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Search Salaries > Crm Developer > Peru
Job Description
How much does a Crm Developer in Peru ?

The base salary for a Crm Developer in Peru is 128,700
Also known as: Customer Relations Management Developer.

128,700

Median Base Salary (Percentile 50)
58 observations
(Updated: 25 Sep 2023)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Crm Developer earns register to see pay in Peru, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

73%

Female

27%

Benefits

There are statutory benefits associated with a Crm Developer in Peru according to ...

Most Common Benefits

Competitive advantages associated with a Crm Developer in Peru
Professional Development | 3809€ annually
Professional development opportunities include workshops, seminars, and courses that help employees enhance their skills and knowledge. Companies in Peru often sponsor these programs to foster employee growth and career advancement, making it a significant competitive advantage in attracting and retaining talent.
Cutting Edge Technology | 7617€ annually
Access to cutting-edge technology enables employees to work more efficiently and stay at the forefront of industry trends. Companies in Peru that invest in the latest tools and software provide a dynamic work environment that attracts tech-savvy professionals eager to innovate and excel in their roles.
Equal Opportunity Employer | 1904€ annually
Being an equal opportunity employer means providing a workplace free from discrimination and promoting diversity and inclusion. Companies in Peru that adhere to these principles create a supportive environment where all employees can thrive, making them attractive to a broader range of talent.
Disability Leave | 1904€ monthly
Disability leave allows employees to take time off work due to a disability, ensuring job security and financial support during their recovery. In Peru, companies offering this benefit demonstrate a strong commitment to employee welfare, which can significantly enhance their reputation as an employer of choice.

Side Benefits to attract & retain talent

Additional perks for a Crm Developer in Peru
Work-Life Balance
Work From Home
Flexible Working Hours
Casual Dress Code
Flat Hierarchy

Statutory Benefits

Mandatory benefits in Peru
The minimum wage in Peru is the lowest amount that employers are legally allowed to pay their employees. It is set by the government to ensure that all workers receive a fair wage for their labor. This wage is intended to cover the basic living expenses of workers and their families, contributing to the reduction of poverty and inequality.
Employees in Peru are entitled to paid sick leave in the event of illness or injury. This benefit ensures that employees can take the necessary time off to recover without financial penalty. Employers are responsible for covering the initial period of sick leave, after which social security may provide support, ensuring that workers are protected during times of health-related absence.
Employees in Peru are entitled to paid annual leave, which allows them to take time off work while still receiving their regular salary. This benefit is intended to ensure that employees have time to rest and recuperate, thereby maintaining their health and productivity. The amount of paid leave is determined by law and is typically 30 calendar days per year.
Employers in Peru are required to provide health insurance coverage to their employees. This benefit ensures that employees have access to essential medical services and treatments, promoting their overall well-being. The health insurance coverage is typically provided through contributions to the national health insurance system, EsSalud, which offers a range of medical services.
Peruvian employers are required to provide health insurance through EsSalud, the national health insurance system. This ensures that employees have access to necessary medical services, including preventive care, treatment, and hospitalization. It is funded by employer contributions, calculated as a percentage of the employee’s salary, helping to ensure the health and well-being of the workforce.
Employees in Peru are entitled to 30 calendar days of paid annual leave each year. This benefit allows workers to rest and recharge, promoting better work-life balance and overall well-being. Employers must ensure that employees take this leave within the year it is due, and it cannot be replaced by monetary compensation unless the employment contract is terminated.
Maternity leave in Peru provides female employees with 98 days of paid leave surrounding the birth of a child. This benefit is crucial for the health and well-being of both the mother and child, allowing time for recovery and bonding. Employers are responsible for ensuring that this leave is provided and that the employee’s position is secured upon return.
The Compensation for Time of Service (CTS) is a mandatory benefit in Peru designed to provide financial security for employees in case of termination. Employers must deposit an amount equivalent to one month’s salary per year into a special account, which employees can access upon termination or retirement. This acts as a severance fund, ensuring employee stability.
In Peru, employees are entitled to a 14th month salary, which is an additional bonus paid in two parts: one in July and another in December. This benefit is designed to provide additional financial support to employees during mid-year and year-end, helping with expenses during these periods. It is a mandatory benefit and is calculated based on the employee’s regular monthly salary.
The family allowance in Peru is a benefit provided to employees with dependent children. This allowance is designed to help employees cover the costs associated with raising children and to support family welfare. It is a fixed monthly payment that is added to the employee’s salary, providing additional financial support for families.
In Peru, overtime pay is a mandatory benefit that compensates employees for hours worked beyond their regular working hours. This benefit ensures that employees are fairly compensated for their extra work and incentivizes employers to manage workloads effectively. Overtime pay is calculated as a percentage of the employee’s regular hourly wage and varies depending on the number of overtime hours worked.
Paternity leave in Peru is a benefit that allows fathers to take time off work to support their partners during childbirth and to bond with their newborns. This leave is an important aspect of promoting family well-being and gender equality in caregiving responsibilities. Fathers are entitled to a certain number of days off, which is typically 10 consecutive days.
In Peru, employers are required to contribute to their employees’ pension funds. This benefit is part of the social security system and is aimed at ensuring that employees have financial security upon retirement. Contributions are made to either the national pension system or private pension funds, depending on the employee’s choice, and are calculated as a percentage of the employee’s salary.
In Peru, employees are entitled to two additional monthly salaries each year, known as gratifications. These are paid in July and December and are equivalent to one month’s salary each. This benefit is designed to provide financial support during key times of the year, such as mid-year and the holiday season, boosting employee morale and financial stability.

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