CNA International IT 2020 Salary Survey Insights
November-December 2020 was the time of the CNA International IT Salary Survey. Our team had conducted an extensive salary survey. The primary goal of this survey was simple:
- To explore the context surrounding IT specialists’ salaries and showcase the salary ranges of different specialists within the Ukrainian IT segment.
- To assist companies with labor market analysis regarding different IT specialists, their salary levels, and expectations.
Now that our research is done, we share a selection of our findings in concise blog form. This is the first part of our Salary Survey Insights. Part two is available here. For more information – contact us.
Salary Survey 2020 Basics
This survey studies the minimum and maximum salary ranges for different Ukrainian IT segment positions in product and outsourcing companies and IT departments in non-IT companies. The survey also presents median figures of said salary ranges.
- The figures are presented in the USD currency.
- The salary data excludes taxes, bonuses, and other supplementary elements.
- In addition, we’ve added a chart that showcases specialist’s salaries with and without English language skills (more on that below).
The survey itself was anonymous, with only positions and locations disclosed as part of the study.
- The sources of this Salary Survey are the following:
To keep the open-source data accuracy (gathered primarily from DOU), we’ve conducted additional research with fellow recruiters and HR managers to get up-to-date information regarding company sizes as of late 2020.
Summary of Survey Findings
The following information is gathered from our online survey. It describes different aspects of the respondents to provide additional dimensions to interpret in tandem with salary tables.
We hope that our little highlight reel of survey findings was insightful for you. If you want to purchase the full 2020 Salary Survey – contact us.
The gender split follows a familiar pattern – there are more male respondents than female respondents. But it is more than meets the eye.
The overall split goes 70/30. The split itself is not the most interesting part. If you look at the other surveys (like the one DOU did a couple of months back), you can see that most female respondents are from recruitment, HR, and marketing, and, to a lesser extent, business development/sales.
In contrast, our survey covered a slightly different audience. In addition to such positions as recruiters and HR managers, there was a fair share (approximately 30% of respondents) of female developers working with Python, C#, and .NET.
The dominant group (60,2%) is predictably 26-35. It is mostly middle-to-senior specialists with a fair share of experience to boot – with a 30%-30% split between the two.
Interestingly, there is an even split between specialists of this age working in product and outsourcing companies.
16-25 consists mostly of junior-to-middle specialists who are either starting their IT career or currently establishing themselves in their domains.
- According to our survey, 74% of this group are employed in outsourcing companies. As outsourcing companies are a great way of gaining experience before taking on much more demanding jobs at product companies, that’s not a revelation.
In contrast, the 36-46 group is diverse. There are senior-level specialists (32%), and there are many C-level specialists (21%), but there are also many middle-level specialists (36%). There is no clear pattern between the professional level and age.
- 64,2% of respondents of this age group state that they are working at product companies (Ukrainian or foreign). A much smaller subgroup of senior-level specialists (mostly business analysts and project managers) works at outsourcing companies.
Years of Commercial Experience
Let’s take a look at how years of commercial experience correspond with the position level, things get interesting.
There is a broader range regarding middle-level specialists:
There is an even split of the senior-level group between 3-4, 5-6, 6-9, 10-15 subgroups. Here’s how it looks like for different groups:
C-Level positions have different dynamics regarding years of commercial experience.
Types of employment
In terms of employment types, the private entrepreneur is the predominant employment form in the Ukrainian IT segment.
- 64,9% of the respondents stated that they are private entrepreneurs.
- In contrast, 29,6% stated that they are employees of the company.
Furthermore, freelancers represent a 3,3% group. It is worth noting that most freelancers are also technically private entrepreneurs, so there is considerable overlap.
Speaking of company types, our survey shows an even split between product companies (foreign and Ukrainian) and outsourcing companies.
- As such, the outsourcing segment is much more prominent in the Ukrainian IT segment than our survey shows, but product companies’ employees were much more active in our surveys. So that’s that.
Here’s how it looks.
Here’s how respondents represent various industry niches in the survey:
Work mode + preferences
Switching towards remote work was amongst the most significant developments of 2020. However, full-time office presence is still an option. The same goes with mixed work mode with some form of office-remote schedule.
Interestingly, there are more respondents who prefer remote work with occasional office visits (41,3%) than full-time remote (24,4%).
Let’s look at the responses of our respondents.
Primary work mode during 2020
Preferred work mode
The salaries in the charts are in USD Net.
- C-Level definition – the top executive positions in a company.
- Tech Lead definition – leading specialist in the handling of the technical side of the things in the development flow in the context of a specific project/team. Tech leads are responsible for planning, designing, leading, and executing various technical solutions. They oversee the development proceedings and assure the quality of work.
Number of C-level respondents by industry
Tech Lead Salaries
Regarding English/No English differentiation. We’ve noticed that most salary surveys don’t differentiate the salary level by such criteria as English language skills.
It is an interesting omission. The thing is – English language skills can critically affect the salary figure due to communication factors.
In other words – such things as interacting with foreign management, team members, clients, customers, etc. Hence, it makes sense to study this aspect in-depth and explore how skill levels affect how.
- In order to clarify things, we’ve made a correlation according to CEFR grading levels (i.e., A1 – beginner; C2 – proficient). The first chart shows data regarding candidates with C1 level onwards, while the second chart shows candidates with A1-B1 levels.
You can read more about the influence of English language skills on IT specialists’ salary in the full version of our Salary Survey.
When done right, salary surveys are instrumental for the companies in retaining competitiveness in the market segment.
We hope that our little highlight reel of survey findings was insightful for you. If you want to access the full 2020 Salary Survey – contact us.