2022/23

SALARY GUIDE
TECHNOLOGY
VANCOUVER • CALGARY • TORONTO
WHAT’S INSIDE?

3 HIRING + MARKET TRENDS 9 2022/23 OUTLOOK: Job Seekers

6 SALARY TABLE: IT Infrastructure 11 2022/23 OUTLOOK: Hiring Managers

7 SALARY TABLE: SaaS + eCommerce 13 IMPACT’S TECHNOLOGY TEAM

ABOUT THIS GUIDE

This guide was created to serve as a practical resource for tech professionals as well
as hiring managers seeking to recruit and retain these in-demand professionals in the
Canadian market.

Information displayed is based on the variety of placements made by Impact’s technology

group and their overall market knowledge gathered from speaking to candidates and hiring
managers in the field.

Our team’s knowledge of the market allows them to share up-to-date information on trends
and compensation pertaining to the tech sector while providing advice and resources for
those navigating a job search or hiring journey.

2022/23 Technology Salary Guide: Impact Recruitment Page 2

HIRING + MARKET TRENDS

Layoffs making headlines

Layoffs in the tech space persist, with details of the latest cuts raising concerns regarding
the impact a further economic downturn might have on the sector. However, the majority
of layoffs have come from large, well-known organizations that experienced huge revenue
influxes during COVID-19. Many of these organizations have had to shift expenditure or cut
costs where possible, ultimately leading to layoffs as part of a post-pandemic correction.

While some organizations have decided to pull back their recruitment efforts, approaching
hiring with more caution, most are eager to move forward with the process. The reality
for most employers is that hiring continues to be a top priority as demand for skilled tech
professionals remains high across Canada and unemployment across the tech sector as
a whole is expected to be minimal. Candidates continue to have the option to consider
multiple employment opportunities when embarking on a job search.

Senior candidates at the leadership-level are taking the opportunity to thoroughly screen
potential employers during the interview stage. These high-caliber candidates place high
importance on architecture and scalability and will often ask financial and operational
questions to help them make informed decisions before joining a company.

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Substantial salary increases in 2022

Despite numerous announcements regarding layoffs during the second half of 2022,
demand for skilled tech talent hasn’t slowed down and salary expectations across all
experience levels remain significantly higher compared to previous years. As a result, many
companies continue to rethink compensation packages and realign them with market
expectations.

This has been particularly apparent in software development and IT infrastructure where
demand for specialized and senior-level professionals persists. In situations where budget
doesn’t allow for base salary increases, employers are offering attractive perks to help
secure their preferred candidates.

Flexible working arrangements

While many sectors saw a greater number of companies requiring a return to office in
2022, this was minimal in the software space. Many companies in this arena have found
ways to be more flexible or creative with their working arrangements. Most notable with
SaaS companies has been the growing number of employers offering ‘work from anywhere’
policies or trialling four-day work weeks, and, in doing so, often opening up a wider
candidate pool. A growing number of US companies are adopting these strategies and have
been successful in hiring across Canada.

Nevertheless, as these are relatively new phenomenons, the messaging around flexible
work can cause issues during the interview stage. To avoid miscommunication, employers
should ensure they are using direct, specific language to clarify what terms such as ‘hybrid’,
‘work from anywhere’ and ‘unlimited vacation’ policies mean at their organization and
communicate this early on in the interview process.

Bolstering recruitment + retention strategies

Facing staff departures and rejected offers is a harsh reality in the current market.
However, employers are becoming more aware of the importance of planning ahead,
taking necessary measures to ensure minimal disruption and applying a more strategic
approach to hiring and retention, including cutting down the time between interview and
offer stage to secure top candidates quicker than competitors. Some companies are also
considering rehiring former employees under the right circumstances. There are many
advantages to doing so - such as reduced training requirements and the positive impact
this can have on overall employee morale.

Flexible work arrangements, vacation allowance, work-life balance and bonus potential are
all areas that employers, when possible, are offering to improve their chances of securing
skilled professionals. Employers should also be transparent with candidates about what
they will be building and the tech stack they will be using.

Mentorship and training remain highly important to many tech professionals, particularly
for those in entry-level and mid-level roles. Companies offering learning and development
opportunities, mentorship programs and setting their employees up for success during
the onboarding stage are facing less challenges with retention. Promoting from within and
providing a clear path for progression also positively impacts prospective candidates’
perception of a company.

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Placing higher importance on candidate value add

In the early part of 2022, many employers were willing to compromise on both
compensation and experience level to get a candidate in the door. While it’s clear the
demand for tech talent continues to rise and salary levels remain higher than previous
years, there is a renewed focus on quality, fit and experience, which is the reason some
companies are taking more time to consider their options.

Now, a major priority for these companies during the hiring process is ensuring candidates
have been screened and assessed for their potential value add to the company as well
as to current and upcoming projects. This influences the employer’s ability to determine
appropriate compensation packages based on experience level without getting into bidding
wars with competitors.

Productivity under the microscope

As employers take a closer look at areas where costs can be cut, some are noticing a
performance gap which was likely overlooked during the peak of the candidate shortage in
the first six months of 2022. Some companies, for example, have become more thorough
in their assessment of fully remote workers to ensure they aren’t working a second job that
may negatively impact their performance or pose a conflict of interest.

Productivity is now top of mind as companies take a closer look at their team’s performance
to determine where there are gaps, as well as taking extra precautions when hiring. Now,
with a greater focus on quality, companies are thinking long-term and ensuring they have
people on board with a proven track record who possess the experience and skillsets
required for the business to achieve its goals.

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SALARY TABLE: IT Infrastructure

Vancouver • Calgary • Toronto

Salary ranges: averages in CAD, listed in thousands of dollars.

Note: This table represents what is typically seen in companies with 50-500 employees. Salaries can fluctuate
outside of these ranges dependent on company size, budget, level of seniority, industry, etc. Salaries indicated
are representative of base salary only and not inclusive of bonus, commissions, overtime or other variable
compensation.

1-2 years: represents base 3-6 years:* represents base 8+ years: represents base
salary for professionals in the salary for professionals in the salary for professionals in the
specified position for 1-2 years specified position for 3-6 years. specified position for 8+ years.
with room to advance and Most will begin specializing Those at 8+ years are typically
specialize. towards the five-year mark. specialized.

*Various factors can determine base salary in the 6-8 year experience range as many professionals transition during this
period. Salaries are dependent on specialization, certification, the technologies being used, team size, promotions, etc.

IT Infrastructure 1-2 years 3-6 years 8+ years

Director of Technology 120+ 135+ 180+

IT Manager 90-110 110-140 160+
Systems Administrator 70-80 80-95 120+
Network Administrator 65-70 75-95 120+
Application Support 60-70 75-90 100+
IT Support Specialist/Analyst/Helpdesk 50-55 55-65 80+

Roles listed above are those our technology division currently specialize in. For roles not listed, please reach out to a
dedicated Impact account manager or recruitment specialist. Our services continue to expand as our team grows.

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SALARY TABLE: SaaS + eCommerce

Vancouver • Calgary • Toronto

Salary ranges: averages in CAD, listed in thousands of dollars.

Note: This table represents what is typically seen in companies with 50-500 employees. Salaries indicated
are representative of base salary only and not inclusive of bonus, commissions, overtime or other variable
compensation. Salaries can fluctuate outside of these ranges. Software salaries have many varying factors such as
technology stack, company size and stage, compensation budget, etc.

Salaries are listed based on junior, intermediate and senior levels of experience. Typically compensation for these roles is
allocated based on a candidate’s technical skillset rather than years of experience.

Software Development Junior Intermediate Senior Principal/

Architect
Software Engineer/Developer 60-70 90-120 120-160+ 160-200
Software Team Lead - 135-150 160-180+ -
Software Development Manager - 180-200 200-250+ -

For more information specific to your industry, geographic location, company size or stage, please reach out to a
dedicated Impact account manager or recruitment specialist.

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Product Management Junior Intermediate Senior

Product Manager - 85-115 130-160

Product Designer - 75-100 120-150+

Project Management Junior Intermediate Senior

Project Manager 60 85-95 120+

Project Coordinator 50 70 85
Business Analyst 50-60 75-90 100+

For more information specific to your industry, geographic location, company size or stage, please reach out to a
dedicated Impact account manager or recruitment specialist.

Benefits + Perks (SaaS and eCommerce)

Base salary is one of the first factors many candidates consider when weighing employment offers. However,
there are additional monetary and non-monetary perks commonly offered by employers worth considering
above and beyond salary.

The benefits and perks listed below are not exhaustive. They represent what is being offered in the current
market but will vary dependent on company size, position, budget, level of seniority and other varying
factors.

• Base salary • Semi-annual performance review

• Bonus (quarterly or annual) • Extended health benefits
• Equity / stock options / RSU • Health spending account / lifestyle allowance
• Vacation (unlimited responsible time-off) • Home office allowance
• Learning and development fund • Cell phone allowance
• Equipment (Mac vs PC) • Transit or parking subsidy
• Work from home / work from anywhere • Company trips
• Four-day work weeks • Office closure for holidays (typically between
• Paid volunteer days December 24th to January 1st)
• Flexible hours / core hours

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2022/23 OUTLOOK: Job Seekers

Growth + development opportunities

Regardless of your current level of experience, there’s always room to learn and grow,
both personally and professionally. When considering new opportunities either with your
current employer or other companies, look out for roles that will fill gaps in your learning
journey, allow you to develop a specific aspect of your skillset, bring your experience to
the next level, or even give you exposure to a different area of specialization within your
industry. Know what matters most to you and lean towards the role that will help you get
there.

Preparing for a counteroffer

Breaking the news to your current employer that you’re leaving can be challenging,
especially when you’re aware they may struggle to find a replacement. In this instance,
you’re likely to face a counteroffer situation. That being said, focus on the reasons you
accepted an opportunity elsewhere in the first place. If the benefits of joining a new
company outweigh the positives of staying with your current employer, it’s best to trust
your judgement. More often than not, individuals find themselves unsatisfied and
considering alternative opportunities again within months of accepting a counteroffer.

Navigating multiple offers

A situation many technology professionals are still facing in the current market is receiving
multiple offers. This is typically the case with those whose profiles boast a number of
achievements and experiences that pique the interest of prospective employers or who
have completed required courses with highly regarded institutes. It’s important not to rush
when making a decision. Consider all options, do your due diligence, and think about your
priorities, whether it’s salary, flexibility and work-life balance, benefits, or long-term stability
and growth in your role. Offers you receive that meet your priorities will likely outweigh the
others.

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Building a great professional reputation

In an effort to create a more positive and productive working environment, hiring managers
are looking for candidates with a history of being great to work with and who have strong
communication skills typically required for teamwork and project completion. Building
this up takes ongoing effort, but is an area hiring managers will look to when screening
candidates.

For junior-level professionals just starting our their career without a comprehensive resume,
you’ll ideally have educational references or part-time employers to attest to your work ethic,
punctuality, people and teamwork skills, as well as important soft skills that will serve you
and a prospective employer well in the future. It’s also important to be future-focused when
taking on certificates that are required in your field.

Finally, candidates should maintain current digital resumes or professional profiles, for
example on LinkedIn, as hiring managers will often cross-reference with the resume they
have on file. Portfolios should also be kept updated as product designers will often be asked
for this as part of the screening process.

Additional Resources

Professional Confidence Counteroffer Conundrum

Understanding and building confidence How to effectively
in the workplace manage a counteroffer

Future Focused Professional Reputation

Setting professional goals How to build a great
for career success professional reputation

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2022/23 OUTLOOK: Hiring Managers

Standing out in a skills short market

Employer branding + a strong reputation

In a competitive market with plenty of opportunity available to skilled tech professionals,

companies must be able to identify and communicate what sets them apart from their
competitors. Putting extra effort into selling your organization is a key factor in securing top
talent. Many candidates look for prospective employers known to have a great reputation
and that they believe have an environment where employees feel engaged, supported and
empowered.

Communicating the company’s unique value proposition and noteworthy accomplishments

or growth projections with confidence throughout the entire recruitment process and into
the onboarding stage can certainly help seal the deal. Encouraging current employees to
share good experiences they’ve had with your company is also proven to positively impact
a candidate’s view of your organization. If employee feedback is ever less than positive, look
for opportunities to improve the organization from within by taking this feedback on board.

Streamlined recruitment process

Getting highly sought after candidates through the door goes beyond offering competitive
packages. Companies providing a memorable candidate experience and taking strides to
reduce the time between interview and offer stage are more likely to secure their preferred
candidate. One of the best ways to make a lasting impression is by personalizing the
hiring process. Companies should take a genuine interest in their candidates, get to know
what they’re passionate about and the career goals they have set for themselves. Giving
candidates the opportunity to meet members of the team they will be joining during the
interview stage, whether in-person or virtually, also allows them to gauge team dynamics
and assess overall fit before signing on the dotted line.

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Focus on onboarding + retention
Successfully hiring skilled candidates in a skills short market is a big win for any company,
but efforts need to extend beyond getting these candidates to sign on the dotted line.
With counteroffers significantly higher in 2022 than in previous years, there’s no guarantee
candidates with the desired qualifications and track record won’t consider other attractive
offers ahead of their start date or during the probationary period, so a key focus should be
placed on the onboarding stage. These first few weeks and months are essential for building
trust and rapport, helping a new hire become an engaged, productive and committed
member of the team.

Ongoing training + development

A major reason for employees considering a career move is a lack of opportunity to expand
their skillset or grow with their current employer. By offering ongoing training programs or
access to professional development courses, employees are provided with the tools they
need to develop their knowledge and skillset, opening the door to advancement in their
role. As an example, an employer that is having a difficult time hiring an IT Manager may
hire a Systems Administrator with team lead experience and the right work ethic and drive
that will allow them to step into the role. Oftentimes, providing a clear path for growth will
encourage candidates to stay long-term.

Additional Resources

Employer Branding Constructive Feedback

Helping employees grow with thoughtful,

Standing out in a competitive market
constructive feedback

Onboarding
Candidate Interviews Reboarding
Improving engagement and retention When and how to effectively
through effective onboarding conduct reboarding

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IMPACT’S TECHNOLOGY TEAM

Kristina Lee, Director, Technology Division

“Impact’s technology division is always looking for ways to improve our

service offerings and value add for those we work with. This salary guide
is an example of our commitment to making hiring less challenging for
our clients. Our multi-disciplinary approach allows us to work with
organizations to scale not only their technology needs, but their day-to-
day operations too. From early-stage startups to established
organizations, we are here to solve your unique hiring needs.”

Mark Friesen, Practice Lead, SaaS + eCommerce

“Even with the recent notable trends in the tech sector and growing
uncertainty in market outlook, Impact’s technology division has the
experience and dependable work ethic to guide our clients and candidates
through to successful outcomes. Our strength in matching top candidates
with great opportunities endures and we remain committed to staying on
top of industry trends, building upon our existing network, and sharing this
unique expertise with the partners we are grateful to work with every day.”

Questions? We’re here to help!

impactrecruitment.ca | 1-844-689-8687 | [email protected]

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