1. $ALARY
Market Research, Insight
& Analysis
S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H
2016
SURV£Y

2. Introduction
Commentary
Results
Trends
Attracting & Retaining Talent
Contact
CONTENTS
3
4
5
7
8
9

3. Economics 101 – Supply & Demand
Anyone reading this Salary Survey for the Market Research
Industry will know a simple truth. It is a candidate driven
market. There has always been a limited supply of high
calibre Research Executives/Managers and high demand
for these individuals, and this shows no sign of abating.
So how does this excess demand affect salaries? Gemma
Wood explores later in the survey some of the trends we
have noticed in the preceding year and the team’s predictions for 2016.
As specialist recruiters in such a competitive sector we are asked on a daily basis
for our advice on salaries: what to offer, what to ask for, how it compares to the
market and whether it will attract the right people. With this thirst for information in
mind, we felt it was a good time to formally conduct research and produce our first
annual survey for the sector.
I hope that employers find this guide timely and helpful for finding and retaining
the best talent. I also hope that it enables employees to effectively benchmark
themselves against their peers and to look at their sector and location, allowing
them to have a more informed opinion when making their next career move.
On behalf of the Sue Hill Market Research team, thank you to everyone who took
the time to complete the survey. Your input and support is very much appreciated.
Chris Jones
Introduction by Chris Jones, Managing Director
About this survey: The survey was emailed to candidates and clients on the SHR database in September 2015 and was hosted online via Survey Monkey. All salaries are
per annum figures and represent the annual basic salary before deduction of tax, national insurance and pension contribution. All other cash payments are excluded.
The average salary is obtained by arranging all the salaries paid for any particular role, or group of roles, in order of magnitude from high to low and by selecting the
mean value. The job categories and sectors chosen are based on the core areas of recruitment for the SHR team and the regular requests from clients in these sectors
to benchmark salaries for new and existing roles. If you have any comments, criticisms or suggestions relating to the survey, please contact us – details on page 10

4. S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
44
2015 was a busy year for SHR MR with a huge increase in permanent vacancies with new and existing clients.
These came not just from market research agencies, but also from client side organisations and public sector
bodies. We also saw a small increase in temporary vacancies across all sectors. Our clients choose to work with
us for our specialist knowledge, extensive networks, comprehensive databases and bespoke advertising solutions.
In the agency world we have seen an increase in
recruitment at all levels but in particular at Research
Manager/Associate Director level. A number of
established agencies outside of London and from
overseas have set up offices in the capital which has
significantly increased demand for talented researchers
and senior level directors.
Client side companies continued to recruit for their
insight teams, not just to replace staff but to grow their
insight functions and reduce their reliance on agencies
to manage their market research. In particular we have
seen an increase in strategy and analytical roles as
companies try to understand both their consumers
and their data.
There have always been skills shortages across
the entire market research industry and a lack of
candidates with qualitative research, scripting and data
science skills meant there was no let-up in 2015.
With the rampant digitalisation in the industry and
the migration away from traditional methodologies
we have also seen a shortage of candidates with the
necessary technical skills for the new roles emerging.
Over the last year we have seen basic salaries
increase slightly. More importantly, candidates are
looking for companies that are innovative, different
and offer additional benefits. Competition in the market
place means clients need to make decisions on
candidates more quickly and speed up the recruitment
process or miss out on top talent. We have also seen
more flexibility from agencies with agile working and
part time working.
What do the next 12 months have in store for us?
We predict permanent hire growth across both market
research agencies and client side organisations
and an increase in temporary and part time roles in
the industry.
SUE HILL RECRUITMENT
Market Research Team – Gemma Wood

5. 5
Job title
L O N D O N R E S T O F U K
Market Research Agency
S A L A R Y
Min
24
40
40
29
25
23
19
25
17
25
35
28
23.5
24
22
50
17
33
18
18
26
23
21
21
Average
29
41
47
32
28
27.5
20.5
28
20
29
37
32
28
24
22
61.3
18
38.5
22
22
29
26
26.5
24
Max
34
42
60
35
32
32
23
31
22
31
45
38
32
24
22
71.2
19.5
47
25
25
31
29
31
28
Min
24
40
40
30
30
25
20
27
18
27
45
30
25
30
15
51.5
24.5
30.4
18
20
28
26
25
23
Average
29
45.5
50
35
33
30
23
34
23
30
47
33
29
30
18.5
64
26
36
23.5
25
33
28
30
27
Max
34
50
60
37
36
35
27
40.5
25
40
55
37
33
30
22
80
27.5
47
27
28
35
32.5
35
30
Account Manager
Associate Director
Business Development Director
Business Development Manager
Call Centre Manager
Data Manager
Data Processing Executive
Data Processing Manager
Field Executive
Field Manager
Operations Director
Operations Manager
Project Manager
Research Analyst
Research Assistant
Research Director
Research Executive
Research Manager
Sales Executive
Scripter
Senior Project Manager
Senior Research Executive
Statistician
Survey Programmer
Figures are in British Pound Sterling (£) and (K) for thousand per annum
Taught
Masters
PhDResearch
based Masters
GCSEDegreeA-levels
2.38%
7.69%
47.6%
53.8%
2.38% 2.55%
14.2%
5.13% 4.76%
1.28%
28.5% 29.4%
L E V E L O F Q U A L I F I C A T I O N
Sector Client side/In-house Market Research Agency

6. S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
6
In-House
6
Job title
L O N D O N R E S T O F U KS A L A R Y
Min
24
40
35
25
25
23
18.5
25
16
23
30
27
27
25
17
45
20
32
18
18
26
24
22
21
Average
30
43
45
30
28
28
20
28
19
26
37
32
30
27
18
50
23
35.5
22
22
29
26
27
24
Max
34
48
55
35
32
33
23
32
22
29
45
37
32
28
20
55
25
38
27
25
32
29
32
28
Min
25
45
40
25
30
25
20
28
18
25
35
30
28
25
17
50
20
35
18
20
28
26
25
23
Average
30
48
50
30
30
30
23
34
23
28
42
35
30
28
18
55
24
40
25
25
32
28
30
27
Max
35
52
60
35
36
33
27
40
25
33
50
40
35
32
20
60.5
26
45
30
28
35
32
35
30
Account Manager
Associate Director
Business Development Director
Business Development Manager
Call Centre Manager
Data Manager
Data Processing Executive
Data Processing Manager
Field Executive
Field Manager
Operations Director
Operations Manager
Project Manager
Research Analyst
Research Assistant
Research Director
Research Executive
Research Manager
Sales Executive
Scripter
Senior Project Manager
Senior Research Executive
Statistician
Survey Programmer
Figures are in British Pound Sterling (£) and (K) for thousand per annum
YES NO
23.8
76.2
Client side/
In-house
65.4
34.6Market
Research
Agency
30.8
69.2
Overall
E M P L O Y E R S O F F E R I N G A D D I T I O N A L B E N E F I T S :

7. 77
18%
E A R N
£40,000
W h a t d o e s t h e a v e r a g e M a r k e t R e s e a r c h p r o f e s s i o n a l l o o k l i k e ?
Female
64%
BA/BSc LEVEL
55%
E D U C A T E D
40%
B E E N I N T H E I R
CURRENT ROLE FOR
1-3 YEARS
W O R K
I N L O N D O N
66%
28%
JOB TITLE IS
RESEARCH
M A N A G E R
65%
Works for a
MARKET RESEARCH
agency

8. S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
8
Attracting & Retaining Talent
We polled some of our candidates to find out what drives them. Here’s what we learnt:
5%
26%
21%
16%
32%
5%5%
Travelling
time/location
Money OtherWorking
environment
Poor
relationship
with manager
Lack of
opportunities
for progression
Redundancy
WHAT IS YOUR MAIN REASON FOR WANTING TO LEAVE YOUR CURRENT ROLE?
Money
42%
Career
progression
Work/life
balance
Location Office
environment
(culture)
Company/
brand values
Training
& support
WHAT DO YOU VALUE MOST WHEN LOOKING FOR A NEW JOB?
IN ADDITION TO REGISTERING WITH US, WHERE WILL YOU BE LOOKING FOR YOUR NEXT ROLE?
63%
LinkedIn
21%
Other
Social Media
68%
Generalist
jobboards
74%
Through personal
networks
5%
Print
Media
63%
Industry specific
jobboards
WHAT IS THE ONE THING YOU WOULD IMPROVE IN THE RECRUITMENT PROCESS?
5%
Fewer
interviews
21%
Speed
of process
37%37%
Thorough
and honest
feedback
Thorough
and honest
feedback
Thorough
and honest
feedback
Ease of
application
26%26%
Ease of
application
5%5%
Flexibility
of interview
timings
Flexibility
of interview
timings
47%47%
Prompt feedback/
decision making
Prompt feedback/
decision making
58%
26%
11%
21%
37%
53%

9. 9
Research SharePoint
PROFESSIONAL
DEVELOPMENT
IT
Publishing &
Content Provision
Knowledge &
Information Management
Personal
Development
Insight &
Intelligence
Leadership &
Management
Risk &
Compliance
Project
Management
Records &
Document Management
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10. 10
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