Salaries and costs
IT pay in Andover reflects South Central norms, with first-line support often around £24,000 to £28,000 and second-line roles from £28,000 to £35,000. Systems administrators tend to earn between £35,000 and £50,000, while software developers commonly earn between £40,000 and £60,000. Contract day rates for desktop support can sit between £200 and £275, while cloud, data, or security roles can range from £400 to £700, depending on scope. Recruitment agencies, staffing agencies, and employment firms in the town usually quote contingent recruitment fees of 15% to 22% of base salary for permanent hires, with executive search used for IT leadership often carrying a higher retained structure. For temps, agency costs are built into hourly pay rates that reflect holiday accruals, pension contributions, and statutory costs, so employers should ask recruiters to itemise margins when scoping budgets.
Qualifications
Local recruiters and recruitment consultants in Andover often shortlist candidates who pair experience with certifications that fit the stack. Microsoft 365 and Azure remain common requests for SME infrastructure teams, with CompTIA A+, Network+, and Security+ valued for support and service desk roles. AWS Solutions Architect or Practitioner certifications can elevate prospects in cloud teams, and PRINCE2 or Agile certifications help when delivery is part of the brief. For security posts, CISSP or ISO 27001 lead auditor knowledge can stand out. Candidates can register with an agency and flag training plans around these badges to improve interview rates.
Roles and career paths
Agencies in Andover cover service desk, desktop support, and second line as steady pipelines, with system engineer and network roles for businesses on the town’s trading estates. Software development spans .NET and Java, with growing interest in Python for data and automation. Data engineer, BI analyst, and Power Platform roles appear as employers modernise reporting. IT manager, head of IT, and information security positions are often managed by executive search teams when retention plans or succession make timing sensitive. Jobseekers will see temporary, permanent, and contract work on offer, and can step from first line into cloud or cyber by building lab skills and taking on small project duties.
Local hiring challenges
Andover’s job market draws on a tight workforce where transport, defence, logistics, and advanced manufacturing sit side by side. Competing demand can press salaries and affect retention, so local employers often work with recruiters to map pay bands and career steps before going to market. Commutable towns share the same candidate pool, so quick feedback and tidy interview stages help firms hire staff before offers elsewhere land. Businesses that need out-of-hours support should set clear rota pay rates early, as this can be a tipping point for candidates weighing multiple options from different recruitment agencies.
Key sectors and employers in the region
The presence of Army Headquarters at Marlborough Lines supports steady demand for secure networking, endpoint hardening, and governance roles. Walworth Business Park, East Portway, and West Portway host logistics and manufacturing sites that rely on ERP support, warehouse systems, and IT service continuity. Andover Business Park, off the A303, links regional distribution with on-site tech, creating service desk and infrastructure needs. Stannah’s long-standing base in the town points to engineering-led IT, and Twinings’ operations highlight data and supply chain expertise. These patterns help recruiters brief candidates on the mix of on-site and hybrid work that local employers expect.
Regional or geographic variations
Andover sits on the A303 with quick access to the M3, and the rail line to London Waterloo makes contractor flows feasible on a split week. Proximity to Salisbury, Basingstoke, and Winchester widens the catchment for both businesses and candidates. Employers near Walworth Enterprise Centre or Basepoint often want hands-on support that can cover deskside visits, while offices near the station may backfill hybrid roles to reach a wider pool. Recruiters who know these micro geographies can time interviews around train links and help job seekers plan commutes that stick.
Hiring process tips and retention
Local employers who brief agencies on team structure, tooling, and rota patterns usually find employees faster, as recruiters can screen for the real day-to-day. Agree on interview steps in advance and keep decision windows tight to avoid dropouts. For retention, publish pay bands, set review cycles, and invest in training that aligns with stack upgrades. Clear on-call pay, time-off in lieu, and kit allowances reduce churn among support teams. Candidates who register with an agency should keep their CVs aligned with outcomes, list certifications, and share notice periods and right-to-work details up front, which helps recruiters line up interviews quickly.
Contracts, temp agencies, and compliance
Temp agencies cover first-line and project-surge needs, such as rollouts and office moves, with clear day rates and timesheet cycles. Contract work suits migration projects across Microsoft 365, Azure, or network refresh tasks, with statement-of-work models for deliverables. Permanent hiring is for security-cleared or high-trust roles, and recruiters will brief on BPSS or DBS where required. Executive search plays a part for heads of IT or cyber leads, with staged shortlists and references tied to governance. Employers should confirm IR35 status for off-payroll roles and ensure procurement has agency terms that align with the engagement plan.
Quick facts and frequently asked questions
What IT roles do Andover agencies recruit for?
Service desk, desktop, systems, network, software development, data, testing, cyber, and IT leadership are common across local businesses.
How fast can a company hire through an agency in Andover?
Straightforward support roles can be completed in one to two weeks, with leadership and cleared posts taking longer, depending on notice and vetting.
What are typical recruitment fees for permanent IT hires?
Most recruiters quote between 15% and 22% of base salary, with senior retained searches priced on a staged-fee basis.
Do agencies help job seekers move from temp to permanent?
Yes, many candidates start on temporary or contract work and convert to permanent when projects stabilise, or headcount opens.