Managers are looking to expand their marketing and creative teams to help move new projects forward while easing the risk of employee burnout. But the hiring market remains competitive, especially for staff who can handle digital initiatives. To keep projects in motion, employers are engaging talent solutions firms to access skilled contract professionals. This variable staffing model is an especially attractive option for managers navigating budget constraints.
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25th Percentile 50th Percentile 75th Percentile
New to the role, with little or no experience; requires more than casual instruction or supervision to perform day-to-day duties
Has the experience to consistently perform core responsibilities without direct supervision; very comfortable with processes and subject matter associated with the role
Value to the organization goes far beyond the ability to perform normal job duties; has rare qualifications that enable consistent contribution in unique ways; ready for next career level when available
Marketing and creative departments are hiring, and the competition for talent is intense. In a Robert Half survey, 63% of marketing and creative managers say they are hiring for new roles, and 35% say they are recruiting for vacated roles. Yet 94% report challenges finding skilled talent, especially for marketing and UX design roles.
Company growth Company growth

Employee turnover Employee turnover

Need for new skills Need for new skills

Marketing
automation Digital marketing
strategy Marketing research
and analytics Creative
development
and art direction Social
media Graphic
design Marketing
automation Digital marketing
strategy Marketing research
and analytics Creative
development
and art direction Social
media Graphic
design
Flexible work options are popular among marketing and creative professionals. Companies that don’t offer either remote or hybrid arrangements often face greater hiring and retention hurdles.
of managers say a strong job candidate had turned down an offer because remote work wasn’t allowed.

of managers say a valued employee had quit because remote work wasn’t allowed.

of professionals say they would like a salary premium (a 17% increase on average) if required to come into the office full time. of professionals say they would like a salary premium (a 17% increase on average) if required to come into the office full time.

Managers who must address workforce gaps often turn to contract professionals to complete projects that have stalled due to understaffing. This variable talent model is especially helpful for leaders with budget constraints or those who otherwise don’t want to add to their headcount.
Digital marketing Non-digital
marketing Advertising Design and
production Content
development UX/UI design Digital marketing Non-digital
marketing Advertising Design and
production Content
development UX/UI design
To reduce costs, some organizations are cutting back on benefits and perks. But at a time when 4 in 10 professionals prioritize non-salary compensation, this could jeopardize building and maintaining strong teams. of marketing and creative job seekers are looking for better benefits and perks.

see benefits as a top consideration when applying for a job.

How do we determine our salary figures? See our methodology. The salaries listed in the salary tables represent starting compensation only, meaning pay for someone new to a company in the position listed. Our estimates do not include bonuses, benefits or perks. We report salaries in percentiles and ranges, recognizing that professionals join companies at varied experience levels. Other data referenced in this Salary Guide is based on online surveys developed by Robert Half and conducted by independent research firms. Respondents included hiring managers and employees from small (less than $50 million in revenues), midsize ($50 million to $1 billion) and large ($1 billion or greater) private, publicly listed and public sector organizations across the United States.
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