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The 2024 Barclay Simpson Salary & Recruitment Trends Guide
Contents
Message from the CEO
Permanent Recruitment Trends
Contract Recruitment Trends
The Long-Term Effects of IR35
Attitudes Towards Flexible Working Policies
Salary Trends
Bonuses and Benefits
Salaries
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Internal Audit
-
Risk & Quant
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Compliance & Financial Crime
-
Legal & CoSec
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Cyber Security & Data
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Technology & Change
Message from the CEO
Welcome to the 2024 Barclay Simpson Salary Survey & Recruitment Trends Guide.
In our 2022 and 2023 Salary Guides, we reported that our recruitment markets were characterised by an abundance of vacancies that spurred demand for skilled candidates and significantly boosted salaries.
The heat of the 2021 and 2022 recruitment markets was generated by the customary ‘catching up’ process that often follows a period when hiring has been held back. But what truly set this recruitment cycle apart was its intensity, which was extraordinary.
The remarkable bounce-back was greatly magnified by the impact of remote working and technology-driven online recruitment, enabling unmatched ease of access to hiring processes.
In 2023, we have witnessed both the natural ending of that cycle and growing uncertainty based on economic and political concerns both at home and internationally.
Vacancy numbers have fallen, and candidate pressure has dissipated. However, the markets have not stopped; they are resilient. And they remain resilient because underlying skill shortages persist across all the markets that we cover.
That means good candidates can still find great opportunities, even if they are having to rein in expectations of achieving a bumper pay rise by changing jobs. So, while the outlook for 2024 is uncertain, we have every reason to believe that next year has the potential to be an active and dynamic period for recruitment markets.
Barclay Simpson specialises in the recruitment of cyber security, technology and governance professionals.
These 2024 Salary Guides provide a review of the major recruitment and employment trends across the professions in which our community members work, as well as up-to-date information on current salaries across these disciplines.
I would like to thank everyone who took the time to contribute to our surveys. Your support is invaluable in our endeavours to provide useful career and recruitment insights to our community members.
We also asked those who completed our survey to name their preferred charity and pledged to donate £500 to a randomly selected organisation from those named. This year, I’m delighted to say that we have sent a cheque to Mind.
Dean Spencer
CEO
Compensation challenges
Insufficient technical / regulatory knowledge
Remote working policies
Contract recruitment trends in 2024
Last year, the number of contract jobs lagged behind permanent roles. We predicted the gap could close in 2023 if economic fears continued to mount, and while this has turned out to be the case anecdotally, it has not yet been borne out in the data.
In fact, only 51% of employers said they currently use contract or temporary resource recruitment, which is a sizeable decline from the 64% who said the same last year.
Our consultants have nonetheless reported a rise in demand for interim staff in 2023 across many of the markets and disciplines that we recruit for.
One explanation is that organisations initially reduced their contractor headcounts after adding significantly to permanent staff numbers in 2022. But once the economic climate deteriorated, employers became more reluctant to hire permanent employees and their appetite for interim staff is now returning.
Interestingly, some of the reasons for using contractors, interim staff and co-source support have also shifted.
Specific project work tends to be the primary driver behind recruitment in this area, and this hasn’t changed. However, in 2022, we saw a substantial rise in the number of organisations using interim staff because they simply could not source permanent employees – this was the second most-cited reason last year (15% of respondents).
In 2023, an inability to find permanent candidates didn’t even break the top five. Instead, the main drivers of demand outside of specific projects were: a need to leverage subject matter expertise (28%), absence cover (13%), supporting BAU workloads (12%) and keeping permanent headcounts low (6%).
Primary reasons for using interim, contract and co-source staff
2023
2022
2021
The long-term effects of IR35
Over the last few years, our annual Salary Guides have tracked employer and candidate attitudes towards the IR35 reforms that were introduced in April 2021.
Overall, the changes to off-payroll working rules seem to have had less of an impact than originally feared. That said, the number of employers claiming to be affected is rising, albeit slowly and from a relatively low base.
This year, 9% of organisations said IR35 changes had ‘significantly impacted’ their ability to engage skilled contractors – up from 5% in 2022.
31% of employers prefer contractors as their flexible resource
The reforms are also having an impact on candidates. In last year’s report, less than one in 10 interim workers said they had sought or secured permanent roles as a result of IR35 changes. This figure now stands at nearly a third (30%).
Meanwhile, day rates have remained relatively stable. Our data shows that the majority of interim staff (58%) earn between £600 and £899 a day. This was unchanged from last year; however, the average has shifted downwards slightly. In 2022, the most-cited day rate was £700–£799, whereas this year it was £600–£699.
How have the IR35 reforms impacted you over the last year?
2023
2022
Post-pandemic attitudes to flexible working
Our Salary Guides and Market Reports have monitored flexible working trends across cyber security, tech and governance roles for over a decade. During that time, we’ve seen a significant shift towards greater flexibility in workplaces.
And when Covid-19 lockdowns were introduced in the UK in 2020, remote working became essential for many organisations if they wanted to remain operational at the height of the crisis. Our experience was that the vast majority of employers rose to the challenge of this ‘new normal’ admirably.
But will the ‘new normal’ remain the status quo?
The Chartered Institute of Personnel and Development (CIPD) reports that 40% of businesses have experienced an increase in flexible working requests since the pandemic, while an estimated 2 million people left their jobs in the year to March 2023 due to poor flexible working opportunities.
Our research reveals similar trends. Approximately a third of employers say the pandemic has had a long-term impact on their employees, with 84% of these receiving more frequent requests for part-time or flexible working arrangements.
98% of employers utilise hybrid or remote working
Source: Barclay Simpson Client Surveys
The number of candidates who claim they would consider switching roles if they weren’t offered the flexible working model they preferred also rose from 69% last year to 74% this year.
Despite these trends, some organisations are beginning to expect staff to come into the office more. While it is often dependent on sector and job role, we’re nevertheless seeing a clear trend of remote working policies becoming gradually less flexible.
For example, fewer employers believe their post-pandemic hybrid working policies will remain company policy over the long term (81% now versus 88% in 2022). The number of organisations expecting staff in the office at least three days a week has also increased year on year, from 41% to 50%.
There is now rising concern among employers that their current flexible working setups may be hindering recruitment processes.
Not only did nearly a third confirm this when asked, but also 29% admitted their remote working policies were the biggest impediment to hiring this year – up from 20% in 2022.
While employers may be sending mixed messages about flexible working, candidates are much clearer in their expectations. Many have benefited from a better work-life balance in recent years and are reluctant to return to how things were before the pandemic. Indeed, nearly a quarter (23%) listed either remote working or work-life balance as the most important factor when considering a new job.
What was once considered a ‘nice to have’ perk is now increasingly seen as an essential part of working life for many professionals, and employers who try to revert to pre-pandemic policies may find it difficult to source the talent they need in the future.
A lack of flexibility could also thwart an organisation’s diversity and inclusion efforts. Recent research has shown that hybrid working models have resulted in more women, particularly mothers, taking on full-time jobs. Conversely, disabled employees are the most likely to leave their roles because of poor flexible working opportunities, according to the CIPD.
Do you think your current hybrid/remote working policy causes recruitment and retention problems?
2023
2022
Salary trends in 2024
Throughout 2021 and the first half of 2022, starting salaries enjoyed almost unprecedented growth, both nationally and across Barclay Simpson’s key markets. This culminated in the sharpest rate of salary inflation ever recorded in nearly 25 years of data collection by the REC and KPMG in March 2022.
However, salary inflation began to level off in the latter half of last year – a trend that has continued across 2023. At the time of writing, starting salary growth had dropped to a 30-month low for permanent roles and a 31-month low for temporary contracts.
Nevertheless, salaries continue to climb, driven by inflationary pressures and the ongoing demand for highly skilled candidates with good technical skills. As such, the rate of growth, while slower, is still firmly in line with long-term averages.
Across our markets, better remuneration remained the biggest motivator for candidates seeking a new role in 2023, with more than half (54%) of professionals citing it as their priority. This is up from 50% last year, with the cost of living crisis and the steep rises in salaries on offer since the pandemic likely to be contributing factors.
Looking ahead, candidates who remain with their current employer can expect to see their base salary increase by an average of 5% over the next 12 months. This is down from 7% from last year’s report, indicating that company budgets are tightening.
That said, our consultants are reporting that organisations are still keen to retain top talent, and it’s not uncommon for candidates to receive generous counteroffers from their employer to discourage them from accepting job offers elsewhere.
Ultimately, as salary inflation cools down, more employers are now confident they can offer salaries that meet candidates’ expectations. Previously, just 4% believed their bandings were ‘very aligned’ with market demands, but this has since tripled to 12%.
Bonuses and benefits
Over the next 12 months, the vast majority (91%) of employers plan on paying their staff bonuses. This is higher than last year’s report (87%), but remains lower than the heady days of 2021, when 95% of organisations committed to paying bonuses.
The average bonus in 2023 was equal to 21% of an employee’s base salary, a slight rise from 19% the previous year. Employers typically contribute 9% of an individual’s pay towards a pension, a figure that is unchanged from 2022.
On 31 October, the UK’s financial regulators formally scrapped the cap on bankers’ bonuses. Prior to this, the cap was 100% of a professional’s base salary, or 200% with shareholder approval.
However, as we highlight above, the average bonus across our markets is 21%, with even very senior professionals only receiving around 100% bonuses – well below the pre-existing 200% maximum.
As a result, the vast majority of people across our markets weren’t affected by the bonus cap previously, and its removal is likely to have minimal impact moving forward.
With regards to benefits, dramatic changes in the perks that candidates receive are rare – particularly over a 12-month period – but we are seeing a steady increase in companies offering enhanced maternity, paternity and adoption leave.
In 2023, 28% of professionals received these benefits, up from 21% two years ago. This appears to be a national trend, with Indeed last year announcing a 13-fold rise (1,316%) in vacancies advertising enhanced parental leave since 2017.
A recent study revealed that offering six or more weeks of paid paternity leave could have a substantial impact on the UK economy, potentially closing the gender pay gap by 4%. The UK currently offers two weeks statutory paternity leave, which only 18% of Brits believe is enough.
Elsewhere, flexible working continues to be among the most popular perks offered to employees. In fact, despite more employers expecting staff back in the office, the number of candidates who say they have access to flexible or hybrid working has actually edged upwards over the last year (89% versus 87% in 2022).
As flexible working becomes the norm, however, employers may need to identify new ways to attract top talent in a recruitment market where technical skills are always in high demand and short supply.
Annual bonus: 89%
Flexible working: 86%
Private healthcare: 84%
Cycle-to-work scheme: 41%
Enhanced pension scheme: 69%
Remote working: 69%
Time off for charity work: 56%
Enhance maternity / paternity leave: 47%
Travel allowance: 46%
Subsidised gym membership: 45%
Company stock options: 44%
Car scheme or allowance: 40%
Childcare vouchers: 15%
Enhanced dental coverage: 33%
Training allowance: 30%
Other: 10%
Internal Audit Salaries
Public Practice Salaries (Big 4, Top 10)
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £30k – £50k | £27k – £45k | £25k – £35k |
| Senior Auditor | £50k – £65k | £44k – £60k | £42k – £50k |
| Audit Manager | £60k – £80k | £55k – £70k | £50k – £65k |
| Senior Manager | £75k – £115k | £65k – £100k | £65k – £90k |
| Director | £100k – £200k+ | £90k – £140k+ | £90k – £120k+ |
Not For Profit Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £32k – £45k | £30k – £45k | £28k – £40k |
| Senior Auditor | £48k – £60k | £45k – £60k | £40k – £55k |
| Audit Manager | £55k – £70k | £50k – £60k | £50k – £60k |
| Senior Manager | £60k – £90k | £55k – £80k | £55k – £80k |
| Director | £85k – £120k+ | £75k – £110k+ | £75k – £90k+ |
Corporate and Investment Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £40k – £60k | £35k – £55k | £30k – £40k |
| Senior Auditor | £60k – £80k | £55k – £75k | £50k – £70k |
| Audit Manager | £75k – £100k | £70k – £100k | £65k – £90k |
| Senior Manager | £90k – £130k | £80k – £120k | £85k – £100k |
| Director | £120k – £250k+ | £100k – £200k+ | £90k – £150k+ |
Consumer and Private Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £30k – £60k | £30k – £45k | £25k – £45k |
| Senior Auditor | £60k – £85k | £50k – £60k | £50k – £60k |
| Audit Manager | £75k – £105k | £60k – £100k | £55k – £75k |
| Senior Manager | £90k – £125k | £75k – £115k | £70k – £100k |
| Director | £110k – £250k+ | £90k – £200k+ | £90k – £180k+ |
Asset and Wealth Management Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £30k – £80k | £30k – £45k | £28k – £45k |
| Senior Auditor | £60k – £85k | £48k – £65k | £42k – £65k |
| Audit Manager | £75k – £105k | £60k – £100k | £52k – £72k |
| Senior Manager | £80k – £135k | £75k – £115k | £70k – £100k |
| Director | £120k – £250k+ | £90k – £170k+ | £90k – £150k+ |
Insurance Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £30k – £60k | £30k – £45k | £28k – £45k |
| Senior Auditor | £60k – £80k | £48k – £65k | £42k – £65k |
| Audit Manager | £75k – £100k | £60k – £80k | £52k – £72k |
| Senior Manager | £80k – £125k | £75k – £110k | £70k – £100k |
| Director | £110k – £250k+ | £90k – £180k+ | £90k – £150k+ |
Commerce & Industry Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £35k – £55k | £34k – £50k | £30k – £45k |
| Senior Auditor | £55k – £70k | £50k – £65k | £48k – £65k |
| Audit Manager | £65k – £90k | £60k – £80k | £55k – £80k |
| Senior Manager | £85k – £120k | £75k – £110k | £70k – £100k |
| Director | £100k – £250k+ | £90k – £170k+ | £90k – £150k+ |
Temporary / Interim Rates (Per Day)
| Area | London | South East | Regional |
|---|---|---|---|
| Internal Auditor | £200 – £400 | £200 – £400 | £150 – £300 |
| Senior Auditor | £300 – £500 | £300 – £500 | £250 – £450 |
| Audit Manager | £350 – £650 | £350 – £650 | £350 – £600 |
| Senior Manager | £500 – £800 | £500 – £800 | £450 – £700 |
| Director | £750 – £2,000 | £750 – £2,000 | £700 – £1,500 |
Risk & Quant Salaries
Retail Banking Salaries – Credit Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Junior Analyst | £35k – £40k | £35k – £40k | £28k – £33k | £200 – £250 |
| Analyst | £40k – £55k | £40k – £55k | £35k – £40k | £250 – £300 |
| Senior Analyst | £55k – £70k | £55k – £70k | £40k – £60k | £350 – £500 |
| Manager | £70k – £85k | £70k – £85k | £60k – £75k | £500 – £650 |
| Senior Manager | £85k – £100k | £85k – £100k | £75k – £90k | £650 – £750 |
| Director | £100k – £120k | £100k – £120k | £90k – £110k | £750 – £900 |
| Head of Credit Risk | £120k+ | £120k+ | £110k+ | £900 – £1,300 |
Retail Banking Salaries – Operational Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Analyst | £40k – £60k | £40k – £60k | £35k – £45k | £200 – £250 |
| Manager | £60k – £90k | £60k – £90k | £50k – £75k | £250 – £350 |
| Senior Manager | £70k – £110k | £70k – £110k | £65k – £90k | £350 – £500 |
| Director | £100k – £140k | £100k – £140k | £85k – £110k | £500 – £650 |
| Head of Operational Risk | £125k+ | £125k+ | £100k+ | £650 – £750 |
Corporate Banking Salaries – Credit Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £40k – £45k | £40k – £45k | £40k – £45k | £200 – £300 |
| Analyst | £45k – £55k | £45k – £55k | £35k – £45k | £300 – £400 |
| Associate Vice President | £50k – £85k | £50k – £85k | £40k – £60k | £400 – £500 |
| Vice President | £90k – £125k | £90k – £125k | £80k – £110k | £500 – £650 |
| Director | £130k – £180k | £130k – £180k | £110k – £150k | £650 – £750 |
| Managing Director | £180k – £250k | £180k – £250k | £150k – £250k | £750 – £1,000 |
| Chief Credit Officer | £250k+ | £250k+ | £200k+ | £1,000+ |
Corporate Investment Banking Salaries – Operational Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £35k – £45k | £35k – £45k | £25k – £35k | £200 – £250 |
| Analyst | £45k – £60k | £45k – £60k | £35k – £45k | £250 – £300 |
| Associate Vice President | £60k – £80k | £60k – £80k | £45k – £70k | £300 – £400 |
| Vice President | £80k – £115k | £80k – £115k | £70k – £90k | £400 – £600 |
| Executive Director/Senior Vice President | £110k – £145k | £110k – £145k | £80k – £100k | £600 – £800 |
| Head of Operational Risk/Managing Director | £160k+ | £160k+ | £100k+ | £800+ |
Private Banking Salaries – Operational Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £35k – £45k | £25k – £35k | £25k – £35k | £200 – £250 |
| Analyst | £45k – £60k | £35k – £60k | £35k – £45k | £250 – £300 |
| Associate Vice President | £60k – £80k | £45k – £70k | £45k – £70k | £300 – £400 |
| Vice President | £75k – £110k | £70k – £90k | £70k – £90k | £400 – £600 |
| Executive Director/Senior Vice President | £100k – £145k | £80k – £100k | £80k – £100k | £600 – £800 |
| Head of Operational Risk | £140k+ | £100k+ | £100k+ | £800+ |
Asset Management Salaries – Operational Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Junior Associate | £35k – £45k | £35k – £45k | £30k – £40k | £200 – £250 |
| Associate Vice President | £55k – £805k | £55k – £80k | £40k – £650k | £250 – £300 |
| Vice President | £70k – £95k | £70k – £95k | £60k – £80k | £300 – £500 |
| Director | £75k – £120k | £75k – £120k | £70k – £100k | £500 – £700 |
| Head of Operational Risk | £110k+ | £110k+ | £100k+ | £700 – £900 |
Asset Management Salaries – Market/Investment Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Associate | £40k – £80k | £40k – £80k | £40k – £80k | £250 – £400 |
| Vice President | £75k – £130k | £75k – £130k | £75k – £130k | £400 – £650 |
| Director | £70k – £95k | £70k – £95k | £60k – £80k | £800 – £1,250 |
| Head of Investment Risk | £110k – £250k | £110k – £250k | £110k – £250k | £800 – £1,250 |
| Chief Risk Officer | £130k – £500k | £130k – £500k | £130k – £500k | £1,500+ |
Retail Banking Salaries – Quant Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £40k – £45k | £40k – £45k | £25k – £35k | £200 – £300 |
| Analyst | £45k – £60k | £45k – £55k | £35k – £45k | £300 – £350 |
| Associate Vice President | £65k – £85k | £60k – £80k | £45k – £65k | £350 – £550 |
| Vice President | £90k – £125k | £90k – £110k | £65k – £90k | £550 – £800 |
| Director | £125k – £180k | £120k – £180k | £90k – £150k | £800 – £1,000 |
| Managing Director | £180k+ | £180k+ | £180k+ | £1,000+ |
Corporate Banking Salaries – Quant Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £40k – £45k | £40k – £45k | £25k – £35k | £200 – £300 |
| Analyst | £45k – £60k | £45k – £55k | £35k – £45k | £300 – £350 |
| Associate Vice President | £65k – £85k | £60k – £80k | £45k – £65k | £350 – £600 |
| Vice President | £90k – £130k | £90k – £110k | £65k – £90k | £600 – £850 |
| Director | £130k – £190k | £120k – £180k | £90k – £150k | £850 – £1,200 |
| Managing Director | £190k+ | £180k+ | £150k+ | £1,200+ |
Investment Banking Salaries – Quant Risk
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Graduate/Junior Analyst | £50k – £55k | £40k – £45k | £25k – £35k | £200 – £300 |
| Analyst | £55k – £65k | £45k – £55k | £35k – £45k | £300 – £400 |
| Associate Vice President | £65k – £90k | £60k – £80k | £45k – £65k | £200 – £650 |
| Vice President | £90k – £140k | £90k – £110k | £65k – £90k | £650 – £900 |
| Director | £140k – £200k | £120k – £180k | £90k – £150k | £900 – £1,250 |
| Managing Director | £200k+ | £180k+ | £150k+ | £1,250+ |
Compliance & Financial Crime Salaries
Public Practice Salaries (Big 4, Top 10)
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £30k – £50k | £30k – £50k | £30k – £50k |
| Compliance or Financial Crime AVP / Manager | £40k – £80k | £40k – £80k | £40k – £80k |
| Compliance or Financial Crime VP /Senior Manager | £60k – £120k | £60k – £120k | £60k – £120k |
| Compliance or Financial Crime Director | £100k – £200k | £100k – £180k | £100k – £180k |
| Partner | £200k+ | £150k+ | £150k+ |
Corporate and Investment Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £40k – £55k | £40k – £55k | £35k – £45k |
| Compliance or Financial Crime AVP / Manager | £50k – £80k | £50k – £80k | £45k – £80k |
| Compliance or Financial Crime VP /Senior Manager | £80k – £140k | £80k – £140k | £70k – £120k |
| Compliance or Financial Crime Director | £90k – £180k | £90k – £180k | £80k – £160k |
| Head of Compliance or MLRO | £150k – £300k | £150k – £250k | £150k – £250k |
| Global Head of Compliance / Financial Crime | £250k – £600k | £250k+ | £250k+ |
Consumer and Private Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £40k – £55k | £40k – £55k | £30k – £50k |
| Compliance or Financial Crime AVP / Manager | £50k – £80k | £50k – £80k | £40k – £60k |
| Compliance or Financial Crime VP /Senior Manager | £80k – £140k | £80k – £140k | £60k – £95k |
| Compliance or Financial Crime Director | £90k – £180k | £90k – £180k | £95k – £140k |
| Head of Compliance or MLRO | £150k – £250k | £150k – £250k | £140k – £200k |
| Global Head of Compliance / Financial Crime | £200k – £350k | £200k+ | £200k+ |
Asset and Wealth Management Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £45k – £55k | £40k – £55k | £35k – £45k |
| Compliance or Financial Crime AVP / Manager | £60k – £80k | £55k – £75k | £50k – £70k |
| Compliance or Financial Crime VP /Senior Manager | £80k – £110k | £80k – £110k | £80k – £100k |
| Compliance or Financial Crime Director | £120k – £180k | £120k – £160k | £100k – £150k |
| Head of Compliance or MLRO | £150k – £300k | £140k – £250k | £120k – £200k |
| Global Head of Compliance / Financial Crime | £250k – £500k | £200k+ | £150k+ |
Hedge Funds and Private Equity Salaries
| Area | London |
|---|---|
| Compliance or Financial Crime Assistant | £50k – £70k |
| Compliance or Financial Crime AVP / Manager | £60k – £90k |
| Compliance or Financial Crime VP /Senior Manager | £100k – £130k |
| Compliance or Financial Crime Director | £140k – £180k |
| Head of Compliance or MLRO | £150k – £250k |
| Global Head of Compliance / Financial Crime | £350k – £700k+ |
Insurance Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £35k – £50k | £35k – £50k | £25k – £35k |
| Compliance or Financial Crime AVP / Manager | £40k – £65k | £40k – £65k | £30k – £70k |
| Compliance or Financial Crime VP /Senior Manager | £60k – £80k | £60k – £80k | £40k – £80k |
| Compliance or Financial Crime Director | £80k – £120k | £80k – £120k | £70k – £120k |
| Head of Compliance or MLRO | £100k – £200k | £100k – £200k | £100k – £200k |
| Global Head of Compliance / Financial Crime | £200k – £400k | £180k+ | £180k+ |
Temporary / Interim Rates (Per Day)
| Area | London | South East | Regional |
|---|---|---|---|
| Compliance or Financial Crime Assistant | £250 – £350 | £200 – £300 | £150 – £250 |
| Compliance or Financial Crime AVP / Manager | £300 – £500 | £250 – £450 | £200 – £400 |
| Compliance or Financial Crime VP /Senior Manager | £450 – £650 | £400 – £600 | £350 – £550 |
| Compliance or Financial Crime Director | £600 – £1,000 | £550 – £850 | £450 – £650 |
| Head of Compliance or MLRO | £1,000 – £1,400 | £850 – £1,000k | £550 – £750 |
| Global Head of Compliance / Financial Crime | £1,200 – £2,500k | £750 – £1,200 | £650 – £950 |
Legal & Company Secretarial Salaries
Investment Banking Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £70k | £60k – £70k |
| Junior Lawyer (2 – 3 years exp) | £80k – £110k | £70k – £90k | £70k – £85k |
| Lawyer (4 – 5 years exp) | £105k – £135k | £90k – £110k | £80k – £105k |
| Lawyer (6 – 7 years exp) | £120k – £150k | £105k – £125k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £130k – £170k | £115k – £130k | £110k – £130k |
| Head of Legal | £180k – £250k | £130k – £180k | £120k – £170k |
| General Counsel | £180k – £500k | £160k – £350k | £150k – £300k |
Asset Management / Wealth Management Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £180k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £500k | £170k – £250k | £140k – £220k |
Hedge Funds / Private Equity Salaries
| Area | London |
|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k |
| Lawyer (4 – 5 years exp) | £110k – £140k |
| Lawyer (6 – 7 years exp) | £125k – £150k |
| Senior Lawyer (8+ years exp) | £140k – £170k |
| Head of Legal | £180k – £270k |
| General Counsel | £200k – £700k |
Insurance Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £85k – £110k | £80k – £100k | £70k – £90k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £160k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £400k | £170k – £250k | £140k – £220k |
Commerce Salaries – FTSE 100 (or Equivalent Multinational Company)
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £95k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £120k | £80k – £90k | £70k – £85k |
| Lawyer (4 – 5 years exp) | £110k – £140k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £150k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £200k – £300k | £180k – £250k | £180k – £250k |
| General Counsel | £300k – £700k | £250k – £550k | £250k – £500k |
In-House Commerce Salaries – FTSE 250
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £70k – £85k | £60k – £75k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £80k – £110k | £80k – £90k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £100k – £120k | £90k – £110k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £110k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £130k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £350k | £170k – £250k | £140k – £220k |
Fin Tech Salaries – Payments / Retail
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £60k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £110k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £130k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £160k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £200k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £300k | £170k – £250k | £140k – £220k |
Crypto / Brokerage Salaries
| Area | London | South East | Regional |
|---|---|---|---|
| Newly Qualified (0 – 1 years exp) | £60k – £85k | £60k – £80k | £60k – £75k |
| Junior Lawyer (2 – 3 years exp) | £90k – £110k | £80k – £100k | £70k – £95k |
| Lawyer (4 – 5 years exp) | £110k – £130k | £100k – £120k | £90k – £110k |
| Lawyer (6 – 7 years exp) | £125k – £140k | £110k – £130k | £100k – £120k |
| Senior Lawyer (8+ years exp) | £140k – £170k | £125k – £150k | £110k – £130k |
| Head of Legal | £160k – £250k | £140k – £180k | £120k – £150k |
| General Counsel | £200k – £350k | £170k – £250k | £140k – £220k |
Cyber Security and Data Privacy Salaries
Leadership Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Ciso (Global / /EMEA) | £180k + | £180k + | £170k + | £900 – £1,200 |
| Cyber Security Director | £130k – £200k | £130k – £200k | £120k – £180k | £800 – £900 |
| Head of IT Risk | £130k – £200k | £130k – £200k | £120k – £180k | £800 – £900 |
| Head of GRC (Cyber Risk) | £120k – £150k | £120k – £150k | £90k – £130k | £750 – £850 |
| Head of Information Security (dept above 10+) | £150k+ | £150k+ | £130k+ | £800 – £900 |
| Head of Information Security (dept under 10+) | £100k – £160k | £100k – £160k | £80k – £140k | £700 – £800 |
| Head of Security Architecture | £130k – £200k | £130k – £200k | £110k – £170k | £900+ |
| Head of Security Operations | £80k – £120k | £80k – £120k | £70k – £110k | £900+ |
| Head of Incident Response | £90k – £140k | £90k – £140k | £80k – £120k | £900+ |
Governance, Risk & Compliance Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Business Information Security Officer | £90k – £130k | £90k – £130k | £85k – £110k | £600 – £800 |
| Information Security Manager (team above 5+) | £95k – £120k | £95k – £120k | £80k – £110k | £600 – £800 |
| Information Security Manager (team under 5+) | £80k – £95k | £80k – £95k | £70k – £85k | £600 – £800 |
| Information Security Officer | £80k – £120k | £80k – £120k | £70k – £110k | £600 – £800 |
| IT Risk Manager | £85k – £120k | £85k – £120k | £75k – £110k | £600 – £800 |
| Third Party Risk Lead | £75k – £100k | £75k – £100k | £65k – £90k | £550 – £750 |
| Information Security Analyst, GRC | £60k – £75k | £60k – £75k | £45k – £65k | £500 – £600 |
| Information Security Analyst, GRC (exp below 4+ years) | £50k – £60k | £50k – £60k | £50k – £60k | £400 – £550 |
Technical Security / Security Architecture & Engineering Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Application Security Architect | £100k – £130k | £100k – £130k | £90k – £120k | £700 – £900 |
| Application Security Engineer | £85k – £110k | £85k – £110k | £75k – £100k | £600 – £750 |
| DevSecOps Engineer | £85k – £100k | £85k – £100k | £75k – £100k | £600 – £850 |
| Information Security Engineer | £70k – £90k | £70k – £90k | £55k – £85k | £550 – £800 |
| Cloud Security Architect | £100k – £130k | £100k – £130k | £80k – £100k | £650 – £850 |
| Cloud Security Engineer | £80k – £110k | £80k – £110k | £80k – £110k | £700 – £850 |
| Enterprise Security Architect | £100k – £140k | £100k – £140k | £90k – £120k | £700 – £900 |
Technical Security / Security Operations & Incident Response Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Deputy Head of Security Operations | £80k – £100k | £75k – £95k | £70k – £90k | £700 – £900 |
| Cyber Defence Analyst | £50k – £65k | £50k – £65k | £40k – £55k | £450 – £650 |
| Cyber Threat Intelligence Analyst | £50k – £85k | £50k – £85k | £45k – £75k | £550 – £650 |
| Incident Response Analyst | £60k – £80k | £55k – £75k | £50k – £75k | £550 – £650 |
| Incident Response Manager | £80k – £110k | £80k – £110k | £75k – £95k | £600 – £800 |
| Security Operations Analyst | £45k – £60k | £45k – £60k | £35k – £50k | £500 – £600 |
| Security Operations Manager | £60k – £85k | £60k – £85k | £50k – £75k | £600 – £800 |
| SOC Analyst | £45k – £60k | £45k – £60k | £30k – £45k | £500 – £650 |
Technical Security / Security Operations & Incident Response Salaries (Overflow)
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Senior SOC Analyst | £60k – £80k | £60k – £80k | £60k – £80k | £550 – £650 |
| SOC Manager | £80k – £100k | £80k – £100k | £75k – £95k | £700 – £800 |
| Cyber Security Director | £135k – £200k | £120k – £190k | £120k – £190k | £700 – £800 |
| Head of Security Operations | £90k – £130k | £90k – £125k | £90k – £125k | £800 – £900+ |
| Head of IR | £95k – £140k | £95k – £140k | £95k – £140k | £700 – £800 |
| SOC Engineer | £75k – £120k | £75k – £100k | £75k – £100k | £550 – £650 |
| Head of SOC Engineering | £100k – £140k | £100k – £140k | £100k – £140k | £750 – £850 |
Business Continuity & Operational Resilience Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Head of BC | £100k – £150k | £90k – £130k | £100k – £125k | £700 – £800 |
| Head of Operational Resilience | £100k – £150k | £100k – £130k | £100k – £130k | £700 – £800 |
| BC Analyst | £35k – £60k | £30k – £55k | £30k – £55k | £450 – £550 |
| BC Specialist | £70k – £90k | £70k – £90k | £70k – £90k | £550 – £650 |
| BC Manager | £60k – £85k | £60k – £75k | £60k – £80k | £600 – £700 |
| Operational Resilience Analyst | £50k – £60k | £50k – £60k | £50k – £60k | £450 – £550 |
| Operational Resilience Manager | £70k – £95k | £65k – £80k | £70k – £90k | £600 – £700 |
| Operational Resilience Specialist | £70k – £90k | £70k – £90k | £70k – £90k | £550 – £650 |
Identity & Access Management Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Head of IAM | £120k – £140k+ | £120k – £140k+ | £110k – £130k+ | £600 – £850 |
| IAM Manager | £90k – £120k | £90k – £120k | £85k – £110k | £500 – £700 |
| CIAM/PAM Lead | £95k – £120k | £95k – £120k | £85k – £110k | £500 – £700 |
| IAM Product Owner | £95k – £120k | £95k – £120k | £85k – £110k | £500 – £700 |
| IAM Architect | £90k – £120k+ | £90k – £120k+ | £80k – £110k+ | £500 – £700 |
| IAM Engineer | £75k – £95k | £75k – £95k | £70k – £90k | £400 – £600 |
| IAM Analyst | £60k – £85k | £60k – £85k | £55k – £80k | £350 – £500 |
Technical Security/Penetration Testing Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Entry Level Penetration Tester | £25k – £40k | £25k – £40k | £20k – £30k | £300 – £400 |
| Mid Level Penetration Tester | £50k – £75k | £50k – £75k | £45k – £70k | £500 – £650 |
| Manager Level Penetration Tester | £75k – £120k | £75k – £120k | £75k – £120k | £650+ |
Security Transformation Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Information Security Programme Manager | £80k+ | £80k+ | £75k+ | £800 – £900+ |
| Information Security Project Manager | £60k – £75k | £60k – £75k | £55k – £70k | £600 – £800+ |
| Information Security PMO Manager | £50k – £60k | £50k – £60k | £45k – £55k | £500 – £600 |
| Information Security Business Analyst | £55k – £65k | £55k – £65k | £50k – £60k | £550 – £750 |
| Information Security Service Delivery Manager | £70k – £80k | £70k – £80k | £65k – £75k | £550 – £650 |
| SOC Engineer | £75k – £120k | £75k – £100k | £75k – £100k | £550 – £650 |
| Head of SOC Engineering | £100k – £140k | £100k – £140k | £100k – £140k | £750 – £850 |
Data Protection & Privacy Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Head of Data Protection | £80k – £100k | £80k – £100k | £80k – £100k | £550 – £650 |
| Data Governance Manager | £80k – £100k | £80k – £100k | £70k – £90k | £575 – £675 |
| Data Protection Analyst | £40k – £50k | £40k – £50k | £30 – £45k | £300 – £400 |
| Data Privacy Lawyer | £85k – £120k | £85k – £120k | £75k – £100k | £600 – £750 |
| Data Privacy Advisor | £60k – £75k | £60k – £75k | £50k – £70k | £450 – £550 |
| Data Protection Officer | £100k – £150k | £100k – £150k | £90k – £140k | £600 – £800 |
| Privacy Manager | £65k – £85k | £65k – £85k | £50k – £70k | £400 – £550 |
| Global Privacy Counsel | £110k – £150k | £110k – £150k | £100k – £130k | £700 – £800 |
Technology & Change Salaries
Business Change Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Business Analyst | £60k – £90k | £60k – £90k | £45k+ | £450 – £600 |
| Project Manager | £60k – £90k | £60k – £390k | £45k+ | £450 – £600 |
| Programme Manager | £65k – £100k | £65k – £100k | £55k+ | £500 – £750 |
| PMO & Portfolio Manager | £40k – £65k | £40k – £65k | £35k+ | £350 – £500 |
| Agile Coach | £60k – £100k | £60k – £100k | £55k+ | £500 – £800 |
| Scrum Master | £60k – £100k | £60k – £100k | £55k+ | £500 – £800 |
DevOps & Cloud Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| DevOps Engineer | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Senior DevOps Engineer | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Site Reliability Engineer (SRE) | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Senior Site Reliability Engineer (SRE) | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Cloud Engineer | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Senior Cloud Engineer | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Cloud Architect | £80k – £125k | £80k – £125k | £75k – £110k | £650 – £1,100 |
Architects/Architecture Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Solution Architect | £80k – £125k | £80k – £125k | £75k – £110k | £650 – £1,100 |
| Enterprise Architect | £90k – £135k | £90k – £135k | £80k – £120k | £650 – £1,200 |
| Business Architect | £80k – £125k | £80k – £125k | £75k – £110k | £650 – £1,100 |
| Lead Architect | £90k – £135k | £90k – £135k | £80k – £120k | £650 – £1,200 |
| Chief Architect | £100k – £150k | £100k – £150k | £90k – £130k | £650 – £1,400 |
Software Development & Engineering Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Back End Developer | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Front End Developer | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Full Stack Developer | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Head of Software Development | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Software Development Engineer in Test (SDET) | £60k – £90k | £60k – £90k | £45k+ | £450 – £600 |
Data and AI Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| Data Engineer | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Data Engineering Manager | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Data Architect | £80k – £125k | £80k – £125k | £75k – £110k | £650 – £1,100 |
| Data Analyst | £60k – £90k | £60k – £90k | £55k – £100k | £450 – £500 |
| Master Data Management | £65k – £100k | £65k – £100k | £55k+ | £500 – £750 |
| Data Scientist | £60k – £120k | £60k – £120k | £50k – £90k | £500 – £800 |
| Machine Learning Engineer (ML) | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
| Machine Learning Engineer (ML) | £70k – £140k | £70k – £140k | £55k – £100k | £500 – £850 |
Senior IT Leadership Salaries
| Area | London | South East | Regional | Contract day rate |
|---|---|---|---|---|
| IT Manager | £80k – £125k | £80k – £125k | £75k – £110k | £650 – £1,100 |
| IT Director | £90k – £135k | £90k – £135k | £80k – £120k | £650 – £1,200 |
| Chief Technical Officer (CTO) | £100k – £275k | £100k – £275k | £100k – £190k | £1,000+ |
| Chief Information Officer (CIO) | £100k – £275k | £100k – £275k | £100k – £190k | £1,000+ |
| Chief Data Officer (CDO) | £100k – £275k | £100k – £275k | £100k – £190k | £1,000+ |
Build your team and benchmark your salaries with Barclay Simpson
Through deep market networks enhanced by digital acquisition channels, we are connected to the most in-demand and niche talent and employers within the cyber security, technology, data, risk, internal audit, compliance, legal and governance communities.
We can help you create a talent attraction strategy with competitive salary offerings or help you find a role that aligns with your skills and long-term career goals, and support you from interview through to salary negotiations.
Arrange a consultation today to see how Barclay Simpson can support you as you build a talent attraction and retention strategy or as you progress in your career.
