Antal Salary Report 2016 en

ANTAL SALARY REPORT
SALARIES OFFERED TO PROFESSIONALS AND MANAGERS
6. EDITION
ANTAL RESEARCH
SEPTEMBER 2016
TABLE OF CONTENTS
INTRODUCTION .............................................................................................................................................. 3
METHODOLOGY ............................................................................................................................................ 4
HOW TO READ THIS REPORT? ................................................................................................................... 5
AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES................................................................... 6
SALARIES BY DISCIPLINE ............................................................................................................................. 8
ABOUT ANTAL MARKET RESEARCH ...................................................................................................... 50
2 | ANTAL SALARY REPORT www.antal.pl

INTRODUCTION
We would like to present to you the sixth edition of the Antal International report about the salaries
offered to professionals and managers. We made every effort to make it a valuable source of informa-
tion for both employees and employers. The current situation in the Polish market bodes well for pro-
fessionals and managers allowing them to make optimistic growth plans for the future. The economy
is stable and foreign investment is on the rise contributing to the feeling of security and opening new
paths of career development. Employers will be faced with the challenge of dealing with an employees'
market. The winners will be the companies who will not only draw in the best talent, but will also be
able to retain it. The data presented in the report may serve as a reference point when negotiating
salaries and determining remunerations of specific positions. The data is accompanied by comments
of our experts describing the trends and forecasts for individual industries and disciplines. Therefore,
we believe that this report will provide you with a reliable profile of the professional and managerial
labour market.
I hope you will find the report inspiring,
ARTUR SKIBA
PRESIDENT OF THE BOARD ANTAL

METHODOLOGY
Antal Salary Report 2015 has been prepared with the use of 3 sources of data. The first being
CAWI and CATI research conducted between November and Devember 2015 on a sample of 3427
respondents from Poland. The data thus acquired was then verified and expanded with the use of
information gathered in 850 recruitment processes conducted by Antal, as well as telephone interviews
with employers and candidates. The research covered salaries offered in recruitment processes for
professional and managerial positions and encompassed individuals who possessed a minimum of
two-year work experience in medium and large companies, both Polish and multinational. The report
presents monthly total, average and gross salaries actual salaries at specific positions are often
dependent on a number of factors (see How to Read the Report? section).

HOW TO READ THE REPORT?
Antal Salary Report was created to set a benchmark for salaries offered in specific sectors,
disciplines and job positions. One must keep in mind, however, that the actual wage per- On the employers side: the region of the country in some circumstances, salaries are
taining to a particular position is determined by a variety of factors. differentiated across voivodeships. Typically the highest salaries are offered by employers
located in the Mazowieckie, Dolnolskie and lskie voivodeships, the lowest are offered
In order to use the data contained within this report for comparison against ones own in the witokrzyskie and Warmisko-Mazurskie voivodeships. However, it should be em-
salary, or to assess the feasibility of a job offer, the following variables should be taken into phasized that a number of corporations implement nation-wide pay scales which makes the
consideration: offered salaries consistent across the entire country, company size, Polish / foreign capital,
bonus system employees are sometimes granted incentive bonuses which, in some cases,
On the candidates side: the number of years of work experience, the candidates work are considered a part of the monthly salary.
experience profile (small or multinational companies), scope of duties and responsibilities
(the scope of duties and responsibilities can often differ between similarly named posi- Benefits were indicated as follows:
tions), foreign language skills, acquired certificates, notable achievements (while working 1 standard in-work benefits for certain sector (eg. business mobile or a company car con-
at the same position one can carry out his/ her duties flawlessly, but some candidates are sidered as basic tools on the position)
able to boast exceptional achievements, e.g. implementing a new concept in the company 2 above-standard, but limieted benefits (eg. additional day-off, allowance to use company
- employers consider this a very valuable asset), soft (personal) skills. car for the private purposes)
3 unlimited benefits, strongly exceeding the standards.
AGNIESZKA WJCIK
MARKET RESEARCH MANAGER

AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES IN
POLAND ACROSS SPECIFIC DISCIPLINES AND SECTORS
10 223 PLN
9 658PLN
(compared to 9658 PLN in Antal Salary Survey 2015)

5192
5562
5562 Administracja
The highest salaries were recorded among members of Senior
SSC/BPO 6100 the average monthly gross salary in this group
Management
5200
5380to PLN 19 348.
amounted
6300 As inLogistyka
the previous edition of the study, high salaries were
ADMINISTRATION also observed in the Law discipline, an average of PLN 13
6100 8295
906, and Sales and Marketing with an average salary of PLN
7978 7978
11 981. Those disciplines recorded the highest increases in
LOGISTICS HR
salaries compared to the previous year.
8295
8110
8150 8000
HR Inynieria
8110
8035
8925
ENGINEERING 8925
8035 Raport
Finanse Pacowy 2016
i Ksigowo
9025 8890
FINANCE & ACCOUNTANCY
8890 9025Raport Pacowy 2015
Bankowo i ubezpiecznia
9217 8410
BANKING & INSURANCE
8410 9217
10 893 IT
IT 10 220
10 220
10893
11 389 Farmacja
PHARMACY
10 167 10 167
11389
11 981
SALES & MARKETING Sprzeda i Marketing
10 380 10 380
13906 11981
LEGAL
12 460 Prawo
12 460
19348
SENIOR MANAGEMENT 13906
17 503 Wysza kadra zarzdzajca
17 503
19348

LEGAL
13 906 PLN
12 460 PLN
(compared to 12 460 PLN in Antal Salary Survey 2015)
LEGAL
We have been observing an interesting trend in the Polish legal services market for some
time now. The loosening of regulations had little impact on the professional and mana-
gerial labour market just a few years ago, but recently we have witnessed growing com-
petition among young lawyers. They are mainly applying for professional positions, with
a very small number seeking managerial jobs. This is caused by a certain irregularity in the
labour market, with elements of both an employer's and candidate's market being present.
The fierce competition is starting to affect more experienced lawyers, which is reflected
by salaries. The best among them earn much more and have access to better benefits.
KONRAD GNIADEK
SENIOR CONSULTANT
HR & LEGAL

LEGAL
DETERMINANTS OF SALARIES OFFERED

TO PROFESSIONALS AND MANAGERS
Work experience in the same or similar job position Foreign language skills
In the vast majority of cases, employers wish to fill a given position with a candidate who Fluency in English is a basic skill in the legal sector. Each additional foreign language may raise
has experience working a similar job. It is sometimes possible to land a job that is one tier the market value of a candidate. There is a lot happening in the Polish market, therefore em-
higher in the company hierarchy, but that usually happens due to past achievements and ployers are starting to look for candidates who speak foreign languages, especially Western
potential of the candidate. Employers are sporadically willing to consider candidates with European ones. Due to the migration from the East, knowledge of Russian is also a useful skill.
an enormous potential and very unique skills, but no job experience in a similar environ- Moreover, we are observing increasing demand for Chinese and Turkish.
ment or even in the legal sector.
Soft interpersonal skills
The size of the candidate's former companies Lawyers can be divided into those working front office and back office jobs. The latter
The salaries and remuneration structure differ greatly between lawyers working for law seldom come into contact with customers, so soft skills are not crucial in their case. How-
firms and those employed in-house. Law firms have a more rigid system, however the ever, the vast majority of lawyers have to work with people, often becoming the face of
salaries are usually much higher. International firms and corporations pay more than Polish the company, and are responsible for growing the business through promoting and selling
companies. Brand is king in the legal market, therefore candidates who worked for certain services (business development). Therefore, well-developed interpersonal skills are cur-
renowned firms or corporations will be offered higher salaries based on that factor alone. rently one of the most important characteristics of candidates in the legal sector.
There are professionals and managers in the market (often grouped in boutique law firms)
specialising in providing comprehensive services to customers (they are usually called 'gen- Regional characteristics
eralists'). They have a distinct advantage in that they are not constrained by complex and
Warsaw is the centre of the Polish legal services market the biggest law firms and most
(unnecessarily) long procedures, therefore they are flexible and not limited to narrow fields
corporations have their offices in the capital. Other important cities include Krakw, Pozna,
of expertise.
Wrocaw and Tricity.
Corporate layers, with narrow specialisations, are often unable to find common ground
with independent generalists, so their professional experience may, in this sense, prove to
be a hindrance.

LEGAL
SALARIES OFFERED IN SELECTED JOB POSITIONS
Position Gross monthly salary PLN Benefits*
Law firms
Associate 3 000 - 18 000 1
Senior Associate 4 000 - 30 000 2
Local Partner in Law Firm 15 000 - 40 000 3
Partner in Law Firm 20 000 - 60 000 3
Legal departments
In-house Lawyer 8 000 - 20 000 1
Manager in the Legal Department 12 000 - 18 000 2
Head of Legal Department 20 000 - 45 000 3
Compliance officer 8 000 - 18 000 2
Head of compliance 20 000 - 40 000 3
* You can find the description of benefits on page 5 in "How to read the report" chapter.

SALES & MARKETING
11 981 PLN
10 380 PLN

SALES & MARKETING
FMCG & Technical Sales

Experience and knowledge of the market and consumer needs, as well as being able to
skilfully tailor planned activities to market trends have all been important in the last few
years. Sales is a very competitive field, therefore companies continue increasing expecta-
tions towards new employees. Both small and big organizations value creativity and swift
action, but also long-term thinking, which allows them to leave the competition behind
and increase their market share.
MONIKA WOJCIECHOWSKA ANNA DOMINIK

TEAM LEADER FMCG SENIOR CONSULTANT TECHNICAL SALES
ANTAL SALES & MARKETING ANTAL SALES & MARKETING

SALES & MARKETING

Work experience in the same or similar job position skills combined with experience gained in the FMCG sector will provide a big advantage to
Employers are currently planning for the long-term, that is why they are looking to hire candidates.
employees who will stay with the company for many years and grow together with it. The technology sector is a bit more restrictive in this regard. A Lack of English skills does not
Professional experience gained in other organizations brings added value mainly because only translate into lower salaries, but may also prevent candidates from being hired altogether.
the orientation period takes shorter, and the risk of the employee making bad business
decisions is lower. Analytical and strategic competences, as well as managerial potential, Professional achievements
all of which are greatly valued in the FMCG sector, are verified mainly by examining the In the case of sales positions, professional achievements in a given job are one of the indica-
professional achievements of prospective candidates. tors of employee engagement and independence, therefore companies place great emphasis
Experience in the same or similar job position in the technology sector means that a given on verifying achievements during job interviews. The more diverse the projects led and the
candidate is familiar with the technologies used and, therefore, will be able to get to know challenges overcome along the way, the more trustworthy the employee and the higher the
the solutions used by the new employer in a shorter timeframe. A degree in technology is chances of the employer hiring him or her.
also important and held in much higher regard than degrees in humanities or economics.
The size of the candidate's former companies The most sought after competences in the FMCG sector include communicativeness,
Large multinational FMCG corporations expect candidates to have gained experience in openness, teamwork skills. Both Polish companies and international corporations are
organizations of a similar size, multi-tasking capabilities and the ability to adapt to a multi- searching for individuals who are motivated to succeed and take business risks while re-
cultural workplace. Smaller organizations are learning from the big players, therefore they taining a healthy and compassionate approach to others. Willingness to work in a team to
readily take in individuals who have worked in corporations to make use of their knowledge achieve company goals is especially valued. Similar competences are expected from sales
and experience and implement proven solutions. employees in the technology sector. Such individuals are harder to find, however, because
There is an unwritten rule in the technology sector: the bigger the organization, the higher soft skills are not a given among engineers.
the salaries. One must remember, however, that the size of a company also includes its
reach, thus if a role involves managing sales in a bigger market (e.g. East Central Europe) Regional characteristics
the offered salary will reflect the added responsibility.
Salary discrepancies between various regions of Poland are still present. The Mazowieckie
Voivodeship has the highest salaries in specific positions, therefore employees are ready to re-
Foreign language skills locate to Warsaw to earn more, but also to take advantage of the more numerous professional
The FMCG sector prioritises product development both in Poland and abroad. English is the development opportunities. Wielkopolska and Dolny lsk are two other important regions.
basic tool for communicating in many countries, but employers are also looking for employees Lower salaries are offered in Eastern Poland and in the Maopolska region.
with German to bring in new customers, for example in Western Europe. Foreign language

SALES & MARKETING
Position Gross monthly salary PLN Benefits* Position Gross monthly salary PLN Benefits*
FMCG TECHNICAL FIELD
Sprzeda Product Marketing Specialist 5000 - 8000 1
Key Account Manager 10000 - 15000 2 Sales Representative 5000 - 8000 1
Senior Key Account Manager 13000 - 18000 2 Sales Engineer 8000 - 16000 2
National Key Account Manager 16000 - 21000 2 Product Manager 8000 - 15000 2
Sales Director - Traditional Trade 17000 - 20000 2 Export Manager 8000 - 15000 2
Sales Director - Modern Trade 18000 - 22000 2 Key Account Manager 10000 - 15000 2
Sales Director - Traditional & Modern Sales Manager 12000 - 18000 2

20000 - 30000 3
Trade
Business Development Manager 13000 - 20000 3
Marketing
Trade Marketing Specialist 5000 - 8000 1 Sales Director 15000 - 30000 3
Trade Marketing Manager 10000 - 16000 2 RETAIL
Junior Brand manager 7000 - 10000 1 Store Manager 4000 - 6000 1
Brand manager 10000 - 14000 2 Area Manager 6000 - 8000 1
Marketing Manager 15000 - 18000 2 Product Manager 10000 - 12000 1
Marketing Director 20000 - 30000 3 Buyer 8000 - 15000 1
Marketing Manager 13000 - 23000 1
* You can find the description of benefits on page 5 in "How to read the report" chapter. Marketing Director 18000 - 30000 2

SALES & MARKETING
Internet/Media/E-commerce
The Internet/Media/E-commerce recruitment market has been undergoing rapid changes
since the start of 2016. We are witnessing a significant increase in the demand for candi-
dates for broadly-defined online positions in companies from various industries. Market-
ing agencies, media houses and e-commerce platforms, which have been in business for
a long time, are all constantly looking for new candidates. High employment dynamics are
also present in the FMCG and pharmaceuticals sectors, as companies require candidates
with online competences to fill newly-created positions. As regards the candidates them-
selves, they are becoming more careful when considering job changes and the companies
that win them over have to offer more than just a high salary. Candidates in the sector
are very focused on personal development and broadening their competences to keep up
with the rapidly-changing online market.
ANNA SARNA
RECRUITMENT CONSULTANT
ANTAL SALES & MARKETING

SALES & MARKETING
DETERMINANTS OF SALARIES OFFERED TO PROFESSIONALS

AND MANAGERS
Work experience in the same or similar job position Professional achievements

Experience in the same or similar position is important, whereas competences in the Individuals employed in the Internet/Media/E-commerce sector often try to convince pro-
broadly-defined online world are intertwined and, therefore, not as important. Diverse spective employers by presenting the projects that they completed or their side-businesses,
job experience is required from candidates for senior positions, however some companies usually in the form of start-ups. The market is relatively closed, so such information is easy to
prefer individuals who follow a stable and well-planned career path. Apart from having verify.
a history of stable employment, employers also require candidates to have had led projects
on their own (for example through their own consulting companies) which attests to them Soft interpersonal skills
having a broader perspective on sales and marketing. Companies are searching for dynamic, open and communicative employees, who ap-
proach their duties with enthusiasm. Teamwork skills are crucial in sales and marketing
The size of the candidate's former companies positions, as the competences and scopes of responsibility of such employees in the
The size of the candidate's former employers in the Internet/Media/E-commerce sector Internet/Media/E-commerce sector are often shared, therefore teamwork is essential if
may, but does not have to, matter. Having job experience with the biggest e-commerce the company is to be successful.
platforms, the main players in the media market or a renowned international corporation
is certainly a big plus. On the other hand, employers are also willing to consider hiring can- Regional characteristics
didates who have worked or led projects for innovative start-ups, the number of which is Most companies and key players in the Internet/Media/E-commerce market are based in
growing in Poland, that sometimes employ only several people. Warsaw. This includes the biggest, often international marketing and advertising agencies, as
well as media houses. Companies based in Warsaw offer the highest salaries, therefore pro-
Foreign language skills fessionals and managers are often willing to relocate to Poland's capital in order to broaden
Individuals employed in sales and marketing positions in the Internet/Media/E-commerce sec- their competences while working for market leaders. Sales and marketing employees also earn
tor are required to have good English skills, therefore candidates who cannot communicate the highest salaries in the Mazowieckie Voivodeship
in English will definitely be disregarded. The terminology in the industry is mostly drawn from
English. Companies seldom require candidates to speak other foreign languages, but it does
happen, for example when e-commerce companies venture into foreign markets and, as is the
case with Germany, need employees who can speak the local language to take advantage of
the possibilities offered by the big market.

SALES & MARKETING
Position Gross monthly salary PLN Benefits
Marketing Director (Media) 20 000 - 30 000 1
Managing Director (Marketing Agency) 20 000 - 30 000 1
New Business Manager 4 500 -12 000 1
Sales Manager 8 000 - 15 000 1
Digital Manager 12 000 - 18 000 1
E-commerce Manager 8 000 - 15 000 1

IT
10 220 PLN
9 419 PLN

IT
For the last several months the IT market has continued to be a candidate's market, which
means that the number of available job offers exceeds the supply of suitable candidates.
This contributes to an ongoing increase of salaries in the entire sector. Programmers of
all specialisations are currently in high demand, however Java specialists continue to be
the most sought after by employers. This is mainly due to Java being used in practically all
network applications and having broad open source capabilities. Its popularity will surely
not diminish in the coming years. Salaries of testers, analysts and administrators are grow-
ing at a slower pace.
ALEKSANDRA KUJAWA
BUSINESS UNIT MANAGER
ANTAL IT SERVICES

IT

Work experience in the same or similar job position

Experience measured with the level of competence and the length of training in a given Professional achievements
specialisation are still the key criteria that employers take into consideration when screen- Talking about achievements and completed projects is becoming a standard part of job inter-
ing candidates. Professionals who seek change and wish to retrain should expect signifi- views. The achievements and professional history are usually verified by obtaining references
cantly lower earnings initially, but their choice may bring benefits in the future. Salaries in from the candidate's former superior and co-workers.
the IT sector are directly related to experience and the specialisations that are currently
in the highest demand. The fastest salary increases were recorded among effective pro- Soft interpersonal skills
grammers specialising in the most popular technologies and testers, who earn decidedly Interpersonal skills are gaining importance as companies place strong emphasis on them.
less but the demand for whom is growing at a steady pace. The type of contract is also im- The stereotype of an introverted professional is very much alive in the IT sector, however
portant. Professionals with B2B contracts earn on average 20% more than their colleagues good communication within the project team and with other business lines can have
with permanent employment contracts. Smaller salary increases and an overall stagnation an enormous impact on effectiveness and progress. The most crucial soft skills include
are visible in the areas of infrastructure and management support systems. having a proactive attitude, listening actively, being communicative and able to work as
part of a team.
The size of the candidate's former companies
The size of the candidate's former company usually has little direct influence on recruit- Regional characteristics
ment decisions. It has the biggest impact in the case of big organizations, which prefer Polish cities are doing what they can to draw in investment and development. Tricity is devel-
candidates with experience in a specific business environment and the forms of reporting oping dynamically with large ITO centres and a number of smaller branches of Scandinavian
that it requires or, as is the case with programmers, specific coding practices. IT companies, which transfer some of their operations to Poland with the aim of optimising
expenses without sacrificing quality of work, being set up. The same trend has been visible in
Foreign language skills Krakw on Wrocaw for the last few years, where the competition over the best professionals
Working knowledge of English is required from programmers, testers, analysts and manage- leads to a dynamic increase of salaries and the need to invest in additional tools such as em-
ment support systems specialists. It is also crucial in managerial positions. Many companies ployer branding. The highest salaries are still being paid in Warsaw, however the differences
are searching for professionals who know an additional foreign language, but it is not the most are often marginal when compared with other regions of Poland.
important condition when screening candidates. Polish IT professionals have no problems find-
ing jobs in other countries, however in some of them, for example Germany, knowledge of the
local language is required.

IT
IT Sales .net developer (senior) 10000 - 17000 2
Presales engineer storage 5000 - 14000 2 Java developer (middle) 6500 - 14000 2
Account manager 6000 - 8000 2 Java developer (senior) 8500 - 18000 2
Presales engineer (network/security) 10000 - 20000 2 Java Script developer (middle) 5800 - 14000 2
Product manager 8000 - 13000 2 Java Script developer (senior) 8900 - 16000 2
Key account manager 10000 - 15000 2 C++ developer (middle) 8000 - 13000 2
Senior presales engineer 10000 - 25000 2 C++ developer (senior) 10000 - 17000 2
Service manager 12000 - 17000 2 Oracle developer (middle) 7500 -10000 2
Presales manager 12000 - 30000 2 Oracle developer (senior) 9000 - 14000 2
Business development manager 15000 - 20000 2 Php backend developer (middle) 6000 - 11000 2
IT TECH Php backend developer (senior) 9500 - 14000 2
Helpdesk 3rd line (middle) 6000 - 13000 2 iOS/Android developer (middle) 7500 - 14000 2
Helpdesk 3rd line (senior) 8000 -17000 2 iOS/Android developer (senior) 12000 - 18000 2
Front-end developer (middle) 5500 - 11000 2 MS Dynamics NAV Consultant/Developer 10000 - 16000 2
Front-end developer (senior) 9000 - 16000 2 MS system administrator 5500 - 8000 3
.net developer (middle) 5800 - 13000 2 Database administrator (MS/Oracle) 9000 - 12000 3

IT
MS System Engineer 9000 - 12000 3 Senior Project Manager 12000 - 18000 2
Network administrator 8000 - 14000 3 Security Operations Center Analyst 6000 - 11000 3
Senior Database Administrator (MS/ Manager of Security Operations Center 17000 - 24000 3
10000 - 15000 3
Oracle)
Director of Security Operations Center 17000 - 24000 3
Senior MS System Engineer/ Architect 13000 - 19000 3
Senior Network Engineer 12000 - 18000 3
Consultant SAP FI,CO 7500 - 20000 2
System Integration Specialist 8000 - 14000 2
IT Infrastructure Specialist 10000 - 15000 3
Software Architect 11000 - 18000 2
IT Architekt 14000 - 22000 2
Consultant SAP WM, MM 10000 - 20000 2
QA specialist 8000 - 12000 2
Senior QA Specialist 13000 - 16000 2
QA Analyst 7500 - 12000 2
QA Manager 10000 - 17000 2
Data analytics progammer 6500 - 13000 2
IT Analyst 8000 - 13000 2
Project Manager 9000 - 12000 2

PHARMA & MEDICAL DEVICES
11 389 PLN
10 156 PLN

It has been another year of change for the pharmaceutical and medical industries, with
more acquisitions of entire companies and select product ranges. Some companies are
expanding their offerings by introducing innovative therapies, more generic drugs and
constantly searching for foreign-made products that may be introduced in the Polish mar-
ket. Changes in regulations, including the introduction of the Good Distribution Practice
guidelines, also contribute to shifts and transformations within pharmaceutical compa-
nies, therefore experienced wholesalers, who have successfully obtained licences in the
past, are in high demand and their salaries are on the rise. The industry also tries to keep
up with digital solutions, thus the demand for candidates with computer skills is very high
and they may expect very good salaries. We are also witnessing the constant growth of
medical departments, however our clients are often complaining that drawing in candi-
dates with medical degrees is difficult, and individuals with many scientific achievements
to their name are currently very sought after and well paid.
JOANNA KUZIOA
TEAM MANAGER
ANTAL PHARMA & MEDICAL DEVICES



Job experience gained in a similar position is key in the pharmaceutical and medical in- Documented achievements, as well as suggesting new solutions and new avenues of com-
dustries. This applies to basically all areas of the companies' operations, but especially: pany activities, are indispensable when looking for a dream job or higher salaries. We must
sales, marketing, drug registration, medical, drug safety, clinical studies departments. Some emphasize that achievements are not only related to meeting sales goals employees should
companies are willing to fill digital and multichannel positions with candidates who have have numerous successful experiences to their name regardless of position.
worked for marketing agencies, however they are still required to have experience in co-
operating with pharmaceutical companies. Soft interpersonal skills
Candidates with soft competences, such as engagement, proactiveness, openness, will-
The size of the candidate's former companies ingness to cooperate, as well as being satisfied with one's work, are in very high demand
Prospective employers usually do not take the size of the candidates' former companies in the medical and pharmaceutical industries. Companies are searching for employees
into consideration. On the other hand, increasingly more candidates wish to work for small- who are passionate about their work, ready to go beyond their responsibilities, seek new
er organizations, which give them a broader scope of responsibilities or the opportunity solutions and approaches. Such individuals are often offered higher salaries.
to develop certain activities from the ground up. Smaller companies are willing to take in
candidates from big corporations, as their work style and familiarity with the corporate en- Regional characteristics
vironment allow them to implement new solutions in developing or start-up organizations. Most head offices of pharmaceutical and medical companies are located in Warsaw and the
surrounding region, therefore salaries earned in office positions are usually determined by the
Foreign language skills specific organization and scope of responsibility in a given position, rather than the region.
English is essential in many positions. Without a good command of the language job changes Companies headquartered outside of the capital usually offer higher salaries than those based
are often impossible. Unfortunately, English skills are still not a standard requirement, even in in Warsaw. The salaries of field employees are not dependent on the region or type of job.
managerial positions. Some of them earn more, but only if they are required to work across the entire country or
a large part of it. We have observed, however, that higher salaries are not determined by re-
gion, but rather the product that the salesperson offers. Companies that sell more advanced
medical devices, or more expensive and highly-specialised therapies, usually offer higher sal-
aries.

SALES MEDICAL DEPARTMENT
Medical Representative 5000 - 8000 2 Medical Science Liaison 12000 - 15000 2
Key Account Manager 8000 - 13000 2 Medical Advisor/ Manager 16000 - 25000 2
National Key Account Manager 15000 - 20000 2 Medical Director 25000 - 35000 2
District Manager 10000 - 15000 2 Market Access Manager 20000 - 40000 3
Field force manager 15000 - 20000 2 REGULATORY &

PHARMACOVIGILANCE
Sales Director 19000 - 30000 3 DEPARTMENT
Business unit director 20000 - 45000 3 Regulatory Specialist 6000 - 9000 1
MARKETING Pharmacovigilance Specialist 8000 - 9000 1
Junior Product Manager 9000 - 12000 2 Regulatory/ Pharmacovigilance

18000 - 22000 2
Manager
Product Manager 14000 - 17000 2
DEPARTMENT OF CLINICAL TRIALS
Trade Marketing Manager 14000 - 18000 2
Clinical Research Associate 10000 - 17000 2
Group Product Manager 16000 - 18000 2
Clinical Research Manager 18000 - 20000 2
Marketing Manager 18000 - 22000 2
Marketing Director 22000 - 40000 3

9 025 PLN
8890 PLN

FINANSE I KSIGOWO
In the last year we have witnessed many signs of the finance sector becoming a candi-
date's market, which resulted from a shortage of candidates with competences needed by
employers. The law of supply and demand required employers to compete over the best
employees, which resulted in higher salaries being offered to prospective candidates. The
ongoing rapid growth of SSCs/BPO centres, which handle increasingly more complex fi-
nance processes, including controlling, taxes and reporting, as well as the good economic
outlook that results in new jobs being created allow us to predict that the positive trends
will continue into the future.
ANNA PIOTROWSKA-BANASIAK
DEVELOPMENT DIRECTOR
ANTAL FINANCE & ACCOUNTANCY



Employers continue to consider job experience and the competencies that arise out of it The most highly valued professional achievements of candidates for financial positions attest
as the key criteria when choosing candidates for financial positions. It is curious, however, to their extensive business awareness and initiative. For example, successfully completing
that the shortage of candidates with suitable qualifications, and the excessive financial tasks aimed at improving or optimizing processes that most accounting and controlling spe-
demands (or those relating to development prospects) that some of the have in com- cialists have accomplished numerous times in the course their careers.
parison to other team members, force employers to partially drop their job experience
requirements. Soft interpersonal skills
Today's finance experts no longer fit the stereotypical image of a reclusive bureaucrat
The size of the candidate's former companies who spends all day drafting incomprehensible and useless reports. Apart from analytical
The size, scale and reach of the candidate's former employers are very important as they skills, which are obviously required from individuals who chose a career in finance, soft
determine the competences that he or she has attained and may offer to their future em- skills continue to be crucial. Highly-developed communication and teamwork skills, often
ployer. One should also note the dynamic growth of Centres of Excellence operated by under the pressure of time, in the case of professionals, and excellent leadership skills in
multinational companies in Poland, which create attractive professional development and the case of managers are, apart from understanding the operations of the businesses that
financial prospects for professionals and managers with relevant experience in financial, they work with, the most desired and valued skills.
accounting, controlling, audit and tax departments of big international companies.
Regional characteristics
Foreign language skills Salaries earned by individuals employed in the finance sector depend on the location of the
English continues to be the language of finance. Sound knowledge of the language is a pre- company. The highest earnings are offered in large business centres as the competition over
requisite for building a career path and developing competences based on international pro- the best employees is fierce. It is interesting to note, however, that the differences in salaries
fessional qualifications. Knowledge of other European languages, such as German, French or in the most developed markets are diminishing. This results from the fact that the financial
Spanish, opens up interesting job opportunities in multinational companies based in these expectations of candidates are confronted with the available job offers and the price of their
countries, however English is increasingly often the only foreign language required in high- competencies are determined by the market.
ly-specialised positions.

Tax Specialist 7000 - 9000 1
Accountant 3000 - 7000 1
Financial Analyst 5000 - 9000 1
Senior Financial Analyst 9000 - 13000 1
Senior Accountant 6000 - 9000 1
Financial Controller 10000-17000 1
Internal Auditor 9000 - 15000 1
Tax Manager 12000 - 18000 2
Chief Accountant 10000 - 18000 2
Controlling Manager 12000 - 20000 2
Interim Financial Manager 20000 - 35000 2
Financial Manager 15000 - 22000 2
Chief Financial Officer /

30000 - 60000 3
Member of the Board

BANKING & INSURANCE
9 217 PLN
8 410 PLN

BANKING & INSURANCE
During the previous year we have observed a modest increase in salaries in middle and
senior professional and managerial positions in the banking and insurance sectors. With
the sole exception of IT employees, the finance market clearly favours employers. The
supply of employees greatly exceeds the demand for them and the willingness to take on
new challenges. Ongoing regulatory changes, uncertainty concerning government proj-
ects and the resulting forecasts of diminishing returns of banks and insurance companies
force employers to cut spending. By doing this they are preparing for possible revenue
drops in the future caused by further changes. Companies are also undergoing ownership
changes and revising their strategic goals. All of the above contributes to companies hold-
ing out for what the future will bring. However, there are areas in which the demand for
talented employees remains high. The study proves that, despite the seemingly unfavour-
able conditions, salaries have nevertheless increased. This is caused by the candidates
that we work with being among the most talented professionals and managers, who may
still count on being offered a competitive salary and other benefits meant to encourage
them to change employers. Even if most companies are holding back on making important
decisions, they still require the best talent to reach their strategic goals.
SEBASTIAN SALA
TEAM MANAGER
ANTAL BANKING & INSURANCE

BANKING & INSURANCE

Work experience in the same or similar job position Soft interpersonal skills
Professional experience is the main factor that determines the salaries offered to profes- Apart from analytical and technical positions, practically all employees are required to
sionals and managers. Some employers expect candidates to have experience working have good interpersonal skills, interdisciplinary cooperation skills and be flexible. Sales
in a similar job position. Others, who are looking for new solutions, are ready to take on skills, both presenting and negotiating, are also important. Most of today's goal-oriented
candidates from outside the sector, but usually expect them to be ready to carry out tasks companies cooperate with both external and internal customers.
without lengthy training. Managers are required to have soft skills being both a leader
and a partner for members of the new Y and Z generations. Regional characteristics
Salaries vary between regions of course, but the differences are not vast. There is a num-
The size of the candidate's former companies ber of locations in Poland where banks, insurance companies and other financial institutions
Depending on the area that a given employee will be responsible for, employers require base their headquarters. Individual discrepancies are not significant if we compare an office
candidates who have worked in different-sized companies. Smaller banks often employ in- in Warsaw and a big city in the South of Poland, however the differences become apparent
dividuals with a so-called helicopter view of a specific department, process or organisation. when comparing entire pay spines. Therefore, many employers are currently debating where
Bigger companies have splendid professionals specialising in a single area. Depending on to locate their headquarters in order to have access to suitable talent.
employer needs, this factor greatly influences the offered salaries.
Foreign language skills

Foreign language skills are another factor that influences salaries. Financial institutions out-
source some tasks and, for example, risk-related work is performed in an international environ-
ment. The most requested languages include English, German, French and Spanish.
Professional achievements
Remunerations are also affected by track records and achievements. Employers value all
achievements that contribute to boosting effectiveness, improving results, increasing quality
or the bottom line. They wish to talk about work and its outcomes rather than general topics
regarding the candidates' skills. The outcomes serve as proof of the employee's potential and
increase his or her value in the eyes of the employer.

BANKING & INSURANCE
BANKING FRONT OFFICE Regional Sales Manager

10000 - 15000 1
(Investment Fund)
Foreign Exchange Dealer 4000 - 6000 1
Factoring Sales Director 15000 - 22000 2
Stockbroker 5500 - 9000 2
Sales Director 19000 - 28000 1
Investment Analyst 8000 - 17000 2
Regional Director 14000 - 20000 2
Analyts 16000 - 25000 2
Investment Director 35000 - 50000 3
Leasing Advisor 4000 - 7500 1
Department Director 20000 - 38000 2
Investment Advisor 7500 - 10000 1
Partner in Private Equity 60000 - 100000 3
Factoring Advisor 7000 - 15000 1
BANKING BACK OFFICE
Mass Affluent Advisor 7000 - 13000 1
Retail Risk Specialist 4000 - 9000 2
SME Advisor 7500 - 12000 1
Corporate Risk Specialist 7500 - 12000 2
Corporate Advisor 11000 - 20000 2
Compliance Specialist 6000 - 8000 2
Private Banking Advisor 10000 - 18000 1
Corporate Risk Manager 9000 - 14000 2
Branch Manager 8500 - 12000 1
Junior Product Manager 85000 - 13000 2
Branch Director 11000 - 18000 2
Product Manager 11000 - 16000 2
Operational Division Director 11000 - 18000 1
Internal Communications Team Manager 11000 - 17000 2

BANKING & INSURANCE
Marketing Director 18000 - 36000 2 INSURANCE BACK OFFICE
Sales Support Department Director 18000 - 36000 1 Claims Adjuster 5000 - 8000 1
Administration Department Director 16000 - 22000 2 Specialist 7000 - 12000 1
Retail Risk Department Director 19000 - 25000 2 Actuarial Analyst 6000 - 12000 1
Product Department Director 22000 - 32000 2 Technical Adjuster 7000 - 15000 1
Department Director/ Spokesman 19000 - 31000 2 Reinsurance Specialist 7000 - 14000 1
Member of the Board of Management 30000 - 49000 3 Senior Reinsurance Specialist 10000 - 15000 1
INSURANCE FRONT OFFICE Technical Underwriter 12000 - 18000 1
Coach 6000 - 15000 2 Actuary 8000 - 17000 1
Business Development Manager 8000 - 15000 2 Product Manage 12000 - 16000 1
Bancassurance Sales Manager 15000 - 20000 2 Chief Actuary 12000 - 25000 2
Sales Network Manager 15000 - 20000 2 Department Director 20000 - 35000 2
Sales Channel Director 15000 - 30000 2 Management Positions 35000 - 100000 3
Brokerage Sales Manager 18000 - 20000 2
Branch Director 10000 - 15000 2
Regional Director 10000 - 25000 2
Sales Director 25000 - 40000 3

ENGINEERING & LOGISTICS
LOGISTICS ENGINEERING
7 978 PLN 8 925 PLN
8 295 PLN 8 035 PLN

(compared to 8295 PLN in Antal Salary Survey 2015) (compared to 8035 PLN in Antal Salary Survey 2015)
INYNIERIA I LOGISTYKA
In 2015 we wondered whether the predictions of a 'war over engineers' breaking out
between employers would prove true. Some areas of the market have certainly become
more favourable to candidates in 2016. This is attested to by an abundance of interesting
job offers as well as the accounts of candidates, who claim that they often take part in
more than one recruitment process at a time. This is true for both professionals and man-
agers. New positions in Polish organizations are being created because of the expansion
of manufacturing companies into other countries. Multinational corporations are also de-
ciding to transfer new responsibilities to the Polish business units of their European struc-
tures. Many very talented engineers and managers are provided growth opportunities in
their organizations, which contributes to an increase of salaries coupled with broadening
their scope of duties and responsibilities.
The differences between the manufacturing and logistics sectors are marginal. Expenses
are still of crucial importance in the transport, logistics and freight forwarding sector,
therefore the strong competition in the market makes employers reluctant to raise sala-
ries, which have not increased since 2015.
ROMAN ZABOCKI
TEAM MANAGER
ANTAL ENGINEERING & OPERATIONS


Work experience in the same or similar job position serve that young engineers and managers, members of the Y generation, have on average
The market is very dynamic at the moment, and salaries are determined by both the exter- the same number or even more achievements than their colleagues with ten more years of
nal labour market as well as the internal capabilities of many organizations. Salaries have professional experience. The nature of this phenomenon may be rooted in the fact that in
increased in many companies due to attempts to retain key managers and engineers. Those the fairly recent past, when resources were scarce in many organizations, negotiations with
organizations that decided to promote employees were often forced to take on individuals prospective customers and suppliers affected company operations for the next few years.
with higher financial expectations or lower competencies to take their place. We should Currently, professional achievements are usually defined as successfully performing one's du-
also remember that the earnings in Polish positions forming part of international structures ties with the necessary commitment.
continue to be lower than in Western Europe.
The size of the candidate's former companies Organizations increasingly often make it a point to verify the soft skills of candidates.
Due to the very rapid growth of companies with Polish capital (both in Poland and abroad), Competence interviews or skill tests have become standard components of recruitment
they are able to draw in engineers and managers with experience gained in international processes. Companies that cannot offer a competitive salary at the outset are looking for
organizations by offering them higher salaries than just a few years ago. Top-tier engineers individuals who will attain the necessary competence and knowledge through a proper
and managers are often hired by Polish companies only if they have worked for a large attitude and motivation. Companies that pay average or better salaries also raise the bar
international organization in the past. for candidates, as they wish to remain competitive in the international labour market.
Foreign language skills Regional characteristics

Foreign language skills, especially English, are a basic prerequisite in practically all positions. Salaries differ between various regions of the country by about 10 - 15%. The trend of offer-
Because of a shortage of candidates with extensive experience and advanced knowledge of ing higher salaries in bigger cities and their vicinities continues, however we are observing an
foreign languages, e.g. German, employers often decide to take on less qualified professionals increase of remunerations in medium cities and areas with competitive labour markets. Many
who already know the language with the aim of training them. Companies increasingly often professionals and managers decide to return home several years after relocating, and they are
seek candidates with a working knowledge of French and Italian. offered a salary that corresponds to their competence and experience gained in a different
location. This is especially true when they are able to reduce operational costs upon returning.
Professional achievements
Candidates are more willing to talk about their achievements and so consciously. However,
there is a generational gap that contributes to different perceptions of success. We may ob-

ENGINEERING LOGISTICS
Production Planner 5000 - 7000 1 Warehouse Manager 8000 - 15000 1
Technologist 5000 - 8000 1 Supply Chain Manager 15000 - 35000 2
Quality Engineer 5000 - 8000 1 Logistics Director 15000 - 25000 2
R&D Engineer 6000 - 12000 1
Process Engineer 6000 - 8000 1
HSE Manager 10000 - 15000 2
Quality Manager 15000 - 18000 2
Production Manager/Director 15000 - 20000 2
Maintenance Manager 12000 - 17000 2
Technical Director 15000 - 20000 2
Plant Manager 25000 - 35000 2
Managing Director 35000 - 60000 3

HR & ADMINISTRATION
HR ADMINISTRATION
8 150 PLN 6 300 PLN
8110 PLN 6100 PLN

(compared to 8110 PLN in Antal Salary Survey 2015) (compared 6100 PLN in Antal Salary Survey 2015)
HR & ADMINISTRATION
For the last few years we have witnessed a transformation of roles in the HR industry. The
number of specialised positions is steadily growing. These include remuneration special-
ists, recruiters, HR Business Partners, but also employer branding, benefits and remuner-
ation analysis specialists, all of whom are becoming commonplace in today's companies.
This process will most likely continue growing in the future.
Of course a lot depends on the sector, type of company and simply the specific charac-
teristics of individual organizations. If the business of a company relies strongly on HR
activities, with a significant impact on the company's bottom line, mission, vision and
strategy, the remunerations of HR specialists reflect that.
The SSC/BPO sector, which has grown by 20% over the last year, is a good example of
an industry in which HR processes have evolved greatly in recent years and salaries have
increased accordingly. Such rapid growth requires organizations to implement develop-
ment strategies that include coordinated HR activities addressing the various needs of
the organization. It is in this sector that we have observed the highest increase of salaries
earned by HR and administration specialists. This holds especially true for experienced
recruitment specialists.
AGNIESZKA PASTUA
TEAM MANAGER
ANTAL HR & LEGAL

HR & ADMINISTRATION


Experience is the most important factor that determines salaries in the HR and administra- Project management skills are increasingly often viewed as a key competence among HR
tion sector. However, seniority itself is not as important as the companies in which a given specialists. Employees are assessed on the basis of the projects that they took part in and
individual has worked. International companies and renowned brands are held in particu- their achievements when implementing new HR solutions and tools. The more independent
larly high regard. If a prospective employer operates in a sector with a candidate's market, and creative tasks and achievements backed by numbers and indicators one has to his or
then a candidate with experience in an industry with a candidate's market (and thus similar her name, the more valuable he or she will be as a candidate for a professional or managerial
challenges faced by companies) will be the most sought after. position.
The size of the candidate's former companies Soft interpersonal skills

HR candidates who worked for big, multinational organisations are more valued than those The ideal HR candidate should be reliable, trustworthy and, thus, able to support the
employed by small companies. Big organizations use infinitely more complex HR solutions company's business processes in a diplomatic and cool-headed fashion. He or she should
and tools, plus they have access to funds for implementing additional projects, such as also be a good listener and observer, open to other people, but able to behave assertive-
employee development programs. ly when required. The ability to plan ahead is also indispensable. Candidates who have
Big organizations (and those operating in the new technologies sector, regardless of their exhibited creativity and flexible thinking in the past may count on better prospects and
size) often use innovative training solutions such as: webinars, workshops and e-learning higher salaries. Senior HR positions require candidates to be charismatic leaders, who are
sessions. If a company that uses such tools or plans to implement them is searching for able to influence others and motivate them to focus on specific tasks.
suitable candidates, it is most likely to choose an individual who has used similar tools
before. Regional characteristics
Company location has an influence on salaries only in the case of local Polish organizations.
Foreign language skills The salaries offered by corporations are evening out across all regions (especially when it
Fluency in English is not widespread among individuals working in the so-called hard HR posi- comes to professional and managerial positions). The long-held generalization stating that
tions (personnel and payroll administration), therefore sound knowledge of the language may heads of HR departments earn the most in Warsaw is no longer true. Employers based in
contribute to higher salaries. It also opens the door to working in multinational corporations, Krakw, Pozna or Wrocaw offer very similar salaries.
which have higher average salaries than local, national companies.

HR & ADMINISTRATION
HR
HR Analyst 4000 - 5000 1
Payroll Specialist 4000 - 5000 1
Compensation & Benefits Specialist 5000 - 6000 1
Recruitment and Training Specialist 5000 - 6000 1
Recruitment and Employer Branding

5000 - 6000 1
Specialist
HR Specialist 6000 - 7000 1
HR Coordinator 7000 - 10000 1
Payroll Manager 10000 - 12000 1
Compensation & Benefits Manager 10000 - 15000 1
HR Business Partner 10000 - 15000 2
HR Manager 15000 - 20000 2
HR Director 20000 - 30000 3

SSC/BPO
5 562 PLN
5 200 PLN

SSC/BPO
The SSC/BPO sector continues to be one of the most dynamic labour markets, therefore
the salaries offered are mostly dependent on the number of new services centres being
opened in a given location and the types of processes that are being outsourced to Po-
land. We may assume that salaries grow by 5-10% each year in cities where several new
centres have been set up. The organizations that built their centres a few years ago must
therefore constantly keep track of the labour market to compete with new companies.
Start-ups often lure candidates with prospects of fast professional development, oppor-
tunities of travelling abroad to transfer business processes, as well as high salaries and
attractive benefits packages.
DARIA STEFASKA
TEAM MANAGER
ANTAL SSC/BPO

SSC/BPO


An ideal professional candidate should have at least 2-3 years of experience in a given Because increasingly more complex processes are being outsourced to Poland, and the pro-
area (not including language skills which are described below). The broader their knowl- cesses that are already being handled here are becoming stable, work experience in the areas
edge concerning a given process (the so-called end-to-end), the better the qualifications of transformation and process improvement as well as achievements in those areas are re-
of the candidate and, therefore, the higher the salary that he or she will be offered by quired from candidates for expert, project and managerial positions.
employers. Knowledge of legal regulations and the ability to adapt to the communication
style of a given country as well as experience in process transitions are also very important In the case of professional positions, many employers are of the opinion that successfully
competences for candidates to have in the SSC/BPO sector. Software skills (SAP, ERP) and transferring processes from a given country and being actively involved in the migration are
various international certificates are also considered important by employers. examples of achievements that greatly contribute to a candidate's competence set.
The size of the candidate's former companies Soft interpersonal skills

Many employers treat the size of the candidate's former company as an indicator of his Apart from language skills and specialist knowledge in a given area, most employers also
or her scope of responsibilities. Most companies with several hundred or thousand em- attach importance to the soft skills of prospective candidates. The ability to communicate
ployees have very narrow processes. Candidates who work in smaller companies are often in a foreign language with an internal or external customer and the team, being able to
responsible for a wide process (end-to-end) and have a broader knowledge of business adapt to changing conditions and multitasking are among the most desired skills.
processes, which increasingly often is desired by employers. Candidates with experience in
several processes have the broadest knowledge and the so-called helicopter view, which is Most employers also consider the candidate's motivation for changing jobs and choosing
especially useful in expert and managerial positions. to work in a given position in a given company as well as their outlook on their future self
in five years as key factors.
Foreign language skills
Salaries in the SSC/BPO sector are influenced mostly by the candidates' foreign language skills. Regional characteristics
English is the corporate language used in all companies and a good command of it (B2 level) An analysis of the salaries in the SSC/BPO sector makes it apparent that the differences be-
is obligatory. Candidates should also have a near fluent command (C1 level) of their working tween various regions have diminished recently.
language allowing them to communicate freely in a business environment. It still seems that the competition between employers is the strongest in Krakw, a city with
the highest number of shared services centres and BPO companies, but the majority of ad-
Candidates with German and French are the most sought after, but Dutch, Spanish, Portuguese vanced business processes in the areas of accounting, banking, HR and buying processes are
and Nordic languages are also in demand. For the last few years candidates with Dutch and being handled there.
Nordic languages have been earning the highest salaries in the sector regardless of position.

SSC/BPO

Including the average language bonus.
BANKING HR
KYC/AML Analyst with Languages 4500 - 6000 1 Payroll Administrator Specialist 6000 - 7500 1
Senior KYC/AML Analyst with Languages 6000 - 7500 1 Compensation and Benefits Specialist 5500 - 7000 1
Team Leader KYC/AML 7500 - 9500 1 Learning and Development Specialist 4000 - 7500 1
Manager KYC/AML 10000 - 14000 1 Staffing Specialist with Languages 5000 - 7000 1
Compliance Analyst with Languages 3500 - 5000 1 HR Administrator Team Leader 7000 - 10000 1
Senior Compliance Analyst with HR Services Manager 10000 - 15000 1

5000 - 6500 1
Languages
Procurement/ Logistics
Fund Accountant with Languages 3500 - 5000 1
Logistic Specialist with Languages 3800 - 5500 1
Senior Fund Accountant with Languages 5000 - 6500 1
Procurement Specialist with Languages 5000 - 6500 1
Research Analyst with Languages 4000 - 8000 1
Buyer with Languages 5500 - 9000 1
Business Analyst with Languages 6000 - 8000 1
Senior Buyer with Languages 8000 - 12000 1
Product Controller 6000 - 8000 1
Procurement Team Leader 10000 - 15000 1
Reporting Manager 10000 - 14000 1
Procurement Manager 14000 - 20000 1

Customer Service / ITO Treasury Analyst 6500 - 9000 2
Customer Service Specialist with Treasury Manager 12000 - 20000 2

3500 - 6500 1
Languages
Customer Service Team Leader with 7000 - 11000

1
Langauges
Team Leader 1st Line Support 5500 - 8000 1
Finance & Accountancy
AP/AR Accountant with English 4000 - 5500 1
AP/AR Accountant with languages 4500 - 6500 1
AP/AR Senior Accountant with English 5500 - 7000 1
AP/AR Senior Accountant with languages 6000 - 8000 1
Accounts Payable/ Account Receivable

7500 - 8500 2
(AP/AR) Team Leader with English
AP/AR Team Leader with Languages 8000 - 10000 2
AP/AR Manager with Languages 11000 - 13000 2
RtR Accountant with English 4500 - 6000 2
RtR Accountant with Langauges 4700 - 7500 2
RtR Team Leader with English 8000 - 10000 2
RtR Team Leader with Languages 9000 - 12000 2
RtR Manager with Languages 12000 - 14000 2

ANTAL MARKET RESEARCH
A sound HR strategy should be based on a thorough analysis of data concerning the or-
ganization as well as a range of external factors. Its effectiveness may be determined by MARKET DEVISING EXAMINING
examining how certain comparable indicators change over a set period of time. By doing RESEARCH HR STRATEGIES NEW POSSIBILITIES
so, the organizations position among the competition may be ascertained, and the expec-
tations, benchmarks and market standards may be determined. Our range of services inc-
ludes all types of research concerning the labour market, including assessing the salaries XXactual and expected XXhiring priorities XXavailability of candidates
in a specific region/sector, the availability of certain competencies in the market and the slaries and perquisites XXavenues of brand in new areas of activity or
investment potential of specific regions. XXemployer brand image development in new locations
and awrness in the region XXexpected work XXavailability of
What distinguishes Antal Market Research? or sector arrangements candidates with certain
XXAntal research provides answers to specific business problems. The theoretical XXthe brands position competences, for
XXusing crowdsourced
framework and research results form the basis upon which practical recommendations among the competition example foreign language
ideas and innovations
are made. skills, in a given area or
XXtrends in the specialist region
XXAntal has 20 years of experience in operations and conducting research in the labour labour market
market. We are familiar with the challenges faced by HR departments, have thorough XXwillingnesss to relocate
knowledge of the candidate market and know how to best reach accurate sources of
information.
XXOur operations are international in scope, therefore we take into account the cultural
characteristics of each market and sector.
XXWe have access to 140 000 professionals and managers, as well as 230 000 individuals
in our organisation that specialise in human resources management.

CONTACT
For more information, please do not hesitate to contact:
Marta Todorczuk Agnieszka Wjcik

PR Specialist Market Research Manager
marta.todorczuk@antal.pl agnieszka.wojcik@antal.pl
|
ANTAL OFFICES IN CEE
Warszawa | warsaw@antal.pl | +48 22 483 50 00
Wrocaw | wroclaw@antal.pl | +48 71 736 50 00
Krakw | krakow@antal.pl | +48 12 446 50 00 www.antal.pl
Pozna | poznan@antal.pl | +48 61 628 60 00
Gdask | gdansk@antal.pl | +48 58 770 20 10
Praga | oce@antal.cz | +420 296 326 240 | www.antal.cz

Bratysawa | oce@antal.eu.sk | +421 232 310 000 | www.antal.eu.sk
ENLOYD OFFICES IN EUROPE

| berlin@enloyd.de
|
Berlin | +49 30 912 015 05
www.enloyd.de
Monachium | munich@enloyd.de | +49 89 124 149 330
Budapeszt | enloyd@enloyd.hu | +36 1 783 00 00 | www.enloyd.hu

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ANTAL SALARY REPORT

SALARIES OFFERED TO PROFESSIONALS AND MANAGERS

HOW TO READ THIS REPORT? ................................................................................................................... 5

AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES................................................................... 6

SALARIES BY DISCIPLINE ............................................................................................................................. 8

ABOUT ANTAL MARKET RESEARCH ...................................................................................................... 50

2 | ANTAL SALARY REPORT www.antal.pl

I hope you will find the report inspiring,

3 | ANTAL SALARY REPORT www.antal.pl

4 | ANTAL SALARY REPORT www.antal.pl

5 | ANTAL SALARY REPORT www.antal.pl

6 | ANTAL SALARY REPORT www.antal.pl

7 | ANTAL SALARY REPORT www.antal.pl

9 | ANTAL SALARY REPORT www.antal.pl

DETERMINANTS OF SALARIES OFFERED

10 | ANTAL SALARY REPORT www.antal.pl

SALARIES OFFERED IN SELECTED JOB POSITIONS

Position Gross monthly salary PLN Benefits*

Associate 3 000 - 18 000 1

Senior Associate 4 000 - 30 000 2

Local Partner in Law Firm 15 000 - 40 000 3

Partner in Law Firm 20 000 - 60 000 3

In-house Lawyer 8 000 - 20 000 1

Manager in the Legal Department 12 000 - 18 000 2

Head of Legal Department 20 000 - 45 000 3

Compliance officer 8 000 - 18 000 2

Head of compliance 20 000 - 40 000 3

11 | ANTAL SALARY REPORT www.antal.pl

12 | ANTAL SALARY REPORT www.antal.pl

FMCG & Technical Sales

MONIKA WOJCIECHOWSKA ANNA DOMINIK

13 | ANTAL SALARY REPORT www.antal.pl

DETERMINANTS OF SALARIES OFFERED

14 | ANTAL SALARY REPORT www.antal.pl

SALARIES OFFERED IN SELECTED JOB POSITIONS

FMCG TECHNICAL FIELD

Sprzeda Product Marketing Specialist 5000 - 8000 1

Key Account Manager 10000 - 15000 2 Sales Representative 5000 - 8000 1

Sales Director - Traditional & Modern Sales Manager 12000 - 18000 2

Trade Marketing Specialist 5000 - 8000 1 Sales Director 15000 - 30000 3

Trade Marketing Manager 10000 - 16000 2 RETAIL

Junior Brand manager 7000 - 10000 1 Store Manager 4000 - 6000 1

Brand manager 10000 - 14000 2 Area Manager 6000 - 8000 1

Marketing Manager 15000 - 18000 2 Product Manager 10000 - 12000 1

Marketing Director 20000 - 30000 3 Buyer 8000 - 15000 1

Marketing Manager 13000 - 23000 1

15 | ANTAL SALARY REPORT www.antal.pl

16 | ANTAL SALARY REPORT www.antal.pl

DETERMINANTS OF SALARIES OFFERED TO PROFESSIONALS

Work experience in the same or similar job position Professional achievements

17 | ANTAL SALARY REPORT www.antal.pl

SALARIES OFFERED IN SELECTED JOB POSITIONS

Position Gross monthly salary PLN Benefits

Marketing Director (Media) 20 000 - 30 000 1

Managing Director (Marketing Agency) 20 000 - 30 000 1

New Business Manager 4 500 -12 000 1

Sales Manager 8 000 - 15 000 1

Digital Manager 12 000 - 18 000 1

E-commerce Manager 8 000 - 15 000 1

18 | ANTAL SALARY REPORT www.antal.pl

19 | ANTAL SALARY REPORT www.antal.pl

20 | ANTAL SALARY REPORT www.antal.pl

DETERMINANTS OF SALARIES OFFERED

HOW TO READ THIS REPORT? ................................................................................................................... 5

AVERAGE PROFESSIONAL AND MANAGERIAL SALARIES................................................................... 6

SALARIES BY DISCIPLINE ............................................................................................................................. 8

ABOUT ANTAL MARKET RESEARCH ...................................................................................................... 50