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Large-Scale Language Industry Compensation Report Details Salary and Incentive Data by Function, Location, and Seniority
(BOSTON, MA) – How much should a language services provider (LSP) pay a sales representative or project manager? To help language service providers with this fundamental issue, independent market research firm Common Sense Advisory conducted a large-scale survey of compensation at LSPs in early 2014. The results, which are presented in “The State of Compensation at LSPs: 2014,” include salary and incentive data compiled from 1,257 respondents who work full-time at an LSP. The survey was conducted in nine languages and received responses from 65 countries.

Common Sense Advisory, which has studied the $34.7 billion language services market for more than 12 years, states that LSPs of all sizes will find the report useful. Hiring managers will have comprehensive and independent data to help them make smart budgeting decisions while providing competitive compensation that enables them to attract and retain top talent.

Adds Hélène Pielmeier, Director of Industry Providers Service at Common Sense Advisory and report analyst, “Executives 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.”

Specifically, the report includes: 
  • Average, median, minimum, and maximum compensation across 11 functional areas, including engineering, project management, and sales 
  • Compensation by job function based on company size, location, and employee experience
  • Incentive-to-salary ratio for each job function
  • Concrete incentive and salary data specific to the language services industry
  • Outlook for pay increases
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. For example, the data revealed that experience has a limited impact on management wages – less than US$7,000 between newbies and veterans. 

“This lack of progress recognition may cause these managers to seek greener pastures,” concludes Ms. Pielmeier. “Rewarding these individuals for good work should matter tremendously. After all, mid-level managers are the experts who train and guide front-line staff in their daily work but also the future leaders of the company.”

The full report is available as part of the firm’s research membership. Related reports and briefs published by the firm, as part of its Industry Providers research platform, include: Language Services Industry Compensation, Wages of Localization -- Redux, and Guide to Competitive Compensation Practices.

About Common Sense Advisory
Common Sense Advisory is an independent market research company helping companies profitably grow their international businesses and gain access to new markets and new customers. Its focus is on assisting its clients to operationalize, benchmark, optimize, and innovate industry best practices in translation, localization, interpreting, globalization, and internationalization. For more information, visit: http://www.commonsenseadvisory.com or www.twitter.com/CSA_Research.

Media contact: Melissa C. Gillespie, Melissa@commonsenseadvisory.com, +1 760-522-4362
Submitted On: 6/12/2014

Common Sense Advisory research and analysts are frequently cited in the New York Times, International Herald Tribune, Wall Street Journal, Boston Globe, Fortune Magazine, Inc Magazine, and BusinessWeek.
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