IT Salary & Contract Rate Guide – UK

IT Salary & Contract Rate Guide – UK

Sometimes you just need to know how your salary compares to the competition – whether that be for yourself or your next hire.

 

New July 2020 Salary Guide Data Just Published – View Now

 

Below is a selection of the positions we have recently filled and the average salary accepted.

Management – Permanent & Contract

 
Permanent Salary
% Rate Change
 Contract Rate
% Rate Change
Chief Technology Officer (CTO)
£100,000
-9%
£1050
+4%
 
Chief Information Officer (CIO)
£84,000
+16%
£973
+3%
 
IT Director
£100,000
-1%
 £710
-13%
 
Head of IT
£73,500
+1%
 £850
+6%
 
IT Manager
£55,000
0%
 £540
+1%
 
Infrastructure Manager
£60,000
-2%
 £530
-2%
 
DevOps Manager
£85,000
0%
£680
+1%
 
Senior Network Manager
£65,000
-22%
£630
+12.5%
 
Security Manager
£65,000
-7%
£650
+3%
 
Senior Service Delivery Manager
£57,500
0%
 £530
0%
 
Service Desk Manager
£41,500
-2%
 £415
+17%
 
Database Manager
£50,000
-11%
 £695
-2%
 
Development Manager
£72,500
-3%
 £650
0%
 
E-Commerce Manager
£64,000
-1%
 £460
-8%
 
Systems Manager
£50,000
0%
 £515
-12%
 

 

Team – Permanent & Contracts

 
Permanent Salary
% Rate Change
Contract Rate
% Rate Change
1st Line Support
£26,000
+2%
£190
-1%
2nd Line Support
£31,000
-4%
£220
-1%
3rd Line Support
£39,000
0%
£330
-7%
Mac Engineer
£35,000
+3%
£225
-7%
Applications Support
£40,000
-20%
£450
-4%
Business Analyst
£52,500
0%
£530
-10%
Systems Analyst
£40,000
-3%
£442
-11%
Database Administrator
£50,000
0%
£530
+1%
.NET Development Team Leader
£73,000
-14%
£575
-14%
Service Desk Team Leader
£36,250
+4%
£300
-6%
Network Engineer
£50,000
0%
£470
0%
Infrastructure Engineer
£47,500
0%
£470
0%
Systems Architect
£72,500
0%
£690
-3%
Project Manager
£55,000
0%
£560
0%
Linux Administrator
£44,500
-1%
£570
+7%
Software Architect
£75,000
+7%
£650
0%
Snr Systems Administrator
£48,000
+3%
£420
0%
Snr Cisco Network Engineer
£73,750
+28%
£440
-22%
Network Security Engineer
£58,750
-2%
£475
-5%

 

*Contract Rate includes Langley James mark up fee. Which is an 18% mark up with a minimum £50.

As specialist recruiters in the IT market place, we network extensively with people to ensure we can find the top talent when companies are considering recruiting or have particular business issues they may need to address.

We have worked with a wealth of companies across the UK having saved them both time and money when recruiting for key positions in their teams.

If there is anything you would like assistance with, even just advice, or insight on anything recruitment related, please get in touch.

 

Top 3 Chief Technology Officer Interview Questions

Top 3 Chief Technology Officer Interview Questions

Top 3 Chief Technology Officer Interview Questions

What is the Chief Technology Officer? 

A Chief Technology Officer (CTO), sometimes known as a chief technical officer or chief technologist, is an executive-level position in a company or other entity whose occupation is focused on the scientific and technological issues within an organisation. 

Salary research specialist PayScale says popular skills for Chief technical officers, include expertise in software architecture, leadership, IT management, product development, and project management. However, Chief technical officers are increasingly praised for their knowledge of pioneering areas of technology, such as digital products, technical vision, and research and development (R&D).

Indeed, most hiring managers know they have to look beyond a job candidate’s technical qualifications when staffing for a Chief technical officer role. To get this kind of insight, businesses need to come up with a set of thoughtful interview questions to ask top candidates. Likewise, candidates need to understand what types of questions will be expected of them when they apply for a Chief Technical officer job role. 

In order to help provide insight into the types of questions which will determine whether a candidate has the appropriate skills and knowledge for your business, here is a list of the top 3 must ask Chief Technology interview questions. 

1) What experience do you  have working with developers?

When Contrary to popular beliefs, not all Chief technology officer candidates have a working knowledge of managing software development projects, and those that do will have their own personal styles and approaches to overseeing team operations – whether it be from a distance or having a hands-on approach. 

Answers to this question will provide the company with insights into your management styles and how this accordingly fits with their expectations. As for the company hiring, this interview question is extremely important to render whether this candidate’s style of management fits in with the existing practices and norms in place within the business. 

For the Employer: 

Analyse their previous work managing development teams and the specific examples of leading successful development projects. 

For the Candidate:

In order to answer this common interview question accordingly, it is advantageous to cite your previous role and experience managing development teams. Provide specific examples and the overall outcome of these projects in order for them to gauge your approach. You should consider what skills you have brought to the table and how effectively you managed the team to stay on task and get the job complete. Do you have a developing background, if so, did you actively participate in the developing process?

Example: “I come from a web-developing background, so I like to take a hands-on approach with my development team managers to stay in the loop with the ongoings of the project and provide assistance when required”. 

2) What experience do you have with software development or programming languages? 

The role of a Chief Technical officer differs from company to company. There are several types of Chief Technical officers and typically, the software development companies choose the one that perfectly aligns with their business needs and objectives. The most dominant Chief Technical officers in the field are technical and operational. 

  • Technical Chief Technical officers are considered to be programmers. They will have a vast knowledge of software development and experience knowledge in programming, software architecture design and cloud-based infrastructure configuration. 
  • Operational Chief Technical officers are those who do not have any coding background knowledge or experience. Their skills revolve around finance, mentoring,  project management and so forth.  

Consequently,  candidates who are from a technical Chief technical offices background will most likely have had experience managing their IT departments and take a more hands-on approach. A Chief technical officer from management or operational background will often leave details to their managers. Thus, asking this interview question enables you to gauge these issues. 

For the Employer:

 Look for their interests in the technical details of information technology and the candidate’s ability to articulate and confidently respond to the question. Personal side projects with appropriate examples are also important responses to suss whether their skills and experience is admirable for your business practices. 

For the Candidate: 

If you have taken a technical leadership type of approach in your previous job role, discuss your appreciation of utilising tools and technologies. Usually a software development company requires the CTO to have appropriate knowledge of creating an MVP which is expected to roll out in the target market. Discuss your ability to coach, mentor, train and support your staff in previous projects, sharing your experience knowledge to help those novices in the team easily adopt company culture. 

Answering from an operational perspective, mention distinct examples of when you have worked with teams using software development or programming languages, establishing a strategy and managing the development process in the best possible way. 

Example: ‘I come from an operational background, so I’m not an expert in programming. Although, I have first-hand experience in understanding how good managers leader developer teams by working closely with them to achieve a common goal”. 

3) How will you keep up to date with current trends in technology?

Technology is an ever-changing industry. It is therefore vital for companies to employee someone who recognises the need to stay up to date on the technical developments within the industry. Thus, this interview question investigates whether the candidate is a suitable fit with an organisation. They should choose examples that relate to managing a business, especially an IT department. 

For the employer:

 Analyse their interest in continuing education in addition to their knowledge of current technology trends. Explore their management philosophy and whether they are a “cultural fit” to the organisation. 

For the Candidate: 

One of the responsibilities as a technical CTO is selecting the appropriate mobile or web development stack. They should easily identify the best technologies that have a great influence on project stability, scalability, and maintainability. Consequently, researching trends and products within the IT sphere is vital for this job role to ensure the company is adapting to the newest innovations – a landscape that is dramatically changing on a continuous basis.    

Even if you do not maintain the necessary skills to put these technological innovations into practice, it is still extremely vital that you are aware of the current technological flow. A CTO needs to follow all critical trends that bombard the IT sphere and you will have to consider what the competitors do in order not to miss out on something essential. Having knowledge of existing and current trends and confidently articulating this will demonstrate to a company your ability to research as well as your genuine interest in this field of work.  

Example: “This year I enjoyed reading ABC Technology Trends. It opened my eyes to the need to adopt proven technologies and the risks of buying into the leading edge too soon.”

11 + 10 =

Azure DevOps Webinar – 7pm, Thursday 30th July

Azure DevOps Webinar – 7pm, Thursday 30th July

Are You Getting the Most from Azure DevOps’ capabilities?

Join us and Luke Miles, CIPFA’s Development Manager, for a live webinar on Thursday 30th July 2020 at 7pm to learn:

  • The What and Why of Continuous Integration and Deployment (CI/CD)
  • Simple strategies to get up and running quickly with Azure DevOps
  • Key feature highlights of Microsoft’s Azure DevOps tooling

Register your interest by emailing Richard Jones at richard@langleyjames.com who’ll send you a Zoom invite.

Background:

Continuous Integration and Deployment have been long-standing practices within our industry. Teams large and small have leveraged these practices to improve how they deliver solutions to their users. With the emergence of DevOps, tooling has only improved, allowing teams to quickly adopt these practices without the need for weeks of manual scripting or long procurement processes holding it up.

Azure DevOps is one of Microsoft’s offerings to teams looking to leverage these practices. Azure DevOps provides developer services help teams plan work, collaborate on code development, and build/deploy applications.

Register interest today and hear Luke Miles explain his experiences with Microsoft’s Azure DevOps tooling and how it can help streamline your software development processes.

Expected Duration: 1 hour (40 min presentation & 20 min Q&A)

Our expert IT recruitment consultants are here to take the pressure off you when recruiting someone new, permanent or contract. We liaise with candidates with the utmost care to ensure that their candidate experience is a positive one. Call us on 0207 788 6600 and let us help you Recruit Someone Worth Recruiting.

Outplacement Support For Vulnerable Employees

Outplacement Support For Vulnerable Employees

How can you help support employees leaving your business

Possibly looking to downsize your workforce. So, what can you do as an employer to support those leaving your business?

Making people redundant is never easy, and when you have loyal individuals who have been with you for a long time, you probably want to give them as much help as you can.  

One way to do this is to provide them with outplacement support – help in the form of CV writing, job hunting, interview guidance, self-employment, or even retirement planning.  You may be experienced in these areas and want to provide this help yourself, but the uneasiness of the situation means few employees will take up your offer as they feel uncomfortable over the situation. 

Kubler-Ross Change Curve in Business

Employees feel a range of emotions, plotted out by Kubler-Ross – an American psychologist.  She highlighted the changes in emotions and the rollercoaster of feelings they may be experiencing, with at the very worst apathy and depression creeping in.

Self-doubt is often the route cause of this most extreme feeling.  When an employee sends out a CV to over 50 companies and they do not even get a reply from any, they lose self-confidence and feel as if they have no future. But the reality is that their CV is not highlighting what an employer is looking for or they are not up to speed on modern job-hunting techniques. Consequently, they need professional guidance.

Kubler-Ross's Transition Curve For Busienss

Outplacement Providers To Support Employees

Modern job hunters often do not realise that recruiters in 2020 spend as little as 15 seconds reading a CV.  A survey conducted by ‘The Times’ highlighted for school leavers is even less: 8.8 seconds.  

Also, candidates found on CV databases (including LinkedIn) fill over 60% of the vacancies with only 20% of jobs these days being commercially advertised.

Going back 15 years we talked about the ‘hidden job market’. 25% of jobs were being filled by speculative approaches, 25% of vacancies through networking.  There is a new hidden job market that modern-day job hunters need to guide through.  

To really help employees who are exiting your business, it is often best to bring in independent but qualified individuals to; work with your existing staff, listen to their fears, be non-judgemental, and above all, be supportive and practical.

Langley James has recently teamed up with an established outplacement provider who has supported several thousand job hunters back into work and can now provide your staff with the support they need to move forward. Their practical and straight forward approach quickly focuses on job hunt activity, with their consultants taking a very ‘hands-on’ approach, rewriting or even writing from scratch a CV, optimising CV for CV sifting software used on CV databases.  

In a recent CIPD survey, it highlighted that over 60% of employers now use interview competency (behavioural) based questions.  Their consultants are all highly experienced interviewers and able to help individuals build up scenario-based answers prior to interviews, feeding back on both content and structure of S.T.A.R. based answers.  

Operating both the UK and the Republic of Ireland, they are currently providing their support online using screen-sharing technology.  The level of online support they are giving is as good as their consultant sitting beside an individual, but a lot safer for both concerned. If you would like more information please get in contact by filling in your personal details in our form below and our team will be happy to help… 

7 + 6 =