The State of Compensation at LSPs: 2014
by Hélène Pielmeier, Donald A. DePalma
May 15, 2014
May 15, 2014

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Executives at language service providers need to invest wisely in people. When they pay low wages, they may lose good employees to the competition or to other industries that pay more. Yet if they offer packages that are too generous, their profitability may suffer. Hiring managers need data to help them make smart budgeting decisions while providing competitive compensation that enables them to attract and retain top talent.

This report presents the results of Common Sense Advisory’s large-scale survey of compensation at LSPs in early 2014. Executives and hiring managers should find the data in this report valuable as they hire new staff, revise salaries and incentive structures at review times, or simply benchmark internal wages. In this report, we cover:
  • Methodology. We explain how we collected and cleaned the data. We also detail how to read the metrics provided in this report.
  • How to Use This Data. We provide information on how to leverage this industry-specific data to update your compensation plans.
  • Respondent Profile. We describe the profile of the survey-takers whose answers we present in this report.
  • Global Trends. We summarize global results by position and regions in terms of average compensation, the balance of salary versus incentive, and the outlook for increases in 2014.
  • Eleven Chapters by Functional Area. We provide detailed data by company size, seniority, and location for the following functional areas: sales, account management, marketing, project management, linguists, quality assurance, vendor management, engineering and IT, operations, mid-level management, and executives.
  • Related Research. We recommend other Common Sense Advisory research reports and briefs on related topics.

  • Industry Providers
  • Technology Vendors
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Pages: 80

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