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Chief Marketing Officer in New York, NY

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 New York, NY
232733 - 339544
Low
232733
The candidate is new to the role or has limited experience and is building necessary skills.
Mid
278801
The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.
High
339544
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 201679 236828 270611 Marketing Director 148444 180521 224543 Product Manager 126604 162776 190076 Product Marketing Manager 122509 154245 187005 Marketing Manager 123191 147420 174038 Marketing Coordinator 68591 84971 103399 Brand Manager 110224 131723 157658 Project Manager 94868 112613 136500 Customer Experience Marketing Manager 81559 102375 122509 Market Researcher 80535 99986 122850 Media Director 132405 160046 187005 Media Buyer 83948 96915 117731 Media Planner 82241 95550 114660 Communications Manager 106129 124556 143325 Communications Specialist 74393 87701 106470 Event Manager 76440 93844 115343 Event Coordinator 60060 69615 81559

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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.