Greythorn Inside Technology 2013 Market Report

INSIDE TECHNOLOGY MarkET rEpOrT

NORTH AMERICA | 2013

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Demographics

Market Perspective

Full Time Employment

Contract Employment

Career Moves

Salary Summary

News & Insight

greythorn.com

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6. SaLarY SUMMarY ....28

Introduction ...................................... 3

Methodology .................................... 3

2. MarkET pErSpECTIVE ................... 8

4. CONTraCT EMpLOYMENT .................18

3. FULL TIME EMpLOYMENT .................12

5. CarEEr MOVES ..........21

7. NEWS & INSIGHT .........33

Staff ................................................ 9Job Security ................................. 11Economy ...................................... 11

Profession ...................................... 6Working Week ................................ 7

Compensation .............................. 13Length of tenure ........................... 14Benefits ........................................ 15Bonus ........................................... 16

Big Data & Cloud Computing ....... 29Business Intelligence & Database . 29Information Security ...................... 30Microsoft Stack ............................ 30

Mobile Application Development ... 31Project Management / Business Analysis ......................... 31Web Development ........................ 32

Compensation .............................. 19Length of tenure ........................... 19Benefits ........................................ 20

Previous .......................................22Current .........................................24Future ...........................................26

About us ......................................... 39

Acknowledgements & Disclaimer .... 40

CONTENTS

1. DEMOGrapHICS ...........4

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In Q4 2012, Greythorn conducted the second survey with its candidates focused on the demographics, length of tenure, working week, job security, career motivations, department changes, reward and bonus trends of IT professionals. Professionals from across the United States responded to the survey; helping us to determine key trends within the market for you.

This market report is based on the data received through the online survey, as well as the expert opinions of our experienced recruiters.

Please contact us if you would like to receive a report tailored to your business needs.

[email protected]+1 425 460 4285+1 312 283 8510

METHODOLOGY

At the end of 2012, we surveyed our database of IT professionals about their careers as well as the current job market conditions. These findings have enabled us to present you with a clear insight into key trends and drivers in the IT market.

This report provides some of the most comprehensive information available. We hope you find the data useful and we welcome any comments or recommendations.

We would also like to extend a big thank you to everyone who took part in the survey, your input is greatly appreciated.

Ben Weber, Managing Director [email protected]+1 425 460 4285IN

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DEMO- GrapHICS

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DEMOGrapHICS

Where is your role located?

What is your gender?

How old are you?

2% 25%

15%4%

4%

42%

11%

16%8%

24% 4%24% 21%18 - 24 years old

Female

Prefer not to say Male 43 - 50 years old

West Coast

CentralSouthwest

Pacific Northwest

Southeast

Midwest

Northeast

35 - 42 years old

60+ years old

25 - 34 years old

51 - 60 years old

16%

4% 80%

The IT industry is undergoing a huge change in terms of data storage which has impacted all positions. Cloud experience is required, and in fact, I am seeing several Systems Admin positions becoming obsolete with the advent of Cloud storage.

Terre Rigali, Senior Technical Recruiter

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DEMOGrapHICS

Which of the following best describes your industry?

3% 7%

22% 12%

4% 1%

11% 6%

2% 5%

6% 5%

5% 4%

3% 4%

Application / ASP Leisure / Travel / Entertainment

Federal Public Sector

Business Services / B2B Not for Profit

Healthcare Software Housing

Digital Media Professional Services

IT Product or Service Other (Telecom, Publishing, Hospitality, etc.)

Banking Manufacturing / Utilities

Financial Services Retail

prOFESSION

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WOrkING WEEk

DEMOGrapHICS

How many hours per week do you work on average?

Less than 20

46-50 hours

21-30 hours

51-55 hours

31-40 hours

56-60 hours

41-45 hours

More than 60 hours

2% 4%

10%19%

30%

3%

30%

2%

Which of the following best describes your role?

prOFESSION (FOLLOWING)

21% 18% 13%

10% 9% 8%

7% 7% 6%

1%

Software Development

Project Management & Business Analysis

Information Security

Infrastructure Other (Telecom, Sales, etc.)

Business Intelligence & Database

Executive Web Development

Cloud Computing

Mobile Application Development

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MarkET pErSpECTIVE

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MarkET pErSpECTIVE

STaFF

Did your organization increase or reduce the overall headcount last year?

55%Increase

Decrease

Don’t know21%

24%

With the number of audits and the importance of keeping data protected, compliance will play a key role in 2013. If organizations are not already compliant, they should be aware that they need to be and work toward protecting themselves, their customers and employees. Having ISO, audit, SOX, and PCI experience will be beneficial qualifications for candidates.

Andrew Kent, Information Security Account Executive

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MarkET pErSpECTIVE

Do you expect your organization to make any layoffs over the next 12 months?

What is the size of the organization or team you work with?

11%28%17% 44%16 - 30 team members

More than 31 team members

6 - 15 team members

Less than 5 team members

2% Don’t know

6% Yes, there will be significant headcount loss

16% Dependent on the volatile economy, we review every quarter

42% I suspect the headcount will remain the same

25% We are hiring aggressively now that the market has turned

9% No, we’ve made our cuts already

We constantly work with companies that feel there is growth in their future, but are concerned about not being able to find the talent they need. The days of calling companies only to hear that they will be doing layoffs instead of hiring have passed. While there are still some doubts in the local and international economy, the overall outlook for employers and investors is becoming more positive.

Travis Sjostrom, Senior Big Data Account Executive

STaFF (FOLLOWING)

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Throughout 2013, we will see several trends; mobile development is expected to rise even more, social media will continue to have a heavy influence and the exploring of new ventures with new technologies will continue. Certain technologies will be favored as pioneering developers work with emerging technologies and processes.

After experiencing OSCON (Open Source Convention) in all its splendor, open source technologies have the technical robustness and well connected community of equally enthusiastic evangelists to really impact 2013. The support and collaboration between these groups will yield much more effective results.

Patrick Anderson, Web Application Development Recruiter

Overall, the industry has a very positive outlook as the need for real time information and reports are at an all time high. Companies that do have the ability to access and create this information are gaining a huge advantage over the rest of the competition.

Taylor Williamson, Senior Business Intelligence Recruiter

MarkET pErSpECTIVE

JOB SECUrITY

ECONOMY

How secure do you feel in your current role?

How are you feeling about the future of the economy over the next 12 months?

6%Extremely pessimistic

18%Pessimistic

21%Indifferent

50%Optimistic

5%Extremely optimistic

9%Very insecure

13%Insecure

51%Secure

27%Very secure

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FULL TIME EMpLOYMENT

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COMpENSaTION

What level is your current basic salary?

Would you expect a salary increase over the next 12 months in your current role?

3% 3% 4% 3%6%

19%

10%12%

41%

43% Yes, up to 5%

4% Yes, between 11% and 20%

19%No

28% Yes, between 6% and 10%

6% Yes, more than 20%

Less than $30,000

$30,000 - $39,999

$40,000 - $49,999

$50,000 - $59,999

$60,000 - $9,999

$70,000 - $89,999

$90,000 - $129,999

$130,000 - $59,999

More than $160,000

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LENGTH OF TENUrE

How long have you been in your current role?

12%

10%

18%

18%

5%

0 - 6 months

More than 10 years

1 - 3 years

3 - 5 years

6 - 10 years

6 - 12 months

37%

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BENEFITS

Telecommute / Remote work

Which benefits are included in your current package?

None of the above

401K

Vision insurance

Life insurance

Continuing education

Gym membership / fitness / wellness

Flexible benefits (choosing from a range of options)

Dental insurance

Medical insurance

Share incentive / stock options

25 days PTO / holiday or more

Bonus

Car / transportation allowance

83%

87%

49%

44%

71%

76%

63%

30%

66%

49%

32%

45%

17%

4%

Rating average*

3.09

3.46

2.95

2.89

2.87

2.81

2.81

2.51

2.5

2.44

2.43

1.82

1.8

• The top 3 most vital benefits are Medical insurance (64% calling this ‘vital’), Dental insurance (34%) and 25 days PTO / holiday or more (22%). Insurance outweighs bonus opportunities and flexible working hours in contrast to the 2012 report.

• This information indicates that although there are demands for perks such as flexible working hours and stock options, a medical benefits package and ample vacation time are vital offerings for higher employee retention and satisfaction.

*(on a scale of 1 to 5, where 5 is the highest)

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BONUS

What is your bonus calculated on?

16% Company performance

20% Personal performance

64% Both company and personal performance

• 2012 saw an increase in bonus potential with 55% receiving a bonus (contrast to 47% in 2012), while personal performance had more of an influence (doubled since 2012). This could indicate that company performance is improving across the board, with only 16% of bonuses calculated on company performance alone.

Did you receive a bonus in 2012?

55%

45%

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As a percentage of your base salary, what level was your last annual bonus?

27%

30%

18%

8%

9%

4%

4%

0 - 5%

6 - 10%

11 - 15%

16 - 20%

21 - 30%

31- 40%

More than 50%

When is your bonus paid?

• 57% of bonuses are less than 10% of an individual’s basic salary, up from 53% in 2012. Those who receive bonuses in the 11 - 20% range saw a 10% reduction.


BONUS (FOLLOWING)

62% Annually

12% Semi-annually

4% Bi-annually

20% Quaterly

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CONTraCT EMpLOYMENT

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Less than $20 $20 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $81 - $90$71 - $80

CONTraCT EMpLOYMENT

COMpENSaTION

What level is your current hourly rate?

1%5%

1%6%

9%21%

9%13%

LENGTH OF TENUrE

How long have you been in your current role?

6% 9 - 12 months

12% 6 - 9 months

27% 3-6 months

38% Over 2 years

17% 1 - 2 years

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BENEFITS

Telecommute /Remote work

Which of these benefits are included in your current package?

Do you receive benefits as part of your package?

401K

Dental insurance

Continuing education

Flexible benefits (choosing from a range of options)

Vision insurance

Car / Transportation allowance

Medical insurance

Share incentive /stock options

Gym membership / Fitness / Wellness

None of the above

25 days PTO / holiday or more

Life insurance

Bonus32%

82%

32%

77%

18%

41%

32%

55%

14%

36%

9%

32%

55%

CarEEr OVErVIEW | CONTraCT EMpLOYMENT

• The amount of contract professionals who receive benefits as part of their employment package has only waivered by 1% (2012 results showed 32% of IT professionals receive benefits).

5%

31%

69%

• From these results, we can determine that contractors are generally enjoying the most vital benefits desired – Medical and dental insurance, but only 36% receive 25 days PTO or more. Employers can respond to this gap by providing other perks such as flexible holidays or the option to work from home.

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CarEEr MOVES

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prEVIOUS

CarEEr MOVES

More than $160,000

$130,000 - $159,999

$90,000 - $129,999

$70,000 - $89,999

$60,000 - $69,999

$50,000 - $59,999

$40,000 - $49,999

$30,000 - $39,999

5%

Application / ASP

14%

Leisure / Travel /Entertainment

9%

Banking27%

Manufacturing / Utilities

14%

Business Services / B2B

23%

Not for Profit

5%

Digital Media32%

Professional Services36%

Federal23%

Public Sector

14%

Financial Services

9%

Retail14%

Healthcare41%

Software Housing

9%

IT Product or Service64%

Other18%

9%

32%

18%

14%

9%

9%

5%

What level was your previous basic salary?

In which industries have you previously worked?

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prEVIOUS (FOLLOWING)

CarEEr MOVES

Why did you leave your previous role?

It’s a very competitive market; companies need to make sure they can offer a strong product, direction, technical challenge and growth as well as a competitive salary, benefits and positive work environment. It is no longer just about money. It’s about being a part of the next big thing.

Andrew Kent, Information Security Account Executive

More responsibility /accountability

3%

Improved employer brand

1%

Career development /advancement

17%

Relocation

4%

Higher salary

12%

Better commute / proximity

2%

Better bonus potential

1%

Job security

2%

Better work / life balance

7%

For an improved relationship with my manager / colleagues

3%

Improved benefits package2%

Laid off

12%

New challenge / more interesting work

14%

End of contract / assignment13%

Internal promotion2%

Not applicable / first job

3%

Other (retirement, closing, etc)

2%

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CUrrENT

CarEEr MOVES

How would you assess your level of satisfaction with your current role?

Culture Salary Bonus

Job description / responsibilities Benefits Other

54% 44% 18%

49% 25% 17%

Reasons for dissatisfaction

21% Highly satisfied

47%Satisfied

26%Dissatisfied

6%Highly dissatisfied

• Year-on-year, there has been a 12% decrease in the overall satisfaction individuals experience in their current role. 54% of professionals indicated that company culture is the primary reason for their dissatisfaction, but they are staying in their current position due to the progression opportunities (48%) and the challenge (42%) that the role presents.

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Awaiting bonus payment

Main reason

Second reason

Tertiary reason

CUrrENT (FOLLOWING)

CarEEr MOVES

Who or what inspires you in your current role?

Longevity

Colleagues / Boss

Enjoyment

Career progression

Security

Challenge

10 20 30 40 50%0

• Career progression (48%), Challenge (42%) and Security (39%) are the primary reasons that IT professionals feel inspired in their current role. Bonuses are an obvious motivating factor, but only as a tertiary inspiration, showing that there is more to a fulfilling career than money.

Would you recommend your current employer to a friend or colleague?

73%

27%

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FUTUrE

CarEEr MOVES

How likely are you to change organizations in the next 12 months?

The experience that companies are seeking is very hard to find right now. Bottom line: most emerging technologies are less than 5 years old. It’s hard to find a lot of experts in that time frame.

Working remotely is a huge incentive. I have a ton of highly skilled “big data” gurus in the Midwest, yet not a lot of companies in this space have offices there. Let the person come to your

office once every quarter for a week and you’ll have an amazingly skilled employee at a lower cost.

I also see a lot of small companies with incredible medical plans, where the employee incurs no cost at all - even for their dependents. This is a really attractive selling point for most candidates.

Lindsey Thorne, Senior Big Data Recruiter

33% Very likely

26% Likely

26% Unlikely

15% Very unlikely

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What are your key priorities when considering a new job?

Relocation

Job Security End of contract / assignment

More responsibility/accountability

For an improved relationship with my manager or colleagues

Better commute / proximity

Career development / advancement

Laid off

Higher salaryBetter work /life balance

Better bonus potential

Improved benefits package

Internal promotion

Better training

New challenge /more interesting work

Main priority Second priority Tertiary priority

100

100

100

80

80

80

60

60

60

40

40

40

20

20

20

%0

0

0

FUTUrE (FOLLOWING)

CarEEr MOVES

%

%

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SaLarY SUMMarY

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BIG DaTa / CLOUD COMpUTING

BUSINESS INTELLIGENCE & DaTaBaSE

SaLarY SUMMarY

Job title Full time Contract hourly

Min Max Min Max

Junior Software Engineer $80,000 $110,000 $75 $90

Mid Software Engineer $115,000 $135,000 $90 $105

Junior Data Scientist $120,000 $140,000 $95 $120

Senior Data Scientist $145,000 $180,000 $105 $135

Architect $135,000 $150,000 $110 $140

Senior / Lead Sofware Engineer $140,000 $160,000 $120 $145

Principal Engineer $160,000 $200,000 $125 $150

Chief Architect $155,000 $200,000 $130 $180


Min Max Min Max

Report Developer $80,000 $100,000 $75 $90

Business Intelligence Analyst $75,000 $90,000 $75 $90

ETL Developer $95,000 $120,000 $90 $110

Database Developer $100,000 $120,000 $95 $110

Database Administrator $90,000 $120,000 $85 $110

Business Intelligence Developer $100,000 $125,000 $95 $115

Data Warehouse Architect $125,000 $150,000 $120 $160

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INFOrMaTION SECUrITY

MICrOSOFT STaCk

SaLarY SUMMarY


Min Max Min Max

Management and Executive $110,000 $150,000 N / A N / A

Security Control Analyst $70,000 $90,000 $70 $90

Security Engineer $80,000 $100,000 $75 $95

Security Researcher $90,000 $105,000 $85 $100

Application Architect $95,000 $120,000 $90 $110

Security Architect $90,000 $110,000 $85 $110


Min Max Min Max

System Administrator / Network Administrator

$50,000 $70,000 $50 $80

QA Engineer $65,000 $85,000 $65 $90

System Engineer / Operations Engineer

$70,000 $90,000 $60 $90

Network Engineer $70,000 $120,000 $70 $115

Software Developer $70,000 $115,000 $75 $120

Project / Program / Product Manager

$70,000 $120,000 $70 $120

Data Warehouse Architect $125,000 $150,000 $120 $160

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MOBILE appLICaTION DEVELOpMENT

prOJECT MaNaGEMENT / BUSINESS aNaLYSIS

SaLarY SUMMarY


Min Max Min Max

Mobile Test Engineer $75,000 $90,000 $70 $90

Mobile Developer $90,000 $120,000 $85 $120

Android Developer $90,000 $120,000 $85 $120

iOS Developer $90,000 $120,000 $85 $120


Min Max Min Max

Business Analyst $70,000 $90,000 $70 $90

Project Manager $80,000 $110,000 $75 $105

Technical Project Manager $90,000 $125,000 $85 $115

PMO Manager $105,000 $130,000 $90 $120

Project Director $140,000 $160,000 $105 $140

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WEB DEVELOpMENT


Min Max Min Max

Front End Developer $80,000 $100,000 $70 $90

Software Engineer $90,000 $105,000 $85 $95

UI / UX Developer $90,000 $110,000 $85 $100

PHP Developer $100,000 $115,000 $90 $105

UX Designer $100,000 $120,000 $90 $110

Web Development Manager $120,000 $140,000 $110 $125

SaLarY SUMMarYIN

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NEWS & INSIGHT

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NEWS & INSIGHT

WHaT IS IMpOrTaNT TO YOUr pEOpLE? TaTEr TOTS? YOU’D BE SUrprISED…

“It is no longer enough to have market-leading compensation.” Employers need to create a positive, innovative culture. One that fosters personal growth, independent thought and creativity.1

Nowadays, employees are seeking more than just a good base salary. From promoting flexible work schedules and the ability to work from home to in office lounge areas and skateboard ramps! Tech companies in particular are continually inventing new ways to attract and retain their staff. Any way you look at it, this is a good way to stand out from the crowd.

One of our clients offers up tater tots as a mid afternoon snack. In such a talent short market place, the little things have the potential to go a long way.

Here are a few tips to consider if you are facing a challenge in attracting and retaining top talent:

• Holidays and time off. Over 24% of survey respondents state that the company they work for offers 25 or more days paid vacation. Offering and encouraging your staff members to take time away from work will help them to be more productive.

• Flexible working hours or the ability to work remotely. Approximately 35% of survey respondents are offered the ability to create their own schedule or to work remotely. This is attractive to candidates because it promotes a healthy work-life balance, decreased daily commute time, and enables individuals to work for companies all around the world, regardless of where they live. At the same time, it allows companies to hire talent “in market”, which exponentially increases the size of your talent pool without the worry of relocation costs.

• Training on new technologies.

• Communication and transparency.

• Informal work area or break room.

That said, we’re hearing more and more that telecommuting isn’t all it’s cracked up to be by those working from home. So be sure to spend some time focusing on how to make your work culture more inviting and exciting. This includes encouraging an entrepreneurial mindset; allow for the free-flow of ideas and create and atmosphere of “truth at all costs” where the best ideas float to the top after vigorous and healthy debates. Breathe life into every corner of your organization, leave no one out of the discussion wherever possible.

1 Greythorn Salary Survey and Market Report, 2012

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NEWS & INSIGHT

aDVaNTaGES OF a CONTINGENT WOrkFOrCE

Contingent work forces offer companies flexibility and cost savings. That is why it’s not surprising that nearly 38% of companies in the US employ them 2. Microsoft, for example employs thousands of contractors.

How can staffing contractors benefit you organization?

• Most importantly – they can save you money. Hiring a contingent workforce means that you are hiring staff to work only until they complete a specific amount of work or a specific amount of time, this is known as “time and materials” work. Therefore, you are not paying to keep someone employed when you do not have enough work to

keep them busy. This eliminates unproductive time. There are also administrative cost savings because hiring contractors minimizes paperwork, documentation, and other administrative tasks for your human resources department.

• Greater skill sets and abilities. By hiring contractors for a specific period of time, you are exposed to a pool of talent that is highly specialized in the skills that relate to your project. It enables you to employ industry experts without being concerned about how to keep them busy when the project is complete.

• Job security for your core staff. If you read the Greythorn Salary Report 2012, then you know that job security is extremely important in the marketplace. It is ranked fourth for staff considering a new job, behind career development, higher salaries, and a new challenge. Therefore,

it is very important for companies to minimize employee turnover within their organization in order to maximize job security and prevent your top staff from leaving voluntarily. A contingent workforce can take the pressure off of your core staff that is caused by the natural project cycles within your company. It will help to ensure that these staff members, your most valued assets, stay with your organization for a long time.

• Because it is easy. Hiring contractors through a staffing agency is easy to do. It removes the burden of sourcing, recruiting, and on boarding new employees and leaves those tasks to trained individuals that specialize in just that. Your time is valuable.

2 38% of 2,000 companies surveyed by CareerBuilder, as reported in CareerBuilder 2012 Q4 Hiring Forecast.

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NEWS & INSIGHT

FINDING YOUr UNIqUE SELLING pOINT

I used to produce commercials for a large department store chain. There were a wide variety of items to sell, most of which were not the exciting, high-fashion, wildly creative garments I wanted to shoot.

Let’s face it, more people need mattresses than need $2,000 high heels. As a result, I produced a lot of mattress and rug commercials, all the while positioning my company as a high-fashion front-runner. I often found myself standing in front of a stack of not-all-that-attractive mattresses wondering how I was going to sell these uninteresting rectangles. I had to “fall in love” with something about them, find the reason people would absolutely need these mattresses over any others, and would need them now.

Of course I also hired the best lighting directors and camera men in Los Angeles to make them “pretty”… as pretty as a mattress can be, that is. And that is how I sold record numbers of mattresses, rugs and fashion garments. I found the reason to love

them, I committed my heart and soul to it, I knew my target audience, and I sold them in a tasteful, upscale and compelling way.

As I fast forward to my current life as a technical recruiter, I am still selling. I sell an open job to candidates, sell myself and Greythorn as their representative and I sell my candidates to the hiring manager. Without exception, my first communication with a potential candidate about my open job is crucial to the success of the entire deal.

Not long ago, I read an email from a recruiter to a candidate. It said, “Here’s a job. Interested?” I cringed. Translated in mattress terms, that would sound like, “Here’s something to sleep on. Want it?” Probably not. Translated in recruiter terms, “I am too busy to care about this position – want it?” Again, probably not.

Truthfully, we are not going to love every open job that comes across our desk – but there is always something about every opportunity that is different, or exciting, or right for someone – there is something about it to love. This is where qualifying it sets us apart from recruiters who take a bland three line job description and run with it.

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NEWS & INSIGHT

“What sets this position apart – why would someone want to work here?” This question, posed to a hiring manager, can bring you some amazing feedback. Perhaps they stop work at 2:00 on Friday, have a game room, let you bring your dog to work, or pay you to take the bus. One company had a once-a-year paid group vacation! Perhaps they pay you to be certified in your area, promote from within and quickly. Whatever it is, finding out can turn a seemingly bland position into something truly special. In a candidate-driven market, this will set your position, and you, apart!

For example, an organization with which we work is very staid, slow in hiring and not particularly exciting. I sifted through the seemingly bland and boring aspects and found some pretty interesting elements. The department manager is an amazing man who is dedicated to his team and to technical excellence. Techies crave technical excellence – they want to work with the best toys, so this was high on my selling point list.

The manager is passionate about work / life balance. Who doesn’t want a boss who wants you to enjoy your life? He is creative outside of work and he is one of the most down-to-earth people with whom I have worked. There are exceptional educational benefits along with the opportunity to be heard; team members are a part of the process and have a voice in the solutions. The team truly cares about one another. Without exception, every person with whom I spoke has wanted this role. When the offer came through all I had to say was, “You did it!” I already knew the candidate was sold. And the best part? He loves his new job. He wanted a voice, he wanted a manager who cared, he wanted a team who interfaced and communicated, and he wanted cool toys.

Whether it is a huge company or a tiny start-up, there is something there to love for the right candidate. In the right light, and with excitement and passion behind it, your job is going to be the absolute perfect fit.

FINDING YOUr UNIqUE SELLING pOINT (FOLLOWING)

Finding your unique selling point was originally written by Greythorn Senior Recruiter, Terre Rigali and published in The Staffing Stream. (www.thestaffingstream.com)

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VErTICaL EDGE: EVaLUaTING YOUr BUSINESS INTELLIGENCE NEEDS

Thanks to the incredible speed and ease of use of the BI tools out there, companies continue to become more reliant on the reporting abilities that they offer. Since their original introduction, into the financial marketplace, BI tools have allowed for a greater level of reporting accuracy.

I have heard about a number of different tools, which one is right for me?

If your company is considering implementing BI software, here are a few helpful points to begin your evaluation process:

What defines a BI platform?

A BI platform is defined as a software platform that can deliver the following capabilities to your company: BI infrastructure, metadata management, development tools, collaboration, reporting, dashboards, ad hoc queries, integration, search-based intelligence, mobile intelligence, online analytical processing, interactive visualization, predictive modelling and data mining, and scorecards [source: Gartner].

What are your needs?

Before you begin evaluating all of the BI options in the marketplace, we recommend defining and understanding your core requirements (and budget). How much data do you envision processing? Some platforms, Apache Hadoop with Teradata for example, have been designed specifically to process and analyze extremely large amounts of data. What level of customization will your reporting require? And finally, who are your key users? A primary advantage

to implementing a BI platform is it can be accessed and used by all employees in your company. This is because of their incredible visual reporting capabilities and streamlined user interfaces. However, if your target user audience is just the technology team, a more customizable, less user friendly choice may be a good option.

Who will you want to hire to help?

We recommend starting with a Business Intelligence Project Manager. Hiring a PM in the beginning will help your implementation to stay on schedule and within budget. From there, a Database Architect can help to design, develop, and implement the database. The architect can also work with the security team to ensure the integrity of the information stored in the database. Keep in mind that a business analyst should also be employed to ensure your stakeholders have access to the data in a manner that suits their needs. Technical and functional specification creation will allow all parties to be on the same page.

NEWS & INSIGHTIN

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Greythorn is a market leading and award winning technology recruitment specialist. Founded in 1976, it has established an excellent reputation for the authoritative and personable service it provides to both its clients and candidates.

Since our inception, we have grown globally to provide expertise in Asia, Australia, Ireland, North America, South America and the UK. With demand in the technology sector continually increasing, our commitment to providing an expert and ethical service remains strong, ensuring we remain your ‘consultancy of choice’.

Greythorn is part of the global multi-brand recruitment family, FiveTen Group, one of the world’s fastest-growing specialist recruitment consultancies.

aBOUT US

Willis Tower233 S Wacker DriveFloor 84Chicago, IL 60606

+1 312 853 [email protected]

40 Lake Bellevue DriveSuite 200Bellevue, WA 98005

+1 425 635 [email protected]

SEaTTLE

CHICaGO

Sub Groups:

• Business Intelligence and Database Practice• Big Data & Cloud Computing• Epic and EMR / EHR Professionals• Information Security• Mobile Application Development• Web Application Development• Project Manager and Business Analysts Practice

Greythorn North America

@GreythornNA

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http://www.linkedin.com/groups?home=&gid=2180549&trk=anet_ug_hm


http://www.linkedin.com/groups?gid=2820901

http://www.linkedin.com/groups?home=&gid=4206273&trk=anet_ug_hm

http://www.linkedin.com/groups?gid=4206237&goback=.anp_4206237_1359740654240_1

http://www.linkedin.com/groups?viewMembers=&gid=3115368&sik=1359740654239

http://www.linkedin.com/groups?viewMembers=&gid=2101394&sik=1359740654238





This research was carried out by means of an electronic questionnaire and supplemented with data and market information that Greythorn has access to. The results are provided as generic market information only.

Greythorn does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. Greythorn will not be liable for any damages of any kind arising out of or relating to the use of this information.

We would like to thank all those who completed our survey – without your contribution, this market report would not be possible. If you did not complete our survey this time, please do so next year to ensure we can continue to develop the depth and quality of this report and continue to provide you with a fair and balanced picture.

This market report is intended to give you a very general overview on the changing nature and complexity of the IT employment market; for a more tailored and confidential discussion on how this will affect your business or indeed your own career, please get in touch with us.

aCkNOWLEDGEMENTS

DISCLaIMEr

For every response to our survey, we donated $1 to the Boys and Girls Clubs.Boys & Girls Clubs are a safe place to learn and grow – all while having fun. It is the place where great futures are started each and every day.

In every community, boys and girls are left to find their own recreation and companionship in the streets. An increasing number of children are at home with no adult care or supervision. Young people need to know that someone cares about them. Boys & Girls Clubs offer that and more. Club programs and services promote and enhance the development of boys and girls by instilling a sense of competence, usefulness, belonging and influence.

Boys & Girls Clubs are a safe place to learn and grow – all while having fun. It is the place where great futures are started each and every day.OF BELLEVUE

THE BOYS aND GIrLS CLUBS

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www.greythorn.com

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Greythorn Inside Technology 2013 Market Report

Technology

Transcript of Greythorn Inside Technology 2013 Market Report