Talent Development Centre

Tag Archives: rates

All Talent Development Centre posts for Canadian technology contractors relating to pay rates.

The Popularity and Salaries of Programming, Scripting and Markup Languages According to the Stack Overflow 2020 Developer Survey

Every year, Stack Overflow surveys tens of thousands of developers from around the world to get a feel on trends in the industry, including popular technologies, salaries and employment, as well as to learn more about developers’ intentions and behaviours. The 2020 Results were released recently and one could spend hours exploring the various numbers and statistics they report.

One topic that tends to be of high interest for our readers is trends about the hottest programming, scripting and markup languages, and Stack Overflow has no shortage of data there. So, here’s a summary of what we found most interesting in terms of language.

The Most Popular Languages Among Professional Developers

Stack Overflow surveyed those who both develop as a hobby and professionally, and these numbers were provided as a total, as well as just for professionals. Among professional developers’ responses, there was no surprise that JavaScript remains at the top of the list, followed by HTML/CSS, SQL, Python and Java.  Stack Overflow also noted “moderate gains for TypeScript, edging out C in terms of popularity. Additionally, Ruby, once in the top 10 of this list as recently as 2017, has declined.”

Most Popular Programming Languages
Stack Overflow 2020 Developer Survey: Most Popular Programming Languages

Most Loved, Dreaded and Wanted Languages

Another common section in the annual Stack Overflow survey is where they go beyond the most used languages and understand what developers actually enjoy working with. Stack Overflow defines a “Loved” language as one that developers are currently using and express interest in continuing to use. Dreaded languages are the opposite — developers are using it but did not express interest in continuing to use it. And, wanted languages are those developers are not using, but would like to.

A few interesting observations Stack Overflow makes are that Rust continues to be the most loved and it also jumped up in the list of most wanted languages. More notably, TypeScript surpassed Python this year, taking the #2 spot in the Most Loved list, and Go jumped five spots on that list compared to last year.

Most Loved, Dreaded and Wanted Languages
Stack Overflow 2020 Developer Survey: Most Loved, Dreaded and Wanted Languages

The Programming, Scripting and Markup Languages with the Highest Salaries

The charts below show global salary averages of respondents who use each language, as well as the average salaries in the United States. Globally, Perl tops the list, which Stack Overflow points out may be related to the fact it’s also one of the most dreaded languages, and employers need to compensate for that. It’s interesting to note that salaries in the United States are significantly higher than global averages — the top language in the United States (Scala) brings in a salary almost double that of the top language globally.

Salaries Based on Language Used
Stack Overflow 2020 Developer Survey: Global salary averages of respondents who use each language

What You Need to Consider Before Accepting a Counter Offer

Alison Turnbull By Alison Turnbull,
Permanent Placement Specialist at Eagle

Nearly all IT careers begin in a permanent employment position, as opposed to jumping right into the market as an independent contractor. Naturally, then, at some point you’ll be in a situation where you land a new job, either as an employee at another company or as a contractor, and the time comes to tell your current boss you are leaving. It’s something that most people dread. Upon giving your notice, what happens if your company comes back with a pay increase and/or a promotion? Most people’s first thought is “Wow, I’m really valued here and they’ll do whatever it takes to keep me”. But before accepting that counter offer, be sure to consider all of the facts and do your research!

There are a plethora of articles out there explaining the reasons that accepting a counter-offer is equivalent to corporate death. Statistics prove that “over 80 percent of people who accept counteroffers either leave or are let go within a year.”

It’s important to ask yourself some important questions. Why were you willing to leave in the first place? What has changed? If it was strictly compensation, it’s possible that a counter-offer makes sense, but in the vast majority of situations there are other factors at play that just aren’t resolved by earning additional pay. If you are truly a valued employee, why did it take you almost walking out the door for them to pay what you know you are worth?

In many cases, an employer will be scrambling to backfill a position within your 2-week notice period and there will inevitably be gaps that will impact their business. By offering a nominal increase to keep you, they may be ensuring they are covering their bases but working towards replacing you on their own timeline. The other important factor is that you will always be the employee who wanted to leave, so if there is a restructuring, your name will likely be the first on the chopping block.

Be sure to carefully consider all of the aspects of consideration before declining that new opportunity and be sure you are doing what is right for your career in the long run.

Discussing Your Rate with Colleagues is Rarely Ever a Good Idea

Cameron McCallum By Cameron McCallum,
Regional Vice President at Eagle

Money never made a man happy yet, nor will it. The more a man has, the more he wants. Instead of filling a vacuum, it makes one. –Benjamin Franklin

I can’t count the number of times throughout my career that I have been approached by a contractor asking for an immediate increase to their hourly rate mid-contract. And when asked what has changed, the reason was not that the role had morphed into a more senior position with added responsibilities. Instead, it turned out that the contractor had discussed rates with a colleague and found out that there was discrepancy in rates and they were not earning as much as the individual sitting next to them on the project. While it is tempting to be a party to these conversations, in fact they can have serious negative consequences. Ask yourself the following questions next time you run into this scenario:

  1. Do you really have the complete story? There are so many variables that determine a contract rate and there is no way that you will likely ever have the complete story. Contract rates are based on project budgets and there can be ranges between rates for the same position. A hire early on in the process might have had access to a bigger pot but if you are hired last, there may have been less money left. Perhaps the person you are comparing yourself to had a history with the client and they were willing to pay more to get them. I’ve also seen a client hire a number of “senior” resources at a higher rate and then determine that they need to add someone but change the category to “intermediate” with lower rates. And are you completely certain that your colleague is telling you the truth. Some people feel very uncomfortable having this conversation and they may feel inclined to embellish the truth. The point is, we often end up making assumptions without having the full story.
  2. Didn’t you sign a contract? A contract is a contract and when you sign a legal document agreeing to the terms and conditions that exist within that contract, the expectation is that you will. Make sure you do the heavy lifting up front. Just as any business owner/operator should do, ask questions so that you understand completely and have considered everything about the role you are potentially signing up for, not just the qualifications needed, the end client or the duration and rate. You are running a business and ultimately are responsible for the decisions you make to accept or decline an opportunity. Can you imagine the contractor who has agreed to renovate your kitchen coming to you in the middle of the renovation demanding more money because they’ve heard that a fellow contractor got more money for doing a kitchen down the block. They wouldn’t and for good reason!
  3. Are you thinking long term? Trying to renegotiate your contract in the middle demonstrates short term thinking and rarely turns out positive. You risk destroying relationships and burning bridges, something I have witnessed countless times. Instead, before you act on your assumptions, go back to the reasons you accepted the contract in the first place — the technology, the location, the duration, whatever it was that made it attractive. Think about the valuable relationships you’ve forged with your Recruiter, the client and your colleagues on the project. Then think about what delivering a successful outcome will mean when you are pursuing your next project. The more you build your reputation as a professional and the more you are associated with positive project outcomes, the easier it is to negotiate higher rates for future contracts.

I believe that if you want to make more money, the trick is to be patient, think like an entrepreneur, be professional and good things will happen. So next time, instead of getting caught up in the moment and feeling like someone has taken advantage of you, don’t lose track of the end goal.

How Tech Rates and Salaries are Shaping Up in 2018

In the last few months, various sources have released information on the salaries and hourly rates of technology professionals. Two of those sources are Dice, which compiled data from the US Board of Labor Statistics, and Inc., who shared an infographic containing data from LinkedIn and designed by MobileMonkey.

As we enter into the final quarter of 2018, it’s worth taking a look at rates and salaries in the technology industry to understand where we’re going. Numbers from both sources are based on the United States so while salaries will not necessarily reflect Canadian salaries, the skills demand usually remains consistent. It provides an idea of which jobs are expected to produce the most opportunity, so an aspiring IT professional can better plan their future.

The 15 Highest (and lowest) Paying Jobs in Tech

The 15 Highest (and lowest) Paying Jobs in Tech

The Top 25 Most In-Demand Skills of 2018

The Top 25 Most In-Demand Skills of 2018

More Highlights from the Dice 2018 Tech Salary Report

Yesterday we shared a snippet from Dice’s 2018 Tech Salary Report, which is the result of a survey of 10,705 employed technology professionals conducted in late 2017 by the US job board. We shared a graphic that clearly demonstrated how technologies like Big Data and Cloud are continuing to be in high-demand with PaaS and MapReduce taking the cake as the highest paying skills.  But that was just the tip of the iceberg from the Dice survey. Here are a few other interesting findings that are relevant to IT contractors in Canada, even if the data is from the United States:

After Management Positions, Systems Architects and Product Managers are Making the Most Money

While the figures are in USD and actual numbers vary by geography, the chart below still reflects the top job titles in the IT world. Naturally, those managing tech and at the top of the org chart are making the biggest bucks, but Systems Architects and Product Managers top the list, with QA and support-related roles making the least amount of money.

After Management Positions, Systems Architects and Product Managers are Making the Most Money

Average Tech Salaries are Flattening Out

As the next chart shows, average tech salaries across the US were flat in 2017 and even slightly lower than they were in 2015. According to Dice, this mirrors stagnant wages the country has seen lately, but employers are offering more motivators and benefits to remain competitive.

Average Tech Salaries are Flattening Out

IT Contractors are Still Faring a Little Better Than Their Employee Counterparts

While the slight rate decrease in 2016 was also reflected in average consultant rates, they did see above average growth in 2017. As per the previous graphic, average salaries only grew 0.7% in 2017 but the chart below shows consultant rates grew 4.7%. In addition, their annual salary continues to be higher than full-time workers, but this is natural and balances out after considering the extra expenses incurred as a contractor.

IT Contractors are Still Faring a Little Better Than Their Employee Counterparts

IT Contractors are Still Faring a Little Better Than Their Employee Counterparts

Top-Paying Skills by Tech Category (According to Dice)

With the continuous advance of technology, it makes sense that the skills needed in the tech industry advance too. This analysis by Dice has shown that salaries are at a flat rate, but employers are finding incentives, like benefits and extra vacation days, to continuously attract candidates.

And nowadays a lot of tech pros are looking for jobs with benefits that allow them to maintain a better work-life balance. Having some of these skills can give you more leverage when it comes to negotiating these benefits. Dice has taken many of these most-sought after skills and found the average salaries.

Top Paying Skills by Tech Category

What Rate Should IT Contractors Charge?

Taking the leap from being a permanent employee to an independent contractor has a significant impact on your lifestyle. Technology professionals who have already made the transition are well aware of this and know that there are endless considerations before, during and after making the decision. One such consideration is the rate you will charge to clients for your services.

Choosing the right rate as an independent contractor isn’t as simple as using your salary from your full-time job. There are many costs that factor into your new rate and we’ve discussed what to charge as an independent contractor before in the Talent Development Centre.

If you don’t feel like reading the entire post, take a look at this video that quickly summarizes all of the key takeaways.

The Significance of Supply Arrangements to Contractors

Morley Surcon By Morley Surcon,
Vice-President, Western Canada at Eagle

What are Supply Arrangements and Why Should a Staffing Agency’s Matter to IT Contractors?

Supply Arrangements: What are they and why should they matter to IT contractors?Within the staffing industry there are a dozen or more business models employed by various employment agencies.  There are the smaller staffing agencies who focus their marketing efforts on smaller companies, on very specialized niches, with a handful of very strong relationships they might have, or a combination of these.  There are the huge international recruitment agencies that tend to focus on companies with international operations and may be generalists in the sense that they support multiple lines, from casual labour to general staffing positions to professional positions to technical positions, in an attempt to serve companies that want a single vendor to handle all of their contingent workforce needs.  Between these two extremes, there are the Regional and National staffing agencies that often service or specialize in only one or two different types of hiring needs, but often limit these to provide the level of expertise/focus that means so much to their clients.  Then there are mixtures and blends of the above.

The one thing that most recruitment agencies have in common is that they work to put formalized Supply Arrangements in place with the clients that they service.  A supply arrangement is simply an agreement that defines the relationship between the agency and the company that they serve/support.  Typical to most supply arrangements are the following:

  • Term of Agreement (date range within which the agreement will be valid)
  • Definitions (define the terms used in the agreement)
  • Commercial Terms (concerning insurance, rates, timesheets and invoicing)
  • Performance (defines the service the agency will be providing)
  • Termination (terms under which the agreement might be concluded)
  • Confidential Information (how to manage and keep safe important company data)
  • Indemnity and Limitation of Liability (keeping each party “safe” and legally separate from each other)
  • Signatures/Sign-Offs/Dates/Etc.

If these look familiar, they should!  They are the very same components that incorporated contractors find in any sub-agreement that they would sign with a staffing agency. After all, we jointly enter into a company-to-company relationship, so the terms should include the same content.  In fact, a good number of the terms that a contractor finds in their sub-agreement with their staffing agency are actually “flow-down” terms from the agency’s own supply arrangements with the end client.  That is often the reason why agencies cannot be very flexible with the terms — they have committed contractually to work with their clients in certain ways and must, legally, have their sub-contractors comply to the same terms.

Despite a lot of similarities in the terms between supply arrangements, it is extremely rare that any two supply agreements would be exactly the same.  Employment agencies are required to be chameleons, adapting perfectly to the business requirements of each of their clients.  The best agencies have detailed processes to ensure their compliance across many different agreements. For example, Eagle has tools and processes dedicated to this and is part of our ISO 9001:2008 quality framework.  That big stack of paperwork that we present to contractors at the beginning of each assignment is part of that process.  In this way, we ensure that both Eagle and our sub-contractors stay “on-side” of our supply agreement Terms & Conditions.

So, why should this matter to independent contractors?  Well, that’s a question with many answers. Here are just a few of the reasons why contractors should want to work with agencies that A) create good supply arrangements with their clients and B) have strong mechanisms in place to ensure adherence to the terms (both on their side and by their sub-contractor partners):

  • Legitimacy – Having an official supply agreement in place signifies a deep level of commitment between staffing agencies and their clients. It suggests that the company is committed to using the agency and that there will be a certain level of exclusivity.  If a technology contractor is working with a recruiter that has a supply arrangement in place, you can be confident that the recruitment agency has the right to represent you and that there will be some standardization in place to manage the hiring process.
  • Access to the Best Companies/Jobs – The best staffing agencies have the best relationships. Often there is a barrier to entry for agencies who do not have supply arrangements in place with companies.  By partnering with staffing agencies with many supply arrangements, it means that you will have access to suitable roles that come available at these companies.
  • Confidence in Staffing Agency Rates – Supply arrangements often define what levels of profit are associated with the services provided (also defined), so recruiters are working off a prescribed methodology for setting their rates. Companies agree to pay staffing agencies “X” for their services should they identify, qualify and place top resources into their open roles. For contract work, that means that independent contractors set their rates “Y” and the client is charged “X+Y” (or “X x Y” if “X” is a %).
  • Risk Mitigation – Working for a recruitment agency with a supply arrangement in place ensures that the “rules of engagement” have been set out. Working with recruitment agency who has strong compliance mechanisms in place means that the recruiter will set you up for success and ensure that you are protected against potential missteps.  Be aware of the 2 to 3 page Sub-Agreement contract!  Eagle’s sub-agreements are typically 8 pages at a minimum, but depending on the flow-down terms and requirements, it could add up to 20+ pages for your review.  Ultimately, this all protects you from risk.

Eagle has numerous supply arrangements in place with many of Canada’s largest companies across multiple industry sectors and across all levels of government.  We are national leaders in Oil & Gas, Energy, Telecommunication, Education, Health Care as well as having 3 of Canada’s 5 big banks as our clients.  Our Supply Arrangements with our clients are often 80+ pages long and our sub-agreements to our sub-contractor partners are often 10+ pages long. Although more work to put in place, this is a good thing.  Through this process we ensure our contractors’ success and, in doing so, our own as well.

Next time you’re interviewing recruiters to decide on your preferred staffing agency, remember to ask how many supply arrangements they have. A response to that simple question will speak volumes in terms of their legitimacy, access to opportunities, rates and risk mitigation.

Why Share Your Compensation History with a Recruiter?

Alison Turnbull By Alison Turnbull,
National Delivery Manager at Eagle

Should You Share Your Compensation History with a Recruiter?I came across an article recently that was quite interesting to me personally, and it certainly seemed to be a contentious topic with 488 comments, 6200 likes and 1364 forwards in a few short weeks.  Apparently, (and previously unbeknownst to me), Massachusetts recently passed a new bill preventing employers from requiring salary histories from job applicants.

As a recruiter with 20 years of experience, most of that in permanent placement (in both retained and contingent firms) I found the commentary very interesting.  Most who commented very passionately agreed that recruiters had no right to ask for compensation history, and felt that the ask was ‘unethical’ and a means to get a candidate to the lowest salary possible.

It is very rare that I have had a candidate flat out refuse to share their compensation information with me, but it has happened on occasion.  It always makes me very reluctant to represent them as I find it difficult to effectively negotiate on their behalf, and it often leads me to wonder whether they are looking for a substantial increase over their current compensation that may be outside of the norm.

I always explain to candidates that the initial compensation conversation is between us, and how I choose to position that to an employer can and will be discussed and agreed upon with their input.  As much as I’m unwilling to just throw out an employer’s ‘range’, I’m as unwilling to invest the time in representing someone to a client without having a full understanding of their motivation, expectations, and employment history (including compensation).

It is not unrealistic to expect a substantial increase in some cases and if it is justified, particularly if there are extenuating circumstances like relocation, being long tenured within one organization, niche areas of expertise, an imminent increase or bonus, or just being a passive job seeker who is completely content where they currently are.  If someone’s expectations are beyond what would be considered standard, I can justify that to an employer if I have a full understanding of all considerations involved.

Obviously, it’s important for a recruiter to understand that your expectations are in line with an employer’s range before time is invested on all sides, but should the history of what you have earned be a factor of consideration?  Or should the market rates, your experience and the employers range be the only criteria?  I welcome your thoughts/input below.

Working with Your Recruiter for the Best Rate

5 Common Rate Negotiation Mistakes Made by IT Contractors

Every independent contractor wants to secure the best rate for before going into a technology project. Especially since the ethical professionals know that once a rate is agreed upon, it can’t be changed, you want to ensure you’ve done everything you can to get the highest pay.

Recruiters at staffing agencies understand that and work hard to get you a fair, market-value compensation. At the same time, it’s also their job to ensure the client is getting the best deal possible. In the end, your final rate may come down to your negotiating and when it’s done well, everyone is satisfied.

Unfortunately, all too often we see independent contractors make some mistakes while negotiating, which, at best, can see them not get the rates they want, and at worst, can see a contract get cancelled or relationships get damaged. Here are 5 common mistakes we see that can help you improve in this area.