ees SAWS GUIDE = 2019 —— Gi Robert Half* TechnologyCONTENTS @) Your Guide to Tech Starting Salaries © Changing Role of IT Fueling Hiring © Hot Industries in 2019 S) ‘More IT Hiring Insights 10 Interview Questions to Ask Job Candidates ® How to Use Our Salary Tables @ Technology Salaries: United Stotes © ‘Adjusting Salaries for U.S. Cities @ 2019 Hiring Outlook for Canada @ Technology Salaries: Canada @ ‘Adjusting Salaries for Canadian Cities @) A Snapshot of ‘Compensation Packages @ ‘A Manager's Onboarding Checklist ©salary guide from Robert Half Technology? Because we know what we're talking about when i re hardest to staff. The sar n the thousands of lients are paying to land top talent In short, the 2019 Robert Half Technology Salary Guide‘As companies pursve digital transformation, IT t departments must te with more oreas of the business than ev purchases and strateg fore when it comes to technology This trond — indeed, all wends prompted by digital ronsformation — is driven by @ desire to create new products and services, enhance the customer experience, and generate revenue. At the same time, shifts like these are creating challenges for technology leaders, including increased project valume and a critical shortage of technolagy workers to address it According to research by Robert Half Technology, ‘more than half of IT departments in North America ‘are understaffed, Here's @ look at some other ends likely to shape tech hiring in the year ahead.Project professionals are often the best choice (One way IT departments are goining immediate access to the expertise they need is by engaging project-based consultants ‘ond other interim professionals. Not only does this approach give managers more time to find fulltime staff, i also allows them to reduce coss since no al tasks require fulltime hires. This flexible staffing strategy also enables IT leaders to move fast when addressing key projects, such as system upgrades ‘ond implementations and cloud migrations, while maintaining top performanes in core IT aperations. Hybrid job skills bring high value to teams ‘Companies want professionals who can assume blended roles — positions that sit between IT and another department such 1s marketing or operations. This call for not only specialized ‘echnicol expertise but also a solid orray of soft sil Non-tech attributes are key Business expectations for 24/7 connectivity and IT service rolicbilty require technology teams to be responsive ond ‘empathetic. Critical thinking and analytical skills are valued (5 well Because many digital projects are designed to solve business problems and break new ground in product and service offerings. The pace of digital change in general requites IT professionals to be adaptable and committed to continuous learning Employers must make strong offers and move quickly Because in-demand tech pros know their expertise is hare to find, many have high expectations cbout compensation, perks, benefits, professional development and advancement ‘opportunites When @ business does find candidates who are a good fi, it can't afford to waste time. Top prafessionals are weighing multiple offers, and delays in the hiring process can couse them to turn to other opportunites. ‘Organizations are becoming more willing to train In this market, holding out for a candidate who checks all the boxes can easily lead to missing @ great hire. That's why many firms look for professionals who have the fundamental skils needed for @ role and the oplitude to be trained quickly. And {for some positions, relevant on-the-job experince can carry ‘more weight than @ collage dagres, asvsue ovo | rommmriciesoctHOT INDUSTRIES IN 2019 til Financial services — Big dota, information security and large-scale digital transformation initiatives continue to call for a wide range of IT skills inthis sector Finance technology companies are also creating new IT career opportunites, a Software as a Service (SaaS) — The So0S industry is growing rapidly 0s more companies shift from traditional software fo cloud: based applications and subscription services. Cloud architects, cloud systems engineers and cloud developers are among the roles in high demand, ® ‘Manufacturing — This industry has become « hotbed for Aigital innovation as companies deploy robotics, advanced data analytics, internet of things (oT) devices and more, IT teams are also working with operational technology teams to develop new business models and services, > Healthcare — As providers continue to modernize their operations ‘ond innovate, they need support from IT in many areas, especially Patient privacy and medical record confidentialityCA ee RCT Rec ‘and Serum renee ered eee cee Sto fied Solutions Architect Professional (CCNP) ae) Cle ao, aa (oe eae eee ees rasructure Certification (GIAC) oe coeenea ya) See ecu ao) rock Sn nce) cosh + IT Service Management (ITSM)MORE IT HIRING INSIGHTSHard-to-staff positions {Busines intelligence analysts ©} Cloud architects Cloud systems engineers Dota scientists Dotabase developers Developers (web, software, mobile) DevOps engineers Full-stack developers Help desk ond desktop support professionals (oT speciolits Network administrators S28) 0888 8E) Security professionals (data, information, network, systems, cloud) a Systeme administrators Enon In-demand technical skills and exper + NET + Angular + Apoche Spark + Artificial inteligence + Augmented reality + Blockchain oF *+ Cloud ond SaaS, + Golang + Hadoop + Jove + JowSccipt Machine earning Microsoft SQL Server PHP Prthon R Reactl$ and React Native + Ruby on Reils + SAS + Swath * Virtual reality + Virtualization (Amazon Web Services, Microsoft Hyper-V ‘ond VMware) cntogee? sa ‘osro comor contin eeap th Ue Ser ond Contaut © recent project or process that you made better, faster or more efficient Q) Tell me ot ) What's technology? ‘approach to working with new or unfamiliar What ore the best ways you've found to keep your tech skills current? Tell me about your biggest professional tech-related filure, ‘What emerging technology excites you the most? ) | NTE RVI 3 WwW c eae the most challenging project you worked on in the )) What kind of tech projects do you work on when you're not on the jobe QUESTIONS TO ASK JOB CANDIDATES. How would you explain the internet to a person from the 1950s? Tell me about the best tech team you've worked with and what made it work s0 well The io interviw your opportunity gouge your ((6) Our webtes uning slow — how wuld you investigate nd condidcor echicel ond erpesoralsile Here re Sone {questions fo ask that will give you insight into both uve | rometnarnoroicey (0)SES HIRING EASYHOW TO USE OUR SALARY TABLES To help you determine salary lavels for new hires, we report starting pay ranges by percentiles, as dafined on this page. Salary figures represent the national average, but you can adjust the figures on the following pages to your market using the local variances on Pages 18-19 for the United States ond Page 25 for Canada. Bonuses, benefis and other forms af compensation are not factored into the sorting salary ranges. f appropriate, consider other financial incentives your organization offers, Than move quickly, Chances are, your top candidate will be your competitors’ first pick, too TECHNOLOGY SALARIES United Stotes ime ‘Aaminisvation EXPERIENCE ‘Chel informa 25th The lowest percentile most often fits candidates who are new tothe role ‘ond sill developing their skills. The role may be in a market with low competition for talent or in a smaller, less complex organization. 50th To start @ candidate at the midpoint percentile, expect average experience ‘and the necessary skills to get the jab done. The role will likely be of ‘average complexity or ina morket where the competition for talent is moderate 7 Offer (CIO) W750 75th Higherend starting sores require song sll stand more experience thon spiel, Candidates may hove speciclzedcetfictions. The ola may be fi complex orn a market where the competion for alent is igh 95th A significantly high level of relevant ‘experiance and experts, including speciolized certifications, can ‘command a starting solory in the highest percentile, The role may be very complex orn a market ‘where the competition for talent is ‘extremely high, 0m 7 205,250 246000 299,000TECHNOLOGY SALARIES: UNITED STATES ime EXPERIENCE: 25m 0h 75h 95h ‘Administration ‘Chel information Officer (CIO) 171,750 2057250246000 298,000 Ciel Technology Offer (CTO) 147,750 180,750 720,250 243,000 Chel Secutty Officer (CSO) 148,000 181,750 222,000 270,000 Vice President of tformation Technology 139,500 167,750 200,500 297,000 Director ofTachnology 120250 143.500 171,500 202,750 Applications ‘Manoger 106,250 128,500 155,000 189,250 Revetoprient Project Manager 93000 111,500 133,250 187,500 Stems Anahs! 77000 92,750 111,000 131,500 Applications Architect, Tig2s0 195,750 142,250 192,500 Busines Systems Analyst 78750 93,280 113,750 136,000 Cloud Comping Analyst 75500 94,500 118,000 159,500 (CRM Business Analyst 80750 97,000 115,750 197,250 (CRM Technical Dveloper 9,750 107,250 128,500 152,000 Developer/Pogeammer Anat 7,000 104,500 125,000 148,500 ERP Business Anclst 84250 102,000 121,750 144,280 ERP Technical/Funcinal Anas! 91,000 108,750 131,000 158,000 ERP Technical Developer 95750 114,500 137,000 162,000TECHNOLOGY SALARIES United Stotes PERCENTILES ime ‘EXPERIENCE 25h 30m 75h 35h ‘Applications [ead Applications Developer 704,000 125,000 180,000 178,000 taney Mobile Applications Developer 119,500 143,500 172,500 204,250 Technical Water 5550066500 _—79,750___—94,000, Consuling & Systems Decor 117,500 __140,750__168,000 200,000 — Projet Manager Senior Consutant 96250 115500 138,000 163,500, Staff Consultant 6,000 76,500 95,250__—129,250 Dete/Database Big Dota Engine 127,250 155,500 __185,500___219,500 aeanoien Databose Manager 108,000 129,500 154,000 189,000 Database Developer 96.250 118,000 141,000 167,750 Databose Administrator 7000 97,250 116750 159,250 Data Anoyt/Report Writer 81,750 97500 116,500 138,000, Date Architect 111,500 153500 158,000 187,750 Dota Modeler 79,000 98,500 122,000 164,500 Date Scientist 02,750 121,500 147,800 175,000 Dota Warehouse Analyst 72750 96250 119,000 160,000 Business Itligence Analyst 185,750 106,000 132,000 178,000, Date Reporting Anas 59000 _74,000_—91,250__—110,000, ‘Quality Assurance = Manuel 39,000 ~71,500~~—84,000——~99,750, GATE recteg ~ Automated 70250 84,000 102,250 120,500 QNTesing Manager 1250 97250 117,000 199,000 QA Assocote/Analyst 62250 74,250 68,750 105,750TECHNOLOGY SALARIES United Stotes PeRCENTILES ime TAPERIENCE 25 Some 75h 3m ‘Web Development Senior Web Developer 99750 119,500 142.750 169,000 ‘Web Developer 83500 100,250 119,750 142,000 Front-End Web Developer #5000 79,250 98,000 130,500 Web Administrator #8000 82,250 98,500 -—*117,000 ‘Wa Designer 73500 88,250 105,250 126,500 E-Commerce Arahat 82,750 98,500 118250 140,000 DevOps Engineer 90250 110,500 134750 178,280 Networking? Network Archos 714,000 187,500 _164,500___195,000 Telecommunications tyark Manager 94750 113,500 135,750 142,000 Network Engineer 92.000 108,750 130,500 154,280 Wireless Network Engineer 102.000 122,000 146,250 173,500 Network Administrator 74750 89,000 106750 126,750 Telecomunicaions Manager 79,750 98,500 114500 136,000 Telecommunications Specialist 59500 71,500 85,250 100,780 NOC Technion 52250 62,500 77,000 ‘98,750 Security Date Secuiy Anat 705,000 125,250—~149,800_—_178;250 Stems Security Administrator 93750 112,250 134750 159,780 Network Secuy Admiishator 93000 111,500 134,000 188,750 Network Secuiy Engineer 98500 118,000 141,750 147,500 Information Sytems Securly Manager 116,000 139,000 167,250 199,780 IT Auditor 92500 111,000 132,750 157,750 ®TECHNOLOGY SALARIES United Stotes PERCENTILES ime EXPERIENCE 2 om 75h 25h Software Produat Manager 101,750 121,750__145,250___171,750 Devciene Software Engineer 104,500 124,500 148,750 176,750 Software Developer 90250 117,500 140,750__166,500, Monoger 2,000 98,500 —~+117,750~—*139,000, Deskiop Suppor nays 51,000 61,250 73,250 —_—86,500, Stems Adminisotor 8.000 81,790 97,750 115,750, Stam Engineer 186250 103,000 123,250 145,750, Help Desk Ter 3 49,000 58,500 70,000 82,750 Help Desk Ter 2 36250 45,750 54,750 64,500, Help Desk Ter 1 32250 98,750 46,000 55,000 Insirucor/Tiner 57,750 69,000 82,500 97,500, PC Technicion 32500 9,000 46,500 55,250 Business Continiy Analyst 87.250 104,750 125,250 148,250, Hordware Analyst 61250 73500 68,000 104,250, Coble Technion 33,000 42,000 51,000 $5,500, Product Support Specials 46250 55,750 66,750 79,750 Mobile Device Support Anelst 57250 68,250 82,000 97,500 Sie Reliability Engineer 96,750 118,500 144,500 191,250, Computer Operator 34.000 41,000 48,750 57,500, Mainframe Systems Programmer 52250 66,500 63,000 94,000,cS ~— CALCULATE YOUR _ CUSTOM SALARY s 0SALARIES sare Leeda ta wiend ley egetonpedoe re by the percentage for your city, Market variances are reflective ofall pettete ty itn od poke dtehens Sonjowe “285% Bie of Colm foe Himelle” “ex Sort Bobaro "27 : Mobile “Ms Santa Rosa +72 Florida Stockton ae Fort Mees ail drizone Tedonfle bu Prom 1S Galrade ious, 980 Tec Ty Bourne al Cll pings ase For Ludedl 6x Arkongos aver Sm Olendo se foretiele “5% FartColins “28 «SL Polesbug — -38 ——- ¢ = G@ Calorie forced 30 Wt ln aoe Fee oe Pee _— F : a as Collard samy NeeHown ly = Ontario 208 ue oe Calculate a custom salary with ‘Sacramento +68 Delaware, Honolulu the Salary Caleltor Sonos 2s Winger 3 San Francisco 414ldeho Boize Minos Chicago aie $28.58 Hoffman Estes 125 Nopervile Rocklord Indiana Fort Wayne Indianapolis towa Cedar Rapids Davenport Des Moines Sioux City Watedoo/ (Cedar Falls Kansas (Overlond Park Kentucky Lexington Louie Lovisiana Baton Rouge New Orleans Meine Portland “38 “x an “16%, “198 +e “258 “Bs ao as “8 Maryland Baltimore +8 Massachusetts Boston 1348, Springfield v1, Michigan ‘Ann Arbor Is. Detroit as Grand Rapids 14.5% Kolomoroo~20% Lansing “5, Minnesota Bloomington +6.5% Duh 20.4%. Minneapolis 7% Rochester +2. StCloud —-14. St Pou! a Missouri Kansas Ciy -0.5% St Joseph “10. Stlove 40.58 Nebraske (Omaha +08, Nevada las Vegas 28, Reno as New Hampshire Manchester #12 Nashua 4% Now Jersey Mount Laurel 915% Paramus +308 Princeton +258 Woodbridge 26.5% Now Moxi Albuquerque -8.5% New York Alsony Bofflo Long istond New York Rochester Syracuse North Careline, Charlot ea Greensboro 0% Raleigh os Ohio ‘Akron as Canton aes Cincinnati -2.55 Cleveland =a Columbus 2 Dayton “13% Toledo “14.5% Youngstown 24%. ‘OkIshoma Oklahoma Cy Ps Tula Oregon Porland 29% Pennsylvania Harisburg 58 Priladelphio +156 Pisburgh 26 Rhode Island Providence “1.5% South Carolina Charleston -5% Columbia. 4.55 Greenile -6% ‘South Dakota Stour Falls 16% Tennessee Chattenooga-118 Cool Springs +08 Knoxville aw Memphis “8 Nashville 1.5% Tones Austin 9% Dallas 10% Paso 28% Fort Worth 9% Houston "8% Midland/Odessa “10% Son Antonio +18 Utah Salt Lake City +6 Virginia Norfolk’ Homplon Roads ~25 Richmond =1.5% Tysons Comer 32% Washington Seattle +258 Spokane “188 Wisconsin Applelon “158 Green Boy 12.5% Madison” -1.5% Milwavkee Im Waukesha +082019 HIRING OUTLOOK FOR CANADA Technology initiatives at Canadian businesses are apidly ‘evolving, ond they wll continue to expand in 2019. Expect sectors such as finance, retail, healthcare, manufacturing — and, of course, high-tech — to be especially active in recruiting talent. Career opportunities for those with experience using the cloud are alzo expanding as many high-profile companies have opened remote computing operations and more businesses move to cloud technologies. There is @ special focus on research and development in crificial intelligence and machine learning that is supported by industry, academic institutions, and lacal and federal government. Leading tech companies and startups ale are directing their resources fo these technologies Overall, competition for senior-level candidates remains intense. To attract and retain top technology talent, employers ‘must be prepared to offer not only competitive compensation but also a range of compeling perks, including professional development opportunities and work-life balance programs. Hard-to-staff positions: Canada se) Business intelligence @ ‘Cloud technology and analysts security specialists Developers (web, software, mebile) ce) DevOps engineers Dota Dotobose odministators scientists ‘and developers Folkstack developers 2oi7suny coos | rommmamenonoicercaucs G8) egy i experts (dato, ey senor network, systems)TECHNOLOGY SALARIES: CANADA PERCENTILES ime XPERIENCE 25h som 73 cs Administration ‘Chal information Offeer (CIO) 152,000 171,000 __205,500____256,000 Ciel Technology Officer (CTO) 143,000 168,000 190,500 240,000 Chit Security Ofte (CSO) 135,000 162,750 185,500 287,750 Vice President of information Technology 190,000 153,000 180250 215,750 Director of Technology 119.500 126,500 157,000 169,750 Applications ‘Manoger 97,500 122,500__182,000 204,780 vcore Project Manager 9,000 112,250 127,750 ‘140,500 Stars Analyst 82,750 89,750 96,500 114,000 Aplications Architect 92750 127,000 187,250 171,500 Business Systms Analyst 65250 96250 114,500 135,250 Cloud Computing Analyst 73500 95000 116,500 157,250, (CRM Business Analyst 5500 101,750 122,500 142,780 (CRM Technical Dveloper 85500 105,250 123,750 ——*145,500 Developer/Pogeammer Anat 63750 76000 90,000 120,500 ERP Business Anclst 92,000 115,750 128,000 140,000 ERP Technical/Funcional Anas 99750 129,750 145,500 153,280 ERP Technical Developer 95500 128,750 140,000 148,000 ‘Ares ited on ops 21.24 on Candin dlrs - toate ‘eins ouoe | tomer nenoiacrcaos @)PERCENTILES TECHNOLOGY me EXPERIENCE 23th 30mm Zo 93th et eso meee poem ae Seana mre eed Ietegection Project Manager/Senior Consultant 75,500 99,000 125,750 155,000 eee te ed ae Database Manager 95,250 120,000 143,500, 179,750 ae ee partes aceon sree oe ee ene GA Engineer - Automated 72,000 85,750 103,250 118,750 veg om eeePERCENTILES TECHNOLOGY THe EXPERIENCE 25th ‘30th 73h 95th SALARIES Jb Dope Sr Ws Doar icra cae eto asso wb One oe Pose WeDo one aioe cto ‘ana oo Pacer a TZ ‘Telecommunications Network Manager 93,500 105,000 126,500 138,500, eae Da er on Not Sa neat arab 0486) ast Mo Sey ar visto 112060 tae 72000 smut svi ou0e | rmenowoicctsas @)PERCENTILE TECHNOLOGY Tm [EXPERIENCE 25th ‘50th ‘75th ‘95th guns tine a ao aa TTA Sante Fearless Toca emcee Tareas tore Tenner) era eas Be ane Wostessest S90 eauro T1300 ea7e0 sa a a eT reece Sarat no Wa) ab Ps Sra rst ior occ Ff lc me aT smut assur ovo | tmeioeioctsasos Gi)ADJUSTING Sungai am iy yet SALARIES wn ote pen br mest OTe by the percentage below for your city. Market variances ‘Fe reflective of all industries and professions. Alberta Ontario Calgary +4 Kitchener? Edmonton +2.2% VWiaterloo —-3.7% Ottawa +028 British Columbi Froser Volley v1.28 Toronto aah) Vencouer| -5éx Quebee Vietorio 22% Montreal 3.1% ‘heciicbe Quebec Ciy 9 Winnipeg 8% Saskatchewan Regina “518 Saskatoon 3.5% Visit the Canadian Salary Calculator to calculate local salaries. a soiysusecu0e | rommteonoioor canoe G3)Alea g COMPENSATION PACKAGES Benefits, perks and incentives can play as significant a role as salary in your ability 1o attract and retain top talent. See what other firms offer so you can keep pace. Con ee eee ne pete ace ara) coe sometimes ied to ea aoc Incentives — Motivational row to job performance (e.g., bonu Common benefitsCommon perks’ © Most wanted perks MX Companies oling Fleible work schedules ee Employee social evens Eas ‘One amenities og, src aia, chi cn) 734 Paid time off fr volunteer acts SS 2 Compressed workwook 1 Telecommuting 09068086 14% Employees expect more time off 1a) tg ‘Average number of Average numberof days dys of poid time off of paid tie of companies job seekers want when oar employeas with lass joining @ new company than 5 years tenure (8) 9O% sisi Common incentivi Most wanted incentives HL Compas fering Zs: Qe bonuses Spot bonuses @ 22% > 19% ~~ 12% > 12% Sign-on Daferred & Reterfon corprston bonuses bonuses plan Helping employees save for retirement @3-4% cor RRSP™ plans * pte apm 2o19SAAW CUDE | ROMA TENOLOGY38 Prior to Day One: Allocate enough time to conboarding so new hires can digest what's presented Set a clear agenda, and share it in advance. Explain the nuts ond bolts, such as where to park and the person to ask for when arriving Set up the computer, server, email, voicemail and building security ‘access s0 the newcomer can be productive from doy one, Ofer eorly access to select portions of your company intranet for HR system so new hires con see a greeting from your CEO fr department head, review the employee handbook and fill out HR poperwork ® Day One Welcome the new hire with ‘genuine excitement Don't delay introductions; make sure the person knows ‘who does whet, Arrange casual meetings ond a lunch s0 the new hire can begin to develop personal relationships. Offer branded items lke 0 coffee ‘mug or T-shitt so the newcomer immediately feels like part of the team, Conduct @ basic ovientation: Offer background about the company's industry, structure, history and values — and invite questions Me Week One and Beyond Review the jab responsibilities ‘ond set goals Set aside time for appropriate functional roining, including overviews of internal systems Unique fo your firm. ‘Assign new hites @ mentor who can guide them through company culture and answer any au they may have, Check in regulary to ensure new staff understand their assignments tnd fo find out if they're enjoying theie work Ensure the person's goals ore sill aligned with the oxgonization’s 2o19SAAW CUDE | ROMA TENOLOGYRobert Half Technology isa leader in IT staffing solutions. We offer personalized service Jse the latest recruiting technology to place IT professionals for project, contract-o-hire and fulltime positions worldwide with organizations that require on-demand technical expertise (Our Salaried Professional Ser to clso gives companies a @ range of top technology consultants for long-term and recurring projects that require stff continuity Through Managed Technology Solutions, we con scale for large (05 upgrades, help desk/desktop support outsourcing, and QA testing iets regionally, nationally and globally including PC refreshes, Global consulting firm Protivit, a Robert Half subsidiary, helps companies solve problems in finance, technology, operations, governance, risk and infernal audit, Blending the Protvti and Robert Half Technology allows us to serve a broad ds. abiliies of spectrum of dient ne Holf Technology has more than 120 stafing locations world Hiring doesn't have to be a lor expensive and laborious process. we can help you find skilled talent for your organization. fo learn more about how2884 Sand Hill Road ‘Menlo Park, CA 94025 1.877.336.4854 thiscom e0008e Gi Robert Half” Technology