AccountAbility Market Trends Report 2020

ACCOUNTABILITY

MARKET TRENDS REPORT

2020

CONTENTS

04

CEO WELCOME

06

ABOUT ACCOUNTABILITY HOW WE WORK

07

WHAT YOU TELL US ABOUT THE MARKET

08

12

14

18

20

22

THE CURRENT CLIMATE

SECTOR OVERVIEW: BUSINESS SUPPORT

WHERE TO FIND CANDIDATES SECTOR OVERVIEW: ACCOUNTING SUPPORT THE EVOLUTION OF THE SHARED SERVICES MARKETPLACE

AMBITION GROUP SOLUTIONS

SALARY GUIDES: ACCOUNTING SUPPORT BUSINESS SUPPORT

AccountAbility Market Trends Report 2018 | 3

CEO WELCOME At the start of a new decade, I’m thrilled to deliver our annual AccountAbility Market Trends Report.

INCH WIDE, MILE DEEP We’re specialists in our chosen disciplines and have created a business that is devoted to providing a service tailored specifically to accounting and business support.

We have a deep understanding of what inspires candidates in their careers, what drives them to change jobs, and what makes them choose one employer over another.

WE PROVIDE A HIGHLY PROFESSIONAL SERVICE WHILST REALLY ENJOYING WHAT WE DO With clients, we advise on precisely how to get the required people quickly. Talent attraction is something of an art form, and we can impart a wealth of knowledge to assist.

4 | AccountAbility Market Trends Report 2020

OUR WORK RANGES FROM SENIOR MANAGERIAL ROLES, DOWN TO ENTRY-LEVEL POSITIONS Founded in 2004, we have developed in-depth expertise and a market reputation that has enabled us to build deep pools of talent, often including people who are not active on the job market.

WE COVER TEMPORARY, LONG-TERM CONTRACT, AND PERMANENT PLACEMENTS. WE’RE ALSO ABLE TO ASSEMBLE TEAMS TO WORK ON PROJECTS. We look forward to supporting you in the coming years.

Nick Waterworth Co-Founder and Group CEO

AccountAbility Market Trends Report 2020 | 5

ABOUT US

We are Australia’s leading Accounting and Business Support recruitment specialists.

Established in 2004 we have offices in Sydney and Melbourne. AccountAbility is part of the Ambition Group.

HOW WE WORK Conversation is our passion. We listen and we respond. Being truly connected to our clients – understanding a firm’s structure and the culture of the team you are working hard to create – is key to our success, and yours.

When talking to candidates we are an extension of your business. Speed is vital to us and it shows. We fill 80% of temporary roles on the first phone call and 90% of permanent roles within 6 to 8 working days. Working as a team enables us to achieve high quality results, fast.

We recruit permanent, temporary and contract staff in Sydney and Melbourne in the following functions:

BUSINESS SUPPORT

ACCOUNTING SUPPORT

Executive Assistant / Personal Assistant Office Manager Receptionist Team Assistant Administration Assistant / Data Entry Coordinator Customer Service – Order Processing Customer Service – Call Centre Customer Service – Team Leader Outbound Sales Representative

Accounts Payable* Accounts Receivable* Assistant Accountant Collections* Payroll* Credit* Bookkeeper Accounts Clerk *up to and including management level

Specialists in our field, we know what drives candidates in Accounting and Business Support roles to change jobs, and what companies need to do to get the people they want. Put simply, we will get you the best candidates, quickly and efficiently, whenever you need them.

6 | AccountAbility Market Trends Report 2020

WHAT YOU TELL US ABOUT THE MARKET Our market trends report offers an overview of last year’s Accounting and Business Support trends, in addition to some insights into what 2020 has in store.

This year we surveyed over 3000 employers and employees across Sydney and Melbourne and this, combined with a detailed analysis of the roles we have recruited in 2019, has provided us with the following results.

BUSINESS PERFORMANCE 2020 Expectations

2019 Findings

66% expect growth this year 20% expect to maintain levels of 2019 14% expect contraction

86% expected growth in 2019 8% expected to maintain levels of 2018 Only 6% expected contraction

Expected Growth

Maintain Level of Previous Year

Expected Contraction

2020

2019

2020

2019

2020

2019

66%

86%

20%

8%

14%

6% AccountAbility Market Trends Report 2020 | 7

THE CURRENT CLIMATE

48%

OF EMPLOYEES BELIEVE THEIR REMUNERATION IS IN LINE WITH THE MARKET. (UP 4% ON LAST YEAR)

47%

OF EMPLOYEES HAVE RECEIVED A PAY RISE IN THE LAST 12 MONTHS. (UP 2% ON LAST YEAR)

49% 61%

OF COMPANIES ANTICIPATE HIRING IN THE NEXT 12 MONTHS.

OF EMPLOYEES HAVE BEEN WITH THEIR COMPANY FOR LESS THAN 12 MONTHS.

64% 36%

8 | AccountAbility Market Trends Report 2020

WILL BE REPLACEMENT HIRES.

GROWTH IN THE TEAM.

65%

OF EMPLOYEES ARE O FFERED FLEXIBLE WORK ARRANGEMENTS. If so, what do they offer? ✔ 52% working from home ✔ 84% flexible start/finish times ✔ 66% able to attend appointments ✔ 41% tailored to individual requirements

Compared to

83%

OF EMPLOYERS STATE THAT THEIR COMPANY OFFERS FLEXIBLE WORKING.

AccountAbility Market Trends Report 2020 | 9

THE CURRENT CLIMATE

81%

OF EMPLOYERS STATE THEY HAVE A FORMAL ONBOARDING PROCESS.

43%

OF EMPLOYEES STATE THEIR COMPANY HAS A WAY OF MEASURING STAFF ENGAGEMENT IN THE FIRST 3 MONTHS OF JOINING THE BUSINESS.

75%

OF CLIENTS HAVE A COMPANY POLICY WHEREBY EMPLOYEES RECEIVE EITHER AN ANNUAL SALARY REVIEW OR A CPI ANNUAL INCREASE.

AccountAbility 10 | AccountAbility MarketMarket TrendsTrends Report Report 2019 |2020 10

60%

EMPLOYEES DESCRIBE MORALE IN THEIR BUSINESS AREA AS:

OF EMPLOYEES ARE LOOKING TO MOVE ROLES WITHIN 12 MONTHS. TOP FIVE FACTORS

when looking for a new role:

22% 41% 37% LOW OR VERY LOW

NEUTRAL

VERY HIGH OR HIGH

HIGH OR VERY HIGH MORALE IS DOWN 11% ON LAST YEAR.

60%

OF EMPLOYEES ARE HAPPY IN THEIR CURRENT ROLE.

OF THOSE THAT ARE UNHAPPY THE MAIN REASONS ARE DUE TO COMPANY CULTURE AND LACK OF CAREER PROGRESSION.

SALARY

LOCATION

COMPANY CULTURE

FLEXIBLE WORKING LONG-TERM CAREER CONDITIONS OPPORTUNITIES

TOP FACTORS

for attracting talent to the business (as stated by employers): ✔ Flexible working conditions ✔ Salary ✔ Company culture ✔ Long term career opportunities ✔ Benefits

WHAT IS IMPORTANT

to employees to retain them within the business? ✔ Company culture ✔ Salary ✔ Location ✔ Flexible working conditions ✔ Relationship with manager

AccountAbility Market Trends Report 2019 | 11

WHERE TO FIND CANDIDATES

72% THROUGH A RECRUITMENT AGENCY.

Candidates surveyed stated that if they were looking for their next role they would use the following medium: 15% Through a direct advertisement placed by the company 8% Through referral from a friend or colleague 2% Through a company website 2% Headhunted 1% Social media

THE EVOLUTION OF THE SHARED SERVICES MARKETPLACE Tech innovation continued to drive the shared services sector, along with market interest in the procurement of system skills to support them through this period of transformation.

For example, platforms such as Workday and Success Factors (HRIS); Ariba, Coupa and Fieldglass (Procure to Pay) became more prevalent across the market.

The emergent profile of the shared service professional is one with financial acumen and well-rounded commercial awareness. Employers expect that high calibre candidates are conversant with divisions that intersect their own business function. For example, it is essential for payroll professionals to be aware of HR process – HRIS systems, employment legislation, contracts admin – as well as the GL/accounting interface. Although large scale functions still have segregation of 12 | AccountAbility Market Trends Report 2020

duties, it is essential for career growth to diversify your skill set beyond operational delivery. Accounts payable and receivable professionals require a higher level of technical skills and awareness of the general ledger, as the transactional process is often automated or driven by robotics.

Expert stakeholder management and communication skills are critical, as the complex structures in modern companies dictate that process owners and customers are often in remote locations with specialist requirements.

Business transformation, specifically in payroll, was overshadowed by underpayment controversies which

challenged the integrity of the payroll industry and career professionals. This controversy has further squeezed the talent pool in the market. In a climate of uncertainty, there is an intense pressure to pinpoint and attract candidates who are resilient, adaptable and can rectify business-critical errors. As the list of leading Australian companies affected grows, it is critical for clients to rely on market insight and trusted referrals when they hire in payroll, especially with serious repercussions, and prosecutions imminent.

Further investigation into these payment aberrations, determined that they were often caused by the negligence of senior management to address systemic issues raised by the payroll manager. The decision to outsource, or to implement global platforms that don’t align with Australian payroll laws, exacerbated problems with data integrity. As a result, there has been a demand for senior payroll professionals with the capability to rebuild robust procedures from the ground up. An increased demand for talented payroll consultants to drive these projects, enabled incumbent payroll managers to focus on BAU delivery and operational leadership. In response, it has become important for industry professionals to determine their personal accountability and ownership for changes made against their recommendation or agreement.

Overall investment in enhanced technology and automation in shared services is set to continue. The appetite to find a cost-efficient solution for business process outsourcing remains unsatiated, with companies like Ramco offering holistic and bespoke solutions to multi-national companies.

Yet, as recent events prove, a focus on skills development in the areas of forensic analysis, data interrogation and problem solving, is fundamental to business security and compliance as the influence of technology expands. The emergence of new career paths - aligned with changes in the economic and digital landscape - provides the opportunity for longevity to professionals in the shared services industry.

CONSIDERING THE NUMBER OF AUSTRALIAN BUSINESSES THAT HAVE HAD WELLPUBLICISED PAYROLL DISCREPANCIES, ARE CLIENTS CONCERNED ABOUT THE INTEGRITY OF PAYROLL WITHIN THEIR BUSINESS?

35% ARE CONCERNED.

65% NOT CONCERNED.

AccountAbility Market Trends Report 2020 | 13

SECTOR OVERVIEW: ACCOUNTING SUPPORT PAYROLL Payroll has been the real pressure point for many a CFO in today’s market. With the increase in the underpayments scandal not slowing down, this should be an area that is heavily focussed on into 2020. With this matter aside, the market generally has been as buoyant as ever. AccountAbility are truly engaged and passionately involved in the payroll market and this is seen in the many happy people we have placed this year!

There continues to be a demand for tenured, full function candidates with top tier system knowledge in the permanent space. Where candidates can really set themselves apart in this market is by doing 2 things; honing their Excel skills to an intermediate/advanced level and ensuring they are communicating their experience clearly, confidently and in a professional manner.

We have seen an interesting shift in the thinking around candidates who have contracted heavily on their resume. This was previously viewed negatively, but hiring managers now appreciate that candidates with this background tend to be more adaptable, have diverse skill sets and can identify and solve problems quickly. In saying this, the candidate must still be able to clearly explain and reference their contracts.

We have seen a continued increase in the implementation of cloud-based payroll, raising the question of working from home within payroll. Despite previous negative attitudes to this, it is becoming more prevalent within the industry.

EMPLOYERS SURVEYED STATED THAT OUT OF ALL ACCOUNTING SUPPORT ROLES PAYROLL WAS THE MOST DIFFICULT AREA TO ATTRACT QUALITY CANDIDATES.

Yes

Do you believe your remuneration is in line with the market?

46%

40%

Yes

No

No

36%

64%

Are planning to move jobs in the next 12 months

49%

51%

Have received a pay rise in the last 12 months

55%

45%

Are happy in job role

71%

29%

Are offered flexible working

Main reason not happy: Culture

14% Don’t know

14 | AccountAbility Market Trends Report 2020

CREDIT / COLLECTIONS / ACCOUNTS RECEIVABLE The accounts receivable and collections department is vital to businesses to ensure positive cash flow, reduce outstanding debts and to maintain supplier relationships in order to stay competitive within their market.

We have continued to see an increase in accounts receivable roles within the Sydney market, however the way businesses are structuring this department is very different to a few years ago. The days of hardcore collections/call centre environments with KPIs, call targets and cash collection targets are becoming rare. The focus has moved more towards customer service, relationship building and back office accounting.

One of the main reasons for this is the increase in medium to large businesses offshoring the transactional/shared services accounts teams in order to cut costs. There has also been an increase in companies using third party collection companies when chasing their outstanding debt to ensure relationships with suppliers are not affected. In turn, this has caused a higher demand for more commercially minded accounts receivable officers who can analyse and reconcile data, allocate cash correctly, and act as the middle man to these outsourced services.

Salaries have increased and so have the number of skills candidates must display in order to be competitive in the market. The main skills required are; intermediate Excel skills, being able to deal with high volumes of reconciliations, allocating payments, thinking outside the box, solving queries, fantastic interpersonal skills and ability to build/maintain relationships internally and externally. Although only 27% have received a pay rise in their current role, the rise in benefits and flexible working hours has risen to ensure companies can retain the top talent within their business.

We have also seen a rise in credit manager roles that are more project based, requiring technically minded managers rather than day to day people managers. This is due to the role working closely with internal stakeholders within the business to ensure processes/procedures are streamlined and systems are integrated and installed efficiently.

It is clear there is still a high demand for top AR officers. Senior professionals in this market who are adaptable with a mix of strong communication and technical skills can expect steady growth, as their skills and ability to reduce DSO improves.

Yes

Do you believe your remuneration is in line with the market?

36%

36%

Yes

No

No

52%

48%

Are planning to move jobs in the next 12 months

27%

73%

Have received a pay rise in the last 12 months

50%

50%

Are happy in job role

52%

48%

Are offered flexible working

28% Don’t know

Main reason not happy: Lack of career progression

AccountAbility Market Trends Report 2020 | 15

SECTOR OVERVIEW: ACCOUNTING SUPPORT ACCOUNTS PAYABLE As predicted at the end of 2018, the accounts payable market this year largely centred around conduit roles, by that we mean acting as a point of escalation between an outsourced or offshored processing team and the wider Australian business. These roles revolve largely around troubleshooting and require a high level of technical ability, communication skills and system navigation. We saw a slowdown in the need for ‘traditional’ end to end AP roles, with some of the processing being absorbed into assistant accountant roles or to offshore teams.

Technology has continued to play a part in the streamlining of AP and we have found that those candidates with a sound knowledge of expense management and scanning tools are in high demand.

Accounts payable at the senior management level was not as buoyant in 2019 as it was in 2018, however we saw a significant increase in the demand for shared services manager roles, which would encompass AP, AR and, on occasion, payroll. The candidates in high demand are those that can marry a high degree of technical AP knowledge with sophisticated communication skills and possess the ability to thrive in complex, high-volume environments.

...IMPORTANCE IS STILL BEING PLACED ON THE ABILITY TO PERFORM IN HIGH VOLUME ENVIRONMENTS...

Yes

Do you believe your remuneration is in line with the market?

50%

26%

Yes

No

No

55%

45%

Are planning to move jobs in the next 12 months

50%

50%

Have received a pay rise in the last 12 months

33%

67%

Are happy in job role

67%

33%

Are offered flexible working

Main reason not happy: Culture

24% Don’t know

16 | AccountAbility Market Trends Report 2020

ASSISTANT ACCOUNTANTS / BOOKKEEPERS Being one of the broadest job titles in the accounting support market, recruiting at the assistant accountant level has been steady, with over 30 permanent roles being placed throughout 2019

by AccountAbility. Requirements and skill sets for assistant accountants vary, often depending on the size of the organisation, with the larger multinationals having slightly lower salaries but being able to offer more specific career paths – such as progression into areas like FP&A, commercial finance, management accounting, financial accounting and transformation projects.

Candidates who are most likely to stand out in this field and secure the highly desired roles tend to possess the following: excellent academic results, part way through CA/CPA, strong transactional finance experience, advanced technical skills (particularly within Excel), at least two years’ experience with month end related accounting and also a strong business acumen with outstanding stakeholder management skills.

There is also still a strong demand across the SME space for the career assistant accountant/ bookkeeper. This is an area that we have recruited strongly in the past year, particularly on a part time or flexible working arrangement basis. As cloud-based versions of SME targeted accounting software systems, such as MYOB and XERO, become the norm, candidates who perform all-round bookkeeping duties and have the capacity to work remotely are becoming more desirable. These roles have traditionally been occupied by more senior finance professionals looking for a role offering more work-life balance. However, we have seen more junior candidates looking to secure these roles with the view of gaining a broader range of experience and often finding company culture and reputation to be more important when looking for job satisfaction. Salaries in these roles can vary considerably and tend to be compensated well to offset the lack of progression with long term job security.

BUSINESSES ARE LOOKING FOR MORE THAN JUST A NUMBERS PERSON...

Yes

Do you believe your remuneration is in line with the market?

27%

55%

Yes

No

No

42%

58%

Are planning to move jobs in the next 12 months

67%

33%

Have received a pay rise in the last 12 months

58%

42%

Are happy in job role

67%

33%

Are offered flexible working

Main reason not happy: Culture

18% Don’t know

AccountAbility Market Trends Report 2020 | 17

SECTOR OVERVIEW: BUSINESS SUPPORT RECEPTION In recent years we have seen more organisations choosing to forgo a manned reception area, instead opting for visitors to sign in on a device or call the extension of the person they are meeting with.

Where companies still have a receptionist, the role itself continues to evolve. With more and more correspondence taking place via email, there are less calls to attend to. As a result, receptionists have taken on additional administrative duties such as composing/formatting documents and presentations, helping to organise and run events or supporting other teams with various tasks.

In larger organisations where there is heavy traffic, the traditional corporate receptionist is still present. In this situation there may be multiple corporate receptionists, who work as a team to greet visitors, accept deliveries and answer a busy switchboard.

PERSONAL ASSISTANT / EXECUTIVE ASSISTANT Executive assistants are still in high demand, however there are fewer personal assistant roles advertised. This is more likely to be as a result of vacancies being advertised as EA’s in an attempt to attract top talent rather than an actual decline in the number of roles. Salaries can vary in this area and are generally impacted by things like industry, location, seniority of the executive supported and the duties of the role. At the C-suite level, clients are looking for experience providing 1:1 support and generating Board reports, however culture fit remains the most important factor when making hiring decisions at this level.

ADMIN / TEAM ASSISTANT Administration roles can vary from business to business and in a lot of cases can include parts of various other roles. It is common for the duties of an administrator to be referred to as ad-hoc due to the sheer variety of tasks, many of which are of a one-off nature.

80%

OF ROLES WE RECEIVE ARE REFERRED FROM PREVIOUS CLIENTS AND CANDIDATES. 18 | AccountAbility Market Trends Report 2020

67%

OF BUSINESS SUPPORT EMPLOYEES ARE HAPPY IN THEIR JOB. OF THOSE 33% that are unhappy in their roles the top three reasons are due to lack of career progression, company culture and lack of training and development.

For smaller businesses we are seeing a rise in part time roles due to less team support required. Administration positions are great for candidates wanting to gain an entry-level role in a particular business as they can sometimes lead to progression within other departments.

OFFICE MANAGER The role of office manager is most likely to be found within small to medium sized organisations and is often an extremely varied role. The role incorporates duties from a number of areas that would traditionally be different positions within larger organisations.

Generally, this would include things like reception, accounts, facilities management, EA/PA duties and can even include people management. An office manager is usually the go to person for the business, so it’s important that they have excellent soft skills and the ability to multi-task.

CUSTOMER SERVICE Call centre-based customer service positions had been in decline over the last 5 years, due to a growing number of roles being offshored. More recently, we have seen an increase in roles advertised with many organisations opting to return to a local solution. These positions rarely require any qualifications and clients will consider individuals with minimal experience, making them an accessible entry-level role.

Customer service/order processing positions within organisations have been consistent in terms of volume. Candidates applying for these vacancies generally need previous experience in a similar role, excellent communication skills and the ability to provide outstanding customer service. Clients may also be looking for experience with a specific ERP system for these roles.

While both of these roles are broadly referred to as customer service, they require vastly different skill sets, making it hard for candidates to move from one to the other if companies don’t have the capacity to train. Customer service/order processing roles often attract a higher salary than their call centre-based counterparts due to their complex nature.

TOP INDUSTRIES HIRING

NOT FOR PROFIT

Logistics & supply chain

MANUFACTURING

AccountAbility Market Trends Report 2019 | 19

AMBITION GROUP AccountAbility is part of the Ambition Group, a leading global boutique recruitment business operating in Australia, the UK and key financial cities in Asia. Each consultant is a specialist in their area, promising quality and speed in delivery.

Risk & Compliance

Finance

• Risk • Audit & Compliance • Analytics & Automation

• Controllership & CFOs • Strategy & Planning • Superannuation • M&A / Corporate Development • Group / Corporate Accounting • Management Reporting • Commercial Analysis • Tax & Treasury

Business Transformation • Change Management • Process Excellence • Project Services • Digital Transformation

Cloud, DevOps & Infrastructure

Software & Engineering • Software Development • Mobile Application Development • Test Automation & Quality Assurance

20 | AccountAbility Market Trends Report 2020

• DevOps • Site Reliability Engineering • Cloud, Architecture & Strategy • Presales • Security & Storage • Helpdesk / Service Desk • Desktop Support • System Administration • Network Administration

CRITICAL THINKING AND CREATIVITY ARE HIGHLY IMPORTANT IN ALL ROLES. ‘HYBRID’ SKILL SETS ARE BECOMING INCREASINGLY VALUED. Banking & Financial Services • Front Office & Business Development • Relationship Management • Sales Support • Unit Pricing & Fund Accounting • Settlements / Trade Support

WE ARE CURRENTLY IN A CANDIDATE-LED MARKET, FINDING HIGH PERFORMING PROFESSIONALS IS KEY TO MAKING YOUR BUSINESS A SUCCESS.

Digital • UX / UI • Digital Marketing • Web Design • SEO / SEM • Digital Content • Digital / Data Analytics • Social Media • Digital Transformation

OUR PURPOSE IS ‘BUILDING BETTER FUTURES’ FOR THE ORGANISATIONS WE WORK FOR, THIS MEANS FINDING TALENT TO ENABLE BUSINESS GROWTH.

AccountAbility Market Trends Report 2020 | 21

SALARY GUIDES ACCOUNTING SUPPORT SALARY GUIDE Location

Sydney

Melbourne

Size of company

SME

Multinational/ ASX listed

Salary

$’000

$’000

$’000

$’000

National Credit Manager

100 - 130

120 - 150

90 - 130

120 - 160

Credit / AR Manager

85 - 110

90 - 130

80 - 110

90 - 130

Credit / AR Supervisor

75 - 90

85 - 100

70 - 90

75 - 90

Credit / AR Officer

65 - 75

65 - 85

55 - 70

60 - 75

Collections

60 - 75

65 - 80

55 - 65

60 - 70

National Accounts Payable Manager

90 - 130

95 - 145

85 - 115

90 - 130

Accounts Payable Manager

70 - 90

85 - 120

70 - 90

80 - 110

Accounts Payable Supervisor

70 - 85

75 - 90

65 - 80

75 - 90

Accounts Payable Officer

60 - 70

65 - 75

60 - 68

60 - 75

National Payroll Manager

120 - 140

130 - 220

120 - 140

130 - 200

Payroll Manager

90 - 120

90 - 130

80 - 120

90 - 130

Payroll Senior/Supervisor

75 - 90

85 - 100

75 - 100

80 - 100

Payroll Officer

70 - 80

70 - 90

60 - 90

70 - 90

Accounts Officer

55 - 70

60 - 70

55 - 70

60 - 70

PQ Assistant Accountant

60 - 70

65 - 80

60 - 75

65 - 85

Bookkeeper

75 - 95

-

65 - 80

-

22 | AccountAbility Market Trends Report 2020

SME

Multinational/ ASX listed

BUSINESS SUPPORT SALARY GUIDE Location

Sydney

Melbourne

Size of company

SME

Multinational/ ASX listed

SME

Multinational/ ASX listed

Salary

$’000

$’000

$’000

$’000

Data Entry Officer

50 - 55

50 - 60

50 - 55

50 - 55

Receptionist

50 - 60

50 - 65

50 - 60

50 - 65

Administration Assistant

55 - 65

55 - 70

50 - 65

50 - 65

Office Manager

65 - 80

70 - 90

65 - 75

70 - 90

Executive Assistant / Personal Assistant (Manager level)

75 - 90

85 - 95

75 - 90

85 - 95

Executive Assistant / Personal Assistant (C - Suite)

75 - 110

85 - 120

75 - 110

85 - 120

Team Assistant

65 - 80

70 - 90

65 - 75

70 - 90

Customer Service - Call Centre

50 - 60

55 - 65

50 - 60

55 - 65

Customer Service - Order Processing

55 - 65

55 - 65

55 - 65

55 - 65

Project Administrator

65 - 80

65 - 80

65 - 80

65 - 80

Legal Secretary

65 - 75

65 - 80

65 - 75

65 - 80

Sales Coordinator

55 - 60

55 - 65

50 - 60

55 - 65

*All salaries are exclusive of superannuation.

AccountAbility Market Trends Report 2020 | 23

SYDNEY | MELBOURNE

www.accountability.com.au T: 1300 795 155