Middle East - Salary Data - March 2022
This is the March 2022 salary data report from Consulting Point covering Management Consultants based in the region.
The overall market position shows the strategy houses maintaining their lucrative salaries, with the Big 4 and similar larger firms (Accenture, IBM etc.) starting to adjust packages upwards to attract talent in a competitive marketplace.
This is going to continue to change in the face of rising pressure from the available candidate market, particularly at middle-to-high grades where consultancies will need to pay above the previous market average.
Bonus payments remain broadly in line with previous years and are yet to be influenced by the increase in desired compensation from the available candidates.
Data notes:
The summary data included in this report is taken from a subset of our global database of management consultants seeking new opportunities, consultancies offering positions, and our knowledge base of current pay grades for consulting firms.
The data covers 6,410 data points that have been subject to our normal data insights processing methodology to reduce/remove data outliers, converted (where needed) into a common currency (in this case AED) and presented in simple infographic format.
Middle East Salaries Offered
SALARIES BEING OFFERED BY CONSULTING FIRMS IN THE REGION
SHOWN AS MONTHLY AMOUNTS IN AED
Salaries offered by consulting firms in the region have been affected by the same increased demand that we have seen in all other regions across the global client set.
Note: The chart shows the average salary offered at the low end of the scale and the average salary offered at the high end of the scale.
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Middle East Salaries Offered - AED
Middle East Salaries Desired
SALARIES DESIRED BY CANDIDATES PREPARED TO WORK IN THE REGION
SHOWN AS MONTHLY AMOUNTS IN AED
The desired salary from candidates in the region is rising across all grades. The majority of consultants are presented with a wide variety of different employer options in what is an extremely buoyant market. There is high demand across the entirety of the grade landscape. Promotions in current positions and accompanying salary increases are also on the rise. “Double promotions” are not unheard of.
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The figures shown in this chart, along with figures on the next page, highlight the specific differences at each grade.
Note: The chart shows the average salary offered at the low end of the scale and the average salary desired at the high end of the scale.
Middle East Salaries Desired - AED
Middle East Salary Gap
SALARY GAP BETWEEN OFFERED AND DESIRED IN MIDDLE EAST
SHOWN AS MONTHLY AMOUNTS IN AED
There is an overall upward pressure on all salaries but this is specifically pronounced at the Manager/Senior Manager level. We do not anticipate this to tail off in the next 18 months.
The chart here shows the average difference between the salary offered and the salary desired at our standardised grades.
Middle East Salary Gap - AED
Middle East Bonus Payments
ANNUAL BONUS PAYMENTS
SHOWN AS ANNUAL PAYMENTS IN AED
Bonus payments have yet to see significant movement, but it should be noted that there is an expectation that the current increase in salaries offered will impact these figures upwards in future reports.
Sign-on and retention bonuses (not shown here) are more prevalent and increasingly being used where salary bands are restricted.
Middle East Bonus Payments - AED
Middle East Total Compensation Offered
TOTAL ANNUAL COMPENSATION OFFERED
SHOWN AS ANNUAL BASE + ANNUAL BONUS IN AED
Packages offered in the region by consulting firms have remained reasonably steady and are not subject to significant movement currently.
However, this will not remain the position for long due to the demand for talent and the associated demands/expectations from that talent.
Note: The chart shows the average salary offered at the low end of the scale and the average salary offered at the high end of the scale.
Middle East Total Compensation Offered - AED
Middle East Salary Difference Between Firms
AVERAGE DIFFERENCE BETWEEN SEGMENTS
SHOWN AS ANNUAL BASE + ANNUAL BONUS IN AED
As always, there is a difference across varying types of firms in how they attract talent and base salary is a key part of that.
The three segments of the market shown here indicate that the differences between firms remains reasonably constant and that none of the segments are moving dramatically. However, we have noted that a number of specific firms have ‘broken ranks’ in an attempt to gain a lead on their competitors.
Note: The chart shows the average salary offered at the low end of the scale and the average salary offered at the high end of the scale.
Salary difference by between type of firms - AED
Position: Talent Intelligence Consultant
Expertise: Consulting & Talent Intelligence
Geographies: Global
Georgia is a skilled talent intelligence and executive search professional with a track record in successfully managing and delivering to requirements across global markets.
With her attention to detail, she is experienced in talent advisory and talent intelligence for management consultancies and beyond. Utilising this to become a trusted consultant on talent strategies and in developing long-term growth. Focused on helping clients to make informed decisions about their remuneration position, all to better retain, recruit and reward the right talent for management consulting clients.
Valuing building long-term relationships with both candidates and clients, Georgia partners with a number of global strategy and management consulting firms.
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