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Chief Marketing Officer in Minneapolis, MN

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 Minneapolis, MN
182435 - 266163
Low
182435
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
218548
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
266163
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 158093 185645 212128 Marketing Director 116363 141508 176015 Product Manager 99243 127598 148998 Product Marketing Manager 96033 120910 146590 Marketing Manager 96568 115560 136425 Marketing Coordinator 53768 66608 81053 Brand Manager 86403 103255 123585 Project Manager 74365 88275 107000 Customer Experience Marketing Manager 63933 80250 96033 Market Researcher 63130 78378 96300 Media Director 103790 125458 146590 Media Buyer 65805 75970 92288 Media Planner 64468 74900 89880 Communications Manager 83193 97638 112350 Communications Specialist 58315 68748 83460 Event Manager 59920 73563 90415 Event Coordinator 47080 54570 63933

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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.