Business-to-Business (B2B)
South Wales > Bridgend
The table below provides summary statistics and salary benchmarking for jobs advertised in Bridgend requiring B2B skills. It covers permanent job vacancies from the 6 months leading up to 4 January 2026, with comparisons to the same periods in the previous two years.
| 6 months to 4 Jan 2026 |
Same period 2025 | Same period 2024 | |
|---|---|---|---|
| Rank | - | 12 | - |
| Rank change year-on-year | - | - | - |
| Permanent jobs citing B2B | 0 | 1 | 0 |
| As % of all permanent jobs in Bridgend | - | 2.86% | - |
| As % of the Processes & Methodologies category | - | 4.00% | - |
| Number of salaries quoted | 0 | 1 | 0 |
| Median annual salary (50th Percentile) | - | £30,000 | - |
| South Wales median annual salary | £50,000 | £32,500 | - |
| % change year-on-year | +53.85% | - | - |
All Process & Methodology Skills
Bridgend
B2B falls under the Processes and Methodologies category. For comparison with the information above, the following table provides summary statistics for all permanent job vacancies requiring process or methodology skills in Bridgend.
| Permanent vacancies with a requirement for process or methodology skills | 43 | 25 | 94 |
| As % of all permanent jobs advertised in Bridgend | 72.88% | 71.43% | 98.95% |
| Number of salaries quoted | 34 | 7 | 38 |
| 10th Percentile | £30,000 | £30,000 | £35,161 |
| 25th Percentile | £38,438 | £30,375 | £39,280 |
| Median annual salary (50th Percentile) | £55,000 | £37,500 | £41,598 |
| Median % change year-on-year | +46.67% | -9.85% | +23.50% |
| 75th Percentile | £57,500 | £40,000 | £44,813 |
| 90th Percentile | £60,000 | £41,500 | £65,375 |
| South Wales median annual salary | £50,000 | £49,375 | £50,000 |
| % change year-on-year | +1.27% | -1.25% | +0.22% |
B2B
Job Vacancy Trend in Bridgend
Historical trend showing the proportion of permanent IT job postings citing B2B relative to all permanent IT jobs advertised in Bridgend.
B2B
Salary Trend in Bridgend
Salary distribution trend for jobs in Bridgend citing B2B.
