HAYS ITALY

SALARY GUIDE
[Link]
> 2025
2 > INDICE

3 INTRODUCTION
6 METHODOLOGY
9 FUTURE OF WORK
CONTENTS
P. 10 > HR trends and Labour market
P. 16 > Generations in comparison
P. 21 > IA and the labour market
P. 28 > Mental well-being

31 SECTORS OVERVIEWS
P. 32 > Accountancy & Finance
P. 38 > Banking
P. 43 > Digital & New Media
P. 55 > Energy
P. 61 > Engineering
P. 69 > Human Resources
P. 79 > Information Technology
P. 86 > Insurance
P. 90 > Life Sciences
P. 96 > Retail
P. 100 > Sales & Marketing
P. 106 > Tax & Legal

110 CONCLUSION
111 HAYS IN ITALY AND WORLDWIDE
P. 113 > Contact us
3 > INTRODUCTION

THE PROFESSOR

Alessandro The world of work is currently experiencing a major transformation under

the influence of, in particular, demographic transition and technological

Rosina innovation. These changes also reshape the conditions for being
competitive and the basis for development compared to the past.
On the one hand, the increase in longevity has led to an increase
Full Professor of Demography in the number of generations simultaneously present in companies
and Social Statistics at the and organisations. This raises the twofold question of how to foster
Catholic University of Milan, intergenerational collaboration and how to promote a long active life.
where he directs the Center for On the other hand, all advanced mature economies have entered the
era of weak generational turnover, in which the birth rate, settled at low
Applied Statistics in Business
values, leads to smaller entry cohorts than exit cohorts. Currently,
and Economics. Expert advisor to the generations still in the labour force at a mature age (the
the CNEL. Scientific coordinator Baby Boomers and, to a large extent, Generation X) are
of the Youth Observatory of demographically very substantial. This, together with
the Toniolo Institute and of the the shift forward of the retirement age, makes it
Observatory on the Condition of possible to compensate, for a few more years, for the
Youth of the Lombardy Region. reduction of the employed population at younger ages.
However, we are moving towards a phase in which
Co-coordinator of Alleanza
the ageing of the employed population will prevail,
for Childhood, member of followed by a phase in which the quantitative reduction
the steering committee of of the potential labour force will dominate, when the
Osservatorio senior and of generation of Baby Boomers will have completely
Futura Network (ASviS). exited active status. Both the ageing of the labour
force and its reduction can be mitigated, besides
immigration, by an increase in youth employment and
[Link]
female participation. In Italy, these margins are wide,
considering that we start from some of the lowest
levels in Europe. However, in order to achieve this, an
4 > INTRODUCTION

improvement in the capacity of companies well-being and work-life balance translates significant (more
and organisations to recognise and value into higher employees’ satisfaction, which, than 4 out of 10
the specificities of the human capital of the according to several well-established studies, respondents). It is also
younger generations and women is needed. is correlated with increased productivity. confirmed that less stable
Precisely these components of the workforce Companies that promote inclusiveness, contracts (fixed-term) and
are currently the most exposed to unstable flexibility and growth opportunities not only relatively lower salaries (which
contracts and inadequate and unsatisfactory improve internal efficiency, but also position expose them to the risk of
wages, as well as to involuntary part-time themselves better in the labour market by becoming working poor)
job. These transformations combine and attracting and retaining top talent. Thus, are more characteristic
interact with changes in the perception of ensuring a competitive advantage in an of younger people,
work and in expectations of its quality. On increasingly complex economic environment. i.e. Generation
the one hand, the importance of salary and The companies that will grow the most will be Zeta and the
career opportunities does not diminish. On the those, with the same technological equipment, Millennials.
other, there are more and more dimensions that are able to better manage the human
This does not
considered crucial, such as work-life balance, factor, fostering a virtuous circle in which
help to develop a
company climate, training opportunities, and quality of work, productivity and remuneration
sense of belonging to
attunement to personal values, which make a become mutually positive levers.
the company, especially
difference on companies’ ability to attract and
The survey data fit coherently within this when unsatisfaction with
retain talents.
framework, helping to further enrich the these aspects persists beyond
Demographic and social changes have picture. There is a general satisfaction the first years of entry. These
an impact on the productivity and with one’s job. However, the majority of generations are also those who
competitiveness of companies, combined respondents - even among those who have a bring the most advanced skills to the
with the impact of new technologies. permanent job and are employees of medium- company. In particular, the adoption of
The presence of different generations in sized companies operating in the most Artificial Intelligence technologies is quite
the same work environment, if managed dynamic regions of the country - believe that common among them, while only a minority
effectively, can facilitate the circulation their salary should be better commensurate make use of them within the more mature
of knowledge and skills, increasing the with their responsibilities. In any case, the generations. It is therefore especially among
innovative capacity of organisations. At the portion of those who declare themselves young people that there is a mismatch
same time, the increasing focus on mental dissatisfied with the level of pay itself is between the potential they think they can
5 > INTRODUCTION

bring and the appreciation they get. On the importance because they combine the considered fundamental for professional
other hand, their younger age makes them preferences and sensitivities of Gen Z with growth but currently more lacking in Italy than
more optimistic about career opportunities the reconciliation needs of women (also due in other advanced mature economies. Finally,
than other generations. Improving the to the lack of public policies in Italy on this very interesting are the data confirming the
conditions of attractiveness to young people front compared to the rest of Europe, which growing importance, across all ages, given
and providing positive feedback on the lead more to the choice of working competing to mental and relational well-being. The
development pathway becomes increasingly with that of having children). In line with this, greatest demand for strengthening tools and
strategic in the face of demographic among the most appreciated benefits, even initiatives in this area comes from the younger
transition that makes the more than the company generations.
younger generation a resource car, is flexible working. Also
In such a rapidly evolving context, it becomes
no longer in abundance on the Quality of work interesting is the significant
essential to have in-depth data and analysis
labour market. The perceived proportion of those who
focuses on the to constantly monitor changes and orient
quality of work goes, as we indicate health insurance
dimension of corporate policies and strategies. These tools
have said, increasingly beyond as a preferred benefit. It
work-life balance make it possible to address the challenges
the aspect of contract and is an option that will grow
of productivity and work well-being in an
economic treatment, while and that of subjective even more important in the
integrated and systemic way, adapting to
interacting with these factors. and relational coming years due to the
needs that vary not only between sectors and
It focuses, above all, on the well-being. difficulties of the national
professions, but also between different life
dimension of work-life balance health system in responding
stages and generations.
and that of subjective and to the accentuated increase
relational well-being. Thus, it in demand for care and Professor Alessandro Rosina
is precisely the younger generation, while assistance associated with an ageing
seeing greater career margins, that indicates population. But there is also an increasing
work-life balance and flexible working hours awareness among both citizens and workers
as important among the reasons for changing of the need to keep themselves in good
jobs. It should be borne in mind that, despite health and to be able to count on tools to
the fact that female employment is among give quality to the extra years that longevity
the lowest in Europe, it is steadily increasing offers. This also means being able to count
in the younger generations. These dimensions on adequate continuous training that
of the quality of work are, therefore, of growing spans all stages of working life, an aspect
6 > METHODOLOGY

METHODOLOGY

The Hays Salary Guide is an annual publication focused on the evolution of salaries
and the labour market in different market sectors, prepared by Hays experts in Italy.

With this publication, we wanted to delve into the changes in an online survey conducted between November and December
the recruitment sector in Italy and identify the new trends that 2024. In the report, we also provide indications of average
will influence the employment market in the near future. salaries for some of the main professional figures covered
The data presented in the 2025 edition of the Hays Italia Salary by Hays, with indicative salary grids broken down by city and
Guide were collected thanks to the contribution of more than company function.
1,000 professionals and companies in Italy, who shared with Finally, for each market sector in which we operate, we have
us their expectations of professional growth by participating in reflected on possible future scenarios for 2025.
7 > METHODOLOGY > SAMPLE ANALYSED [Link]

ME THODOLOGY

Sample analysed
55% 45%

Our survey involved 55% men and 45% women, mainly employed in private (93%),
medium-sized or multinational companies (30% and 27% respectively).
The sample consisted of 85% employees with permanent contracts, while the
remaining 15% included temporary workers, consultants and freelancers.

Medium (51 - 250 employees) 30% What is the size

Very large/Multinational (more than 1,000 employees) 27% of the company
Large (251 - 1,000 employees)
you work in?
20%

Small (11 - 50 employees) 17%

Micro (up to 10 employees) 6%

8 > METHODOLOGY > SAMPLE ANALYSED [Link]

ME THODOLOGY

Sample analysed
The most common profile indicated by the participants was middle management
(Executive/Technical/Specialist), accounting for 45% of the sample, followed by
Managers (29%) and Directors (10%). The sectors most represented in the study
were Sales (11%) and IT (10%), followed by Manufacturing (9%) and Engineering
(9%). Demographic analysis of the data reveals that Millennials (1981-1996) make
up 50% of the sample, followed by Generation X (1965-1980) with 36%. Boomers
(1946-1964) make up 8%, while Gen Z (1997-2012) is at 6%.

Intermediate level (executive / technical / specialist) 45%

What is your level
Management 29% of seniority
Director 10% at work?
Recent graduate / Basic level / Junior level 9%

C-Suite (CEO, CFO, CMO, CTO, etc.) 5%

Owner/Entrepreneur 3%

Thank you
We would like to thank all those who participated in our survey and provided valuable information, which made this publication possible.
We hope that it will serve as an insightful tool on the labour market in Italy for both companies and professionals.
 FUTURE
OF WORK
10 > FUTURE OF WORK > LABOUR MARKET AND HR TRENDS

FUTURE OF WORK
HR TRENDS AND
LABOUR MARKET
11 > FUTURE OF WORK > HR TRENDS AND LABOUR MARKET > PERSPECTIVES FOR COMPANIES [Link]

HR TRENDS AND LABOUR MARKE T How optimistic are you about the general
economic climate and the job opportunities that may or

Prospects for
may not arise in the next 2-5 years?

companies 39% 31% 30%

Which strategic objectives are currently

From the data collected, it appears that the focus of your company?
the level of optimism regarding the general
economic climate and job opportunities Gain market share 51%

Increase turnover 51%

in the next 2-5 years is quite varied. Increase operating profit 45%

Generate innovation 32%

Companies are focusing on a few key strategic objectives, Increase competitiveness 32%
such as gaining market share, increasing turnover and Expand product portfolio 24%
improving operating profit. Other important goals include Implement sustainability 22%
innovation and expansion of the product portfolio. 18%
Stabilise our core business
Strengthen social responsibility 6%
However, there are several challenges that could hinder
Other 6%
the achievement of these goals, such as rising costs,
2%
difficulties in retaining staff and the need to stay up-to-date Increase prestige
with new technologies. Increase ecological activities 2%

Increase diversity in the company 1%

For some questions, respondents were able to select the first 3 or all relevant options/answers
12 > FUTURE OF WORK > HR TRENDS AND LABOUR MARKET > PERSPECTIVES FOR COMPANIES [Link]

HR TRENDS AND LABOUR MARKE T What are the human resources investment areas
of your organisation for 2024 and 2025?

Prospects for Hiring new employees 44%

companies
Employee training programmes 41%

Retaining current employees 40%

Adapting organisational structures 31%

Automating processes 29%

Regarding investments in human resources, companies Integrating Artificial Intelligence 20%

are focusing their efforts on hiring new employees, Employer Branding 17%

training programmes and retention of existing staff. We are unable to invest 15%
Additional significant investments include the adaptation of 6%
Other
organisational structures and the automation of processes.
Employee mobility programmes 5%

The companies’ workforce has seen several variations: many

have increased their staff, some have kept it stable, while
others have experienced a decrease. Middle-level positions are What kind of professionals do you plan to hire in 2025?
the most difficult to fill, followed by entry-level and managerial
positions. Recruitment forecasts for 2025 are positive, with
many companies planning to hire new employees, especially
on a permanent basis. Only a small percentage plan to use
freelancers or consultants, while some companies have no Permanent professionals
Fixed-term professionals / Temporary staffing
plans to hire new employees. Freelancers / Consultants
We do not intend to hire

For some questions, respondents were able to select the first 3 or all relevant options/answers.
13 > FUTURE OF WORK > HR TRENDS AND LABOUR MARKET > PROSPECTS FOR PROFESSIONALS [Link]

HR TRENDS AND LABOUR MARKE T Are you satisfied with your current job?

Prospects for
professionals 8%
Very
52%
Satisfied
33%
Unsatisfied
7%
Very
satisfied dissatisfied

From the data collected, it appears that

there is a fair amount of dynamism and Do you think there is
often sharp divisions regarding career Yes a possibility of career
advancement within
opportunities, job satisfaction or pay.
your company?

The majority of professionals are satisfied with their

job position. About half of the respondents say they are Yes
gratified, while a small percentage are highly satisfied.
However, a significant proportion of the workforce expresses
dissatisfaction, indicating that there is still room to improve Did you change jobs
working conditions and increase job satisfaction. in the last 12 months?

For some questions, respondents were able to select the first 3 or all relevant options/answers.
14 >FUTURE OF WORK > HR TRENDS AND LABOUR MARKET > PROSPECTS FOR PROFESSIONALS [Link]

HR TRENDS AND LABOUR MARKE T

What were the main reasons for your change?

Prospects for Lack of career progression 42%

professionals
Salary too low 36%
Lack of learning and development opportunities 27%
Poor relationship with manager 24%
The role wasn’t challenging enough 20%
The workload was unmanageable 19%
Poor work-life balance 17%

A significant portion of professionals changed jobs in the Other 15%

Lack of job security 11%
last 12 months, mainly due to lack of career progression, The commute was too long 10%
too low salaries and insufficient learning and development Lack of flexibility in working arrangements 10%
opportunities. Other factors include bad relationships with Benefits not in line with my needs 9%
managers and unmanageable workloads. These data Retirement or dismissal 9%

suggest that companies need to pay more attention to career Poor relationship with colleagues 4%
Lack of travel opportunities 3%
development opportunities, salary competitiveness and 1%
Lack of mental health support
managerial support.

Regarding the topic of salaries, we register a good How satisfied are you with your salary?
satisfaction index, but many people are dissatisfied, believing
that their salaries are not adequate for their responsibilities.
Companies may need to review their remuneration policies
to ensure that salaries are fair and commensurate with the
different tasks performed.
6% 51% 37% 6%
Very Very
Satisfied Dissatisfied
satisfied dissatisfied

For some questions, respondents were able to select the first 3 or all relevant options/answers.
15 > FUTURE OF WORK > HR TRENDS AND LABOUR MARKET > PROSPECTS FOR PROFESSIONALS [Link]

Unsure

HR TRENDS AND LABOUR MARKE T

Yes Do you think your salary
is appropriate for your
Prospects for responsibilities?

professionals
How did your salary change in 2024?
47% 40% 8% 5%
The analysis of salary changes in 2024 shows that the
remuneration of the majority of professionals remained Unchanged
unchanged, while some benefited from salary increases. The Increase of up to 20%
main reasons for changes in pay include getting a new job, a Increase of more than 20%
Decreased
promotion or a different role within the same organisation, and
individual performance.

Salary expectations for 2025 show that the majority of

professionals expect their salaries to remain unchanged, What was the reason for the change in your salary?
while a portion expect an increase. This suggests a certain
pessimism about the prospects for salary increases next year.
Companies may have to improve their remuneration policies A new job 32%
in order to keep employee motivation and satisfaction high. Individual performance 21%

A promotion or a different role in the same organisation 20%

Standard increase at organisation level 12%

Inflation or cost of living 9%

Other 6%

For some questions, respondents were able to select the first 3 or all relevant options/answers.
16 > FUTURE OF WORK > GENERATION IN COMPARISON

FUTURE OF WORK
GENERATIONS
IN COMPARISON
17 > FUTURE OF WORK > GENERATION IN COMPARISON > DEMOGRAPHIC DISTRIBUTION AND SENIORITY [Link]

GENERATION IN COMPARISON
Which age group do you belong to?

Demographic
distribution and Boomers (1946-1964)
Gen Z (1997-2012)
Generation X (1965-1980)

seniority
Millennials (1981-1996)

Our research involved different generations, with a strong

representation in Lombardy, Lazio, Piedmont and Emilia
Romagna. Lombardy emerges as the region with the highest
number of participants, reflecting its economic and industrial What is your level of seniority?
concentration. The Boomers (1946-1964) mainly hold
management (27%) and executive (25%) roles, often in
Recent graduate / Basic level / Junior level
small and medium-sized organisations. Generation X
(1965-1980) is well represented in middle (29%) and Intermediate level (executive / technical / specialist)

managerial (36%) roles, equally distributed between large Management

and medium-sized organisations. Millennials (1981-1996)
Director
mainly occupy intermediate (61%) and managerial (27%)
roles, working in medium-sized companies and multinationals. C-Suite (CEO, CFO, CMO, CTO, etc.)

Gen Z (1997-2012) are predominantly in junior (48%) and Owner/Entrepreneur

intermediate (50%) positions, employed in multinationals and
small organisations.

For some questions, respondents were able to select the first 3 or all relevant options/answers.
18 > FUTURE OF WORK > GENERATION IN COMPARISON > SATISFACTION, JOB STABILITY AND SALARY [Link]

GENERATION IN COMPARISON
How large is your company?

Satisfaction, Micro (up to 10 employees)

Job Stability and

Small (11 - 50 employees)

Medium (51 - 250 employees)

Salary Large (251 - 1,000 employees)

Very large/Multinational (more than 1,000 employees)

Job satisfaction differs between generations, with general

disappointment regarding company transparency on salary
increase criteria. Boomers and Generation X mainly have
permanent contracts (74% and 85% respectively), while
Millennials and Gen Z show a greater variety of contracts,
with a significant presence of fixed-term contracts among What is your current employment contract like?
young people (22%). Millennials are the most dissatisfied
with their pay, believing that their salary is not in line with the Permanent employment contract

responsibilities they have (60%). Work-life balance is more

satisfying for Boomers (65%) and Gen Z (63%). Fixed-term employment contract/Temporary staffing

Freelance/Consultant

Other

For some questions, respondents were able to select the first 3 or all relevant options/answers.
19 > FUTURE OF WORK > GENERATION IN COMPARISON > STRATEGIES FOR EMPLOYEE WELL-BEING [Link]

Do you offer training or support for the use of AI?

GENERATION IN COMPARISON

Strategies for Boomers (1946-1964) % %

employee Generation X (1965-1980) % %

well-being
Millennials (1981-1996) % %

Gen Z (1997-2012) %

Mental wellbeing is considered very important for work

performance by all generations, with Gen Z and Millennials Yes

reporting a greater requirement for company support in terms

of mental healthcare.
Artificial intelligence (AI) represents work support for the In your opinion, what are the main advantages
younger generations. Among the advantages most appreciated of using AI in the workplace?
by Gen Z and Millennials are increased productivity and
reduced human error. Boomers and Generation X appreciate Creativity and generation of ideas

the improvement in decision-making skills and in the quality Improved communication

of output. The survey compared the different generations and Improved decision-making skills

revealed some interesting trends. Gen Z is appreciated for its Higher quality of work

innovative vision and technological knowledge, but criticised Increased productivity and efficiency

Reduction of human error

for its perceived superficiality. Boomers are valued for their Support in data analysis
experience and their role as mentors, but considered not very Other
flexible. Therefore, companies are adopting generational
Boomers (1946-1964)
integration strategies such as mentorship programmes, Generation X (1965-1980)

team building events and continuous training. Millennials (1981-1996)

Gen Z (1997-2012)

For some questions, respondents were able to select the first 3 or all relevant options/answers.
20 > FUTURE OF WORK > GENERATION IN COMPARISON > STRATEGIES FOR EMPLOYEE WELL-BEING [Link]

Which initiatives would you like to see implemented to

GENERATION IN COMPARISON
improve mental well-being in your company?

Strategies for Mindfulness or meditation sessions

Psychological counselling

employee
Stress management programmes
Wellness and mental health workshops
Physical or sports activities
Spaces for relaxation and meditation

well-being
Flexible hours or remote working
Mentoring or coaching programmes
Social and team building events
Access to online resources and wellness apps
Other

Boomers (1946-1964)
Generation X (1965-1980)
Finally, the document highlights the importance of targeted Millennials (1981-1996)

business strategies to effectively integrate different Gen Z (1997-2012)

generations into the workplace. Companies must recognise

and value the different skills and expectations of the
generations, promoting an inclusive and collaborative work In the last year, were you often in trouble managing
environment. Only through a conscious and adaptive your family because of your work?
approach will it be possible to fully exploit the potential
of each generation, while ensuring the satisfaction and A lot

well-being of employees.
Quite a lot

A little

Not at all

Boomers (1946-1964)
Generation X (1965-1980)
Millennials (1981-1996)
Gen Z (1997-2012)

For some questions, respondents were able to select the first 3 or all relevant options/answers.
21 > FUTURE OF WORK > AI AND THE LABOUR MARKET

FUTURE OF WORK
AI AND THE LABOUR
MARKET
22 > FUTURE OF WORK > AI AND THE LABOUR MARKET [Link]

AI AND THE LABOUR MARKE T

Opportunities and Training and

challenges Support for AI
The survey conducted among professionals and companies 48% of companies offer training or support for the
in Italy in 2024 revealed interesting data regarding the use of AI, while 52% do not. This figure highlights
training and use of Artificial Intelligence (AI). a significant division between those who invest in
The percentage of professionals who declare they use preparing their employees to adopt new technologies
Generative AI technologies or tools has increased from 20% and those who, on the other hand, do not consider
in 2023 to 43% in 2024, with peaks reaching 58% among the it a priority. Training is a key asset to ensure that
youngest, convinced that it can bring advantages in terms professionals can use these tools effectively, thus
of increased productivity and efficiency, support in data improving productivity and business efficiency.
analysis, creativity and idea generation, and reduction of
human error. 46% of participants stated that their company
recommends the use of artificial intelligence (AI) technologies
or tools in the workplace. Does your company offer training or support
However, a majority of 54% gave a negative response, for the use of AI?
indicating that the organisations in which they work do not
actively promote the adoption of such tools. This result
suggests that, although there is growing interest in AI, 48% YES 52% NO
many companies may still be in an evaluation phase or may
face difficulties in integrating these technologies into their
operational processes.
For some questions, respondents were able to select the first 3 or all relevant options/answers.
23 > FUTURE OF WORK > AI AND THE LABOUR MARKET > REASONS FOR NOT USING AI [Link]

AI AND THE LABOUR MARKE T Why won’t your company use AI?

Reasons for Ethical and legal considerations

Intellectual property issues 19%

25%

not using AI Impact on existing workforce

Lack of training and support

Privacy issues
13%

28%
34%

Quality control 13%

Among the main reasons why companies do not use AI, Regulatory compliance 6%
25% mentioned ethical and legal considerations. This Safety risks 9%
reflects concerns about regulatory compliance and the ethical We don’t see the benefits 28%
implications of using this technology, such as the transparency 25%
Other
of algorithms and respect for privacy. Furthermore, 19% of
participants reported intellectual property issues, indicating
doubts about the protection of innovations and technologies
developed, and 13% indicated the impact on the existing In your opinion, what are the main advantages
workforce, emphasising fears about the possible replacement of using AI in the workplace?
of human workers by machines. Issues related to privacy
(28%) and quality control (13%) are further barriers that
companies must face in order to successfully implement AI.
Creativity and idea generation
Improved communication and clarity
Improved decision-making skills
Higher quality of work
Increased productivity and efficiency
Reduction in human error
Support in data analysis
Other

For some questions, respondents were able to select the first 3 or all relevant options/answers.
24 > FUTURE OF WORK > AI AND THE LABOUR MARKET > BENEFITS OF USING AI [Link]

AI AND THE LABOUR MARKE T

Benefits of Conclusions
using AI These data highlight the
growing importance of
However, the main perceived advantages of using AI in the AI in the Italian labour
workplace include increased productivity and efficiency market and the
(63%). This is certainly one of the most frequently reported need to address
benefits, since, if used correctly, these new technologies can the challenges
automate repetitive tasks and improve business processes. associated with
Improved decision-making skills is another significant its implementation.
advantage indicated by survey participants, as AI can analyse Companies that invest in
large amounts of data and provide insights that can be used to training and support for the use
make more informed decisions. of new technologies can benefit
The decrease in human error (22%) is an additional benefit, from increased productivity and more
as AI can perform tasks with greater consistency and informed decisions, while those that
accuracy than humans. Other advantages include improved do not risk being left behind. It is essential
communication and clarity of shared messages, which that organisations consider both the benefits
can contribute to a more collaborative and innovative work and challenges of adopting AI in order to remain
environment. competitive in the global market.
25 > FUTURE OF WORK > BENEFIT AND WELFARE

FUTURE OF WORK
BENEFIT AND WELFARE
26 > FUTURE OF WORK > BENEFIT AND WELFARE > THE NEW NORMAL [Link]

> PROFESSIONALS
BENEFIT AND WELFARE
Which benefits do you value the most?

The new normal Flexible working hours

Company car
Health insurance or private medical cover 35%
46%
53%

Meal vouchers 33%

Food, drinks or subsidised canteen 10%
In today’s labour market, professionals and companies have Company computer for private use 9%
to face various challenges and needs, caused by increasingly Employee pension scheme 8%
fast and frenetic dynamics. 45% of those interviewed Share incentives 8%

stated that they often find it difficult to manage their family Company telephone for private use 6%
Life insurance 6%
because of work. The main difficulties include looking after Gym membership 5%
young children and elderly parents who are no longer self-
sufficient.
> COMPANIES
71% of respondents believe that the statutory parental leave
is insufficient, while 60% believe that the company offers an Which specific benefits are offered to employees
adequate level of flexible working hours to manage family as standard?
responsibilities. Only 15% of companies offer additional
Flexible working 53%
concrete support beyond the measures provided by law, such Company car 32%
as additional parental leave and babysitting services. Health insurance or private medical cover 36%
Meal vouchers 59%
Food, drinks or subsidised canteen 28%
Company computer for private use 51%
Retirement plan for employees 7%
Company phone for private use 40%
Life insurance 9%
Gym membership 7%
Discount on your company’s products or services 14%
Extended parental leave 9%
Psychological support 9%
Other 7%

For some questions, respondents were able to select the first 3 or all relevant options/answers.
27 > FUTURE OF WORK > BENEFIT AND WELFARE > THE NEW NORMAL [Link]

> PROFESSIONALS

BENEFIT AND WELFARE Apart from salary, when considering a new job,
which of the following factors are most important to you?

The new normal Benefit package

Career development initiatives 43%
49%

Challenging role or projects 43%

Professionals particularly appreciate the benefits that improve Policies supporting diversity 42%
their quality of life and offer greater flexibility and security. Company brand and reputation 38%

In addition to salary, they consider other factors when Working environment 31%
Job security
evaluating a new job. A positive work environment, 22%
Place of work 10%
opportunities for professional growth and flexibility are Initiatives supporting social responsibility 6%
key elements in attracting and retaining the best talent. Initiatives supporting sustainability 2%
Furthermore, the growing importance of remote working Remote working 2%
and work-life balance initiatives reflects a paradigm shift in Work-life balance initiatives 2%
Other 2%
employee priorities, as they seek a better balance between
their professional and personal lives.
> COMPANIES
In conclusion, to effectively compete in the labour market Apart from salary, which factors are most important
of 2025, companies must adopt a holistic approach that
for attracting and retaining staff?
considers both pay and benefits, creating a work environment
that promotes employee satisfaction and motivation, Benefit package 61%
investing in more effective corporate welfare policies to create Working environment 50%
a healthier, more productive and satisfying work environment Career development initiatives 41%
for all. Italian companies have the opportunity to make a Challenging role or projects 41%

difference, offering greater flexibility and concrete support Remote working 45%

for family management, improving the quality of life and Company brand and reputation 8%
25%
well-being of their employees. Place of work
Job security 6%
Other 3%

For some questions, respondents were able to select the first 3 or all relevant options/answers.
28 > FUTURE OF WORK > MENTAL WELL-BEING

FUTURE OF WORK
MENTAL WELL-BEING
29 > FUTURE OF WORK > MENTAL WELL-BEING > THE ADDED VALUE [Link]

How much do you think mental well-being influences

MENTAL WELL-BEING your work performance?

The added value A lot

A little
Quite a lot
Not at all

The survey conducted among professionals and companies

in Italy in 2024 highlighted the growing importance of mental
well-being in the workplace. 92% of participants said that Does your company currently promote mental wellbeing
this is a very important factor to be present in the workplace initiatives or programmes?
on a daily basis. Only a small percentage considered it to
be of little relevance. The data collected highlights how the
majority of professionals recognise the benefits of a healthy Yes, many
and supportive work environment. Yes, some
No, but it would be useful
In terms of work performance, 81% of respondents affirmed No, and it’s not necessary
that mental well-being greatly influences their performance:
this demonstrates not only that this topic is now recognised
as an important value, but also how it can have a direct
impact on productivity and work effectiveness. Which benefits have you noticed from the mental
well-being initiatives offered by your company?

Higher productivity 20%

Better working environment 40%
Stress reduction 30%
Higher job satisfaction 14%
Better work-life balance 29%
Improved relationships with colleagues 20%
Higher motivation 22%
Reduced absenteeism 6%
No benefits 24%

For some questions, respondents were able to select the first 3 or all relevant options/answers.
30 > FUTURE OF WORK > MENTAL WELL-BEING > THE ADDED VALUE [Link]

In the last year, how often have you found yourself having
MENTAL WELL-BEING difficulty managing your family because of work?

The added value A lot Quite a lot

A little Not at all
Despite this knowledge, only 37% of participants feel that
their company offers a lot of support in terms of mental well-
being, while 26% feel that their company provides no support
at all. It is clear that there is still a long way to go to improve
company initiatives in this area. In which situation did you have difficulty?

As for corporate initiatives to promote the improvement Older parents who are not self-sufficient 15%
Regular childcare (nursery, school, etc.)
of the mental health of their workforce, 35% of companies 25%
Disabled children/relatives/friends 6%
offer multiple initiatives throughout the year, while 65% have Illness of children or partner 11%
none. However, 63% of respondents believe that these are Personal illness 13%
Long distance between home and workplace 32%
not enough, indicating that there is significant opportunity for Long working hours 40%
improvement by Italian organisations in providing appropriate Continuous requests for work even after working hours 22%
support to professionals. A very stressful 42%
Other 9%

The 2024 survey highlighted the crucial importance of mental

well-being in the workplace, with the majority of respondents In addition to the measures required by law, does the
recognising its positive impact on job performance. However, company offer any other concrete support for the care
many companies still have margin for growth in providing of children or parents?
adequate mental health care.

15% YES 85% NO

For some questions, respondents were able to select the first 3 or all relevant options/answers.
 SECTORS
OVERVIEW
32 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE

SECTORS OVERVIEW
ACCOUNTANCY & FINANCE
33 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE [Link]

ACCOUNTANCY & FINANCE

Sector overview
The Accountancy & Finance sector is characterised by its stability
in terms of job opportunities, thanks to the legal obligations that
some functions must fulfill. Although the type of professionals
required may fluctuate, the number of opportunities on the
market remains constant.

In 2024 there has already been a demand for different skills to combat the loss of
compared to previous years and this trend will continue in 2025. purchasing power, such
The most significant HR challenges are not related to a lack of as company welfare and
specific talent, but to the difficulty in finding professionals for contributions for schools or
traditional roles such as senior accountant and tax specialist, due nurseries. Turnover is higher in
to the decrease in the number of available professionals, especially management control, tax and treasury
those coming from consulting firms. In terms of engagement and functions.
productivity, companies that offer a good work-life balance and The use of Artificial Intelligence is not
effective workload management are more attractive, especially yet widespread, but investment in advanced
for non-managerial positions, where women are predominant. management software is growing. Smart working
Reskilling and upskilling policies are present in only a few mature and remote working policies vary between companies,
companies. The most appreciated benefits are those that help with greater adoption in large urban centres.
34 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE [Link]

Key Future
competences prospects and
Collaboration and
and salaries challenges
emotional intelligence: The technical and soft skills most in In 2025, the Accountancy & Finance
demand in the Accountancy & Finance sector will not face substantially different
the soft skills for sector include fluency in English, challenges compared to 2024, but
ambitious professionals. the ability to work with complex it will be critical for professionals to be
management systems and the ability able to integrate seamlessly into the
to work in a multidisciplinary way business cycle as business partners.
as a ‘business partner’. In terms of Digitalisation is mature on paper, but it
training, a university degree and English still encounters resistance in SMEs.
language certifications are valued. The On the ESG front, 2025 will mark a point
skills required vary with seniority: while of no return: all companies will have to
technical skills remain similar, soft skills produce a sustainability report.
Looking ahead: a such as emotional intelligence and the Some will seize the opportunity to acquire
ability to work in a team become crucial new skills, while others will try to fulfil
growing demand for higher roles. their obligations without making
for digital and The most in-demand roles are Industrial significant innovations.
Controller, Tax Specialist and Business or Employment is expected to grow by
sustainable skills. Sales Controller, while Finance Manager, between 2% and 5% by 2024, with
Audit Manager and Administrative increasing demand for digital and
Manager are less sought after. sustainable skills.
35 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE > SALARY TABLES [Link]

ACCOUNTANCY & FINANCE

Administrative Esperienza Bologna Milano Roma Torino

Salary Tables Department Secretary >10 anni

5-10 anni
37.548 €

30.247 €
43.806 €

35.462 €
40.677 €

32.333 €
36.505 €

33.376 €

2-5 anni 23.989 € 27.118 € 25.032 € 25.032 €

Management Secretary >10 anni 34.419 € 46.935 € 42.763 € 46.935 €

5-10 anni 40.677 € 39.634 € 36.505 € 36.505 €

Office Manager > 10 anni 40.677 € 46.935 € 42.763 € 52.150 €

5-10 anni 35.462 € 41.720 € 38.591 € 46.935 €

2-5 anni 29.204 € 33.376 € 31.290 € 31.290 €

Presidencial Secretary >10 anni 46.935 € 54.236 € 50.064 € 54.236 €

5-10 anni 40.677 € 46.935 € 42.763 € 46.935 €

Consulenza fiscale Esperienza Bologna Milano Roma Torino

Accountant 2-5 anni 25.032 € 29.204 € 27.118 € 28.161 €

Consultant 2-5 anni 29.204 € 33.376 € 31.290 € 31.290 €

Partner >10 anni 88.655 € 104.300 € 94.913 € 93.870 €

Senior Accountant 5-10 anni 35.462 € 41.720 € 38.591 € 36.505 €

Senior Consultant 5-10 anni 44.849 € 52.150 € 47.978 € 44.849 €

Gross annual salaries without any bonuses or

variable salary component
36 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE > SALARY TABLES [Link]

ACCOUNTANCY & FINANCE

Salary Tables Energy

CFO
Esperienza

>10 anni
Bologna

84.483 €
Milano

99.085 €
Roma

90.741 €
Torino

78.225 €

Consolidation & Reporting Manager 5-10 anni 53.193 € 62.580 € 57.365 € 46.935 €

Financial Controller 5-10 anni 53.193 € 62.580 € 57.365 € 52.150 €

Internal Auditor 2-5 anni 34.419 € 39.634 € 36.505 € 34.419 €

Engineering Esperienza Bologna Milano Roma Torino

CFO >10 anni 80.311 € 93.870 € 85.526 € 78.225 €

Project Cost Controll Coordinator 5-10 anni 49.021 € 57.365 € 53.193 € 41.720 €

Project Cost Controll Manager >10 anni 66.752 € 78.225 € 71.967 € 67.795 €

Project Cost Controller 2-5 anni 40.677 € 46.935 € 42.763 € 41.720 €

GDO/Retail Esperienza Bologna Milano Roma Torino

CFO >10 anni 102.214 € 119.945 € 109.515 € 83.440 €

Retail Controller 5-10 anni 44.849 € 52.150 € 47.978 € 41.720 €

Sales Controller 2-5 anni 39.634 € 45.892 € 42.763 € 36.505 €

Gross annual salaries without any bonuses or

variable salary component
37 > SECTORS OVERVIEW > ACCOUNTANCY & FINANCE > SALARY TABLES [Link]

ACCOUNTANCY & FINANCE

Industry Esperienza Bologna Milano Roma Torino

Salary Tables CFO

Controller
>10 anni

2-5 anni
76.139 €

35.462 €
88.655 €

41.720 €
81.354 €

38.591 €
67.795 €

31.290 €

Controller Filiali Estere 5-10 anni 53.193 € 62.580 € 57.365 € 46.935 €

Controller/Finance Manager >10 anni 62.580 € 73.010 € 66.752 € 57.365 €

Junior Controller 2-5 anni 29.204 € 33.376 € 31.290 € 33.376 €

Payroll Coordinator 5-10 anni 44.849 € 52.150 € 47.978 € 46.935 €

Payroll Specialist 2-5 anni 29.204 € 33.376 € 31.290 € 29.204 €

[Link] >10 anni 58.408 € 67.795 € 62.580 € 57.365 €

Senior Controller 5-10 anni 46.935 € 54.236 € 50.064 € 41.720 €

Metalmeccanico Esperienza Bologna Milano Roma Torino

Addetto Contabilità Clienti e Recupero Crediti 2-5 anni 30.247 € 35.462 € 32.333 € 28.161 €

CFO >10 anni 66.752 € 78.225 € 71.967 € 67.795 €

Credit Manager >10 anni 49.021 € 57.365 € 53.193 € 57.365 €

Credit Specialist 5-10 anni 32.333 € 37.548 € 34.419 € 36.505 €

Internal Auditor 5-10 anni 40.677 € 46.935 € 42.763 € 43.806 €

Junior Internal Auditor 2-5 anni 29.204 € 33.376 € 31.290 € 33.376 €

Senior Internal Auditor >10 anni 46.935 € 54.236 € 50.064 € 50.064 €

Gross annual salaries without any bonuses or

variable salary component
38 > SECTORS OVERVIEW > BANKING

SECTORS OVERVIEW
BANKING
39 > SECTORS OVERVIEW > BANKING [Link]

BANKING

Sector overview
In the Banking sector there is limited activity in terms of
company movements, but when these do occur they are
significant, often determined by mergers, reorganisations
or transformations within large banking groups.

No new players or particularly innovative trends are emerging, training for employees.
but some unexpected changes can create complex scenarios, These aspects are fundamental
influencing commercial structures, market strategies and for dealing with the digitalisation
employment dynamics. The main challenges are optimising process and for remaining
internal organisational structures, attracting talent with competitive in a constantly
advanced technological skills and providing continuous evolving context.
40 > SECTORS OVERVIEW > BANKING [Link]

Key Future
competences prospects and
and salaries challenges
Green light for smart
The most in-demand skills in the Banking sector Prospects for the Banking sector in the
working and enhanced are mainly technological, with a particular focus future are strongly oriented towards
welfare packages on Cybersecurity, Data Science, Risk Management digitalisation and technological
and AML. Professionals with experience in data innovation, with the aim of improving
to attract talent. management and advanced analytical skills both internal efficiency and the customer
are highly valued. The most valued academic experience. Alongside these trends,
backgrounds include degrees in Computer Science, issues such as sustainability and the
Computer Engineering, Mathematics and Statistics, management of ESG issues are becoming
which are crucial starting points for accessing more relevant, pushing institutions
specialised positions within the sector. to communicate transparently with
Management roles, particularly those in Compliance, customers and to invest in strategies
Risk and Investment Banking, are among the highest with a lower environmental impact. An
The trend is to move paid. This is due to both a high level of academic expansion of employment is expected
in the direction training and significant international experience. in areas such as IT, Sustainability, Digital
To improve employee retention, banks are Functions and Internal Controls. This
of sustainability increasingly focusing on factors such as the trend will be driven by the need to deal
and transparency adoption of remote working and advanced welfare with mergers, acquisitions and structural
packages, which are essential to attract talent in the changes, with a particular focus on the
current labour market. continuous training of employees through
skills updating.
41 > SECTORS OVERVIEW > BANKING > SALARY TABLES [Link]

BANKING Asset Management Esperienza Bologna Milano Roma Torino

Salary Tables
Sales Role >10 anni 99.085 € 99.085 € 99.085 € 99.085 €

5-10 anni 73.010 € 73.010 € 78.225 € 73.010 €

2-5 anni 52.150 € 52.150 € 52.150 € 52.150 €

Consumer Finance Esperienza Bologna Milano Roma Torino

Credit Analysis Role >10 anni 52.150 € 52.150 € 52.150 € 52.150 €

5-10 anni 41.720 € 41.720 € 41.720 € 41.720 €

2-5 anni 31.290 € 31.290 € 33.376 € 31.290 €

Sales Role >10 anni 93.870 € 93.870 € 93.870 € 93.870 €

5-10 anni 73.010 € 73.010 € 73.010 € 73.010 €

2-5 anni 52.150 € 52.150 € 52.150 € 52.150 €

Corporate & Investment Banking Esperienza Bologna Milano Roma Torino

Analysis Role >10 anni 104.300 € 104.300 € 104.300 € 104.300 €

5-10 anni 83.440 € 83.440 € 83.440 € 83.440 €

2-5 anni 62.580 € 62.580 € 62.580 € 62.580 €

Analyst 1-3 anni 41.720 € 52.150 € 46.935 € 41.720 €

Associate 4-6 anni 78.225 € 83.440 € 78.225 € 73.010 €

Vice President > 6 anni 119.945 € 135.590 € 125.160 € 114.730 €

Gross annual salaries without any bonuses or

variable salary component
42 > SECTORS OVERVIEW > BANKING > SALARY TABLES [Link]

BANKING Credit Esperienza Bologna Milano Roma Torino

Salary Tables
Securitization Manager 5-8 anni 83.440 € 104.300 € 83.440 € 83.440 €

NPL Esperienza Bologna Milano Roma Torino

Asset Manager 5-10 anni 52.150 € 73.010 € 52.150 € 52.150 €

2-5 anni 41.720 € 52.150 € 41.720 € 41.720 €

Head of Credit >10 anni 104.300 € 156.450 € 125.160 € 104.300 €

Portfolio Analyst 2-5 anni 36.505 € 46.935 € 36.505 € 36.505 €

Portfolio Manager 5-6 anni 62.580 € 73.010 € 67.795 € 62.580 €

Private Banking Esperienza Bologna Milano Roma Torino

PB Role >10 anni 104.300 € 104.300 € 104.300 € 104.300 €

5-10 anni 78.225 € 78.225 € 78.225 € 78.225 €

2-5 anni 52.150 € 52.150 € 52.150 € 52.150 €

Private Equity Esperienza Bologna Milano Roma Torino

Investment Analyst 2-3 anni 39.634 € 52.150 € 41.720 € 41.720 €

3-4 anni 56.322 € 62.580 € 60.494 € 52.150 €

Investment Manager > 5 anni 78.225 € - - -

> 6 anni 114.730 € 125.160 € 119.945 € 109.515 €

Gross annual salaries without any bonuses or

variable salary component
43 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA

SECTORS OVERVIEW
DIGITAL & NEW MEDIA
44 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA [Link]

DIGITAL & NEW MEDIA

Sector overview
The Digital and New Media sector in Italy in 2024 recorded significant
growth, reaching a value of approximately 80 billion euros, an increase
of 2.8% over the previous year. The driving market segments were:

DIGITAL
+9% ICT
SERVICES
+5,9% CONTENT AND +5,8% SOFTWARE AND
ICT SOLUTIONS
ADVERTISING

The impact of Artificial Intelligence, with tools such as experience and automating
generative AI and ChatGPT, has been significant. Key HR creative processes. Cloud
challenges include the continuous upskilling of employees and computing and the IoT facilitate
maintaining their engagement and well-being. In terms of talent data management and operational
retention, managing hybrid work and promoting diversity and efficiency. Flexible working policies,
inclusion are essential to attract and secure talent. Reskilling such as remote working, are common, but
and upskilling policies are fundamental to face technological require strategies to maintain employee well-
and regulatory changes. The main drivers include professional being and ensure data security. Many companies
growth opportunities, a positive company culture, competitive adopt hybrid working models to offer flexibility and
compensation, employee involvement and transparent facilitate direct communication.
communication. Artificial Intelligence is revolutionising content
creation and distribution, improving personalisation of the user
45 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA [Link]

Key competences
and salaries
Leadership and
problem solving In the Digital and New Media sector, both require specific technical skills, while senior
are the most in- technical and soft skills are key to success. roles require soft skills such as leadership
The most in-demand technical skills and problem solving. The highest paid roles
demand soft skills include data analysis, digital marketing and include Chief Digital Officer, Data Scientist,
for senior roles. cybersecurity. Tools such as SQL, R, Python, Cybersecurity Manager and E-commerce
Tableau and Power BI are essential for data Manager, thanks to their strategic importance
analysis, while SEO, SEM and PPC are crucial and advanced skills. Lower-paid roles,
for digital marketing. The most required such as Copywriter, Social Media Manager,
soft skills include problem solving, virtual SEO Specialist and Graphic Designer, tend
communication, collaboration and adaptability. to have lower salaries due to less demand
In terms of training, the most valued for advanced technical skills. The salary
certifications include degrees in Digital differences reflect the demand for specialised
Marketing, Computer Science, Computer skills and the strategic impact of the roles.
Engineering and master’s degrees in Data
Science and Digital Media. The skills in
demand depend on seniority: junior roles
46 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA [Link]

Future prospects
and challenges
New
technological The Digital and New Media sector is of renewable energy and circular economy
trends are shaping constantly evolving, with emerging strategies. In addition, companies are
technological trends that could shape the increasingly integrating ESG criteria into their
the future future in the coming years. Among the main strategies, promoting transparency, inclusion
of the sector. trends to monitor are generative Artificial and social responsibility.
Intelligence, blockchain, post-quantum Employment growth projections for the
security, sustainability and green technologies, sector are promising, with an increase
as well as augmented reality (AR) and virtual in demand for specific skills such as AI,
reality (VR). The industry is integrating machine learning, sustainability, business
emerging technologies such as AI, machine intelligence and cybersecurity. Continuous
learning and the Internet of Things (IoT) to training and retraining will be crucial to adapt
improve operational efficiency and create new to these changes, with companies investing
business models in order to adapt to global more and more in digital skills development
changes. Sustainability has become central, programmes.
with many companies adopting practices to
reduce environmental impact, such as the use
47 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA Agenzia di comunicazione Esperienza Bologna Milano Roma Torino

Salary Tables
Account Director 5-10 anni 48.500 € 52.150 € 50.064 € 47.457 €

Account Executive 2-5 anni 33.950 € 36.505 € 35.045 € 33.220 €

Art Director 2-5 anni 35.890 € 38.591 € 37.047 € 35.118 €

Community Manager 5-10 anni 48.500 € 52.150 € 50.064 € 47.457 €

Content Manager 2-5 anni 36.860 € 39.634 € 38.049 € 36.067 €

Copywriter 2-5 anni 35.890 € 38.591 € 37.047 € 35.118 €

Direttore Creativo 5-10 anni 48.500 € 52.150 € 50.064 € 47.457 €

Head of Content 5-10 anni 53.349 € 57.365 € 55.070 € 52.202 €

Head of Social Media 5-10 anni 49.469 € 53.193 € 51.065 € 48.406 €

Social Media Manager 2-5 anni 36.860 € 39.634 € 38.049 € 36.067 €

Strategist 2-5 anni 29.100 € 31.290 € 30.038 € 28.474 €

Agenzia di pubbliche relazioni Esperienza Bologna Milano Roma Torino

Event Manager 5-10 anni 46.560 € 50.064 € 48.061 € 45.558 €

Event Specialist 2-5 anni 31.040 € 33.376 € 32.041 € 30.372 €

Influencer Marketing Manager 2-5 anni 32.980 € 35.462 € 34.044 € 32.270 €

PR Account Director 5-10 anni 48.500 € 52.150 € 50.064 € 47.457 €

PR Account Manager 2-5 anni 32.010 € 34.419 € 33.042 € 31.321 €

Senior Talent Manager 5-10 anni 46.560 € 50.064 € 48.061 € 45.558 €

Talent Manager 2-5 anni 32.010 € 34.419 € 33.042 € 31.321 €

Gross annual salaries without any bonuses or

variable salary component
48 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

Agenzia Media Esperienza Bologna Milano Roma Torino

DIGITAL & NEW MEDIA

Salary Tables
Biddable Specialist 2-5 anni 36.860 € 39.634 € 38.049 € 36.067 €

Digital Analyst 2-5 anni 36.860 € 39.634 € 38.049 € 36.067 €

Digital Analyst Manager 5-10 anni 53.349 € 57.365 € 55.070 € 52.202 €

Head of biddable 5-10 anni 53.349 € 57.365 € 55.070 € 52.202 €

Performance Manager 5-10 anni 58.199 € 62.580 € 60.077 € 56.948 €

Performance Specialist 2-5 anni 38.800 € 41.720 € 40.051 € 37.965 €

Programmatic Manager 5-10 anni 58.199 € 62.580 € 60.077 € 56.948 €

Programmatic Specialist 2-5 anni 41.710 € 44.849 € 43.055 € 40.813 €

SEO Manager 5-10 anni 49.469 € 53.193 € 51.065 € 48.406 €

SEO Specialist 2-5 anni 33.950 € 36.505 € 35.045 € 33.220 €

Industry Esperienza Bologna Milano Roma Torino

Automation Manager 5-10 anni 66.752 € 71.967 € 65.709 € 64.666 €

Automation Specialist 2-5 anni 34.419 € 36.505 € 33.376 € 33.376 €

Content Manager 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

CRM Manager 5-10 anni 66.752 € 71.967 € 65.709 € 64.666 €

Digital Analyst 2-5 anni 34.419 € 36.505 € 33.376 € 33.376 €

Digital Marketing Manager 5-10 anni 62.580 € 67.795 € 61.537 € 61.537 €

Digital Marketing Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Social Media Manager 5-10 anni 49.021 € 52.150 € 47.978 € 46.935 €

Social Media Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Gross annual salaries without any bonuses or
variable salary component
49 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Salary Tables B2B

Automation Manager
Esperienza

5-10 anni
Bologna

66.752 €
Milano

71.967 €
Roma

65.709 €
Torino

64.666 €

Automation Specialist 2-5 anni 34.419 € 36.505 € 33.376 € 33.376 €

Community Manager 5-10 anni 53.193 € 57.365 € 52.150 € 52.150 €

Content Manager 2-5 anni 35.462 € 52.150 € 35.462 € 34.419 €

CRM Manager 5-10 anni 73.010 € 78.225 € 71.967 € 70.924 €

Digital Analyst 2-5 anni 28.161 € 30.247 € 27.118 € 27.118 €

Digital Marketing Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Marketing Specialist 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

E-commerce Manager 5-10 anni 83.440 € 89.698 € 82.397 € 80.311 €

E-commerce Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Performance Manager 5-10 anni 62.580 € 66.752 € 60.494 € 60.494 €

Performance Specialist 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

Social Media Manager 5-10 anni 53.193 € 57.365 € 52.150 € 52.150 €

Social Media Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Gross annual salaries without any bonuses or

variable salary component
50 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Salary Tables
Banking & Insurance Esperienza Bologna Milano Roma Torino

Automation Manager 5-10 anni 71.967 € 77.182 € 69.881 € 69.881 €

Automation Specialist 2-5 anni 35.462 € 38.591 € 35.462 € 34.419 €

Community Manager 5-10 anni 62.580 € 67.795 € 62.580 € 61.537 €

Content Manager 2-5 anni 52.150 € 55.279 € 50.064 € 50.064 €

CRM Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Analyst 2-5 anni 38.591 € 41.720 € 37.965 € 37.548 €

Digital Marketing Manager 5-10 anni 73.010 € 78.225 € 71.967 € 70.924 €

Digital Marketing Specialist 2-5 anni 49.021 € 52.150 € 47.978 € 46.935 €

Performance Manager 5-10 anni 67.795 € 73.010 € 66.752 € 65.709 €

Performance Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

SEO Manager 5-10 anni 73.010 € 78.225 € 70.924 € 70.924 €

SEO Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Social Media Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Social Media Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Gross annual salaries without any bonuses or

variable salary component
51 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Salary Tables FMGC Esperienza Bologna Milano Roma Torino

Community Manager 5-10 anni 59.451 € 63.623 € 58.408 € 57.365 €

Content Manager 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Creative Director 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

CRM Manager 5-10 anni 83.440 € 88.655 € 80.311 € 80.311 €

Digital Analyst 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Digital Marketing Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Marketing Specialist 2-5 anni 40.677 € 43.806 € 39.634 € 39.634 €

E-commerce Manager 5-10 anni 91.784 € 99.085 € 89.698 € 89.698 €

E-commerce Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Performance Manager 5-10 anni 53.193 € 57.365 € 52.150 € 52.150 €

Performance Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

SEO Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

SEO Specialist 2-5 anni 34.419 € 37.548 € 34.419 € 33.376 €

Social Media Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Social Media Specialist 2-5 anni 35.462 € 38.591 € 35.462 € 34.419 €

Gross annual salaries without any bonuses or

variable salary component
52 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Salary Tables Life Sciences Esperienza Bologna Milano Roma Torino

Automation Manager 5-10 anni 73.010 € 78.225 € 70.924 € 70.924 €

Automation Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Community Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Content Manager 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

CRM Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Analyst 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Digital Marketing Manager 5-10 anni 82.397 € 88.655 € 80.311 € 80.311 €

Digital Marketing Specialist 2-5 anni 53.193 € 57.365 € 52.150 € 52.150 €

E-commerce Manager 5-10 anni 96.999 € 104.300 € 94.913 € 93.870 €

E-commerce Specialist 2-5 anni 49.021 € 52.150 € 47.978 € 46.935 €

SEO Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

SEO Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Social Media Manager 5-10 anni 62.580 € 67.795 € 61.537 € 61.537 €

Social Media Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Gross annual salaries without any bonuses or

variable salary component
53 >SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Salary Tables Retail Esperienza Bologna Milano Roma Torino

Automation Manager 5-10 anni 67.795 € 73.010 € 66.752 € 65.709 €

Automation Specialist 2-5 anni 34.419 € 36.505 € 33.376 € 33.376 €

Community Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Content Manager 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

CRM Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Analyst 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Digital Marketing Manager 5-10 anni 77.182 € 83.440 € 76.139 € 75.096 €

Digital Marketing Specialist 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

E-commerce Manager 5-10 anni 93.870 € 101.171 € 91.784 € 90.741 €

E-commerce Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

SEO Manager 5-10 anni 62.580 € 67.795 € 61.537 € 61.537 €

SEO Specialist 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

Social Media Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Social Media Specialist 2-5 anni 38.591€ 41.720 € 38.591 € 37.548 €

Gross annual salaries without any bonuses or

variable salary component
54 > SECTORS OVERVIEW > DIGITAL & NEW MEDIA > SALARY TABLES [Link]

DIGITAL & NEW MEDIA

Servizi Esperienza Bologna Milano Roma Torino

Salary Tables Automation Manager

Automation Specialist
5-10 anni

2-5 anni
69.881 €

35.462 €
75.096 €

38.591 €
68.838 €

35.462 €
67.795 €

34.419 €

Community Manager 5-10 anni 59.451 € 63.623 € 58.408 € 57.365 €

Content Manager 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

CRM Manager 5-10 anni 82.397 € 88.655 € 80.311 € 80.311 €

Digital Analyst 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Digital Marketing Manager 5-10 anni 67.795 € 73.010 € 66.752 € 65.709 €

Digital Marketing Specialist 2-5 anni 41.720 € 44.849 € 40.677 € 40.677 €

Digital Media Planner 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

E-commerce Manager 5-10 anni 83.440 € 89.698 € 81.354 € 80.311 €

E-commerce Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

Performance Manager 5-10 anni 67.795 € 73.010 € 66.752 € 65.709 €

Performance Specialist 2-5 anni 43.806 € 46.935 € 42.763 € 42.763 €

SEO Manager 5-10 anni 53.193 € 57.365 € 52.150 € 52.150 €

SEO Specialist 2-5 anni 34.419 € 37.548 € 34.419 € 33.376 €

Social Media Manager 5-10 anni 58.408 € 62.580 € 57.365 € 56.322 €

Social Media Specialist 2-5 anni 38.591 € 41.720 € 37.548 € 37.548 €

Gross annual salaries without any bonuses or

variable salary component
55 > SECTORS OVERVIEW > ENERGY

SECTOR OVERVIEW
ENERGY
56 > SECTORS OVERVIEW > ENERGY [Link]

ENERGY

Sector overview
The Energy market in Italy has continued to grow in 2024,
with excellent prospects for 2025. The renewable energy and
energy efficiency sector is a point of reference for recruitment
in both the engineering and economic areas.

The green transition is led by photovoltaic, thanks to reduced include opportunities

production costs and incentives, followed by agrivoltaics, wind, for professional
battery storage and hydrogen. growth, competitive
However, the sector faces a talent shortage in niche markets compensation, a positive work
such as hydrogen, battery storage and data centres, with a environment and flexible working
candidate experience limited to 5-10 years. This requires HR arrangements.
departments to develop internal programmes to improve The digital transition goes hand in
skills. Hybrid working (office/remote working) is increasingly hand with the energy transition, with AI
widespread, improving the work-life balance. contributing to green energy management
Leading companies are adopting reskilling and upskilling and big data improving the reliability of
policies to comply with European regulatory constraints and networks. Flexible working policies, such as smart
maintain a high level of know-how. The main drivers of retention working, are common, with a preference for hybrid
57 > SECTORS OVERVIEW > ENERGY [Link]

Key competences
and salaries
For managers:
strategic vision Technical and soft skills in high demand in the courses for Energy Managers.
and expertise sector reflect technological transformations The skills required vary with seniority: junior
and sustainability challenges. Among employees must have a basic knowledge of
in using new the technical skills in high demand are energy engineering and data analysis, middle
technologies data analysis, technology management, managers must be able to manage energy
environmental engineering and circular projects and know the regulations, while senior
economy. The most valued soft skills include managers must have a strategic vision and
adaptability, flexibility, communication skills experience in implementing new technologies.
and a strong ability to solve problems in non- The highest paid roles include Energy
routine situations. Manager, Energy Engineers (R&D) and Project/
In terms of training, the most requested Construction Manager, while the lowest paid
certifications include EGE (Energy are maintenance technicians, plant operators
Management Expert), White Certificates (TEE) and administrative assistants. The differences
and Energy Performance Certificates (APE). in salary are determined by the level of
The most valued qualifications are a degree in specialisation and the responsibilities of the
energy subjects, a Master’s degree in Energy role.
Law and Energy Transition, and training
58 > SECTORS OVERVIEW > ENERGY [Link]

Future prospects
and challenges
Employee health
and well-being The Energy sector will be shaped by several healthy lifestyle.
are a priority future trends in the coming years. Renewable The sector is adapting to global changes by
energies such as solar, wind and hydro will investing in clean and renewable technologies,
now and continue to grow, thanks to falling costs and improving energy efficiency and adopting
in the future. increasing efficiency. The digitalisation of rigorous governance practices. Sustainability
the sector, together with the use of artificial is at the centre of business strategies, with
intelligence, is revolutionising the management circular economy models to reduce waste.
of energy resources. Human capital Green revolution will influence the labour
management has seen the use of advanced market, with the International Energy Agency
software for human resources management forecasting 8 million new jobs in clean energy
and flexible working, including the possibility by 2030. Engineers specialising in new
of remote working, become standard practice. technologies, economists, finance experts,
Rapid technological evolution requires environmental IT specialists and sustainability
constant updating of skills, translating into project specialists will all be in demand.
a need for continuous training and upskilling.
Employee health and well-being have become
a priority, with companies implementing
psychological support programmes, team
building activities and initiatives to promote a
59 > SECTORS OVERVIEW > ENERGY > SALARY TABLES [Link]

ENERGY
Energy Esperienza Nationwide

Salary Tables Engineering Manager

Field Service Engineer

>10 anni

>10 anni
93.870 €

57.365 €

2-10 anni 46.935 €

Entry 31.290 €
Energy Esperienza Nationwide
HSE Engineer >10 anni 60.494 €

Buyer - Senior Buyer >10 anni 55.279 € 2-10 anni 39.634 €

2-10 anni 41.720 € Entry 31.290 €

Entry 34.419 € Instrumentation & Automation Engineer >10 anni 50.064 €

Commissioning Engineer - Manager >10 anni 67.795 € 2-10 anni 44.849 €

2-10 anni 50.064 € Entry 34.419 €

Entry 39.634 € Piping Engineer >10 anni 52.150 €

Construction Manager >10 anni 109.515 € 2-10 anni 41.720 €

2-10 anni - Entry 34.419 €

Entry - Process Engineer >10 anni 62.580 €

Electrical Engineer >10 anni 65.709 € 2-10 anni 41.720 €

2-10 anni 50.064 € Entry 34.419 €

Entry 36.505 € Procurement Director >10 anni 99.085 €

Gross annual salaries without any bonuses or

variable salary component
60 > SECTORS OVERVIEW > ENERGY > SALARY TABLES [Link]

ENERGY
Energy Esperienza Nationwide

Salary Tables Project Engineer >10 anni

2-10 anni
46.935 €

36.505 €

Entry 29.204 €

Project Management Director >10 anni 93.870 €

Project Manager >10 anni 62.580 €

2-10 anni 50.064 €

Entry 39.634 €

Proposal Engineer >10 anni 55.279 €

2-10 anni 39.634 €

Entry 33.376 €

QA/QC Engineer - Manager >10 anni 60.494 €

2-10 anni 50.064 €

Entry 36.505 €

Quality Director >10 anni 78.225 €

Sales & Proposal Manager >10 anni 99.085 €

Site Engineer - Manager >10 anni 78.225 €

2-10 anni 46.935 €

Entry 39.634 €

Gross annual salaries without any bonuses or

variable salary component
61 > SECTORS OVERVIEW > ENGINEERING

FOCUS SUI SETTORI

ENGINEERING
62 > SECTORS OVERVIEW > ENGINEERING [Link]

ENGINEERING

Sector overview
Engineering in Italy continues to face challenges that have lasted
for years, influenced by evolving political and international scenarios
and a lack of qualified professionals. However, the demand
for talent remains high, with Italy ranking seventh in the world
for industrial presence.

Italian SMEs are looking for professionals who can lead and wellbeing policies,
industrial transformations and improve production efficiency. which are particularly
The talent shortage is the most significant HR challenge, with appreciated by young people.
difficulties in filling vacancies due to a lack of suitable graduates. The industry is increasingly
This slows down the development of Italian industry. In technical moving towards automation and
and production roles, working remotely is complicated, while in the use of AI, with a growing demand
commercial roles, hybrid working is more common. Some SMEs for skills in Data Analytics and IoT.
are still sceptical about flexible working. Flexible working policies, such as remote
Companies are adopting upskilling and reskilling policies to working, are implemented where possible, but
address the shortage of qualified professionals, although these many SMEs remain sceptical, making it harder to
are less feasible for specific technical roles. The main drivers of attract new resources.
retention include benefits such as company cars and flexibility
63 > SECTORS OVERVIEW > ENGINEERING [Link]

Key competences
and salaries
Continuous
The most in-demand technical skills in required vary with seniority: for junior roles,
training the industrial engineering sector include specific technical skills are fundamental,
and teamwork specialisations in electrical, electronic, while for senior roles, management skills and
automation/mechatronics and mechanical the ability to have an integrated vision of the
are the most engineering. There is a high demand for company are required.
valuable skills qualified professionals in these sectors, The highest paid roles are for professionals
with a preference for engineering graduates with highly specialised technical skills, such as
or technicians. The most valued soft skills service technicians and specialised in-house
include the ability to work in a team and technicians, who are difficult to find on the
communicate effectively at various company market. On the other hand, the lowest paid
levels, as well as the desire to improve through roles are for those with less specific skills, who
professional courses. don’t require particularly advanced ‘hard skills’.
In terms of training, the most sought-after
qualifications are diplomas and three-year or
master’s degrees in engineering. The skills
64 > SECTORS OVERVIEW > ENGINEERING [Link]

Future prospects
and challenges
Focus on AI, Over the next few years, digitalisation changing global market, with ever shorter and
and Artificial Intelligence (AI) will play an more unpredictable cycles. Projections indicate
digitalisation and increasingly important role in industrial that the demand for qualified employees
organisations. Specialising in these areas will will continue to grow in the coming years.
green skills.
make professionals highly sought after on the However, the ability of Italian universities to
market. Skills in the green and sustainability provide a sufficient number of professionals to
fields will also be highly valued by companies. meet the needs of the market remains limited,
To adapt to global changes, companies are creating an imbalance between the supply and
rapidly hiring professionals with specific skills demand of qualified talent.
not available internally, thus responding to new
government regulations on sustainability.
Staying competitive is crucial in a rapidly
65 > SECTORS OVERVIEW > ENGINEERING > SALARY TABLES [Link]

Alimentare Esperienza Bologna Milano Roma Torino

ENGINEERING
Addetto R&D 2-5 anni 33.376 € 36.505 € 34.419 € 36.505 €

Salary Tables
Buyer 2-5 anni 31.290 € 41.720 € 34.419 € 34.419 €

Direttore acquisti >10 anni 78.225 € 83.440 € 62.580 € 73.010 €

Direttore R&D >10 anni 78.225 € 83.440 € 67.795 € 73.010 €

Responsabile Acquisti >10 anni 57.365 € 62.580 € 44.849 € 62.580 €

Responsabile R&D 5-10 anni 57.365 € 46.935 € 46.935 € 46.935 €

Automotive Esperienza Bologna Milano Roma Torino

Direttore Acquisti >10 anni 83.440 € 93.870 € 62.580 € 73.010 €

Plant Manager >10 anni 83.440 € 83.440 € 78.225 € 83.440 €

5-10 anni 60.494 € 67.795 € 65.709 € 73.010 €

2-5 anni 39.634 € 52.150 € 53.193 € 57.365 €

Progettista Meccanico 2-5 anni 36.505 € 36.505 € 32.333 € 37.548 €

Progettista Meccanico Senior 5-10 anni 44.849 € 52.150 € 42.763 € 41.720 €

Program Manager >10 anni 67.795 € 67.795 € 67.795 € 57.365 €

Project Leader 2-5 anni 41.720 € 52.150 € 36.505 € 46.935 €

Project Manager 5-10 anni 52.150 € 57.365 € 52.150 € 52.150 €

Responsabile Acquisti 5-10 anni 57.365 € 62.580 € 46.935 € 62.580 €

Responsabile Produzione >10 anni 83.440 € 62.580 € 78.225 € 67.795 €

5-10 anni 60.494 € 57.365 € 59.451 € 60.494 €

2-5 anni 44.849 € 46.935 € 50.064 € 50.064 €

Gross annual salaries without any bonuses or Responsabile Progettazione >10 anni 67.795 € 62.580 € 59.451 € 57.365 €
variable salary component
66 > SECTORS OVERVIEW > ENGINEERING > SALARY TABLES [Link]

ENGINEERING

Salary Tables
Construction Esperienza Bologna Milano Roma Torino

Site Manager Junior 2-5 anni 36.505 € 41.720 € 44.849 € 36.505 €

Site Manager Senior 5-10 anni 52.150 € 62.580 € 59.451 € 52.150 €

Energie rinnovabili Esperienza Bologna Milano Roma Torino

Capo Cantiere >10 anni 62.580 € 73.010 € 59.451 € 62.580 €

5-10 anni 52.150 € 52.150 € 44.849 € 57.365 €

2-5 anni 44.849 € 41.720 € 37.548 € 41.720 €

Project Manager >10 anni 78.225 € 73.010 € 78.225 € 62.580 €

5-10 anni 62.580 € 52.150 € 59.451 € 57.365 €

2-5 anni 41.720 € 41.720 € 38.591 € 36.505 €

Energy Esperienza Bologna Milano Roma Torino

Project Manager >10 anni 73.010 € 73.010 € 73.010 € 67.795 €

5-10 anni 57.365 € 52.150 € 59.451 € 52.150 €

2-5 anni 39.634 € 41.720 € 39.634 € 39.634 €

Gross annual salaries without any bonuses or

variable salary component
67 > SECTORS OVERVIEW > ENGINEERING > SALARY TABLES [Link]

ENGINEERING

Salary Tables Ingegneria Esperienza Bologna Milano Roma Torino

Progettista Meccanico >10 anni 55.279 € 57.365 € 55.279 € 57.365 €

5-10 anni 41.720 € 46.935 € 41.720 € 41.720 €

2-5 anni 34.419 € 41.720 € 34.419 € 36.505 €

Project Engineer >10 anni 52.150 € 57.365 € 57.365 € 52.150 €

5-10 anni 41.720 € 46.935 € 43.806 € 41.720 €

2-5 anni 34.419 € 36.505 € 39.634 € 37.548 €

Oil & Gas Esperienza Bologna Milano Roma Torino

Direttore Tecnico di Commessa >10 anni 83.440 € 78.225 € 83.440 € 73.010 €

Project Engineer 2-5 anni 36.505 € 46.935 € 31.290 € 36.505 €

Project Manager 5-10 anni 57.365 € 62.580 € 59.451 € 57.365 €

Proposal 2-5 anni 36.505 € 46.935 € 36.505 € 36.505 €

Proposal Senior 5-10 anni 52.150 € 62.580 € 52.150 € 52.150 €

Responsabile Tecnico Commerciale >10 anni 78.225 € 73.010 € 78.225 € 67.795 €

Gross annual salaries without any bonuses or

variable salary component
68 > SECTORS OVERVIEW > ENGINEERING > SALARY TABLES [Link]

ENGINEERING

Salary Tables Packaging Esperienza Bologna Milano Roma Torino

Junior Project Manager 2-5 anni 36.505 € 41.720 € 33.376 € 36.505 €

Project Engineer 2-5 anni 33.376 € 38.591 € 31.290 € 31.290 €

Project Leader 5-10 anni 41.720 € 46.935 € 38.591 € 41.720 €

Project Manager >10 anni 62.580 € 73.010 € 59.451 € 62.580 €

5-10 anni 52.150 € 52.150 € 54.236 € 46.935 €

Responsabile Ufficio Tecnico >10 anni 67.795 € 73.010 € 57.365 € 62.580 €

Tessile/Abbigliamento Esperienza Bologna Milano Roma Torino

Direttore Operation >10 anni 88.655 € 104.300 € 96.999 € 83.440 €

Modellista 2-5 anni 31.290 € 44.849 € 41.710 € 31.290 €

Modellista Senior 5-10 anni 46.935 € 52.150 € 48.500 € 41.720 €

Responsabile Modelli >10 anni 67.795 € 73.010 € 67.899 € 46.935 €

Supply Chain 2-5 anni 31.290 € 41.720 € 38.800 € 36.505 €

Supply Chain Manager 5-10 anni 52.150 € 62.580 € 58.199 € 46.935 €

Gross annual salaries without any bonuses or

variable salary component
69 > SECTORS OVERVIEW > HUMAN RESOURCES

SECTORS OVERVIEW
HUMAN RESOURCES
70 > SECTORS OVERVIEW > HUMAN RESOURCES [Link]

HUMAN RESOURCES

Sector Overview
The Human Resources sector is growing and becoming ever more
important also among Italian SMEs, although it continues to
play a stronger strategic role in medium and large companies,
influencing management and organisational strategies.

Talent attraction is the main challenge, closely linked to factors remains limited, with few
such as work-life balance and corporate culture, rather than a policies dedicated exclusively
lack of specific skills. However, reorganisations and cost-saving to remote working or flexible hours.
measures put HR departments under pressure, with limited
resources and a tight budget. Remote working is perceived as
both a management and an engagement tool, but flexibility
71 > SECTORS OVERVIEW > HUMAN RESOURCES [Link]

Key Future
competences prospects
Skills required:
and salaries and challenges
business The most requested skills in the HR Looking ahead, the HR industry will
sector include a solid understanding of focus on topics such as business
understanding and the business, the ability to design value- partnering and job rotation,
strategic thinking. added personnel management initiatives, aiming to increasingly integrate
and excellent knowledge of English. Soft HR functions into business cycles.
skills, especially for managerial roles, Digitalisation and sustainability are
range from relationship management to emerging as key drivers, with human
strategy development. At the educational resources often involved in ESG
level, specific master’s degrees in HR are and CSR initiatives. Employment
highly valued. Salaries differ considerably: growth will be slow but steady,
the lowest paid roles are related to payroll, with a balance between companies
Focus on: commercial which is often outsourced, while roles cutting and others strengthening
such as HR business partner and talent HR functions. The pay gap and the
partnerships and acquisition specialist have high levels of choice between salary packages
turnover, reflecting the high demand on the and professional projects represent
job rotation. market. a challenge for recruitment and
retention.
72 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables B2B Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

Compensation & Benefits Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

HR Administration & Payroll Manager 5-10 anni 60.494 € 64.666 € 57.365 € 58.408 €

HR Administration & Payroll Specialist 2-5 anni 30.247 € 32.333 € 29.204 € 29.204 €

HR Business Partner 5-10 anni 69.881 € 75.096 € 66.752 € 68.838 €

HR Director >10 anni 93.870 € 101.171 € 89.698 € 91.784 €

HR Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Specialist / Generalist 2-5 anni 36.505 € 40.677 € 35.462 € 36.505 €

HR Training & Development Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

HR Training & Development Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Junior HR Manager 2-5 anni 51.107 € 55.279 € 49.021 € 50.064 €

Recruiting Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

Recruiting Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Gross annual salaries without any bonuses or

variable salary component
73 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
Banking & Insurance Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

Compensation & Benefits Specialist 2-5 anni 41.720 € 44.849 € 38.591 € 40.677 €

HR Administration & Payroll Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Administration & Payroll Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

HR Business Partner 5-10 anni 83.440 € 89.698 € 80.311 € 82.397 €

HR Director >10 anni 134.547 € 144.977 € 128.289 € 131.418 €

HR Manager 5-10 anni 77.182 € 83.440 € 74.053 € 75.096 €

HR Specialist / Generalist 2-5 anni 43.806 € 46.935 € 41.720 € 42.763 €

HR Training & Development Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Training & Development Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

Junior HR Manager 2-5 anni 56.322 € 61.537 € 54.236 € 55.279 €

Recruiting Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

Recruiting Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

Gross annual salaries without any bonuses or

variable salary component
74 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
FMCG Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

Compensation & Benefits Specialist 2-5 anni 36.505 € 40.677 € 35.462 € 36.505 €

HR Administration & Payroll Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

HR Administration & Payroll Specialist 2-5 anni 33.376 € 35.462 € 31.290 € 32.333 €

HR Business Partner 5-10 anni 74.053 € 80.311 € 70.924 € 71.967 €

HR Director >10 anni 104.300 € 111.601 € 100.128 € 102.214 €

HR Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Specialist / Generalist 2-5 anni 38.591 € 42.763 € 37.548 € 37.548 €

HR Training & Development Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

HR Training & Development Specialist 2-5 anni 34.419 € 36.505 € 32.333 € 33.376 €

Junior HR Manager 2-5 anni 51.107 € 55.279 € 49.021 € 50.064 €

Recruiting Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

Recruiting Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Gross annual salaries without any bonuses or

variable salary component
75 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
Industry Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

Compensation & Benefits Specialist 2-5 anni 41.720 € 44.849 € 38.591 € 40.677 €

HR Administration & Payroll Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

HR Administration & Payroll Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

HR Business Partner 5-10 anni 69.881 € 75.096 € 66.752 € 68.838 €

HR Director >10 anni 124.117 € 133.504 € 118.902 € 122.031 €

HR Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Specialist / Generalist 2-5 anni 36.505 € 40.677 € 35.462 € 36.505 €

HR Training & Development Manager 5-10 anni 65.709 € 69.881 € 62.580 € 63.623 €

HR Training & Development Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

Junior HR Manager 2-5 anni 51.107 € 55.279 € 49.021 € 50.064 €

Recruiting Manager 5-10 anni 65.709 € 69.881 € 62.580 € 63.623 €

Recruiting Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Gross annual salaries without any bonuses or

variable salary component
76 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
Life Sciences Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

Compensation & Benefits Specialist 2-5 anni 36.505 € 40.677 € 35.462 € 36.505 €

HR Administration & Payroll Manager 5-10 anni 68.838 € 74.053 € 66.752 € 67.795 €

HR Administration & Payroll Specialist 2-5 anni 34.419 € 36.505 € 32.333 € 33.376 €

HR Business Partner 5-10 anni 83.440 € 89.698 € 80.311 € 82.397 €

HR Director >10 anni 129.332 € 138.719 € 124.117 € 127.246 €

HR Manager 5-10 anni 83.440 € 89.698 € 80.311 € 82.397 €

HR Specialist / Generalist 2-5 anni 43.806 € 46.935 € 41.720 € 42.763 €

HR Training & Development Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Training & Development Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

Junior HR Manager 2-5 anni 56.322 € 61.537 € 54.236 € 55.279 €

Recruiting Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

Recruiting Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

Gross annual salaries without any bonuses or

variable salary component
77 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
Retail Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

Compensation & Benefits Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

HR Administration & Payroll Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

HR Administration & Payroll Specialist 2-5 anni 33.376 € 35.462 € 31.290 € 32.333 €

HR Business Partner 5-10 anni 74.053 € 80.311 € 70.924 € 71.967 €

HR Director >10 anni 113.687 € 123.074 € 109.515 € 111.601 €

HR Manager 5-10 anni 69.881 € 75.096 € 66.752 € 68.838 €

HR Specialist / Generalist 2-5 anni 38.591 € 42.763 € 37.548 € 37.548 €

HR Training & Development Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

HR Training & Development Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Junior HR Manager 2-5 anni 46.935 € 50.064 € 44.849 € 45.892 €

Recruiting Manager 5-10 anni 66.752 € 71.967 € 64.666 € 65.709 €

Recruiting Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Gross annual salaries without any bonuses or

variable salary component
78 > SECTORS OVERVIEW > HUMAN RESOURCES > SALARY TABLES [Link]

HUMAN RESOURCES

Salary Tables
Servizi Esperienza Bologna Milano Roma Torino

Compensation & Benefits Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

Compensation & Benefits Specialist 2-5 anni 35.462 € 38.591 € 34.419 € 35.462 €

HR Administration & Payroll Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

HR Administration & Payroll Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

HR Business Partner 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

HR Director >10 anni 104.300 € 111.601 € 100.128 € 102.214 €

HR Manager 5-10 anni 71.967 € 77.182 € 68.838 € 70.924 €

HR Specialist / Generalist 2-5 anni 32.333 € 34.419 € 30.247 € 31.290 €

HR Training & Development Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

HR Training & Development Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Junior HR Manager 2-5 anni 51.107 € 55.279 € 49.021 € 50.064 €

Recruiting Manager 5-10 anni 62.580 € 66.752 € 58.408 € 61.537 €

Recruiting Specialist 2-5 anni 31.290 € 33.376 € 30.247 € 30.247 €

Gross annual salaries without any bonuses or

variable salary component
79 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY

SECTORS OVERVIEW
INFORMATION TECHNOLOGY
80 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY [Link]

INFORMATION TECHNOLOGY

Sector overview
Despite the caution of companies due to international political
uncertainty, the recruitment situation in the Technology sector
is complex and dynamic, with a high demand for highly
qualified professionals.

HR’s main challenges include retaining candidates, attracting train and acquire these
talent and engaging professionals. Companies must adapt skills to remain competitive.
quickly to the demands of the ICT market, offering salary Finally, flexible working policies,
adjustments, smart working, flexible hours and employer introduced with COVID, are not
branding initiatives to improve retention. always effectively applied. Many
The main drivers for retention are training courses for upskilling, companies prefer employees to be
scheduled salary reviews and a clear career path. Consultancy physically present and are resistant to
firms, for example, have introduced flexible policies and working flexible hours.
socialising activities to reduce turnover.
The impact of new technologies is significant, with a growing
demand for skills in Data, Big Data and AI. Companies should
81 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY [Link]

Key Future
competences prospects
and salaries and challenges
Reliability Top technical skills required in the Over the next few years, the implementation of
sector include Cyber Security, Data technologies such as AI and Machine Learning
and organisational Analytics, Cloud, Software Development will revolutionise the Tech sector, improving the
skills and ERP. The most valued soft skills are efficiency and speed of operations significantly.
reliability, adaptability, entrepreneurship, After the pandemic, remote working has become
are valued. organisational skills and communication a fundamental requirement for attracting the
skills. Certifications such as ISO 27001, best talent. Even if some companies prefer face-
Cloud (AWS, Azure), PMP, and Machine to-face work, flexible hours and smart working
Learning are highly appreciated. remain highly requested by employees. The
Required qualifications include Technology sector is adapting to global changes,
STEM degrees and PhDs. For junior integrating sustainability into its operational
professionals, high and specialised models. Green Tech and eco-sustainable ICT
technical skills are required. For senior solutions, such as energy-efficient hardware
AI and Machine professionals, in addition to technical and low-impact data centres, are becoming
specialisation, managerial skills and increasingly crucial. There is expected to be
Learning will industry knowledge are an advantage. steady growth in the number of professionals
revolutionise the The lowest paid roles are those that in the IT sector. However, demand will change,
operate on IT infrastructure, such as focusing on skills in Data, AI, Machine Learning,
Tech sector. Help Desk and System Admin. Meanwhile, Cyber Security and IT Governance. These new
roles that directly impact the business, roles will replace the traditional ones related to
such as Application Support, are physical systems and infrastructure.
the highest paid.
82 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY > SALARY TABLES [Link]

INFORMATION TECHNOLOGY Cloud & DevOps Esperienza Bologna Milano Roma Torino

Salary Tables
Cloud Architect 5-10 anni 66.000 € 72.000 € 68.000 € 66.000 €

Cloud Engineer 2-5 anni 43.000 € 48.000 € 45.000 € 44.000 €

DevOps 2-5 anni 45.000 € 48.000 € 47.000 € 46.000 €

5-10 anni 60.000 € 65.000 € 62.000 € 60.000 €

Senior Cloud Engineer 5-10 anni 52.000 € 55.000 € 53.000 € 52.000 €

Data & Advanced analytics Esperienza Bologna Milano Roma Torino

BI Developer 2-5 anni 39.000 € 42.000 € 40.000 € 40.000 €

Business Intelligence Manager 5-10 anni 53.000 € 58.000 € 55.000 € 54.000 €

Data Analyst 2-5 anni 35.000 € 40.000 € 38.000 € 38.000 €

Data Architect 5-10 anni 58.000 € 67.000 € 62.000 € 60.000 €

Data Engineer 2-5 anni 42.000 € 48.000 € 45.000 € 44.000 €

Data Scientist 2-5 anni 43.000 € 47.000 € 46.000 € 45.000 €

Data Visualization Analyst 2-5 anni 37.000 € 41.000 € 38.000 € 38.000 €

Database Developer 2-5 anni 35.000 € 40.000 € 38.000 € 37.000 €

DBA 2-5 anni 36.000 € 45.000 € 40.000 € 38.000 €

Lead Data Scientist 5-10 anni 62.000 € 65.000 € 63.000 € 62.000 €

Machine Learning Engineer 2-5 anni 43.000 € 47.000 € 46.000 € 45.000 €

Senior DBA 5-10 anni 50.000 € 58.000 € 55.000 € 52.000 €

Gross annual salaries without any bonuses or

variable salary component
83 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY > SALARY TABLES [Link]

INFORMATION TECHNOLOGY
Digital Tech Esperienza Bologna Milano Roma Torino

Salary Tables Senior UX/UI Designer

UX/UI Designer
5-10 anni

2-5 anni
35.000 €

32.000 €
40.000 €

35.000 €
38.000 €

33.000 €
35.000 €

32.000 €

Web Analytics Specialist 2-5 anni 32.000 € 35.000 € 34.000 € 32.000 €

ERP & CRM Esperienza Bologna Milano Roma Torino

Dynamics Developer 2-5 anni 42.000 € 47.000 € 44.000 € 43.000 €

ERP Functional Analyst 2-5 anni 40.000 € 45.000 € 43.000 € 42.000 €

Project Manager Salesforce 5-10 anni 60.000 € 65.000 € 60.000 € 60.000 €

SAP / ABAP Technical Architect 5-10 anni 65.000 € 70.000 € 65.000 € 65.000 €

SAP ABAP Developer 2-5 anni 40.000 € 45.000 € 44.000 € 42.000 €

SAP Project Manager 5-10 anni 62.000 € 68.000 € 64.000 € 63.000 €

IT Executive Esperienza Bologna Milano Roma Torino

Business Unit Manager >10 anni 65.000 € 70.000 € 68.000 € 65.000 €

CIO / CTO >10 anni 90.000 € 100.000 € 90.000 € 90.000 €

IT Sales Esperienza Bologna Milano Roma Torino

IT Business Development Manager 5-10 anni 66.000 € 73.000 € 68.000 € 68.000 €

Gross annual salaries without any bonuses or

variable salary component
84 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY > SALARY TABLES [Link]

INFORMATION TECHNOLOGY

Salary Tables IT Security Esperienza Bologna Milano Roma Torino

CISO / Cyber Security Manager >10 anni 66.000 € 75.000 € 73.000 € 70.000 €

IT Security - GRC 2-5 anni 45.000 € 47.000 € 47.000 € 45.000 €

IT Security - VAPT 2-5 anni 46.000 € 50.000 € 48.000 € 47.000 €

IT Support Esperienza Bologna Milano Roma Torino

HW/SW Technical Support 2-5 anni 24.000 € 28.000 € 28.000 € 25.000 €

IT Office Support Manager 5-10 anni 38.000 € 43.000 € 40.000 € 38.000 €

Senior Technical Support 5-10 anni 33.000 € 36.000 € 34.000 € 33.000 €

Service Manager 5-10 anni 54.000 € 58.000 € 57.000 € 55.000 €

Project & Change Management Esperienza Bologna Milano Roma Torino

IT Business Analyst 2-5 anni 34.000 € 38.000 € 36.000 € 35.000 €

Project Manager 2-5 anni 40.000 € 43.000 € 42.000 € 40.000 €

Senior Business Analyst 5-10 anni 47.000 € 52.000 € 48.000 € 47.000 €

Senior Project Manager 5-10 anni 48.000 € 55.000 € 52.000 € 50.000 €

Gross annual salaries without any bonuses or

variable salary component
85 > SECTORS OVERVIEW > INFORMATION TECHNOLOGY > SALARY TABLES [Link]

INFORMATION TECHNOLOGY

Salary Tables
Software Development Esperienza Bologna Milano Roma Torino

Application Manager >10 anni 53.000 € 58.000 € 54.000 € 52.000 €

Junior Developer 2-5 anni 35.000 € 40.000 € 38.000 € 37.000 €

Senior Developer 5-10 anni 45.000 € 50.000 € 48.000 € 46.000 €

Software Architect >10 anni 64.000 € 68.000 € 65.000 € 64.000 €

Software Delivery Manager >10 anni 72.000 € 78.000 € 75.000 € 72.000 €

System & Network Esperienza Bologna Milano Roma Torino

Network Engineer 2-5 anni 36.000 € 42.000 € 40.000 € 37.000 €

Senior Systems Engineer 5-10 anni 44.000 € 47.000 € 46.000 € 45.000 €

System Architect >10 anni 55.000 € 60.000 € 58.000 € 55.000 €

System Engineer 2-5 anni 37.000 € 40.000 € 39.000 € 38.000 €

System Project Manager >10 anni 48.000 € 52.000 € 50.000 € 48.000 €

Gross annual salaries without any bonuses or

variable salary component
86 > SECTORS OVERVIEW > INSURANCE

SECTORS OVERVIEW
INSURANCE
87 > SECTORS OVERVIEW > INSURANCE [Link]

INSURANCE

Sector overview
Driven by digitalisation and the adoption of new technologies
such as Artificial Intelligence (AI), the Insurance industry
is undergoing a period of significant transformation.

Companies face internal organisational challenges, including programmes and advanced

attracting and retaining skilled talent to support technological technologies to optimise internal
innovation. Managing the balance between remote working processes and improve customer
and workload has become crucial to maintaining productivity service.
and employee engagement. Companies are also implementing
reskilling and upskilling policies to respond to regulatory
and technological changes, investing in continuous training
88 > SECTORS OVERVIEW > INSURANCE [Link]

Key Future
competences prospects
Flexible working
and salaries and challenges
and benefits The most requested technical skills In the future, the Insurance sector
are related to cybersecurity and data will be shaped by trends such as
can help analysis, while the most valued soft digitalisation, sustainability and ESG
to attract talent. skills are adaptability and the ability to (Environmental, Social and Governance)
collaborate. Legal profiles and those with integration. Adoption of AI and big data
a degree in economics are particularly will improve risk management and policy
valued. Cybersecurity experts and personalisation. Companies will continue
actuaries are the highest paid, due to invest in digital skills and training to
to the direct impact they have on the address technological and regulatory
company’s core business. Flexible challenges. Employment growth will be
working, including the possibility of concentrated on roles specialising in
In the future, smart working and benefits such as emerging technologies such as AI, data
welfare plans, helps to attract and retain analytics and cybersecurity. Furthermore,
the focus on work-life talent, positively influencing turnover. An it is expected that there will be a greater
inclusive and collaborative environment focus on work-life balance and on offering
balance will increase. is essential to strengthen the sense of sustainable insurance solutions, aligned
belonging and improve productivity. with the constantly evolving market.
89 > SECTORS OVERVIEW > INSURANCE > SALARY TABLES [Link]

INSURANCE

Salary Tables
Insurance Esperienza Bologna Milano Roma Torino

Actuarial Role >10 anni 67.795 € 67.795 € 62.580 € 67.795 €

5-10 anni 52.150 € 52.150 € 52.150 € 52.150 €

2-5 anni 36.505 € 36.505 € 36.505 € 36.505 €

Claims Role >10 anni 46.935 € 52.150 € 46.935 € 52.150 €

5-10 anni 36.505 € 41.720 € 36.505 € 36.505 €

2-5 anni 29.726 € 29.726 € 29.204 € 29.726 €

Underwriting Role >10 anni 62.580 € 73.010 € 57.365 € 67.795 €

5-10 anni 46.935 € 50.064 € 46.935 € 52.150 €

2-5 anni 41.720 € 41.720 € 41.720 € 41.720 €

Gross annual salaries without any bonuses or

variable salary component
90 > SECTORS OVERVIEW > LIFE SCIENCES

SECTORS OVERVIEW
LIFE SCIENCES
91 > SECTORS OVERVIEW > LIFE SCIENCES [Link]

LIFE SCIENCES

Sector overview
One of the main challenges facing the Life Sciences sector,
which includes Biotech, Pharmaceutical and Medical Device
companies, is the significant shortage of qualified personnel.

The demand for highly specialised talent is growing rapidly, with schools, company
the expansion of digital and artificial intelligence technologies. The crèches, vouchers
shortage of professionals with advanced digital and technical skills and mental health
makes attracting new talent a constant challenge. Competition initiatives.
is fierce, and many companies are adopting emergency retention Emerging technologies,
policies, offering above-market salaries to retain the best talent. particularly artificial intelligence,
Corporate attractiveness in terms of engagement and work- are having a significant impact in
life balance is crucial to attracting and retaining the best the sector, accelerating the discovery
talent, with flexible working hours and the possibility of remote of new drugs and improving diagnostics
working allowing employees to better manage their personal and therapies. Flexible working policies vary
and professional responsibilities. Despite the need for post- between companies, with greater adoption of
COVID reskilling and upskilling, few companies conduct in-depth remote working in multinationals compared to
assessments to identify missing and future skills. Italian corporations.
Key retention drivers include opportunities for professional growth
and development, continuous training programmes and benefits
that increase engagement, such as welfare, contributions for
92 > SECTORS OVERVIEW > LIFE SCIENCES [Link]

Key competences
and salaries
Familiarity with
international and It can be difficult to identify the technical understanding of biology, chemistry,
local regulations and soft skills most in demand in the sector, bioinformatics or biomedical engineering, as
as they vary considerably depending on the well as good communication and learning
are key market segment. However, knowledge of skills. As seniority increases, consolidated
soft skills. international and local regulations is crucial technical skills are taken for granted, while
to meeting the challenges of the sector strategic vision and mentorship skills are
and contributing to innovation and the required to contribute significantly to the
development of new therapeutic solutions. company’s success.
Adaptability, flexibility and a multidisciplinary The highest paid roles include Medical Affairs,
approach are essential to succeed in a Sales Manager, Brand Manager and Quality,
constantly evolving sector. due to their close connection with the direct
In terms of training, the most sought-after business of companies. On the contrary,
certifications include degrees in Biomedical laboratory technicians tend to have lower
Engineering and Pharmaceutical Chemistry salaries, reflecting the more executive and less
and Technology (PCT). strategic nature of their role.
Depending on the level of seniority,
junior professionals should have a solid
93 > SECTORS OVERVIEW > LIFE SCIENCES [Link]

Future prospects
and challenges
An ever-expanding
sector that Due to technological evolution, companies in energy efficiency and promote responsible
will continue the Life Sciences sector will have to implement procurement practices.
continuous training programmes to update There is continuous expansion in the Life
to grow in the their employees’ skills and prepare them for Sciences sector and significant growth
coming years. future challenges. in employment is expected in the coming
Artificial Intelligence (AI) in HR departments years, with heavy investment in Research
will enable the analysis of data relating to and Development (R&D) departments to
performance management and employee develop new drugs, medical devices and
engagement, personalising training and biomedical technologies. Italy, one of the main
work experiences. Lots of companies are international pharmaceutical centres, employs
already adopting sustainable practices in over 65,000 people in the sector, with a
their laboratories and production plants to growing demand for professionals specialising
reduce their environmental impact, improve in Biotech and MedTech.
94 > SECTORS OVERVIEW > LIFE SCIENCES > SALARY TABLES [Link]

LIFE SCIENCES

Salary Tables Clinical Affairs Esperienza Bologna Milano Roma Torino

Clinical Lead/Coordinator 2-5 anni 51.107 € 56.322€ 56.322 € 51.107 €

Clinical Project Manager 2-5 anni 61.537 € 64.666 € 64.666 € 56.322 €

Clinical Research Associate 2-5 anni 39.634 € 42.763€ 42.763 € 39.634 €

Clinical Research Director >10 anni 113.687 € 118.902 € 118.902 € 90.741 €

Clinical Research Manager 5-10 anni 61.537 € 67.795 € 67.795 € 61.537 €

Clinical Team Manager >10 anni 84.483 € 90.741€ 90.741 € 84.483 €

Clinical Trial Assistant 2-5 anni 34.419 € 34.419 € 34.419 € 34.419 €

Clinical Trial Manager >10 anni 84.483 € 90.741€ 90.741 € 84.483 €

Medical Affairs Esperienza Bologna Milano Roma Torino

Medical Advisor 5-10 anni 78.225 € 90.741 € 84.483 € 84.483 €

Medical Director >10 anni 135.590 € 168.966 € 168.966 € 135.590 €

Medical Manager >10 anni 84.483 € 102.214 € 102.214 € 84.483 €

Regional Medical Liaison 5-10 anni 61.537 € 67.795 € 67.795 € 67.795 €

Gross annual salaries without any bonuses or

variable salary component
95 > SECTORS OVERVIEW > LIFE SCIENCES > SALARY TABLES [Link]

LIFE SCIENCES
PVG/DRUG Safety Esperienza Bologna Milano Roma Torino

Salary Tables PVG Assistant 2-5 anni 34.419 € 35.462 € 35.462 € 32.333 €

PVG Directors >10 anni 113.687 € 124.117€ 124.117 € 90.741€

PVG Manager >10 anni 84.483 € 90.741€ 90.741€ 78.225 €

PVG Officer 2-5 anni 42.763 € 47.978 € 47.978 € 42.763 €

PVG Specialist 5-10 anni 51.107 € 59.451€ 59.451€ 51.107 €

Quality Assurance Esperienza Bologna Milano Roma Torino

QA Director >10 anni 96.999 € 106.386 € 106.386 € 102.214 €

QA Manager >10 anni 84.483 € 90.741 € 90.741 € 84.483 €

QA Specialist 5-10 anni 46.935 € 50.064 € 46.935 € 46.935 €

Regulatory Affairs Esperienza Bologna Milano Roma Torino

RA Assistant 2-5 anni 34.419 € 35.462 € 35.462 € 34.419 €

RA Director >10 anni 113.687 € 124.117 € 124.117 € 102.214 €

RA Manager >10 anni 73.010 € 80.311€ 80.311€ 73.010 €

RA Officer 2-5 anni 39.634 € 42.763 € 42.763 € 39.634 €

RA Specialist 5-10 anni 56.322 € 59.451€ 59.451€ 51.107 €

Gross annual salaries without any bonuses or

variable salary component
96 > SECTORS OVERVIEW > RETAIL

SECTORS OVERVIEWS
RETAIL
97 > SECTORS OVERVIEW > RETAIL [Link]

RE TAIL

Sectors overview
Retail is undergoing profound changes, particularly in recruitment
and human resources management. Attracting and retaining
talent are critical challenges, heightened by staff shortages in
certain sub-categories, such as Pharmaceutical Retail.

Many companies have responded by implementing and empathy. Salaries and

recruitment marketing strategies and using new channels benefits differ considerably
such as social networks. At the same time, the sector between operational profiles in
has been transformed by the introduction of advanced stores and those in company offices,
technologies, such as e-commerce, which has become a with executives and managers enjoying
fundamental component of sales. The skills required vary significantly higher compensation than
according to seniority, but include technical abilities, such as basic personnel.
data management, and soft skills, such as communication
98 > SECTORS OVERVIEW > RETAIL [Link]

Key Future
competences prospects
Employees are
and salaries and challenges
demanding greater Hard skills in high demand include Global trends such as digitalisation,
inventory management, data analysis sustainability and ESG integration will
flexibility and the option and e-commerce knowledge, while soft influence the future of retail. Companies
to work from home. skills include effective communication, are investing in technology, reducing their
adaptability and problem solving. environmental impact and becoming more
Degrees in economics and management inclusive, thus responding to consumer
engineering are popular, as well as expectations and emerging regulations.
certifications in logistics, e-commerce Employment growth will be concentrated in
and data analytics. Salaries show technological roles, such as those related to
wide differences: figures such as store artificial intelligence, which could increase
managers and sales managers can by 30% by 2027, and in e-commerce. Despite
Global trends include earn up to 60,000 euros a year, while this, the sector will face challenges related
entry-level roles such as shop assistants to job stability, managing turnover and
digitalisation and or warehouse workers earn around adapting workers’ skills to new technological
20,000-25,000 euros. Popular benefits needs. Technological innovations will need
sustainability. include flexible hours, smart working to be balanced with employee well-being,
for corporate employees, and welfare improving productivity and engagement.
measures such as meal vouchers for
operational staff.
99 > SECTORS OVERVIEW > RETAIL > SALARY TABLES [Link]

RE TAIL
GDO Esperienza Bologna Milano Roma Torino

Salary Tables Area Manager

Area Manager Discount

8 anni

5 anni
58.408 €

46.935 €
58.408 €

46.935 €
58.408 €

46.935 €
58.408 €

46.935 €

Buyer 5 anni 50.064 € 53.193 € 46.935 € 53.193 €

Capo Reparto Freschi 4 anni 36.505 € 36.505 € 31.290 € 36.505 €

Capo Reparto Grocery 5 anni 36.505 € 36.505 € 31.290 € 36.505 €

Category Manager 3 anni 50.064 € 53.193 € 46.935 € 53.193 €

Direttore Ipermercato 8 anni 63.623 € 63.623 € 63.623 € 63.623 €

Direttore punto vendita canale Discount 3 anni 37.548 € 37.548 € 35.462 € 37.548 €

Direttore punto vendita medie metrature 5 anni 47.978 € 47.978 € 47.978 € 47.978 €

Tecnico di mestiere (mondo freschi) 5 anni 47.978 € 47.978 € 47.978 € 47.978 €

Tecnico di mestiere canale Discount 5 anni 31.290 € 31.290 € 31.290 € 31.290 €

GDO/Retail Esperienza Bologna Milano Roma Torino

Espansionista immobiliare 8 anni 63.623 € 63.623 € 63.623 € 63.623 €

Retail Esperienza Bologna Milano Roma Torino

Floor Manager 2-3 anni 31.290 € 31.290 € 31.290 € 31.290 €

Store Manager (Fashion/Cosmetics) 5 anni 37.548 € 37.548 € 37.548 € 37.548 €

Gross annual salaries without any bonuses or

variable salary component
100 > SECTORS OVERVIEW > SALES & MARKETING

SECTORS OVERVIEW
SALES & MARKETING
101 > SECTORS OVERVIEW > SALES & MARKETING [Link]

SALES & MARKE TING

Sector overview
FMCG (Fast Moving Consumer Goods) in Italy grew
significantly in 2024, mainly due to the increase in the prices
of food and personal care products.

Key trends influencing recruitment include digital chain optimisation. Furthermore,

transformation, with a growing demand for the pandemic has consolidated
e-commerce, digital marketing and data analytics remote working, making flexible
skills, and the use of Artificial Intelligence (AI) to working a primary requirement
optimise processes and select talent. Sustainablity is for candidates.
also a top priority, with companies looking for skills
in areas such as sustainable packaging and supply
102 > SECTORS OVERVIEW > SALES & MARKETING [Link]

Key Future
competences prospects
Data analytics, digital
and salaries and challenges
marketing and emotional Top skills in demand include data IA, sustainability and digitalisation:
analytics, digital marketing and these are the trends that will impact
intelligence: skills for emotional intelligence for senior roles. the future of FMCG, with significant
senior managers. On a technical level, fluency in English effects on recruitment and personnel
and qualifications such as MBAs or management. Companies are
degrees in economics, engineering implementing ESG practices to
management and food science are improve sustainability and governance,
highly rated, as are certifications in AI adopting innovations such as
and big data. People with the highest ecological packaging and vertical
salaries work in strategic areas such farming. More and more, green and
as supply chain, analytics and sales, digital skills will be essential, and
thanks to their ability to generate investments in training will be made
Expertise in green and digital competitive advantages. Despite this, to fill the gaps. The sector will see an
technologies will become the sector presents challenges in terms increase in technical and specialised
of talent retention, due to poor benefits, roles, with new opportunities thanks to
increasingly essential. a corporate culture that is lacking in digitalisation and ecological transition,
motivation and difficulties in balancing but will require critical and creative
work and personal life, mainly for high- thinking to face global challenges.
pressure roles.
103 > SECTORS OVERVIEW > SALES & MARKETING > SALARY TABLES [Link]

SALES & MARKE TING

Automotive Esperienza Bologna Milano Roma Torino

Salary Tables Key Accont Manager

Marketing D’Acquisto
5-10 anni

2-5 anni
55.279 €

36.505 €
61.537 €

41.720 €
55.279 €

36.505 €
61.537 €

38.591 €

Project Manager 2-5 anni 38.591 € 47.978 € 38.591 € 44.849 €

Sales Manager >10 anni 89.698 € 101.171 € 89.698 € 94.913 €

B2B Esperienza Bologna Milano Roma Torino

Brand Manager 5-10 anni 50.064 € 55.279 € 50.064 € 50.064 €

Channel Manager 5-10 anni 50.064 € 58.408 € 50.064 € 50.064 €

Marketing Director >10 anni 77.182 € 89.698 € 77.182 € 77.182 €

Marketing Manager >10 anni 66.752 € 71.967 € 66.752 € 66.752 €

Product Manager 2-5 anni 41.720 € 49.021 € 44.849 € 41.720 €

Trade Marketing Manager >10 anni 55.279 € 61.537 € 61.537 € 55.279 €

Comunicazione Esperienza Bologna Milano Roma Torino

Creative director >10 anni 87.612 € 91.784 € 83.440 € 88.655 €

Digital Esperienza Bologna Milano Roma Torino

Digital Marketing Manager 5-10 anni 69.881 € 74.053 € 66.752 € 67.795 €

Gross annual salaries without any bonuses or

variable salary component
104 > SECTORS OVERVIEW > SALES & MARKETING > SALARY TABLES [Link]

SALES & MARKE TING FMGC Esperienza Bologna Milano Roma Torino

Salary Tables
Brand Manager 5-10 anni 50.064 € 55.279 € 55.279 € 50.064 €

Channel Manager 5-10 anni 55.279 € 66.752 € 61.537 € 55.279 €

Marketing Director >10 anni 83.440 € 101.171 € 101.171€ 77.182 €

Marketing Manager >10 anni 55.279 € 66.752 € 66.752 € 55.279 €

Product Manager 2-5 anni 37.548 € 42.763 € 42.763 € 35.462 €

Trade Marketing Manager >10 anni 66.752 € 71.967€ 66.752 € 66.752 €

Media Esperienza Bologna Milano Roma Torino

Digital Media Manager >10 anni 91.784 € 92.827 € 89.698 € 89.698 €

Sales Manager >5 anni 54.236 € 61.537 € 50.064 € 57.365 €

Social Media Manager >5 anni 52.150 € 56.322 € 50.064 € 54.236 €

Pharma Esperienza Bologna Milano Roma Torino

Brand Manager 2-5 anni 55.279 € 61.537 € 61.537 € 55.279 €

Business Unit Manager >10 anni 101.171 € 111.601 € 111.601 € 111.601 €

Key Account Manager 5-10 anni 50.064 € 60.494 € 55.279 € 50.064 €

Marketing Director >10 anni 83.440 € 101.171 € 83.440 € 83.440 €

Marketing Manager 5-10 anni 55.279 € 62.580 € 55.279 € 55.279 €

Product Manager 2-5 anni 33.376 € 33.376 € 33.376 € 33.376 €

Gross annual salaries without any bonuses or

variable salary component
105 > SECTORS OVERVIEW > SALES & MARKETING > SALARY TABLES [Link]

SALES & MARKE TING

Salary Tables Retail Esperienza Bologna Milano Roma Torino

Marketing & Communication coordinator 2-5 anni 38.591 € 44.849 € 40.677 € 36.505 €

Marketing & Communication Director >10 anni 89.698 € 101.171 € 101.171 € 92.827 €

Marketing & Communication manager 5-10 anni 55.279 € 61.537 € 55.279 € 55.279 €

Merchandising Manager 5-10 anni 55.279 € 62.580 € 55.279 € 55.279 €

Project Manager 5-10 anni 50.064 € 53.193 € 50.064 € 50.064 €

Retail Manager >10 anni 71.967 € 83.440 € 77.182 € 71.967 €

Stock Optimator Planner 5-10 anni 55.279 € 61.537 € 55.279 € 55.279 €

Trade Mktg Manager >10 anni 77.182 € 84.483 € 77.182 € 66.752 €

Servizi Esperienza Bologna Milano Roma Torino

Marketing Director >10 anni 61.537 € 71.967 € 71.967 € 55.279 €

Marketing Manager 5-10 anni 44.849 € 52.150 € 52.150 € 38.591 €

Product Manager 2-5 anni 32.333 € 36.505 € 36.505 € 31.290 €

Sales Manager >10 anni 66.752 € 77.182 € 77.182 € 66.752 €

Gross annual salaries without any bonuses or

variable salary component
106 > SECTORS OVERVIEW > TAX & LEGAL

SECTORS OVERVIEW
TAX & LEGAL
107 > SECTORS OVERVIEW > TAX & LEGAL [Link]

TAX & LEGAL

Sector overview
There is a constant demand in the legal sector, especially in
consultancy, for professionals specialised in corporate law, tax
law, compliance, GDPR and labour law, with a growing interest
in emerging areas such as blockchain, IP and tech law.

Tax is an area where demand clearly exceeds supply, with Work-life balance is a
professionals migrating to corporate roles at the expense of critical issue, with high
freelancing. However, in-house tax and legal functions within workloads and often inadequate
companies remain limited, favouring outsourcing. Key challenges smart working models, highlighting
include talent shortages and attracting highly specialised the urgent need for balanced hybrid
profiles, who require up-to-date skills, flexible working and clear solutions and investment in technology.
career paths.
108 > SECTORS OVERVIEW > TAX & LEGAL [Link]

Key Future
competences prospects
Proficiency in
and salaries and challenges
English is now Expertise required in the sector includes Increased digitisation, the adoption
a solid technical background and soft of AI and the integration of flexible
considered skills such as resilience, entrepreneurial working models will play a key role in
essential. spirit and technological adaptability. driving the future of the sector. Both
Fluency in English, often together with a corporations and consultancies will
second language, is essential, together need to adapt their policies to attract
with excellent educational qualifications talent, developing new practices
such as a Master’s degree or specific on emerging topics such as ESG,
certifications (LLM). Due to seniority, cybersecurity and sustainability.
there is an emphasis on business Demand for specific skills related
development and leadership, especially to digital transformation will grow,
Skills related to in the management of young teams. with a market increasingly oriented
In terms of salary, the most valued towards candidates, especially young
digital transformation professionals work in international law professionals with specialised and
firms, M&A Tax and Legal boutiques and international academic backgrounds.
are increasingly in large corporations, while limited language Paying attention to the needs of talent
demand. skills penalise salaries, regardless of the will be crucial for competitiveness and
level of experience. adaptation to global changes.
109 > SECTORS OVERVIEW > TAX & LEGAL > SALARY TABLES [Link]

TAX & LEGAL

Salary Tables Tax & Legal Esperienza Bologna Milano Roma Torino

Associate 2-5 anni 40.677 € 46.935 € 42.763 € 37.548 €

Avvocato Junior 2-5 anni 32.333 € 37.548 € 34.419 € 33.376 €

Avvocato Neo Abilitato 0-2 anni 26.075 € 29.204 € 27.118 € 27.118 €

Compliance Manager 5-10 anni 60.494 € 70.924 € 64.666 € 62.580 €

Dottore Commercialista 5-10 anni 52.150 € 60.494 € 55.279 € 52.150 €

Equity Partner 5-10 anni 93.870 € 109.515 € 100.128 € 104.300 €

Head of Regulatory >10 anni 76.139 € 88.655 € 81.354 € 78.225 €

Junior Partner 2-5 anni 88.655 € 104.300 € 95.956 € 73.010 €

Legal Director >10 anni 88.655 € 104.300 € 95.956 € 93.870 €

Praticante Avvocato 0-2 anni 21.903 € 21.903 € 21.903 € 21.903 €

Senior Associate 5-10 anni 64.666 € 76.139 € 69.881 € 62.580 €

Tax Manager 5-10 anni 58.408 € 67.795 € 62.580 € 62.580 €

Tax Specialist 2-5 anni 34.419 € 39.634 € 36.505 € 41.720 €

Gross annual salaries without any bonuses or

variable salary component
110 > CONCLUSION

Hays Italy’s Salary Guide 2025 has highlighted significant trends

and challenges that companies will have to face in the near future
in order to remain competitive in the job market.

Many participants emphasised the importance Finally, according to the survey, flexible working
of mental wellbeing in improving their work is the most popular benefit offered to employees,
performance, but only a few feel adequately followed by health insurance or private medical
supported by their companies in this sense. cover. It is clear that employees appreciate these
Furthermore, company managers are called benefits as they improve their quality of life and
upon to meet the challenge of retaining the best offer greater flexibility and security. Nowadays,
talent, with a significant number of professionals therefore, companies not only have to pay
declaring themselves dissatisfied with their attention to salaries, but also to the benefits and
job position. Investing in company welfare and working conditions offered.
offering concrete opportunities for professional
Summing up, in the coming years those
growth is fundamental for attracting and
companies that will be able both to adapt to
maintaining all the skills necessary to achieve
the new requirements and to invest in the well-
strategic objectives. Organisations should also
being of their employees will be the ones that will
consider the importance of creating a positive and
thrive in the labour market of the future, gaining
inclusive work environment.
an important competitive advantage over their
The survey also showed that many professionals competitors and increasing the productivity and
feel that their salary is not in line with the satisfaction of their teams.
responsibilities they have. This suggests that
companies may need to review their remuneration
policies to ensure that salaries are fair and Carlos Manuel Soave
commensurate with different job roles, in order Managing Director, Hays Italy
to improve the satisfaction and motivation of
their teams. Salary expectations show a certain
pessimism regarding the prospects for increases,
suggesting that corrective measures should
be considered in this direction to maintain high
motivation and worker satisfaction.
 HAYS IN
ITALY AND
WORLDWIDE
112 > HAYS IN ITALY AND WORLDWIDE

Hays in Italy
In Italy the Group is present in Milan, Rome, Turin and Bologna and
counts over 150 consultants and 17 areas of expertise.

YEARS OF EXPERIENCE
17 AREAS OF
EXPERTISE
+150 CONSULTANTS 6 OFFICES
IN ITALY
19 IN THE ITALIAN
MARKET

Hays worldwide HAYS OPERATES IN 33 MARKE TS:

• Australia • Czech Republic • Japan • Romania

Hays, a company listed on the London Stock Exchange,
is one of the world leaders in specialised recruitment. • Austria • Denmark • Luxembourg • Singapore
The Hays Worldwide team consists of over 11,120 people • Belgium • France • Malaysia • Spain
who energise the world of work every day. Operating
• Brazil • Germany • Mexico • Sweden
from 236 offices in 33 markets around the world, Hays
has been helping professionals progress in their careers • Canada • Hong Kong SAR • Netherlands • Switzerland
and companies to succeed for more than fifty years. Our • Chile • Hungary • New Zealand • Thailand
in-depth expertise in different market segments allows
us to provide our clients with the best possible service, • China • Ireland • Poland • UAE
regardless of the challenges they face. • Colombia • Italy • Portugal • USA
113 > HAYS IN ITALY AND WORLDWIDE

Local knowledge,
global expertise
Our offices in Italy cover the whole country:

MILAN ROME TURIN

Corso Italia, 13 Via Leonida Bissolati, 76 Via Alfieri, 19
Milano, 20122 Roma, 00187 Torino, 10121
T: +39 02 888931 T: +39 06 4202841 T: +39 011 561601
E: milano@[Link] E: roma@[Link] E: torino@[Link]
TO FIND OUT
MORE ABOUT THE
BOLOGNA INTERNATIONAL HAYS
NETWORK, VISIT
Via Carlo O. Cornaggia, 10 Via Antonio Salandra, Galleria Ugo Bassi, 1
Milano, 20123 18 Roma, 00187 Bologna, 40121 [Link]
T: +39 02 888931 T: +39 06 4202841 T: +39 051 275711
E: milano@[Link] E: roma@[Link] E: bologna@[Link]
 Hays @HaysItalia @HaysItalia [Link]

© Copyright Hays PLC 2025. The HAYS word, the H devices, ‘Hays Working for your tomorrow’ and ‘Powering the world of work’ and associated logos and artwork are trademarks of Hays PLC. The H
devices are original designs protected by registration in many countries. All rights are reserved.
© Hays S.r.l. Sede Legale: Corso Italia 13 - 20122 Milano - Società di ricerca e selezione del personale con Socio Unico, soggetta ad attività di direzione e coordinamento da parte di Hays Plc. Accredita-
ta presso [Link]. - Aut. Min. N. 13/I/0007145/03.04 del 1 Aprile 2008.