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1、Key Insights Into Talent Acquisition And Salary Benchmarking2024TECHNOLOGY SALARY GUIDEUNITED STATESpowered byPart of PageG2ContentsSalary Benchmarking 3Market Overview 7 Recruitment Demand Trends and In-Demand Job RolesClosing Statement from Kurt Jeskulski 8Additional Resources 93Salary Benchmarkin

2、g 3Below youll find the average salary bands for key roles in Technology.Use these insights to benchmark your workforces salaries against market trends and make sure youre paying enough to hire and retain top talent.POSITIONANNUAL BASE SALARY(USD000)MINMAXPRODUCT MANAGEMENTAssociate Product Manager1

3、00130Product Manager130175Senior Product Manager160230Director of Product Management 200260VP of Product Management 225300Product Design 140200Head of Product Design180260VP of Design200280CHANGE&TRANSFORMATIONProject Manager100200Program Manager100205Business Analyst100185Director of Project Manage

4、ment165300Director of Program Management175300Director of Business Analysis165300Head of Project Management190350Head of Program Management195400Head of Business Analysis190350NEW YORKPOSITIONANNUAL BASE SALARY(USD000)MINMAXSOFTWARE ENGINEERINGSoftware Engineer100135Senior Software Engineer135200Lea

5、d/Staff/Principle Engineer160230Engineering Manager170250Director of Engineering 180280VP of Engineering 250500CTO325600DATA&DEVOPSData Engineer150225Data Architect180210Data Scientist150300DevOps Engineer140250Site Reliability Engineer140190BUSINESS APPLICATIONS&ITIT Manager150200IT Director170260V

6、P of IT200+Chief Technology Officer 350+Chief Information Officer 350+IT Support Engineer80140ERP Developer90160ERP Business Analyst90160CRM Developer90160CRM Business Analyst90160Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we

7、 have placed in the last 18 months and should be considered interpretive and indicative rather than conclusive.4Salary Benchmarking 4NEW YORK FINANCIAL SERVICES INDUSTRY POSITIONLEVELANNUAL BASE SALARY(USD000)TOTAL COMP(USD000)MINMAXMINMAXCHANGE&TRANSFORMATIONProject ManagerProgram ManagerBusiness A

8、nalystAnalyst/Associate 8511088150AVP 100135105190VP 150225165315Director/ED 170250187350Managing Director300300+330330+IT INFRASTRUCTUREHelp Desk/Desktop SupportSystems AdministratorSystems EngineerProduction SupportNetwork EngineerNetwork ArchitectAnalyst/Associate 8010071140AVP 95140104.5196VP 13

9、0210143294Director/ED 160250176350Managing Director225225+247250+SOFTWARE DEVELOPMENTTechnical DeveloperDevOps DeveloperDeveloper/ProgrammerCloud DeveloperCloud ArchitectQA EngineerAnalyst/Associate 100150110210AVP 130175143245VP 150250165350Director/ED 200235220329Managing Director350350+385385+DAT

10、A ANALYTICSData ScienceBusiness IntelligenceData ModelerBig Data EngineerAnalyst/Associate 100140110196AVP 125160137224VP 160250176350Director/ED 200325220455Managing Director300300+330330+PRODUCT MANAGEMENT AND DESIGNProduct ManagerUX DesignerUI DesignerAnalyst/Associate 100125110175AVP 14017515424

11、5VP 160225176315Director/ED 185300203420Managing Director250250+275275+Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rather than conclusiv

12、e.5Salary Benchmarking 5BOSTONPOSITIONANNUAL BASE SALARY(USD000)MINMAXSOFTWARE ENGINEERINGMid Level Software Engineer 100130Senior Software Engineer 140170Principal/Lead Software Engineer170250Engineering Manager200250Director of Engineering 230275VP-Engineering 250330Mobile Developers(iOS,Android,R

13、eact Native)140210DATA&DEVOPSData Engineer150180Data Architect180210Data Scientist150175DevOps Engineer140190Site Reliability Engineer140190POSITIONANNUAL BASE SALARY(USD000)MINMAXBUSINESS APPLICATIONS&ITIT Manager150200IT Director170220VP of IT200 Chief Technology Officer 250 Chief Information Offi

14、cer 250 IT Support Engineer80140ERP Developer90160ERP Business Analyst90160CRM Developer90160CRM Business Analyst90160Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered in

15、terpretive and indicative rather than conclusive.6Salary Benchmarking 6Submit a Job SpecLOS ANGELESPOSITIONANNUAL BASE SALARY(USD000)MINMAXSOFTWARE ENGINEERINGSoftware Engineer75135Senior Software Engineer135200Mobile Engineer150220Lead/Staff/Principle Engineer160275Engineering Manager170250Director

16、 of Engineering 180280VP of Engineering 220350CTO240400DATA&DEVOPSData Engineer150180Data Architect180210Data Scientist150175DevOps Engineer140190Site Reliability Engineer140190POSITIONANNUAL BASE SALARY(USD000)MINMAXBUSINESS APPLICATIONS&ITIT Manager150200IT Director170240VP of IT200+Chief Technolo

17、gy Officer 250+Chief Information Officer 250+IT Support Engineer80140ERP Developer90160ERP Business Analyst90160CRM Developer90160CRM Business Analyst90160PRODUCT MANAGEMENTAssociate Product Manager100130Product Manager130160Senior Product Manager160200Director of Product Management 200240VP of Prod

18、uct Management 200300Product Design 120185Head of Product Design180230VP of Design200280Disclaimer:This document is intended to provide additional value to our clients.The salary data is based on positions we have placed in the last 18 months and should be considered interpretive and indicative rath

19、er than conclusive.7The Most In-Demand Roles in Technology:Market OverviewRECRUITMENT DEMANDThe market has undergone a notable transformation,shifting from a candidate-short market to one with more candidates on the market than ever before.Despite this change,there remains a high demand for top tale

20、nt.Candidates must recognize that onsite or hybrid work arrangements have become standard whilst remote work opportunities have become scarce.Clients are now conducting more comprehensive due diligence when hiring talent,implementing rigorous interview processes to assess skill and cultural fit to e

21、nsure that the investment and risk in hiring talent are justified.As a result,employers must enhance their competitiveness by offering compelling salary and benefits packages to secure top talent.Joshua Kerslake,Associate Director7BA PROJECT MANAGERSPRODUCTLEADERSHIP ROLES IT INFRASTRUCTURE ERP&CRM

22、DATA AND DEVOPS DATASOFTWARE ENGINEERING APP DEVELOPERCLOUDTIME TO OFFERPERMTEMP2310TIME TO RESUME RECEIVEDPERMTEMP21How many days,on average,does it take to receive a candidate resume,schedule an interview,and make an offer?Alex McClymont,Senior ManagerCompensation will always remain a crucial fact

23、or for candidates when assessing job opportunities.With the market bouncing back,the value of candidates is on the rise.Remote work flexibility continues to be a significant incentive in candidates decision-making processes.Most professionals have become accustomed to a particular work/life balance

24、and are hesitant to make compromises.8Closing Statement FromKurt JeskulskiManaging Director,North AmericaSubmit a Job SpecKurt JeskulskiManaging Director,North A+1 732-623-4509+1 908-938- witnessed an unusual and challenging hiring landscape in 2023,with uncertainty across markets for candidates and

25、 hiring managers alike,and we expect this will continue throughout 2024.With significant inflationary pressures,salary remains at the forefront of conversations.While candidates are nervous to move due to uncertainty around job security,hiring managers are also becoming increasingly selective about

26、hiring decisions and packages as they look to fulfill their business needs with caution.Some sectors have seen growth and require roles to reflect this,while others have seen a more stagnant market and had hiring scaled back.Likewise,candidates are still looking for change but their expectations of

27、what that change looks like are constantly evolving.Our research has shown employees are looking for packages that include better work-life balance,hybrid working,and skills development.To remain competitive,survive,and thrive in the economic landscape through 2024,organizations must look beyond wha

28、t theyre paying and offering talent new and existing to fulfill their needs,ensuring they feel safe,secure,and,most of all,motivated in this turbulent climate.One thing that remains in our outlook for 2024 is the belief and importance that hiring the best professionals will help navigate these headw

29、inds and ensure your company delivers on its objectives through these unprecedented times.To do this,hiring managers must know what the landscape looks like across various markets and how to navigate these to find the best talent.Thats why weve compiled this guide for Technology,covering everything

30、from hiring timelines,worker insights,and salary data so you can make an informed decision when looking to hire or retain top talent for your organization.Economic uncertainty shows no signs of slowing down,so businesses must prepare for what the market holds.Our specialist consultants are adept at

31、these changing conditions and constantly work to ensure our clients like you remain competitive and ahead of the curve.47%said theyre looking to move roles to develop their skills46%said they were looking for a new job for a better salary74%got a salary increase based on performance in the same role

32、Request a Call Back9Learn MoreWatch NowLearn MoreAdditional Resources To find out more about how we can help source the right talent for your business,contact your local Michael Page office today.Alternatively,submit a job specification and one of our expert consultants will get back to you.Get in TouchSubmit a Job SpecEXPERT WEBINARSSign up for upcoming webinars and watch previous ones on demandHOW TO ATTRACT AND RETAIN THE BEST SOFTWARE ENGINEERING TALENTWatch webinar on demandTIPS ON HOW TO BUILD TECH TEAMS WITH TOP TALENT Gain access to more industry insights using the links below.