Marketing Jobs Over $200K

What a tangle.

The Bureau of Labor Statistics just revised its job numbers, and it turns out we’ve a million fewer jobs over the past year than previously thought: 911,000 to be precise. That’s not a small adjustment: it’s half the jobs we believed were created, now erased from the books.

The cuts were sharpest in the service sectors. Leisure and Hospitality came up 176,000 jobs short. Professional and Business Services missed the mark by 158,000. Retail fell short by 126,200, and even the Information sector saw 67,000 fewer roles than originally reported. Not exactly reassuring.

So where does that leave us? At Taligence, we focus on tracking job postings to understand demand. But on the supply side, things aren’t looking rosy. According to new Labor Department data, unemployment claims jumped by 27,000 last week, reaching 263,000 - the highest level since October 2021.

And there’s more: Challenger, Gray & Christmas reported that August brought the highest number of announced job cuts for that month since 2020. We’re only three-quarters through the year, and layoffs have already surpassed last year’s total, edging close to the million mark - territory we haven’t seen since the COVID peak.

But when things get murky, it helps to focus on what is measurable (thanks to our partner at Aspen Technology Labs) – the job postings for marketing talent.

This week, there are 33,692 in-house marketing roles available across the U.S., a modest year-over-year decline of 1.2%. On the other hand, demand for senior talent continues to head in the opposite direction. There are 4,377 director-level (and above) roles open right now, up 3.9% compared to this time last year. While the overall market remains relatively steady, it’s clear that companies are still investing in experienced marketing leadership.

Another bright spot. More than half (52.4%) of all listings now include pay details. The median salary for all marketing roles comes in at $84,999, while senior positions are offering a median of $150,498.

Median Salary by Seniority of Jobs

• Chief Marketing Officer: $249,995

• SVP/Head of Marketing: $196,498

• VP/Director of Marketing: $163,197

• Marketing Manager: $120,006

• Marketing Specialist: $70,002

Median Salary of Senior Marketing Roles in Top 10 Cities

Don’t forget, paid subscribers get the bigger list and access to 346 fresh postings above $200K and under thirty days old. You’ll find the full list at the end of the newsletter. If you're using Gmail, there’s a chance it’s been clipped halfway through (we do pack these things to the brim, and Google has its limits). Just scroll down and click “view entire message” to reveal the rest.

Still can’t see it? Drop us a line—we’ll sort you out.

Gecko sells wall-climbing robots, high-spec sensors, and an AI data platform. Buyers run plants, bases, and other big assets. The job of marketing is simple to say and hard to do, translate and prove.

The founders took it from dorm room to category. Jake Loosararian and Troy Demmer spun a senior project into a company in 2012 - 2013, then refined the first crawlers on boiler work. YC in 2016 gave them a bigger stage, and a decade of grind built a real business.

The seat is on-site, hiring in New York, Boston, Pittsburgh, and D.C. The brief is product-led. You shape launch stories, work closely with Product, Engineering, and Solutions, and are judged on adoption.

Scope is wide, and the pay is a bit lean for NYC and Boston. You steer narrative and go-to-market, set tone, and tune the tools that carry the story. The audience mixes technical and non-technical buyers. Clear, simple language wins. Eight or more years in PMM helps, with B2B SaaS or AI in the mix. You will hire, coach, and harness data to change buyer behavior.

Culture is mixed but workable. Glassdoor sits near 3.3 out of 5, with 54% willing to recommend and 74% CEO approval. Reviews praise the mission and peers. Friction shows up in leadership maturity, shifting focus, and some pay noise. Office-first rules the day.

Why now? Headcount is about 330, up roughly 23% year over year. The last head of marketing (per her Linkedin) moved in-house to sales ops, so context stays close while the chair opens for a builder.

If you’re in a hiring process, test three things. What share of the pipeline is marketing-sourced today? What does proof look like for the AI platform, and how is success scored? What the hiring runway is over the next two quarters?

Where would Taligence look if we had the mandate? Easy one - Dual-use and industrial AI, for example Anduril. Built-world software, for example Cognite and Samsara. Product Marketing Alliance for mid-senior PMM leaders.

If you want to help set a still-fluid category, AI for physical infrastructure, this is a live operator’s seat.

CMO Ladder readers with hybrid sales and marketing chops, this one is for you. Blommer is hiring a VP of Sales and Marketing in Chicago, hybrid. Base sits in the high $270Ks before incentives, a signal that this is a P&L-proximate seat.

The brief is clear as we see it. Turn a classic ingredients supplier into steadier, higher-margin growth. You will travel, maintain close relationships with plants, customers, and the parent, and partner closely with a newly hired SVP Commercial from Barry Callebaut.

Marketing here is functional and rigorous, not a snack wrapper. Raise consideration with food and confection buyers who care about cost, quality, and service. Thought leadership should feed the pipeline and stay grounded in what the plants can ship.

Culture is mixed, even for a manufacturer. Glassdoor hovers near 2.8 out of 5, only 30 percent would recommend and CEO approval is just under 50%. Read it as a plant-first shop that needs no nonsense execution.

Recent hires point to a firmer spine. Hugo van der Goes brings cocoa market depth and pricing rigor. Sales Director Jennifer Ward adds powder and ingredients execution. A Treasury leader from JPMorgan suggests tighter working capital, smarter hedging, and finance in every price and mix discussion, which is useful with tariff noise in the system.

The center of gravity is Chicago’s Merchandise Mart, alongside a 10,000-square-foot R&D center. Manufacturing runs across North America, with the historic Chicago plant closed in 2024.

If we had the brief, we’d tap talent from Chicagoland and the Midwest. Mars Wrigley, Mondelez, Ferrara, Ingredion, and Tate & Lyle.

If you like turning operational rigor into margin, and you can sell a story the plants can deliver, this is potentially a sweet match.

Uber Advertising is no longer an experiment - it has matured into a global retail media powerhouse with a $1.5 billion revenue run rate as of early 2025, growing 60% year-over-year. Its expanding ad suite includes programmatically available Journey Ads, Ride Offers that let brands fund rides as impactful incentives, and Uber Eats Sponsored Items flowing through marketplace partners like Instacart's Carrot Ads to extend CPG reach seamlessly.

This scale-enabled marketing leadership seat demands crafting a cohesive “why Uber Ads” narrative, slicing it into segment-focused campaigns for agency and enterprise clients, and delivering integrated GTM programs alongside Sales, Product, and Measurement teams with privacy and policy rigor.

Kristi Argyilan, a retail media veteran who joined in 2024, still leads Uber Advertising’s global efforts. Known as the ‘Godmother of Retail Media’, her proven focus combines strategic vision with operational discipline across commercial, partner, and product marketing functions.

Retail media is evolving beyond traditional store shelves into movement and meals, with Uber uniquely positioned at the intersection of location, frequency, and consumer purchase intent, a rare alignment of creative, data, and commerce.

Prospective candidates should be ready to discuss how to increase yield by refining partner mix, build robust incrementality research agendas, and equip account teams with enablement that shortens sales cycles.

If you have scaled platform marketing in retail media or marketplaces like Amazon Ads, Instacart, Walmart Connect, DoorDash, or sophisticated adtech and measurement platforms such as The Trade Desk or Pinterest and thrive in high-cadence partner collaboration, this is a clear runway to lead a household-name brand’s next retail media growth chapter.

This might also be a good one for some of my old buddies at WPP Media (formerly known as GroupM) as we held the Uber account at EssenceMediacom for several years and did some bloody good work for them.

Osano sells privacy and data-compliance software to companies that live with audits, subpoenas, and consent banners as part of daily life. Buyers are legal, security, and ops leaders who want fewer risks and cleaner records. As I see it, Marketing here turns rules and obligations into pipeline and renewals.

Head of Marketing is a full-stack brief. The seat sits close to the CEO, is U.S.-remote, and pays in the low to mid $200Ks before equity. You own demand, product marketing, and brand, and you are judged on qualified pipeline, win rate, and expansion. Success means simple claims that legal will sign, enablement that sales will actually use, and a content engine that helps customers pass audits without drama.

Why now? State privacy laws keep multiplying, and boards want fewer surprises.

What to sell if you’re interviewing for the role? If your messaging can convince both the general counsel and the CMO in one call, deals move faster and cost less.

I reckon they’re after a builder who can run paid, content, and events without losing sight of PMM basics. Tight offers that move trials to paid. Landing pages that pass legal review without killing conversion.

Where would Taligence go hunting if we had this assignment? Start with trust and compliance neighbors. OneTrust, BigID, and Vanta have leaders who speak both legal and revenue. Next up, we’d tap security and identity marketers who have sold into CISOs and CIOs and know how to write for risk. We’d seek operators who have shipped clear, compliant messages at speed and can work U.S.-remote without losing the thread.

If you enjoy translating policy into action and can simplify complex promises, this seat is a good fit.

Here are a few more roles that might just pique your interest:

THE NAUGHTY STEP

No, it’s not a company name (but it should be!). This week, we found time to revive a long-lost tradition. What is it? As most of our readers know, we focus our attention on jobs that are under 30 days old. It will come as no surprise that there are employers out there who have dysfunctional HR and Talent teams, low ethics, or are just fishing – who keep ‘live’ jobs up beyond 150 days with no consequences or legal recourse. What happens when this happens? Job seekers become increasingly skeptical and frustrated, eventually losing hope and faith. And it’s bad PR for the employers who should care (but often don’t realize or don’t care).

We consider it a public service to provide you with this week's list of companies that have had senior marketing postings live for over 100 days. Consider avoiding these employers, or for the brave amongst you, consider them the hottest opportunities; it all depends on your worldview.

As we are calling out some bad behavior by an employer here, this is also a good time to remind you of our legal disclaimer.

And should we keep this going? If you’re a fan of it, let us know.

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