CEE Salary Guide 2023

CEE Salary Guide 2023 Czech Republic • Hungary • Poland • Slovakia

CEE Salary Guide 2023 - Czech Republic • Hungary • Poland • Slovakia

Table of contents :

02.

CEE Salary Guide 2023 Overview

Czech Republic

03.

Regional challenges in labour market in CEE

06.

07.

08.

09.

10.

04.

14.

22.

32.

Czech Republic Hungary Poland

SSC / BPO Banking & Finance Engineering & Logistics Sales & Marketing IT and Technology

Slovakia

Hungary

Poland

16.

16.

17.

18.

19.

24.

25.

26.

27.

28.

SSC / BPO Banking & Finance Engineering & Logistics Sales & Marketing IT and Technology

SSC / BPO Banking & Finance Engineering & Logistics Sales & Marketing IT and Technology

Slovakia

Key Insights and Enterprise Solutions

34.

35.

36.

37.

38.

42.

46.

48.

50.

56.

SSC / BPO Banking & Finance Sales & Marketing Engineering & Logistics IT and Technology

Becoming an Employer of Choice Financial view on 2023 labour market HR trends in 2023 Projects realized with our Clients About Us

Collected Data The ranges of salaries presented in the CEE Salary Guide 2023 have been compiled based on data collected during recruitment projects conducted by Cpl Czech Republic, Cpl Hungary, Cpl Poland and Cpl Slovakia. All teams have thoroughly analysed the salaries currently offered by employers to candidates for independent positions as well as the salary expectations of employees in the leading economic sectors in each of the 4 countries. The presented pay rates for selected positions are the average gross monthly salary offered for a given position. The salary does not include any additional cash or non-cash benefits offered to employees by their employers. Over 150 positions were analysed and differentiated basing on employees’ experience and rank in the organisation.

CEE Salary Guide 2023

1

A strong region in these uncertain times The CEE region was significantly impacted by the international events of 2022 - the effects of which will continue to be felt in 2023. As the Covid-19 pandemic subsided, an unexpected war broke out in Ukraine.

Despite the onset of the conflict in Ukraine, and the subsequent migration of refugees into neighbouring countries, the region as a whole has remained resilient, which reinforces the narrative for FDIs that the CEE market remains a stable and reliable place to do business in the EU.

CEE Salary Guide 2023 Claudia Ciocca

Director – Global Talent & CEE claudia.ciocca@cpl.ie

Human capital is the key asset driving growth in high tech services within the CEE economies, hence retention of these key resources remains one of the biggest challenges facing employers in 2023, in addition to effective recruitment of new talent. This can be achieved by bolstering remuneration packages in new and innovative ways through flexible or hybrid working models, new employee assistance programs or unique benefits.

2022 was characterised as a candidate-driven market and a war for talent, but 2023 should be treated with more caution, due to reduced growth rate in the CEE region. 2023 will still see a tentative rise in salaries of 2-3% and not in the double-digits of last year.

The Cpl "CEE Salary Guide 2023" compares salaries across different locations, industries and areas of expertise covered by Cpl, providing an in-depth analysis of the labour market for Czech Republic, Poland, Slovakia and Hungary. In the report, we present a comprehensive list of salary ranges encompassing 150 key positions throughout the region as well as sharing the latest market trends observed in our daily engagement with candidates and clients in these markets.

Future of Work

Leadership

We encourage you to also read the article "Becoming an employer of choice" from our Future of Work Institute, which advises on how important having a People Value Proposition is, in times of uncertainty and economic instability, when employers struggle to attract new talent and retain their best talent. We also offer specific advice from our finance and human resources professionals to give you a broader perspective on the trends expected in 2023.

It is clear that organizations that will succeed in attracting the best talent in 2023, are those whose leadership have “employee wellbeing” at the heart of every attraction and retention strategy. Leadership competencies such as flexibility and speed of decision-making as well as managing change in the organization will remain key to success.

I hope that the following report will inspire you to look for new ways of dealing with current and future challenges in the work environment.

In our report we have also included case studies where, together with our clients, we showcase examples of successful projects completed in 2022.

We believe that sharing our solutions and experiences, illustrates the variety of services that Cpl provides to its clients and candidates.

Please feel free to contact Cpl for detailed information, in-depth analysis, or discussion.

Claudia Ciocca

2

CEE Salary Guide 2023

Regional challenges on the labour market Collected Data The ranges of salaries presented in the CEE Salary Guide 2023 have been compiled based on data collected during recruitment projects conducted by Cpl Czech Republic, Cpl Hungary, Cpl Poland and Cpl Slovakia. All teams have thoroughly analysed the salaries currently offered by employers to candidates for independent positions as well as the salary expectations of employees in the leading economic sectors in each of the 4 countries. The presented pay rates for selected positions are the average gross monthly salary offered for a given position. The salary does not include any additional cash or non-cash benefits offered to employees by their employers. Over 150 positions were analysed and differentiated basing on employees’ experience and rank in the organisation.

CEE Salary Guide 2023

3

Czech Republic

Kristýna Matasová Country Manager, Cpl Czech Republic kristyna.matasova@cpljobs.cz

SSC sector still deals with lack of candidates- many moved back to their home countries and never came back. Languages that remain rare are German and Nordics.

Regional challenges in the labour market - Czech Republic And we are in 2023 - another year which, we all hope, will flow by without restrictions and lockdowns caused by the pandemic of Covid 19. Anyhow, this is how we imagined 2022 would look like as well- instead of restrictions, new challenges came into the game.

In IT sector the situation has been developing steadily and will continue this way in 2023. High demand for tech roles has remained the key sign and candidates will still have opportunities to choose from many offers when considering changing the role. No matter if you search for software developer or infrastructure administrator, open roles do highly exceed the number of candidates. The situation has been even more complicated due to new investors entering Czech market offering US - comparable salaries.

The experiences of 2022 will be felt in 2023 After the last lockdown, companies had to face the repercussions of the deeply saddening conflict that broke out in Ukraine. Czech nation did not disappoint almost everyone tried to help the best way possible, many travelled to the Ukrainian borders to help refuges with transport from the occupied lands, donated to charity or offered accommodation. As the conflict continues, Czech and International businesses have had to cope with new and new challenges - sky rocketing of energy prices and inflation on top of increasing demand for talent, increasing salary expectations of the candidates and demand for new benefits. The threat of recession that has been widely discussed is still hanging in the air and in 2023 everybody wants to be ready for when it comes many companies have decided to restructure or at least change their strategies, many cost - savings solutions were implemented and some even decided to go into hiring freeze until further notice.

Candidate`s expectations The labour market, on the other hand has remained on the same wave as in 2021-2022 - skilled candidates are rare to find, the unemployment rate is on the lowest numbers in history and companies that do need to hire have to re-evaluate their approach towards recruitment and talent acquisition as such.

Many were trying to offer jobs to our new Ukrainian residents, unfortunately, the lack of knowledge of either Czech language or a specific skill caused that the highly sought-after roles remained open still. There are no signs of increase of number of available candidates on the market in 2023, especially candidates with specific or rare skill set.

Unfortunately, energy crises have caused an unbearable situation for some produ ctions and forced them to lay off. In manufacturing sector, the hesitancy has been more obvious as many businesses are facing lack of components, materials, or high costs of transportation.

4

CEE Salary Guide 2023

CEE Salary Guide 2023

Flexible solutions for candidates

In 2023 candidates’ expectations will increase dramatically- the lack of stability has caused them to think twice before changing job and today ask for what would have been couple of months ago considered impossible. HR departments will have to evolve into marketers, as employer brand has become one of the key breaking points when attracting new candidates. They will have to acquire many new skills and learn for example not to interrogate the candidate at the interview but sell the role and promote the company.

Furthermore, in 2023 the demand for new and untraditional benefits will appear. 25 days of holidays and meal vouchers will be merely seen as standard, and nobody even mentions them when speaking about benefits these days. What candidates will be looking for are the new “cutting-edge” benefits- full remote work set-up, 4 days-working week, unlimited holidays etc.

The struggle to get employees back to the office since 2022 continues in many cities, but many companies will have to accept that this is a lost battle. People have gotten accustomed to the new set up and there is no going back. In some sectors, attempting to find new staff without remote work option or as a full-time employee has become an impossible endeavour.

For example, the increase in demand of IT-skilled professionals has doubled in Q2 and Q3 of 2022.

What candidates will be looking for are the new “cutting-edge” benefits- full remote work set-up, 4 days-working week, unlimited holidays etc.

In 2023 we expect that more and more investors will entering Czech market offering conditions that are comparable to the Western countries of EU or US and thus putting Czech businesses even under more pressure To meet all these challenges in 2023, including budget restrictions and still trying to increase productivity and meet sales targets, clients will start to seek various flexible solutions such as temporary employment, RPO or BPO, redefined their hiring models and talent acquisition strategies and open their doors to contractors.

Most in demand

The most difficult positions to obtain in IT:

TOP 3 most in-demand languages in the SSC sector:

The most desirable roles in Sales and Marketing:

• • • •

• German • Nordics • French

• Sales/key account managers for various products • On-line marketing specialist • Marketing manager

DevOps Java .NET Software architects

5

All salaries are the average gross monthly basic salary offered for a given employment contract.

Czech Republic SSC/BPO Customer Service

MIN CZK

AVG CZK

MAX CZK

Language group I

31000

33000

38000

Language group II

32000

35000

40000

Language group III

34000

37000

42000

Language group IV

37000

40000

46000

Language group I

33000

35000

40000

Language group II

34000

37000

42000

Language group III

37000

40000

45000

Language group IV

40000

43000

47000

Language group I

37000

40000

45000

Language group II

39000

45000

48000

Language group III

42000

47000

52000

Language group IV

45000

50000

58000

Customer Service Team Leader (depending on language knowledge)

45000

60000

80000

Customer Service Manager

60000

80000

100000

MIN CZK

AVG CZK

MAX CZK

Junior Reporting Specialist

40000

45000

50000

Senior Reporting Specialist

50000

65000

75000

Reporting Specialist with VBA

45000

60000

70000

MIN CZK

AVG CZK

MAX CZK

Language group I

31000

33000

38000

Language group II

32000

35000

40000

Language group III

34000

37000

42000

Language group IV

37000

40000

46000

Language group I

33000

35000

40000

Language group II

34000

37000

42000

Language group III

37000

40000

45000

Language group IV

40000

43000

47000

Language group I

37000

40000

45000

Language group II

39000

45000

48000

Language group III

42000

47000

52000

Language group IV

45000

50000

58000

AP/AR Team Leader

50000

60000

80000

AP/AR Manager

60000

80000

100000

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Reporting

Accounting Junior Ap/Ar Accountant*

Ap/Ar Accountant*

Senior AR/AP Accountant*

6

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

SSC/BPO (continued) GL Accountant

MIN CZK

AVG CZK

MAX CZK

Junior GL Accountant

40000

45000

50000

GL Accountant

45000

53000

65000

Senior GL Accountant

50000

65000

80000

GL Team Leader

60000

75000

90000

MIN CZK

AVG CZK

MAX CZK

Cash Allocation Specialist

35000

47000

55000

Senior Cash Allocation Specialist

42000

52000

58000

Tax Accountant/Analyst

45000

55000

65000

Senior Tax/VAT Analyst

52000

75000

120000

Controller

50000

70000

80000

Senior Controller

60000

85000

110000

FP&A Manager

75000

100000

140000

Financial Manager

80000

120000

170000

Accounting Manager

80000

110000

150000

CFO/Financial Director

110000

140000

200000

Controlling Manager

90000

120000

150000

MIN CZK

AVG CZK

MAX CZK

AP/AR Accountant* (ASSOCIATE)

32000

35000

40000

AP/AR Accountant*

34000

40000

47000

Senior AP/AR Accountant*

38000

47000

55000

AP/AR Team Leader

50000

60000

80000

AP/AR Manager

60000

80000

100000

Junior GL Accountant

40000

45000

50000

GL Accountant

45000

53000

65000

Senior GL Accountant

50000

65000

80000

GL Team Leader

60000

75000

90000

Junior Billing Specialist

33000

37000

40000

Billing Specialist

34000

40000

47000

Senior Billing Specialist

38000

47000

52000

Junior Fixed Assets Specialist

38000

43000

48000

Fixed Assets Specialist

43000

51000

60000

Senior Fixed Assets Specialist

48000

63000

70000

Banking & Finance Corporate Finance

Accounting

7

All salaries are the average gross monthly basic salary offered for a given employment contract.

Czech Republic Banking & Finance (continued) Financial Services

MIN CZK

AVG CZK

MAX CZK

Junior Fund Accountant

35000

37000

38000

Fund Accountant

38000

40000

45000

Senior Fund Accountant

45000

50000

53000

Junior Data Analyst

38000

42000

45000

Data Analyst

45000

48000

55000

Senior Data Analyst

50000

60000

70000

Junior Financial Analyst

38000

42000

45000

Financial Analyst

45000

48000

55000

Senior Financial Analyst

55000

65000

75000

Junior Business Analyst

40000

45000

50000

Business Analyst

55000

50000

65000

Senior Business Analyst

70000

90000

120000

Junior Project Manager

40000

45000

50000

Senior Project Manager

60000

90000

120000

Compliance Officer

45000

60000

85000

Credit Risk Analyst

45000

65000

80000

Quantitative Risk Specialist / Analyst

45000

55000

65000

Project Manager

50000

60000

80000

MIN CZK

AVG CZK

MAX CZK

Logistics Planner

45000

50000

55000

Sourcing Specialist

50000

65000

80000

Master Data/ Document Processing Specialist

30000

40000

45000

Manufacturing & Engineering

MIN CZK

AVG CZK

MAX CZK

Plant Manager

120000

150000

220000

Production Manager

65000

100000

150000

Project Manager

45000

70000

90000

Technical Manager

70000

95000

110000

Maintenance Manager

60000

80000

95000

Quality Manager

80000

100000

140000

Lean Manager

80000

100000

140000

Manufacturing Shift Leader

33000

45000

50000

Maintenance Engineer

40000

50000

65000

Mechanical Engineer

40000

50000

65000

Engineering & Logistic Engineering & Logistic

8

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

Engineering & Logistic (continued) Manufacturing & Engineering (continued)

MIN CZK

AVG CZK

MAX CZK

Automation Engineer

50000

65000

80000

Electrical Engineer

50000

65000

80000

Production Engineer

40000

55000

65000

Process Engineer

50000

55000

70000

Production Planner

35000

45000

50000

Quality Engineer

45000

50000

70000

Lean Engineer

50000

55000

80000

Design Engineer

40000

50000

75000

Logistic & Purchasing

MIN CZK

AVG CZK

MAX CZK

Supply Chain Manager

80000

110000

150000

Logistics Manager

80000

110000

150000

Warehouse Manager

45000

55000

60000

Transport Manager

50000

60000

80000

Purchasing Manager

80000

90000

120000

Logistics Specialist

40000

50000

60000

Transport Coordinator

40000

45000

55000

Supply Planner

40000

45000

55000

Strategic Buyer

60000

75000

90000

Senior Buyer

50000

55000

65000

Junior Buyer

40000

45000

50000

Buyer

40000

45000

60000

MIN CZK

AVG CZK

MAX CZK

Sales Representative

30000

50000

80000

Inside Sales Representative

30000

50000

65000

(Key) Account Manager

40000

65000

100000

Business Development Manager

50000

85000

120000

Sales Director

90000

140000

200000

Sales Manager

70000

120000

160000

Brand Manager

50000

70000

100000

Commercial Director

90000

110000

160000

Vendor Marketing

40000

55000

80000

Business Unit Manager

90000

110000

160000

Sales & Marketing Sales & Marketing

9

All salaries are the average gross monthly basic salary offered for a given employment contract.

Czech Republic Sales & Marketing (continued) Marketing

MIN CZK

AVG CZK

MAX CZK

Social Media Manager

60000

80000

120000

SEM Specialist

40000

50000

65000

Digital Marketing Manager

60000

90000

130000

Head of Marketing

90000

110000

160000

Account Manager (marketing)

40000

65000

90000

Field Application Engineer

50000

70000

100000

PPC Specialist

40000

60000

80000

E-commerce Manager

60000

80000

110000

SEO Specialist

40000

50000

70000

Marketing Specialist

40000

50000

70000

Marketing Director

90000

110000

160000

Trade Marketing Manager

60000

90000

110000

Product Manager

45000

65000

95000

Copywriter

35000

45000

60000

Category Specialist

45000

75000

90000

Marketing Analyst

40000

55000

70000

MIN CZK

AVG CZK

MAX CZK

Junior Software Developer C/C++

45000

50000

60000

Software Developer C/C++

80000

90000

100000

Senior Software Developer C/C++

100000

110000

120000

Junior Software Developer Java

45000

55000

65000

Software Developer Java

80000

90000

100000

Senior Software Developer Java

110000

120000

140 000

Junior .NET Developer

45 000

50000

60 000

.NET Developer

80000

85000

95000

100 000

120000

140000

Junior Python Developer

45000

47000

50000

Python Developer

75000

80000

95000

Senior Python Developer

90000

95000

110000

Junior PHP Developer

45000

47000

50000

PHP Developer

60000

70000

75000

Senior PHP Developer

80000

85000

95000

Junior Ruby on Rails Developer

55000

60000

65000

Ruby on Rails Developer

65000

75000

85000

IT and Technology Software Development

Senior .NET Developer

10

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

IT and Technology (continued) Software Development (continued)

MIN CZK

AVG CZK

MAX CZK

Senior Ruby on Rails Developer

90000

95000

100000

Junior Front-end Developer

55000

60000

70000

Front-end Developer

80000

90000

100000

Senior Front-end Developer

100000

115000

140000

Mobile Developer (iOS / Android)

85000

100000

130000

Solution Architect

100000

130000

150000

Team Leader Software Developer

100000

120000

140000

Software Developer Manager

100000

130000

150000

Junior Business Intelligence Developer

50000

55000

60000

Business Intelligence Developer

65000

70000

80000

Senior Business Intelligence Developer

85000

90000

110000

Test Engineer

60000

70000

80000

Automation Test Engineer

80000

90000

120000

Test Manager

90000

100000

120000

System Analyst

75000

80000

90000

Data Scientist

90000

100000

130000

Junior DevOps Engineer

80000

90000

100000

DevOps Engineer

120000

130000

170000

Senior DevOps Engineer

140000

150000

250000

Cloud Engineer

100000

110000

120000

Full-stack Developer

120000

130000

150000

IT Project Manager

90000

110000

130000

11

All salaries are the average gross monthly basic salary offered for a given employment contract.

Czech Republic IT and Technology (continued) IT Technical Support

MIN CZK

AVG CZK

MAX CZK

Language group I

38000

40000

45000

Language group II, III

45000

47000

50000

Language group IV

50000

53000

55000

Language group I

50000

53000

55000

Language group II, III

55000

57000

60000

Language group IV

60000

63000

65000

Language group I

65000

70000

75000

Language group II, III

75000

78000

80000

Language group IV

80000

83000

85000

Oracle Administrator

75000

80000

90000

IT Service Desk Team Leader

50000

60000

70000

IT Service Desk Process Manager

55000

60000

75000

Network Engineer

70000

80000

90000

Windows Administrator

60 000

70000

90000

Linux / Unix Administrator

55000

75000

100000

Security Engineer

65000

80000

90000

Security Manager

80000

90000

100000

Security Application Engineer

60000

70000

85000

SOC Analyst

70000

80000

100000

Applications Engineer

65000

80000

90000

Identity and Access Management Engineer

50000

60000

70000

MSSQL Database Administrator

60000

70000

80000

DBA Developer

70000

80000

90000

1st Line Technical Support

Customer Service Representative

Senior Customer Service Representative

Currency: CZK The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

12

CEE Salary Guide 2023

13

Hungary Hungary

Sebestyén Németh-Tóth Recruitment Team Lead, Cpl Hungary sebestyen.nemeth-toth@cpl.com

Regional challenges in the labour market - Hungary We managed to fully overcome the challenges caused by the epidemic, and by spring 2022 the difference was already being felt. Demands that had previously been frozen are now back. After the epidemic and the difficult recovery period, our partners came knocking on our door with new demands. As a result, our competent candidates now had a wider range of opportunities to choose from, not only in IT but also in Corporate Finance, SSC and Engineering.

However, Hungary is not alone with its difficulties, with new threats emerging that affect both the salary needs of workers and the opportunities offered by companies. One such difficulty has been the rising rate of inflation throughout the year, which has persisted until the end of the year. Measures taken by the Hungarian government to mitigate this lasted until the end of the year in the form of various price caps that had no lasting effects. We expect that the high energy prices and the overall significantly increased cost of living will positively correlate with the wage demands of candidates in 2023.

Changing in job trends Last year, it was already apparent that our SSC partners were beginning to see Hungary as a strategic location for support functions. The demand for not only Customer Support functions, but also for Finance, Engineering, and HR searches is increasing. Some of the jobs have been migrated from other countries due to the favorable conditions in Hungary. (e.g. corporate tax; a wide range of languages are available). Another part of them is a group of newly created positions. This way not only new projects but also new centers are formed in Hungary.

In 2023 this trend is only strengthened by the fact that similar requests from our smaller partners appeared not only in the capital but also in the countryside.

More and more controllers, logistics specialists, and engineers are wanted in other parts of Hungary.

Salary expectations equal living cost Candidate-determined salary demands are growing faster than usual, thanks to a loss of faith in the stability of the cost of living. In addition to their salary requirements, employees are also specifying the amount they consider important as part of their benefits package to keep up with inflation. If this continues to be the case in the future, employers will need to consider developing a pay-strategy that can keep up with the increasing demands at each experience level in order to retain candidates.

Some of our partners already have initiatives in place to accomplish this, while others look at non-wage supplements.

Resilient employers - Increasing salary with evolving compensation package In 2022, a quarter of the companies implemented a wage increase of between 5 and 9 %, most often we can find an increase of between 10 and 36 % among Hungarian companies - this year 39 % of them implemented a general salary increase of this proportion. A universal wage increase of more than 14 % was implemented by 29 % of employers. In addition to the revised wage structure, several players in the Hungarian labor market, together with our own partners, have come up with unique reward packages.

14

CEESalary SalaryGuide Guide2023 2023 CEE

CEE Salary Guide 2023

One of our partners offers a standard salary increase for all new employees in their first year, on top of a joining bonus. In addition, another company in our portfolio offers its employees a Cafeteria allowance of several million HUF per year (from which employees can cover the cost of a company car, claim a petrol card, but also keep the amount as an extra benefit in accordance with Hungarian law).

Especially in larger companies, it is known that internal recruitment is often overloaded, there is no time to explore the labor market conditions, and for this reason, the company miscalculates the salary range and expects an experience level accordingly. In the summer of 2022, companies somewhat scaled back the intensity of their recruitment, but there is still no noticeable change in the labor market. In Hungary, therefore, the need for external recruitment consultancy is greater than ever. In such a difficult situation, properly structured headhunting can identify and locate the bottleneck in the labor market where the top of the pay band meets the minimum experience level expected. Help is not lost even when the candidate pool is completely finite - this is when we can shape our partners' vision with well-supported arguments.

Of course, private health insurance is always included.

Most companies also offer a discount on the price of their products for their employees. An attractive office environment also became a selling point newly built and fully equipped (gym, restaurant, bar) company headquarters combined with the hybrid working model have proved to be attractive to employees in Hungary.

Stagnant labor market Now in 2023, we only detect a moderate slowdown in our labor market, as the major players (among our partners) have been able to keep up with the market changes in Hungary (inflation) by raising their wage bands. It is yet unclear whether companies' offers (both large and small companies) can meet candidates' expectations long-term, and sustain that throughout 2023.

The gap between expectations and reality The above solutions might be viable in the changing Hungarian market, and potentially can help reset the balance between what companies demand and what the market offers. Constant discussion with our partners became even more important in order to get an aligned picture of what a given salary can buy in the ever-evolving market. We believe that setting correct expectations and always assisting our partners with up-to-date information is a good strategy, and increases the efficiency of the work of both parties.

Most in demand TOP 5 most in-demand languages in the SSC Sector: • • • • •

German French Dutch Italian Swedish

The most desirable positions in SSC: • Service Desk Agents (IT Support) • Customer Support Representatives (Order Management) • AP Accountant • AR Accountant

The most desirable roles in IT: • • • •

Fullstack developer Backend developer Database developer Technical support

Most in-demad roles in Corporate Finance:

Most in-demand programming languages:

• Group FP&A Analyst • Group FP&A Junior Manager • Financial Controlling – Senior Analyst • Financial Controlling – Junior Manager • Treasury Analyst

• • • • • • •

15

Java Phython Javascript, C++/C# SQL (Database) PHP HTML

All salaries are the average gross monthly basic salary offered for a given employment contract.

Hungary SSC/BPO Customer Service

MIN HUF

AVG HUF

MAX HUF

Language group I

500,000

550,000

600,000

Language group II

550,000

600,000

650,000

Language group III

600,000

650,000

700,000

Language group IV

650,000

715,000

780,000

Customer Service Team Leader (depending on language knowledge)

700,000

800,000

900,000

Customer Service Manager

900,000

1,200,000

1,500,000

Reporting

MIN HUF

AVG HUF

MAX HUF

Senior Reporting Specialist

600,000

725,000

850,000

Reporting Specialist with VBA

550,000

700,000

850,000

MIN HUF

AVG HUF

MAX HUF

Language group I

500,000

575,000

650,000

Language group II

600,000

650,000

700,000

Language group III

650,000

700,000

750,000

Language group IV

700,000

750,000

800,000

Junior GL Accountant

500,000

575,000

650,000

GL Accountant

600,000

700,000

800,000

Senior GL Accountant

800,000

1,000,000

1,200,000

GL Team Leader

800,000

1,100,000

1,400,000

Corporate Finance

MIN HUF

AVG HUF

MAX HUF

Tax Accountant/Analyst

660,000

714,000

768,000

Senior Tax/VAT Analyst

780,000

870,000

960,000

Controller

840,000

1,040,000

1,350,000

FP&A Manager

1,425,000

1,773,750

2,160,000

Controlling Manager

1,400,000

1,725,000

1,950,000

Customer Service Representative

Customer Service Supervisor

Accounting Ap/Ar Accountant*

GL Accountant

Banking & Finance

16

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

Banking & Finance (continued) Accounting

MIN HUF

AVG HUF

MAX HUF

AP/AR Team Leader

720,000

870,000

1,020,000

AP/AR Manager

1,020,000

1,230,000

1,320,000

GL Accountant

700,000

813,750

1,020,000

GL Team Leader

900,000

948,750

1,260,000

Billing Specialist

540,000

600,000

660,000

Fixed Assets Specialist

576,000

678,000

780,000

Financial Services

MIN HUF

AVG HUF

MAX HUF

Fund Accountant

660,000

780,000

900,000

Data Analyst

600,000

690,000

780,000

Financial Analyst

660,000

780,000

1,125,000

Business Analyst

780,000

900,000

1,190,000

Engineering & Logistic

MIN HUF

AVG HUF

MAX HUF

Logistics Planner

480,000

600,000

720,000

Sourcing Specialist

480,000

600,000

720,000

Manufacturing & Engineering

MIN HUF

AVG HUF

MAX HUF

Plant Manager

2,200,000

2,900,000

3,600,000

Production Manager

1,560,000

1,800,000

2,040,000

960,000

1,200,000

1,440,000

Maintenance Manager

1,000,000

1,250,000

1,500,000

Quality Manager

1,000,000

1,250,000

1,500,000

Lean Manager

1,200,000

1,550,000

1,900,000

Mechanical Engineer

650,000

775,000

900,000

Production Engineer

780,000

840,000

900,000

Process Engineer

600,000

750,000

900,000

Production Planner

540,000

582,000

624,000

Quality Engineer

700,000

830,000

960,000

Engineering & Logistic

Project Manager

17

All salaries are the average gross monthly basic salary offered for a given employment contract.

Hungary Engineering & Logistic (continued) Logistic & Purchasing

MIN HUF

AVG HUF

MAX HUF

Supply Chain Manager

1,080,000

1,320,000

1,560,000

Logistics Manager

1,080,000

1,320,000

1,560,000

Warehouse Manager

1,020,000

1,110,000

1,200,000

Purchasing Manager

1,080,000

1,320,000

1,560,000

Fleet Manager

1,080,000

1,320,000

1,560,000

Logistics specialist

540,000

690,000

840,000

Fleet specialist

480,000

540,000

600,000

Transport Coordinator

456,000

486,000

516,000

Demand Planner

600,000

720,000

840,000

Supply Planner

600,000

720,000

840,000

Strategic Buyer

660,000

780,000

900,000

Buyer

540,000

630,000

720,000

Sales & Marketing

MIN HUF

AVG HUF

MAX HUF

Sales Representative

500,000

650,000

800,000

(Key) Account Manager

650,000

975,000

1,300,000

Business Development Manager

1,100,000

1,450,000

1,800,000

Sales Director

1,500,000

1,950,000

2,400,000

Sales Manager

1,300,000

1,550,000

1,800,000

Marketing

MIN HUF

AVG HUF

MAX HUF

Digital Marketing Manager

900,000

1,100,000

1,300,000

Head of Marketing

1,100,000

1,450,000

1,800,000

750,000

875,000

1,000,000

Sales & Marketing

Account Manager (marketing)

18

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

IT and Technology Software Development

MIN HUF

AVG HUF

MAX HUF

Software Developer C/C++

840,000

1,080,000

1,320,000

Senior Software Developer C/C++

1,170,000

1,430,000

1,690,000

Junior Software Developer Java

715,000

780,000

845,000

Software Developer Java

845,000

1,072,500

1,300,000

1,300,000

1,560,000

1,820,000

Junior .NET Developer

650,000

715,000

780,000

.NET Developer

780,000

910,000

1,235,000

1,170,000

1,430,000

1,690,000

Junior Python Developer

650,000

780,000

975,000

Python Developer

780,000

975,000

1,170,000

1,170,000

1,430,000

1,690,000

Junior PHP Developer

650,000

715,000

780,000

PHP Developer

780,000

975,000

1,170,000

1,170,000

1,430,000

1,690,000

715,000

910,000

1,105,000

1,300,000

1,690,000

2,080,000

650,000

780,000

910,000

Front-end Developer

1,040,000

1,170,000

1,300,000

Senior Front-end Developer

1,300,000

1,560,000

1,690,000

Mobile Developer (iOS / Android)

1,040,000

1,300,000

1,560,000

Solution Architect

1,235,000

1,462,500

1,690,000

Team Leader Software Developer

1,560,000

1,755,000

1,950,000

Software Developer Manager

1,560,000

1,755,000

1,950,000

Junior Business Intelligence Developer

650,000

747,500

845,000

Business Intelligence Developer

975,000

1,072,500

1,170,000

1,300,000

1,430,000

1,560,000

Test Engineer

910,000

1,007,500

1,105,000

Automation Test Engineer

975,000

1,072,500

1,170,000

System Analyst

780,000

942,500

1,105,000

Data Scientist

780,000

845,000

910,000

Junior DevOps Engineer

650,000

715,000

780,000

DevOps Engineer

910,000

1,105,000

1,300,000

1,300,000

1,560,000

1,820,000

Senior Software Developer Java

Senior .NET Developer

Senior Python Developer

Senior PHP Developer Ruby on Rails Developer Senior Ruby on Rails Developer Junior Front-end Developer

Senior Business Intelligence Developer

Senior DevOps Engineer

19

All salaries are the average gross monthly basic salary offered for a given employment contract.

Hungary IT Technical Support

MIN HUF

AVG HUF

MAX HUF

Language group I

500,000

550,000

600,000

Language group II, III

550,000

600,000

650,000

Language group IV

600,000

700,000

780,000

Oracle Administrator

700,000

850,000

1,100,000

IT Service Desk Team Leader

800,000

950,000

1,300,000

Network Engineer

750,000

1,000,000

1,200,000

Windows Administrator

700,000

900,000

1,100,000

Linux / Unix Administrator

750,000

1,000,000

1,400,000

Security Engineer

1,000,000

1,100,000

1,300,000

Security Manager

1,300,000

1,600,000

2,000,000

750,000

950,000

1,100,000

9,500,000

1,000,000

1,400,000

Applications Engineer

800,000

1,000,000

1,300,000

Identity and Access Management Engineer

800,000

1,000,000

1,400,000

MSSQL Database Administrator

650,000

800,000

1,000,000

DBA Developer

700,000

900,000

1,100,000

1st Line Technical Support

Security Application Engineer SOC Analyst

Currency: HUF The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

20

CEE Salary Guide 2023

21

Poland Poland

Katarzyna Piotrowska Country Manager, Cpl Poland katarzyna.piotrowska@cpljobs.pl

Regional challenges in the labour market - Poland The impending economic slowdown will certainly not bypass the Polish labour market. Companies devoted the last quarter of last year to reviewing the profitability of production and services. Layoffs already have been announced or are planned, mainly by large companies, and firms in the manufacturing and construction industry. Businesses with specialized employees are deciding to stunt the wage growth rather than reduce employment. These measures are due to rising inflation and the effects of energy policies in the country.

IT – an industry immune to crisis and change?

SSC/BPO – the biggest beneficiary of the crisis?

The shared service centre industry will also continue to grow. After all, it is the economic considerations within organisations that determine the transfer of services to the broader SSC/BPO/ITO sectors. Companies looking to save money will opt to outsourcing services.

However, even in this care, it is worth bearing in mind the remote work offers coming from outside the country. In this case, an employment contract is nevertheless the preferred form of employment, which is crucial when choosing an employer. Accounting and finance experts, as well as high-level sales and business development managers will be in constant demand (although in this case, essential will be the industry and its resilience to the economic situation in the country).

Certainly, the IT sector will continue to be on a rising wave. First and foremost, because of the large talent gap, which I have the impression, has become even worse after an intense 2022. As soon as one organisation was unable to secure a new project for a particular specialist or even an entire team, there was immediately another company quickly absorbing those experts. An additional influence on the situation has the high recognition of the experience and competences of IT experts in Poland, coming from all over the world. The experience of working remotely during the pandemic has shown that it is possible to work from anywhere in the world, which combined with the high openness to B2B contracts, makes it much easier for foreign companies to reach out to our specialists. In 2023 we anticipate further interest in experts from the areas: DevOps, Cloud, Blockchain, AI or ML.

22

CEE Salary Guide 2023

CEE Salary Guide 2023

The future is diversity

The working model will matter

One of the challenges in the Polish market will be the Diversity & Inclusion efforts of the companies. In order to be an inclusive organisation, transparent and engaging processes are needed, so that employees have equal opportunities for career development, regardless of age, gender, sexual orientation, views, social status, type of disability and any other dimensions of diversity. Already at the recruitment process stage, companies will focus on the skills and experience of candidates as the sole criterium for the selection of candidates, rejecting other elements previously used for that purpose. Such move will significantly expand the candidate pool and bring diversity into the organisation. This variety of ideas and individual human qualities will drive companies’ operations and guarantee their further development.

The Polish market invariably remains attractive to new investors, as the competence of our staff is widely appreciated. We therefore expect further investments in 2023, but mainly in the SSC/BPO/ITO sectors due to cost optimisation of further processes in organisations.

Poland’s competitive advantage will definitely be staff of specialists our market offers.

It is difficult to generally estimate whether 2023 will be the year of the employee or the employer. It will certainly be a diverse year. To a large extent, the situation will depend on the industry, its ability to withstand the economic situation in the country, but also on the organisations’ preparation for the coming economic crisis and their plan to get through it as smoothly as possible. Hybrid working will continue to prevail for office work, which seems a prefect compromise between the expectations of employees and the capabilities of the employees. The choice of the work model will be influenced in no small part by the location of the office and the commuting time of the given employee. People living in remote districts or even suburbs will definitely prefer remote working due to the commuting costs. Whereas those living in a convenient location will appreciate the energy, water or even coffee savings made from working from an office. Therefore, companies with a flexible approach in this area, that is, those that offer a choice – hybrid or remote working, will have an advantage in sectors where we will continue to have a market for the employees.

Most in demand

TOP 4 most in-demand languages in SSC/BPO sector: • • • •

French German Spanish Italian

The most desirable roles in IT:

What IT candidates are looking for:

• Software Developers • Security Engineers • AI/ML / IoT / Blockchain Engineers • DevOps / SysOps / Cloud Engineers

• Flexibility on work from home model (remote/hybrid) • Competitive salary adapted to the rapidly changing market • Opportunity to choose form of contract (permanent, B2B) • Smooth recruitment processes (up to 2 meetings) • Upskilling and training support

The most desirable roles in Corporate Finance: • GL Accountant • Finance Controller • Business Transformation Manager • AP / AR Accountant with foreign languages

23

All salaries are the average gross monthly basic salary offered for a given employment contract.

Poland SSC/BPO Customer Service

MIN PLN

AVG PLN

MAX PLN

Language group I

4200

4600

5000

Language group II

5400

5950

6500

Language group III

5800

6400

7000

Language group IV

6800

7300

7800

Language group I

4800

5650

6500

Language group II

6000

6750

7500

Language group III

7000

7500

8000

Language group IV

7800

8400

9000

Language group I

6500

7250

8000

Language group II

7000

7750

8500

Language group III

8300

9300

10300

Language group IV

8800

10050

11300

Customer Service Team Leader (depending on language knowledge)

11000

12000

13000

Customer Service Manager

14000

15750

17500

MIN PLN

AVG PLN

MAX PLN

Junior Reporting Specialist

5200

5850

6500

Senior Reporting Specialist

6700

7850

9000

Reporting Specialist with VBA

7700

8350

9000

MIN PLN

AVG PLN

MAX PLN

Language group I

4200

4600

5000

Language group II

5400

5950

6500

Language group III

5800

6400

7000

Language group IV

7000

7500

8000

Language group I

5500

6250

7000

Language group II

6000

6750

7500

Language group III

7000

7500

8000

Language group IV

7500

8250

9000

Language group I

6500

7750

9000

Language group II

7500

8500

9500

Language group III

8500

9500

10500

Language group IV

9500

10750

12000

AP/AR Team Leader

10000

12500

15000

AP/AR Manager

15000

17000

19000

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Customer Service Supervisor

Reporting

Accounting Junior Ap/Ar Accountant* (ASSOCIATE)

Ap/Ar Accountant*

Senior AR/AP Accountant*

24

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

SSC/BPO (continued) GL Accountant

MIN PLN

AVG PLN

MAX PLN

Junior GL Accountant

6000

6750

7500

GL Accountant

7500

8500

9500

Senior GL Accountant

9500

10750

12000

GL Team Leader

12000

14500

17000

MIN PLN

AVG PLN

MAX PLN

Cash Allocation Specialist

5500

6000

6500

Senior Cash Allocation Specialist

6500

7750

9000

Tax Accountant/Analyst

7000

8000

9000

Senior Tax/VAT Analyst

9000

10500

12000

Controller

8000

9000

10000

Senior Controller

10000

13000

16000

FP&A Manager

17000

19500

22000

Controlling Manager

18000

21500

25000

MIN PLN

AVG PLN

MAX PLN

Junior Ap/Ar Accountant* (ASSOCIATE)

4200

4600

5000

Ap/Ar Accountant*

5500

6250

7000

Senior AR/AP Accountant*

6500

7750

9000

AP/AR Team Leader

10000

12500

15000

AP/AR Manager

15000

17000

19000

Junior GL Accountant

6000

6750

7500

GL Accountant

7500

8500

9500

Senior GL Accountant

9500

10750

12000

GL Team Leader

12000

14500

17000

Junior Billing Specialist

4200

4850

5500

Billing Specialist

5500

6500

7500

Senior Billing Specialist

7500

8000

8500

Junior Fixed Assets Specialist

5000

5500

6000

Fixed Assets Specialist

6000

7000

8000

Senior Fixed Assets Specialist

8000

9000

10000

Banking & Finance Corporate Finance

Accounting

The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

25

All salaries are the average gross monthly basic salary offered for a given employment contract.

Poland Banking & Finance (continued) Financial Services

MIN PLN

AVG PLN

MAX PLN

Junior Fund Accountant

4700

5350

6000

Fund Accountant

6300

6900

7500

Senior Fund Accountant

7500

9250

11000

Junior Data Analyst

6000

8000

10000

Data Analyst

11000

13500

16000

Senior Data Analyst

16000

18000

20000

Junior Financial Analyst

6000

7000

8000

Financial Analyst

9000

11500

14000

Senior Financial Analyst

14000

16000

18000

Junior Business Analyst

6000

7500

9000

Business Analyst

9000

11500

14000

Senior Business Analyst

14000

16000

18000

Junior Project Manager

7000

8250

9500

Project Manager

10000

12000

14000

Senior Project Manager

14000

16500

19000

Compliance Officer

7500

8750

10000

Credit Risk Analyst

11000

14000

17000

Quantitative Risk Specialist / Analyst

9000

15500

22000

MIN PLN

AVG PLN

MAX PLN

Logistics Planner

7800

9900

12000

Contract Specialist

6500

8500

10500

Sourcing Specialist

6000

6750

7500

Master Data/ Document Processing Specialist

6000

7500

9000

MIN PLN

AVG PLN

MAX PLN

Plant Manager

20000

35000

50000

Production Manager

13000

21500

30000

Project Manager

12000

17500

23000

Technical Manager

10000

13000

16000

Maintenance Manager

11000

15500

20000

Quality Manager

13000

19000

25000

Lean Manager

13000

19000

25000

Manufacturing Shift Leader

8500

11000

13500

Maintenance Engineer

7500

9250

11000

Engineering & Logistic Engineering & Logistic

Manufacturing & Engineering

26

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

Engineering & Logistic (continued) Manufacturing & Engineering (continued)

MIN PLN

AVG PLN

MAX PLN

Mechanical Engineer

7000

9500

12000

Automation Engineer

8000

10000

12000

Electrical Engineer

7000

9000

11000

Production Engineer

6500

8500

10500

Process Engineer

7500

9750

12000

Production Planner

7500

10000

12500

Quality Engineer

8000

11000

14000

Lean Engineer

7500

10500

13500

Design Engineer

8000

10000

12000

MIN PLN

AVG PLN

MAX PLN

Supply Chain Manager

12000

16000

20000

Logistics Manager

12000

16000

20000

Warehouse Manager

10000

13000

16000

Transport Manager

10000

13000

16000

Purchasing Manager

12000

17000

22000

Fleet Manager

9000

12000

15000

Logistics specialist

7000

9000

11000

Fleet specialist

5500

7250

9000

Transport Coordinator

6000

8000

10000

Demand Planner

9000

11500

14000

Supply Planner

8000

10500

13000

Strategic Buyer

11000

14000

17000

Senior Buyer

9000

12000

15000

Junior Buyer

6000

7500

9000

Buyer

8000

10000

12000

Sales & Marketing

MIN PLN

AVG PLN

MAX PLN

Sales Representative

5500

6500

7500

Inside Sales Representative

5700

6750

7800

(Key) Account Manager

10000

14000

18000

Business Development Manager

13000

15500

18000

Sales Director

20000

26500

33000

Sales Manager

15000

18000

21000

Logistic & Purchasing

Sales & Marketing

27

All salaries are the average gross monthly basic salary offered for a given employment contract.

Poland Sales & Marketing (continued) Sales & Marketing (continued)

MIN PLN

AVG PLN

MAX PLN

Brand Manager

10000

13500

17000

Commercial director

20000

25500

31000

MIN PLN

AVG PLN

MAX PLN

Social Media Manager

10000

13500

17000

SEM Specialist

8000

10000

12000

Digital Marketing Manager

13000

15500

18000

Head of Marketing

13500

21750

30000

Account Manager (marketing)

7000

9500

12000

Field Application Engineer

6000

7000

8000

E-commerce Manager

13000

17000

21000

SEO Specialist

8000

10000

12000

Marketing Specialist

6500

8000

9500

Marketing Director

13500

21750

30000

Product Manager

9000

12000

15000

MIN PLN

AVG PLN

MAX PLN

IT Director

35000

40000

45000

Software Development Manager

30000

32500

35000

Team Lead Software Developer

24000

27000

30000

Junior Software Developer C/C++

8500

10250

12000

Software Developer C/C++

12000

15000

18000

Senior Software Developer C/C++

18000

21000

24000

Junior Software Developer Java

9500

11750

14000

Software Developer Java

14000

18000

22000

Senior Software Developer Java

22000

26000

30000

Junior .NET Developer

8000

10000

12000

.NET Developer

12000

15000

18000

Senior .NET Developer

18000

21500

25000

Junior Python Developer

9000

11250

13500

Python Developer

13500

17750

22000

Senior Python Developer

22000

25000

28000

Junior PHP Developer

7000

9000

11000

PHP Developer

11000

14000

17000

Senior PHP Developer

17000

19500

22000

Marketing

IT and Technology Software Development

28

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

IT and Technology (continued) Software Development (continued)

MIN PLN

AVG PLN

MAX PLN

Junior Ruby on Rails Developer

8000

11000

14000

Ruby on Rails Developer

14000

18000

22000

Senior Ruby on Rails Developer

22000

25000

28000

Junior Angular Developer

8000

10500

13000

Angular Developer

13000

16500

20000

Senior Angular Developer

20000

23500

27000

Junior React Developer

8000

11500

15000

React Developer

15000

17500

20000

Senior React Developer

20000

24000

28000

Junior Node.js Developer

9000

12500

16000

Node.js Developer

16000

19000

22000

Senior Node.js Developer

22000

25500

29000

Mobile Developer (iOS / Android)*

15000

19000

23000

Junior Manual Tester

6000

7000

8000

Manual Tester

8000

10000

12000

Senior Manual Tester

12000

14000

16000

Junior Automation Test Engineer

11000

12000

13000

Automation Test Engineer

13000

14500

16000

Senior Automation Test Engineer

16000

19000

22000

Test Manager

19000

22500

26000

Software Architect

23000

28000

33000

System Analyst

14000

17000

20000

Business Analyst

13000

16000

19000

IT Project Manager

14000

17500

21000

IT Product Owner

19000

21000

23000

Scrum Master

16000

20000

24000

UX/UI Designer

13000

16000

19000

MIN PLN

AVG PLN

MAX PLN

Identity and Access Management Engineer

17000

22500

28000

SOC Analyst

12500

16250

20000

Security Application Engineer

15000

19000

23000

Security Engineer

15000

19000

23000

Security Manager

23000

28000

33000

Experience in IT: junior: 1-2 years; regular: 3-5 years; senior: 6+ years *2-6 years of experience

IT Security

29

All salaries are the average gross monthly basic salary offered for a given employment contract.

Poland IT Technical Support

MIN PLN

AVG PLN

MAX PLN

Language group I

5000

6250

7500

Language group II, III

8000

9500

11000

Language group IV

10000

11500

13000

Language group I

7500

9750

12000

Language group II, III

11000

12500

14000

Language group IV

13000

14500

16000

Language group I

12000

15000

18000

Language group II, III

14000

16000

18000

Language group IV

16000

17500

19000

IT Service Desk Team Leader

14000

16000

18000

IT Service Desk Manager

18000

21500

25000

MIN PLN

AVG PLN

MAX PLN

Network Administrator

16000

19000

22000

Windows Administrator

15000

17500

20000

Linux / Unix Administrator

15000

17500

20000

Applications Administrator

12500

17250

22000

MIN PLN

AVG PLN

MAX PLN

Oracle Administrator

16000

18500

21000

MSSQL Database Administrator

16000

19000

22000

Database Developer

15000

17500

20000

MIN PLN

AVG PLN

MAX PLN

Junior Business Intelligence Developer

10000

11250

12500

Business Intelligence Developer

12500

15000

17500

Senior Business Intelligence Developer

17500

20750

24000

Big Data Engineer

22000

27500

33000

Data Scientist

17000

21000

25000

RPA Developer

14000

17500

21000

MIN PLN

AVG PLN

MAX PLN

Junior DevOps Engineer

12500

14250

16000

DevOps Engineer

16000

20000

24000

Senior DevOps Engineer

24000

28500

33000

Cloud Engineer

18000

24000

30000

Cloud Architect

28000

32000

36000

1st Line Technical Support

2nd Line Technical Support

3rd Line Technical Support

Administration

Database

Business Intelligence

Cloud Computing

30

CEE Salary Guide 2023

31

Slovakia Slovakia

Lubica Krajcovicova Branch Manager, Cpl Slovakia lubica.krajcovicova@cpljobs.sk

Regional challenges in the labour market - Slovakia Market response to the challenges in 2022 The market in 2022 was heavily influenced by the war in Ukraine, high inflation, and energy prices. This caused a lot of uncertainty and fears among candidates and employers. We expect this uncertainty to continue in 2023, further underlined with awaited high inflation. Despite that, the unemployment rate in Slovakia was continuously decreasing, reaching 6.1% in September 2022, compared to the unemployment rate of 7.1% in September 2021. The unemployment rate is expected to get under 6% in 2023.

During 2022, 115 000 jobs were advertised overall, while almost 40% of them were in the Bratislava region, followed by Trnava, Nitra and Trenčín. Almost 40% of all open jobs required secondary education.

Overall, number of foreign workers in Slovakia was gradually increasing, reaching 83 000 in September 2022. Most of them were from Ukraine (31 000), followed by employees from Romania, Czech Republic, and Hungary. On the other hand, the trend in the Shared Service Centres was the opposite. The number of foreign employees decreased to 9% compared to 11% working in Shared Service Centres in 2021. We expect that Shared Service Centres will have to compete for the talent also in 2023, especially in the field of IT, finance, and multilingual specialist jobs.

Motivating candidates is key One of the biggest challenges for employers in Slovakia will be the candidate shortage. Many companies will be struggling to find skilled and experienced workforce. Therefore, we think the cooperation with a strong partner, like Cpl, will be even more important than ever before. The added value in helping to find the right talent is enormous.

Nowadays, it is not sufficient anymore for the companies to post a job and wait for CVs. Candidates need to be motivated to change jobs - they need a lot of details before they even consider it. As we know our clients very well, we can explain what their vision, company culture, and working teams are like.

We can tell them much more about the role and the working environment than they can find on the company webpage or in the job description. We listen to them and discuss their individual situation and potential reasons for leaving. From our experience, what works most for candidates to consider changing jobs is to understand what challenges there are for them in the new role, what they can learn and what impact they will have.

Apart from that, other frequent reasons for leaving a job in 2023 will be salary, not feeling recognized or appreciated, unrealistic expectations regarding performance, bad relationships, lack of work-life balance, and incompetent management.

In 2023 the sectors with the highest demand for candidates with the university education will be IT, finance & accounting, management, and administration. Most needed positions in these sectors will be Software Developers, IT Analysts, Finance Analysts & Accountants, and administrative workers.

32

CEE Salary Guide 2023

CEE Salary Guide 2023

Winning the talent During 2022, we were experiencing an increasing trend in the number of rejected offers. Many employers now realize how difficult it is to find experienced candidates and therefore they value their employees more, especially the senior ones. They are more open to satisfy their needs and create the environment where they feel happy and recognized. In 2023, winning the talent will be one of the biggest challenges for all employers.

To win the best talent, we recommended our clients to improve their hiring process. The more efficient and quicker the process is, the bigger chance to win the talent. Communication with candidates and their treatment during the hiring process is very important, too.

When it comes to flexibility, it will remain one of the most important factors for candidates when considering a job change. Working from home, flexible working hours, and work-life balance will be the standard they will expect from their future employers.

During 2022, Cpl was working as a trusted partner with many companies from multiple sectors. We saw what our clients struggled with and what their challenges were. We were happy to face and overcome these challenges together with them and we are looking forward to the cooperation in 2023.

We can see that many companies are offering similar benefits. The challenge for employers in 2023 will be how to differentiate themselves from their competitors. Some companies are already trying to implement non-standard benefits such as unlimited vacation, a 4-day week, or fully remote work.

Most in demand

Most in-demand programming languages: • • • •

C# Javascript Java Phyton

The most desirable roles in IT: • • • •

Developers Security Engineers System Administrators DevOps Engineers

The most desirable benefits in IT: • • • • •

Remote working setup Freelance option of cooperation Flexible working hours State of the art technologies Career growth

33

The most desirable roles in Corporate Finance: • BI Data Analyst • Finance Controller • GL Accountant preferably with IFRS or US GAAP • Financial Market and Investment portfolio Specialist • Finance roles with German and French language

All salaries are the average gross monthly basic salary offered for a given employment contract.

Slovakia SSC/BPO Customer Service

MIN EUR

AVG EUR

MAX EUR

Language group I

1000

1100

1200

Language group II

1100

1200

1300

Language group III

1150

1275

1400

Language group IV

1250

1375

1500

Language group I

1100

1200

1300

Language group II

1200

1300

1400

Language group III

1250

1375

1500

Language group IV

1300

1450

1600

Language group I

1200

1300

1400

Language group II

1300

1400

1500

Language group III

1350

1475

1600

Language group IV

1400

1550

1700

Customer Service Team Leader (depending on language knowledge)

1500

1850

2200

Customer Service Manager

1800

2300

2800

MIN EUR

AVG EUR

MAX EUR

Junior Reporting Specialist

1300

1400

1500

Senior Reporting Specialist

1500

1850

2200

Senior Reporting Specialist (VBA, Power BI)

2200

2850

3500

MIN EUR

AVG EUR

MAX EUR

Language group I

1100

1200

1300

Language group II

1200

1300

1400

Language group III

1250

1375

1500

Language group IV

1300

1450

1600

Language group I

1300

1400

1500

Language group II

1400

1450

1500

Language group III

1400

1500

1600

Language group IV

1500

1600

1700

Language group I

1500

1600

1700

Language group II

1550

1675

1800

Language group III

1600

1700

1800

Language group IV

1600

1800

2000

AP/AR Team Leader

1700

2100

2500

AP/AR Manager

2000

2500

3000

Junior Customer Service Representative

Customer Service Representative

Senior Customer Service Representative

Customer Service Supervisor

Reporting

Accounting Junior Ap/Ar Accountant* (ASSOCIATE)

Ap/Ar Accountant*

Senior AR/AP Accountant*

34

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

SSC/BPO (continued) GL Accountant

MIN EUR

AVG EUR

MAX EUR

Junior GL Accountant

1400

1500

1600

GL Accountant

1500

1650

1800

Senior GL Accountant

1600

1900

2200

GL Team Leader

1900

2200

2500

MIN EUR

AVG EUR

MAX EUR

Cash Allocation Specialist

1100

1300

1500

Senior Cash Allocation Specialist

1400

1600

1800

Tax Accountant/Analyst

1500

1850

2200

Senior Tax/VAT Analyst

2000

2500

3000

Controller

1800

2000

2200

Senior Controller

2000

2400

2800

FP&A Manager

2500

3000

3500

Controlling Manager

2600

3200

3800

MIN EUR

AVG EUR

MAX EUR

Junior Ap/Ar Accountant* (ASSOCIATE)

1000

1175

1350

Ap/Ar Accountant*

1300

1450

1600

Senior AR/AP Accountant*

1500

1750

2000

AP/AR Team Leader

1800

2100

2400

AP/AR Manager

2000

2400

2800

Junior GL Accountant

1000

1175

1350

GL Accountant

1300

1450

1600

Senior GL Accountant

1500

1750

2000

GL Team Leader

1600

1900

2200

Junior Billing Specialist

1000

1175

1350

Billing Specialist

1300

1450

1600

Senior Billing Specialist

1500

1750

2000

Junior Fixed Assets Specialist

1300

1400

1500

Fixed Assets Specialist

1600

1900

2200

Senior Fixed Assets Specialist

1800

2300

2800

Banking & Finance Corporate Finance

Accounting

35

All salaries are the average gross monthly basic salary offered for a given employment contract.

Slovakia Banking & Finance (continued) Financial Services

MIN EUR

AVG EUR

MAX EUR

Junior Fund Accountant

1300

1400

1500

Fund Accountant

1600

1900

2200

Senior Fund Accountant

1800

2300

2800

Junior Data Analyst

1300

1450

1600

Data Analyst

1600

1900

2200

Senior Data Analyst

2000

2500

3000

Junior Financial Analyst

1300

1450

1600

Financial Analyst

1600

1900

2200

Senior Financial Analyst

2000

2500

3000

Junior Business Analyst

1300

1450

1600

Business Analyst

1600

1900

2200

Senior Business Analyst

2000

2500

3000

Junior Project Manager

1500

1750

2000

Senior Project Manager

2000

2500

3000

Compliance Officer

2500

3250

4000

Credit Risk Analyst

2000

2500

3000

Quantitative Risk Specialist / Analyst

2000

2500

3000

Sales & Marketing

MIN EUR

AVG EUR

MAX EUR

Sales Representative

1000

1350

1700

Inside Sales Representative

1100

1450

1800

(Key) Account Manager

1500

1900

2300

Business Development Manager

1600

2050

2500

Sales Director

1750

2525

3300

Sales Manager

1300

2100

2900

Brand Manager

2200

2850

3500

MIN EUR

AVG EUR

MAX EUR

Social Media Manager

1600

2050

2500

Digital Marketing Manager

1800

2400

3000

Head of Marketing

2200

2700

3200

Account Manager (marketing)

1500

1750

2000

E-commerce Manager

2000

2400

2800

Marketing Specialist

1300

1550

1800

Sales & Marketing

Marketing

36

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

Sales & Marketing (Continued) Marketing (Continued)

MIN EUR

AVG EUR

MAX EUR

Marketing Director

2800

3650

4500

Brand Manager

2200

2850

3500

Copywriter

1300

1550

1800

Category Specialist

1500

1850

2200

Marketing analyst (Power BI, VBA)

2200

2850

3500

MIN EUR

AVG EUR

MAX EUR

Logistics Planner

1400

1850

2300

Contract Specialist

1700

2375

3050

Sourcing Specialist

1400

1850

2300

Master Data/ Document Processing Specialist

1300

1550

1800

MIN EUR

AVG EUR

MAX EUR

Plant Manager

2500

3500

4500

Production Manager

2300

3250

4200

Project Manager

2000

2800

3600

Technical Manager

2600

3550

4500

Maintenance Manager

2200

3000

3800

Quality Manager

2500

3100

3700

Lean Manager

2000

2800

3600

Manufacturing Shift Leader

1500

2050

2600

Maintenance Engineer

1500

1950

2400

Mechanical Engineer

2000

2700

3400

Automation Engineer

2400

2950

3500

Electrical Engineer

2200

3400

4600

Production Engineer

1800

2500

3200

Process Engineer

1750

2425

3100

Production Planner

1400

1900

2400

Quality Engineer

1750

2400

3050

Lean Engineer

1400

1800

2200

Design Engineer

2050

3175

4300

Engineering Engineering & Logistic

Manufacturing & Engineering

37

All salaries are the average gross monthly basic salary offered for a given employment contract.

Slovakia Engineering (Continued) Logistic & Purchasing

MIN EUR

AVG EUR

MAX EUR

Supply Chain Manager

2200

3100

4000

Logistics Manager

1800

2650

3500

Warehouse Manager

1700

2400

3100

Transportation Manager

2100

2925

3750

Purchasing Manager

2600

3550

4500

Fleet Manager

1950

2725

3500

Logistics specialist

1300

1675

2050

Fleet specialist

1400

1900

2400

Transport Coordinator

1400

1900

2400

Demand Planner

1600

2150

2700

Supply Chain Planner

1300

1800

2300

Strategic Buyer

1650

2225

2800

Senior Buyer

1700

2300

2900

Junior Buyer

1300

1500

1700

MIN EUR

AVG EUR

MAX EUR

Junior Software Developer C/C++

1600

1800

2000

Software Developer C/C++

2000

2750

3500

Senior Software Developer C/C++

2500

3250

4000

Junior Software Developer Java

1800

2050

2300

Software Developer Java

2300

2900

3500

Senior Software Developer Java

3000

4500

6000

Junior .NET Developer

1500

1750

2000

.NET Developer

2000

2500

3000

Senior .NET Developer

2800

3300

3800

Junior Python Developer

1500

1750

2000

Python Developer

2000

2500

3000

Senior Python Developer

2600

3050

3500

Junior PHP Developer

1600

1850

2100

PHP Developer

2200

2600

3000

Senior PHP Developer

2800

3150

3500

Junior Ruby on Rails Developer

2000

2250

2500

Ruby on Rails Developer

2500

2750

3000

Senior Ruby on Rails Developer

3000

3250

3500

IT and Technology Software Development

38

All salaries are the average gross monthly basic salary offered for a given employment contract.

CEE Salary Guide2023 2023 Salary Guide

IT and Technology (continued) Software Development (continued)

MIN EUR

AVG EUR

MAX EUR

Junior Front-end Developer

1500

1700

1900

Front-end Developer

1800

2200

2600

Senior Front-end Developer

2500

2700

2900

Full-stack Developer

2000

3500

5000

Mobile Developer (iOS / Android)

2500

3500

4500

Cloud Engineer

2100

3300

4500

Solution Architect

2850

3825

4800

Team Leader Software Developer

2500

3000

3500

Software Developer Manager

2700

3600

4500

Test Engineer

1800

2550

3300

Automation Test Engineer

2000

2750

3500

Test Manager

2300

3250

4200

Junior Business Intelligence Developer

1700

1850

2000

Business Intelligence Developer

1900

2200

2500

Senior Business Intelligence Developer

2500

2950

3400

System Analyst

2000

2750

3500

Data Scientist

2500

3450

4400

Junior DevOps Engineer

1800

2050

2300

DevOps Engineer

2200

2600

3000

Senior DevOps Engineer

3000

4000

5000

IT Project Manager

2200

3350

4500

MIN EUR

AVG EUR

MAX EUR

1st Line Technical Support

1300

1500

1700

2nd Line Technical Support

1700

1950

2200

3rd Line Technical Support

2200

2500

2800

IT Service Desk Team Leader

2000

2450

2900

IT Service Desk Process Manager

2200

2850

3500

Applications Engineer

2000

2750

3500

Identity and Access Management Engineer

1700

2300

2900

Cyber Security

MIN EUR

AVG EUR

MAX EUR

Security Engineer

2500

3650

4800

Security Manager

2800

3900

5000

Security Application Engineer

2300

2900

3500

SOC Analyst

2000

2600

3200

Experience in IT: junior: 0-2 years; regular: 3-5 years; senior: 6+ years IT Technical Support

39

All salaries are the average gross monthly basic salary offered for a given employment contract.

Slovakia IT and Technology (continued) Network & System Administration

MIN EUR

AVG EUR

MAX EUR

Network Engineer

2000

2750

3500

Oracle Administrator

2400

3300

4200

Windows Administrator

2000

2800

3600

Linux / Unix Administrator

1900

2700

3500

MSSQL Database Administrator

2000

2825

3650

MIN EUR

AVG EUR

MAX EUR

1950

2725

3500

Database development DBA Developer Currency: EUR The language group explanation: I – only English II – English + Italian/Spanish III – English + German/French IV – English + Dutch/all Scandinavian languages

40

CEE Salary Guide 2023

Key Insights and Enterprise Solutions

41

Becoming an Employer of Choice

Elysia Hegarty Associate Director at Future of Work Institute, Cpl Elysia.Hegarty@cpl.ie

This year we are amid an ultra-competitive and globalised talent market. The great resignation, the great reset and quiet quitting were phrases commonly heard over the last year. More recently now we are hearing about “career cushioning”. Which sees workers reskilling and upskilling on their own time, while window shopping for new positions in case they become a victim of layoffs.

Eurostat (2020) highlights a significant growing percentage of companies across all countries in Europe reporting hard to fill vacancy challenges. Many are choosing alternative work paths with an average of between 20-25% expected to work in some form of freelancing capacity over the next 5 years.

Organisations Face Conflicting Challenges Organisations face conflicting challenges in this hyper-competitive talent market. From our extensive research of multiple organisations across sectors, we are seeing: •

An overwhelming candidate shortage, especially of experienced / skilled candidates and in particular in IT sector;

•

Increasing salary demands and a further demand for remote work from candidates means organisations need to rethink their value proposition. In countries like Hungary, saw a wage increase of 5 - 9%;

•

Economic instability due to high inflation and the war in Ukraine mean candidates are not motivated to change jobs if they are secure

•

In countries like Czech Republic many of the new benefits being introduced by international companies or start-ups cannot be matched by other of the markets forcing other markets to rethink their value proposition.

Introducing the People Value Proposition It is essential that organisations get serious about defining holistically the value they are providing to current and future employees to become an employer of choice. This should highlight what makes them unique and communicate this effectively to the talent market. This means fully designing and deploying a People Value Proposition (PVP). A PVP is a total design of the value that people receive when they join and stay in a business. It is the essence, the experiences, the culture, and the story of an organisation all rolled into one.

Without a fully designed PVP how can organisations possibly portray their employer brand to the market in the right way? How can they truly resonate with the people that would thrive in the business? How can they keep people engaged through times of turbulence?

A fully developed PVP and supporting engagement initiatives has multiple and wide-reaching positive consequences for your business including: • • • • • • • •

42

Attracting the best people & broadening the pool Decreasing time to hire Boosting employee’s morale Increasing retention Reducing cost of hiring Enhancing employee and customer satisfaction Enabling people and HR management to have greater strategic impact Consistency of communications internally and externally

CEE Salary Guide 2023

CEE Salary Guide 2023

Through our research we have identified 20 key elements (shown in diagram 1) that are important to consider in assessing and the designing a comprehensive PVP. These elements cover everything from the obvious Remuneration, Benefits and Perks to the not so obvious like Social Capital, Innovation and Technology and Leadership Behaviours.

Diagram 1: The FOWI PVP Elements Diagram 1 highlights an example of a PVP assessment conducted for a client across the 20 key elements as a basis to create an overall PVP program and associated initiatives. This plot highlights the level of maturity and excellence across each key PVP areas.

We use this plot to assess the ‘Essence’ step of a comprehensive PVP programme as part of our simple 5 step process (Diagram 2). This further involves developing an overreaching and agreed PVP, creating a new story for the overall employer proposition, a set of new employee experience initiatives and developing a unique set of themes that were utilised as a mechanism for meaningful internal employee engagement. Following this we activated several unique in market social and multi-media campaigns.

43

Becoming an Employer of Choice

Our offering is unique in the market as not only are we experts in people strategy, proposition development, employer brand and engagement, but we are part of Cpl and Outsourcing Inc who everyday are living with the realities of finding the best people possible for our clients. These deep real-world experiences give substance to our style and have helped us create strategies that work.

Diagram 2: FOWI 5 Step PVP Process This approach helps provide a meaningful impact on the overall business performance such as a broadening of the talent pool, creating a higher talent market engagement and strategic alignment internally in the business with an agreed set of employee proposition initiatives to drive greater employee engagement.

Becoming an employer of choice is much broader than simply increases in salary and benefits. There are many things that make an organisation unique and this process is designed to help hone in on their unique voice and amplify it to attract skilled talent.

Our PVP services include: •

Any modern organisation striving to become the employer of choice, to find the best talent to power their scaling and growth goals should seriously consider the development of a People Value Proposition. It is key to differentiating an organisation in a competitive talent landscape and acts as the basis for a meaningful and purposefully designed employee experience that attracts, retains, and excites current and future talent in equal measure.

•

•

About the Future of Work Institute PVP services At Cpl’s Future of Work Institute, we are helping organisations to become talent destinations through a total approach to designing and deploying People Value Propositions, key engagement initiatives and communication strategies. Because of our unique co-creation approach not only can we help you design your PVP to the needs of the employees and organisation, but we can also create data driven marketing campaigns and content to drive interest and attraction of your future employees.

•

People Value Proposition Assessment - Using our PVP model we can conduct a deep dive assessment of your existing people value proposition using our PVP model through cross-functional workshops, social footprint analysis, and online surveys.

People Value Proposition Strategy Development Using our co—creation processes we can develop an Ideal People Value Proposition based on 1, 3 or 5 year horizons and deploy key initiatives to generate quick wins and long term impact against KPI’s.

Employer Brand Development/Enhancement Regardless of where you are on your journey, we can enhance your existing employer brand and communications strategies or fully develop them from scratch. This includes everything from brand essence, key themes, stories, visuals, and everything in between.

Recruitment Marketing & Audience Engagement We can fully design and deploy data driven localised recruitment marketing and audience engagement campaigns across multiple platforms and mediums.

References 1. Future of Work World (2021) Future of Work Institute Whitepaper 2. Eurostat (2020)

44

CEE Salary Guide 2023

45

Financial view on 2023 labour market

Pavol Nagy CEE Finance Director, Cpl & Covalen pavol.nagy@cpl.ie

In 2023 global economic activity will experience a broad - based and sharper - than expected - slowdown in the CEE region, with inflation higher than seen in several decades. The economic crisis that started in 2022 - reflected in the rising cost of living, tightening financial conditions in most regions, Russia’s invasion of Ukraine, and the lingering COVID-19 pandemic - all weigh heavily on the outlook for the whole of 2023.

Global growth is forecasted to slow from 6.0 percent in 2021 to 3.2 percent in 2022 and 2.7 percent in 2023. It will cause businesses will struggle financially for some time.

Quality instead of quantity Businesses today must implement cost-effective hiring strategies. Leaders will have to figure out how their processes must change and what skills they need.

Solving this factor right quickly is critical to surviving post-pandemic recruitment. It is very important to find quality in recruitment processes instead of quantity. Here, paraxially, companies should focus on outsourcing services - to entrust recruitment into the hands of professionals who will help us in the well-needed talents for the organization. Thanks to this, they will avoid the costs of unsuccessful recruitment processes and maintaining additional jobs within the organization.

Good planning is key in 2023 All departments in company should work in synergy and forecast budget realistically. Important to understand incoming projects, take into consideration all risk factors, plan into turnover forecast. If we plan well, at least 90% of projects we should provide our organization with relative financial stability in these uncertain times.

In current market situation every mistake - such as overstaffing, cash-flow issue, unnecessary spending, attrition of key employees - can be crucial in company's performance. In 2023 it will be very important for each company to fully prepare for hiring in the future. It is a must to have a proper recruitment plan followed by lining up the best talent to fill future roles.

In hard economic times there are two primary reasons why businesses fail: lack of proper planning and problems with leadership.

The recruitment battle for the greatest talent is already intense and in 2023 it is likely to escalate as investment into senior, experienced employees could show crucial to improve company’s performance within current tough financial times. Looking at the current situation on labour market companies must realize that their best investment is investing into overall employee’s satisfaction. All this to limit employee turnover and keep talents within the organization for as long as possible.

46

CEE Salary Guide 2023

CEE Salary Guide 2023

Nowadays every company needs to concentrate on 4 main areas: 1. Stick to a Budget

An important step to consider when trying to get ahead financially is budgeting. To have realistic budget is very important but to stick with it is something very crucial in these uncertain times. You will never get ahead if you spend more than you earn. Little cost-cutting effort in number of areas can result in saving. And always to have ‘’Plan B’’ is huge advantage, in case the things are not going as we planned.

2. Invest wisely and spread your business focus

Key here is to have more than 1 turnover flow. It is highly risky to be depended on one customer or one specific area of income. Diversify your customer base to eliminate risk. Keep doing your best for the top clients, but vital is to explore ideas for broadening customer base, which could be also in different sectors of your main business. All of this must be aligned with effective credit control in order to avoid cash-flow issues.

3. Expand your offerings

Expand your services offers. Can you build on your existing expertise to offer new products or services? If so, this is another tack for engaging new customers, possibly including those from new markets, and for expanding your relationships with existing clients. You might achieve this on your own or by working in partnership with another business. Look for opportunity in any unmet needs in the market.

4. Stable staff in unstable times

Do not waste time on unsuccessful recruitment of employees. It is much cheaper to trust specialists who will help recruit the best talents for your company as Cpl. Thanks to this, you will avoid the costs of unsuccessful recruitment processes. Maintaining permanent staff, with the lowest possible employee turnover, will not only ensure savings but also the stability of the company's operation.

47

HR trends in 2023

Lucie Matznerová HR Business Partner, Cpl Czech Republic lucie.matznerova@cpljobs.cz

The region of Central and Eastern Europe has been strongly affected by the Covid-19 pandemic, the war in Ukraine, and in recent months also galloping inflation. Each country deals with this in its own way, but in general there are several trends.

Remote & Flexible working 2022 has been a “back to the office year” for many.

However, research suggests that employees with the possibility of remote work are 20% more satisfied than those who do not have this option. Employers that cancelled remote work after the end of the pandemic measures often caused their people a great level of frustration. Those who still allow hybrid or fully remote work models can have a significant advantage in the labour market in the competition for skilled talents. Also, the number of employees expecting flexible working hours doubled in the last year.

Whereas allowing employees to work from anywhere in the world can be legally questionable, giving them more freedom to manage their own work schedule and focus on their productivity and results seems a win-win for both sides.

2023 will be marked by savings and legal changes High energy prices are reflected not only in high inflation and cost of living increase but also in employers' costs, so it is not surprising that companies are looking for ways to economize. From decreasing temperature in the workplace to replacing business travel with videoconferences, energy-saving measures are being put in place across all business sectors. In 2023 substantial number of companies are planning suspension of employment or layoffs as part of cost-cutting, affecting mostly blue-collar positions. Logically, in difficult times, some employers decide to outsource services. Temporary job placement providers, such as Cpl, can offer flexible solutions to companies in uncertain times by sourcing and hiring professionals on a fixed - term basis according to

clients' needs. On the other hand, employers are also recognizing their workers' increased cost of living and applying countermeasures such as reimbursing the energy bills of those working from home. Many countries in CEE region will introduce an amendment to the Labour Code from 2023, strictly defining the rules of remote work, or the possibility of reimbursement for e.g., energy or Internet while working from home. Such a solution will further change the working models we have known so far.

4-day work week is coming From 2015 to 2019, two large-scale trials of shorter working hours in which workers moved from a 40-hour to a 35- or 36-hour week without reduced pay took place in Iceland. The view of the employees themselves was unequivocal – an overall increase in well-being, lower risk of burnout and a decrease in stress level as well as more quality time spent with friends and family.

Employers reported that productivity remained the same or even increased. Based on the successful project, 86% of Icelanders currently have or can have a shorter working week. Another country presently finishing a large-scale 4-day work-week trial is Great Britain. First companies considering such changes are also appearing in Central and Eastern Europe, yet many employers are still sceptical. Questions arise about maintaining the same level of productivity or additional administrative burden. Experience from Iceland shows that changes in the organization of work are necessary to be successful, such as cutting time spent in meetings. A couple of years back, many employers had doubts about the effectiveness of remote work, and the necessity during pandemics showed them it could work very well. It may take time to adopt another radical change, but in 2023 we will surely see the first pioneers among companies in the CEE region paving the way for others. Companies should pay attention to that, especially if they want to remain competitive in the labour market.

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CEE Salary Guide 2023

CEE Salary Guide 2023

Sustainability A higher focus on sustainability will be more and more present. Corporate Sustainability Reporting “ESG” is not mandatory for all EU countries yet. Still, some, including those in the CEE region, will soon adapt it for all large and some middle-sized and small companies, so it´s high time to prepare. So what is ESG? In short, it is a report of the company´s progress in terms of KPIs relating to the environment, social issues and corporate governance. Potential candidates are more likely to base their future employer´s selection decision among other factors also on environmental and social justice, especially with Generation Z becoming a significant workforce in the upcoming years. Focus on sustainability and emphasizing it in employer branding campaigns may be one of the key factors when attracting new talents.

HR trends for 2023 in CEE: • • •

Remote & Flexible working 4- day working week Suspension of employment or layoffs • New Labour Code regulations • Sustainability

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CEE Salary Guide 2023

Projects realized with our Clients

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Work With Us. Work The Future.

Our customised & human-centred solutions are constantly evolving to the needs of you, our clients – for now, and for the future.

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Recruitment Process Outsourcing

Mikołaj Jaśkiewicz Division Manager IT & Telco, Cpl Poland mikolaj.jaskiewicz@cpljobs.pl

Marika Marcinkowska HR Manager at Schenker Technology Center Warsaw

About DB Schenker

Cpl approach

DB Schenker Technology Center Warsaw is a center delivering digital solutions for DB Schenker, a global logistic provider with 75,000 employees and countless customers around the world. In their work, they deal with topics that already shape the future of the logistics industry and elevate lives.

Before the project officially began, Cpl conducted a series of meetings with DB Schenker Technology Center Warsaw's representatives to thoroughly understand the needs and prepare proposals for supporting actions within the RPO service.

Our previous cooperation and understanding of the client's employment structure and organizational culture allowed us to quickly identify the characteristics of the desired candidate for the recruited position.

Then, Cpl experts adapted the service to the individual needs of DB Schenker Technology Center Warsaw, selecting the appropriate sourcing strategy for the planned recruitment process. Already at this stage, in coordination with the client, Cpl has introduced a dedicated Project Coordinator and proposed a project team to carry out the task – all based on the requirements and standards in force at DB Schenker.

The most important stage of the process was the so-called "kick-off" with the client's Hiring Managers Team, for whom this cooperation model was a new experience. This meeting was not only a presentation and a way of getting to know each other. Above all, it was an opportunity to set the principles and standards of collaborative working. From that moment, two Cpl's recruiters were equal members of the client's Talent Acquisition Team. In practice, it meant direct contact with decision-makers, presenting candidates, arranging meetings, collecting feedback, and discussing offers.

Dedicated Cpl consultants were acting as temporary DB Schenker Technology Center’s employees. This reduced hiring time and significantly improved communication and KPI/SLA performance. Moreover, the Cpl project team was then supported with an ongoing talent pipeline from other Cpl teams. It's an incredibly demanding role since the coordinator often took part in difficult meetings, during which they had to demonstrate assertiveness while remaining open to the other side's arguments.

The challenge set by DB Schenker Technology Center DB Schenker Technology Center Warsaw planned to build a new team of IT experts for their new project a critical application that manages land transport across Europe. It is a key and complex program for handling logistics processes, without which no truck would move, and no invoice would be issued. It's been developed to increase efficiency and productivity and simplify processes for DB Schenker and their customers.

The need to ensure business stability, with increasing demand and, simultaneously, an endless number of the Talent Acquisition Team members, prompted the management to launch a tender in which Cpl was selected as the preferred supplier.

The tender concerned building a team based on RPO services for 4 months.

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Case Study | CEE Salary Guide 2023

Case Study | CEE Salary Guide 2023

Cpl provided dedicated campaigns on social media to attract candidates and launched a landing page describing DB Schenker's culture, career opportunities, and current job offers. Over 4218 external candidates were emailed directly while dedicated consultants were equipped with additional branded marketing assets, specific email signatures with links to the dedicated landing page. All these initiatives were put in place to support and enhance sourcing efforts.

As part of the RPO services, in collaboration with Hiring Managers on the client's side, Cpl managed every step of the recruitment process and took responsibility for the results. Additionally, Cpl took full accountability for verifying the candidate's credibility and qualifications as well as officially accepting the offer and remained in constant contact with the candidate.

The Cpl marketing team was delivering employer branding and recruitment marketing services to our internal team to boost the effectiveness of sourcing efforts while simultaneously providing exceptional candidate experience. An example of this type of activity was the creation of branded marketing assets – to share the mission and boost the interest among potential candidates, Cpl prepared sets of various guides about the job at DB Schenker company to build interest and a transparent vision of the future employer.

The results: The partnership cooperation between DB Schenker and the Cpl team resulted in the total success of this project.

95% accepted to

meeting / CV ratio

offer acceptance ratio

80%

smaczki z result got an offer

1/3 candidates

effective time pipeline

“We treated the cooperation with the RPO team as an experiment and are happy to say it was successful. It shortened the recruitment time and influenced the overall partner's satisfaction by delivering the required employees. Working with the Cpl Team was a pleasure and allowed everyone to learn from each other. The flexible, agile approach and frequent communication allowed us to adjust quickly and fix potential issues before they became problematic. The proper onboarding of Cpl's Recruiters to our company culture, team, and projects gave them a better understanding of STC Warsaw and the STAR Team. “ -

Marika Marcinkowska, HR Manager, Schenker Technology Center (Warsaw)

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Permanent recruitment

Lubica Krajcovicova Branch Manager, Cpl Slovakia lubica.krajcovicova@cpljobs.sk

Klaudia Nemčická VP People at CloudTalk About CloudTalk

Cpl approach

CloudTalk is a start-up company founded in 2018, offering cloud call centre software-as-a-service. Their solution is loved by customer support and sales teams all over the world. With the offices in Slovakia, Czech Republic, Spain, and the USA, they employ people of 11 different nationalities.

To provide adequate support to CloudTalk, Cpl decided to allocate specialized IT Recruitment Consultants from Slovak, Czech and German branches. Consultants were contacting passive candidates mainly on the Slovak and Czech market, but later extended their search to other markets as well, especially in the eastern and southern Europe. Cpl promoted CloudTalk as an attractive employer during conversations with candidates, by sharing the PR materials with them and posting on LinkedIn and Cpl website. Cpl regularly discussed the quality of the hiring process with internal Recruiters, provided feedback from the market and gave recommendations for improvement.

Client’s Challenge Cpl started to cooperate with CloudTalk in April 2021. A that time, CloudTalk was growing its software development teams rapidly and was planning to hire 30+ Software Developers within 3-6 months. They were still in the process of building an internal recruitment team and thus needed help from an external provider. The most required positions were Backend Developers (node.js, PHP), Frontend Developers (Angular), Full Stack Developers, Golang Developers, DevOps Engineers, Mobile App Developers (React Native) and QA Automation Testers.

The challenge was to identify the right talent and persuade them to join CloudTalk on the competitive market, where Software Developers were the most in-demand roles, and candidates could choose from plenty of opportunities.

Keys to success Cpl Consultants interviewed all candidates thoroughly, evaluated their skills & experience based on CloudTalk’s requirements and presented them with their full CVs and assessment reports. Cpl appointed 1 main contact person / Key Account Manager, who coordinated all the communication between CloudTalk and internal Cpl teams. There was a regular interaction between both parties regarding feedback on candidates’ CVs, interview outcomes and offers.

The project was also successful thanks to the flexibility and efficient recruitment process on the CloudTalk’s side. Based on candidate’s preferences, CloudTalk offered either full-time or freelance contract and accepted fully remote work, which is not only attractive for Software Developers, but also expected.

Moreover, they were open to different levels of seniority from juniors to senior experts to balance their teams. Recruiters from CloudTalk provided prompt feedback on presented candidates usually within 24-48 hours, scheduled interviews with candidates quickly, and made decisions after interviews with the Hiring Managers within few days. The whole recruitment process took from 2 to 4 weeks.

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Case Study | CEE Salary Guide 2023

Case Study | CEE Salary Guide 2023

The bottom line We believe that recruitment teams both in CloudTalk and Cpl created together a positive candidate experience thanks to their speed, expertise, and treatment of candidates during the entire process.

2800+ candidates

5.3% of candidates

contacted by Cpl

presented to CloudTalk

Thanks to this cooperation, Cpl and CloudTalk have built a strong and trustworthy partnership, which resulted in a successful project.

73% of presented candidates invited for interviews

26.2% candidates successfully hired

“At CloudTalk we initially started cooperating with multiple agencies at the same time to support our rapid growth, including the Cpl. We wanted to do a trial period with the agencies to find the best fit. It's safe to say that over the course of a few months, Cpl have become our partner in IT recruitment. They quickly understood our needs and the company culture and managed to consistently deliver great quality candidates. Cpl is our first choice whenever we need support growing our IT team” -

Klaudia Nemčická, VP People

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About Us

Cpl is a global provider of talent solutions including specialist recruitment, managed services, business process outsourcing, and strategic talent advisory services. We employ over 14,000 people who support our 4,000 clients globally. We have 50 office locations operating in 13 countries worldwide. Headquartered in Dublin, Cpl is a wholly owned subsidiary of OUTSOURCING Inc. (‘OSI’), a Tokyo headquartered publicly listed company.

OSI employs over 131,500 people worldwide and operates in 38 countries across 6 continents. Through OSI, Cpl has a network of 250 sister companies, enabling an even broader service delivery capability for our clients.

Cpl in CEE

Cpl Czech Republic has been present in the Czech market since 2002, currently in 2 locations: Prague and Brno.

Cpl Hungary has been present in the Hungarian market since 2009, with an office in Budapest.

Cpl Poland has been present in the Polish market since 2006, currently in 3 locations: Warsaw, Wroclaw and Poznan.

Cpl Slovakia has been present in the Slovak market since 2004, with an office in Bratislava.

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CEE Salary Guide 2023

We recruit in a wide range of industries and functions: •

Information Technology

•

Shared Service/Business Process Outsourcing

•

Engineering & Logistics

•

Sales & Marketing

•

Corporate finance

For over 30 years, we have been providing consistent strategies for acquiring talents, flexibly tailored to the structure and organisational culture of the client’s company.

Our knowledge comes from many years of experience in the recruitment market, in various business areas.

Thanks to our extensive network of offices, we have access to a broad base of candidates, offering the best specialists in the market.

We are characterised by fast work dynamics, often in unpredictable and difficult business realities.

We always work on the basis of the highest ethical and business standards, providing our clients with innovative solutions supporting the development of their business.

We offer support at every stage of the recruitment process and at various stages of client company development.

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CEE Salary Guide 2023 PUBLISHER: Cpl CEE, 2023 Cpl. All rights reserved.

Czech Republic Brno

Prague

T: +420 724 931 825 E: brno@cpljobs.cz

T: +420 724 931 822 E: praha@cpljobs.cz www.cpljobs.cz

Hungary Budapest

T: +36 1 501 5460 E: budapest@cpljobs.hu www.cpljobs.hu

Poland Warsaw

T: +48 22 488 6500 E: warsaw@cpljobs.pl

Poznań

T: +48 61 626 8800 E: poznan@cpljobs.pl www.cpljobs.pl

Slovakia Bratislava

T: +421 232 191 200 E: bratislava@cpljobs.sk www.cpljobs.sk

Wrocław

T: +48 717 356 6200 E: wroclaw@cpljobs.pl