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Enter your city to see salaries tailored to your local market. Starting salaries can vary significantly depending on your skills and experience, the size and sector of the organisation, and the demand for the role in your area. The city you choose reflects not only the urban centre but also the surrounding region.
Digital marketing and advertising Marketing and public relations Design and production - Digital Creative and content
Position title 25th percentile 50th percentile 75th percentile Chief Digital Officer (CDO) 103000 125000 147000 Head of Digital 79000 85500 106250 Digital Marketing Manager 40000 51500 63750 Marketing Automation Manager 37250 45000 59500 Digital/ Insights Analyst 32250 41750 59000 SEO/ PPC Specialist 33000 40500 56750 Social Media Manager 30000 37000 56500 Marketing Automation Specialist 31500 35500 40500 Digital Marketing Executive 26250 30000 35000 Social Media Executive 26500 29000 32000 Digital Marketing Assistant 24000 26000 27750 Social Media Assistant 24000 26000 27750
25th percentile
The candidate has little or no prior experience in the position and is still developing relevant skills.
50th percentile
The candidate has an average level of experience and has most of the necessary skills.
75th percentile
The candidate has above-average experience, has most or all the necessary skills, and may have specialised qualifications.

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Next-gen skills fuel marketing team growth

26% of businesses plan to grow their marketing teams, focusing on roles and skills that blend digital expertise and AI-driven capabilities to futureproof operations. Social media Marketing Design and creative Advertising Social media Graphic design Data analysis Generative AI use

Scarce skills, stronger offers: the marketing hiring equation

69% of marketing and creative hiring managers are willing to pay higher salaries when a candidate possesses highly specialised skills. Video editing Graphic design Project management Copywriting Digital marketing platforms AI content tools Graphic and UX design Video editing and production
Hybrid work continues to dominate in marketing and creative fields, yet many professionals would accept a return to the office – provided the salary reflects the shift. For employers aiming to boost in-person collaboration, idea generation and campaign agility, pay flexibility may help tip the balance. However, creativity thrives on freedom, so any move toward office-based models must be clearly positioned as a value exchange.

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of marketing and creative professionals say they’d be willing to work fully in-office if offered a higher salary of marketing and creative professionals say they’d be willing to work fully in-office if offered a higher salary

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of those said they would want a salary increase of up to 20% to work in-office of those said they would want a salary increase of up to 20% to work in-office

Top certifications, industries, in-demand roles

Professionals who hold relevant certifications are well positioned to earn higher starting salaries, especially in areas with active job growth and need for specialist knowledge. Below are some leading qualifications. CIM Google Ads certifications Adobe qualifications Institute of Data and Marketing (IDM) qualifications
Firms operating in these sectors are hiring for marketing and creative talent the most and often pay above average for the right experience and qualifications. What’s more, they typically provide clearer routes to progression and salary increases. Business Services IT Manufacturing / Industrial Facilities Trade / Retail Education / Research
With demand for specialist skills accelerating, businesses must keep pace with the roles set to define the workplace in 2026. Understanding where hiring demand is intensifying supports smarter, more strategic workforce planning. Marketing Manager Digital Marketing Manager Marketing Assistant Social Media Manager Marketing Executive

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Career and salary guidance for today’s marketing professionals

The salary benchmarks listed in the Salary Guide From Robert Half are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and over 350k third-party job posting data from Textkernel that we use to independently validate the salary levels. Non-salary data referenced in this Salary Guide is based on an online survey developed by Robert Half and conducted by an independent research firm. During June and July 2025 Robert Half commissioned research amongst 1,500 respondents using an online data collection methodology. The respondents represent 500 hiring managers and 1,000 workers in finance and accounting, IT and technology, administrative and office support, marketing and creative, and legal, risk and compliance. Respondents are drawn from a sample of SMEs to large private, publicly listed and public sector organisations across the UK.