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Salary Survey 2021 Departments & roles
SALARY SURVEY 2021 DEPARTMENTS & ROLES
We introduce our detailed benchmarking for salaries across departments and roles with some advice for employers facing a toughening climate for recruitment
MARKET OVERVIEW It ’ s truly never been harder to recruit in gaming . Hiring challenges have existed for years , but today the shortages are unprecedented in their scope and severity .
Some companies are already operating on 50 % staffing levels . For those looking to grow ( as most are ), or taking on investment ( also increasingly commonplace ), the talent market is too often proving an impenetrable first hurdle .
What ’ s the solution ? Clearly , there will be no short answer . Money , of course , often provides a short-term fix , while M & A could be used as a means of acquiring talent en masse . But to truly overcome talent shortages , the industry can ’ t just rely on cash .
Remote interviews are a boon for both candidates and employers , providing far greater opportunity for hassle-free scoping . Be cautious , though ; they should be treated with the same reverence as face-to-face interviews .
DROP-OUTS AND COUNTER-OFFERS Retaining staff is so critical that counter-offers are rife . This is a cause of immense frustration for those seeking to hire new staff , yet is a natural effect of the intense market conditions .
Communicating regularly and openly throughout the interview process is one way to mitigate against drop-outs . It pays to be alert , though , and to prepare for likely disappointments .
SALARY AND BENEFITS Our salary survey presents a benchmark based on industry averages , but in practice every individual role is priced according to market conditions . Candidates have a significant upper hand in today ’ s talent-short market .
Salary increases in 2020-21 reflect a buoyant market for candidates . Companies know they often need to offer 25 % salary increases to secure a hire . Financial rewards help risk-averse candidates overcome doubts about moving role .
Strong industry performance has ensured many are achieving targets and earning significant OTE . Candidates will often ask for these to be factored into any future salary , further inflating rates .
RECRUITMENT PROCESSES Efficient processes are essential . While shortlists can take time to compile , engagement and interviews must be swift and purposeful or candidates will quickly secure work elsewhere .
EQUALITY AND DIVERSITY Solving the short-term talent shortage should not come at the expense of our industry ’ s diversity . In fact , we surely need to look beyond the usual recruiting grounds if we ’ re to develop a more sustainable talent pool .
HR leaders show a strong commitment to achieving gender and ethnic diversity within their companies . They would , however , benefit greatly from more committed C-level backing .
STARTUPS AND SCALE-UPS While enticing for many , the lure of emerging enterprises are considered too risky for most . Three and five-year plans may sound appealing , but success is far from guaranteed . Experienced professionals , wise to the odds , expect to be extremely well compensated for joining early . Businesses with significant financial backing to grow fast are therefore paying big money for talent .
NOTES ON THE DATA
Salary bands compiled using data from placements made by Pentasia from July 2019 to June 2020 inclusive , as well as its consultants ’ knowledge of the market . The survey covers a wide range of roles to ensure it takes into account variations in factors such as specialisms , seniority and experience . Quoted ranges refer primarily to UK salaries . Across Europe , rates are generally around 5-10 % lower , and in Malta 10-20 % lower . Selected US salary bands have also been listed . In other locations , rates vary significantly . Data from senior management roles are included , but not C-suite or board because salaries at this level vary so greatly on an individual basis .
SALARY SURVEY 2021