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Chief Marketing Officer

Chief Marketing Officer Job Description

The chief marketing officer (CMO) leads all aspects of, and manages the teams responsible for, a company’s overall marketing operations. The CMO must be knowledgeable of multiple specialized disciplines — both analytical and creative — including production, legal, financial and IT. This role requires excellent leadership, organizational and communication skills.

Typical chief marketing officer duties:

Overseeing brand and digital strategy, product development, advertising, promotions, and partnershipsReviewing and coordinating marketing budgets, campaigns and vendor contracts to meet organizational goalsTaking charge of sales, product management, customer service, customer retention and other functions

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Salary for Chief Marketing Officer
170500 - 248750
Low
170500
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
204250
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
248750
The candidate has extensive experience and advanced skills for the role, and may also have specialized certifications.
Projected salaries for related positions Job title Low Mid High Vice President of Marketing 147750 173500 198250 Marketing Director 108750 132250 164500 Product Manager 92750 119250 139250 Product Marketing Manager 89750 113000 137000 Marketing Manager 90250 108000 127500 Marketing Coordinator 50250 62250 75750 Brand Manager 80750 96500 115500 Project Manager 69500 82500 100000 Customer Experience Marketing Manager 59750 75000 89750 Market Researcher 59000 73250 90000 Media Director 97000 117250 137000 Media Buyer 61500 71000 86250 Media Planner 60250 70000 84000 Communications Manager 77750 91250 105000 Communications Specialist 54500 64250 78000 Event Manager 56000 68750 84500 Event Coordinator 44000 51000 59750

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Our starting salary projections come from a rigorous, multistep process so that our numbers accurately reflect the marketplace. They are based on actual compensation for professionals Robert Half has matched with employers across the country and third-party job posting data from Textkernel that we use to independently validate the salary levels. Starting compensation—pay for someone new to a role—can vary significantly based on a candidate’s skills, experience and certifications, as well as other factors including industry, company size and revenue, and demand for the role. To reflect this variability, we report our salary data in three levels: low, mid and high.