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EU

DATA &
ANALYTICS
SALARY
GUIDE
2022

The definitive source
of salary information
for the EU Data &
Analytics market
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SALARY
GUIDE
CONTENTS
2022

INTRODUCTION 
ABOUT THIS GUIDE 
ABOUT THE ANALYSIS 
REMOTE AND HYBRID WORKING 
FOCUS FRANCE 
FOCUS GERMANY 
FOCUS NETHERLANDS 
CONTACT 
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Welcome to Harnham’s annual Data

& Analytics Salary Guide.

As ever, this guide is the result of a global

survey of thousands of Data & Analytics
professionals and offers an in-depth
insight into the job market as it stands.

Inside you’ll find an overview of average

salaries, an analysis of the latest hiring,
workplace and technological trends,
as well as expert commentary on how
we can continue to drive progress
in the world of Data & Analytics.
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SALARY GUIDE We have also seen some positive signs

when it comes to diversity. This year
ABOUT
DAVE FARMER

INTRODUCTION A WORD FROM THE CEO we found that 24% of Data & Analytics
professionals are women, an increase As one of the founding partners
from 22% last year. We’ll examine this in of Harnham, Dave has become
more detail in our 2022 Diversity In Data a recognised figure in Data &
Report, due to launch later this year, but Analytics recruitment over the
It is my pleasure to introduce you to the latest edition of our annual past 16 years.
European Data & Analytics Salary Guide. this is a promising sign given that many
organisations have made deliberate
efforts to improve their gender diversity. Having helped hundreds of
While we have been running these guides for over a decade now, I Analytics professionals develop
am pleased to say that this latest edition is our most comprehensive their careers, Dave is now leading
yet, based on the input of over 9,000 respondents globally, more For the meantime, this year’s guide also
offers a first insight into remote and hybrid- and growing Harnham’s presence
than ever before. throughout the UK, Europe and US.
working patterns in a post-lockdown
I want to thank every respondent who took the time to take part in world. As you’ll see, Flexible Working
our survey. Your responses have provided invaluable insights into Hours and Remote Working Options
how the industry looks from the inside and, alongside an analysis remain the most desirable benefits in
of our placements over the past year and a review of job boards the industry, with most professionals
worldwide, have offered a clear view of where the industry is only working on site 2 days a week. This
in 2022. is already having a significant impact
on hiring trends and it will be interesting
Our findings this year once again point to an industry that’s thriving to see how this continues to evolve over
and maturing, particularly in data hubs across France, Germany, the next few years.
and the Netherlands. This has resulted in an increased feeling
of job security, with 92% reporting that they more, or as, secure I hope you find this year’s guide useful
in their role than they did this time last year, with this number rising and informative. As ever, if you have
to 98% in the Netherlands. any feedback, suggestions or questions
about the guide, then please email
Salaries, too, have started to rise and, for the first time in several research@harnham.com.
years, uncompetitive salary is the most common reason for leaving
a role, leading by some distance in France. This may be a result Dave Farmer / CEO

of companies improving their career progression opportunities
(the top reason for the past few years) but is also likely a result
of “hiring salaries” beginning to stretch away from those offered
to existing talent.
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ABOUT
THIS GUIDE
For our 2022 Salary Guide, we have compiled
data from:

Our independent survey completed by 9,484

respondents globally.
Analysis of all placements by Harnham Europe.
Data from roles recruited by Harnham Europe.
Analysis of Data & Analytics roles advertised online.

Salaries for each role have been broken down

by experience level and, for this year’s guide,
respondents were asked to match themselves
against one of the following:

Entry Level (Starting out your Data & Analytics career


in an entry-level role, perhaps having achieved your
first promotion)
Mid-Level
 (Experienced hands-on position,
remaining in a technical capacity and possibly
leading projects)
Technical Lead or Manager Level (Within a role that

has moved from technical work and into a
management position, or having a senior technical
hands-on position)
Head of level (Leading business units comprising of

one or more technical teams within one vertical/
specialism)
Executive/Director Level (Managing teams across

different verticals and specialisms, potentially in
a board position)
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ABOUT
THE ANALYSIS
The analysis for this report was conducted by Harnham’s To compare different sectors within the data industry core
sister company, Rockborne. Below, Rockborne’s CDO, disciplines were grouped into their respective specialisms, in
Waseem Ali, discusses the process for this: order to provide a more tailored diagnosis whilst maintaining
validity with the number of responses.

With Harnham’s most recent industry survey garnering
over 9,000 responses from professionals across the UK,  ockborne are an expert provider of specialist Data
R
US, and mainland Europe, the procedure established & Analytics consultants. Recruiting regular cohorts
to yield insight from this data required data cleaning and of diverse, highly skilled and exceptionally promising
exploration, both of which primarily occurred within Excel, STEM graduates, our expert trainers take these talented
PowerBI and Python. individuals through an intensive 16-week program
of technical, business and consulting skills training,
 As part of the data cleaning process, Rockborne used before placing them with leading data teams across all
distribution analysis to identify outliers, which were removed industry sectors.
as a result of some exploratory data analysis we conducted.
Learn more at rockborne.com
For the purposes of this study data outside of ‘Male’ and
’Female’ was not considered due to the sparse number
of responses, although we hope this changes over the
coming years. Despite this, we will be looking at non-binary
and gender fluid representation in Harnham’s Diversity In
Data report due out later this year, as we do not want this
important area of discussion to be overloooked.
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INDUSTRY
KEY FINDINGS EU

FEEL AS OR WOULD LEAVE THEIR ROLE

MORE SECURE If the right opportunity came up.
In their role than in 2021.


TOP FIVE REASONS
FOR LEAVING A ROLE
Salary Not Competitive
Lack Of Career Progression
Poor Management
AVERAGE SALARY AVERAGE SALARY Poor Company Culture
INCREASE SOUGHT INCREASE ACHIEVED Lack Of Remote Working Opportunities
When applying to a role When accepting a role
over the last year. over the last year. TOP FIVE MOST DESIRABLE BENEFITS
Remote working options
Flexible working hours
Bonus
Health Insurance
Shares

RECEIVED A COUNTER OFFER AVERAGE BONUS TOP FIVE TECHNOLOGIES
Of those who accepted, 20% With 48% of respondents  SQL
still left their role within a year. receiving a bonus last year. Python
SAS
Google Analytics
Tableau

AVERAGE LENGTH NUMBER OF FEMALE

OF TIME IN A ROLE PROFESSIONALS
Up from 22% last year.
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REMOTE &
HYBRID WORKING
After two years in and out of various restrictions, most Those in the Netherlands, were the least interested in working
companies who planned to return to the office have done so. fully remotely (only 15% wanted to do so), while 99% of French
respondents reported that their business had returned to the
As anticipated, the majority of businesses have adopted hybrid- office in some capacity.
working models, although only 18% have formalised these within
contracts. Most professionals are therefore working within the That being said, many report that regular days in the office
parameters of non-contractual company policy or based on an (within a hybrid model) is still useful for their professional
informal agreement with their manager. advancement, suggesting that the visibility that comes with
being on site does have its benefits.
This has resulted in Data & Analytics professionals being in
the office, on average, 2 days a week, across all regions. As a Remote and hybrid working has also transformed the hiring
result, companies looking for candidates to be in the office 4-5 process. The ease of being able to complete interviews
days a week are finding it much harder to hire. The industry has of zoom, or similar, and the resulting flexibility and agility
embraced remote working and the flexibility that comes with it this provides has reset candidate expectations of what an
and candidates are wary that businesses who don’t offer this interview process should look like.
have an inflexible culture.
This has resulted in candidates expecting significantly shorter
In particular, German respondents indicated that they were the stretches between first interviews and offers being made.
least keen to be in the office, with 1/3rd stating that they wished Indeed, many Hiring Managers are starting to find that
to be fully remote and 10% not planning to return to in-office candidates no longer have the patience for lengthy interview
working in their current roles. processes with numerous stages and tech tests and are
seeing increasing numbers drop off if things go on too long.
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REMOTE
& HYBRID
KEY FINDINGS EU

FOLLOW A NON-CONTRACTUAL DAYS A WEEK

COMPANY POLICY On average spent
While only 18% have a formal working in the office.
remote working agreement
in their contract.

PREFER A OF RESPONDENTS’
HYBRID-WORKING MODEL COMPANIES WILL RETURN
While 20% would prefer TO THE OFFICE FULL TIME
to be fully remote. While only 2% are not
planning to return at all.

REMOTE WORKING OPTIONS LEFT THEIR ROLE

LISTED AS THE MOST As a result of lack
DESIRABLE BENEFIT of remote working
That a company can offer. opportunities.
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FOCUS
FRANCE FR
UK

Since the pandemic, The Data &

Analytics job market has transformed
from one of limited roles and a surplus
of candidates and spiralled through
2021 and 2022 to become one of an
abundance of vacancies and a limited
pool of candidates to fill them.

This has of course resulted in more fierce

competition and has made it challenging
for employers to source the talent that
they need.

Cindy Walusiak / Senior Manager, France

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FRANCE
INSIGHTS FR

FEEL AS OR WOULD LEAVE THEIR ROLE

MORE SECURE If the right opportunity
In their role than in 2021, the came up.
least secure in the industry.
TOP FIVE REASONS
FOR LEAVING A ROLE
Salary Not Competitive
Lack Of Career Progression
Poor Management
Lack of remote working opportunities
Benefits not competitive
AVERAGE SALARY AVERAGE SALARY
INCREASE SOUGHT INCREASE ACHIEVED T OP FIVE MOST DESIRABLE BENEFITS
When applying to a role When accepting a role Remote working options
over the last year. over the last year. Health insurance
Bonus
Flexible working hours
Shares

AVERAGE BONUS NUMBER OF FEMALE

With 57% of respondents PROFESSIONALS
receiving a bonus last year. Down from 28% last year.
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DATA &
TECHNOLOGY FR
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DATA &
TECHNOLOGY FR

Remote working is here to stay within Data & Technology; OUR CONSULTANT’S THOUGHTS:
it continues to be one of the top priorities for candidates, Hiring Managers are needing to bend to candidate
especially with the pandemic highlighting that it is more demands as they remain thin on the ground when
than possible for people to work effectively from home. it comes to the talent pipeline. Data Engineers,
especially, are in exceedingly high demand,
Within the Data & Technology space, especially across notably within niche divisions, such as backend
divisions such as engineering, software engineering and engineering, DevOps engineering and Cloud
DevOps, most employees are looking to work from home. Engineering. But does this come as a surprise?
With the flexibility to do their jobs and enjoy life outside of Not particularly. France has always heavily leaned
work, candidates simply arent willing to work for an employer towards the Data Engineering market unlike,
which doesn’t entertain the idea of flexibility. for example, the UK which focuses far more on
Business Intelligence.

Despite this trend continuing, one area where there

is change is the technology that candidates need to
be competent in. While we previously saw a frequent
use of JAVA back in the 2010’s, this is now slowly
but surely being replaced with the likes of Python,
Airflow and SQL. Candidates are regularly needing
to update their knowledge to remain relevant.

Pierre Gerbeau / Managing Consultant, France
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DATA
SCIENCE FR
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DATA
SCIENCE FR

 While many organisations have clear Data Science OUR CONSULTANT’S THOUGHTS:
goals, they are not sure which skills are required to Hiring Managers have started to shift towards candidates
achieve them. with a more technical profile, over those with a more
  research heavy profile. Now more than ever, there is a
This has led to many businesses looking for candidates demand for workers who are technically strong and can
with numerous different characteristics, often resulting in a function autonomously, although those who can speak
desire for skillsets that rarely exist in tandem. In order to English also retain an edge.
plug the skills gap that many businesses are facing, Hiring
Managers should look to improve their understanding of In terms of programming skills, Python still very much rules
what they need in order to look for more specialised profiles the roost, with SQL hot on its heels. Clients are increasingly
to fit those requirements. eager to source candidates with experience using cloud
computing platforms such as Microsoft Azure and with
As a result of the above, demand for generalist Data more specialised expertise in, for example, Deep Learning,
Scientists has decreased slightly, with companies shifting Natural Language Processing (NLP) and Computer Vision.
their attention towards Data Engineering roles. However,
the need for Data Science expertise has certainly not On the candidate side, there is, as ever, a high demand
disappeared and some roles, particularly Machine Learning for flexibility and remote working options. But there is also
(ML) Engineers, are experiencing a uptick in popularity. an increased desire for management opportunities, and
for positions that offer new challenges and the chance
for progression.

Pierre Gerbeau / Managing Consultant, France

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DIGITAL
ANALYTICS FR
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DIGITAL
ANALYTICS FR

The Digital Analytics market in France is beginning to OUR CONSULTANT’S THOUGHTS:

catch up to where the UK market was two to three years Hiring managers in this space expect candidates to be of
ago, especially in terms of the increased interest in a high standard, be able to speak English, but also to be
roles such as Technical Web Analysists and Conversion transparent about their experience from the beginning.
Rate Optimisation experts. Employers prefer to know in advance if a candidate has
limited capabilities in a certain area and we’ve seen hiring
 
Organisations are now ready to internalize their needs
strategies amended considering the talent available.
for specific expertise that were previously outsourced to
an agency. Candidates are no longer siloed in one area;
Candidates want a fast-hiring process and to join an
they are expected to have numerous competencies
organisation that utilises new tools. They also tend to
such as knowledge of new SQL developments such as Big
prefer agency-based work, where there are increased
Query platforms.
opportunities to grow their knowledge, stay up to date with
industry developments and push boundaries.
On the Web Analytics side, there is a high demand for those
with Google Analytics expertise, but also experience in
Cindy Walusiak / Senior Manager, France
Adobe analytics – a rarity in the French market. We are also
witnessing a surge in the need for those with programmatic
skills as well as experience in Search Engine Optimization
(SEO) and Search Engine Advertising (SEA) depth than they
have before.
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MARKETING
& INSIGHT FR
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MARKETING
& INSIGHT FR

The product market surged last year, but this has OUR CONSULTANT’S THOUGHTS:
slowed down due to a lack of suitable talent. This is Hiring managers are looking for those with experience in
due to increased fundraising last year which has now larger companies, who are agile in a fast-paced environments
reached fruition. and who can speak English. Many are seeking out those
coming from ‘La French Tech’: a list of companies which
While this market has been established in France are very technical, have had plenty of investment and are
for some time, it continues to evolve at a rapid rate, producing extraordinarily strong talent.
with innovation on the radar of many in the industry.
In particular, popular positions within research are Candidates are pushing hard for flexibility. If a company
Research Managers and on the product side, Product doesn’t offer some remote working, even on the product
Managers rather than Product Owners. side whereby teams need to connect in the office, they will
struggle to hire talent. Many want to work in a city such as
Paris but live somewhere more affordable, so hybrid policies
are key. With the salary market exploding, this is becoming
a greater deciding factor, as is joining a company with a
leader who has a strong background in the field.

Guillian Eller / Lead Consultant, France

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PARIS
FRANCE FR BNL

PERMANENT - AVERAGE ANNUAL SALARY PERMANENT - AVERAGE ANNUAL SALARY

DATA & TECH Entry Level Mid-Level Technical Lead Manager Level Director DATA SCIENCE Entry Level Mid-Level Technical Lead Manager Level Director
Role type Role type
Cloud Engineering € 45,000 € 60,000 € 80,000 € 95,000 € 120,000 Data Science € 45,000 € 57,000 € 77,500 € 85,000 € 110,000
Business Intelligence € 42,000 € 57,500 € 70,000 € 83,200 € 100,000 Quantitative Analytics € 44,000 € 53,000 € 73,500 € 85,000 € 114,000
Data Architecture n/a € 60,000 € 73,500 € 95,000 € 105,000 Deep Learning & Al € 42,000 € 55,000 € 70,000 € 80,000 € 95,000
Data Eng. & Big Data € 45,000 € 60,000 € 82,000 € 95,000 € 120,000 ML Engineering € 45,000 € 60,500 € 75,000 € 95,000 € 120,000
DevOps € 45,000 € 60,000 € 80,000 € 95,000 € 120,000 NLP € 45,000 € 60,000 € 70,000 € 75,000 € 100,000
Software Engineering € 42,000 € 55,000 € 75,000 € 90,000 € 110,000 Computer Vision € 45,000 € 55,000 € 70,000 € 80,000 € 95,000

MARKETING & INSIGHT Entry Level Mid-Level Technical Lead Manager Level Director DIGITAL ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Role type Role type
Campaign & CRM € 37,000 € 45,000 € 58,000 € 69,000 € 90,000 Web Analyst € 45,000 € 53,000 € 65,000 € 75,000 € 90,000
Data/Insights Analytics € 43,500 € 53,000 € 58,000 € 70,000 € 102,000 Programmatic € 48,000 € 55,000 € 67,000 € 80,000 € 95,000
Research Analytics € 37,000 € 43,000 € 55,000 € 61,000 € 80,000 SEA/Paid media € 42,000 € 47,000 € 55,000 € 65,000 € 75,000
Product Management € 45,000 € 55,000 € 69,000 € 75,000 € 107,000 SEO € 41,000 € 45,000 € 52,000 € 63,500 € 73,000

RISK ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Role type
Risk Analyst € 48,000 € 60,000 € 75,000 € 90,000 € 110,000
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FOCUS
GERMANY DE
UK

There is no doubt that the German

market is developing and whilst there is
some way to go to catch up with other
countries in having data-based solutions
in place, it is maturing.

However, there is still friction in certain

processes and roadblocks to growth.
The gap between junior and senior roles,
without talent to fill highly sought mid-level
positions, is a case in point.

One rift that is particular to the German

market but common across numerous
industries, is that larger companies have
become extremely proficient in selling
specific solutions and tools to their
customers, but do not have anyone in-
house who knows how to use them, so this
is a gap crying out to be filled.

Peter Schroeter / Senior Manager, Germany

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GERMANY
INSIGHTS DE

FEEL AS OR WOULD LEAVE THEIR ROLE

MORE SECURE If the right opportunity
In their role than in 2021. came up.

TOP FIVE REASONS

FOR LEAVING A ROLE
Lack Of Career Progression
Salary not competitive
End of contract
Lack of remote working opportunities
AVERAGE SALARY AVERAGE SALARY Relocation (personal)
INCREASE SOUGHT INCREASE ACHIEVED
When applying to a role When accepting a role T OP FIVE MOST DESIRABLE BENEFITS
over the last year. over the last year. Remote working options
Flexible working hours
Bonus
Shares
Health Insurance

AVERAGE BONUS NUMBER OF FEMALE

With 41% of respondents PROFESSIONALS
receiving a bonus last year. A significant increase
from 18% last year.
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DATA &
TECHNOLOGY DE
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BUSINESS
INTELLIGENCE DE

In the Business Intelligence (BI) and solution OUR CONSULTANT’S THOUGHTS:
architecture markets, we are seeing roles traditionally During the pandemic, companies were focused on
outsourced to third parties being moved in-house. This is fixing backend processes and, as a result, were
driving demand for profiles usually reserved for outside heavily reliant on Data Engineers and DevOps
consulting and service providers. professionals. But now, many are looking to build
and integrate these into their internal systems,
This is causing a huge bottleneck in talent pipelines as which is driving demand for BI positions. What’s
many candidates who are accustomed to working as part more, there has been a shift in awareness
of an extended work bench, are now required to be part of around the importance of data-driven processes
a team environment, of which they have limited experience. and making data more visible, even within more
Candidates may be a technical match for a role but a traditional organisations.
mismatch when it comes to culture and style.
Those who have the technical ability to build
pipelines and cleanse data but who are also
able to communicate the business value of this
information, manage stakeholders and build the
bridge between the technical teams are becoming
gold dust in the market.

For candidates, location and flexibility, whilst still

important in their job search, have taken a back
seat to salary offerings once again, due to inflation,
rising salaries, and talent shortage.

Peter Schroeter / Senior Manager, Germany

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DATA
ENGINEERING DE

Over the past year the demand for Data Engineers has OUR CONSULTANT’S THOUGHTS:
stayed remarkably buoyant. The job market is becoming Data Engineers are now better aware of the tools
increasingly volatile with salaries, particularly for and expertise needed to be competitive. Programs
mid-level data engineers, being driven sky-high as such as Python and SQL are no longer sufficient,
candidates’ cherry pick between multiple job offers. and candidates are increasingly competent at
learning exactly what they need to succeed.
The rise of modern technologies is certainly changing the
role that Data Engineers play, new tools are simplifying Python remains a necessity for hiring managers,
processes and allowing these engineers to be far more experience with the cloud is also becoming sought
versatile in their positions. For example, Databricks, which after, along with knowledge in new software such
did not exist a couple of years ago, is now a highly sought- as Databricks.
after skillset amongst candidates.
On top of this, employers are no longer seeking Data
Engineers who are purely technically driven; now
they need to be able to communicate with multiple
stakeholders and work in a team environment.

Outside of flexibility, candidates are particularly

focused on joining a reputable company that can
be trusted and is stable, especially in the current
economic climate.

Angela Peckham / Senior Recruitment Consultant,


Germany
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DATA & TECH:

DEVOPS DE

Last year, the DevOps and Software Engineering market OUR CONSULTANT’S THOUGHTS:
witnessed unprecedented salary inflation however, 
Alongside overall innovation, we’re also seeing
in the past 12 months this has balanced itself out. the DevOps and SRE niches shifting how they
work. Many companies have chosen to shift from
Senior DevOps managers, for example, no longer make any the industry norm of Jenkins to GitHub Actions –
more than €95,000 per year. The reason for this balance a tool that has gained a lot of popularity over the
stemmed from the realisation by many companies that the past few years and is now quickly taking top spot.
ongoing salary war simply wasn’t sustainable, people were Additionally, we’re seeing a spike in popularity
made redundant, and teams struggled to manage. for candidates who have a good understanding
of Terraform which is one step beyond the usual
Now, in a much more stable time, we’re seeing a rise expected tools, such as Azure and AWS.
in demand for Site Reliability Engineering (SRE) roles
to be filled as well as DevOps. The reason for this lies in While it may appear that there is a lot of weight
the vast adoption of innovative technologies, especially placed on the technical ability of candidates, it’s
post-COVID, as well as a consistent pressure for automation almost equally as important to hiring managers
and innovation. that potential employees are cross functional
between hard and soft skills. Communication is
integral and any individual that can easily build a
bridge between the technical side of the business
and, for example, non-technical stakeholders will
undoubtedly have multiple offers on the table.

Ali Mirza / Senior Recruitment Consultant, Germany

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DATA
SCIENCE DE
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DATA
SCIENCE DE

While Data Science hiring managers continue to search OUR CONSULTANT’S THOUGHTS:
for conventional positions in the sector, such as Lead Data Science continues to be an incredibly vibrant
Data Scientist, Data Science and Machine Learning and challenging market, with employers investing
Engineer, the past 12 months have seen the emergence into the space and being flooded with CVs. The
of demand for extremely niche roles, too. complexity of this role type paired with limited
resources on the client side means selection
It is now common to see job vacancies looking for a and matching often take too long for business
Data Scientists who also have marketing mix capabilities. requirements either due to limited resources or a
While not a surprise in this very fast-paced market with sheer overwhelming number of applications.
ever-changing technological needs, this eclectic mix of
requirements form hiring managers is wreaking havoc on the In particular, maturing Data Science and Machine
job market, with candidates expressing their frustrations at Learning environments have led to a need for
businesses needing ‘unicorns.’ candidates to develop more skills. Employers must
be aware that they will need to put resources into
upskilling candidates if they are to fulfil their diverse
mix of expertise rather than hope that they find the
elusive ‘unicorns’ immediately.

This, combined with the importance of production

experience, has led to a shortage of talent
(particularly of ML Engineers) which, in turn, drives
up salary expectations.

Ceyda Simsek / Recruitment Consultant, Germany

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DIGITAL
ANALYTICS DE
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DIGITAL
ANALYTICS DE

Digital Analytics continues to see candidates hold OUR CONSULTANT’S THOUGHTS:

a large amount of control within the hiring process. For candidates who are currently searching for new
opportunities, the demand for standard, ‘straight
They can pick and choose roles and responsibilities as they out of the box’ consultants continues at a a steady
see fit, demand higher than average salaries and refuse jobs rate. But, for those candidates looking to earn high
that are not challenging enough or do not offer the chance to salaries, the money can most certainly be found in
work with modern and up to date technologies, leaving hiring those more specialised roles and expertise, such as
managers continually needing to make compromises. Adobe Analytics. But this is where hiring managers
are struggling; there simply isn’t the expertise in
However, the difference between the current candidate-led the market to fill demand.
market and that of just 12 months ago is the other economic
factors that are in play. Between the war in Ukraine and the Nor are they easily finding fluent German speakers
spiralling inflation rates, we are seeing more of a resistance – another in-demand attribute of an analyst in the
from candidates to move as freely and hiring managers are German market. While 90 per cent of the vacancies
being more cautious with the amount of money they are we hold require a fluent German candidate, 90 per
offering in a bid to save in this turbulent time. cent of the applicants only speak English. Those
candidates who are willing to learn a new language
quickly stand themselves in great stead and those
who can already speak the language are almost
guaranteed a role.

Liam Culhane / Recruitment Consultant, Germany
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BERLIN
GERMANY DE

PERMANENT - AVERAGE ANNUAL SALARY

DATA SCIENCE Entry Level Mid-Level Technical Lead Manager Level Director
Role type
PERMANENT - AVERAGE ANNUAL SALARY
Data Science € 60,000 € 72,000 € 88,000 € 100,000 € 130,000

Entry Level Mid-Level Technical Lead Manager Level Director Quantitative Analytics € 45,000 € 56,000 € 67,000 n/a n/a
DATA & TECH
Role type ML Engineering € 57,000 € 67,500 € 78,500 n/a n/a
Business Intelligence € 58,000 € 65,000 € 80,000 € 97,000 € 130,000 NLP € 55,000 € 65,000 € 75,500 € 87,000 € 95,000
Data Architecture n/a € 79,000 € 95,000 € 110,000 € 135,000 Computer Vision € 55,000 € 65,000 € 75,500 € 87,000 € 95,000
Data Eng. & Big Data € 65,000 € 78,000 € 89,000 € 95,000 € 107,000
Data Governance € 58,000 € 63,000 € 80,000 € 92,000 € 102,000
DIGITAL ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
DevOps € 70,000 € 85,000 € 100,000 € 120,000 € 140,000 Role type
Software Engineering € 65,000 € 78,000 € 95,000 € 110,000 € 120,000 AdTech n/a € 78,000 € 95,000 € 11,0000 n/a
Conversion Rate Optimisation € 40,000 € 60,000 € 85,000 € 100,000 n/a

MARKETING & INSIGHT Entry Level Mid-Level Technical Lead Manager Level Director Web Analytics € 45,000 € 65,000 € 90,000 € 110,000 n/a
Role type Digital Consulting € 50,000 € 67,000 € 95,000 € 110,000 n/a
Campaign & CRM € 50,000 € 65,000 € 78,000 € 95,000 n/a Marketing Mix Modelling € 57,000 € 70,000 € 100,000 € 120,000 n/a
Data Analytics € 55,000 € 67,000 € 78,000 € 82,000 n/a Performance Marketing € 40,000 € 60,000 € 80,000 € 100,000 n/a
Insight Analytics € 45,000 € 60,000 € 85,000 € 100,000 n/a
Marketing Automation n/a € 78,000 € 95,000 € 110,000 n/a
RISK ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Pricing Analytics € 50,000 € 65,000 € 80,000 € 105,000 € 120,000 Role type
Research Analytics € 45,000 € 62,000 € 85,000 € 100,000 n/a Decision Science n/a € 60,000 € 85,000 € 100,000 n/a
Data Product Management € 58,000 € 70,000 € 92,000 € 115,000 € 140,000 Fraud Analytics n/a € 75,000 € 95,000 € 110,000 n/a
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DÜSSELDORF
GERMANY DE

PERMANENT - AVERAGE ANNUAL SALARY

DATA SCIENCE Entry Level Mid-Level Technical Lead Manager Level Director
Role type
PERMANENT - AVERAGE ANNUAL SALARY
Data Science € 65,000 € 76,000 € 93,000 € 110,000 € 135,000

Entry Level Mid-Level Technical Lead Manager Level Director Quantitative Analytics € 48,000 € 60,000 € 78,000 n/a n/a
DATA & TECH
Role type ML Engineering € 60,000 € 73,000 € 85,000 n/a n/a
Business Intelligence € 62,000 € 70,000 € 85,000 € 100,000 € 140,000 NLP € 60,000 € 70,000 € 80,000 € 95,000 € 105,000
Data Architecture n/a € 79,000 € 95,000 € 110,000 € 135,000 Computer Vision € 60,000 € 70,000 € 80,000 € 95,000 € 105,000
Data Eng. & Big Data € 65,000 € 78,000 € 89,000 € 95,000 € 107,000
Data Governance € 58,000 € 63,000 € 80,000 € 92,000 € 102,000
DIGITAL ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
DevOps € 70,000 € 85,000 € 100,000 € 120,000 € 140,000 Role type
Software Engineering € 65,000 € 78,000 € 95,000 € 110,000 € 120,000 AdTech n/a € 78,000 € 95,000 € 110,000 n/a
Conversion Rate Optimisation € 40,000 € 60,000 € 85,000 € 100,000 n/a

MARKETING & INSIGHT Entry Level Mid-Level Technical Lead Manager Level Director Web Analytics € 45,000 € 65,000 € 90,000 € 110,000 n/a
Role type Digital Consulting € 50,000 € 67,000 € 95,000 € 110,000 n/a
Campaign & CRM € 50,000 € 65,000 € 78,000 € 95,000 n/a Marketing Mix Modelling € 57,000 € 70,000 € 100,000 € 120,000 n/a
Data Analytics € 55,000 € 67,000 € 78,000 € 82,000 n/a Performance Marketing € 40,000 € 60,000 € 80,000 € 100,000 n/a
Insight Analytics € 45,000 € 60,000 € 85,000 € 95,000 n/a
Marketing Automation n/a € 78,000 € 95,000 € 110,000 n/a
RISK ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Pricing Analytics 50,000 € 65,000 € 85,000 € 105,000 € 130,000 Role type
Research Analytics € 45,000 € 58,000 € 80,000 € 93,000 n/a Decision Science n/a € 60,000 € 85,000 € 100,000 n/a
Data Product Management € 58,000 € 70,000 € 92,000 € 115,000 € 140,000 Fraud Analytics n/a € 75,000 € 95,000 € 110,000 n/a
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MUNICH
GERMANY DE

PERMANENT - AVERAGE ANNUAL SALARY PERMANENT - AVERAGE ANNUAL SALARY

DATA & TECH Entry Level Mid-Level Technical Lead Manager Level Director DATA SCIENCE Entry Level Mid-Level Technical Lead Manager Level Director
Role type Role type
Business Intelligence € 64,000 € 75,000 € 90,000 € 110,000 € 140,000 Data Science € 68,000 € 78,000 € 98,000 € 115,000 € 140,000
Data Architecture n/a € 82,000 € 97,000 € 118,000 € 138,000 Quantitative Analytics € 48,000 € 60,000 € 78,000 n/a n/a
Data Eng. & Big Data € 65,000 € 78,000 € 89,000 € 98,000 € 115,000 ML Engineering € 60,000 € 75,000 € 95,000 n/a n/a
Data Governance € 64,000 € 72,000 € 86,000 € 105,000 € 124,000 NLP € 60,000 € 72,500 € 85,000 n/a € 120,000
DevOps € 75,000 € 95,000 € 110,000 € 140,000 € 170,000 Computer Vision € 64,000 € 75,500 € 79,000 n/a € 120,000
Software Engineering € 70,000 € 90,000 € 100,000 € 125,000 € 150,000

DIGITAL ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Role type

AdTech n/a € 78,000 € 95,000 € 110,000 n/a

Conversion Rate Optimisation € 44,000 € 66,000 € 85,000 € 100,000 n/a
Web Analytics € 48,000 € 68,000 € 90,000 € 114,000 n/a
Digital Consulting € 50,000 € 72,000 € 95,000 € 112,000 n/a
Marketing Mix Modelling € 63,000 € 75,000 € 100,000 € 120,000 n/a
Performance Marketing € 45,000 € 68,000 € 90,000 € 110,000 n/a
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FOCUS
NETHERLANDS NDL
UK

While the Dutch market has historically

been consultancy focused, we are now
seeing a shift in companies looking to
hire in-house.


With increased awareness of the 30%
tax relief for five years, available to those
outside of the Netherlands and in a
relevant job, many are becoming more
open to relocating, which has been great for
the market. However, there is a mismatch
between the initiatives’ mission to bring
in money from abroad and the desires of
companies to hire local candidates who
are Dutch speakers.
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NETHERLANDS
INSIGHTS NDL

FEEL AS OR WOULD LEAVE THEIR ROLE

MORE SECURE If the right opportunity Larger organisations with high salaries have also moved
In their role than in 2021, the came up, the most likely their headquarters to the Netherlands and as a result,
most secure in the industry. to in the industry. smaller organisations are struggling to compete for talent
against the financial incentives they come up against.

While the market is currently candidate-driven, many

company processes aren’t accommodating of that. If
candidates are receiving multiple job offers, employers
must ensure that their hiring processes are as watertight
and efficient as possible to avoid losing out on talent.
AVERAGE SALARY AVERAGE SALARY
INCREASE SOUGHT INCREASE ACHIEVED
Ewan Dunbar / Senior Manager, Netherlands
When applying to a role When accepting a role
over the last year. over the last year.
TOP FIVE REASONS
FOR LEAVING A ROLE
Lack Of Career Progression
Salary not competitive
Poor Management
Poor Company Culture
Limited access to new technologies
AVERAGE BONUS NUMBER OF FEMALE
With 45% of respondents PROFESSIONALS T OP FIVE MOST DESIRABLE BENEFITS
receiving a bonus than An increase from Remote working options
last year. 20% last year. Flexible working hours
Bonus
Shares
Health Insurance
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DATA &
TECHNOLOGY NDL
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DATA &
TECHNOLOGY NDL

The Dutch Data market is large and fast growing and, OUR CONSULTANT’S THOUGHTS:
over the next decade, it is, it is expected to continue this Candidates are not only looking for a competitive
upward trajectory. salary but an employer who can offer formal
and informal learning opportunities, flexible
Companies are becoming increasingly cloud focused and working models and a clear understanding of long-
their talent needs to reflect this. However, the regulations of term progression.
certain finance institutions and government agencies mean
that OnPrem talent is still required. With such a talent-short market, Hiring Managers
are likely to heed to these requests but will still be
Within the market as whole, Data Engineering is one of on the lookout for individuals with a well-rounded
the most sought-after roles; without Data Engineers, the profile with an ardent desire to strengthen their own
data life cycle struggles to move past initial phases - more skillsets through learning and development.
downstream analytics roles, such as Data Visualisation,
Business Intelligence and Marketing Insights, cannot be Hiring Managers and employers want candidates
hired. Therefore, business understanding, and innovation who highlight potential, rather than a polished
are slowed. prospect who may be resistant to change. The
softer skills, such as communication and project
management, are gleaned as superior, as these
cannot be taught in the same way as technical
skills can.

Mathieu Wilken / Recruitment Consultant, Netherlands

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DATA
SCIENCE NDL
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DATA
SCIENCE NDL

Despite an incredible slow down for the market 12 OUR CONSULTANT’S THOUGHTS:
months ago, Data Science in the Netherlands is now Hiring Managers now not only require understanding
more popular than ever as companies return to a state of of the given tools and technologies like Python but,
stability with new funding cycles and innovation plans. for example, golden ticket candidates will also have
had exposure to and hold a good understanding of
Machine Learning.
The biggest change that we’ve seen in the space in more
recent months is the diversification of the title of Data Additionally, a clear bridge is forming between
Scientist – it now encapsulates multiple sub-branches as it between Data Science and Data Engineering
explores different routes and introduces niche specialisms as employers are keen to get ahead of their
into the mix. competitors by employing people who hold skills in,
or are open to learning about, tools such as Hadoop
and Spark, for example. In short, they want people
who can diversify.

Nevertheless, while this may be the ambition of

hiring managers, it’s still a candidate-led market
with the talent pool holding the power. To address
this, if a company can provide opportunities to
learn and upskill, offer a progressive career path
while also enabling their teams’ great flexibility
options, then this will make for a positive employer/
employee match.

Luc Simpson-Kent / Senior Recruitment Consultant,


Netherlands
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DIGITAL
ANALYTICS NDL
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DIGITAL
ANALYTICS NDL

The past 12 months have seen a huge shift away from OUR CONSULTANT’S THOUGHTS:
employers looking for generalised ‘jack of all trades’ While the digital space is still new and growing,
candidates to those with a deeper understanding of especially in the Netherlands, businesses are
more specialist areas. hyper-aware of where they want to go and how
they’re going to get there – including the specialisms
For example, Azure Specialists, Digital Analysts, and those they need to master. Managers are aware of
with a high level of expertise in programmatic are all regularly the risks they impose if they have a team that is
featured vacancies within the industry. spread too thin.

Additionally, the Digital Analytics space is seeing further Desirable candidates will not only have specialist
technological evolution this year, with Google launching its knowledge, but they will also have the ability to
Alpha version of GA4 in September, moving from its older pick up new skills quickly and with passion, seeing
version of the platform, GA 360. learning and development as a crucial part to
their role. This shouldn’t be difficult to find however,
with most candidates in the field valuing the
opportunity from employers to build upon existing
and learn new skills.

Tom Gijsen / Recruitment Consultant, Harnham


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MARKETING
& INSIGHT NDL
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MARKETING
& INSIGHT NDL

While the requirement for certain technical skills OUR CONSULTANT’S THOUGHTS:
may have stayed the same, the roles most in demand Marketing & Insight is one of the very few divisions
in Marketing & Insight has shifted. within Data & Analytics where both employees and
candidates are eager to return to the office, even if

The number of insight roles required specifically for only a few times a week. Many believe that the past
market research companies has been particularly two years have stunted their growth opportunities
noticeable, specifically for candidates with qualitative and slowed the pace of their progression and
research experience. As businesses continue to traverse the only way to remedy this is by heading back to
tricky landscapes, they want to be able to rely on their the office.
Marketing & Insights team to understand the market and
communicate the changes and steps that they need to This attitude is music to the ears of hiring managers
take to remain successful to key stakeholders. within the industry, as the ideal candidate for most
businesses will be someone who is not afraid of
getting stuck in, who doesn’t need consistent
handholding and who can take on responsibilities
and run with them. Technically, while each role will
have slightly different requirements dependent on
the industry they serve, traditionally popular tools
and platforms such as Sequel, Python, Tableau,
Power BI, and Google Analytics remain to be ‘must
have’ skill sets.

Poppy Vaughan / Recruitment Consultant, Netherlands


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AMSTERDAM
NETHERLANDS NDL

PERMANENT - AVERAGE ANNUAL SALARY PERMANENT - AVERAGE ANNUAL SALARY

DATA & TECH Entry Level Mid-Level Technical Lead Manager Level Director DATA SCIENCE Entry Level Mid-Level Technical Lead Manager Level Director
Role type Role type
Cloud Engineering € 46,000 € 68,000 € 90,000 € 107,000 € 130,000 Data Science € 46,000 € 68,000 € 90,550 € 102,500 € 126,000
Business Intelligence € 45,500 € 67,000 € 84,000 € 102,500 € 125,000 Deep Learning & Al € 47,000 € 70,000 € 92,000 € 105,000 € 127,500
Data Architecture € 45,000 € 65,000 € 80,000 € 98,500 € 120,000 ML Engineering € 51,000 € 84,250 € 115,000 € 125,000 € 145,000
Data Eng. & Big Data € 50,000 € 75,000 € 98,500 € 118,750 € 150,000 NLP € 50,000 € 72,000 € 90,000 € 110,000 € 138,500
Data Governance € 45,000 € 66,000 € 81,000 € 100,500 € 121,000 Computer Vision € 47,000 € 71,750 € 91,750 € 110,250 € 140,000

MARKETING & INSIGHT Entry Level Mid-Level Technical Lead Manager Level Director DIGITAL ANALYTICS Entry Level Mid-Level Technical Lead Manager Level Director
Role type Role type

Campaign & CRM € 33,500 € 48,400 € 67,000 € 75,000 € 102,000 AdTech € 36,000 € 51,000 € 64,000 € 80,000 € 95,000
Data Analytics € 50,000 € 66,000 € 70,000 € 76,000 € 105,000 Conversion Rate Optimisation € 35,000 € 43,000 € 50,000 € 63,000 € 84,000
Insight Analytics € 45,000 € 54,430 € 60,000 € 90,000 € 110,000 Web Analytics € 40,000 € 55,000 € 75,000 € 90,500 € 125,000
Marketing Automation € 53,000 € 65,000 € 80,000 € 101,000 € 115,000 Digital Consulting € 30,000 € 42,500 € 62,500 € 84,000 € 110,000
Research Analytics € 40,000 € 52,000 € 62,000 € 75,000 € 90,000 Performance Marketing € 32,000 € 40,000 € 56,000 € 70,000 € 100,000
Data Product Management € 45,000 € 60,000 € 75,000 € 87,000 € 100,000
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CONTACT
HARNHAM EU


We hope you’ve found our commentary
on the state of the Data & Analytics
market interesting.

 hould you wish to ask for further information

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in this guide, please feel free to give us a call.

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