Marketing & Digital salary insights

Recruitment activity remained buoyant in marketing and digital throughout 2017-18 across all functions and industries.

Marketing & Digital Insights AU

A key trend was the shift towards flexible workers for roles at all levels as employers undertook more project-based work, sought cover while a permanent staff member was sourced or bridged skill gaps in their teams.

This focus on temporary and contract employees will continue throughout 2018- 19 across marketing and digital. 

Digital transformation was the other key trend evident across the public and private sectors, which increased vacancy activity for Digital Project Managers for contract roles and Content Managers and Specialists.

Candidate shortages in these areas saw organisations compete for the top talent. Rather than increase salaries though, employers improved their recruitment process and speed to hire to secure high performers. With demand expected to remain high in 2018-19, employers with strong employee value propositions who move through the recruitment process swiftly will secure the top talent in this field.

In other areas of demand, e-commerce candidates are sought in the retail sector to help in-house teams meet high online revenue targets. While this will continue throughout 2018-19, salaries will remain stable since the supply of suitable candidates currently matches demand.

Digital Insight Managers are in high demand too, with typical salaries increasing in response to the shortage of candidates. This demand will continue over the next 12 months as businesses increasingly use big data and consumer insights to grow engagement and sales.

The rise of multiple and specialised digital channels in marketing teams across all sectors created demand for hybrid Marketing Managers, Senior Marketing Managers and Digital Marketing Managers with a blended generalist and digital skillset. These candidates can create and implement strategies for their teams without relying on digital agencies. Given demand, salaries have increased for such hybrid candidates.

Demand for Marketing Communications specialists has also increased in all sectors, particularly the public sector, with salaries and rates rising to attract talent. Temporary Graphic Designers in the public sector have been in greater demand too as government agencies aim to improve engagement with the public by enhancing their websites and digital applications.

Fundraising candidates will remain in demand, and overall packages in the not-for- profit (NFP) space have improved to match the increasing desire for commercially-focused candidates who would otherwise earn more elsewhere. 

Marketing Executives and Assistant Brand Managers with strong experience in inventory and product management will be in high demand also, with SMEs competing with large corporates for these candidates. This demand is partially being met by agency candidates looking to move client-side who have strong deadline and stakeholder management skills. Despite demand, salaries remain steady since agency candidates earn more simply by moving across into the commercial sector.

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