An independent study of market trends and salaries within the Salesforce® ecosystem
Mason Frank International
CONTENTS
01 02 03
Mason Frank Salary Survey 2018 ©2018 Frank Recruitment Group. All Rights Reserved Mason Frank International is a third-party recruiting firm and not affiliated with salesforce.com, inc. Salesforce is a registered trademark of salesforce.com, inc., as are other names and marks.
04
Introduction
4
About Mason Frank
5
In numbers
6
Survey methodology
8
Key findings
9
Survey demographics
10
Diversity
12
Experience
14
Skills
15
Certification
16
Partner focus
18
End user focus
20
Contractor focus
22
Benefits
23
Employee sentiments
24
Movement
26
Salary tables
28
Testimonials
36
Candidate search
38
Mason Frank Tech Academy
39
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Salary Survey 2018/19
INTRODUCTION
ABOUT MASON FRANK
I am proud to introduce the fifth edition of Mason Frank’s annual salary survey report, an independent exploration of salaries, benefits and compensation, market trends, and developments across the worldwide Salesforce® community.
We have placed more professionals proficient with Salesforce® technology than any other recruitment agency.
This report combines unique survey results collected between 20th June 2018 and 10th August 2018, Salesforce placements made by Mason Frank and salary information from jobs registered by Mason Frank customers from October 2017 to August 2018. I would personally like to thank all of you who took the time to participate in our survey. It’s important that we continue to report on the industry as it evolves, and your feedback and responses are vital to the creation and success of this report.
Mason Frank International is a global leader in Salesforce recruitment. Since 2010, we’ve worked with over 6,000 organizations in 87 countries to deliver the very best talent in the Salesforce ecosystem. We are undeniably the largest Salesforce-specific recruiter in the world and have exclusive access to over 70,000 contract and permanent professionals in our database. These are candidates that other recruiters simply won’t have relationships with. We have extensive experience working with Salesforce customers, partners and ISVs in staffing complex Salesforce implementations and projects with either experienced, certified professionals or new Salesforce talent. And because we talk to these people day-in-day-out, our consultants can turn around great candidates on time and on budget.
Whether you are bringing new staff onboard this year, or you are looking to launch the next step in your career, we hope you find this report beneficial. We always welcome feedback so do please email us at
[email protected] to let us know your thoughts and comments about our report.
James Lloyd-Townshend Chief Executive Officer Frank Recruitment Group
NEW YORK LONDON
PHILADELPHIA BARCELONA
DENVER BERLIN
MELBOURNE SINGAPORE
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Mason Frank International
Access to more than
445,000 professionals
70,000
personally qualified experts
6,500 professionals working exclusively with Mason Frank
6,750+ professionals placed
IN NUMBERS Mason Frank International is dedicated to Salesforce® recruitment. We’ve invested over $5.2 million in the Mason Frank International brand, which has allowed us to access thousands of the world’s highest quality professionals proficient with Salesforce technology. Of these experts, over 70,000 have been personally qualified by our team of specialist Salesforce recruitment consultants, and a further 6,500 work with us on an exclusive basis. This means we can deliver professionals whatever your technical requirements, and wherever you’re located. As Mason Frank focuses entirely on Salesforce roles, our expert recruiters have a strong understanding of Salesforce technology, as well as an unrivaled understanding of their local marketplaces—our customer satisfaction surveys tell us that our market and technical knowledge are second to none. We have a strong track record across the entire Salesforce ecosystem, and exclusive access to an extensive selection of Salesforce candidates in North America, Europe, Australasia, and Asia Pacific.
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Salary Survey 2018/19
After taking steps to understand your business, culture, and technical requirements, we identify permanent or contract applicants with a track record of delivering Salesforce projects in your industry. We also help new or prospective Salesforce customers understand the total cost of ownership of implementation, and the staffing resource needed in relation to other CRM vendors. Your dedicated account manager will typically deliver a shortlist of qualified resumes of professionals within 12 hours for contractors, and between 48 and 72 hours for permanent hires. Such is our careful screening and selection process, 85% of the permanent candidates we place stay in their new roles for over two years.
Typical Roles We Recruit Professionals • • • • • • • • • •
Technical Leads Project Managers Functional Consultants Technical Consultants Developers Architects Sales Professionals Trainers Administrators Support
Competitor CRM Candidates • Microsoft Dynamics CRM • SAP CRM • Sugar CRM • Oracle Siebel CRM
Industry Experts • • • • • •
Retail Financial Services Healthcare Automotive Telecomms Public Sector
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SURVEY METHODOLOGY This salary survey report is based on thousands of data points including survey responses, internal placement data, and jobs registered with Mason Frank in the last 12 months. Each response has been validated using robust statistical analysis and automated data validation rules in order to be included in the results set. Any data profiles that do not pass our validation rules and statistical analysis, or that are deemed questionable, incomplete, or duplicate were removed in order to provide meaningful results. This data has been winsorized to produce a tighter mean salary; however, no adjustments have been made to industry, location or employer type which may have an impact on the figures quoted. In some freelance cases, a range has been quoted to account for fluctuations based on seniority, industry, and location. The level of seniority for permanent salaries is split into junior, medium, and senior, and is based on years of experience in working with Salesforce.
Breakdown of Data Points Number of Placements
Number of Survey Responses
(Oct 2017 - Aug 2018)
(Jun 20 2018 - Aug 10 2018)
2,151
2,203
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Salary Survey 2018/19
KEY FINDINGS Diversity - page 12
65%
65% of female respondents believe that gender inequality is an issue in the computer technology field.
Certification - page 16
39%
39% of respondents stated that their salary increased after becoming Salesforce certified.
Partner focus - page 18
64%
64% of respondents reported that the number of Salesforce projects had increased compared to last year.
Employee sentiments - page 25
36%
36% of professionals expect to leave their current employer within the next 12 months.
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SURVEY DEMOGRAPHICS Geographical split of survey results United States
Industry sector breakdown The top industry sectors in which survey respondents’ employers operate.
48%
United Kingdom
11%
India
7%
Canada
6%
Australia
5%
Germany
4%
France
3%
Spain
3%
Italy
2%
Netherlands
2%
Poland
1%
Rest of the world
8%
1
2
3
20%
16%
IT services
Consultancy
11%
Software/internet
4
Financial services
9%
11
Carriers / telecoms
2%
5
Manufacturing
5%
12
Retail
2%
6
Health / life sciences
5%
13
Media and publishing
2%
7
Not for profit / charity
4%
14
Transportation and logistics
1%
8
Professional services
4%
15
Advertising / digital
1%
9
Education
3%
16
Energy
1%
10
Insurance
3%
17
Hospitality
1%
Employer type
Employment status
89%
1%
8%
2%
Permanent - full time -
Permanent - part time -
Freelance / contractor
Not currently working
Partner / Solution Provider / Consultancy End User / SFDC Customer
41% 50%
ISV (Independent Software Vendor)
5%
Other
5%
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DIVERSITY Breakdown by gender 1.2% did not specify their gender, whilst 0.4% of respondents identified as transgender. Female
32%
Male
66%
Globally, there was a slightly higher proportion of female respondents this year (32%) compared to last year (28%).
Sentiments on company diversity
73%
Gender diversity
28%
Senior board gender balance
76%
Cultural diversity
45%
Gender identity policies
73% feel that the company they work for is gender diverse with different genders being equally represented.
28% do not feel that there is an equal balance of male and female representation at senior board level.
76% reported that their employer has a workforce of various cultural backgrounds.
45% stated that their employer has clear policies to support people of different gender identities.
41% of all respondents reported that their company workforce includes people with a disability
Do you feel your employer is an equal rights employer?
Comparison of sentiments by gender
Yes, my employer champions equal working rights
83%
Workplace equality
No, I feel more could be done
17%
Overall, 13% of respondents believe that men are rewarded a greater salary than women despite being of equal skill and experience. Is gender inequality a significant issue in the computer technology field?
YES
NO
57%
14%
Over half of men (53%) believe that gender inequality is an issue in the computer technology field, and this rises to 65% among women.
There is a clearly perceived gender divide when it comes to salaries and equal rights in technology roles. Eight in ten men (80%) agree that men and women are treated equally in the workplace, while only 56% of women believe there is equal treatment.
Salary and representation The same gap is true when it comes to remuneration and seniority: only a third of women (33%) think that their employer pays men and women equally, compared to 61% of men. Women are more likely to say there is an imbalance of male and female representation at the senior executive level (41%); in contrast, only 21% of men think men and women are not represented equally at the senior level.
Equal rights Likewise, men are more likely to believe that their employer champions equal rights. Threequarters of women believe this to be the case, compared to 86% of men. A quarter of women stated that more needs to be done in this area, compared to 14% of men.
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EXPERIENCE
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Salary Survey 2018/19
SKILLS
Total years of experience
Salesforce® experience
0 - 3 years
7%
0 - 3 years
37%
4 - 6 years
17%
4 - 6 years
37%
7 - 10 years
22%
7 - 10 years
20%
10+ years
54%
10+ years
6%
Only 30% of respondents believe that a degree is important for a career in Salesforce. Nevertheless, 85% of people who took the survey hold a bachelor’s degree or higher. Critical thinking skills, a demonstration of willingness to learn, and a broader business understanding are key reasons why respondents believe a degree is important for a career in Salesforce:
Too few people understand HOW businesses operate—each department and collectively. Knowing how to code alone means you only take orders and cannot add proper logic and context to what your clients ask for.
Consultant - Technical & Functional / New York, USA
A degree shows learning aptitude and willingness to study and learn which are key ingredients for a successful person in the Salesforce ecosystem.
Consultant - Technical & Functional / London, UK
A degree complements Salesforce experience and certifications to support a better business partner.
Solution Architect / Virginia, USA
Trailhead Trailhead provides an opportunity to learn the key features of Salesforce. As you complete modules and earn Trailhead badges you can reach a number of Trailblazer ranks, from Scout to Ranger.
Breakdown of Trailblazer ranks
The percentage of respondents holding 100 or more badges has more than doubled compared to last year (9%).
SCOUT
HIKER
EXPLORER
ADVENTURER
MOUNTAINEER
EXPEDITIONER
RANGER
0 badges
1 - 4 badges
5 - 9 badges
10 - 24 badges
25 - 49 badges
50 - 99 badges
100+ badges
2%
6%
8%
18%
22%
22%
22%
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18 INTERESTED IN FULLY FUNDED SALESFORCE® TRAINING?
Salary Survey 2018/19
CERTIFICATION Employers’ Contribution Towards Certification
Top 10 Salesforce® certifications 1
2
3
75% Administrator
70%
Platform App Builder
33%
Sales Cloud® Consultant
25%
4
Platform Developer I
23%
5
Advanced Administrator
20%
6
Service Cloud® Consultant
18%
7
Community Cloud Consultant
8%
8
Data Architecture and Management
6%
9
Marketing Cloud Certified Email Specialist
6%
Platform Developer II
6%
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Read about the Mason Frank Tech Academy on page 39
77% of professionals working within the Salesforce® ecosystem now hold at least one Salesforce® certification. Almost one in four (39%) of our respondents reported that their salary had increased since completing their certification. The certifications that professionals believe would be most likely to increase their earning potential are Certified Technical Architect (39%), Certified System Architect (33%) and Certified Advanced Administrator (27%).
75% of employers contributed towards the cost of Salesforce certifications for their employees
91%
Of that number, 91% paid for the certification in full
What our respondents had to say:
Many professionals believe that experience would help them to increase their earning potential. For some this is experience with the wider Salesforce ecosystem or certifications, for some it is experience in broader business functions, and for others it is simply a matter of more years on the clock:
More training in how to develop Lightning components and web services. These are both areas I don’t use a lot in my current position but other employers want these skills. Developer/Programmer / South Dakota, USA
Project experience. Understanding of both the business and technical side of the business.
Consultant / Ontario, Canada
More certifications and the ability to develop complex solutions for clients.
Consultant - Technical & Functional / Pennsylvania, USA
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Salary Survey 2018/19
PARTNER FOCUS
WORKING WITH SALESFORCE®
SPOTLIGHT ON PRODUCTS
Salesforce® projects
Breakdown of most used Salesforce® products
Change in the amount of Salesforce® projects compared to 12 months ago: Increased
64%
Reduced
5%
Stayed the same
26%
Not sure
6%
Salesforce® Mobile App
Sales Cloud®
Salesforce® Lightning
Chatter
1
2
3
4
72% of partner respondents expect the number of Salesforce® projects to increase over the coming year, while 21% expect they will stay the same. Top three Salesforce® products in demand for clients’ projects over the last year Salesforce® Lightning
Salesforce® Lightning
60%
61%
Sales Cloud
®
52%
Service Cloud®
44%
Top three Salesforce® products predicted to be in demand for clients’ projects in the coming year
Marketing Cloud
37%
Sales Cloud®
37%
92%
82%
72%
66%
5
Service Cloud®
63%
9
App Cloud
27%
6
Force.com®
51%
10
Data.com®
21%
7
Community Cloud
44%
11
Salesforce® CPQ
19%
8
Marketing Cloud
31%
12
Wave Analytics
19%
61% of end user respondents reported that Salesforce® App Cloud has been used to develop custom applications at their current employer.
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END USER FOCUS
ADOPTION AND MIGRATION According to end user respondents, over the last year, the top three CRM vendors from which employers have migrated were Microsoft Dynamics CRM (11%), SAP CRM (8%) and Oracle Siebel (7%). However, the greatest proportion of migrations came from in-house/proprietary solutions (13%).
Top reasons for implementing Salesforce® (end user responses)
Top reasons for adopting Salesforce® Lightning (end user responses) 1
Product features
2
60%
Usability of product
3
54%
Consistent experience across devices
42%
Just under two thirds (62%) of end user respondents use Salesforce Lightning at their current employer. Among those that don’t currently use it, a further 62% stated that their employer intends to migrate to Salesforce Lightning in the next 12 months. Existing heavy customization (51%), disruption to business processes (49%) and the cost and duration of user on-boarding (25%) were identified by end users as the main three reasons for employers not moving to Salesforce Lightning.
Functionality of the product
80%
Moving to the cloud
49%
Lack of confidence in previous CRM
Integration of third-party vendors
44%
38%
Top benefits of using Wave Analytics (end user responses) 1
Native to the Salesforce platform
72%
Ease of user adoption
Ease of implementation
Cost reduction
Post implementation support
37%
32%
28%
7%
2
Tools for data visualization
58%
3
Secure, cloudbased platform
35%
Almost one quarter (24%) of end user respondents stated that their current employer would consider adopting Wave Analytics. Lack of budget (45%), the perceived cost outweighing the benefits (35%) and a lack of internal knowledge and/or skills (15%) were reported as the main objections to adopting the platform.
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Salary Survey 2018/19
CONTRACTOR FOCUS
CONTRACT AND FREELANCE How many hours do you typically work?
Would you ever consider becoming permanent? Yes, if the right position came along
No
Not sure
BENEFITS Respondents were asked to name their top three most important benefits, including ones that would affect their likelihood to accept a job. Health insurance was the top first choice (21%), followed by working from home (19%). Overall, working from home was the most frequently mentioned benefit – appearing in the top three for almost half of all respondents (48%).
Top 10 most common employee benefits 1
2 Laptop
< 20 hours per week 20 - 29 hours per week
13%
30 - 39 hours per week
16%
40 - 49 hours per week
55%
50 - 59 hours per week
10%
60+ hours per week
66%
4%
2%
79%
13%
8%
The top reason for considering a move to a permanent role is financial (benefits and/ or salary), mentioned by 50% of contractors. A quarter said they would consider a move if the right opportunity or company came along, and 22% would move for improved stability or work-life balance.
Average Number of Projects
2.3
Average Contract Length (Months)
Average Number of Clients
9.7
1.8
3
Health insurance
61%
Working from home
60%
4
Dental plan
51%
8
Life insurance
44%
5
Bonus
50%
9
401k match
41%
6
Flexible working hours
50%
10
Vision plan
40%
7
Certification exam vouchers
46%
Uncommon benefits Along with the common benefits detailed above, a number of more unusual employee perks were outlined in the survey responses. These include impressive free meals and snacks, dog-friendly offices, massages and time off for volunteer work.
CIHPARG CBT
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Salary Survey 2018/19
EMPLOYEE SENTIMENTS Years spent working for current employer
Do you feel valued at work?
Do you expect to be working for your current employer in 12 months’ time?
YES
YES
82% 0-3 years
73%
4 - 6 years
13%
7 - 10 years
7%
More than 10 years
7%
64% NO
NO
36%
18%
Among those who feel undervalued at work, a fifth (20%) described employers who do not appreciate, or perhaps even understand, the value of technical expertise and technology in general. This leaves those in a technology role feeling underappreciated and overworked:
Top reasons for changing employer within the next 12 months 1 Lack of salary increase
My work is poorly understood by most. My contribution is undervalued and the quality of my work is not apparent to them.
62%
Administrator / California, USA
No one understands or values the role of marketing technology specialists.
Project Manager / Virginia, USA
Other factors that make employees feel undervalued include lack of progression, direction and/or training (18%), being underpaid (17%), feeling personally unrecognized or not listened to (17%), and poor management (15%).
2
3 Lack of career prospects
Need new challenges
57%
53%
4
Lack of leadership
38%
7
Lack of training
27%
5
Working environment
34%
8
Lack of stability in current role
20%
6
Lack of exposure to latest Salesforce products
32%
9
No added employee benefits
19%
Lack of flexible working
19%
10
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MOVEMENT Willingness to relocate
Top five countries respondents would relocate to
Overall, 54% of survey respondents said they would consider relocating to another country or city for work. This varies considerably by country of origin, with 68% of those in France willing to relocate compared to 37% in Australia:
We asked respondents to tell us their top three destinations for relocation. The most popular countries are:
Yes, I would consider relocating for work
68%
53%
49%
France
Canada
United Kingdom
47%
44%
37%
United States
Germany
Australia
2
1
1
United States
2
United Kingdom
3
Australia
4
Canada
5
Germany
2 5
3
However, the majority of those relocations would be domestic, with the respondent moving to another city within their home country. This is particularly true in the US, where only 16% of the destinations under consideration are international; the remaining 84% are within the US.
Top reasons to relocate 1
4
3
For Americans who would consider international relocation, the most popular destinations are the UK, Canada, Europe (general) and Germany. Financial 4
Career growth 5
Culture
Family/friends 6
Weather
Travel or change
57% of the destinations suggested by UK respondents are outside of the UK. The US, Australia, Canada and Spain are the most popular spots for relocation. Around two thirds (68%) of the destinations suggested by Canadian respondents are outside of Canada, with the US by far the most popular international destination.
SALARY TABLES
29
UNITED STATES Position
Permanent ($)
Freelance ($)
Technical Knowledge Driven
Junior
Mid
Senior
Range (p/h)
Consultant - Functional
106,880
128,002
147,874
83-130
Consultant - Technical
121,516
150,988
167,442
95-154
CRM Manager
110,284
130,771
143,900
-
Developer / Programmer
111,103
141,201
159,299
79-138
102,800
130,151
145,085
-
Pre-Sales Consultant Administrator Technical Architect
98,152
107,510
123,158
62-111
-
143,507
176,251
110-207
Solution Architect
119,626
139,151
157,651
102-152
Tester
100,515
126,524
145,678
94-112
Experience Driven Project Manager
105,809
124,990
145,990
74-143
Business Analyst
105,115
120,880
136,544
80-127
Development Manager
SALARY TABLES
30
Comparison of Selected Salaries by US City Permanent ($) AUSTIN, TX
Junior
Mid
Freelance ($) Senior
Range (p/h)
Administrator
92,472
105,223
119,887
64-83
Business Analyst
99,150
118,466
126,933
91-132
Consultant - Functional
109,755
130,810
141,290
93-139
Developer / Programmer
113,964
126,223
145,800
89-146
-
145,901
162,251
111-209
Technical Architect
BOSTON, MA Administrator
102,116
115,804
129,012
66-112
Business Analyst
103,116
124,502
134,009
81-131
Consultant - Functional
109,010
133,394
149,405
85-134
Developer / Programmer
120,864
142,117
165,156
92-141
-
146,126
160,777
125-202
Technical Architect
-
142,148
160,216
-
107,890
130,501
155,333
128-164
CHICAGO, IL
Sales Driven
Administrator
101,409
107,191
128,236
81-118
VP of Sales
-
155,151
207,150
-
Business Analyst
98,715
112,805
131,145
91-129
Sales Director
-
156,155
218,411
-
Consultant - Functional
113,749
133,047
148,354
94-135
Developer / Programmer
116,025
141,071
161,315
115-148
-
147,030
191,053
134-205
Program Manager
Senior Account Executive
-
-
154,515
-
87,802
118,202
148,145
-
Technical Architect
Internal Sales Manager
-
76,950
90,412
-
Internal Sales Executive
55,011
60,102
75,014
-
NEW YORK, NY
Business Development Representative (Lead Generation)
50,207
70,151
-
-
Account Manager / Account Executive
Support & Training Driven
Administrator
105,058
125,248
136,254
71-118
Business Analyst
109,000
126,274
141,774
84-131
Consultant - Functional
120,840
139,284
156,076
91-142
Developer / Programmer
120,216
143,042
168,470
92-149
-
164,424
171,891
119-202
Support
85,054
99,000
108,905
50-93
Technical Architect
Trainer
110,510
120,510
133,713
80-118
SAN FRANCISCO, CA Administrator
110,000
118,702
137,810
87-117
Marketing Automation Consultant
73,555
96,779
111,359
87-125
Business Analyst
115,705
130,890
142,101
92-127
Email Marketing Specialist
55,762
77,514
86,343
58-86
Consultant - Functional
115,849
139,806
156,089
115-138
Developer / Programmer
125,715
149,337
165,807
125-158
-
160,222
185,454
140-222
Marketing Driven
Marketing Operations Specialist
77,456
96,773
106,447
59-90
Marketing Automation Specialist
72,232
83,074
103,033
-
Technical Architect
SALARY TABLES
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CANADA
SALARY TABLES
32
UNITED KINGDOM
Position
Permanent ($)
Freelance (£)
Consultant - Functional
85,606
100,153
118,743
72-133
Consultant - Technical
96,053
122,775
135,075
82-158
CRM Manager
80,403
96,870
115,074
123-164
Developer / Programmer
98,744
119,786
133,106
87-136
-
105,471
125,448
142-174
69,555
87,541
100,778
64-97
Pre-Sales Consultant
40,483
65,747
75,947
-
-
137,993
151,740
137-172
Administrator
32,542
45,427
55,547
260-450
-
102,882
118,667
122-168
Functional Lead
-
65,387
80,597
600-750
87,874
102,104
123,541
67-94
Technical Architect
90,514
120,852
150,831
700-1,000
Solution Architect
70,253
80,840
90,111
650-900
Tester
40,535
55,260
65,874
350-550
Administrator Solution Architect Tester
Range (p/h)
Permanent (£)
Junior
Technical Architect
Senior
Position
Technical Knowledge Driven
Pre-Sales Consultant
Mid
Freelance ($)
Experience Driven
Technical Knowledge Driven
Junior
Mid
Senior
Range (p/d)
Consultant - Functional
45,833
56,813
75,427
500-700
Consultant - Technical
53,975
65,184
80,260
500-700
Consultant - Technical & Functional
42,789
65,646
75,344
500-700
CRM Manager
37,596
52,758
70,556
260-450
Developer / Programmer
50,659
65,846
80,999
500-700
Project Manager
85,870
100,415
118,709
83-142
Business Analyst
76,040
96,978
111,730
72-106
-
117,358
134,812
-
Project Manager
57,713
75,177
90,656
600-850
128-168
Business Analyst
45,400
60,564
70,295
500-700
Development Manager
65,557
80,470
90,193
600-750
-
90,895
120,444
750-1,100
Development Manager Program Manager
-
106,742
125,000
Sales Driven
Programme Manager
VP of Sales
-
127,093
169,708
-
Sales Director
-
126,921
166,851
-
Senior Account Executive
-
-
125,868
-
72,488
97,588
124,306
-
Internal Sales Manager
-
61,529
74,686
-
Internal Sales Executive
44,153
50,620
61,322
-
Business Development Representative (Lead Generation)
41,251
59,652
-
-
Account Manager / Account Executive
Sales Driven VP of Sales
-
100,246
130,446
-
Sales Director
75,926
85,330
100,583
-
Senior Account Executive
55,383
75,959
80,776
-
Account Manager / Account Executive
40,169
60,311
70,443
-
Business Development Representative (Lead Generation)
30,353
40,253
50,960
-
Support
27,345
32,632
40,113
200-325
Trainer
35,863
50,168
60,758
380-550
Support & Training Driven
Support & Training Driven Support
70,222
81,744
89,125
42-58
Trainer
91,325
98,493
108,393
127-158
-
-
-
98-137
Marketing Driven Marketing Cloud Consultant
Experience Driven
Email Marketing Specialist
-
-
-
-
Marketing Cloud Specialist
-
-
-
98-137
Pardot Specialist
-
-
-
98-137
Marketing Driven Marketing Cloud Consultant
42,137
55,977
70,115
500-750
Marketing Cloud Specialist
31,594
39,778
50,719
400-550
Pardot Specialist
36,649
43,928
52,469
400-550
SALARY TABLES
33
GERMANY
SALARY TABLES
34
FRANCE
Position
Permanent (€)
Position
Permanent (€)
Freelance (€)
Technical Knowledge Driven
Junior
Mid
Senior
Technical Knowledge Driven
Junior
Mid
Senior
Range (p/d)
Consultant - Functional
50,400
65,520
85,680
Consultant - Functional
38,632
47,912
61,271
450-750
Consultant - Technical
50,956
69,051
86,471
Consultant - Technical
40,615
50,857
65,000
450-700
Consultant - Technical & Functional
49,159
74,149
88,435
Consultant - Technical & Functional
38,945
48,595
59,000
500-700
CRM Manager
48,149
71,682
83,544
Developer / Programmer
41,949
60,000
70,000
500-650
Developer / Programmer
55,440
68,544
80,640
Administrator
38,580
45,652
58,000
480-650
Pre-Sales Consultant
56,381
65,107
81,629
Technical Architect
-
81,163
98,266
700-800
Administrator
42,042
48,425
63,606
Solution Architect
-
61,090
75,665
650-750
Technical Architect
85,000
110,000
140,000
Tester
-
-
-
480-600
Solution Architect
75,000
95,000
120,000
Project Manager
-
60,000
70,000
600-700
38,853
55,000
64,264
480-700
-
96,655
99,490
750-850
52,189
65,749
82,432
-
-
-
-
480 - 780
40,702
52,347
61,225
690-930
Experience Driven
Experience Driven
Project Manager
-
76,732
92,342
Business Analyst
Business Analyst
48,384
55,440
80,640
Programme Manager
Development Manager
66,656
79,674
85,504
Programme Manager
-
79,927
99,588
IT Director / CIO
-
-
105,793
IT Manager
-
71,085
80,995
VP of Sales
102,358
117,770
123,309
Sales Director
82,660
92,537
97,569
Senior Account Executive
67,018
74,673
82,467
-
-
-
Sales Driven
Sales Driven Sales Operations
Support & Training Driven Trainer
Account Manager / Account Executive Internal Sales Manager
36,188
39,122
43,848
Internal Sales Executive
26,829
33,394
36,046
Business Development Representative (Lead Generation)
18,499
21,697
25,854
56,425
81,498
91,347
Marketing Driven Marketing Automation Consultant Marketing Automation Solution Architect
-
81,109
101,438
Email Marketing Manager
35,497
46,332
63,362
Performance Marketing Manager
51,252
66,425
80,773
Marketing Driven Marketing Cloud Consultant
SALARY TABLES
35
SPAIN
SALARY TABLES
36
AUSTRALIA
Position
Permanent (€)
Position
Technical Knowledge Driven
Junior
Mid
Senior
Consultant - Functional
32,000
45,000
Permanent (AU$)*
Freelance (AU$)
Technical Knowledge Driven
Junior
Mid
Senior
Range (p/d)
-
Consultant - Functional
116,615
131,672
151,436
950-1,200 950-1,250
Consultant - Technical
35,000
50,000
-
Consultant - Technical
121,707
133,491
155,343
Developer / Programmer
34,000
50,000
-
CRM Manager
111,271
126,925
142,042
900-1,150
Administrator
28,000
38,000
-
Developer
121,737
138,257
155,261
1,000-1,350
Technical Architect
65,000
80,000
-
Administrator
90,595
108,145
125,695
800-1,100
Solution Architect
60,000
68,000
-
Technical Architect
161,824
212,481
252,956
1,200-1,500
Tester
32,000
-
-
Solution Architect
151,739
166,057
180,376
1,200-1,450
Experience Driven Project Manager
Experience Driven 45,000
60,000
-
Sales Driven Account Manager / Account Executive
35,000
-
-
Marketing Driven
Project Manager
121,657
146,741
172,259
1,100-1,400
Business Analyst
111,448
126,871
141,670
950-1200
Marketing Cloud Administrator
91,062
110,998
131,264
850-1,150
Marketing Driven
Marketing Cloud Consultant
118,263
132,045
145,826
900-1,200
Marketing Cloud Consultant
38,000
-
-
Campaign Manager
68,173
97,479
126,784
700-950
Marketing Cloud Specialist
45,000
-
-
Marketing Cloud Solution Architect
141,654
153,264
164,873
1,150-1,300
* Excluding superannuation
37
Mason Frank International
38
Salary Survey 2018/19
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When we first started the conversation of hiring a consultant, I expressed my company’s apprehension due to previous negative experiences working with recruiters. However, working with Mason Frank to find our new Salesforce consultant was excellent and we are very happy that we did so as he was the perfect addition to our team. Thanks so much for supporting us through this process and helping us to grow our business! Now without hesitancy, I can say we are VERY happy we worked with Mason Frank to find Ryan. He has been extremely responsive, knowledgeable and shows an all around willingness to understand our business and what we hope to get out of Salesforce. Thanks so much to you and Ryan for helping us at Jillamy expand our Salesforce and to ultimately grow our business!
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Chief Financial & Administrative Officer REDF
Salary Survey 2018/19
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Search our online database and find staff who are best suited for your company.
What is the Mason Frank Tech Academy?
CANDIDATE SEARCH We offer the most comprehensive online database of hand-picked professionals for your business. Mason Frank International’s candidate search tool was specifically created to help our clients access the widest range of high-quality job seekers. Our database contains the top professionals proficient with Salesforce technology, vetted and shortlisted by our experienced recruitment consultants.
• Enter a search into the online database and filter the results by skills, location,
industry sector, job title, availability and many other parameters.
The Mason Frank Tech Academy is designed to create our own stable of Salesforce Administrators and Consultants. They are available to hire at reduced rates as and when you need to flex your team. We source the brightest IT talent and mould them into the next generation of professionals by putting them through an intensive training course, delivered by expert trainers proficient with Salesforce technology.
• View online profiles of professionals qualified by our recruitment consultants. • Save your searches or sign up for our email service that will alert you to any
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Denver
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Berlin
Barcelona
Singapore
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