Marketing Jobs Over $200K

The in-house marketing job market remains steady, phew. This week, there are 34,079 live roles across the U.S., a small uptick from the 33,692 posted two weeks ago. Compared to this time last year, though, that’s a 2.5% decline.

At the senior end, things look a bit brighter. Director-level and above roles continue to grow, with 4,389 listings currently live, up 1.8% year-over-year. While broader hiring may be cooling, demand for experienced leadership hasn’t lost its edge.

Salary transparency is improving, with 53.3% of postings now including pay information. Across all marketing roles, the median salary sits at $84,999. At the Director level and above, the number rises sharply to $151,819.

Here’s how it breaks down by title:

• Chief Marketing Officer: $222,009

• SVP / Head of Marketing: $195,946

• VP / Director of Marketing: $165,006

• Marketing Manager: $119,798

• Marketing Specialist: $70,002

When it comes to senior marketing salaries by city, San Francisco remains the leader. But Austin made a surprise move this round, clocking a median of $175,001, leapfrogging both New York and Los Angeles. Fewer of its listings include salary data, but those that do suggest some eyebrow-raising numbers. The jump appears to be fueled by openings at Culture Amp, Weedmaps, Orbis, and Procore. Some are posting salary ranges that stretch from $150,000 to $300,000. Make of that what you will.

Now, if we filter for the best of the bunch (marketing roles offering $200K or more, posted within the last 30 days), Director and Manager titles make up around 2/3 of the set. The rest is a mix of VPs and Heads of Marketing. Encouragingly, about half of these roles were posted in just the last two weeks, suggesting healthy momentum.

As for sectors, tech (esp. software) and healthcare continue to show strong demand for senior marketing talent.

Want access to the full spreadsheet of 350+ $200K+ roles, all posted in the past month? That’s available to paid subscribers. It’s updated every two weeks and costs less than $100 a year.

One last thing: while we surface these opportunities, *we’re not the hiring company, nor do we represent them. That said, we do occasionally reach out to employers to see if they’d prefer to run a more discreet search with us.

I just got back from a quick business trip via Brooklyn and Montclair, NJ. Both are food havens. After too many “second breakfasts”, WeightWatchers feels like the right place to start.

WeightWatchers is coming out of a hard reset. The company filed for Chapter 11 bankruptcy in May to shed approximately $1.15 billion of legacy debt, and its reorganization plan was confirmed in June. It kept the lights on for roughly three million members while doing so, and it is betting on the next leg, a digital product, plus a fast-growing telehealth arm tied to GLP-1s. That clinical line reported 57% year-over-year revenue growth, even as the broader business navigates churn and sentiment headwinds following a turbulent leadership transition last fall.

CMO Mike Amsel would make a VP of Lifecycle Marketing a priority hire because the business now runs on retention and lifetime value. It also fits his background. He led growth and CRM in high-volume subscription media, where cohorts and payback drive the plan.

This seat exists to turn costly GLP-1 growth and a mixed-tenure member base into real LTV. If this becomes your job, you will need to unify email, push, SMS, in-app, and clinic touchpoints into a single behavioral system that keeps people engaged and returning. Get lifecycle right, and the new balance sheet plus GLP-1 becomes a compounding engine. Miss it, and acquisition costs and drug-era swings drain margin before finance ever sees it.

And finance will be watching! Revenue fell to $786M in 2024 with -$346M net loss. Balance sheet showed $1.43B total debt before the 2025 restructuring.

Where would Taligence be looking for talent if we had this mandate? It’s interesting to note that Mike has been hiring from… Agencies. Jake joined in May from Publicis Media to take on a Growth and Forecasting role. Ayesha stepped into a Search / Performance role in March from GroupM. The London office has talent from IPG’s Kinesso. With that said though, I don’t see this hire coming from a Holdco Agency. For this Lifecycle role, I’d tap telehealth natives (Sequence, Ro, Hims & Hers) and top subscription apps (Audible, Duolingo) for VP Lifecycle/CRM/Retention and Growth owners of onboarding, win-back, and plan migrations. Adding in HIPAA-aware health players (Optum, CVS) and martech vendors like Braze, focusing on leaders who’ve built compliant, event-based orchestration makes sense to me.

If you’re a candidate being considered for this role, then open with a crisp 90-day plan that turns today’s GLP-1 and menopause momentum into measurable LTV, naming the two or three retention metrics you’ll move. Walk Mike through a simple member journey, from signup to reactivation, and the first experiments you’d run at each moment. Explain how you partner with product, clinical, and creative to keep messages accurate, empathetic, and fast, citing one real example where you protected trust while still hitting goals.

And congratulate them on the Queen Latifah launch!

This is a really well-written brief. I love the founding story as the lead, the clarity on data privacy, and all of the upfront. But I’d expect no less from a company selling HR-tech.

In 2025, public filings, especially from SaaS companies, I see a lot of them highlight the shift toward rolling forecasts and AI-driven scenario planning as core to CFO mandates. Workday and its Adaptive Planning suite are frequently cited in IR documents as strategic enablers for financial agility, real-time modeling, and better risk-adjusted decisions.

That’s why this role exists.

They carved Adaptive Planning into a dedicated business unit with its own GM, and it is now hiring a Head of Marketing to light the fuse. The unit claims more than 7,000 customers and roughly $600 million in annual revenue, which means this is not a “zero to one” opportunity, it is a scale and focus brief aimed squarely at the Office of the CFO. The timing tracks… Workday’s broader AI push and recent product cadence in planning, so the mandate here is to translate a mature install base and new AI features into pipeline, expansion, and real share gains against Anaplan, Pigment, and the rest of the FP&A pack.

Why this job matters now? Workday bought Adaptive Insights in 2018, but only recently formalized Adaptive Planning as a standalone, go-to-market unit with its own partner and product buildout. There is a fresh GM in-seat and parallel hiring for partners and ML product, which suggests a coordinated push on ecosystem and differentiation. Marketing’s job is to sharpen the story for CFO buyers, prove AI value without fatigue-inducing hype, and run a tight content-to-pipeline engine that lands net new logos while growing wallet share inside Workday customers.

What’s the real job? Build a small, senior team that can set positioning, run demand at speed, and arm sales with crisp financial outcomes rather than features. Prioritize partner co-sell. Then measure the work in CFO terms, pipeline quality, expansion rate, deal velocity by segment, and ARR from cross-sell into Workday’s core. The pay range, $205,200 to $354,000 base, signals a true owner role with board-level visibility.

Where would I fish? I’d prioritize leaders who have shipped category story and pipeline in planning or adjacent finance stacks, Anaplan, Oracle EPM, SAP Analytics Cloud Planning, plus the high-growth FP&A startups selling into mid-market CFOs. Add partner-led marketers from SI channels that already live inside the Workday ecosystem. Ideal candidates can talk to CFO’s pain in plain English, show a model for contribution to the pipeline, and have a plan to turn Workday’s AI narrative into credible, finance-grade outcomes.

If you caught my talk at the Ad Age business of brands last week in Chicago, my through line was [job market] uncertainty. So, it could be fun to be in a role wholly focused on a planful response to uncertainty itself – and this job presents a way to do exactly that.

Dutch started with a practical headache and a big market. The founder could not get timely care for his dog, so he built a service that lets licensed vets diagnose, prescribe, and ship meds to pet parents nationwide. Backed by Forerunner and Eclipse, the company now sells speed, convenience, and clinical guardrails to a category that is crowded, expensive, and often slow.

Why this job matters? Access is Dutch’s wedge, but trust and repeat care are the business. The CMO will turn a simple promise, fast care that is safe and compliant, into brand preference and a subscription that renews. That means a strong story for two audiences at once, pet parents who want help now and veterinarians who expect standards of care to hold.

What will you do if you land this role? Set positioning, voice, and a campaign spine that explains what Dutch treats, how prescribing works, and why adherence is higher when care is this easy. Own performance marketing across search, social, affiliates, and influencers, then prove CAC and payback with a dashboard the CEO reads without a tour. Pair with product so launches roll into the same narrative and lifecycle keeps consult, Rx, and follow-up connected. Build a small, senior team across brand, performance, creative, and lifecycle that ships every week.

Speaking of lifecycle… Dutch just strengthened its lifecycle bench. Brooke Oles joined in June from Waggle as Director of Lifecycle Marketing, so you will have a capable operator to run activation, reactivation, and referral while they set the broader story and media plan.

Where would Taligence go to hire for this role? We’d start with consumer health and telehealth operators who earned trust under rules and built subscription habit loops. Hims and Ro alumni are obvious. Add leaders from pet pharmacy and big e-commerce who know refills, logistics, and price elasticity, think Chewy and 1-800-PetMeds. I’d prioritize people who have scaled from early growth to national reach without burning unit economics.

What story do you tell if you’re interviewing for this one? Cut CAC while lifting repeat orders. Clear ownership of creative and media, and a plan for content that earns trust from vets. Highlight early-stage growth experiences – Dutch Pet is less than five years young.

Unqork was built for a very specific pain, big banking and finance institutions move slower than their customers because legacy systems are brittle and change is risky. Some of these platforms were built in legacy programming languages like COBOL which was invented in 1960 and resented pretty much straight afterwards when people realized it read like angry English. It was hated again around Y2K when every bank’s COBOL came due, and then a fresh wave in 2020 when states begged for COBOL devs to fix creaky systems.

This company sells a no-code platform to help banks, insurers, and governments ship secure workflows without adding to this kind of technical debt. That story lands now because modernization budgets are real and everyone is asking what AI can fix without breaking compliance.

Unqork’s ELT is delightfully non-standard: a founder-CEO who was a Fortune 50 CIO and, by multiple profiles, one of Citi’s youngest MDs; a President-COO imported from Google’s orbit; a Chief Trust Officer who celebrates ISO 27001 like a trophy; a General Counsel who is, yes, the CEO’s sister; and a Chief AI Officer who led IBM’s Jeopardy-winning Watson team.

If you get this job, your brief is to turn “no-code plus AI” into board-grade outcomes, fewer outages, faster change, and safer audits. A VP Marketing who can translate that into a simple category story and a repeatable partner motion will ride genuine demand. The near-term job is to sharpen the narrative for CIOs and risk leaders, then prove it with customer evidence that a CFO believes.

Where I’d go to hire this person? I’d prioritize operators who sold complex platforms into regulated buyers, think ServiceNow, Appian, Pega, OutSystems, Mendix, UiPath, MuleSoft, and the cloud partner ecosystems.

If you’re a candidate in the interview loop, focus on how you’ve run modernization narratives at banks or public sector integrators and turned case studies into deals. And talk about staff recruiting and retention! I noticed they’ve recently been losing talent in events marketing, product marketing, and growth/web strategy. Ouch.

Love the bold language in this one “US Healthcare is broken” – no sugar coating here!

Flagler Health is making its first marketing leadership hire, which tells you the company is shifting from product proof to market capture. The platform claims meaningful scale already, more than 1.5 million patients touched, and it sells a clean story to overloaded providers; automate workflows, engage patients at home, and improve chronic care. The risk in this category is hype and sameness, so the job is to turn AI talk into buyer proof that a CFO and a CMIO can agree on.

The brief is full-stack with a center of gravity in product marketing (the prevailing trend of both 2024 and this year). Your first 90 days are about crafting a single, durable narrative that sets Flagler apart from every “AI copilot” in the expo hall, followed by a content spine that drives deals, case studies, one-pagers, executive memos, and short videos showcasing the time saved and dollars protected. After that, stand up a demand engine that lives inside sales, ABM on named health systems and payer lines, simple measurement, CAC, LTV to CAC, MQL to SQL, and one dashboard the CEO reads without a tour guide.

Why this hire matters to them now? A freemium motion in healthcare only works if you convert pilots into enterprise agreements and expand by service line. That means clear buyer maps, clinical and financial outcomes in plain English, and tight enablement so reps can win committee meetings. Do this well and the model compounds. Miss it and you become another lighthouse logo graveyard.

Where would Taligence go if we had this recruiting mandate? We’d target hands-on leaders who’ve built clear stories and real pipeline in plain hospital ops, care-team coordination, remote patient programs, insurer member engagement, and integrations with electronic health records. The best résumés might feature places like Awell, Memora, Cadence, Innovaccer, ServiceNow Healthcare, and UiPath Healthcare.

What would I be looking for on a screening call? How their work made or saved money, not just drove clicks. Did they build simple tools that helped reps close faster, and can they explain, in plain English, how they’d get a hospital to yes….

And if you’re a candidate showing up to an interview for this one, I’d highlight three things. Ownership of sales enablement that moved close rates. Familiarity with health system procurement (and how to keep momentum going through it) and a point of view on when freemium helps and when it stalls.

Here are a few more roles worth a proper look:

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