starting to introduce salary validation and reject candidates with excessive financial expectations, even though they may have exceptional skills. When doing market research for their clients, Antal consul-tants have noticed that more and more IT companies decide to offer permanent employment contracts, even though they are more expensive, and engage in employer branding activities to reach the right candidates, even if it means that recruiting processes will take a few weeks more. 2018 will show who will prevail – cost-conscious IT companies or candidates who are aware of their worth and the demand for their skills.

ALEKSANDRA KUJAWABUSINESS UNIT MANAGERANTAL IT SERVICES

IT

www.antal.pl


Work experience in the same or similar job positionExperience measured with the level of competence and the length of training in a given specialisation are still the key criteria that employers take into consideration when screening candidates. Professionals who seek change and wish to retrain should expect significantly lower earnings initially, but their choice may bring benefits in the future. Salaries in the IT sector are directly related to experience and the specialisations that are currently in the highest demand. The fastest salary increases were recorded among effective programmers specialising in the most popular technologies and testers, who earn decidedly less but the demand for whom is growing at a steady pace. The type of contract is also important. Professionals with B2B contracts earn on average 20% more than their colleagues with permanent employment contracts. Smaller salary increases and an overall stagnation are visible in the areas of infrastructure and management support systems. The size of the candidate's former companiesThe size of the candidate's former company usually has little direct influence on recruit-ment decisions. It has the biggest impact in the case of big organizations, which prefer candidates with experience in a specific business environment and the forms of reporting that it requires or, as is the case with programmers, specific coding practices.

Foreign language skillsWorking knowledge of English is required from programmers, testers, analysts and manage-ment support systems specialists. It is also crucial in managerial positions. Many companies are searching for professionals who know an additional foreign language, but it is not the most important condition when screening candidates. Polish IT professionals have no problems find-ing jobs in other countries, however in some of them, for example Germany, knowledge of the local language is required.

Professional achievementsTalking about achievements and completed projects is becoming a standard part of job interviews. The achievements and professional history are usually verified by obtaining references from the candidate's former superior and co-workers.

Soft interpersonal skillsInterpersonal skills are gaining importance as companies place strong emphasis on them. The stereotype of an introverted professional is very much alive in the IT sector, however good communication within the project team and with other business lines can have an enormous impact on effectiveness and progress. The most crucial soft skills include hav-ing a proactive attitude, listening actively, being communicative and able to work as part of a team.

Regional characteristicsPolish cities are doing what they can to draw in investment and development. Tricity is devel-oping dynamically with large ITO centres and a number of smaller branches of Scandinavian IT companies, which transfer some of their operations to Poland with the aim of optimising expenses without sacrificing quality of work, being set up. The same trend has been visible in Kraków on Wrocław for the last few years, where the competition over the best professionals leads to a dynamic increase of salaries and the need to invest in additional tools such as em-ployer branding. The highest salaries are still being paid in Warsaw, however the differences are often marginal when compared with other regions of Poland.


IT

www.antal.pl




Helpdesk 1 linia 4 000 - 7 000


Security Specialist 6 000 - 13 000

Product manager 8 000 - 15 000


Front-end developer 6 500 - 17 000

.net developer 7 000 - 18 000

Java Script developer 7 500 - 18 000

PHP developer 7 500 - 14 000

iOS/Android developer 7 500 - 20 000

System administrator 7 000 - 12 000

QA Specialist 7 000 - 16 000

Network administrator 8 000 - 14 000

Java developer 8 000 - 18 000

C++ developer 8 000 - 20 000

Oracle developer 8 500 - 15 000

Project Manager 9 000 - 20 000


Consultant SAP 9 000 - 25 000

Key account manager 10 000 - 15 000

IT Analyst 10 000 - 18 000

Database administrator 10 000 - 18 000

Presales engineer 10 000 - 20 000

System Engineer/ Architect 13 000 - 19 000

Network Engineer 12 000 - 18 000

Infrastructure Specialist 10 000 - 15 000

Software Architect 13 000 - 22 000

Infrastructure Architect 14 000 - 22 000

Infrastructure Manager 15 000 - 22 000

Business development manager 15 000 - 20 000

Senior presales engineer 10 000 - 25 000

Service manager 12 000 - 17 000

Presales manager 12 000 - 30 000

Presales manager 14 000 - 30 000

Manager of Security 18 000 - 30 000

IT

www.antal.pl

10 861 PLN




In the last year we have witnessed many signs of the finance sector becoming a candidate's market, which resulted from a shortage of candidates with competences needed by employers. The law of supply and demand required employers to compete over the best employees, which resulted in higher salaries being offered to prospective candidates. The ongoing rapid growth of SSCs/BPO centres, which handle increasingly more complex finance processes, including controlling, taxes and reporting, as well as the good economic outlook that results in new jobs being created allow us to predict that the positive trends will continue into the future.


MONIKA DACZKAMANAGERANTAL FINANCE & ACCOUNTANCY

www.antal.pl


Work experience in the same or similar job positionEmployers continue to consider job experience and the competencies that arise out of it as the key criteria when choosing candidates for financial positions. It is curious, howev-er, that the shortage of candidates with suitable qualifications, and the excessive financial demands (or those relating to development prospects) that some of the have in com-parison to other team members, force employers to partially drop their job experience requirements. The size of the candidate's former companiesThe size, scale and reach of the candidate's former employers are very important as they determine the competences that he or she has attained and may offer to their future em-ployer. One should also note the dynamic growth of Centres of Excellence operated by multinational companies in Poland, which create attractive professional development and financial prospects for professionals and managers with relevant experience in financial, accounting, controlling, audit and tax departments of big international companies.

Foreign language skillsEnglish continues to be the language of finance. Sound knowledge of the language is a prerequisite for building a career path and developing competences based on interna-tional professional qualifications. Knowledge of other European languages, such as Ger-man, French or Spanish, opens up interesting job opportunities in multinational companies based in these countries, however English is increasingly often the only foreign language required in highly- specialised positions.

Professional achievementsThe most highly valued professional achievements of candidates for financial positions attest to their extensive business awareness and initiative. For example, successfully completing tasks aimed at improving or optimizing processes that most accounting and controlling spe-cialists have accomplished numerous times in the course their careers. Soft interpersonal skillsToday's finance experts no longer fit the stereotypical image of a reclusive bureaucrat who spends all day drafting incomprehensible and useless reports. Apart from analytical skills, which are obviously required from individuals who chose a career in finance, soft skills continue to be crucial. Highly-developed communication and teamwork skills, often under the pressure of time, in the case of professionals, and excellent leadership skills in the case of managers are, apart from understanding the operations of the businesses that they work with, the most desired and valued skills.

Regional characteristicsSalaries earned by individuals employed in the finance sector depend on the location of the company. The highest earnings are offered in large business centres as the competition over the best employees is fierce. It is interesting to note, however, that the differences in salaries in the most developed markets are diminishing. This results from the fact that the financial expectations of candidates are confronted with the available job offers and the price of their competencies are determined by the market.



www.antal.pl





Accountant 3 500 - 8 000

Financial Analyst 6 500 - 13 000

Senior Accountant 6 500 - 10 000

Financial Controller 12 000 - 16 000

Internal Auditor 9 000 - 15 000

Tax Manager 14 000 - 20 000

Chief Accountant 11 000 - 20 000

Controlling Manager 14 000 - 20 000

Financial Manager 15 000 - 22 000

Chief Financial Officer / Member of the Board 30 000 - 60 000

Are you looking to recruit Finance and Accounting specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=3&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_FA

10 318 PLN


BANKING & INSURANCE


For the last few years we have seen the number of jobs in the finance sector shrink, which was accompanied by rising salaries. Despite the finance sector being an employer's market, salaries nevertheless continue growing because of the structural changes that are taking places in the sector. New, previously unused competencies are required. Digitization, process automation and outsourcing as well as new regulations mean that the banks and insurance firms that wish to follow the current trends and set new ones have to invest in employees who will introduce changes. At the same time, areas such as IT, risk and process management suffer from a short-age of candidates forcing finance companies to compete with other companies, which leads to growing salaries. Contrary to popular opinion, the finance sector is doing fine, bottom lines are looking good, if not excellent, and many Polish finance companies set regional technology trends. All of the above factors will most likely lead to rising salaries and improving employ-ment conditions.

SEBASTIAN SALATEAM MANAGERANTAL SSC/BPO BANKING & INSURANCE

BANKING & INSURANCE

www.antal.pl


Work experience in the same or similar job positionProfessional experience is the main factor that determines the salaries offered to profes-sionals and managers. Some employers expect candidates to have experience working in a similar job position. Others, who are looking for new solutions, are ready to take on candidates from outside the sector, but usually expect them to be ready to carry out tasks without lengthy training. Managers are required to have soft skills – being both a leader and a partner for members of the new Y and Z generations. The size of the candidate's former companiesDepending on the area that a given employee will be responsible for, employers require candidates who have worked in different-sized companies. Smaller banks often employ in-dividuals with a so-called helicopter view of a specific department, process or organisation. Bigger companies have splendid professionals specialising in a single area. Depending on employer needs, this factor greatly influences the offered salaries.

Foreign language skillsForeign language skills are another factor that influences salaries. Financial institutions outsource some tasks and, for example, risk-related work is performed in an international environment. The most requested languages include English, German, French and Spanish.

Professional achievementsRemunerations are also affected by track records and achievements. Employers value all achievements that contribute to boosting effectiveness, improving results, increasing quality or the bottom line. They wish to talk about work and its outcomes rather than general topics regarding the candidates' skills. The outcomes serve as proof of the employee's potential and increase his or her value in the eyes of the employer. Soft interpersonal skillsApart from analytical and technical positions, practically all employees are required to have good interpersonal skills, interdisciplinary cooperation skills and be flexible. Sales skills, both presenting and negotiating, are also important. Most of today's goal-oriented companies cooperate with both external and internal customers.

Regional characteristicsSalaries vary between regions of course, but the differences are not vast. There is a num-ber of locations in Poland where banks, insurance companies and other financial institutions base their headquarters. Individual discrepancies are not significant if we compare an office in Warsaw and a big city in the South of Poland, however the differences become apparent when comparing entire pay spines. Therefore, many employers are currently debating where to locate their headquarters in order to have access to suitable talent.


BANKING & INSURANCE

www.antal.pl




BANKING (FRONT OFFICE)

Foreign Exchange Dealer 4 000 - 6 000

Stockbroker 5 500 - 9 000

Investment Analyst 8 000 - 17 000

Leasing Advisor 4 000 - 7 500

Investment Advisor 7 500 - 10 000

Factoring Advisor 7 000 - 15 000

Mass Affluent Advisor 7 000 - 15 000

SME Advisor 6 000 - 12 000

Corporate Advisor 10 000 - 20 000

Private Banking Advisor 10 000 - 20 000

Branch Manager 8 000 - 15 000

Branch Director 11 000 - 20 000

Operational Division Director 10 000 - 15 000

Factoring Sales Director 15 000 - 22 000

Sales Director 15 000 - 28 000

Regional Director 14 000 - 25 000


Investment Director 35 000 - 50 000

Department Director 20 000 - 38 000

Partner (private equity) 60 000 - 100 000

BANKING (back office)

Retail Risk Specialist 4 000 - 10 000

Corporate Risk Specialist 7 500 - 14 000

Compliance Specialist 6 000 - 8 000

Corporate Risk Manager 10 000 - 20 000

Junior Product Manager 8 500 - 13 000

Product Manager 11 000 - 20 000

Internal Communications Team Manager 11 000 - 17 000

Marketing Director 18 000 - 36 000

Sales Support Department Director 16 000 - 23 000

Administration Department Director 16 000 - 22 000

Retail Risk Department Director 19 000 - 29 000

Product Department Director 22 000 - 32 000

Member of the Board of Management 30 000 - 49 000

BANKING & INSURANCE

www.antal.pl



INSURANCE (FRONT OFFICE)

Coach 6 000 - 15 000


Bancassurance Sales Manager 15 000 - 20 000

Sales Network Manager 15 000 - 20 000

Sales Channel Director 15 000 - 30 000

Brokerage Sales Manager 18 000 - 20 000

Branch Director 10 000 - 17 000

Regional Director 10 000 - 25 000



INSURANCE (BACK OFFICE)

Claims Adjuster 5 000 - 8 000

Actuarial Analyst 5 000 - 10 000

Technical Adjuster 8 000 - 13 000

Reinsurance Specialist 7 000 - 15 000

Senior Reinsurance Specialist 7 000 - 14 000

Technical Underwriter 12 000 - 18 000

Actuary 8 000 - 20 000


Chief Actuary 15 000 - 25 000

Department Director 20 000 - 35 000

Management Positions 35 000 - 100 000

BANKING & INSURANCE

Are you looking to recruit Banking and Insurance specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=1&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_BI

6 396 PLN

5562 PLN(compared to 5562 PLN in Antal Salary Survey 2016)

SSC/BPO


The SSC/BPO industry is growing at a very rapid pace. The inflow of new investors, ongoing development of centres that opened in recent years and relentless competition mean that the sector is definitely an employees' market. Candidates receive up to several job offers each month. Employers offer very good perks and attractive salaries, especially for entry-level roles.

This constant growth leads to salary increases, which will continue in the coming years. SSC/BPOs are becoming more professional and can now handle increasingly complex pro-cesses. Therefore, more and more tasks are being moved to Poland, increasing demand for experienced candidates.

DARIA STEFAŃSKABUSINESS UNIT MANAGER ANTAL SSC/BPO

SSC/BPO

www.antal.pl


Work experience in the same or similar job positionAn ideal professional candidate should have at least 2-3 years of experience in a given area (not including language skills which are described below). The broader their knowl-edge concerning a given process (the so-called end-to-end), the better the qualifications of the candidate and, therefore, the higher the salary that he or she will be offered by employers. Knowledge of legal regulations and the ability to adapt to the communication style of a given country as well as experience in process transitions are also very import-ant competences for candidates to have in the SSC/BPO sector. Software skills (SAP, ERP) and various international certificates are also considered important by employers. The size of the candidate's former companiesMany employers treat the size of the candidate's former company as an indicator of his or her scope of responsibilities. Most companies with several hundred or thousand em-ployees have very narrow processes. Candidates who work in smaller companies are often responsible for a wide process (end-to-end) and have a broader knowledge of business processes, which increasingly often is desired by employers. Candidates with experience in several processes have the broadest knowledge and the so-called helicopter view, which is especially useful in expert and managerial positions.

Foreign language skillsSalaries in the SSC/BPO sector are influenced mostly by the candidates' foreign language skills. English is the corporate language used in all companies and a good command of it (B2 level) is obligatory. Candidates should also have a near fluent command (C1 level) of their working language allowing them to communicate freely in a business environment. Candidates with German and French are the most sought after, but Dutch, Spanish, Por-tuguese and Nordic languages are also in demand. For the last few years candidates with Dutch and Nordic languages have been earning the highest salaries in the sector regard-less of position. Due to high demand, German-speaking candidates received particularly high raises last year.

Professional achievementsBecause increasingly more complex processes are being outsourced to Poland, and the pro-cesses that are already being handled here are becoming stable, work experience in the areas of transformation and process improvement as well as achievements in those areas are re-quired from candidates for expert, project and managerial positions. In the case of profession-al positions, many employers are of the opinion that successfully transferring processes from a given country and being actively involved in the migration are examples of achievements that greatly contribute to a candidate's competence set. Soft interpersonal skillsApart from language skills and specialist knowledge in a given area, most employers also attach importance to the soft skills of prospective candidates. The ability to communicate in a foreign language with an internal or external customer and the team, being able to adapt to changing conditions and multitasking are among the most desired skills. Most employers also consider the candidate's motivation for changing jobs and choosing to work in a given position in a given company as well as their outlook on their future self in five years as key factors.

Regional characteristicsAn analysis of the salaries in the SSC/BPO sector makes it apparent that the differences between various regions have diminished recently. It still seems that the competition between employers is the strongest in Kraków, a city with the highest number of shared services centres and BPO companies, but the majority of advanced business processes in the areas of accounting, banking, HR and buying processes are being handled there.

Other large cities, however, are becoming more effective in drawing in new investors who attract candidates with high salaries, which continue growing with each coming year.


SSC/BPO

If you would like to receive a report outlining the availability and salaries of employees with certain foreign language skills in specific regions, please contact us! CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=15&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_AMR




Banking

Compliance Analyst with Languages 4 000 - 5 000

Fund Accountant with Languages 4 000 - 6 000

Research Analyst with Languages 4 000 - 8 000

KYC/AML Analyst with Languages 4 500 - 6 000

Compliance Senior Analyst with Languages 5 000 - 6 500

Fund Senior Accountant with Languages 6 000 - 8 000

KYC/AML Senior Analyst with Languages 6 000 - 9 000

Product Controller 6 000 - 8 000

Business Analyst with Languages 6 000 - 8 500

Team Leader KYC/AML 7 500 - 10 000

Manager KYC/AML 10 000 - 14 000

Reporting Manager 10 000 - 14 000


HR

Learning and Development Specialist 4 000 - 7 500

Staffing Specialist with Languages 5 000 - 7 000

Compensation and Benefits Specialist 5 500 - 7 000

Payroll Administrator Specialist 6 000 - 7 500

HR Administrator Team Leader 7 000 - 10 000

HR Services Manager 10 000 - 15 000

Procurement & Logistics

Logistic Specialist with Languages 4 500 - 7 000

Procurement Specialist with Languages 5 000 - 6 500

Buyer with Languages 6 000 - 9 000

Senior Buyer with Languages 8 000 - 12 000

Procurement Team Leader 10 000 - 15 000

Procurement Manager 14 000 - 20 000

SSC/BPO

www.antal.pl



Customer Service/ITO

Customer Service Specialist with Languages 4 000 - 7 000

Team Leader 1st Line Support 7 000 - 10 000

Customer Service Team Leader with Languages 7 000 - 11 000

Finance & Accountancy

AP/AR Accountant with English 5 000 - 6 000

AP/AR Accountant with languages 5 000 - 6 500

RtR Accountant with English 6 000 - 8 000

AP/AR Senior Accountant with English 5 500 - 7 000

RtR Accountant with Langauges 7 000 - 9 000

AP/AR Senior Accountant with languages 6 000 - 7 000

AP/AR Team Leader with Languages 9 500 - 12 000

Accounts Payable/ Account Receivable (AP/AR) Team Leader with English 8 500 - 11 000

Treasury Analyst 6 500 - 9 000

AP/AR Manager with Languages 9 500 - 12 000

RtR Team Leader with English 10 000 - 14 000

SSC/BPO

Are you looking to recruit SSC/BPO specialists?

CONTACT US


RtR Team Leader with Languages 12 000 - 15 000

RtR Manager with Languages 13 000 - 16 000

Treasury Manager 12 000 - 18 000

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=9&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_scc

9 630 PLN

11 981 PLN(compared to 11 981PLN in Antal Salary Survey 2016)

SALES & MARKETING


We often hear that the current labour market conditions favour candidates. Employers con-firm this, but candidates strongly disagree. So what is the market really like and what effect does it have on salaries? Are employees really calling the shots in the FMCG sector?FMCG companies have to be very familiar with the market and the ways in which it changes.

Meeting customer needs and strategic planning are essential skills. FMCG is a constantly changing environment, therefore organization expect employees to be creative and able to think on their feet to stay one step ahead of the competition. There is significant demand for experienced employees specializing in specific areas. Those candidates who feel comfortable in a certain field will have no trouble navigating the labour market. Employers who wish to see their business grow are aware that effective salespeople and creative marketing experts often require tailor-made job offers.

KATARZYNA SOŁTYSIAKCONSULTANT FMCG ANTAL SALES & MARKETING

SALES & MARKETING

FMCG, Retail, Technical SalesDue to its dynamic nature, the Retail industry has reacted quickly to the needs of the mar-ket. Once companies realized that the old ways of doing business are becoming outdated, they started creating new roles. Outdated as they may be, they are not obsolete, therefore versatile candidates, who are familiar with both offline and online channels, are needed. This is especially visible in the Fashion and Beauty sectors, both of which focus on brand communication and social media image, new sales channels and keeping in touch with customers. Candidates who are able to combine numerous years of experience gained work-ing in traditional channels with knowledge of online sales are the most sought after. Also, candidates are often expected to be able to combine numerous areas, e.g. a broad perspec-tive on product category development (in purchasing departments). As regards marketing, experience in a similar role, collaborating with bloggers, influencers, being involved in local and global brand development are all desired skills. Retail companies need specialized, ex-perienced, proactive and creative workers. Ones who think outside the box and are quick to react to changes. Retail companies, and especially ones operating in the Fashion and Beauty sectors, are quite generous, offering salaries, bonuses and attractive product discounts for their employees. The latter is a nice touch that is appreciated by many.

MARTA JURCZYKCONSULTANT RETAIL ANTAL SALES & MARKETING

www.antal.pl


Lately, we have seen the emergence of two distinct trends in the technical sector: first, there is a growing shortage of qualified engineers and managers, leading to growing salaries in some sectors, including automotive, metrology and plastics processing. Second, the number of companies in which employee remunerations are the main source of expenditures is growing. Such companies are trying to cut costs and do so by hiring candidates without a technical education or with little experience. This leads to a growing salary gap and fewer job oppor-tunities. Graduates of technical universities with excellent foreign language skills, clear-cut career paths and experience gained in multinational organizations have a distinct advantage in the market, whereas candidates with plenty of sales experience in smaller, less technolog-ically advanced companies, but lacking an engineering degree, will struggle to find well-paid work or, in fact, any work at all.

ANNA BZYMEKSENIOR CONSULTANT TECHNICAL SALES ANTAL SALES & MARKETING

SALES & MARKETING

www.antal.pl


Work experience in the same or similar job positionEmployers are currently planning for the long-term, that is why they are looking to hire employees who will stay with the company for many years and grow together with it. Professional experience gained in other organizations brings added value mainly because the orientation period takes shorter, and the risk of the employee making bad business decisions is lower. Analytical and strategic competences, as well as managerial potential, all of which are greatly valued in the FMCG sector, are verified mainly by examining the professional achievements of prospective candidates.

The Retail industry prefers candidates with experience in the same or similar sector and role. Also, some companies expect candidates, especially in purchasing and sales roles, to be familiar with certain product categories. If a candidate dealt in a different product category, he or she will most likely be unable to negotiate a higher starting salary at the new company.

Experience in the same or similar job position in the technology sector means that a given candidate is familiar with the technologies used and, therefore, will be able to get to know the solutions used by the new employer in a shorter timeframe. A degree in technology is also important and held in much higher regard than degrees in humanities or economics. The size of the candidate's former companiesLarge multinational FMCG corporations expect candidates to have gained experience in organizations of a similar size, multi-tasking capabilities and the ability to adapt to a multi-cultural workplace. Smaller organizations are learning from the big players, therefore they readily take in individuals who have worked in corporations to make use of their knowledge and experience and implement proven solutions.

Salaries in retail chains have been rising for the last few years. The fashion sector is a bit of an exception in that higher salaries are only paid by more renowned brands with bigger store chains.

There is an unwritten rule in the technology sector: the bigger the organization, the higher the salaries. One must remember, however, that the size of a company also includes its reach, thus if a role involves managing sales in a bigger market (e.g. East Central Europe) the offered salary will reflect the added responsibility.

Foreign language skillsThe FMCG sector prioritises product development both in Poland and abroad. English is the basic tool for communicating in many countries, but employers are also looking for employees with German to bring in new customers, for example in Western Europe. Foreign language skills combined with experience gained in the FMCG sector will provide a big advantage to candidates.

Foreign language skills are not required in lower-tier retail roles and have no impact on salaries. However, English is a must for directors and other roles that require cooperating with foreign suppliers and partners. Other foreign languages, such as German, are some-times required, depending on the market that the company is dealing in.

The technology sector is a bit more restrictive in this regard. A lack of English skills does not only translate into lower salaries, but may also prevent candidates from being hired altogether.


SALES & MARKETING

www.antal.pl


Professional achievementsIn the case of sales positions, professional achievements in a given job are one of the indicators of employee engagement and independence, therefore companies place great emphasis on verifying achievements during job interviews. The more diverse the projects led and the challenges overcome along the way, the more trustworthy the employee and the higher the chances of the employer hiring him or her.

Soft interpersonal skillsThe most sought after competences in the FMCG sector include communicativeness, openness, teamwork skills. Both Polish companies and international corporations are searching for individuals who are motivated to succeed and take business risks while re-taining a healthy and compassionate approach to others. Willingness to work in a team toachieve company goals is especially valued.

Retail companies come into direct contact with consumers and rely mostly on cooperation with suppliers, thus interpersonal skills are especially important and basically a prerequisite for a successful career in the sector.

Similar competences are expected from sales employees in the technology sector. Such individuals are harder to find, however, because soft skills are not a given among engineers.

Regional characteristicsSalary discrepancies between various regions of Poland are still present. The Mazowieckie Voivodeship has the highest salaries in specific positions, therefore employees are ready to relocate to Warsaw to earn more, but also to take advantage of the more numerous professional development opportunities. Wielkopolska and Dolny Śląsk are two other im-portant regions. Lower salaries are offered in Eastern Poland and in the Małopolska region.

SALES & MARKETING

www.antal.pl




FMCG

Sales

Sales Analyst 6 000 - 9 000


Senior Key Account Manager 13 000 - 18 000

National Key Account Manager 16 000 - 21 000

Sales Director - Traditional Trade 17 000 - 20 000

Sales Director - Modern Trade 18 000 - 22 000

Sales Director - Traditional & Modern Trade 20 000 - 30 000

MARKETING

Trade Marketing Specialist 5 000 - 8 000

Trade Marketing Manager 10 000 - 16 000

Junior Brand Manager 7 000 - 10 000

Brand Manager 10 000 - 14 000

Merchandising Manager 9 000 - 12 000

Marketing Manager 15 000 - 18 000


TECHNICAL FIELD

Product Marketing Specialist 6 000 - 8 000

Customer Service Specialist 6 000 - 9 000


Customer Service Team Leader 8 000 - 12 000


Sales Engineer 8 000 - 16 000


Export Manager 9 000 - 15 000


Sales Manager 12 000 - 18 000



RETAIL

Store Manager 6 000 - 8 000

Area Manager 7 000 - 10 000


Buyer 10 000 - 15 000

Kierownik zakupów 18 000- 25 000



Commercial Director 20 000 - 30 000

SALES & MARKETING

Are you looking to recruit FMCG, Retail or technical specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=8&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_SM


For the last few years, the market has been undergoing a digital transformation. Practically all sectors are developing a digital channel, therefore companies specializing in online and e-commerce services are offering better and better employment conditions.

In addition, candidates with online marketing and e-commerce experience can literally pick and choose job offers regardless of sector, as there is still a shortage of such competencies in the rapidly growing digital market. The situation will most likely get even worse, as forecasts show that in 2017 more will be spent on online advertising than TV commercials. Large media groups still set the trends in digital activity, and so they continue to be the most interesting companies to work for. Marketing and PR agency employees are increasingly often leaving to work for their clients, tempted by the opportunity to work on more interesting projects, better growth prospects coupled with greater job stability and a 9-to-5 routine.

JOANNA KUZIOŁA TEAM MANAGER ANTAL SALES & MARKETING

Digital/E-commerce/MediaSALES & MARKETING

www.antal.pl


Work experience in the same or similar job positionExperience in the same or similar position is important, whereas competences in the broadly-defined online world are intertwined and, therefore, not as important. Diverse job experience is required from candidates for senior positions, however some companies prefer individuals who follow a stable and well-planned career path. Apart from having a history of stable employment, employers also require candidates to have had led projects on their own (for example through their own consulting companies) which attests to them having a broader perspective on sales and marketing. The size of the candidate's former companiesThe size of the candidate's former employers in the Internet/Media/E-commerce sector may, but does not have to, matter. Having job experience with the biggest e-commerce platforms, the main players in the media market or a renowned international corporation is certainly a big plus. On the other hand, employers are also willing to consider hiring can-didates who have worked or led projects for innovative start-ups, the number of which is growing in Poland, that sometimes employ only several people.

Foreign language skillsIndividuals employed in sales and marketing positions in the Internet/Media/E-commerce sec-tor are required to have good English skills, therefore candidates who cannot communicate in English will definitely be disregarded. The terminology in the industry is mostly drawn from English. Companies seldom require candidates to speak other foreign languages, but it does happen, for example when e-commerce companies venture into foreign markets and, as is the case with Germany, need employees who can speak the local language to take advantage of the possibilities offered by the big market.

Professional achievementsIndividuals employed in the Internet/Media/E-commerce sector often try to convince prospective employers by presenting the projects that they completed or their side-busi-nesses, usually in the form of start-ups. The market is relatively closed, so such informa-tion is easy to verify.

Soft interpersonal skillsCompanies are searching for dynamic, open and communicative employees, who ap-proach their duties with enthusiasm. Teamwork skills are crucial in sales and marketing positions, as the competences and scopes of responsibility of such employees in the Internet/Media/E-commerce sector are often shared, therefore teamwork is essential if the company is to be successful.

Regional characteristicsMost companies and key players in the Internet/Media/E-commerce market are based in Warsaw. This includes the biggest, often international marketing and advertising agencies, as well as media houses. Companies based in Warsaw offer the highest salaries, therefore professionals and managers are often willing to relocate to Poland's capital in order to broaden their competences while working for market leaders. Sales and marketing em-ployees also earn the highest salaries in the Mazowieckie Voivodeship.


SALES & MARKETING

www.antal.pl




Online Marketing Specialist 5 000 - 8 000

New Business Manager 5 500 -12 000

Account Manager 7 000 - 10 000


E-commerce Manager 8 000 - 15 000

Digital/Multichannel Manager 12 000 - 18 000

Marketing Director (Media) 20 000 - 30 000

Managing Director (Marketing Agency) 20 000 - 40 000

SALES & MARKETING

Are you looking to recruit Digital/E-commerce/Media specialists?

CONTACT US

www.antal.pl


11 879 PLN


PHARMA & MEDICAL DEVICES


It has been another year of change for the pharmaceutical and medical industries, with more acquisitions of entire companies and select product ranges. Some companies are expand-ing their offerings by introducing innovative therapies, more generic drugs and constantly searching for foreign-made products that may be introduced in the Polish market. Changes in regulations, including the introduction of the Good Distribution Practice guidelines, also con-tribute to shifts and transformations within pharmaceutical companies, therefore experienced wholesalers, who have successfully obtained licences in the past, are in high demand and their salaries are on the rise. All in all, 2017 has brought on a candidates' market and significant salary increases in the pharmaceuticals sector. Organizations are looking for candidates with high qualifications and extensive experience in specific therapeutic areas. To remain compet-itive, companies were forced to raise base salaries. Salary growth is not limited to recruiting processes. Companies have to give raises to retain their current employees. This mechanism has been especially evident in medical and marketing departments.

The industry also tries its best to keep up with digital solutions, thus demand for candidates with computer skills is very high and so are their salaries.

MARTA LEBUDASENIOR CONSULTANT ANTAL PHARMA & MEDICAL DEVICES


Medical devices companies are also starting to be affected by candidates' market conditions. This is evidenced by: growing salaries, lack of openness to candidates from other sectors (e.g. pharmaceuticals) and often requiring candidates to have had experience dealing in a similar product range. New companies are entering the Polish market at a steady rate leading to shrinking distributor product ranges, smaller companies being unable to compete and leaving the market, and the ongoing expansion of multinational manufacturers. The market favours candidates who are experts in their respective fields, as stiff competition will allow them to earn higher salaries and be offered good development prospects by employers.

KRZYSZTOF FIŁONOWICZCONSULTANT ANTAL PHARMA & MEDICAL DEVICES

www.antal.pl


Work experience in the same or similar job positionJob experience gained in a similar position is key in the pharmaceutical and medical industries. This applies to basically all areas of the companies' operations, but especially: sales, marketing, drug registration, medical, drug safety, clinical studies departments. Some companies are willing to fill digital and multichannel positions with candidates who have worked for marketing agencies, however they are still required to have experience in cooperating with pharmaceutical companies. The size of the candidate's former companiesProspective employers usually do not take the size of the candidates' former companies into consideration. On the other hand, increasingly more candidates wish to work for small-er organizations, which give them a broader scope of responsibilities or the opportunity to develop certain activities from the ground up. Smaller companies are willing to take in candidates from big corporations, as their work style and familiarity with the corporate en-vironment allow them to implement new solutions in developing or start-up organizations.Corporate structures, however, are not as willing to hire individuals from smaller compa-nies due to concerns of being unable to establish mutual understanding. Corporations have large organizational structures, which sometimes leads to prolonged decision-making processes. Employers fear that candidates from smaller companies may be unable to find their footing in big organizations with countless procedures.

Company size has little influence on candidate potential in the medical devices sector. Employees of manufacturing companies usually have broader knowledge gained during training sessions and a smaller product range to deal with, allowing them to specialize in a narrow field.

Foreign language skillsEnglish is essential in most positions, be it marketing, sales, or medical department roles. Even if foreign languages are not actively used in day-to-day duties, promotion is often unattainable for individuals who cannot speak English. Unfortunately, foreign language skills are still lacking, even among managers.

Good command of English is becoming a necessity in the medical devices sector, in both manufacturing and distribution companies. Taking part in training sessions held abroad, which are part of onboarding and ongoing training of salespeople and other staff, is im-possible when one cannot understand English. Ever more distributors become involved in training sessions held by manufacturers, which marks a change from previous years when only select distributors chose to do so.

Professional achievementsDocumented achievements, as well as suggesting new solutions and new avenues of com-pany activities, are indispensable when looking for a dream job or higher salaries. We must emphasize that achievements are not only related to meeting sales goals – employees should have numerous successful experiences to their name regardless of position. Soft interpersonal skillsCandidates with soft competences, such as engagement, proactiveness, openness, will-ingness to cooperate, as well as being satisfied with one's work, are in very high demandin the medical and pharmaceutical industries. Companies are searching for employees who are passionate about their work, ready to go beyond their responsibilities, seek new solutions and approaches. Such individuals are often offered higher salaries.

Regional characteristicsMost head offices of pharmaceutical and medical companies are located in Warsaw and the surrounding region, therefore salaries earned in office positions are usually determined by the specific organization and scope of responsibility in a given position, rather than the region. Companies headquartered outside of the capital usually offer higher salaries than those based in Warsaw. The salaries of field employees are not dependent on the region or type of job. Some of them earn more, but only if they are required to work across the entire country or a large part of it. We have observed, however, that higher salaries are not determined by region, but rather the product that the salesperson offers. Companies that sell more advanced medical devices, or more expensive and highly-specialised therapies, usually offer higher salaries.



www.antal.pl




PHARMA

SALES

Medical Representative 7 000 - 9 000

Key Account Manager 10 000 - 13000

National Key Account Manager 15 000 - 20 000

District Manager 15 000 - 17 000

Field Force Manager 18 000 - 20 000


Business Unit Director 30 000 - 45 000

MARKETING

Junior Product Manager 12 000 - 13 000



Group Product Manager 18 000 - 23 000




MEDICAL DEPARTMENT

Medical Science Laison 12 000 - 16 000

Medical Advisor/Manager 18 000 - 25 000

Medical Director 25 000 - 35 000

Market Access Manager 20 000 - 40 000

REGULATORY & PHARMACOVIGILANCE DEPARTMENT

Regulatory Specialist 8 500 - 12 000

Pharmacovigilance Specialist 8 000 - 10 000

Regulatory/Pharmacovigilance Manager 18 000 - 22 000

DEPARTMENT OF CLINICAL TRIALS

Clinical Research Associate 10 000 - 17 000

Project Manager 15 000 - 20 000

Clinical Research Manager 20 000 - 30 000


www.antal.pl



MEDICAL DEVICES

SPRZEDAŻ I MARKETING

Sales Representative / Product Specialist 8 000 - 11 000

Field Sales Engineer 10 000 - 12 000

Clinical Support Specialist 11 000 - 14 000



Indirect Sales Manager 17 000 - 20 000



Are you looking to recruit Phamra & Medical Devices specialists?

CONTACT US

www.antal.pl


LEGAL

(compared to 13 906 PLN in Antal Salary Survey 2016)

10 450 PLN

13 906 PLN


Very many young lawyers are now entering the labour market. They usually earn PLN 4 000 a month, and their sheer numbers mean that the average salary in the sector is dropping. At the same time, we see that professionals with 3-4 years of experience and a passive approach to changing jobs expect significant raises if they are to work for the competition. Managers and highly experienced lawyers continue earning even PLN 20 000 a month.

LEGAL

AGNIESZKA PASTUŁATEAM MANAGERANTAL HR & LEGAL

www.antal.pl


The size of the candidate's former companiesThe salaries and remuneration structure differ greatly between lawyers working for law firms and those employed in-house. Law firms have a more rigid system, however the sal-aries are usually much higher. International firms and corporations pay more than Polish companies. Brand is king in the legal market, therefore candidates who worked for certain renowned firms or corporations will be offered higher salaries based on that factor alone. There are professionals and managers in the market (often grouped in boutique law firms) specialising in providing comprehensive services to customers (they are usually called 'generalists'). They have a distinct advantage in that they are not constrained by complex and (unnecessarily) long procedures, therefore they are flexible and not limited to narrow fields of expertise. Corporate layers, with narrow specialisations, are often unable to find common ground with independent generalists, so their professional experience may, in this sense, prove to be a hindrance. Work experience in the same or similar job positionIn the vast majority of cases, employers wish to fill a given position with a candidate who has experience working a similar job. It is sometimes possible to land a job that is one tier higher in the company hierarchy, but that usually happens due to past achievements and potential of the candidate. Employers are sporadically willing to consider candidates with an enormous potential and very unique skills, but no job experience in a similar environ-ment or even in the legal sector.

Professional achievementsA professional or manager with several years of experience should have a number of pro-fessional achievements to his or her name. The bigger and more spectacular, the better. It often happens that during recruitment processes employers list specific names of can-didates, due to their renown in the legal sector, rather than provide a general candidate profile.

Foreign language skillsFluency in English is a basic skill in the legal sector. Each additional foreign language may raise the market value of a candidate. There is a lot happening in the Polish market, there-fore employers are starting to look for candidates who speak foreign languages, especially Western European ones. Due to the migration from the East, knowledge of Russian is also a useful skill. Moreover, we are observing increasing demand for Chinese and Turkish.

Soft interpersonal skillsLawyers can be divided into those working front office and back office jobs. The latter seldom come into contact with customers, so soft skills are not crucial in their case. How-ever, the vast majority of lawyers have to work with people, often becoming the face of the company, and are responsible for growing the business through promoting and selling services (business development). Therefore, well-developed interpersonal skills are cur-rently one of the most important characteristics of candidates in the legal sector.


LEGAL

www.antal.pl



Position Gross monthly salary PLN

Law firms

Associate 3 000 - 18 000

Senior Associate 4 000 - 30 000

Local Partner in Law Firm 15 000 - 40 000

Partner in Law Firm 20 000 - 60 000

Legal departments

In-house Lawyer 8 000 - 20 000

Manager in the Legal Department 12 000 - 18 000

Head of Legal Department 20 000 - 45 000

Compliance Officer 8 000 - 18 000

Head of Compliance 20 000 - 40 000

LEGAL

Are you looking to recruit Law specialists?

CONTACT US

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=6&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_leg


ANTAL MARKET RESEARCH

Salary researchWe prepare comprehensive salary reports covering selected market areas. Our specialized teams are able to deliver salary data concerning even the most niche of professions. Each study is designed and carried out in accordance with the client's individual needs. The data provided in the reports will:

X outline the salaries that are currently offered to candidates, X allow you to make informed business decisions, X include an analysis of the competences available on the labour market, X allow you to narrow down the target group (the sector, professional experience, competences reflected by certificates, etc.),

X not require you to disclose any information concerning your company's employees.

Employer brand image researchWhen the market starts to favor candidates, the opinion that they have of your company becomes a key factor that directly influences the costs and duration of recruitment pro-cesses and the scale of employee turnover. Antal Market Research is able to carry out employer brand image research on a specific target group of the client's choosing (e.g. IT professionals). The research report will outline the employer's strengths and areas that are in need of further development. It will also indicate which communication channels should be used to spread information about the company and new job openings. Antal employer brand image reports will provide answers to the following questions:

X Are prospective employees aware of your employer brand? X What is the brand commonly associated with (e.g. stability, innovation, modern solutions)?

X What do candidates know about the company? Are they aware of what is offered to prospective employees?

X Where do candidates find information about the company? X How does your brand compare to the competition? X What separates your company from the competition? X How to draw in new employees? X What reasons do candidates give for accepting or refusing to work for your company? X Will your employees recommend you as an employer to their friends and acquaintances? X What factors are important for prospective employees?

X What are the strengths and weaknesses of your company's employer brand image? X Were your employer branding campaigns effective?

Research on candidate availability and human resources investment potentialWhen a company is considering to branch out into a new region, the available human capital may be decisive for the success of the undertaking and has a direct influence on costs. Antal is able to carry out extensive research that will determine:

X the educational potential in specific fields of specialization, X the availability of competences on a given market, X how difficult it will be to draw in employees, X the estimated recruitment duration, X the salaries in specific locations, X the characteristics of a given region that could have an impact on drawing in human capital.

We are also able to prepare comparisons between selected locations both in Poland and abroad.

Why Antal Market Research? X Antal research provides answers to specific business problems. The theoretical framework and research results form the basis upon which practical recommen-dations are made.

X Antal has 20 years of experience in operations and conducting research in the labour market. We are familiar with the challenges faced by HR departments, have thorough knowledge of the candidate market and know how to best reach accurate sources of information.

X Our operations are international in scope, therefore we take into account the cultural characteristics of each market and sector.

X In our organisation we have access to 140 000 professionals and managers, as well as 230 000 individuals that specialise in human resources management.

MAKE AN ENQUIRY

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=15&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_AMR


ANTAL HR CONSULTING

A wider look at employer needsDue to growing demand among employers, Antal decided to broaden its range of services with comprehensive recruitment process supplementation. Antal HR Consulting offers an entire spectrum of employee evaluation and development solutions. Our main focus is on the following areas:

Psychometric testsIn order to meet the needs and expectations of employers, we offer the possibility of supplementing recruitment projects with an examination of specified areas using psycho-metric tools meant for screening and selection.

OutplacementWhen faced with necessary organizational changes coupled with changes in role structure, outplacement is a service that provides Employees with support in finding their way in the labour market and helps Employers retain a positive internal and external brand image.

Assessment Centre / Development CentreAssessment and development centres are meant to assess the competencies and profes-sional potential of candidates and employees. These tools provide support for recruitment of new candidates, as well as developing the strengths of current employees and eliminat-ing competence gaps.

Periodic performance appraisal systems: 180º, 360ºWe would like to propose implementing competence-based employee appraisal systems suited to the expectations, organizational structure and competence model of your com-pany. The system is based on an IT platform that allows gathering information about the employment, evaluation and development history of your employees.

Remuneration SchemesRemunerations are one of the most important factors contributing to employee engage-ment and loyalty. Companies that do not implement a suitable remuneration policy will most likely experience a drop in efficiency coupled with growing attrition, translating into

MAKE AN ENQUIRY

higher HR costs. To meet the needs of companies that face the abovementioned chal-lenges, Antal joined forces with the Ożóg Tomczykowski law firm to provide support in designing remuneration schemes, allowing companies to achieve their strategic goals.

www.antal.pl

https://antal.pl/zapytanie-ofertowe/?did=10&utm_source=Raport&utm_campaign=Raport_SS2017&utm_content=ZO_HRC

For more information please contact:

Agnieszka Wójcik [email protected].: +48 728 527 940Tel.: +48 22 483 50 00

www.antal.czwww.antal.eu.sk

OUR OFFICES IN EUROPEWarsawWroclawCracowPoznan Gdansk

PragueBratislava

[email protected]@[email protected]@[email protected]

[email protected]@antal.eu.sk

+48 22 483 50 00+48 71 736 50 00+48 12 446 50 00+48 61 628 60 00+48 58 770 20 10

+420 296 326 240+421 232 310 000

|Budapest [email protected] +36 1 783 00 00 | www.enloyd.hu

www.antal.pl

| | | |

| |

|

| | | |

| |

|

|

| |

|

CONTACT

mailto:[email protected]

http://www.antal.cz

http://www.antal.eu.sk






mailto:o%EF%AC%83ce%40antal.cz?subject=

mailto:o%EF%AC%83ce%40antal.eu.sk?subject=


http://www.enloyd.hu

www.antal.pl

antal salary report · 2018-08-03 · salary report 2016 salary report 2017 salaries by discipline....

Documents