Marketing Jobs Over $200K

Our dedication to you, dear reader, is absolute. We are writing this from Beijing, China!

After we arrived, we quickly realized [remembered] that there are two internets. Notably, the Chinese version is behind the Great Firewall, restricting access to many sites, including Beehiiv, where we produce this work.

For a few horrific moments, we felt we would, for the coming 3 weeks, fail to honor our faithful subscribers with updates. This was anxiety-inducing, as we know many of you are in job-search mode, or are at least job-curious, and rely on our data and insights. Our paid subscribers would miss out on the spreadsheet of 350+ listings featuring top marketing jobs paying a median salary of 200K or higher, listed in the last 30 days.

Before we solved the issue, I noticed the usual bathroom items in our cosy hotel room in a Courtyard at 南锣鼓巷 were festooned with the phrase: “cease to struggle, cease to live” - this reminded me that life is beset with hurdles and navigating them is part of what brings us all joy and a sense of achievement.

After failing to get a working VPN running [looking at you, NordVPN] Astrill stepped up and did the job. Thanks, Astrill friends!

There are 34,906 marketing jobs up for grabs this week in the U.S., a slight uptick from 34,518 just two weeks ago, and a 0.9% increase compared to this time last year. Modest growth overall, but things remain interesting at the senior end of the spectrum. Director-level roles and above - what we classify as senior marketing positions - have risen by 8.9% year-over-year, comfortably outpacing the rest of the market. It’s a clear sign that demand is leaning toward experienced, specialized talent.

More than half of all marketing roles now include salary information, which is helpful if you're weighing your options. The median salary across all levels sits at $84,999, virtually unchanged from two weeks ago. For senior roles, the median jumps to $154,991.

Here’s how the numbers break down by seniority:

• Chief Marketing Officer: $222,009

• SVP/Head of Marketing: $200,002

• VP/Director of Marketing: $165,006

• Marketing Manager: $122,450

• Marketing Specialist: $70,502

Median salary in top hiring cities:

American farmers in 2025 are standing at the edge of a perfect storm of policy failures, climate denial, labor shortages, and economic pressures threatening to unravel the backbone of U.S. agriculture. Soybean exports, a key agricultural commodity, have been slashed nearly in half this year as overseas buyers pull back amid tariffs and trade tensions. Meanwhile, critical weather warning systems are being dismantled, leaving farms exposed to increasingly erratic and destructive weather fronts. The federal government’s shutdown has further compounded the crisis, halting vital USDA services, disaster relief, and sustainability programs. At the heart of this turmoil: a vanished labor force, as undocumented agricultural workers, who represent up to 70% of the farm labor pool are being sent home with no clear replacements in sight.

Into this breach steps Seso Inc., on a mission to modernize the farm back-office and solve agriculture’s labor crisis with cutting-edge, software-enabled solutions. Think Workday but for Farming.

Their platform automates the complex H-2A visa process, turning a regulatory minefield into a compliant, predictable labor supply. But to succeed in this tough environment, Seso needs more than a savvy marketer with years of B2B SaaS experience.

We reckon it needs someone who cares passionately about the customer problem, who can relate to the ICP in meaningful ways. It needs a VP of Marketing with a rare kind of magic; the ability to cut through skepticism, tighten trust, and convince cautious farmers to invest in tech that could secure their very survival.

Farmers don’t part with their hard-earned money lightly. They operate on thin margins and a strong dose of tradition, often wary of tech that promises more hassle than payoff. The right marketing leader at Seso will tell stories grounded in the real, raw pain points farmers face and demonstrate how Seso’s platform creates stability and growth.

This role demands marketing alchemy: blending hard ROI proof with deeply authentic storytelling; weaving strategic partnerships with trusted ag advisors and government programs; and speaking the language of farming communities with cultural fluency and respect.

Seso’s VP of Marketing will lead a team to execute growth programs across paid media, ABM, customer advocacy, and brand narrative to position Seso as the essential labor solution in a nuanced and problematic agricultural landscape.

With $60M raised from top-tier investors and accolades like Forbes Rising Stars, Seso is poised to revolutionize farm labor management, but success depends on you. Marketing with vision, grit, and an unflinching commitment to solving one of America’s most urgent crises. It looks like a great place to work - Seso reviews land near 4.1 stars on Glassdoor with real pride in purpose and remote culture, offset by tech debt and pace that feels hot. Repview offers a Sales-org lens: 3.7/5 overall with a strong ~84.7 score and about 52.5% of reps hitting quota. Useful context for a marketing lead….

If Taligence had this recruiting brief, we’d target talent at AgTech startups like Farmers Edge, CropX, and Granular who know farming pain points. Someone like Shane Thomas, who emphasizes that "marketing isn’t a department, it’s the strategy." He advocates for brand trust and authentic storytelling, recognizing that farmers respond better to real, messy, honest voices over polished corporate messaging.

We might target marketers at labor marketplace companies like Fiverr and UpWork, Beeline and Workrise, who operate at the intersection of labor supply, compliance and tech. We’d poke around in B2B marketing agencies like Bader Rutter who are ranked the top agricultural marketing agency in NA, a powerhouse that counts John Deere, Corteva and McCain Foods as clients. Signal theory has good talent focused on food and animal health. Gorilla76 count clients in industrial equipment and construction, and Hexagroup operate in energy and heavy equipment, so we’d look there too.

If you’re a marketer who can marry tech innovation with agricultural realities, and you’re driven to champion American farmers’ toughest challenges with creative, authentic, and results-driven campaigns, you might just be the leader Seso needs to join this mission.

Posted earlier this year in January, this job just popped up again on our feed. LG is shifting from sell-in to sell-through. This mandate as we see it? Grow owned e-commerce and first-party data across premium TVs, appliances, and the webOS footprint. The position sits under a global brand with real budget and real hierarchy, which can mean long hours and top-down decisions. If you land this role, you get scale, a famous logo, and approvals that move in puzzling steps.

They are hiring for this role in this timeline because OEMs are pulling more demand to their own sites to keep margin, own the customer, and unlock post-purchase revenue, warranties, parts, accessories, and app tie-ins. The channel isn’t going away, Best Buy and Amazon still matter for reach and retail media, so the strategy is more direct, not only direct. LG’s North America CMO has been public about building a Smart Life ecosystem, using ownership and practical AI to turn devices into an ongoing relationship. This role is essentially the revenue engine for that bet.

What you’ll actually do? Build an audience and measurement spine that connects media, product pages, CRM, and the TV home screen. Make search, social, programmatic, affiliates, and email work as one system, then pay only for what moves units and sign-ups.

Focus on CAC to payback, owned e-comm revenue, attach rate on warranties and accessories, app registrations, and repeat purchase. Your biggest lever is creative (I reckon powered by Agency HSAd) and testing at speed (DCO and PLA are tools, not the story). Your biggest constraint is approvals across a global matrix. Win by bringing fewer, better experiments with clear upside and agreed guardrails.

If Taligence had this search, we’d be shortlisting operators who have shipped growth at Asian-owned hardware brands, such as Sony, Samsung, and Lenovo. Agency Performance leaders from Cheil, Starcom, (Team Samsung), or EssenceMediacom (Team Dell) who have lived inside global device cycles will also translate.

If you’re interviewing, show how you will help more people buy on LG.com and sign into the app. Bring a one-page weekly plan that says what you’ll test, what you’ll ship, and what you’ll kill, two variants on every ad, tight product-page updates, clear emails, and a TV home-screen slot that invites sign-ups. Ask who approves spend, whether you control the email list and the TV surface, and the current sign-up rate. If you can reduce approval hops and prove lift in 30 days, you’ll earn the rope to scale.

(We got to Beijing via a stop in the wonderful city of Tokyo, so it feels right to include a Japanese employer in our picks this week)

Sega wants a bridge. The remit is to translate Japan Studio roadmaps into Western growth for live service titles, then keep those players coming back. The chair sits between product, user acquisition, creative, and community, with hands-on launch plans and live ops calendars. It is a strategy job that rewards operators who can turn game updates into measurable lifts in revenue and retention, not just noise on social.

Why does this job exist today? Sega is leaning into GaaS (Games as a Service) where marketing is part of the product loop. The winner here will treat creative, offers, and content beats like features, launch them with intent, then cut fast when they stall. Success means clear data linking acquisition to retention and steady growth in purchases. You’re also the cultural bridge, aligning Japanese and Western expectations without losing the studio’s unique voice.

The real job? Nail positioning, own go-to-market plans, and sharpen launch support. Spend smart with UA, sync community and CRM, and juggle time zones and opinions. Win by showing a clear plan: what you’ll test, ship, stop, and how it drives portfolio goals. There’s work to do here to build a culture people love and infuse a little HQ magic. Sega’s U.S. arm reads close to 3.0 on Glassdoor, with only ~4 in 10 recommending, while Tokyo trends much higher.

If Taligence had been retained to fill this role, we’d follow the routine they’re already on. The marketing team has been hiring from Tencent, Crunchyroll, and Square Enix. Do you need Games industry experience to work in a place like Sega? My view is no. You don’t need a 2,000-hour Steam backlog and 140hrs+ in League of Legends to qualify, but you do need to speak player language, understand live-service funnels and retention, and be comfortable building with devs.

If you get into the interview loop, remember this. Experience inside Japanese or other Asian publishers will help, but clear cross-cultural communication and calm project control matter more. If you have mentored small teams and can present a dashboard that keeps attention - you might just be marketing Sonic the Hedgehog soon!

For the uninitiated, Olaplex is the Santa Barbara-born prestige haircare company behind the original bond builder, a science-led system used by pros and consumers to repair and strengthen hair.

Olaplex is rebuilding the franchise around science with feeling. Reading between the lines of the job post, they require a brand system that turns lab credibility into desire across Wash Care, Styling, and limited Seasonal plays. Get this role and you own the portfolio story, how categories ladder to the master brand, and how pros and consumers see one company, not three silos.

The real job? Own the brand’s core belief, prove it with clear evidence, and pace campaigns throughout the year. Keep messaging simple so that creative and media can execute. Balance professional credibility with mass appeal. Stay aligned with sales and finance on timing, supply, and budget. And be prepared to be a beacon of building great culture and engagement in your team - Olaplex reads as a 2.8-star employer on Glassdoor with ~4 in 10 willing to recommend, dragged down by layoff fatigue.

Where would I be hiring if I had this recruiting assignment? Essential shortlisting would feature from the hair core that blends pro credibility with consumer scale, Kérastase, Redken, L’Oréal, Wella Professionals, GHD and K18. I’d add prestige indies with usable toolkits, Living Proof, Amika, Ouai, and Moroccanoil. Backups would include engineering-led beauty that delivers visible proof points, Dyson Hair, Shark Beauty, plus Sephora and Ulta brand teams for global-to-local muscle.

For a more contrarian pick, I’d look just outside hair; Allergan Aesthetics, Galderma or Align Technology. Possible creative leads who built durable beauty masterbrands at big agencies.

But what is more important than where you’ve worked is what you’ve done. My scorecard would assess how you’ve shipped work that reads clinical and warm, then backed it with numbers, repeat purchase, franchise mix, and contribution, not just brand lift.

Our top tip for applicants in the loop - read the room. SVP Caitlin Murtha, who I assume is the hiring manager, signals a people-first, low-friction style that values empathy, clarity, and conviction.

“You don’t need to check every box, you need to know what you bring and lead from that place.”

I wish all hiring managers thought like this. Translate that into a one-page blueprint that shows how you create space for teams, remove blockers, and turn great thinking into results and you may be able to travel into this role from an adjacent industry vs an obvious choice.

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