Competitive intelligence (CI) might just be one of the most underappreciated roles in the business world today.
You’re digging through mountains of data, analyzing competitors, and providing insights that could make or break your company’s strategy.
Yet, despite all that hard work, are you really getting paid what you’re worth? According to the latest Competitive Intelligence Salary Report, the answer is likely a resounding “no.”
Alex Walton
With the average baseline salary sitting at $115,065 globally, it might seem like CI professionals are doing okay. But dig a little deeper, and you’ll find that almost half of all CI practitioners – 48%, to be exact – are downright displeased with their compensation.
The average salary satisfaction score? A dismal 3.5 out of 10.
So, what’s going on? Why aren’t CI professionals raking in the big bucks? And more importantly, what can you do to boost your earning potential?
In this article, we’re diving into the numbers and uncovering the key factors that could help you land a bigger paycheck. Whether it’s choosing the right industry, changing location, or fighting for pay transparency, we’ve got the insights you need to make your next career move count.
Location matters: The best regions for CI professionals
When it comes to earning more in competitive intelligence, where you work can make all the difference.
Our survey findings make it crystal clear: North America is the place to be if you’re looking to maximize your paycheck. With an average base salary of $149,034, CI professionals in North America are pulling in significantly more than their counterparts in other regions. In fact, they’re making $62,643 more on average than CI pros in Europe, the next highest-paying region.
Europe, while trailing behind North America, still offers respectable pay for CI professionals, with an average salary of $86,391. But it’s a different story in Asia, where the average salary plummets to just $40,398. And don’t even get us started on Africa, where CI professionals are earning as little as $18,000 a year.
But why the massive pay gap? It largely comes down to the economic landscape and demand for competitive intelligence across these regions. North America, with its thriving tech industry and corporate giants, places a high value on CI, driving up salaries. Meanwhile, in regions like Asia and Africa, the role of CI is still emerging, leading to lower pay scales.
Now, we're not suggesting that you pack your bags and move stateside right away, but if you've been thinking about pursuing the American dream perhaps this is the sign you've been waiting for. After all, who wouldn't want to get paid what they’re worth?
Climbing the ladder: How job titles and seniority affect earnings
In competitive intelligence, your job title isn’t just a fancy line on your resume – it’s a direct ticket to a bigger paycheck. The 2024 Competitive Intelligence Salary Report shows a clear trend: the higher you climb the CI ladder, the more money you’ll bring home.
So far, so obvious, right? 😏
Well, the leap in earnings as you move up the ranks might surprise you.
Let’s start at the bottom. If you’re a Competitive Intelligence Analyst, you’re likely earning around $51,100 a year. It’s a respectable start, but here’s the kicker – once you step up to a Competitive Intelligence Manager, your salary nearly doubles, jumping to an average of $102,000.
But it doesn’t stop there. As you climb higher into senior roles, the pay keeps increasing. Senior Competitive Intelligence Managers are making an average of $142,800, while Directors of Competitive Intelligence are bringing in around $155,700. The highest-ranking roles, like the Head of Competitive Intelligence, see average salaries of $157,500.
Clearly, seniority pays off big time in this field.
But what’s driving these pay bumps?
It’s all about specialization and experience. The more you know and the more specific your expertise, the more valuable you become to your organization. It’s not just about how long you’ve been in the game (though that certainly helps!) – it’s also about the depth of your knowledge and your ability to lead and strategize at a high level.
If you’re looking to fast-track your journey up the CI ladder, getting Competitive Intelligence Certified could be the key to landing that specialized or higher-ranking role. Certification not only boosts your credibility but also shows that you’ve got the skills and knowledge to excel – and that can translate into a major salary boost.
The role of work hours: Does working more pay off?
Whatever your role, it’s easy to assume that putting in longer hours automatically leads to a bigger paycheck. After all, more hours worked should mean more value delivered, right?
Well… not exactly.
The relationship between the time you spend at work and your salary isn’t as straightforward as you might think.
Let’s break it down.
The data shows that CI professionals who work more than 60 hours a week do tend to earn the highest salaries, with an average of $177,500. That’s a pretty enticing number, especially when compared to those clocking 36 to 40 hours a week, who are making significantly less – just $87,000 on average.
But here’s where it gets interesting: the trend isn’t consistent across all working hours.
For instance, those working 46 to 50 hours a week are earning around $154,000, which is a big jump from the 41-to-45-hour group, who make about $101,000, but also a slight increase from the $150,000 earned by CI pros working 50 to 60 hours per week.
So, does working more hours pay off? In some cases, yes – but it’s not a guarantee.
What’s clear is that simply putting in more time at your desk doesn’t necessarily lead to a higher salary. Instead, it’s likely that the value of those extra hours comes from the nature of the work being done, the level of responsibility, and the seniority of the role. High earners in the 60+ hour group are probably not just working longer; they’re likely in roles that demand high levels of strategy, leadership, and impact.
Before you start burning the midnight oil, consider the trade-offs. Those long hours might boost your paycheck, but they could also lead to burnout if not managed carefully.
Instead of just working more, focus on working smarter – using your time to take on more strategic, high-value tasks that can drive your career (and salary) forward.
Industry insights: Where does CI pay the most?
If you’re looking to maximize your earnings, the industry you choose to work in can make a huge difference.
At the top of the pay scale, we have the aviation and aerospace industry, where CI professionals are earning a sky-high average salary of $203,577. This sector not only values the insights that CI brings but is also willing to pay a premium for it. Whether it’s due to the high stakes involved in the industry or the need for cutting-edge intel to stay ahead of the competition, this is clearly a lucrative space for CI experts.
Close behind is the restaurant industry, where CI pros are pulling in an average of $185,000. It might be surprising to see restaurants so high on the list, but in a market where margins are thin and competition is fierce, understanding the competitive landscape is crucial. This sector’s willingness to pay top dollar for CI indicates just how critical these insights are for success.
Another high-paying industry is market research, with an average salary of $180,010 for CI professionals. Given that market research is all about gathering and analyzing data, it makes sense that companies in this space would place a high value on competitive intelligence. If you’ve got a knack for data-driven insights, this could be the perfect industry for you.
On the other end of the spectrum, some industries are far less generous. CI professionals in the music industry, for instance, are earning an average of just $27,000, while those in packaging and containers are making around $35,000. These figures suggest that in these industries, CI may not be as integral to business strategy, or the budgets simply aren’t there to support higher salaries.
If you’re looking to boost your earnings, it might be worth considering a move to one of the higher-paying industries. The skills you’ve honed in CI are transferable across sectors, so don’t be afraid to explore new opportunities where your expertise will be valued – and compensated – at a premium.
Company size and revenue: Bigger can be better
Other factors that can have a significant impact on your paycheck are the size and revenue of the company you work for. We found a clear trend: bigger companies with higher revenues tend to pay more.
First, let’s talk about revenue. The report shows that there’s a strong correlation between a company’s annual revenue and the salaries of its CI professionals. For instance, those working at companies with annual revenues between $100 million and $249 million earn, on average, 39.11% more than their counterparts at companies bringing in $50 million to $99 million.
Why is this? Well, one possible explanation is that the higher the revenue, the more is at stake – and the more valuable your role becomes to the company.
The size of the company’s workforce also plays a role in determining salary. CI professionals working in companies with 1,001 to 5,000 employees are earning about $134,224 on average, a 14.65% increase over those in companies with 201 to 500 employees.
However, the correlation between company size and pay doesn’t continue beyond this point – salaries at companies with more than 10,000 employees actually see a slight dip to $124,920 on average.
So, why does this happen? In mid-sized companies, CI professionals are often in a sweet spot where their contributions are highly visible and impactful, without the dilution that can sometimes occur in massive organizations. In contrast, in very large companies, individual contributions are harder to spotlight, leading to slightly lower average pay.
But don’t let that deter you from aiming high. The overall trend still favors larger companies with substantial revenues. These environments often offer more resources, opportunities for specialization, and the potential for upward mobility – all of which can boost your salary over time.
Inclusivity and pay: Addressing inequities in CI
Everyone should have an equal opportunity to succeed, regardless of their background, gender, ethnicity, or disability status. Unfortunately, there’s still a lot of work to be done when it comes to inclusivity and fair compensation in the field of competitive intelligence.
Let’s start with gender. The gender pay gap is alive and well in CI, and it’s not a pretty picture. On average, women in CI earn 19.1% less than men. To put it in perspective, while the average base salary for men in CI is $124,297, women are earning just $100,572.
This gap spans all levels of the CI hierarchy. For example, men with director of competitive intelligence titles are making an average of $171,333, while women in the same role are earning $132,323 – a whopping 29.5% less. The same depressing pattern can be seen at the lower end of the hierarchy, with men in analyst roles earning 44% more than women with the same title.
Ethnicity also plays a significant role in pay disparities. The report reveals that respondents who do not identify as part of a minority group earn an average of $118,501, compared to $105,024 for those who do. That’s a difference of $13,477, which has grown compared to last year’s report.
This widening gap suggests that the challenges faced by minority professionals in CI are not being adequately addressed, despite the increasing focus on diversity and inclusion in many workplaces.
The situation isn’t much better when you look at disability status. CI professionals who identify as having a visible or invisible disability earn an average base salary of $109,215, while those without disabilities earn $117,168 – a gap of about 7.3%.
So, what can be done to bridge these gaps?
For starters, companies need to take a long, hard look at their pay structures and ensure that compensation is based solely on skills, experience, and job performance – not on gender, ethnicity, or disability status. Regular pay audits, transparent salary bands, and unbiased recruitment and promotion practices are essential steps toward achieving pay equity.
For you, the individual CI professional, it’s important to advocate for yourself. Don’t be afraid to negotiate for the salary you deserve and use data – like the findings from this report – to support your case.
If you identify as part of a minority group, are a woman, or have a disability, seek out companies that prioritize diversity and inclusivity, as these organizations are more likely to offer equitable pay and opportunities for advancement.
While progress has been made in promoting inclusivity in the workplace, there’s still a long way to go. Addressing these pay disparities isn’t just about fairness – it’s about ensuring that the CI profession leverages the diverse talents and perspectives that everyone can bring to the table.
Key takeaways
So, you’ve seen the numbers, and it’s clear that there’s a lot to consider when it comes to maximizing your earnings. Here’s a quick recap of the key takeaways:
🌎 Location matters: North America offers the highest salaries, so if you’re eyeing a pay boost, it might be time to consider a move.
🪜 Climbing the ladder: Higher-ranking roles and specialized positions in CI are your best bet for bigger paychecks.
⏰ Work hours: More time spent at work doesn’t necessarily equate to better pay.
✈️ Industry insights: Certain industries, like Aviation and Aerospace, are willing to pay top dollar for CI expertise.
👩💼 Gender pay gap: Women in CI earn 19.1% less than men, highlighting a persistent issue that needs addressing.
🌍 Inclusivity and pay: Minority and disabled Ci practitioners face significant pay disparities, underscoring the importance of equitable practices.
Whether you’re looking to switch industries, relocate, or simply negotiate better pay, we hope these insights can guide you toward getting what you deserve in your CI career.
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