This week, there are 37,703 marketing jobs live in the U.S., up 11% from the same week last year. Of those, 5,185 are senior marketing roles (Director level and above), up a healthy 15.9% year over year. So, despite all the gloomy headlines about the job market, things look rather lively for marketing professionals, especially those further up the ladder.

Salary transparency is also improving. This week, 58.7% of job postings disclose pay. The median advertised salary across all marketing roles is $93,600, while senior marketing jobs command a median of $157,498. Will we see 60% by year-end?

Here's how the numbers break down by seniority and across the country's busiest hiring markets.

Median Salary by Seniority

Median Salary Across Top Hiring Metros

Now, onto this week's jobs.

My little tour of the job market this week took me from Tom Siebel's wounded pride to the sponsored rubbish lurking beneath your favorite news articles. Neither was particularly uplifting. But then I came across a company trying to give us a few more precious years with our dogs, and that cheered me right up.

Three very different businesses, three senior marketing jobs, and advertised salaries ranging from $275,000 to $500,000. All rather interesting opportunities, though each raises a few questions I'd want answered before I'd even agree to an interview.

Let's take a look.

I remember when knowing how to configure Siebel could earn you £100,000 a year in England.  I made good money recruiting those people in the early 2000s, when many businesses still didn't know what CRM stood for. Contractors with just one or two years’ experience were doing very nicely indeed.

Tom Siebel built the company behind that software. Siebel Systems helped large businesses manage their sales and customer relationships (long before Salesforce existed), and Oracle agreed to buy it for $5.85 billion in 2005. He had built a rockstar tech company and sold it.

In 2009, he founded C3, the business now called C3 AI. Its software helps companies predict equipment failures, plan production and manage inventory. Think steel mills, utilities and large industrial operations. Nucor has been using its applications across steel facilities. There is a proper business here, even if you’ve probably never heard of it.

C3 had years to prepare for the AI boom, a founder who knew how to sell enterprise software and access to the people who buy it. Yet its revenue for the last financial year was $250 million, and it expects between $210 million and $240 million this year.

Meanwhile, Databricks, which helps companies work with their data and build AI applications, reported a $5.4 billion annualized revenue run-rate in February, including $1.4 billion from AI products. The businesses and measures differ, but there is clearly money being spent on enterprise AI, just not much of it is going to C3 AI.

And now C3 wants a Chief Marketing Officer.

The brief asks for someone “visionary and execution-oriented” who will establish C3 AI as “the only true Enterprise AI platform”, distinguish it from “the noise of the broader market” and position it as the “adults in the room”. Siebel hosted a Trump fundraiser in September 2024, and C3 AI itself contributed $1 million to Trump’s 2025 inauguration. I have some doubts about their judgment on the “adults in the room” question.

I snickered at the idea of a “one true platform” for enterprise AI. Hubris and horseshit given how the company is performing. Buyers have other options and perfectly good reasons to consider them. A CMO needs to understand those reasons. This brief already seems rather offended by them.

Some of the marketing mishaps are visible in its own filings. The company traded as C3 Energy, then C3 IoT, before becoming C3 AI in 2019. It admits the IoT name confused customers, who thought it manufactured sensors and devices. Years into the business, buyers were still confused.

The sales organization also needed rebuilding. In September 2025, Siebel said a reorganization had disrupted performance. He also said his health had prevented him from participating as actively in sales, and that his involvement had been more important than he realized. The business should have been able to cope.

Siebel returned as CEO in May this year. Founder is back and big mad. He described recent sales performance as “entirely unacceptable, to the point of surreal”. If I heard my old/new boss say that in public and I was the growth officer, my resume would already be prepped.

There are some signs of recovery but the company has also materially reduced advertising and other discretionary marketing spending. The new CMO inherits those cuts.

Who would be good at this job? Someone who has the stomach to tell Siebel when the problem concerns the product, the price or the way it is sold, and get him to accept that some of it may need changing. You would need a high tolerance for difficult conversations with a founder who has already built a much bigger business and may feel he has heard quite enough advice on why round two isn’t working.

If you’re interviewing for this one, explain how you kept working through that friction for several quarters. Being willing to challenge a founder once is easy enough. Having the patience to revisit the same disagreement without losing your temper or giving up is going to be hard.

You would also need to rebuild confidence in the team. I would expect repeated restructures and public criticism of performance to have left some people feeling burned out. They will need achievable priorities and some evidence that their work is making a difference.

They obviously believe a help-wanted posting is the answer, and not a search firm – but If I had this brief, I’d talk to Jennifer Johnson, now CMO at CrowdStrike. Her experience at Tanium, Tenable and Amplitude gives her a strong background in positioning complex software and building demand. I would ask who she rates for a turnaround with this much founder involvement.

I remember recruiting for BroadVision in those early days of making money placing Siebel consultants. Its e-commerce skills were lucrative, and it felt like a company with a huge future. It eventually entered Chapter 11 in 2020. Being early to a large market gives you a chance, but you can still miss the shot.

C3 is offering $350,000 to $500,000 in base salary, plus equity, with 5 days a week in Redwood City. Insisting on 5 days in person will shrink the candidate pool and is likely to make it more male.

There is plenty here for a marketer who enjoys a difficult turnaround. I would spend a lot of time with Tom before accepting, to understand what he thinks has gone wrong. You need to know whether you could tolerate having that conversation every week.

Innocently browsing online. You finish reading an article, and there it is. A grid of sponsored, glowing, magnetic rubbish inviting you to discover some celebrity’s downfall, botched plastic surgery, a miracle health trick or something apparently being kept from you by doctors (the one trick they hate).

I have always despised this part of the internet. It makes publishers look desperate and leaves readers trying to work out where journalism ends… and the shit begins. If you ever clicked on some bottom page slop by mistake, you felt you needed to wash your Chrome tab in hot soapy water.

Outbrain built a lucrative business around sponsored recommendations on publisher websites. It bought Teads for roughly $900 million in February 2025, and the combined company took the Teads name. It now wants to be known for advertising across connected TV, mobile and the web.

Their old business is under pressure, and I won’t shed a single fucking tear. Teads says AI-generated answers and summaries are reducing visits to publisher sites, which means fewer opportunities to sell advertising in those feeds. Less of that rubbish would be a win for the internet. There is plenty to worry about when AI takes traffic from good journalism. I can find considerably less sympathy for the sponsored slop train waiting underneath it. For all the discussion about LLMs, answer engines and how to get your brand mentioned by them, this is one consequence I can live with. If somebody gets an answer without having to navigate a page full of misleading invitations to click elsewhere, their day may have improved.

AI doesn’t explain all of Teads’ problems. The company also cites competition for advertiser spending and says some revenue loss followed its own efforts to improve marketplace quality. I’m glad they are doing that. I would also like to know what kind of abomination they were previously willing to accept.

Total revenue fell 17% in the second quarter of 2026. Connected TV revenue grew 67%, but it accounted for just 13% of the total, so even that growth could not offset the decline elsewhere.

Which brings us to the job. Teads is hiring a VP of Global Product Marketing, Enterprise, to make CTV a primary source of growth and persuade advertisers to buy more of its wider offering.

The TV business includes advertising on smart-TV home screens as well as within streaming content. It has renewed its exclusive LG partnership across Europe and Asia-Pacific and added TiVo home-screen placements. Those are concrete places to reach viewers.

Whether CTV can save the business depends on how much advertisers value what Teads adds. Access to ad space starts the conversation. The buyer still needs a reason to put more money through you, and evidence that doing so will boost a campaign.

That’s what makes this job brief important. Make CTV an entry point into the broader platform. Someone who buys TV advertising should then see a reason to buy mobile and web ads through Teads too. A harder proposition than putting all 3 in a sales deck and calling it “omnichannel”

The person taking this job will lead 4 or 5 product marketers across France, London, US, Israel (most of whom are tenured and most from Outbrain) and report to the SVP of Client Solutions & Strategic Products. The boss is noted industry star Alena Morris who joined just recently after a short stay at Kargo and a longer one at Pubmatic where she did a very similar job to the one she is now recruiting for. Her own brief boils down to just four words “Turning innovation into revenue”

Neat-o. You will own positioning, commercialization, competitive intelligence and sales enablement across global markets. That is a lot of work for a small team that is getting used to being Teads people, particularly when the company is trying to change what buyers associate with its name.

I would look for someone who has sold advertising technology to agencies and understands the dark magic of how TV budgets get allocated. The brief explicitly asks them to find out why deals are won or lost and feed that back into product decisions. Good. They will need those answers.

In the interview, be sure to ask Alena where she stops and you start in terms of the RACI. That’s a small but crucial detail to prevent any misunderstandings down the track.

The compensation is $300,000 to $365,000 including on-target earnings, with 3 days a week in the New York office. Ask how much is guaranteed and what determines the rest.

I would be quite happy to see less of the old Outbrain internet. There may be a worthwhile job here helping Teads build something better. Before accepting, I would want to know how much of the revenue I was expected to grow still depended on the stuff I wanted to disappear.

Every so often we dig out a cool AF job that people might otherwise miss. Loyal is developing prescription drugs to help dogs live longer, healthier lives. It needs a VP of Marketing to prepare for the anticipated launch of its lead drug, LOY-002.

More good years with your dog. I can get behind that.

Founded and led by Celine Halioua, Loyal announced a $100 million Series C in February. Halioua adopted her late senior Rottweiler, Della, from San Francisco rescue Muttville. Alongside the funding announcement, the company launched a merchandise shop with all proceeds going to the rescue.

LOY-002 is a daily pill being developed for senior dogs, intended to improve metabolic health and preserve quality of life as they age. Loyal says it has completed 2 of the 3 major technical sections required for FDA conditional approval, covering safety and a reasonable expectation of effectiveness. Manufacturing is the remaining section. The drug is still investigational, and the launch depends on regulatory progress. That makes the marketing job unusually interesting. You have two audiences who will approach the same promise very differently.

Dog owners want to know whether this could help the animal asleep beside them. Vets will need to understand the evidence, the risks and how to explain the treatment during a session. The marketer has to make the science accessible without getting carried away by how much people want it to work.

“Who wouldn’t want Fido to live forever?” is an easy opening. You can also see why the person doing this job would need to stop people like me putting it in the advertising.

The near-term assignment is to build the marketing platform and build understanding of treating the biology of aging before the drug is available. That means helping Vets assess Loyal’s approach and giving owners a reason to ask informed questions about their dog’s twighlight years. Carve out genuine interest and understanding from the attention a story about dog longevity is likely to attract.

The brief has no sloppy jowls or gruff bits. You own marketing and communications end to end, report to the VP of Commercial who is Stan, in Maine, former Head of Product. You’ll inherit a team of two. As launch gets closer, you will build the team and prepare the veterinary education and consumer marketing needed to support it.

With two people, you will be doing plenty yourself. Loyal explicitly wants someone who can set strategy and execute it, and who can explain what they would do differently after a previous product launch. I like that interview question. A launch rarely goes exactly as planned, and I would learn more from an honest account of what went wrong than another immaculate case study.

If I had the search, I would look for someone who has marketed to consumers through a trusted professional. Animal health is an obvious place to start, but parts of human healthcare could also produce strong candidates. L’Oreal’s RedKen team has people with Puppers and transferable skills. You just need to understand how professional recommendation and consumer demand affect each other.

The brand needs warmth. It also needs someone willing to reject a moving piece of copy if it promises more than the evidence supports. Owners of aging dogs will bring plenty of emotion without it needing to be manufactured by marketing.

There is a broader communications brief too, covering Loyal’s research pipeline, publications and partnerships. The person taking this role will need to build a close working relationship with the scientists and vets, particularly when a development is exciting internally but needs careful explanation outside the company.

The advertised salary is $275,000 to $335,000, with equity, and the role is remote within the US. Benefits include full health coverage for employees and dependents, a $250 monthly wellness budget and turning 3-day weekends into 4-day weekends. Adopt a dog and you also get a day of paw-ternity leave.

Win an interview and you should ask how the team and budgets change if approval takes longer than expected, and what they want marketing to have achieved pre-launch. Those answers will tell you whether the company has planned properly for the uncertainty.

But yes, this one belongs on the list. Helping people have more healthy time with a dog they love would be a lovely thing to spend your working days on. I hope they pull it off.