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Welcome to our Information and Resources Centre

The Prosperity Information Centre aims to provide clients and jobseekers with a range of useful information and guidelines that relates to the digital and media employment sectors.

The centre features our latest digital salary surveys and a range of information pages that aim to inform clients and jobseekers of latest trends and best practice.

The centre also features our Why I Love Mondays Interviews in which industry experts tell us of their career paths, their current jobs and how an average working day looks for someone in their position.

The Prosperity Information Centre aims to provide clients and jobseekers with a range of useful information and guidelines that relates to the digital and media employment sectors.

The centre features our latest digital salary surveys and a range of information pages that aim to inform clients and jobseekers of latest trends and best practice.

The centre also features our Why I Love Mondays Interviews in which industry experts tell us of their career paths, their current jobs and how an average working day looks for someone in their position.

Salary Survey 2019

Download a PDF copy

As the wider economy nears full employment, Prosperity believes that the Digital Economy is already there, and has been for at least 12 months, creating increasing competition for candidates. This has put pressure on salaries and while salaries have generally increased by about 5% over the last year, some skills are seeing increases to the extent that there are often bidding wars for candidates, such as Data, UX and Programmatic Specialists.

In the Marketing Sector, Prosperity has seen considerable digital upskilling in the market, and there is now quite a sizeable segment of mid-market marketing candidates – i.e. at executive and manager level – with a strong understanding of digital technologies and channels.

The difficulty, however, is with more specialist roles; many of our clients have requirements for, say, a Head of SEO or a Head of PPC, and it is at these levels where we are seeing a shortfall in the Irish talent pool, and we are often compelled to recruit these specialists from The UK, Continental Europe, or from as far afield as The United States and Australia.

When it comes to Performance Marketing, the market has matured and while employers are now more specific in their requirements, candidates are much more niche in their skillset. This has created a scenario where employers will engage candidates from an International market and build a market presence and service around those candidates. In effect, everything in the business is geared to accommodate the expertise.

There is currently a high demand for Data Specialists in the Irish market; there has been a lot of developments in marketing automation and this has moved the marketing sector much further into the technology space; so, while typically in the past we would have recruited a marketing candidate with CRM experience, we are now more likely to recruit an Analyst who has worked on marketing platforms. SQL / Python are now requirements in many roles where customer data is being used for marketing purposes.

Also, candidates who are skilled in data visualization tools such as Tableau and Power BI are now very much in demand.

A big change we have seen in 2018 and which is relevant to CVs in 2019 is an obligation on marketers who are dealing with data to have a good knowledge and understanding of GDRP and the impact it has on a business.

We are also seeing a shortfall in digital and technology sales. While there is always great talent coming through, there isn’t enough – there seems to be a strong preference with jobseekers for marketing over selling, and while there appears to be some saturation of candidates in the marketing sector, we are seeing a strong demand from our clients for good sales people

Small to Medium Businesses (SMBs) are continuing to find it challenging to compete with the large multinationals for talent, as the global players are often putting an extra 15-20% on top of typical salaries to attract staff. SMBs are finding it challenging to compete with this in Dublin; however, there are opportunities and incentives for SMBs to move outside of Dublin, particularly if they are in e-commerce or digital and are exporting services. This can give them a quality of life / cost of living advantage that the multi-nationals generally cannot offer.

We are also seeing that candidates are becoming quicker to move – it is not quite back to the churn of the Celtic Tiger days, but there is a high level of choice and opportunity in the Digital Jobs Market at the moment, and while candidates might have been likely to stay with an employer for 2 years or more, we are seeing many candidates jumping after 6 months or a year.

Our experience has been that international candidates who relocate to Ireland will generally show stronger loyalty and stickability to a brand or a company. Often the company / job is their first real connection to the country and they will make friends with colleagues and start to develop a network from within that company

We are also seeing an interesting development in that senior candidates from multi-nationals who have been with them for 5-8 years are increasingly approaching us about getting back into an SMB. So, in some ways there is a cycle, SMB – Multinational – SMB. Candidates get great experience in multi-nationals, but they often work on a flat structure, and Multinationals tend to look for candidates with an entrepreneurial spirit, and ironically this is a trait that can bring them back to SMBs when they feel they cannot progress any further within the Multinational.

In terms of Design, User Experience and User Interface designers who have worked on SaaS products are still in high demand in the Irish market. There are also not enough Design Managers who have led small, agile teams as well as Product Designers who apart from the full design process for software products understand the cost of implementing their design when it comes to code and who can discuss their designs with front end developers.

The Dublin market has quite a lot of roles for creative designers who can create brand identities covering both offline and online presence. Design that translates well across a variety of channels is what a lot of companies are looking for and they are offering attractive compensation to candidates who can bring this quality of design.

In conclusion the market remains strong and we are finding that it is sustained by a steady influx of international talent. This is evidenced by the fact that while our clients used to be often very reluctant to hire based on a critical skills visa, they don’t hesitate to do so now.

Gary talks to Padraig Burns, MD of Publicis about the Sneem Digital Hub

Why I Love Mondays

Catherine Madden is the Co-Founder and Director of UXDX and has been since July 2016

The Company: UXDX brings together Product, Design and Development professionals (think of the teams that build Google Maps or Spotify or even your banking app) through events, community and training. The events discuss a new model on improving team processes, building a more successful product and speeding up delivery For more info: www.uxdx.com

Digital Economy Report 2019

The Irish Digital and Tech Economy has mostly been centred on Dublin. Multinationals have gravitated towards Dublin and the start-up sector has had its highest concentration in the capital. A Dublin location has been a given not just for companies, but also for digital and tech jobseekers.

Prosperity Ethos

Thank God it’s Monday . . .

Bet you never thought you’d hear anyone say that. Well, listen up. At Prosperity, we believe it speaks a truth: the people who are happiest going to work are those who look forward to Mondays. They’re more content, so they work better and stay longer in a job.

UX Hiring Guide

While there are headwinds, there does remain considerable hiring activity in the Irish Digital and Tech Sectors. The recessionary pressures of former years have eased, if not evaporated, and companies here are generally underpinned by sound financials and projections, or indeed, International profiles. To that effect, many Irish based Digital and Technology companies are in expansion, so sourcing talent is often their primary challenge, and if that challenge cannot be addressed, many of these companies can suffer an impediment to growth, and even viability. That challenge is being met with strong salaries, benefits, sponsorship, relocation packages, and in many cases, the opportunity for candidates to align their career with strong brands or highly innovative Digital services and products. And while Prosperity has been recruiting extensively from EU...

Interview Preparation

So, you got the interview . . . Now to convert that interview to another interview and ultimately a job offer : )

Preparation is key. We hear it so many times from clients – the interviewee didn’t bother to prepare. By that: they hadn’t completely familiarised themselves with the job description or they hadn’t adequately researched the company (it is surprising the number of candidates who go for interviews barely knowing the first thing about the company they are interviewing at).

LinkedIn Tips

If you are a jobseeker, it is important to maximise the potential of your LinkedIn Profile. We have put together the following guidelines on how we feel you can stand out and be appreciated . . .