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Chief Marketing Officer in Indianapolis, IN

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 Indianapolis, IN
165385 - 241288
Low
165385
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
198123
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
241288
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 143318 168295 192303 Marketing Director 105488 128283 159565 Product Manager 89968 115673 135073 Product Marketing Manager 87058 109610 132890 Marketing Manager 87543 104760 123675 Marketing Coordinator 48743 60383 73478 Brand Manager 78328 93605 112035 Project Manager 67415 80025 97000 Customer Experience Marketing Manager 57958 72750 87058 Market Researcher 57230 71053 87300 Media Director 94090 113733 132890 Media Buyer 59655 68870 83663 Media Planner 58443 67900 81480 Communications Manager 75418 88513 101850 Communications Specialist 52865 62323 75660 Event Manager 54320 66688 81965 Event Coordinator 42680 49470 57958

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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.