Published on 6th April 2017
In Q1 2017, we continued seeing growth from emerging, smaller markets in the Retail sector. Demand existed for Sales & Marketing professionals in the Retail space, particularly for junior to mid-management level roles across Key Accounts, Commercial and Retail Operations.
Emerging markets paved a way in Retail
In the first few months of 2017, we continued seeing the trend of Retail companies taking steps to break into emerging markets such as Vietnam, Thailand and Indonesia. The phenomenon of offices and stores sprouting in these locations is not a new one, and we have observed this happening for awhile now in the market.
As a result of business expansion and brand consolidation activities in these markets, pockets of talent have emerged to support these business needs. Companies continued seeking experienced Sales & Marketing professionals from senior to general management levels.
Fintech cuts through many fields
Throughout the past few months on the Services industry side, we have observed robust hiring activities for Sales & Marketing expertise for many financial information services and fintech organisations.
International legal firms have been setting sights in establishing a footprint here, and along with this, we continued to see an accompanying demand for Legal Business Development executives.
In Q1 2017, we have also seen logistics, technology, telecommunications and other B2B companies continue to seek for Sales & Marketing talent. In-demand professionals were largely at the mid-management level, and these roles largely cater for Sales rather than Marketing expertise.
Digital talent will continue to sizzle in Q2 2017
Demand for Digital Sales & Marketing talent looks set to break grounds in the months ahead as Singapore continues to be 'The Hub' of an emerging and ever-changing Southeast Asia digital ecosystem.
For the first quarter of 2017, we continued seeing an ongoing demand for Digital talent across agency and corporate settings. These professionals are skilled in areas that revolve around content marketing, performance marketing, video marketing, and e-Commerce transformation.
We expect to see a growing demand for specialist professionals who are experienced in content marketing strategy and execution, especially in areas of social and mobile. We also expect to see performance marketing needs taking a zoomed-in approach with a growing demand for SEO, which ties in well with content marketing.
Visual reels activate
Video marketing has become an area of innovation, where speed, quality, and price have become important differentiators between service providers. In meeting this growing area, we also expect to see the demand for video professionals to increase.
There will be a continuing demand for e-Commerce talent with transformation skills across technical implementation, brand management, and operational excellence.
As we move into Q2 2017, proven Sales performers who can introduce overarching strategies for an aggressive, albeit fragmented regional growth, will be a huge draw for start-up businesses.
We also foresee a demand for technical marketers who can help digest typically raw and massive data to produce sensible observations. These are 'data storytellers' who can bring meaningful business insights out of data for investors and internal stakeholders.
Sales & Marketing
Salary Report for Q2 2017*
*Notes about salary table:
- Titles and levels vary from organisation to organisation.
- The salary ranges given are only approximate guides. For tailored salary advice, please contact us directly.
- 12-month base salaries are assumed.
- All other benefits and bonuses are in addition to these figures.
- Bonus ranges can vary significantly from company to company and will be influenced by market conditions, business and individual performances. Bonus ranges from 1 month at the low end to 100%+ at the upper.
- Holiday entitlements range from 12– 25 days with senior executives not usually receiving less than 18 days. Less than 15 is very rare and 20 days is becoming the norm.
- Healthcare policies are standard.
- Pension plans vary with some companies offering greater than the standard contribution. Top up schemes can increase employer contribution levels as much as 15–20% of the base salary for senior executives.