MARKET TRENDS & SALARIES REPORT

1H 2013 SinGapore

02 Ambition Market Trends & Salaries Report 1H 2013 Singapore

Singapore

Australia

Hong Kong

United Kingdom

Ambition Market Trends & Salaries Report 1H 2013 Singapore 03

WELCOME

Contents
Introduction Survey Response Remuneration Base Salary Market Rate Remuneration VS Relocation Benefits Working Conditions Morale & Job Security Employee Engagement, Attraction and Retention Career Progression & Work Life Balance Social Media Talent Movements & Recruitment Forecast Outlook for 2013 Sin gapore Salaries 2013 Banking & Financial Services Sales & Marketing Finance & Accounting Technology About Ambition Contacts & Support 04 05 05 06 07 07 08 09 10 10 11 11 13

Bonus 06

Conclusion 12

20 21

04 Ambition Market Trends & Salaries Report 1H 2013 Singapore

Introduction
When you garner opinions on the economic outlook for 2013, views are often conflicting. This is the same when it comes to recruitment. 2012 was a relatively volatile year for recruitment with some industries faring better than others. However, as we progressed through the year and into Q4, hiring did begin to slow across industries. Whilst the number of jobs available remained consistent, there was a higher level of caution around hiring decisions that slowed processes down considerably. Going into 2013, the global economy remains uncertain as it continues to travel the long road to recovery. That said, Ambition sees a marked and an increasing focus on this part of the world. This bodes well for Singapore as it is increasingly seen and chosen as the entry market for South East Asia and often the APAC region. This will have a positive effect on the recruitment sector and we are optimistic about general hiring conditions, even though our clients, particularly those in the financial sector, remain cautious. Candidates with niche experience are at an advantage. In banking, this would include compliance, change, regulatory and risk, and also technology professionals as organisations look to develop/ embed platforms to support their operations more effectively. Across other industries strong digital talent remains in demand, as do talented sales and communications professionals. Within finance, there is an increasing demand for strategically minded finance professionals and those with strong transformation and project based skills. In Singapore and South East Asia, notably Indonesia, Malaysia, Vietnam, Philippines and Thailand, skills shortages continue to remain. Senior level recruitment (SG$250K and above) was more limited in 2012 as candidates remained in position and clients were focused on internal hires. It is not yet clear whether we will see a significant uplift in terms of senior recruitment as we progress through 2013, but we will have more clarity post Chinese New Year and once bonuses have been paid. We have, however, seen an increase in senior candidates registering with Ambition who are looking for their next career move in the new year. It looks like H1 2013 will see a great deal of opportunities for career moves, albeit, against an uncertain backdrop. There are certain industries that look to be more active than others, such as Oil & Gas, travel, online, digital and IT&T, and professional services. However, hiring will be focused on specific skillsets rather than purely industry experience. Hiring and retaining quality talent remain the number one priority for the vast majority of our clients. I would like to take this opportunity to thank all our clients and candidates for their support over the years. We look forward to a continued partnership with you on your recruitment and career needs. Paul Endacott, Managing Director South East Asia

Ambition Market Trends & Salaries Report 1H 2013 Singapore 05

Survey Response
The Singapore survey conducted in December 2012 received responses from over 1182 individuals drawn from our client and candidate databases. Employers were spread across industry sectors and levels with over 42% having worked for their companies for over 5 years. 66.8% of clients are from the senior manager level up onwards. Employees are represented across job functions with 30.1% in accounting roles, 13.7% working in marketing and 19% in banking. 9.3% of employees surveyed are currently holding contract roles.

Remuneration Base Salary

43% of employees surveyed earned SGD$100K and beyond while 13% earned SGD$50K and below. 28.6% of employees received 5% or more increment in the 2012 salary reviews while 29% received no salary increments. The majority of employees are expecting salary increments in 2013, with RENUMERATION only 12.3% expecting none. For the year 2013, 29.9% of employees expect salary increments of 6% and above. 12.3% do not expect any salary increments at all, with 27.9% of them from the C-level. In 2012 only 57.6% of employees received a salary increment of 5% or above, yet 74.9% expect increments of 5% and above for 2013, indicating confidence in the economy. The higher expectations in salary increments also coincides with the fact that 44.4% of total respondents think their salary levels are not in line with the market (20.6% are unsure). In contrast, 56.2% of employers believe that their remuneration levels are in line with the market while 13.5% are unsure. According to both employers and employees, the most likely salary percentage increment usually will fall between 3-5%. The inflation rate in Singapore averaged at approximately 4.7% for 2012.

BASE SALARY
2.8%
AVERAGE

WO

34%
HIGH

-3.1%
LOW

Did You Know? From 1962 until 2012, Singapore Ination Rate averaged 2.8 Percent reaching an all time high of 34.0 Percent in March of 1974 and a record low of -3.1 Percent in September of 1976.

64

of e allo wor

74.9%
BONUS

expect increments of 5% and above for 2013

MO

Bonus expectations for 2013

28.5% expect bonuses between 0-5% 38.7% expect bonuses between 6-15% 32.9% expect bonuses of 16% and above

MARKET RATE RENUMERATION VS RELOCATION

RENUMERATION BASE SALARY BASE SALARY

2.8% AVERAGE 2.8%
AVERAGE

WORKING CONDITIONS

06 Ambition Market Trends & Salaries Report 1H 2013 Singapore

34% HIGH 34%

HIGH

-3.1% LOW -3.1%

LOW

Did You Know? From 1962 until 2012, Singapore Ination Did You Know? Rate 1962 averaged Percent reaching an all From until 2.8 2012, Singapore Ination time high of 34.0 Percentreaching in Marchan ofall Rate averaged 2.8 Percent 1974 and a 34.0 record low ofin -3.1 Percent in time high of Percent March of short, employees of employers stating that it did not of meet Bonus payouts in the year 2012 fell with 62.5% of employees September of 1976. 1974 and a record low of -3.1 Percent in exible in more allow clock employers employees of of their expectations. This is shared across junior and senior working management levels. September of 1976. hours hours 50 thanin more allow exible clock staff week per 50 hours hours workingfor than 34.2% of employees did not receive any bonuses while 28.6%for received bonuses that are 20% and staff per week

Bonus

64.6% 64.6%

27.9% 27.9%

above of their base salaries.

BONUS BONUS

expect increments of 74.9% JOB SECURITY Although 33.1% of employees did not get any bonusesMORALE this year, only & 13.7% are expecting the expect increments 5% and above for of 2013 same outcome for 2013. This positivity is shared by the majority of employers, with only 9.2% 5% and above for 2013 expecting no bonus payouts in 2013.

74.9%

MORALE & JOB SECURITY

Bonus expectations for 2013 Bonus expectations for 2013 between 0-5% 28.5% expect bonuses

28.5% bonuses between 0-5% 38.7% expect expect bonuses between 6-15% 38.7% bonuses between 6-15% 32.9% expect expect bonuses of 16% and above 32.9% expect bonuses of 16% and above

in their business that morale is low MARKET RATE in their business MARKET RATE RENUMERATION VS Market Rate Remuneration VS Relocation RENUMERATION VS RELOCATION RELOCATION Closely reflecting a similar percentage of

30.9% of candidates feel 30.9% that morale is low

of candidates feel

employees who feel underpaid, 49% of employees also think that they could earn more in another city, with 38% being unsure if they would earn more. This could explain why an overwhelming 77.2% are willing to relocate to further their careers, which places further emphasis on global opportunities available internally and policies (both company and government) to attract and retain these talented individuals.

More people are willing to relocate for better pay and More people arecareer willingprospects to relocate for better pay and career prospects

62.6% 57.7% of employees who will relocate to further of candidates feel that 62.6% their careers have also indicated that they are likely there is not enough of candidates feel that to relocate within the year. That would constitute being in staff there isinvested not enough a substantial brain drain to the invested local and training andworkforce development being in staff training and development companies should take steps to retain these talents within their organisations.

Similarly, 70.8% of senior management staff have also responded that they are willing to relocate to further their careers as 34.6% of them feel that they would earn more in another city. 48.1% of this group is looking to move within the year.

Ambition Market Trends & Salaries Report 1H 2013 Singapore 07

Benefits
The most common benefits on offer from companies remain healthcare, dental and life insurance. Needless to say, expat housing is at a low 5% given the financial crisis shakeup in the last two years to expat packages. Some new benefits that have arisen or are gaining popularity are staff discounts, enhanced maternity/paternity leave and pension schemes.

BENEFITS

SOCIAL

Did You Know? Some company benets that employers are giving include coverage of children tuition fees, birthday leave, country club membership and meal subsidies at Macdonalds!

of e social m potentia

This shows that in a bid to retain talent, companies are adopting a greater range of benefits that break away from the conventional mandatory benefits. Pension schemes are also gaining in popularity to retain staff over longer periods of employment. From the results disparity, it still appears that employees are not fully aware of all company benefits that are in place and employers should take steps to clearly communicate these.

EMPLOYEE ENGAGEMENT, ATTRACTIO

RENUMERATION BASE SALARY

Employees WORKING CONDITIONS 1. Salary 2. Career Advancement 3. Benets 4. Company Culture

Working Conditions

Emplo 1. Salar 2. Bonu 3. Relat 4. Com

2.8% 34% work -3.1% 59.8% of employees between 40-50 AVERAGE HIGH LOW hours a week while 27.9% put in 50-60 hours. The trend observed shows that Did You Know? senior management staff made up the From 1962 until 2012, Singapore Ination majority (60%) of employees who Rate averaged 2.8 Percent reaching an all worked time high of of 34.0 Percent of in excess 60 hoursinaMarch week. 43.2% of 1974 and a record low of -3.1 Percent in that employees have also responded September of 1976. they worked longer hours this year than previous recent years, reflecting similar levels on the employer side.
expect increments of

64.6%
of employers allow exible working hours for staff

27.9%
of employees clock in more than 50 hours per week

TALENT MOVEMENTS & RECRUITMENT FORECAST 74.9% & JOB SECURITY 60% of employees sometimes feel the pressure toMORALE put in more hours. The majority of employees
2. Online Job Boards

CAREER WORK L

who feel constant pressure are those who are in managerial and below positions. On theranked: employer Job search avenues 5% and above for 2013 level, 33.1% have responded that they feel constant pressure to put in1. more hours.Firms Recruitment Despite only 18.3% of employees constantly feeling the pressure to work more hours, the reality BONUS 3. LinkedIn is, 36.7% of respondents still end up working in excess of 50 hours a week. 4. Through networking
Bonus expectations for 2013

Top Reas

While 53.7% employees their companies offer flexible working hours, 64.6% of employers 28.5%of expect bonusessaid between 0-5% say that38.7% they do offer flexible working hours- a benefit that may not be clearly communicated. expect bonuses between 6-15%
32.9% expect bonuses of 16% and above

30.9%

MARKET RATE RENUMERATION VS

of candidates feel that morale is low in their business

08 Ambition Market Trends & Salaries Report 1H 2013 Singapore of employers of employees allow exible clock in more working hours than 50 hours for staff per week

64.6%

27.9%

MORALE & JOB SECURITY

Morale & Job Security

0-5% 6-15% nd above

30.9%

of candidates feel that morale is low in their business

42.4% of employees have responded that there were layoffs in their business areas in the last 12 months. While 45.2% of employees feel neutral towards the level of morale at work, 30.9% feel that morale is low or very low. This could be because despite most companies exceeding or hitting expectations for 2012, 25.9% still performed worse than anticipated, thus affecting staff morale.This sentiment of low morale is also shared by 30.9% of employers. In addition, a huge percentage (62.6%) of employees feel that their companies are not investing enough in training and developing their staff. This could also affect morale as staff investment reflects how much a company values its people and concerns itself with their professional development. While 57.3% of employees say they sometimes worry about losing their jobs, 11.8% indicated that they constantly worry. Despite 91.1% having responded that it would be competitive or difficult for them to find a new job in the current market, there are more than a quarter of candidates who never worry about losing their jobs. Employers on the other hand are less confident. Only 16.7% of them feel that their staff never worry about losing their jobs. With 93.1% of employers having responded that it will be difficult to find a job in the current market, it justifies why 83.3% of them would feel that their employees do worry about losing their jobs.

62.6%

of candidates feel that there is not enough being invested in staff training and development

Ambition Market Trends & Salaries Report 1H 2013 Singapore 09

Employee Engagement, Attraction and Retention

BENEFITS SOCIAL MEDIA
When asked to rank what would be the most important factor to retain them, 30.4% of employees indicated salary still remain their priority, followed by career advancement, benefits and company culture. Contrary to popular belief, employees are less bothered about the company brand as long as the salary is attractive. This could be due to current market conditions coupled with practicality on salary expectations.

Brand Conscious? Not!

Did You Know?

Of the 8 factors given 25.9% of candidates ranked company brand as the least important. 56%
social media proles of culture in the Similarly, have also rankedare salary, career advancement, benefits and Some employees company benets that employers giving potential candidates to include coverage of children tuition fees, birthday same order of importance when looking for a new job. 38.2% placed more emphasis on salary assess them. leave, country club membership and meal subsidies levels. at Macdonalds! of employers view

Employers on the other hand have ranked (in order of importance) salary, bonus, relationship with manager and company culture to be important staff attraction and retention factors. This shows a clear difference between what employers think as compared to what employees really want.

EMPLOYEE ENGAGEMENT, ATTRACTION & RETENTION

Employees 1. Salary 2. Career Advancement 3. Benets 4. Company Culture

Employers 1. Salary 2. Bonus 3. Relationship with manager 4. Company Culture

TALENT MOVEMENTS & RECRUITMENT FORECAST

Job search avenues ranked: 1. Recruitment Firms 2. Online Job Boards 3. LinkedIn 4. Through networking

CAREER PROGRESSION & WORK LIFE BALANCE

Top Reasons why employees resign: 46.2% 16.7% 15.5% 15% No career progression Company culture mist Dissatisfaction with salary Poor relationship with superior

10 Ambition Employees Market Trends & Salaries Report 1H 2013 Singapore 1. Salary 2. Career Advancement 3. Benets 4. Company Culture

Career Progression & Work Life Balance

Employers 1. Salary 2. Bonus 3. Relationship with manager 4. Company Culture

Even though career advancement has consistently ranked high on the level of importance for employees, 38.7% of employees feel that there is no career progression in their current companies while only 31.5% are confident of a career progression. 68.1% of employees are also job title conscious because they feel that it reflects their level of experience and it plays an important factor in securing their next job. 25.6% do not mind what their titles are as long as they are enjoying their jobs.CAREER These sentiments are closely mirrored in the TALENT MOVEMENTS & PROGRESSION & employer survey. RECRUITMENT FORECAST

WORK LIFE BALANCE

46.2% 16.7% 15.5% 15%

To further emphasise the importance of career advancement, 64.8% employees have Jobof search avenues ranked: responded that they would rather forgo flexible 1. Recruitment Firms working hours to achieve life balance 2. Onlinework Job Boards LinkedIn than to give up on 3. career progression. 64.6% of 4. Through networking employers have also indicated that they would not be willing to forgo career progression for work life balance.

Top Reasons why employees resign: No career progression Company culture mist Dissatisfaction with salary Poor relationship with superior

BENEFITS

Social Media

SOCIAL MEDIA

Even though LinkedIn remains the most popular platform for job seekers and recruiters, recent cases of top executives being fired due to improper conduct on social media have also prompted 83.5% of employees to be conscious of how their behaviour on other social media platforms could potentially have an impact on them Did professionally. You Know?
Some company benets that employers are giving include coverage of children tuition usage fees, birthday This wariness of personal of leave, country club membership and meal social media is no surprise withsubsidies 48.8% of at Macdonalds!

of employers view social media proles of potential candidates to assess them.

56%

EMPLOYEE ENGAGEMENT, ATTRACTION & RETENTION Likewise, 56% of employers have responded that they do view social media profiles of potential
employees to assess them. This shows that employers are moving beyond conscientiously written CVs in their assessment.

employees having responded that their companies have implemented guidelines and rules on employee social media behaviour.

Employees 1. Salary 2. Career Advancement 3. Benets 4. Company Culture

Employers 1. Salary 2. Bonus 3. Relationship with manager 4. Company Culture

Employees 1. Salary 2. Career Advancement 3. Benets 4. Company Culture

Employers 1. Salary Ambition Market Trends & Salaries Report 1H 2013 Singapore 11 2. Bonus 3. Relationship with manager 4. Company Culture

Talent Movements & Recruitment Forecast

59.9% of employees are looking to change jobs within 2013, closely reflecting the percentage of employees who have responded that they are looking to relocate within the year for career advancement. When looking for the next step in their careers, employees are less inclined to consider internal transfers. While this can be due to attractive external offer, it can also demonstrate a lack of & TALENT MOVEMENTS & CAREER PROGRESSION engagement or awareness of internal opportunities available.

RECRUITMENT FORECAST

WORK LIFE BALANCE

46.2% 16.7% 15.5% 15%

Job search avenues ranked: 1. Recruitment Firms 2. Online Job Boards 3. LinkedIn 4. Through networking

Top Reasons why employees resign: No career progression Company culture mist Dissatisfaction with salary Poor relationship with superior

Outlook for 2013

For 2013 outlook, 23.2 % of employees expect business to contract, up from 19.7% of employees who expected businesses to contract for the year 2012. A majority (46.8%) are staying positive on possible business growth for 2013. In addition, 2013 sees 59.3% of employees looking to change jobs within the year which will lead to an increase in recruitment activity in the first half of the year.

OUTLOOK FOR 2013

Employees: To what extent are global economic conditions impacting your business? Not at all 6.8% Some impact 57.6% Signicant Impact 35.6% Employers: To what extent are global economic conditions impacting your business? Not at all 1.1% Some impact 55.7% Signicant Impact 43.1%

CONCLUSION

39.6%

of candidates feel that their company does not update staff sufciently and frequently enough on company performance while only 21.8% of employers agree on that, clearly showing a communication gap between top management and the ground level.

Employers: To what extent are global Employees: To what extent are global economic conditions impacting your business? economic conditions impacting your business? 12 Ambition Market Trends & Salaries Report 1H 2013 Singapore Not at all 1.1% Not at all 6.8% Some impact 55.7% Some impact 57.6% Signicant Impact 43.1% Signicant Impact 35.6%

CONCLUSION

Conclusion

39.6%

of candidates feel that their company does not update staff sufciently and frequently enough on company performance while only 21.8% of employers agree on that, clearly showing a communication gap between top management and the ground level.

Talent is more open to relocating these days if it means better pay and greater job progressions.

Between work life balance and career progression, majority of the workforce would still rather have the latter than the former.

Companies and governments alike need to work to retain talent and craft immigration policies to meet and manage the trend of talent ow respectively.

Ambition Market Trends & Salaries Report 1H 2013 Singapore 13

Singapore Salaries 2013

Banking & Financial Services
Investment Banking
Internal Audit Head of Audit / Internal Control / Operational Risk Senior Vice President Vice President Assistant Vice President Analyst / Associate CFO Regional Chief Financial Officer Country Chief Financial Officer Compliance Head of Compliance Senior Vice President Vice President Assistant Vice President Senior Associate Compliance Officer / Analyst Management Reporting / FP & A Head of Management Repor ting Senior Vice President Vice President Assistant Vice President Management Accountant Junior Accountant / Analyst Product Control Head of Product Control Senior Vice President Vice President Assistant Vice President Associate Analyst Regulatory Reporting / Financial Accounting Regional Financial Controller Senior Vice President Vice President Assistant Vice President Accountant Junior Accountant Tax Head of Tax (large bank) Head of Tax (small bank) Senior Vice President Vice President Assistant Vice President Tax Accountant 15+ 12 - 15 15+ 12 - 15+ 7 - 12 3-7 220K - 300K+ 180K - 280K+ 180K - 220K+ 140K - 180K 80K - 140K 50K - 80K 15+ 15+ 12 - 15 7 - 12 3-6 1-3 220K+ 180K - 220K+ 150K - 180K 80K - 150K 60K - 90K 45K - 70K 15+ 15+ 10 - 15 6 - 12 3-6 13 250K+ 200K - 250K 145K - 200K 85K - 145K 60K - 90K 40K - 60K 15+ 15+ 12 - 15 7 - 12 3-6 1-3 250K+ 180K - 220K 150K - 180K 80K - 130K 60K - 90K 40K - 60K 15+ 15+ 12 - 15 7 - 12 3-7 1-3 240K+ 180K - 220K+ 130K - 180K 80K - 130K 60K - 90K 40K - 80K 15+ 12+ 300K - 500K 200K - 300K Years of experience 15+ 15+ 12 - 15 7 - 12 1-8 Annual salary range (S$) 250K+ 180K - 250K 140K - 200K 85K -140K 45K - 90K

14 Ambition Market Trends & Salaries Report 1H 2013 Singapore

Operations & Risk Professionals

Operations (Settlements / Corporate Actions / Treasury) Head of Operations Senior Vice President Vice President Assistant Vice President Associate Analyst Middle Office (Trade Support) Head of Middle Office Senior Vice President Vice President Assistant Vice President Associate Analyst Project Management Head of Project Management Senior Vice President Vice President Assistant Vice President Associate Analyst Client Services Head of Client Ser vices Senior Vice President Vice President Assistant Vice President Associate Analyst Credit Risk Head of Credit Risk Senior Vice President Vice President Assistant Vice President Associate Analyst Market Risk Head of Market Risk Senior Vice President Vice President Assistant Vice President Associate Analyst 15+ 12+ 10 - 12 6 - 10 3-5 1-3 300K+ 180K - 250K 140K - 180K 85K - 140K 60K - 90K 40K - 65K 15+ 12+ 10 - 12 6 - 10 3-5 1-3 250K+ 160K - 220K 130K - 160K 85K - 130K 60K - 90K 40K - 65K 15+ 12+ 12 - 15 7 - 10 3-7 1-3 250K+ 200K+ 150K - 200K 70K - 120K 50K - 70K 35K - 50K 15+ 15+ 12 - 15 7 - 10 3-7 1-3 280K+ 200K+ 160K - 200K 80K - 130K 55K - 80K 40K - 55K 15+ 15+ 12 - 15 7 - 10 3-7 13 250K+ 200K+ 160K - 200K 80K - 130K 55K - 80K 40K - 55K Years of experience 15+ 12+ 12 - 15 7 - 10 3-7 1-3 Annual salary range (S$) 250K+ 200K+ 150K - 200K 70K - 120K 50K - 70K 35K - 70K

Ambition Market Trends & Salaries Report 1H 2013 Singapore 15

Sales & Marketing

Banking & Financial Services
Marketing Marketing Director VP*, Marketing Marketing Manager Executive Director, Corporate Communications / Affairs Director, Corporate Communications / Affairs VP*, Corporate Communications / Affairs AVP**, Corporate Communications / Affairs Internal Communications Manager Executive Director, Events Director, Events Conference / Event Manager Event Specialist Media Relations Manager Head of Market Research / Business Intelligence Market Research / Business Intelligence Manager Annual salary range (S$) 250K - 350K 150K - 220K 80K - 130K 350K+ 175K - 275K 150K - 200K 100K - 150K 100K - 125K 200K - 300K 175K - 225K 80K - 120K 60K - 80K 70K - 100K 175K - 250K 100K - 150K

Commerce & Industry

Broadcasting / Entertainment Vice President / Marketing Director Associate Director Marketing Manager Vice President / Director, Distribution Associate Director, Distribution Distribution Manager Vice President / Director, Adver tising Sales Associate Director, Sales Sales Manager FMCG General Manager Sales Director Sales Manager Key Account Manager Assistant Key Account Manager Marketing Director Marketing Manager Assistant Marketing Manager Senior Brand Manager Brand Manager Assistant Brand Manager Category Manager Assistant Category Manager Product Manager Assistant Product Manager Trade Marketing Manager Assistant Trade Marketing Manager 250K - 300K+ 150K - 225K 60K - 120K 50K -100K 40K - 55K 125K - 220K 75K - 125K 60K - 90K 90K - 120K 70K - 110K 50K - 70K 90K - 130K 50K - 70K 50K - 80K 40K - 60K 50K - 90K 40K - 60K Annual salary range (S$) c. 225K 150K - 200K 60K - 150K 200K - 300K 125K - 175K 80K - 120K 200K - 300K 125K - 175K 80K - 130K

* Vice President **Assistant Vice President

16 Ambition Market Trends & Salaries Report 1H 2013 Singapore

Commerce & Industry

IT / Telecommunications Marketing Director Marketing Manager Assistant Marketing Manager Product Manager Professional Services Marketing Director Marketing Manager Business Development Director Business Development Manager PR Manager Publishing Publisher Circulation Director Circulation Marketing Manager Circulation Sales Manager Adver tising Sales Director Adver tising Sales Manager Retail Head of Marketing Marketing Manager Assistant Marketing Manager Marketing Executive Brand Manager Assistant Brand Manager PR Manager Assistant PR Manager Merchandising / Buyer Manager CRM Director CRM Manager Advertising Agency Group Managing Director Managing Director Business Director / Management Super visor Client Ser vices Director Strategic Planning Director Group Account Director Account Director Account Manager PR Agency Managing Director Director / Practice Leader Account Director Account Manager Online Sales Director Sales Manager 200K - 250K 100K - 150K 250K - 350K 175K+ 90K - 130K 40K - 70K 500K+ 250K - 400K 175K - 250K 150K - 300K 200K - 275K 150K - 200K 75K - 125K 40K - 60K 180K - 250K 70K - 120K 40K - 70K 30K - 45K 70K - 100K 50K - 80K 60K - 80K 40K - 60K 70K - 100K 200K - 250K 80K - 130K 275K+ 150K - 225K+ 60K - 90K 60K - 90K 150K - 200K 60K - 90K 150K - 250K+ 80K - 120K 150K - 200K 90K - 130K 70K - 110K Annual salary range (S$) 200K - 250K+ 100K - 175K 50K - 80K 60K - 90K

Ambition Market Trends & Salaries Report 1H 2013 Singapore 17

Commerce & Industry

Digital / E-commerce Managing Director Marketing Director Sales Director Marketing Manager Sales Manager Travel & Hospitality Marketing Director Sales Director Marketing Manager Account Manager Sales Manager 150K - 200K 120K - 160K 70K - 120K 50K - 90K 60K - 100K Annual salary range (S$) 250K - 400K 150K - 300K 150K - 200K 75K - 125K 75K - 125K

Finance & Accounting

Commerce & Industry
Audit / Internal Control Head of Audit Senior Audit Manager Internal Audit Manager Internal Auditor Financial Accounting CFO Finance Director Regional Financial Controller Financial Controller Finance / Accounting Manager Financial Accountant Accounts Payable / Accounts Receivable Accountant Management Accounting Manager - Management Accounting Senior Management Accountant Management Accountant Planning & Analysis Head of Planning & Analysis Financial Planning & Analysis Senior Financial Analyst Financial Analyst Tax Vice President / Head of Tax Tax Manager Tax Accountant Treasury Head of Treasur y Treasur y Manager Treasur y Accountant 170K - 350K 90K - 170K 50K - 90K 180K - 350K 90K - 180K 50K - 90K 140K - 220K 80K - 140K 90K - 110K 50K - 80K 100K - 140K 80K - 100K 50K - 80K 250K - 500K 250K+ 150K - 250K 120K - 150K 80K - 120K 50K - 80K 40K - 60K Annual salary range (S$) 180K - 350K 120K - 180K 70K - 120K 50K - 80K

18 Ambition Market Trends & Salaries Report 1H 2013 Singapore

Technology
Banking & Financial Services
Business Change IT Director (ED MD) Program Manager (VP-D) PM (AVP-VP) Business Analyst (AVP-VP) Application Development Solutions Architect (VP-SVP) Development Manager (VP-SVP) C++/Java .Net RDBMS developer/DBA Infrastructure Infrastructure Director (D-MD) Infrastructure Manager (VP) Infrastructure Engineer (AVP) Systems administrator L2 Support Trading systems support (Front Office) Info Security Director (VP-D) Info Security Specialist (AVP-VP) Security Analyst Security Analyst 15+ 10-15 6-15 4-8 5-10 6-15 15+ 8-15 4-8 250K - 400K 150K - 250K 90K - 150K 70K - 100K 60K - 90K 70K - 140K 150K - 250K 100K - 150K 70K - 100K 70K - 100K 12-18 10-15 6-15 6-15 6-15 150K - 240K 150K - 240K 80K - 140K 80K - 140K 60K - 120K Years of experience 15+ 15+ 10-15 6-15 Annual salary range (S$) 300K - 500K 150K - 300K 90K - 150K 80K - 170K

Commerce & Industry

Business Change IT Director Program Manager PM Business Analyst Application Development Solutions Architect Development Manager C++ / Java / .Net RDBMS developer/DBA Infrastructure Infrastructure Director Infrastructure Manager Solutions Director / Head of Presales Solutions Architect / Presales Systems Administrator Network Administrator Network or Systems Engineer / 3rd line Support Capacity Planning Engineer Capacity Planning Manager IT Security Director IT Security Manager IT Security Analyst Helpdesk / Desktop Support Helpdesk Team Lead / Manager 10+ 8+ 8+ 5+ 5+ 5+ 5+ 5+ 6-8 8+ 6-10 5+ 3-7 5-8 160K - 220K 100K - 160K 150K - 250K 80K - 180K 60K - 110K 60K - 90K 60K - 100K 60K - 80K 70K - 120K 120K - 200K 80K - 120K 60K - 100K 40K - 70K 80K - 120K 8-12 8-12 5-10 5-8 100K - 160K 100K - 140K 60K - 120K 50K - 100K Years of experience 10+ 8+ 5-8 5-8 Annual salary range (S$) 200K - 300K 160K - 240K 80K - 140K 70K - 110K

Ambition Market Trends & Salaries Report 1H 2013 Singapore 19

Notes to salary tables: 1. Titles and levels vary from organisation to organisation. 2.  The salary ranges given are only approximate guides. For tailored salary advice, please contact us directly. 3. 12 month base salaries are assumed. 4. All other benefits and bonuses are in addition to these figures. 5. B  onus ranges can vary significantly from company to company and will be influenced by market conditions, business and individual performances. Bonus ranges from 1 month at the low end to 100%+ at the upper. 6. H  oliday entitlements range from 12 - 25 days with senior executives not usually receiving less than 18 days. Less than 15 is very rare and 20 days is becoming the norm. 7. Healthcare policies are standard. 8.  Pension plans vary with some companies offering greater than the standard contribution. Top up schemes can increase employer contribution levels as much as 15-20 percent of the base salary for senior executives.

20 Ambition Market Trends & Salaries Report 1H 2013 Singapore

About Ambition
Ambition is a leading global boutique recruitment business listed on the Australian Securities Exchange. With coverage across Hong Kong, Singapore, Sydney, Melbourne, Brisbane, Perth and London we specialise within the areas of banking & financial services, finance & accounting, technology and sales & marketing. We are best known for specialisation with in-depth knowledge and expertise, well-established networks and deep relationships.

What makes us different

We believe our size is a significant differentiator in the recruitment industry. We are big enough to undertake large scale projects for our clients, yet small enough to retain the soul and personality of a smaller company. We work relentlessly to reinforce our purpose and culture and believe passionately that no one in the company is too small to make a difference. As a global boutique recruitment business, our offices are extremely closely connected. Our management structure is geared towards facilitating communication between offices and our processes and technology go further to support this connection. Ultimately, this means we are well placed to source the hardest to find candidates and to extend client relationships to our international office network. For more information, please visit www.ambition.com.sg

Global Reach
United Kingdom Finance & Accounting  Banking & Financial Services Sales & Marketing Hong Kong Finance & Accounting  Banking & Financial Services Sales & Marketing  Information & Technology Australia Sydney, Melbourne & Brisbane Finance & Accounting  Banking & Financial Services Information & Technology HR

Singapore Finance & Accounting Banking & Financial Services Sales & Marketing Information & Technology

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Singapore

Australia

Hong Kong

United Kingdom

65 Chulia Street, #39-05/06 OCBC Centre, Singapore 049513 T: +65 6854 5600 F: +65 6854 5650 info@ambition.com.sg resume@ambition.com.sg www.ambition.com.sg
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