Foreword by Nathan Davies, Partner
The last few years have been turbulent for both tech employers and marketing employees alike, from navigating Brexit, the pandemic, the economic policies of Liz Truss and the global talent shortage.
Thanks to Russia invading Ukraine and the cost of living crisis it precipitated, 2023 onwards is expected to bring further economic challenges and uncertainty is undeniably in the air for the tech sector. This is a unique time, with economic forecasts tightening and large-scale talent shortages remaining across AI, CyberSecurity, FinTech and SaaS.
The team at Marketing Moves believes one thing which will never change:
The importance of hiring the best available marketing professionals to ensure your tech firm delivers on its potential.
With so many products and services on the market, how does a tech firm cut through the noise and differentiate?
The answer is obvious: marketing.
To do this, you need to understand the shape of the market you are operating in, and what talented individuals are looking for when it comes to changing roles. Having this knowledge can take both your talent acquisition and retention to the next level and give you the edge over your competitors.
That’s why Marketing Moves has created the salary guide to hiring in tech marketing 2023/24, covering everything from the latest salary data to advice on how to be an employer of choice for top talent.
With our exclusive market data and unrivalled expertise, we can showcase just some of the insights we continuously share with our clients to support their talent needs.
I hope you find the survey useful, and of course if there’s anything you need to discuss, please do not hesitate to contact me.
Most in-demand roles / skills
These are the roles we are asked to recruit most often during last 12 months, with the highest first:
- Demand Generation
- Growth Marketing
- Head of Marketing
- Director of Marketing
- Content Marketing
- Digital Marketing
- Marketing Operations
- Product Marketing
- VP Marketing
- Chief Marketing Officer
An efficient, timely and well communicated recruitment process is of paramount importance to secure the best talent, which is why tech companies who are not professional headhunters outsource this to recruitment companies such as Marketing Moves – just as they might with other professional services such as legal requirements, accountancy or HR.
As well as an efficient and timely recruitment process, there are many things’ employers can do to attract top talent in today’s competitive market.
Clear communication of benefits such as hybrid working, flexible holidays, healthcare, equity and pension will all play a huge part in your business winning top talent.
It’s also important to promote your internal training and development plans throughout the hiring process. On top of a competitive salary and benefits package, candidates currently thinking about moving jobs also want to know about job stability, security, and opportunities to grow personally.
This is becoming more and more important for top talent across the board but mostly for leadership level marketers. During the interview process, you’ll need to be prepared to talk at length about the future of your business to secure the talent you want.
Equity & RSUs
Increasingly ‘equity’ is becoming a key component in the overall package being offered in today’s market. We are finding that an increasing number of candidates are asking if equity schemes are available from prospective employers.
From an employer perspective, in a time when money is tight and businesses can’t afford to increase people’s pay as much as they’d like, equity schemes are being seen as a way to preserve cash flow. Whilst also helping employees to feel engaged and connected to their workplace and benefiting from future success.
Contract / Interim
Fixed term contract (FTC) and interim marketing positions continue to be an extremely important part of tech companies marketing strategies and teams.
FTCs offer a standard employment contract for a set time, while interim marketers are employed by an agency or as a limited company and are paid on a daily rate for days worked.
Both offer benefits. FTC are usually longer term and offer candidate security and mirror a permanent employee salary. This also gives the employer a chance to assess the candidate before making permanent.
Interim marketers offer a great degree of flexibility, are available at short notice, will be experienced and able to hit the ground running. There is generally a 25% uplift on the equivalent perm salary to cover additional benefits/costs.
Marketing Moves offer both services, and can support and advise on whether FTC or interim would be more suitable and successful on a case by case basis.
We have an extensive and unrivalled network of tech marketing contractors and provide timely and effective contact service.
|UK Salary||USA Salary|
|Demand Generation Manager||£65,000||£100,000||$95.000||$120,000|
|Growth Marketing Manager||£70,000||£100,000||$65,000||$140,000|
|Regional Marketing Manager||£60,000||£90,000||$90,000||$115,000|
|Field Marketing Manager||£45,000||£85,000||$80,000||$120,000|
|Channel/Partner/Alliances Marketing Manager||£70,000||£120,000||$140,000||$160,000|
|Marketing Communications Manager||£40,000||£70,000||$75,000||$130,000|
|Director Public Relations||£80,000||£120,000||$145,000||$195.000|
|Customer Marketing Manager||£60,000||£80,000||$65,000||$110,000|
|Customer Success Manager||£60,000||£80,000||$95,000||$150,000|
|Internal/HR Communications Manager||£50,000||£80,000||$125,000||$145,000|
|Marketing Operations Manager||£60,000||£100,000||$80,000||$118,000|
|Director Marketing Operations||£80,000||£120,000||$145,000||$170,000|
|Revenue Operations Manager||£90,000||£150,000||$100,000||$165,000|
|Marketing Automations Manager||£50,000||£70,000||$72,000||$116,000|
|Digital Marketing Manager||£45,000||£75,000||$85,000||$120,000|
|Email Marketing Manager||£50,000||£70,000||$70,000||$100,000|
|Content Marketing Manager||£40,000||£80,000||$75,000||$105,000|
|VP Product Marketing||£100,000||£150,000||$165,000||$250,000|
|Senior Product Marketing Manager||£70,000||£120,000||$120,000||$160,000|
|Product Marketing Manager||£50,000||£100,000||$115,000||$145,000|
|Proposition Marketing Manager||£60,000||£80,000||$70,000||$120,000|
|Head of Marketing||£70,000||£120,000||$140,000||$230,000|
|Chief Marketing Officer||£150,000||£250,000||$300,000||$400,000|
|Director Demand Generation||£90,000||£120,000||$150,000||$210,000|
|Director Product Marketing||£90,000||£125,000||$140,000||$190,000|
|Senior Director Product Marketing||£100,000||£150,000||$175,000||$250,000|
By Mel Day, Marketing Moves CEO
As a specialist global tech marketing headhunter, Marketing Moves is uniquely positioned to advise our clients on the latest compensation expectations across every continent.
Working with our global team across the Americas, EMEA and Asia-Pac, we’ve compiled comprehensive salary guidelines to benchmark upper and lower salaries in the US and UK. These can be translated into local currencies upon request, as can more niche positions.
Salary surveys are a fine art, and there may be instances where reimbursement falls outside our guidelines. But with tens of thousands of tech marketing professionals registering with us since 1991 – each telling us what they expect to earn – there’s simply no other company in the world that possesses such accurate information as we do.
I hope you find the survey useful, and of course if there’s anything you need to discuss please do not hesitate to contact me.