January 2022 – IT Salary & Contractor Rates – Yorkshire
Management – IT Permanent & Contract Roles
Permanent Salary |
% Rate Change |
Contract Rate |
% Rate Change |
|
Chief Technology Officer (CTO) |
£98,400 |
3% |
£876 |
0% |
Chief Information Officer (CIO) |
£110,400 |
2% |
£965 |
66% |
IT Director |
£120,000 |
0% |
£970 |
23% |
Head of IT |
£76,500 |
0% |
£670 |
36% |
IT Manager |
£56,233 |
1% |
£552 |
0% |
Infrastructure Manager |
£61,200 |
-2% |
£611 |
0% |
DevOps Manager |
£93,000 |
3% |
£681 |
2% |
Network Manager |
£59,400 |
24% |
£508 |
-24% |
Security Manager |
£72,000 |
0% |
£699 |
1% |
Service Delivery Manager |
£60,000 |
0% |
£581 |
0% |
Service Desk Manager |
£54,000 |
0% |
£529 |
0% |
Database Manager |
£45,600 |
-7% |
£567 |
19% |
Development Manager |
£66,000 |
0% |
£640 |
-4% |
E-Commerce Manager |
£38,400 |
16% |
£788 |
36% |
Systems Manager |
£61,500 |
-2% |
£522 |
-10% |
Team – Permanent & Contracts Roles
Permanent Salary |
% Rate Change |
Contract Rate |
% Rate Change |
|
1st Line Support |
£30,600 |
11% |
£213 |
-6% |
2nd Line Support |
£31,200 |
0% |
£268 |
-2% |
3rd Line Support |
£48,000 |
0% |
£390 |
0% |
Mac Engineer |
£31,200 |
0% |
£640 |
0% |
Applications Support |
£45,000 |
1% |
£434 |
0% |
Business Analyst |
£54,000 |
3% |
£596 |
3% |
Systems Analyst |
£46,200 |
7% |
£581 |
0% |
Database Administrator |
£60,000 |
11% |
£611 |
-5% |
.NET Development Team Leader |
£75,000 |
0% |
£581 |
0% |
Service Desk Team Leader |
£40,200 |
3% |
£478 |
0% |
Network Engineer |
£51,000 |
0% |
£404 |
4% |
Infrastructure Engineer |
£52,200 |
-3% |
£508 |
-3% |
Systems Architect |
£102,000 |
0% |
£758 |
20% |
Project Manager |
£56,400 |
-1% |
£611 |
0% |
Linux Administrator |
£66,000 |
38% |
£685 |
0% |
Software Architect |
£102,000 |
0% |
£699 |
-8% |
Snr Systems Administrator |
£63,000 |
35% |
£611 |
5% |
Snr Cisco Network Engineer |
£60,000 |
36% |
£664 |
19% |
Network Security Engineer |
£60,000 |
0% |
£655 |
36% |
If your company is thinking of hiring, do it now. As demand rises, so too with the rates of pay and the difficulty levels of attracting and securing the right talent.
If, however, your company is slowing down – beware! If your IT staff start to feel insecure, talent competitors and recruiters will find it very easy to persuade your staff to interview elsewhere. Despite the stress and negativity that may exist, take the time to focus on reassuring your team and, where appropriate, reward their loyalty. It’s a false economy to avoid salary increases for your best people. Doing so risks leave yourself vulnerable to losing key staff and the larger costs in both time and money of replacing them.
Should you be considering recruitment or simply would like some advice on anything recruitment related, please do not hesitate to give us a call and see how we can really help you to Recruit Someone Worth Recruiting.