Filipino Analytics Talent Demand Awesome Salaries

It’s really hard to get an accurate reading on just where is the market is right now in regards to the salaries for analytics talent in the Philippines.

According to Glassdoor here are some average salary range numbers for several in-demand positions:

  • Business Analyst (with 5+ year’s experience): 30-40,000 PHP a month
  • Data Analyst (1+ year’s experience ) 23-27,000 PHP a month
  • Data Scientist (with Graduate level degree) 58-70,000 PHP a month

Those are just averages, in reality I think they are on the low end of what’s being offered right now.

One thing is for sure, the current demand far outweighs the supply.

Just looking at you can get a feel for that demand.

  • Business Analyst pulls back 1,090 jobs in the Philippines.
  • Data Analyst another 822.
  • Data Science brings back 999.

Sure there is some overlap, but if you add all the unique jobs up its well over 2,000.

I belong to a meet up group for data science in the Philippines with 2,000 members.

That’s an open job for each of us… and pretty much all of us already have data geek jobs already.

In the near term expect salaries to continue to shoot up.

As nationalism and automation begin to impact customer facing jobs, more back office work like analytics and data science will grow in importance for the BPO sector.

Recently I’ve been hearing stories of Filipinos landing 100K a month jobs in data science. And good analysts are not far behind, being awarded salaries well over 50K a month.

It’s a buyers market if you have data geek skills right now. If you don’t., the time to get them is right now.


Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience. If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you.


Act Like a Recruiter, Think Like a Candidate!

I just saw this blog post title on LinkedIn and was really intrigued because one of the central points I made in a Recruitment Analytics training class recently and it was just that. It is a candidate driven job market right now in the BPO/Call Center industry here in the Philippines.

SO, I was hoping to glean some additional insights that I could blog about. However, it was just a link to a whitepaper. Which of course to get the white paper you have to sign up. And once you do that you get 2 pages and you have to then pay a fee to get the full whitepaper. I absolutely HATE this!


Im all for finding creative ways to monetize social media and digital marketing. I’m of with paying for something if it seems to be of legitimate value, but when the call to action hides the whole story it is one of the biggest marketing turn offs ever.

I’d love to see some data to back up the lost opportunity here. How many people don’t subscribe because they are turned off as well. And then is that loss made up for in the ones who do hit purchase? For a recruiting white paper? I seriously doubt it.

Call me crazy, but the best way to make money off of people online is to be transparent and upfront with costs.  Because that builds trust, which builds relationships. Going after money right away just builds a transactional relationship that easily slips away.

Back to my original point… we have entered an era of candidate driven recruiting, meaning we have to go to them not wait for them to come to us. We have to make things personal and have to meet them on their turf if we want to be successful.

So find ways to attract candidates that attract candidates to other things. What’s trending? What’s selling? What’s the big item everyone wants for Christmas? Use that to attract attention.

Once you have their attention then think like they think. They have many choices on where to work. What makes your place special? Why should they pick you? Use that to convert their interest into action.

That’s how I do it in my companies. We are always look for the best and the brightest across our consulting, training and outsourcing lines of business.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Guest Blog: How Does HR Use Social Media? (Infographic)

Home » Blog » How Does HR Use Social Media? (Infographic)

How Does HR Use Social Media? (Infographic)


Posted by Siofra Pratt, December 19th 2013

Over the past year we’ve heard all about how recruiters use social media to bolster their sourcing efforts, now it’s HR’s turn! – See more at:

Analyzing Social Media Campaigns

I have been working on a project for six week now and have enough data to do some analysis. The campaign is a social media one where a client asked me to help connect her company with more potential clients. Given budget and time constraints, my suggestion was to use LinkedIn to market her services to a wide audience of potential referrers, partners and clients.

I’m using a methodology I learned a while back with Wells Fargo>
1. Plan
2. Execute
3. Measure
4. Analyze
5. Optimize

social media1

The client came back with some goals, which at the time seemed reasonable. Connect with 50 potential clients a week, of which we should be able to convert 3 or so to active leads. This was going to be a 10 hour a week commitment on my part.

So I built a LinkedIn ID and started networking. I created a new one as opposed to using my existing one as I didn’t want to confuse my connections to think I was now working for a different company. I didn’t have a lot of predicting if evidence that this strategy, our goals or the process were sound… they just made sense.

After six weeks I can see where we have misfired in a couple of places. Early on it became clear that getting connected with actual people who would be clients would be a challenge because (1) they are in a different industry than most of my natural connections and (2) there is not a high % of these people on LinkedIn. So I focused more on referrals early on and it got some good buzz going but no hot leads.

Two weeks in I started switching connecting with more existing businesses who do similar things so the we could look for partnerships. This actually lead to a lot of discussion among some LinkedIn groups and several email conversations, but again no real deals in the works.

The past two weeks I have now switched tactics again to hone in on potential clients. After four weeks of building up my network, I have a number of practitioners who might be clients, but I am finding our offer a hard sell. What we offer is not something that is an easy sell by any means and trying to drum up business via an e-mail to a new connection on LinkedIn in akin to needle hunting in hay stacks.

So with two weeks left in the campaign, I am going to modify my tactics again to mainly revisit old leads and trying to re-engage ones that didn’t go hot right away but still have potential.

In the end I will have half of what I promised I would deliver… 200 new connections who know about the company and our product and have the potential to refer, partner or buy. But the other half of the goal… 24 new hot leads that ideally would lead to a few buyers still looks elusive.

Any thoughts or suggestions?