ROBERT HALF TECHNOLOGY ASIA PACIFIC SALARY GUIDE 2010/2011 Technology
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ROBERT HALF TECHNOLOGY
ASIA PACIF IC SALARY GUIDE 2010/2011
Technology
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Introduction
The data collected in the 2010/2011 Technology Salary Survey hasrevealed salaries across Asia Pacific are on the rise. This supportsthe general positivity in the sector and the renewed focus on
retaining top talent, both within technology companies and inorganisations requiring technology professionals. Whilst theincreases are relatively steady across the board, technologysalaries are expected to continue their upward trend over the nextyear.
The majority of employees across the region are confident in theircompany’s growth prospects, which further reinforces theopportunity for employers to leverage the loyalty of their staff andcontinue to reward key people. While financial incentives are notthe sole motivator of technology employees, larger salaries stillremain attractive to top performers. Therefore, with competitionfor good quality candidates on the rise, companies that providethe most competitive pay are best placed to retain their talent.
As business confidence increases and companies reassess growthstrategies in the improved landscape, many are re-investing intechnology to gain a competitive edge. This increased investmentmeans that a large number of employers are looking to hire, asituation which is intensifying the imminent skills shortage.Furthermore, this highly fluid hiring market could increase staff turnover, putting further pressure on employers to raise salaries.
Overall, the Asia Pacific technology industry is experiencing stronggrowth and employers need to be prepared to respond to thisenvironment in order to succeed.
About this Guide
Robert Half Technology, a division of Robert Half International,specialises in providing experienced technology professionalsacross a range of industries, levels and locations. The 2010/2011
Robert Half Technology Salary Guide for Asia Pacific has beendeveloped for the first time, and is designed to offer employersand employees detailed salary information from within thetechnology industry. Based on information gathered from extensiveresearch and the expertise of specialist Robert Half Technologyconsultants, the guide also provides insight into hiring trendswithin the sector.
The salary guide is being published in the beginning of the fourthquarter of 2010 in order to reflect survey results and salaryinformation from the third quarter of the year. It also provides themost relevant guidance for employers and employees looking todetermine staff salary and benefits packages within their region.
How the Data was CollectedThe survey was sent to the Robert Half Technology Asia Pacificdatabase and was completed online from 21 July to 1 August 2010.The results of the survey were collated and analysed by GalaxyResearch, an independent and accredited market researchcompany.
Attracting responses from Robert Half Technology clients andcandidates in Australia, New Zealand, Hong Kong, Japan andSingapore, the detailed salary information was gathered fromhundreds of placements throughout the region and cross checkedwith the online survey data.
In addition to providing a salary benchmark for employers and
employees across various markets within the region, the surveysought to determine current employee attitudes and perceptionsin the technology sector.
Get industry insights and career advice from some of the besttechnology minds in Asia Pacific.
Featuring interviews with technology heads from Cisco, Google, Westpacand AXA to name a few.
Watch the interviews at http://rhiwatch.viotv.com
Technology
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Salary tables for Australia
Melbourne and surrounding areas
Job Title Years of Experience in Role
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
.net Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000
Java Developer 55,000-65,000 55,000-65,000 75,000-110,000 100,000-135,000 100,000-135,000
E commerce Manager 80,000-90,000 90,000-110,000 110,000-125,000 125,000-180,000 180,000+
Business Intelligence Developer 55,000-70,000 70,000-90,000 85,000-115,000 110,000-135,000 115,000-135,000
Business Intelligence Manager 100,000-105,000 105,000-125,000 125,000-160,000 160,000-225,000 225,000+
IT Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+
Data Warehouse Consultant 55,000-70,000 70,000-90,000 85,000-115,000 115,000-135,000 115,000-135,000
Chief Information Ofcer/IT Director 135,000-160,000 160,000-205,000 205,000-270,000 270,000-360,000 360,000+
Development Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-160,000 180,000+
Database Administrator 45,000-65,000 55,000-90,000 85,000-115,000 110,000-135,000 120,000+
Systems Administrator 45,000-65,000 55,000-70,000 65,000-80,000 85,000-110,000 110,000+
Enterprise Resourse Planning Consultant 55,000-75,000 75,000-90,000 85,000-115,000 120,000-145,000 145,000+
Infrastructure Manager 90,000-110,000 110,000-125,000 125,000-145,000 145,000-165,000 180,000+
Business Analyst 55,000-65,000 60,000-80,000 80,000-110,000 110,000-125,000 135,000+
Project Manager 55,000-65,000 65,000-110,000 100,000-125,000 125,000-165,000 165,000+
Note: Rates may vary due to regional variations, depth of specific system exposure, company size and industry type. All salaries are listed in local currency.
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Salary table for Hong Kong
The hiring outlook for Hong Kong
After a turbulent period, the technology employment market inHong Kong is rebounding, with the majority (79%) of employersplanning to hire in the next six months. Furthermore, as technologyprojects recommence and there is more work in the pipeline, themajority (80%) of employees are confident in their company’s
growth prospects in the next year and are recognising the potentialfor greater career progression.
This new-found confidence could however, see more movement inthe job market over the next year – because employees who do notget the promotion they feel they deserve may look for greenerpastures.
Of all employees across the Asia Pacific region, those in Hong Kongare the most likely to leave their current employer, as 86% of therespondents believe that it is necessary to switch jobs in order togain greater bargaining power in salary negotiations.
Furthermore, local employers are the most apprehensive of theAsia Pacific region, with 81% admitting they are concerned aboutlosing top performers to other job opportunities in the next year.This is leading many employers to increase salaries, in the hopethat the increase will satisfy employees. As such, over half (56%)
of employees in the sector received a salary increase over the past12 months, but only 29% received an increase of more than 10%.Employers need to take a proactive approach to retention andopen up the conversation with staff to ensure they are meetingtheir needs.
“This new-found confidence could however, see more
movement in the job market over the next year – because
employees who do not get the promotion they feel they
deserve may look for greener pastures.”
Banking & Finance IT
Job Title Years of Experience in Role
Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more
Analyst Programmer 240,000-336,000 300,000-600,000 480,000-840,000 600,000-960,000 720,000-960,000
Lead Software Developer - - 600,000-960,000 720,000-1,200,000 840,000-1,200,000
Software Development Manager - - 720,000-840,000 900,000-1,200,000 1,200,000-1,620,000
Architect – Applications, Solutions,Systems, Data
- - 720,000-960,000 840,000-1,200,000 960,000-1,620,000
Test/QA Analyst 240,000-300,000 300,000-480,000 420,000-600,000 600,000-720,000 720,000-780,000
Test/QA Lead / Manager - - 540,000-840,000 600,000-960,000 660,000-1,020,000
Database Administrator / Developer 240,000-300,000 300,000-540,000 480,000-720,000 600,000-900,000 720,000-960,000
Data Warehousing Specialist - - 420,000-600,000 540,000-780,000 600,000-840,000
Network Administrator 216,000-264,000 264,000-420,000 420,000-540,000 540,000-720,000 600,000-720,000
Network Engineer 240,000-300,000 300,000-540,000 420,000-660,000 600,000-780,000 600,000-840,000
Network Manager - - 540,000-660,000 600,000-960,000 720,000-1,200,000
Security Analyst/Consultant 240,000-300,000 300,000-420,000 480,000-720,000 600,000-840,000 720,000-960,000
Infrastructure Manager - - 660,000-900,000 720,000-1,200,000 960,000-1,680,000
Project Co-ordinator 216,000-300,000 300,000-540,000 420,000-660,000 480,000-720,000 480,000-720,000
Project Manager - 540,000-720,000 660,000-960,000 720,000-1,500,000 960,000-1,500,000
Programme Manager - - 720,000-960,000 960,000-1,200,000 1200,000-1,500,000
Project Management Ofcer - - 660,000-900,000 720,000-960,000 960,000-1,200,000
Business Analyst 300,000-420,000 420,000-720,000 540,000-720,000 720,000-960,000 840,000 - 960,000
Note: All salaries are listed in local currency.
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The hiring outlook for Japan
Technology teams in Japan are running on diminished staff levels dueto cuts made in the downturn, and as work increases, many arefeeling overwhelmed by significantly higher workloads. This isreinforced by the fact that 19% of employees work more than 55 hoursa week and almost half (47%) feel pressured to work additional hours.
To avoid losing key talent because of stress and overwork, employersneed to provide support through investing in additional permanentstaff or hiring short-term, professional contractors.
Technology employees in Japan seem most pessimistic, with 32% notconfident in their company’s growth prospects in the forthcomingyear.
This negative sentiment is reinforced by the fact that 42% have hadno change in pay over the past 12 months and almost half (45%) aredissatisfied with their current salary and benefits package - also thehighest levels of disappointment in the region. This situation couldpotentially lead to a greater number of skilled people looking to move
overseas in search of more prosperous job opportunities.
“To avoid losing key talent because of stress and overwork,
employers need to provide support through investing in
additional permanent staff or hiring short-term, professional
contractors.”
Salary table for Tokyo
Banking & Finance IT
Job Title Years of Industry Experience
Less than 2 years 2-5 years 6-9 years 10 years and more
Front Ofce Developer/Architect 6,000,000-8,000,000 8,000,000-13,000,000 12,000,000-16,000,000 14,000,000-18,000,000
Front Ofce Application / Production Support 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-16,000,000 14,000,000-18,000,000
Front Ofce Market Data Engineer 6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-16,000,000
Front Ofce Project Manager 12,000,000-16,000,000 14,000,000-18,000,000
Front Ofce Business Analyst 8,000,000-12,00,000 11,000,000-14,000,000 13,000,000-16,000,000
Front Ofce Development Manager 18,000,000-22,000,000 20,000,000-26,000,000
Middle / Back Ofce Developer / Architect 8,000,000-12,000,000 10,000,000-14,000,000 12,000,000-16,000,000
Middle / Back Ofce Development Manager 14,000,000-18,000,000 16 ,000,000- 20,000,000
Middle / Back Ofce Application / ProductionSupport
6,000,000-8,000,000 8,000,000-12,000,000 11,000,000-14,000,000 13,000,000-15,000,000
Middle / Back Ofce Project Manager 10,000,000-16,000,000 14,000,000-18,000,000
Middle / Back Ofce Analyst 8,000,000-12,000,000 11,000,000-14,000,000 11,000,000-14,000,000
Quantitative Analyst 14,000,000-18,000,000 16,000,000-20,000,000
IT Security / IT Risk 12,000,000-15,000,000 14,000,000- 17,000,000 15,000,000-20,000,000
IT Audit 10,000,000-13,000,000 12,000,000-15,000,000 14,000,000-18,000,000
Business Continuity Planning Manager 14,000,000-20,000,000 18,000,000-22,000,000
Program Manager 14,000,000-20,000,000 18,000,000-25,000,000
Project Coordinator 6,000,000-7,000,000 7,000,000-9,000,000 8,000,000-11,000,000 8,000,000-11,000,000
Service Delivery Manager 12,000,000-17,000,000 16,000,000-22,000,000
Test / Quality Assurance Analyst 5,000,000-7,000,000 6,000,000-9,000,000 7,000,000-12,000,000 7,000,000-12,000,000
Test Manager / Quality Assurance Lead 8,000,000-12,000,000 10,000,000-14,000,000 15,000,000-18,000,000
Infrastructure Manager 18,000,000-24,000,000 22,000,000-26,000,000
IT Director 22,000,000-25,000,000 24,000,000-30,000,000
Note: All salaries are listed in local currency.
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Note: All salaries are listed in local currency.
Banking & Finance IT
Job Title Years of Industry Experience
Less than 2 years 2-5 years 6-9 years 10 years and more
Chief Information Ofcer 30,000,000-38,000,000
Unix Administrator 8,000,000-11,000,000 10,000,000-15,000,000 13,000,000-20,000,000
Windows Administrator 8,000,000-11,000,000 10,000,000-14,000,000 12,000,000-16,000,000
Network Engineer / Manager 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-18,000,000
Desktop Support / Analyst 5,000,000-6,000,000 6,000,000-10,000,000 8,000,000-11,000,000 8,000,000-11,000,000
Database Administrator / Developer 8,000,000-11,000,000 10,000,000-13,000,000 12,000,000-16,000,000
Commerce & Industry IT
Job Title Years of Industry Experience
Less than 2 years 2-5 years 6-9 years 10 years and more
Programmer /Developer 4,000,000-6,000,000 5,000,000-8,000,000 7,000,000-10,000,000 9,000,000-12,000,000
Systems Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-12,000,000
Architect – Applications, Solutions, Systems,Data, Infrastructure
6,000,000-9,000,000 8,000,000-13,000,000 12,000,000-18,000,000
Application Development Manager 10,000,000-15,000,000 14,000,000-22,000,000
QA / Test Analyst 3,000,000-5,000,000 4,000,000-7,000,000 6,000,000-9,000,000 6,000,000-9,000,000
QA / Test Team Leader 4,000,000-8,000,000 7,000,000-11,000,000 7,000,000-11,000,000
Database Administrator 7,000,000-9,000,000 8,000,000-10,000,000 10,000,000-13,000,000
Data Analyst 3,000,000-5,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000
Business Intelligence Specialist 3,000,000-5,000,000 4,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000
Date Warehousing/Modelling Specialist 6,000,000-10,000,000 10,000,000-15,000,000 10,000,000-15,000,000
Network Support / Engineer / Manager 4,000,000-5,000,000 5,000,000-7,000,000 7,000,000-10,000,000 10,000,000-15,000,000
Voice/Data/Telephony Engineer 6,000,000-9,000,000 8,000,000-11,000,000 10,000,000-14,000,000
Security Consultant 8,000,000-10,000,000 9,000,000-11,000,000 12,000,000-16,000,000
Storage Consultant 8,000,000-10,000,000 9,000,000-12,000,000 13,000,000-15,000,000
Infrastructure/Operations Manager 8,000,000-12,000,000 10,000,000-16,000,000
Pre-sales/Post-sales (ERP/Software/Solution/Infrastructure)
6,000,000-8,000,000 8,000,000-10,000,000 10,000,000-14,000,000
Project Co-ordinator 6,000,000-8,000,000 8,000,000-10,000,000 8,000,000-10,000,000
Project Manager 6,000,000-9,000,000 8,000,000-10,000,000 10,000,000-14,000,000
Programme Manager 9,000,000-14,000,000 13,000,000-18,000,000
Business Analyst 5,000,000-7,000,000 7,000,000-9,000,000 9,000,000-11,000,000 9,000,000-13,000,000
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Commerce & Industry IT
Job Title Years of Industry Experience
Less than 2 years 2-5 years 6-9 years 10 years and more
IT Manager 8,000,000-14,000,000 10,000,000-18,000,000
IT Director/Chief Information Ofcer 12,000,000-18,000,000 16,000,000-25,000,000
Change Manager 8,000,000-12,000,000 12,000,000-14,000,000
Client Relationship Manager 8,000,000-13,000,000 12,000,000-15,000,000
E-Business Manager 6,000,000-9,000,000 8,000,000-12,000,000 12,000,000-15,000,000
Helpdesk / Desktop Support 3,000,000-6,000,000 4,000,000-8,000,000 4,000,000-8,000,000 4,000,000-8,000,000
Systems Administrator - Wintel / Network /Database
3,000,000-6,000,000 4,000,000-8,000,000 7,000,000-12,000,000 12,000,000-14,000,000
Helpdesk Manager 5,000,000-8,000,000 7,000,000-10,000,000 7,000,000-10,000,000
ERP Consultant 6,000,000-8,000,000 7,000,000-10,000,000 10,000,000-14,000,000
Service Delivery Manager 12,000,000-15,000,000 14,000,000-20,000,000
Data Center Manager 12,000,000-16,000,000 14,000,000-20,000,000
Sales Representative (ERP/Software/Solution/Infrastructure)
6,000,000-10,000,000 10,000,000-16,000,000 12,000,000-20,000,000
Professional Services Manager / Director 11,000,000-18,000,000 17,000,000-25,000,000
Business Development Director 12,000,000-18,000,000 17,000,000-27,000,000
Sales Director (ERP/Software/Solution/Infrastructure)
14,000,000-21,000,000 17,000,000-25,000,000
Note: All salaries are listed in local currency.
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The hiring outlook for New Zealand
The research suggests that the New Zealand technology industryescaped the worst of the downturn and remained fairly buoyantcompared to rest of the Asia Pacific region.
New Zealand employees are also being treated better than their
regional counterparts, which has left the majority (87%) feelingconfident in their company’s growth prospects. More than half (52%) are also satisfied with their salary. Employees in NewZealand have good work-life balance, with three quarters (75%)sometimes, seldom or never feeling pressure to work additionalhours. This serves to prevent many from leaving as the marketpicks up.
Encouragingly, New Zealand employees are very open to discussingworkplace concerns with their employer. That is, almost two-thirds(65%) negotiate their salary once a year, which is the highest ratein the region. New Zealand employees are also the least likely toswitch jobs in order to gain greater bargaining power in salary
negotiations - only 65% would consider doing this, compared to74% of Australian’s who would.
“New Zealand employees are feeling confident in their
company’s growth prospects.”
Salary table for Auckland
Auckland and surrounding areas
Job Title
Years of Industry Experience
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
Analyst Programmer 40,000-60,000 60,000-85,000 85,000-100,000 85,000-100,000 85,000-100,000
Lead Analyst Programmer 100,000-115,000 100,000-115,000
Systems Programmer 40,000-60,000 60,000-80,000 80,000-100,000 100,000-110,000 100,000-110,000
Systems Analyst 60,000-75,000 75,000-100,000 100,000-110,000 100,000-110,000
Enterprise Architect 100,000-120,000 120,000-150,000
Architect – Applications, Solutions, Systems, Data 85,000-100,000 100,000-120,000 120,000-150,000
Application Development Manager 110,000-130,000 130,000-150,000
Test Analyst 45,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000
Test Team Leader 80,000-90,000 90,000-110,000 90,000-110,000 90,000-110,000
Test Manager 100,000-120,000 100,000-120,000
Database Administrator 50,000-60,000 60,000-80,000 80,000-100,000 100,000-120,000 100,000-120,000
Data Analyst 40,000-55,000 55,000-70,000 70,000-90,000 70,000-90,000 70,000-90,000
Business Intelligence Specialist 50,000-60,000 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000
Date Warehousing/Modeling Specialist 60,000-80,000 80,000-100,000 80,000-100,000 80,000-120,000
Data Architect 100,000-120,000 120,000-140,000 120,000-140,000
Network Support 40,000-50,000 50,000-65,000 50,000-65,000 50,000-65,000 50,000-65,000
Network Engineer 50,000-65,000 65,000-80,000 80,000-100,000 80,000-100,000
Network Architect 80,000-100,000 100,000-110,000 110,000-130,000 110,000-130,000
Note: All salaries are listed in local currency.
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Auckland and surrounding areas
Job Title Years of Industry Experience
0-2 years 3-5 years 6-9 years 10 -15 years > 15 years
Infrastructure/Operations Manager 95,000-110,000 110,000-135,000 110,000-135,000 110,000-135,000
Project Co-ordinator 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000
Project Manager 70,000-80,000 80,000-95,000 95,000-110,000 95,000-110,000 95,000-110,000
Programme Manager 90,000-110,000 110,000-130,000 130,000-150,000 130,000-150,000
Business Analyst 60,000-70,000 70,000-80,000 70,000-80,000 70,000-80,000 70,000-80,000
Senior Business Analyst 80,000-95,000 95,000-110,000 95,000-110,000
IT Manager 85,000-100,000 100,000-115,000 115,000-135,000 115,000-135,000
IT Director/Chief Information Ofcer 150,000+ 150,000+ 150,000+
Network Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000
Systems Administrator 65,000-80,000 80,000-100,000 80,000-100,000 80,000-100,000
Note: All salaries are listed in local currency.
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The hiring outlook for Singapore
Attracting and retaining talent are key business concerns for theSingapore technology industry. Companies are focusing onincreasing staff levels with more than three quarters (78%)planning to hire in the next six months. While attracting talent is asignificant challenge, retaining talent is also proving to be a real
issue for employers in Singapore, with a high proportion (78%)concerned about losing top performers to other job opportunitiesin the next year.
Intensifying this concern is the fact that the employment market isdivided over whether pay is fair. That is, half believe their currentsalary package is not fair nor in line with the market. The economyin Singapore is still recovering and for many companies salaryfreezes are still in place, with 40% having had no change in incomeover the past 12 months.
Many companies are unable to offer pay rises or bonuses due tomarket uncertainty, and as such risk losing their staff to overseasmarkets. In order to prevent this, employers need to ensure thatthey have appropriate retention strategies in place, such asoffering reduced working hours or other non-financial incentives.
“Companies are focusing on increasing staff levels with
more than 78% planning to hire in the next six months.”
Salary table for Singapore
Banking & Finance IT
Job Title Years of Industry Experience
Less than 2 years 3-5 years 6-9 years 10-15 years 15 years and more
Systems Analyst 40,000 - 60,000 50,000 - 90 ,000 72,000 - 150 ,000 130 , 000 - 140,000 140,000 and above
Architect – Applications, Solutions,Systems, Data
35,000 - 55,000 55,000 -75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above
Applications Manager - - 75,000 - 110,000 110,000 -160,000 160,000 and above
Test Analyst 30,000 - 45,000 45,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 and above
QA Manager 30,000 - 45,000 45,000 -65,000 65,000 -95,000 95,000 - 135,000 135,000 and above
Network Engineer 30,000 - 45,000 45,000 - 75,000 75,000 -95,000 95,000 - 110,000 110,000 and above
Security Analyst/Consultant 35,000 -45,000 45,000 -75,000 75,000 -90,000 90,000 -135,000 135,000 and above
Network/Infrastructure Manager - 40,000 -75,000 75,000 - 110,000 110,000 - 150,000 150,000 and above
Project Manager 55,000 - 75,000 75,000 - 120,000 120,000 - 180,000 180,000 - 250,000 250,000 and above
Programme Manager - - 120,000 - 180,000 180,000 -250,000 250,000 and above
Business Analyst 45,000 -65,000 65,000 - 90,000 90,000 - 120,000 - -
Senior Business Analyst - - 90,000 - 140,000 140,000- 180,00 180,000 and above
IT Manager - - 60,000 - 90,000 90,000 -140,000 140,000 and above
IT Director/Chief Information Ofcer - - 90,000 - 140,000 140,000 - 220,000 220,000 and above
Helpdesk Manager - 45,000 -65,000 65,000 -95,000 95,000 -140,000 140,000 and above
Support Analyst 45,000 - 55,000 55,000 -75,000 75,000-110,000 110,000 - 130,000 130,000 and above
Developers 35,000 - 55,000 55,000-75,000 75,000 -110,000 110,000 - 180,000 180,000 and above
Test Manager - - 75,000 - 120,000 120,000 -180,000 180,000 and above
Application Analyst 45,000 - 55,000 55,000 - 75,000 75,000 -110,000 110,000 -130,000 130,000 and above
Project Management Ofcer 35,000 -55,000 55,000 -75,000 75,000- 110,000 110,000 - 200,000 200,000 and above
Note: All salaries are listed in local currency.
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 1 3
APAC Empoee Fs & Compasos
Salary trends and negotiations
How much has your total income changed over the past 12 months?
An improvement in economic conditions and general businessconfidence has led to greater investment in technology projectsacross Asia Pacific, especially as companies increase the emphasison upgrading technology to improve business performance and getahead of the competition.
As a result, the technology industry is gaining confidence, with41% of Asia Pacific technology workers enjoying a salary increaseover the last year. This was largely due to the rising demand forskilled technology staff in the wake of a tight employment market.Hong Kong employees benefited the most from the upswing, withmore than half (56%) receiving a pay increase. Employees in Japan,however, were not so fortunate with less than one-third (29%)having received a pay rise.
Note: Percentages may not add up to 100% due to rounding
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
50
40
30
20
10
0
1312
13
89
18
10
7
56
10
8
39 3938
30
40
42
26
3130
19
27
24
15 15
11
29
15
10
Decreased bymore than 10%
Increased bymore than 10%
Decreased byup to 10%
Increased byup to 10%
Salary has notchanged
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 11 4
What has been the reason for the decrease in your income?
The downturn saw a large number of technology professionals losetheir jobs or downgrade their position, which was primarily a resultof freezes to technology-based infrastructure projects. Technologyemployees in Japan and Australia were the most affected, withmore than half (52% and 59% respectively) citing job losses andaccepting lower paid positions, as reasons for a decrease insalary.
Many workers were also forced to take part-time positions,resulting in a pay decrease. For some, the opportunity to workpart-time was a welcome relief and offered the chance to regain
work-life balance, even into the upturn.
Employers should pay attention to those talented full-time staff that may have taken a pay decrease during the downturn, as thesepeople are the most likely to be the first to look around, especiallywith the renewed optimistic outlook. Now is the time to discusssalary expectations and professional development as possibleretention strategies.
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
I lost my job and hadto accept a lower-paid
position
My bonus decreasedbecause of economic
circumstances
My salary was cutbecause of economic
circumstances
Both my salary andbonus decreased
because of economic
circumstances
Others
% o
f r e s p o n d e n t s
Note: Percentages may not add up to 100% due to rounding
60
50
40
30
20
10
0
30
5
1921
19
34
10
13
0
1011
8
12
18
15
108
5
11
13
6
14
11
8
49
59
48
45
52
40
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 11 6
Do you think your current salary package is fair and in line with the market?
The number of employees that believe their salary is not fair andin-line with the market (44%) outweighs the number that believe itis (39%). This is most prominent in Singapore, where half of technology employees do not believe that their current salary isfair and in-line with the market. As a result, employers can expectgreater restlessness within their teams, particularly as topperformers seek out fresh opportunities. In contrast, New Zealandemployees are the most content, with 44% satisfied that theirsalary is fair and consistent with market conditions.
In order to retain top talent, employers should attempt to meetemployee expectations by implementing a proactive retentionstrategy. For example, making key performers aware of opportunitiesfor advancement can boost morale and help drive productivity.
Note: Percentages may not add up to 100% due to rounding
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
Current salary package isfair and in-line
Current salary package isnot fair and in-line
Don’t know
% o
f r e s p o n d e n t s
50
40
30
20
10
0
39
41
39
44
40
33
4443
4140
41
50
18
16
20
16
1918
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 1 7
How satisfied or dissatisfied are you with your current salary and benefits package?
With many employees not receiving a pay rise for quite some time,there is a strong sense of discontent across the region. Forexample, in Japan there are more employees who are dissatisfiedwith their salary, than those who are satisfied.
If this situation is not addressed by employers, a larger number of their staff may start to look for jobs in other markets.
Very satisfied Very dissatisfiedSatisfied DissatisfiedNot sure
Note: Percentages may not add up to 100% due to rounding
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
30
25
30
25
3232
8 8
54
13
7
1917
2019
21
18
39
47
41
47
29
40
43
5 544
50
40
30
20
10
0
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 11 8
Note: Percentages may not add up to 100% due to rounding
Do you believe it is necessary to switch jobs in order to gain greater bargaining power insalary negotiations?
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Yes No Don’t know
100
80
60
40
20
0
Almost three quarters (73%) of the technology employees acrossAsia Pacific believe they need to switch jobs in order to gain asalary increase, rather than negotiating their current salary withtheir employer. Hong Kong employees are the least likely toapproach their current employer about salary concerns, with anoverwhelming 86% believing that they must switch jobs to gaingreater bargaining power.
Many employers still fail to effectively communicate pay decisionsto employees. Due to a general sentiment of employeedissatisfaction with salaries and an unwillingness to discuss theissue, employers should have the salary conversation with theiremployees. This will allow employers to work with employees andaddress any concerns while they still have the opportunity.
73 74
86
6568
76
1822
9
2417 18
94 5
127
14
Note: Percentages may not add up to 100% due to rounding
What do you believe is the most important factor to get a pay rise?
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Personalperformanceand attitude
Length of timewith thecompany
Deliveringpositive results
Work ethic Don’t knowOtherSuccess of the company
60
50
40
30
20
10
0
A large percentage of technology employees (47%) rate personalperformance and attitude as the key factor in receiving a pay rise,while only a small percentage (16%) believe the success of theircompany can help secure a salary increase. This is because manyemployees recognise that their organisations are still in recovery
mode and are unable to provide pay rises across the board.
Similarly, a significant number of employees (26%) acknowledgethat delivering positive results is a key factor in securing a payrise. Although employees are taking greater responsibility for theirfinancial position within an organisation, employers must alsorecognise and reward high performance to drive morale.
47
52
46
50
44
48
2 23
132 2
32
311
16
9
28
11
20
14
46
1
53
6
2 3 22 32
2626
17
29
2627
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 1 9
Which of the following factors would influence you to accept a slightly lower salary?*
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
The top benefits for technology workers in the region are flexibleworking hours (37%) and the ability to work from home (39%),which are realistic incentives for many in the industry, given thatmuch of their work can be completed remotely. Other top benefitsinclude fast tracked career progression (31%) and organisationalculture (31%).
In Australia and Japan, having the ability to work from home wasrated as the most enticing reason to accept a lower salary (48%and 33% respectively). Similarly, employees in New Zealand andSingapore value flexibility in relation to the hours they work, withthis factor as the most influential (36% and 44% respectively).In Hong Kong, however, exactly half of the respondents rated fast
tracked career progression as a key benefit, which indicates a farmore career-focused workforce.
As each employee is unique in what they deem to be a valuablebenefit, two-way communication is vital in reaching the bestoutcome for both parties. Employers should discuss other benefitswith their staff, as this will aid in the attraction and retention of talented people.
“As each employee is unique in what they deem to be a
valuable benefit, two-way communication is vital in reaching
the best outcome for both parties.”
Extraholiday
entitlements
Moreexible
sick leavepolicies
Sabbatical Insurance Location Extracontributions toSuperannuation / Pension scheme
Flexible hours Ability to workfrom home
Ability towork for aninspirational
leader
Fast-trackedcareer
progression
Organisationalculture
Other Working witha leadingbrand
None of theabove
%
o f r e s p o n d e n t s
50
40
30
20
10
0
9
12
6
87
11
29
34
39
33
26
23
8
6
9 9 98
9 9
12
9 99
27
39
31
23
25
22
13
15
21
9
1211
37
40
30
44
32
36
39
48
4142
3334
2524
23
31
17
29
31
25
50
21
37
27
31
34
36
27
31
25
21
20
14
27
30
18
4
6
334
3
15
1213
19
16
12
*Respondents were able to select more than one answer to the survey question.
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 12 0
Currently, how often do you negotiate your salary or benefits package?
Half of all technology professionals in Asia Pacific negotiate theirsalary and benefits once a year. Often these discussions stem fromwhen employees have their annual performance review. Employeesin Singapore are more hesitant to bring up the subject of pay withtheir employer, with almost half (49%), admitting they nevernegotiate salary or benefits. Employees in New Zealand however,are the most open to the discussion with 65% revealing they bringup the subject once a year.
It is not particularly common for employers to initiate discussionsregarding pay, especially when costs are an issue for the business.However, if employers are not proactive about the subject, theyrisk losing their staff to other opportunities.
A good way for employers to test the waters is to ask employeesabout their ambitions. Highlighting the opportunities for careerprogression available within the organisation is a good way todemonstrate the future salary growth available. Tying personalperformance in with pay can also help employees feel more secureand in control of their career prospects.
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Twice a year Once a year Longer than a year Never
60
70
80
50
40
30
20
10
0
6
12
64
8
3
50
56 55
65
50
38
11 12910
1311
33
19
30
21
29
49
Note: Percentages may not add up to 100% due to rounding
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As technology evolves and has a greater impact on the productivityand success of an organisation, the technology industry willcontinue to prosper. As such, the majority (79%) of employees inthe industry are confident in the growth prospects of their company,particularly as organisations begin to upgrade core technologyinfrastructure.
Employees in New Zealand are the most positive, with 87% feelingsecure about their company’s growth prospects. Employees in Japan however, are the least confident, with 32% saying they arenot at all confident that they will see growth in their organisation.
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Very confident Somewhat confident Not confident at all
60
70
50
40
30
20
10
0
2118
20
13
32
15
56 56
62
54 5555
2326
18
33
13
31
Note: Percentages may not add up to 100% due to rounding
Note: Percentages may not add up to 100% due to rounding
Industry growth
Compared to last year, how confident are you in your company’s growth prospects in theforthcoming year?
How concerned are you about losing top performers to other job opportunities in the next year?
Employers in the technology industry are concerned that theiremployees are planning to leave the organisation in the next year,with New Zealand (79%) and Hong Kong (81%) employers the mostconcerned. This fear is not without grounds, as the market isalready in recovery and employees in technology are well poised tobenefit from greater opportunities and higher salaries that are nowbeing offered.
Organisations need to be aware that top performers can commandbetter compensation packages. Being more proactive and sensitiveto the changing landscape will ensure that companies withtechnology requirements in Asia Pacific remain competitive.Therefore, employers have a small window of opportunity in whichto maintain employee loyalty through the implementation of alternative strategies, such as flexible working hours.
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Very concerned Somewhat concerned Not at all concerned
60
70
80
50
40
30
20
10
0
23
29
1921
2522
20
26
1816
1821
57
44
6363
5757
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 12 2
At what levels do you expect to hire in the next 6 months?*
The technology employment market across Asia Pacific continuesto show strength, with the majority of employers planning torecruit in the next six months. In the downturn, hiring freezesforced many employees to step up and take on positions of higherresponsibility. Having now proved their worth to their employer,these people are graduating to management levels, resulting in aneed to fill more junior project execution roles.
Although Australian and New Zealand employers are hiring entry
level staff, there are less employers planning to hire entry levelstaff in other Asia Pacific markets. Employers in Hong Kong, Japanand Singapore are focused on hiring professionals at a higherlevel, particularly to fill management and executive roles.
An ageing workforce in Japan and Hong Kong is seeing manypeople at higher level positions retire, creating new challengesaround how to replace them. Forward thinking companies areputting plans and strategies in place now, introducing mentoringprograms to capture the knowledge that would be lost anddeveloping the skills of more junior staff.
“Forward thinking companies are putting plans and
strategies in place now, introducing mentoring programs to
capture the knowledge that would be lost and developing
the skills of more junior staff.”
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Entry Staff Senior Management Executive Not planningto recruit
Don’t know
50
40
30
20
10
0
13
22
10
22
9
14
32
3537
49
22
3332
26
35
32
35
3028
13
30
19
39
23
16
13
2
21
25
13
19
111012
13
11
15
10
14
119
*Respondents were able to select more than one answer to the survey question.
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 2 3
Is there pressure on you to work additional hours?
The remote nature of technology work means that for manyemployees, work-life balance is highly achievable. While thisdiffers for individuals in high level positions such as Chief Information Officers (CIOs), the majority of technology professionalsin the region work average hours and only sometimes feel pressureto work over time. New Zealand employees have the greatest work-life balance with 70% working between 39-45 hours per week. Incontrast, employees in Japan are risking their work-life balancewith 61% working more than 45 hours a week.
Given this general trend within the industry, employers trying toimprove staff loyalty and morale could consider offering moreflexible work structures to their staff.
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
Note: Percentages may not add up to 100% due to rounding
60
70
80
50
40
30
20
10
0Less than 25 (20) 25-38 (31.5) 39-45 (42) 46-55 (50.5) More than 55 (60)
2 4 12 31
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
% o
f r e s p o n d e n t s
50
40
30
20
10
0Very oftenAlways Often Sometimes NeverSeldom
11
810
7
15
11 11 1214
6
13
10
16 15 16
12
1917
1617
13
24
1415
911
6
911
6
3737
4142
27
41
5
12
1
7 6
2
45
56
40
70
30
44
35
23
43
19
42
38
13
6
16
2
19
15
Workplace conditions
How many hours do you work in an average week?
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 12 4
Training and Development
What type of training/development would you find most valuable at this point in your career?
The vast majority (40%) of technology professionals identifiedleadership and management skills training as highly valuable atthis point in their career. Hiring freezes in the downturn meantmany employees were forced to step up and take on positions of higher responsibility. As a result, these individuals are now moredriven to move up the corporate ladder and are looking for trainingto support this growth.
Communication skills training rated highly in Hong Kong (20%), incontrast with Australia and New Zealand, where technical andsoftware training were considered the most valuable.
Given the increase in movement in the employee market, theprovision of training opportunities is not only critical to employeeretention, but also to the general growth of the business.
“Given the increase in movement in the employee market,
the provision of training opportunities is not only critical to
employee retention, but also to the general growth of the
business.”
Australia
New Zealand
Hong Kong
Singapore
Japan
APAC Total
Leadership / management skills
Negotiationskills
Presentationskills
Career counseling
Teambuilding skills
Communicationsskills
Career management
Projectmanagement
skills
Hiring and staff retention
Other Technicaland software
training
% o
f r e s p o n d e n t s
50
40
30
20
10
0
40
31
34
48
42
35
10
5
6
9
12
20
5 4 4
6
53
14
19
16
14
12
14
2 21
2 2
54
6
4 4 43
1 1 1 0 10
3
1
4
1
34
3
12
34
3
16
26
28
1213
9
23
01
2
5
Note: Percentages may not add up to 100% due to rounding
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 1 2 5
Survey Demographics
Locations of respondents surveyed
Gender
Age
Years of work experience in a technology related role
Countries %
Australia 13
New Zealand 16
Hong Kong 13
Singapore 30
Japan 28
Gender Total Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Male 82 79 72 85 79 91
Female 18 21 28 15 21 9
AgeTotal Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Under 25 years 1 1 2 1 1 1
25-35 years 42 47 39 61 47 27
36-45 years 39 31 34 33 41 45
46-55 years 17 19 21 5 11 25
56-65 years 1 1 4 0 0 2
Over 65 years 0 1 0 0 0 0
Years of ExperienceTotal Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Less than 4 years 8 10 9 11 5 8
4-5 years 8 18 8 10 7 5
6-10 years 30 24 32 39 35 23
11-19 years 35 29 32 31 42 35
20 years+ 18 19 19 8 11 29
Note: Percentage may not add up to 100% due to rounding
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T E C H N O L O G Y A S I A P A C I F I C S A L A R Y G U I D E 2 0 1 0 / 2 0 1 12 6
Respondents who have staff management responsibilities
Qualifications60% of respondents from APAC have a professional Information Technology qualification
Status of employmentThe majority of respondents are in full-time permanent employment with their current employees
Respondents who have staff management responsibilities.
Total Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Yes 53 46 33 52 59 61
No 47 54 67 48 41 39
Professional qualications Total Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Yes 60 65 52 54 71 52
No 35 32 42 41 23 42
Currently studying towardsprofessional qualications
6 3 6 6 6 6
EmploymentTotal Australia New Zealand Hong Kong Singapore Japan
% % % % % %
Temp / contract 21 33 21 20 16 20
Permanent- full time 78 62 77 78 83 79
Permanent- part time 2 6 2 1 1 1
Note: Percentage may not add up to 100% due to rounding
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