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Chief Marketing Officer in Chicago, IL

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 in Chicago, IL
213125 - 310938
Low
213125
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
255313
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
310938
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 184688 216875 247813 Marketing Director 135938 165313 205625 Product Manager 115938 149063 174063 Product Marketing Manager 112188 141250 171250 Marketing Manager 112813 135000 159375 Marketing Coordinator 62813 77813 94688 Brand Manager 100938 120625 144375 Project Manager 86875 103125 125000 Customer Experience Marketing Manager 74688 93750 112188 Market Researcher 73750 91563 112500 Media Director 121250 146563 171250 Media Buyer 76875 88750 107813 Media Planner 75313 87500 105000 Communications Manager 97188 114063 131250 Communications Specialist 68125 80313 97500 Event Manager 70000 85938 105625 Event Coordinator 55000 63750 74688

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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.