Abrivia Recruitment

Salary Survey
2011







www.abrivia.ie



"The companies that survive longest are the one's
that work out what they uniquely can give to the
worldnot just growth or money but their
excellence, their respect for others, or their ability to
make people happy. Some call those things a soul."
Charles Handy

2011
Salary Survey
Contents
DIRECTOR
DonalK
donal@abrivia.ie

BUSINESS
MANAGERS
Robert
robert@abrivia.ie
CormacD
cormac@abrivia.ie
Anne
anne@abrivia.ie
John D
john@abrivia.ie
Ross t
ross@abrivia.ie
Contact us:
00353 1 477 3155
www.abrivia.ie



Introduction3
K 4
Accountancy
Banking & Financial Services
Insurance & Actuarial
Legal & Compliance
IT & Telecoms
HR
Sales & Marketing
Support Services

t

Click Link
2011
Salary Survey
Introduction











DIRECTOR

Donal K
donal@abrivia.ie










BUSINESS
MANAGERS

Robert
robert@abrivia.ie
CormacD
cormac@abrivia.ie
Anne
anne@abrivia.ie
John D
john@abrivia.ie
Ross t
ross@abrivia.ie




Contact us:






00353 1 477 3155
www.abrivia.ie





The salary survey is broken into the following areas which coincidentally mirror the service lines that we offer our clients:
Professional Services Group 1 5 G C Services Group
Accountancy Id n k
Banking & FS 1 5
Insurance & Actuarial M
Legal & Compliance C 5



Welcome
Hi All,
Welcome to Abrivias 2011 salary benchmark review. After much research (both quantitative and qualitative) we have collated and
summarised the information in to our annual salary survey. We hope that the information contained herein is informative and provides you
with an overview of what is happening in relation to salary movements and trends in the Irish job market. Once again we would like to take
this opportunity to thank everyone who participated and helped put the survey together.
In 2010 we once again out grew our office space and moved into larger offices in Regus House, Dublin 2. We are also delighted to say that we
doubled our headcount over the course of 2010 through a number of strategic senior hires into the business. We continued with our hiring
strategy of typically attracting senior consultants into the business with a minimum of 7/10 years recruitment experience. We have also
continued to hire consultants who are industry experts in their fields. This maintains our competitive edge in terms of servicing our clients
needs in niche hiring areas while maintaining the quality of work that we consistently deliver to them.
Many things make great companies. Their use of innovative technology, their investment in cutting edge research, the cost savings
implemented through new capital expenditure projects. However the best piece of advice that we can offer any of our clients is to invest in
their people. Identify and hire the best people in the market. Quite simply the best people make the best companies. When you come to
making your hiring decisions in 2011, our team here in Abrivia will be waiting to support you through every step of the recruitment process...

Warm regards,
Donal OBrien
MANAGING DIkLC1Ck

2011
Salary Survey
Outlook for 2011










it is as difficult
today to hire
candidates as it
was at the height
of the boom in
mid 2007.

























Outlook for 2011
We here in Abrivia are optimistic about the Irish recruitment market in 2011. We say this based on a number of factors. Internally we can point
to some of our own key indicators over 2010. Looking back over our own numbers during 2010 and comparing them to 2009 we found the
following:
Category 2010 Vs 2009 1
st
half 2010 2
nd
half 2010
Volume of Job Orders +22.5% +12% +33%
Volume of Placements +30.25 +12.5% +48%
Placement Fees +14.2% +8.9% +19.5%
What the above table highlights clearly is that the 2010 recruitment market has been much stronger than that of 2009. As onfidence in the
Irish market increased throughout 2010, there was a corresponding growth in the levels of recruitment. In fact, the second half of 2010 actually
showed stronger levels of activity than the first half of 2010. As proof of this, the volume of work that was being placed with Abrivia in

We can also point to external economic indicators. November 2010 showed tax returns up. Surveys of leading company executives on the level
of activity in their business showed growth. The jobless numbers fell and consumer confidence was up. The number of new cars registered in
November of 2010 was over double the same time last year! The other positive is that the traditional manufacturing sector expanded its
production in October.:^'EWd
,

So what does all this mean? Ireland is earning as much as it is spending for the first time since 2003. It also means that one of the longest
recessions in the countrys history is well and truly over. So cautious optimism is the order of the day. Large industry in the country and
particularly export led sectors will continue to show strong demand for recruitment services. However it may also be the case that Ireland has
now a two tier economy. On the one hand we have the multinationals and large indigenous companies whose results and exports are surging
ahead. On the other side consumer spending which is by far and away the largest part of the economy still remains subdued.
Employers perspective
Overall it is fair to say that particularly in the second half of 2010 we saw a surge in clients contacting us to help them with their hiring needs.
We believe that the reasons for the large increase in volumes of recruitment were as follows:
x Improvement in the economy the economy returned to slight growth.
x Employers had greater confidence in hiring given that they felt the worst was over
x A number of companies had over rationalised during the downturn
x After 2009 companies could now plan again knowing where the baseline point in the economy was. Therefore they felt more
assured with regard to predicting future performance
The impression for clients is that there must be huge volumes of candidates in the market available for employment given the size of the live
register. Unfortunately from an employers perspective the market couldnt be more difficult at the moment in terms of attracting quality
candidates into their businesses. Ironically now as we write this salary survey in : 201, it is as difficult today to hire candidates as it
was at the height of the boom in mid 2007.
The reasons for this are as follows:
x The majority of the best candidates are actually still in employment save a very small percentage of people who were made
redundant because of the sectors that they were working in
x Given the negative media coverage regarding the plight of the economy over the last 24 months a lot of candidates are genuinely
not aware that there are still opportunities in the market
x Some candidates are genuinely afraid to change job because of Last /n First Kut (LIFO)
Surprisingly area that a number of employers have more recently staff retention. Some
mid and senior level employees to competitor companies because of promotion and salary freezes or even salary cuts. It
also been the case that companies are placing more emphasis on increasing staff morale.

2011
Salary Survey
Accountancy Market



Base salaries
stabilised in 2010
and in certain niche
markets in Industry
& Commerce
actually showed
some upward
movement.






















Contact us:

Donal OBrien
Accountancy


00353(1)477 3154

donal@abrivia.ie
INDUSTRY & COMMERCE
Like most sectors the I&C accountancy sector showed strong
growth in terms of the number of clients hiring. dhe
volume of work being placed with us would have peaked in the
second half of 2010 in October. The majority of clients who were
hiring were multinationals and large indigenous companies. Clients
remain extremely discerning regarding the quality and background
of candidates that they are looking to hire into their businesses
(FMCG into FMCG).

Base salaries stabilised in 2010 and in certain niche markets in
Industry & Commerce actually showed some upward movement. It
is also interesting to note that a large number of companies
expressed an intention to restore bonuses. Finally in what is a very
positive trend, we saw a strong increase in the number of more
junior finance professionals being hired by our clients.

PUBLIC PRACTICE
2010 has been a year of consolidation in the practice market. Whilst
cash flow is still a major issue for many firms the pace of
redundancies has significantly reduced. It appears that most of the
streamlining in the sector occurred in 2009 and the early part of
. Following from this stabilisation the recruitment market
has started to pick up, particularly in the second half of the year
with a lot of the larger firms starting to hire and some of the
medium sized firms also coming back to the market in the final
quarter of 2010. Roles have been created across a variety of areas
including audit, corporate finance, advisory and corporate recovery.
It is also interesting to note that the expression war on talent has
started to re-emerge. Many of the candidates that were made
redundant or not out of contract have picked up positions
in the industry and financial services markets.
This has led to a shortage of candidates with the relevant
experience required by firms for the roles they wish to fill. Salaries
have also stabilised this year with little or no reduction on 2009
levels. Heading into 2011 there initially will be little upward
movement on salaries but this may start to change as it becomes
harder to source suitable candidates.
TAXATION
The tax market has to a large extent remained subdued in 2010. Whilst there
have been some strategic moves in Practice at the Director/Partner level, by
large there have been few new roles created. Candidates that are of
interest are typically those with excellent business development skills. 2010
has seen the industry tax market continue to create positions for
professionals with strong Corporate Tax backgrounds. This trend looks set to
continue into 2011, however, due to the size of the there
will not be a huge volume of roles. Those with personal tax backgrounds are
finding the market quite tough but this situation will reverse as stable market
conditions lead to firms having increased confidence to recruit.
FINANCIAL SERVICES
Albeit coming from a low base at the beginning of 2009, the financial services
market saw a return to growth in 2010. The busiest areas within the Financial
Services sector are the Insurance and Funds sectors. Given the increased
emphasis on regulation, we have continued to see an increase in the number
of regulatory and compliance positions created in the FS market. Some
candidates in the FS sector have looked to make strategic lateral moves out of
their current roles in order to move into perceived more stable working
environments.
ABOUT ABRIVIA ACCOUNTANCY
The Director of the Abrivia Accountancy Selection Team is Donal OBrien.
Donal trained as a Chartered Accountant with a Top 10 Accountancy firm
before working in recruitment. Whilst in recruitment he has handled senior
level appointments in industry, financial services and the practice sector. He
has also successfully designed and managed bespoke advertising campaigns
behalf of clients.

Ross Wynne is the Business Manager for Abrivias specialist Practice and Tax
division. Ross has a number of years recruitment experience in the Practice
and Tax market where he has recruited for clients both locally and
internationally. He has developed an in-depth knowledge of the market and
an extensive network of contacts particularly with the Big 4 and Top 20
accountancy firms.

INDUSTRY & COMMERCE
Executive Dublin Low Dublin High R
Finance Director 100,000 200,000 110,000
Head of Tax 100,000 150,000 110,000
Head of Internal Audit 90,0000 140,000 100,000
Financial Controller 65,000 95,000 75,000
Reporting Dublin Low Dublin High R
FP & A Manager 62,000 82,000 70,000
Finance Manager 58,000 72,000 60,000
Project Accountant 50,000 65,000 50,000
Group Accountat 45,000 58,000 50,000
Systems Accountant 44,000 55,000 48,000
Internal Audit Dublin Low Dublin High R
Internal Audit Mngr 58,000 70,000 62,000
Internal Auditor 42,000 50,000 42,000
Taxation Dublin Low Dublin High R
Tax Manger 65,000 85,000 70,000
Tax Senior / Accountant 42,000 55,000 46,000

2011
Salary Survey
Accountancy Market






d

Contact us:





Ross Wynn
Accountancy Practice

00353 1 402 9442


@abrivia.ie





Part Qualified Dublin Low Dublin High R
Financial Accountant 30,000 42,000 34,000
Assistant Accountant 28,000 38,000 30,000
Trainee Accountant 21,000 27,000 21,000
Accounts Staff Dublin Low Dublin High R
Payroll Manager 40,000 65,000 42,000
Payroll Clerk 27,000 32,000 30,000
Credit Control Manager 44,000 70,000 42,000
Credit Controller 23,000 34,000 28,000
AP Manager 44,000 65,000 42,000
AP Clerk 23,000 35,000 26,000
AR Clerk 23,000 35,000 26,000
Accounts Assistant 23,000 35,000 26,000
PUBLIC PRACTICE
Audit | Assurance Dublin Low Dublin High R
Partner 150,000 250,000 140,000
Director 80,000 130,000 80,000
Senior Manager 65,000 85,000 70,000
Manager 50,000 65,000 58,000
Senior 36,000 46,000 37,000
Semi-Senior / Finalist 25,000 36,000 28,000
Audit Junior 19,000 25,000 21,000
Trainee / Graduate 17,000 23,000 18,000
Tax Dublin Low Dublin High R
Partner 150,000 250,000 150,000
Director 80,000 140,000 90,000
Senior Manager 65,000 85,000 75,000
Manager 50,000 65,000 58,000
Senior 38,000 46,000 40,000
Corporate Finance | TS Dublin Low Dublin High R
Partner 160,000 250,000 150,000
Director 90,000 140,000 90,000
Senior Manager 65,000 90,000 75,000
Manager 50,000 70,000 68,000
Senior 42,000 48,000 42,000
Corporate Recovery Dublin Low Dublin High R
Partner 160,000 250,000 150,000
Director 85,000 140,000 90,000
Senior Manager 65,000 90,000 75,000
Manager 50,000 70,000 58,000
Senior 42,000 48,000 42,000

2011
Salary Survey
Accountancy Market






Albeit coming from a
low base at the
beginning of 2009, the
financial services
market saw a return to
growth in 2010























Contact us:



Donal OBrien
Accountancy
003531477 3154

donal@abrivia.ie





FINANCIAL 5LkVICL5
Executive Dublin Low Dublin High R
Finance Director 100,000 150,000 110,000
Tax Director 100,000 140,000 100,000
Internal Audit Director 90,000 120,000 100,000
Finance Controller 70,000 85,000 70,000
Reporting Dublin Low Dublin High R
Finance Manager 60,000 70,000 60,000
Product Accountant 58,000 65,000 60,000
Financial Accountant 42,000 50,000 45,000
Management
Accountant
42,000 46,000 42,000
Systems Accountant 48,000 54,000 46,000
Internal Audit Dublin Low Dublin High R
Internal Audit Manager 65,000 75,000 65,000
Internal Auditor 44,000 55,000 45,000
Taxation Dublin Low Dublin High R
Tax Manager 70,000 80,000 70,000
Tax Senior /
Accountant
46,000 55,000 65,000
Treasury Dublin Low Dublin High R
Treasury Manager 70,000 80,000 70,000
Treasury Accountant 48,000 60,000 52,000
Part Qualified Dublin Low Dublin High R
Financial Accountant 32,000 40,000 35,000
Assistant Accountant 28,000 33,000 28,000
Trainee Accountant 22,000 26,000 23,000
Accounts Staff ublin Low Dublin High R
Payroll Manager 40,000 65,000 40,000
Payroll Clerk 28,000 35,000 27,000
Credit Control Manager 45,000 75,000 46,000
Credit Controller 25,000 35,000 25,000
AP Manager 45,000 65,000 45,000
AP Clerk 25,000 35,000 26,000
AR Clerk 25,000 35,000 26,000
Accounts Assistant 25,000 35,000 26,000

2011
Salary Survey
Banking & Financ 5
Market




Though there has
been a steady
quarterly increase in
the volume of
recruitment,
culminating in a
strong final quarter, it
is difficult to
extrapolate what 2011
will bring



















Contact us:





Abrivia Banking Team

00353 1 477 3156


robert@abrivia.ie
IN1kCDUC1ICN
Whilst there were pockets of growth and recruitment within the
Banking & Finance market, this growth was highly sector specific in
addition to lacking any great consistency.

Though there has been a steady quarterly increase in the volume
of recruitment, culminating in a strong final quarter, it is difficult to
extrapolate what 2011 will bring given that much of the hiring was
related to restructuring, cost reduction, compliance and credit
management.

MAkkL1 CVLkVILW
Without a doubt, the funds industry proved most robust out of any
area of Financial Services in 2010. Good levels of growth led
recruitment saw salaries amongst fund administrators, asset
managers and related businesss hold steady throughout the last
year, with certain areas seeing a slight increase.

Corporate and Commercial banking were subdued this year but
saw some recruitment with tight controls on salaries offered.



RLCkUI1MLN1
Every quarter in 2010 saw an increase in the levels of recruitment,
with figures for the fourth quarter significantly improved on the
early part of the year.

A total lack of progression in certain institutions in conjunction
with job security were top concerns amongst candidates.
Movement has been stifled somewhat by candidates awaiting
redundancy payments, but overall motives were driven by the
primary concerns of security and progression.

2011 ExLC1A1ICN5
It is expected that the trends seen in 2010 (gradual incremental
increases in recruitment) will be largely echoed in 2011, with
perhaps a greater emphasis on growth than in the
last two years as a reformed banking sector seeks to divide market
share in a highly altered

A8CU1 A8kIVIA kLCkUI1MLN1
The Abrivia banking recruitment team has been in existence since
2005 and ha exposure handling sensitive high level
appointments in addition to volume based projects or complicated
hiring needs requiring a more experience recruitment professional.


Corporate / Private
Banking
Low High R
Manager Corporate
Banking
75,000 100,000 70 90,000
Manager Private
Banking
75,000 100,000 70 90,000
Senior Equity Analyst 65,000 80,000 60 75,000
Credit Manager 50,000 75,000 45 75,000
Lending Manager 48,000 65,000 48 65,000
Lending Admin 25,000 35,000 22 35,000
Relationship Manager 50,000 65,000 40 60,000
Portfolio Admin 22,000 38,000 22 35,000
Credit Analyst 24,000 32,000 22 32,000
Commercial Banking
Senior Commercial
Lender
50,000 62,000 45 60,000
Senior Credit Analyst 35,000 55,000 35 55,000
Risk Manager 60,000 75,000 55 75,000
Risk Analyst 30,000 45,000 28 40,000
Senior Underwriter 32,000 55,000 32 50,000
Loan Administrator 24,000 35,000 22 32,000
Mortgage Admin 22,000 28,000 22 28,000
Customer Service 23,000 30,000 23 28,000
Treasury
Head of Treasury 70,000 95,000 70 95,000
Treasury Manager 50,000 80,000 50 75,000
Dealer 38,000 60,000 30 55,000
Settlement Supervisor 25,000 35,000 24 32,000
Low
Low
High
High
R
R

2011
Salary Survey
Financ^








Without a doubt, the
funds industry proved
most robust out of any
area of Financial
Services in 2010





















Contact us:





Abrivia Banking Team

00353 1 477 3156
00353 87 7741274

robert@abrivia.ie


Fund Services R
VP Fund Accounting 75,000 95,000 70 86,000
Fund Accounting
Manager
50,000 70,000 50 70,000
Senior Fund
Accountant
33,000 44,000 33 40,000
Fund accountant 22,000 34,000 22 34,000
Shareholder Services
Head of Shareholder
Services
80,000 105,000 NA
Shareholder Services
Manager
55,000 70,000 NA
Shareholder Services
Administrator
28,000 33,000 25 33,000
Custody
Head of Custody 70,000 92,000 78,000+
Custody Manager 60,000 80,000 60,000+
Custody Administrator 20,000 32,000 20,000+
Client Services
Manager 55,000 70,000 55,000+
Supervisor 33,000 54,000 30,000+
Administrator 21,000 28,000 20,000+

High
High
High
High
R
R
R
>
>
>
>

Market
Insurance & Actuarial
Market



Though 2010 was not
without difficulties,
the market maintained
healthy buoyancy in
certain areas.

























Contact us:





Insurance Team


1 477 3156



robert@abrivia.ie
2010 SYNOPSIS

The Insurance market proved extremely resilient throughout
2010 with a consistent level of recruitment, running contrary to
many other areas within Financial Services.

Although not a return to 2007 volumes of hiring, Ireland further
emerged as a European operations centre for many international
insurers which promoted positive headcount growth.

MARKET OVERVIEW
Though 2010 was not without difficulties, the market maintained
healthy buoyancy in certain areas. For the most part, candidates
in all areas indicated that options
, but that the interview process was
competitive. Whilst the life industry remains subdued,
expectations for 2011 are positive.

SALARIES

In key areas such as compliance, risk and actuarial a shortage of
candidates has led to some increases in benchmarked salaries. As
a standard, remuneration remained constant with 2009, though
some organisations reversed salary cuts from previous years.

CONCERNS & MOTIVATIONS
The primary motivation seen within the Insurance sector was job
security and progression. With a degree of uncertainty, many
candidates sought a more employment future in their job
search. ue to a lack of

d

2011 EXPECTATIONS
Feedback from our clients indicate that the volume of recruitment
may not increase in 2011, but more of our clients are likely to hire
next year which should broaden the options available to
candidates. Language requirements continue to
2011 and more and more organisations are seeking
market specific qualifications as part of candidate profiles.

ABOUT ABRIVIA INSURANCE
Abrivia Insurance has beenestablished in the market for the
last 6 years, with clients ranging from small to medium brokers to
large multinational insurers. Our experienced recruitment team
detail focused and pride on accurately matching
profiles to requirements.


General Insurance
Head of Claims 55,000 65,000 45,000
Underwriting Manager 50,000 60,000 48,000
Operations Manager 80,000 115,000 75,000
Claims Manager 38,000 46,000 35,000
Senior Underwriter 50,000 68,000 48,000
Risk Manager 55,000 70,000 50,000
Trainee Underwriter 25,000 28,000 25,000
Claims Handler 25,000 34,000 25,000
Loss adjuster 26,000 40,000 30,000
Life & Pensions
Senior Pensions Cons 85,000 120,000 85000
Pensions Consultant 26,000 34,000 32000
Pensions Admin 28,000 50,000 26000
Life admin 25,000 38,000 24000
Policy Admin 48,000 65,000 45000
Actuarial
Chief Actuary 111,000 176,000 105,000
Actuarial Manager 98,000 125,000 92,500
Pricing Specialist 85,000 105,000 80,000
Qualified Actuary 80,000 100,000 65,000
NQ Actuary 65,000 88,000 48,000
Part Qual Actuary 48,000 65,000 45,000
Trainee Actuary 30,000 45,000 30,000
Broking
Corporate Broker (8+) 45,000 100,000 36,000
Corporate Broker (3-5) 30,000 55,000 28,000
Personal Lines Broker 34,000 54,000 30,000
Account Executive 35,000 50,000 28,000
Account Handler 28,000 40,000 24,000
R
R
R
R
Low
Low
Low
Low
,
,
,
,

2011
Salary Survey
2011
Salary Survey
Legal & Compliance
Market





Abrivia Legal had
received more
instructions by July of
2010 than in the
entirety of 2009,


























Contact us:





Robert Connolly LLB
Legal & Compliance

00353 1 477 3156


robert@abrivia.ie
INTRODUCTION
2010 saw mixed fortunes for the legal market but an overall
improvement in the recruitment climate from 2009. Abrivia had
received more instructions by July of 2010 than in the entirety of
2009, a statistic which should prove heartening for an industry so
heavily impacted by the financial downturn.

MARKET OVERVIEW
In terms of the practice market, 2010 started conservatively, with
many firms opting to cross train fee earners and retain trainees
rather than hire externally.

There were an estimated 1200 Solicitors unemployed at the start of
the yeart turning point May as larger
entered the work force, some creating opportunities
by taking a more commercial approach to the provision
of legal services. Within the Compliance market, a significant level of
hiring occurred in 2010 as organisations sought to accommodate the
greater level of external investigation and oversight.

Uniform downward alary reductions were reversed this year in
certain areas leading to a slight in salary levels.
candidates in niche or busy areas inflated salaries only
amount.

RECRUITMENT
From a recruitment point of view, the In-House market
the lions share of appointments over the year, with Wractice catching
up considerably in mid to late Q3 and Q4.
The primary practice disciplines which saw increased levels of
recruitment were:
x Business anking
x Corporate Restructuring / Corporate Insurance
x Investment Funds
x Commercial Litigation / Insolvency / Debt Recovery

From an ndustry perspective, companies sought legal & compliance
professionals with the following experience and disciplines:
x Investment Funds
x Contract / Commercial Law
x Insurance / Product Development
x Banking / Due Diligence / Lending
x FS Regulation
x Litigation / Insolvency / Debt Recovery

Overly burdensome workloads and below market remuneration were
the two primary concerns indicated by candidates in 2010. When
considering a move, job security and fair remuneration were
consistently the highest rated motivations, with available progression a
close third.

2011 EXPECTATIONS
It is hard to predict what 2011 will bring. Despite minimal growth in
2010, the employment market improved dramatically over the course
of the year. With sustained albeit minimal growth in 2011, it is
reasonable to assume that the legal market should enjoy brighter
fortunes. Within many sectors, a broader more comprehensive
regulatory framework should see a greater need for experienced
Compliance professionals and Lawyers. On the turn side, with greater
financial pressure on companies and individuals in 2011, the
professional services industry as a whole may see further restructuring
as to how experienced fee earners are remunerated.

ABOUT ABRIVIA LEGAL & COMPLIANCE
Abrivia Legal & Compliance is managed by Robert Connolly LLB. Robert
is well known and highly regarded within the legal market, combining
his own background in Law with many years experience sourcing and
recruiting legal and compliance professionals. Our legal team advise
Qualified Lawyers up to and including Partner level in addition to
providing advice to Firms on Merger and Acquisition options
countrywide.

We recruit for the Irish Practice market, in addition to Financial
Services entities and commercial organisations and provide assistance,
advice and recruitment solutions in a time sensitive and
comprehensive manner.

Practice Low High R
Salary Partner 95,000 165,000 84,000 - 105,000
Senior Associate (5 9) 78,000 96,500 60,000 - 80,000
Associate (3 6) 62,500 88,000 48,000 - 74,000
PQE 1 3 44,000 67,000 35,000 +
NQ Solicitor 34,000 54,000 30,000 +
Qual Co-Sec (5+) 45,000 65,000 40,000 +
Qual Co-Sec (1-4) 35,000 45,000 30,000 +
NQ Co-Sec 27,000 33,000 25,000 +
In-House Low High R
Head of Legal 95,000 155,000 80,000 110,000
General Counsel 78,000 115,000 65,000 94,000
Senior Counsel 60,000 90,000 60,000 80,000
Company Secretary 70,000 98,000 55,000 +
Deputy Co-Sec 50,000 80,000 45,000+
Compliance & Risk Low High R
Head of Compliance 90,000 125,000 100,000+
Compliance Manager 65,000 88,000 55,000+
Compliance Analyst 45,000 56,000 34,000+
Chief Risk Officer 88,000 115,000 75,000+
Risk Manager 60,000 85,000 50,000+
Risk Officer 40,000 54,000 33,000+
Solvency II Consultant 65,000 88,000 50,000+

2011
Salary Survey
IT
Market



The candidate
shortage in IT is
reflected by the
increase in salaries
over the last 12
months.


























Contact us:





Cormac Moore
/dd

00353 1 477 3153

cormac@abrivia.ie
INTRODUCTION

The IT industry appeared to have turned a corner in the second
half of 2009. This turn for the better continued unabated
throughout the whole of 2010. In fact, it accelerated substantially.
With Ireland facing arguably the most challenging economic
in the history of the State, the future for the IT industry is very
robust and should comfortably navigate the choppy waters ahead
facing the country. This positive outlook for the industry has been
reflected in the upward movement of salaries and daily rates for IT
professionals.
MARKET OVERVIEW
Throughout the year there has been a belief amongst some
employers seeking resources, that quality IT staff are available in
abundance. This is simply not true. IT professionals like everyone
else are nervous and reluctant to leave a secure permanent job
and as a result there has been a shortage of people available for
most role types. Added to the significant increase in the volume of
IT roles open in 2010, this candidate shortage is marked in some
cases, particularly for software developers. One of the biggest
challenges facing the IT industry is now attracting quality IT
professionals.
RECRUITMENT
The candidate shortage in IT is reflected by the increase in salaries
over the last 12 months. Naturally, the skill-sets where there are
fewest candidates available have seen the biggest movement in
salaries. Experienced Java and .NET developers who have been on
the job market in 2010 have in many cases received up to 3 to 4
job offers and were in the fortunate position of negotiating salary
increases, in some instances improving their salaries by over 20%.
Business Intelligence/Datawarehousing Specialists could also be
included in this category. People experienced in web technologies
such as PHP, Python and Ruby on Rails also saw their salaries
moving steadily upwards in 2010. Database
Developers/Administrators, ERP/CRM Consultants and
Infrastructure Specialists in technologies such as Cisco and
VMware also saw a solid increase in remuneration.

In areas where the supply of candidates available was greater
as in technical support, testing and project management
were some minor increases in salaries, in some cases salaries
remained stagnant from 2009.
The IT contract market has experienced an almost Phoenix like
ri from the ashes in 2010 due to the shortage in IT candidates
overall. The previous two years had seen many IT professionals
who historically contracted obtaining perceived security through
permanent jobs. 2010 saw many of these people come back into
the contract market and daily rates climbed steadily upwards as
the year progressed.
2011 EXPECTATIONS
The indications for 2011 on a whole, looks bright for the IT
industry. On a daily basis, multinationals as well as indigenous
firms with strong international client bases are announcing
significant increases in headcount for IT professionals. The buoyant
IT market will lead to further increases in salaries and daily rates in
2011.
ABOUT ABRIVIA IT AND TELECOMS
Abrivia IT and Telecoms specialises in the placement of permanent
and contract IT and Telecoms professionals across the public and
private sectors with many of Irelands leading companies.
Abrivia IT and Telecoms is managed by Cormac Moore. Cormac, a
BComm graduate, has over 10 years experience in IT recruitment
with companies such as IBM, Sun Microsystems, Select Australia, IT
Alliance, Eden Recruitment and Verkom Recruitment. Having
worked in internal recruitment roles, IT Management Consulting
positions as well as with some of Irelands leading recruitment
agencies, Cormac has a wide breath of experience and success in
helping organisations find key IT resources to drive their business
forward


Senior Appointments -
Permanent
Low High R
CTO 90,000 140,000 100,000
Software Development
Manager
75,000 120,000 90,000
Programme Manager

70,000 100,000 80,000
Project Manager 50,000 85,000 65,000
Infrastructure/Support
Manager
40,000 80,000 60,000
Business Analyst 40,000 70,000 55,000
Systems Analyst 40,000 70,000 55,000

2011
Salary Survey
IT
Market






Throughout the year
there has been a belief
amongst some
employers seeking
resources, that quality
IT staff are available in
abundance. This is
simply not true.
























Contact us:





Cormac Moore

00353 1 477 3153

cormac@abrivia.ie



Senior Appointments -
Contract
Low High Z
CTO 500 1,000 800
Software Development
Manager
400 900 650
Programme Manager

400 800 600
Project Manager 300 750 500
Infrastructure/Support
Manager
250 700 450
Business Analyst 250 600 400
Systems Analyst 250 600 400
Development and Design
Roles Permanent
Low High Z
Technical Architect 50,000 100,000 70,000
Java/J2EE 30,000 80,000 55,000
VB/.NET/C#

30,000 80,000 55,000
C/C++ 28,000 60,000 50,000
Oracle/SQL 30,000 70,000 50,000
Datawarehousing/Business
Intelligence
30,000 80,000 60,000
Web Development 30,000 65,000 50,000
Mainframe 30,000 60,000 50,000
Development and Design
Roles Contract
Low High Z
Technical Architect 400 700 500
Java/J2EE 250 600 400
VB/.NET/C#

250 600 400
C/C++ 250 550 400
Oracle/SQL 250 600 400
Datawarehousing /
Business Intelligence
250 600 400
Web Development 200 450 300
Mainframe 200 400 300
Infrastructure/Support
Permanent
Low High Z
Helpdesk/Desktop Support 25,000 45,000 35,000
Systems Administrator

30,000 50,000 40,000
UNIX/Linux Administrator 30,000 60,000 45,000
Network Specialist 30,000 70,000 55,000
Security Specialist 30,000 70,000 50,000
Virtualisation Specialist 30,000 70,000 50,000
Database Administrator 30,000 65,000 50,000
/dd

2011
Salary Survey
IT
Market




The indications for
2011 on a whole, looks
bright for the IT
industry. On a daily
basis, multinationals
as well as indigenous
firms with strong
international client
bases are announcing
significant increases in
headcount for IT
professionals



















Contact us:





Cormac Moore

00353 1 477 3153

cormac@abrivia.ie


Infrastructure/Support
Contract
Low High R
Helpdesk/Desktop Support 150 300 250
Systems Administrator

200 350 300
UNIX/Linux Administrator 250 400 350
Network Specialist 250 450 350
Security Specialist 250 450 350
Virtualisation Specialist 250 450 350
Database Administrator 250 450 250
ERP/CRM - Permanent Low High Z
SAP Functional Consultant 35,000 70,000 55,000
SAP ABAP Programmer 35,000 65,000 50,000
Oracle Financials Business
Analyst
35,000 70,000 55,000
Oracle Financials Technical
Consultant
35,000 65,000 50,000
ERP (Other) Consultant 30,000 60,000 50,000
Navision Consultant 35,000 70,000 55,000
CRM Consultant 30,000 65,000 50,000
ERP/CRM - Contract Low High Z
SAP Functional Consultant 300 600 450
SAP ABAP Programmer

300 600 450
Oracle Financials Business
Analyst
300 600 450
Oracle Financials Technical
Consultant
300 600 450
ERP (Other) Consultant 250 550 400
Navision Consultant 300 600 450
CRM Consultant 300 550 400
QA/Testing/Localisation -
Permanent
Low High Z
Test/QA Manager 45,000 65,000 50,000
Test/QA Team Leader
200 400 350
QA Engineer 150 350 250
Localisation Engineer 100 250 200

/dd /dd /dd /dd /dd /dd /dd
Low High Z
Test/QA Manager 250 500 400
Test/QA Team Leader 200 400 350
QA Engineer 150 350 250
Localisation Engineer 100 250 200
QA/Testing/Localisatio

2011
Salary Survey
Human Resources
Market






there was a
noticeable shift in the
latter half of 2010
with organisations
showing increased
confidence by offering
permanent
opportunities





















Contact us:





Anne Coleman
HR Division

00353 1 477 3155

anne@abrivia.ie
INTRODUCTION
2010 has proven to be another difficult year for HR professionals
although on a positive note the job market saw a marked
improvement in Q3 & Q4. The trend for contract and interim roles
experienced in 2009 has continued however there was a
noticeable shift in the latter half of 2010 with organisations
showing increased confidence by offering permanent
opportunities. As always, the maternity cover market remains
relatively buoyant.

MARKET OVERVIEW
The generalist HR market, at all levels, continues to be the most
challenging with candidate competition being high, particularly for
sought after permanent roles. However certain specialist areas of
the market have improved significantly.

RECRUITMENT
An increased demand for Compensation & Benefits Specialists and
surprisingly Recruitment Specialists was demonstrated towards
the end of the year, a general positive for the job market. Likewise
IR Managers continue to be sought after for specialist roles as
organisations continue to downsize, restructure or outsource
leading to union negotiations which require specialist skills.

Many will be aware of the move to a HR Shared Services model by
several large multinationals, which has created demand for
individuals with expertise in the field and also multilingual HR
professionals for support roles.
This trend is likely to continue with more organisations set to move
to a cost focused Shared Services model.

Another area which has shown improvement towards the latter
half of the year is that of strategic HR Consulting. Many of the high
profile consulting firms are reporting increased workloads in
several areas such as Organisational Design & Development,
Change Management and Reward.

2011 EXPECTATIONS
The overall outlook for 2011, based on the recruitment levels for
Q3 & Q4 2010, is a positive one with the upward trend of available
roles continuing ,owever competition for roles is likely to remain
robust.

ABOUT ABRIVIA HR
Anne Coleman manages Abrivias Specialist HR Recruitment
division. Anne has 10 years experience in the Recruitment & HR
Industries, has managed the HR team within one of Irelands
largest recruitment consultancies and has also recently gained
experience within an HR Consultancy. Since establishing Abrivias
HR division in early 2010, Abrivia has become one of the top
consultancies associated with recruiting for the HR profession in
the Irish market.
Our HR division recruits for generalist and specialist HR roles, from
Administrator to Director level and across the full spectrum of
industries and sectors.

Generalists Roles Dublin Low Dublin High Z
HR Director 80,000 130,000 90,000
HR Manager 55,000 80,000 65,000
HR Business Partner 50,000 70,000 60,000
HR Generalist 40,000 55,000 42,000
HR Officer 30,000 38,000 33,000
HR Administrator 22,000 27,000 25,000
Recruitment Dublin Low Dublin High Z
Manager 50,000 70,000 62,000
Specialist 30,000 50,000 40,000
Administrator 22, 000 30, 000 28, 000
Comps & Bens Dublin Low Dublin High Z
Manager 60,000 80,000 65,000
Specialist 40,000 55,000 45,000
L & D Dublin Low Dublin High Z
Manager 55,000 75,000 60,000
Specialist 35,000 50,000 45,000
HR Consulting Dublin Low Dublin High Z
Manager 55,000 75,000 60,000
Senior Consultant 45,000 55,000 45,000
Consultant 33, 000 42, 000 38, 000
Specialist Roles Dublin Low Dublin High Z
Talent Manager 65,000 80,000 70,000
IR/ER Manager 70,000 90,000 75,000
OD Manager 70,000 90,000 75,000

2011
Salary Survey
Sales & Marketing
Market





New products in
technologies such as
cloud computing, SaaS
and infrastructure
will lead to continued
demand for sales
people"























Contact us:





John Mansell
Sales & Marketing

00353 1 477 3153

john@abrivia.ie
INTRODUCTION
2010 proved to be a much stronger sales recruitment market than
2009. This owed much to greater confidence across most industry
sectors with the exception of Construction. Employers attention
was less fixed on words like redeployment and redundancy and
more focussed on adding additional and specific hires that could
add value to the bottom line. Employees had less issues where job
security, stability and permanency were involved.

MARKET OVERVIEW

The strongest sector in terms of demand for Sale professionals
continues to be the IT sector. New products
loud omputing, SS and nfrastructure will
to continued demand for sales people with a rounded
knowledge of both new and IT technologies.

The Services, B2B and Pharmaceutical sectors continued to show
strong positive growth throughout 2010. While we expect the
Services and B2B sectors to continue to show signs of growth in
2011 things are less certain in the Medical/Pharmaceutical sectors.
The reduction in expenditure generally by the government may
have a knock on affect for the levels of recruitment in the Medical
sector specifically. As a by product of this the Pharmaceutical
sector may also show a gradual slow down.

The Financial and Banking sector is still set to be uncertain for
most of 2011 compared to the Insurance ndustry where there
have been strong signs of positive growth.
Due to the further decline within the construction sector during
2010, there has been a significant reduction in sales and marketing
positions within this sector. Companies are only hiring if it is
business critical or a replacement hire.
SALARY
Due to

. d
the IT sector where average 11% pay
high performance individuals to attract
business.
Bonus
typically measured on company, team and personal
performance. There will continue to be a demand for high profile
sales professionals and new business developers. This trend has
increased during 2010 due to the restructure of sales teams and
the increase in need for hunter profile personality types. 2010
has also seen a higher demand for strong business and corporate
account managers as companies strive to retain their business in a
highly competitive and cost conscious market.

ABOUT ABRIVIA SALES & MARKETING
Abrivia Sales & Marketing is managed by John Mansell. John is
highly regarded across various industry sectors within the UK &
Ireland. John has been recruiting Sales & Marketing professionals
at all level for almost 10 years.
The Sales & Marketing team offer bespoke recruitment solutions
to a range of indigenous and multinational clients across the whole
island of Ireland (Dublin, Cork, Belfast etc). We have been retained
by international clients to work on overseas recruitment
engagements for the UK, Germany and the US. While we are a
local recruitment consultancy we have a global reach.

IT Sector Low High R
Sales Director 100,000 160,000 120,000
Sales Account Director 70,000 100,000 85,000
Sales Manager 55,000 80,000 60,000
Account Manager 38,000 60,000 43,000
Business Development
Manager
35,000 55,000 45,000
Telesales 25,000 32,000 25,000
Marketing Director 75,000 110,000 80,000
Marketing Manager 60,000 80,000 65,000
Product / Brand Mngr 45,000 70,000 50,000
Marketing Executive 28,000 50,000 38,000
Services / B2B Sector Dublin Low Dublin High Z
Sales Director 100,000 160,00 130,000
National Sales Manager 75,000 95,000 80,000
Regional Sales Manager 55,000 80,000 64,000
Key Account Manager 45,000 60,000 48,000
Business Development
Manager
38,000 50,000 45,000
Telesales 25,000 33,000 26,000
Marketing Director 75,000 100,000 80,000
Marketing Manager 55,000 80,000 55,000
Product / Brand Mngr 44,000 65,000 52,000
Marketing Executive 25,000 50,000 35,000

2011
Salary Survey
Sales & Marketing
Market









pay rises have been
offered to keep high
performance
individuals


























Contact us:





John Mansell
Sales & Marketing

00353 1 477 3153

john@abrivia.ie




FMCG Sector
Low High R
Sales Director 60,000 80,000 65,000
National Sales Manager 50,000 70,000 65,000
Regional Sales Manager 50,000 60,000 58,000
Key Account Manager 45,000 55,000 50,000
Territory Manager 30,000 45,000 38,000
Sales Representative 28,000 37,000 34,000
Merchandiser 20,000 27,000 25,000
Van Sales 25,000 35,000 32,000
Marketing Manager 50,000 70,000 55,000
Brand Manager 45,000 60,000 50,000
Assistant Brand Mngr 35,000 60,000 45,000
Category Manager 45,000 70,000 55,000
Category Analyst 30,000 50,000 40,000
Medical / Pharma Dublin Low Dublin High R
Sales Director 60,000 90,000 70,000
National Sales Manager 45,000 70,000 55,000
Account Manager 45,000 55,000 50,000
Business Development
Manager
37,000 50,000 40,000
Sales Representative 28,000 45,00 37,000
Tele sales/marketing 25,000 32,000 25,000
Marketing Manager 54,000 70,000 60,000
Brand Manager 45,000 65,000 50,000
Product Manager 45,000 75,000 60,000
FS/ Insurance Dublin Low Dblin High R
Account Manager 100,00 110,000 100,000
Area Sales Manager 60,000 85,000 80,000
Sales Manager 55,000 80,000 65,000
Business Development
Manager
50,000 80,000 60,000
Sales Representative 42,000 55,000 47,000
Tele sales/marketing 25,000 30,000 25,000
Marketing Manager 50,000 70,000 65,000
Brand Manager 40,000 65,000 50,000
Product Manager 40,000 80,000 60,000
Construction &
Engineering
Dublin Low Dublin High R
Sales Manager 40,000 70,000 35,000
Area Sales Manager 35,000 50,000 40,000
Business Development
Manager
32,000 45,000 40,000
Sales Representative 32,000 45,000 40,000
Tele sales/marketing 22,000 30,000 23,000
Marketing Manager 55,000 70,000 60,000
Marketing Executive 30,000 50,000 42,000

2011
Salary Survey
Office Support
Market



Another positive
trend in the support
sector is that a lot
more clients in 2010
had the confidence to
hire full time
permanent
employees

























Contact us:





John Mansell
Office Support

00353 1 477 3159

john@abrivia.ie
OIIICL 5UCk1

As a sector with one of the highest levels of turnover during the
boom years of the Celtic Tiger and having enjoyed a steady
increase in average salary levels, office support has also been one
of the hardest hit sectors during 2009 and 2010.

2010 has again been a difficult year for people working in
traditional office support positions. In certain sectors companies
are still rationalising. This has meant a focus on reducing costs in
areas that are termed support. That said every cloud has a silver
lining. With a small improvement in the economy the support
sector showed particularly during the second half of 2010 showed
a mark improvement. The number of new positions being placed
with Abrivia was up 27% on 2009. Salaries also stabilised in 2010.
Another positive trend in the support sector is that a lot more
clients in 2010 had the confidence to hire full time permanent
employees. Obviously this was a departure from the trend in 2009
which was to hire contract or temporary employees.


The outlook for 2011 is very positive. Obviously with very small
growth in the economy last year there were a significantly higher
number of roles available to candidates. We expect the office
support market in 2011 to remain strong offering good quality
candidates opportunities for advancement in growing sectors.

OIIICL 5UCk1 1LAM
Abrivias Office Support Selection Team have been providing
recruitment solutions to multinationals, plcs and Irish indigenous
companies successfully for the last 6 years. Our team provide a
range of innovative services including temporary, contract and
permanent hires.


Dublin Low High R
Personal Assistants 30,000 48,000 35,000
Receptionist 20,000 28,000 23,000
Office / Admin Manager 30,000 45,000 30,000
Secretaries 20,000 40,000 26,000
Data Entry Clerks 20,000 27,000 22,000
Administrators 21,000 33,000 25,000
Office Clerk 20,000 28,000 22,000
Customer Services
Representatives
20,000 28,000 24,000
Legal Secretaries 22,000 34,000 24,000

WHAT OUR CLIENTS SAY ABOUT US

2011
Salary Survey

DIRECTOR

Donal K
donal@abrivia.ie


I have worked with Abrivia recruitment for only a short
time but have found them to be an excellent and highly
professional organisation. Refreshingly Abrivia took the
time to meet with me and understand Adaptive Mobile as
an organization .
When Abrivia submitted candidates for particular roles
they fit the role exactly and each and every candidate
submitted were worth talking to. In the 3 positions I have
filled so far through Abrivia I have completed only 6
interviews which means I am being presented with exactly
the right people for the positions, the search and selection
process has worked and I have not had to spend days or
weeks weeding through inappropriate CVs and talking to
the wrong people. I will be working with Abrivia again in
the future.
John Hughes, Senior Vice President Operations. Adaptive
Mobile Ltd.
Adaptive Mobile is the leading mobile security provider of
unified customer protection for enterprises and individuals.
Adaptive Mobile was founded in 2003 and boasts some of
the world's largest mobile operators as customers and the
leading security and telecom equipment vendors as
partners. The company is headquartered in Dublin with
offices in the North America, Europe, South Africa, Middle
East and Asia Pacific.

...Abrivia took the time to meet with us and to understand
those needs. The candidates referred to us met our needs
and cut down significantly on wasted recruitment time.
Abrivia also followed up, making sure that we were satisfied
with those we had hired and with the candidates to make
sure that their expectations had been met too. I have worked
with quite a few agencies over the years and would not
hesitate to recommend Abrivia as a recruitment partner.
Paul Lyons, Head of Change, Irish Progressive Services
International (IPSI)
IPSI has provided full administrative support to client
companies selling and distributing their products in various
European territories, the list of which now includes Austria,
Finland, France, Germany, Greece, Ireland, Italy, Luxembourg,
Netherlands, Poland, Spain, Sweden, Switzerland
(Liechtenstein) and the UK.

IPSI than 135 people directly, but as an integral

subsidiary within a major Irish Financial Institution (Irish Life
& Permanent Plc), has access to the approx 5,000 strong
group resources and expertise in full support of its business
needs.
BUSINESS
MANAGERS

Robert
robert@abrivia.ie
Cormac D
cormac@abrivia.ie
Anne
anne@abrivia.ie
John D
john@abrivia.ie
Rosst
ross@abrivia.ie

Contact us:






00353 1 477 3155
www.abrivia.ie


"It was Abrivia's professionalism and attention to detail
that I found most refreshing. I found that the consultants
constantly made themselves available to be contacted and
always endeavoured to return any query in the most
efficient and effective manner possible. I look forward to
working with Abrivia in the near future again and I know
that they will deliver what I am looking for."
Ronnie Carroll - Director of Finance in OASIS Holdings
K^/^'

'E/Z/



Abrivia has provided us with 5 excellent sales candidates in
the last year. I would highly recommend their services.
Derek Bryan Sales Director Fleetmatics
FleetMatics is a rapidly growing venture backed telematics
company with significant mobile asset software experience
dating back to 1998. The company's heritage began in the
Ireland/UK market which led to rapid customer growth with
market entry into the USA in 2005.

With offices in Ireland, UK and the US, FleetMatics is one of
the fastest growing GPS fleet tracking companies in the world.
FleetMatics provides its customers with web-based software
solutions to improve efficiency and reduce costs of all types of
mobile assets.

2011
Salary Survey


DIRECTOR

DonalK
donal@abrivia.ie











"I have worked with Abrivia to fill a number of high-end
sales positions over the past 2 years. Abrivia are amongst
the best recruitment companies in the market. They are
professional, meticulous, personable and they always get
results.
Peter ORourke - Manager - Professional Practices
Division at Sage Group Ireland
The Sage brand is renowned around the world for excellent
customer service and first class products. Established in
1999 with five people, we now employ over 200 in our
Dublin offices serving over 40,000 customers. Sage Ireland
is dedicated to providing business management software
solutions to Irish businesses.


When working in a fast paced dynamic business environment
its essential that our recruitment partners understand our
recruitment needs and send 1
st
class candidates that meet all
requirements first time round. I find Anne provides a very
thorough service and gains an excellent understanding of our
needs, having place 2 HR candidates with us over the past 3
months.
Employing over 4200 specialists in 26 countries, Lionbridge is
the leading provider of translation, development and testing
solutions that enable clients to create, release, manage and
maintain their technology applications and Web content
globally.


BUSINESS
MANAGERS

Robert
robert@abrivia.ie
Cormac D
cormac@abrivia.ie
Anne
anne@abrivia.ie
JohnD
john@abrivia.ie
Ross t
ross@abrivia.ie






Contact us:






00353 1 477 3155
www.abrivia.ie


"I have worked with Abrivia for many years. I believe that
they are a rare commodity within the recruitment industry.
They always do what they say they are going to do and I
found them to be a pleasure to deal with. As a client
looking to recruit, the level of candidate put in front of me
was exceptional and again gave a service that exceeded my
expectation


Regional Manager, Multinational
Our client are a leading multinational that employ over
20,000 employees worldwide in 120 different countries. They
are involved in supplying the construction industry worldwide
with technologically superior products, systems and services
which improve their customers productivity.
I found Abrivia recruitment to be a highly professional
organisation with competent staff and management. I was
impressed by the quality of candidates Abrivia submitted for
my consideration. As I only received high calibre candidates
that matched the job requirements it made the recruitment
process a lot easier than it otherwise might have been. The
position was subsequently filled by a candidate submitted by
Abrivia. Based on my experience, I would gladly work with
Abrivia again.


Our client are a major multinational food company
(Turnover c.4 billion) with operations right across the
globe. They are growing through a combination of organic
and acquisition strategies.


Head of Internal Audit Multinational Food Company

h<,ZD>


Our recruitment areas of specialism include

Abrivia Recruitment Specialist
Regus House
Harcourt Centre,
Harcourt Road,
Dublin 2

T: 01 4773155
: infoAbrivia.ie
E: donal@abrivia.ie
W: www.abrivia.ie













Abrivia Recruitment Specialists does not make any warranties or representations regarding the use,
validity, accuracy or reliability of, or the result of the use of, or otherwise respecting, the content of
this salary survey. The content of this salary survey is provided as is without warranties of any kind
either express or implied (including but not limited to fitness for purpose, merchantability, particular
quality, etc.). Abrivia Recruitment Specialists will not be liable for any damage of any kind arising out
of or relating to use of or inability to use this information, including but not limited to for incidental,
indirect, punitive, special or consequential damage of any kind. The limitations stated in this
disclaimer shall apply to the fullest extent possible, but shall not operate, be interpreted to or
attempt to exclude or limit Abrivia Recruitment Specialist liability for death or personal injury caused
by Abrivia Recruitment Specialists negligence or as otherwise prohibited by the applicable law.
Professional Services Group 1 5 G C Services Group
Accountancy Id n k
Banking & FS 1 5
Insurance & Actuarial M
Legal & Compliance C 5