This document provides salary ranges for creative and marketing positions in the United States. It begins with an introduction to the salary guide and discusses trends affecting hiring such as increased demand for digital talent and mobile skills. It then lists starting salary ranges in tables for positions in areas including design, interactive, content development, advertising, and public relations. The document concludes with tips for attracting top creative talent and preparing competitive job offers.
2015 Salary Guide from The Creative GroupAmi Chang
The document provides salary information for creative industry jobs. It discusses trends in the creative industry like high demand for talent and a focus on digital skills. It also lists 9 in-demand jobs such as account manager, content strategist, and front-end web developer. Starting salary ranges are given for over 100 creative positions across design, interactive, and content fields.
This document outlines the key steps for effective employer branding:
1. Understand the business needs and target competencies required to execute the business plan.
2. Define the main internal and external target groups based on business needs and critical competencies.
3. Fully understand the main and secondary target groups through research to identify what is attractive to them and how to effectively communicate.
4. Optimize the employer value proposition to include attributes that are attractive, true, credible, sustainable, and allow for long-term differentiation.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
This document provides a summary of resources for hiring in the media industry, including job descriptions, interview questions, letters, and other resources. It includes templates for 16 common media jobs such as art director, graphic designer, photographer, and video editor. The document also provides tips for hiring media professionals and a case study on how Hubspot has successfully hired journalists. Overall, the document is a comprehensive guide for anyone looking to hire for various roles in the media industry.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
Discover the innovative solutions JAM provide our clients to help them stand out as an employer of choice.
Marketing solutions include:
- Video Production
- Event Planning
- Social Media Campaigns
- Email Campaigns
- Graphic Design
and more...
To register your interest in JAM Project Solutions, please click here: http://dotmailer-surveys.com/fb1j7ba5-b3qxt1c
Employer Branding has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This presentation will address the following areas of the hiring cycle:
Get Leadership Buy-in
Determine Stakeholders and Their Roles
Define the Strategy & Investment
Develop the Employee Value Proposition
Communicate the Message - Leverage the Right Channels
Create Employee Brand Ambassadors
Measure and Assess the Brand
For more info:
www.hackerearth.com/recruit
2015 Salary Guide from The Creative GroupAmi Chang
The document provides salary information for creative industry jobs. It discusses trends in the creative industry like high demand for talent and a focus on digital skills. It also lists 9 in-demand jobs such as account manager, content strategist, and front-end web developer. Starting salary ranges are given for over 100 creative positions across design, interactive, and content fields.
This document outlines the key steps for effective employer branding:
1. Understand the business needs and target competencies required to execute the business plan.
2. Define the main internal and external target groups based on business needs and critical competencies.
3. Fully understand the main and secondary target groups through research to identify what is attractive to them and how to effectively communicate.
4. Optimize the employer value proposition to include attributes that are attractive, true, credible, sustainable, and allow for long-term differentiation.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
The Secret Sauce of High-Performance Recruitment MarketingGlassdoor
Talent acquisition has often drawn on elements of marketing and sales in the past. Today, recruitment marketing has become a more formalized process, and the most effective hiring organizations leverage advanced marketing practices to create highly effective strategies that go well beyond simply broadcasting open jobs. But not all recruitment marketing strategies are created equal.
Glassdoor, one of the leaders in employer brand management, has partnered with Brandon Hall Group to present “The Secret Sauce of High-Performance Recruitment Marketing.” Join Brandon Hall Group Talent Acquisition Analyst, Kyle Lagunas; 1-800-Contacts’ VP of Human Resources and Administration, Rod Lacey; and Glassdoor's Director of Product Marketing, Alison Hadden as they present exclusive insights into:
--How to bake engagement, cohesion, authenticity, agility and measurement into your recruitment strategy
--How to leverage SEM, social media marketing, employer brand management, candidate relationship management and content marketing to attract the best candidates
--How 1-800 Contacts promotes its employer brand and effectively attracts top talent
This document provides a summary of resources for hiring in the media industry, including job descriptions, interview questions, letters, and other resources. It includes templates for 16 common media jobs such as art director, graphic designer, photographer, and video editor. The document also provides tips for hiring media professionals and a case study on how Hubspot has successfully hired journalists. Overall, the document is a comprehensive guide for anyone looking to hire for various roles in the media industry.
It’s all yours. You can help yourself to any of the job descriptions or letter templates in this guide. They’re available in PDF form or if you prefer there’s a link to a downloadable Word doc. Enjoy, customize and never face a blank page again!
Discover the innovative solutions JAM provide our clients to help them stand out as an employer of choice.
Marketing solutions include:
- Video Production
- Event Planning
- Social Media Campaigns
- Email Campaigns
- Graphic Design
and more...
To register your interest in JAM Project Solutions, please click here: http://dotmailer-surveys.com/fb1j7ba5-b3qxt1c
Employer Branding has come a long way since the time resumes had to be hand-delivered by candidates to apply for a job. No wonder it has grown from being a luxury to a necessity for recruiters.
This presentation will address the following areas of the hiring cycle:
Get Leadership Buy-in
Determine Stakeholders and Their Roles
Define the Strategy & Investment
Develop the Employee Value Proposition
Communicate the Message - Leverage the Right Channels
Create Employee Brand Ambassadors
Measure and Assess the Brand
For more info:
www.hackerearth.com/recruit
The document provides guidance on pitching talent brand initiatives to CXOs. It emphasizes that C-suite support is crucial, and recommends arming yourself with data on your company's current talent brand performance and the potential benefits of improvement. Specific tactics suggested include highlighting relevant business challenges, showcasing case studies of other companies that strengthened their talent brand, and offering a clear pathway for building talent brand through LinkedIn and employee engagement. The overall goals are to reduce costs, boost retention, and attract more high-quality candidates.
Philips has evolved from a consumer electronics business to a leading health technology company. This has increased demand for technical specialists like software developers and data scientists. Philips engages both permanent employees and contract/contingent workers to access different types of global talent. They have developed an "assignment value proposition" tailored for freelancers that focuses on opportunities for skills development through challenging projects. Philips aims to connect people with work in the most seamless way, whether working from home or in an office. Diversity and inclusion are also priorities, and Philips tracks all feedback to improve as an employer.
The document discusses how employer branding is important in the digital era. It provides statistics that show professionals consider a company's brand and work environment when considering jobs. Most professionals research companies online. The challenges recruiters face in a competitive market are also examined, along with the importance of using social media as part of an employer branding strategy. Rules for attracting top talent include selling the organization on social media and treating applicants like customers.
How to use best practice b2b branding, communications Eoin O Siochru
The document discusses achieving "pitch perfect" branding and communications for B2B companies. It outlines a 5-phase process including researching the market, clarifying the company positioning, developing brand elements, producing marketing materials, and refining the strategy over time. Executing this process well requires talent across various disciplines to create simple yet compelling messaging and content that engages prospects and builds trust.
This document discusses employer branding and provides tips for building a strong talent brand. Some key points:
- 69% of companies agree that employer brand is a top priority, with larger companies placing more importance on it. Employer brand significantly impacts hiring ability.
- Steps to build a talent brand include getting executive buy-in, listening to candidates and employees, crafting an approach, promoting the brand, and measuring results.
- Promoting involves optimizing company and employee profiles, leveraging employees' LinkedIn presence, crafting job posts, and engaging candidates on and off LinkedIn through updates and APIs.
- The Talent Brand Index measures brand engagement vs familiarity to benchmark against competitors.
Candidate Experience: Elevate Your Employer BrandWilsonHCG
This document provides information about WilsonHCG, including:
- It was founded in 2002 and is headquartered in Tampa, FL with additional offices globally.
- It offers recruitment process outsourcing, human capital consulting, and managed services. Teams are dedicated and include both full-time employees and a hybrid model of onsite and virtual.
- Client satisfaction is over 97% and it has received quality of service awards for three consecutive years. Voluntary turnover is less than 7%.
- It focuses on business-impacting roles and value-added services, with a redefined RPO model. It is recognized by several organizations.
Putting digital marketing at the centre of your international business strategyEoin O Siochru
This document discusses putting digital marketing at the center of an international business strategy. It outlines 6 strategic digital building blocks to consider before building a website: 1) how digital supports business goals, 2) defining the target market, 3) sharpening the value proposition, 4) doing digital research, 5) having a plan to promote the business online, and 6) ensuring business processes are aligned. It then provides examples of digital marketing success stories when these fundamentals are followed, such as using videos to communicate technical products or localizing online campaigns in multi-lingual markets. The key takeaways are to have a clear goal for the website, research the target markets, sharpen the value proposition for those markets, invest in a digital
XYZ Inc established an HR marketing process to attract high quality SAP resources as a new startup. They set goals to hire 100 SAP talents in 1 year. An HR marketing organization was formed and conducted research, developed a campaign strategy using various media, implemented the campaign, checked effectiveness and revised the strategy. As a result, they met their hiring goal through following the HR marketing process.
Best practice website globalisation for sme'sEoin O Siochru
The document provides best practices for website globalization for small and medium enterprises. It discusses starting with an international strategy aligned to business objectives. It recommends internationalizing websites before localizing by using a consistent global design. It also advises preparing for the new internal and external environments of target markets by examining impacts on resources, competitors and cultural factors. The document stresses the importance of localization through translated content, cultural adaptation and using local technology preferences. It concludes by recommending search engine optimization techniques tailored for each export market website.
Bruce Bennett is an experienced manager with skills in customer service, sales, training, leadership, and social media. He has over 15 years of experience in management roles at companies like Staples, Lodestar, and Synovate. Currently, he provides consulting services and works as a career coach helping individuals with career transitions and job searches.
Presentation for leading employer brand expert, Brett Minchington, London November '14. Contains my belief that humans join, stay or leave a company for 1 of 4 reasons: Love, Money, Power or Hate, This is the basis for all my executed activation and strategy.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
Employer Brand Integrated Communication Plan (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
The document provides details about an individual's skills, experience, and qualifications for sales, account management, project management, and administration roles. It summarizes over 15 years of progressive experience in B2B sales, sales management, account management, and business administration. Key highlights include ranking #1 in sales and revenue generation, developing new product strategies, managing multi-million dollar accounts, and exceeding sales goals by 24%. The individual also has experience in event planning, project management, business analysis, and executive assistance.
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
10 Ways to Win With Recruitment MarketingGlassdoor
The document outlines 10 ways to win with recruitment marketing. It discusses creating a unique and strong employer brand, training internal brand ambassadors, tracking key performance indicators, sharing results with stakeholders, simplifying recruitment messaging, monitoring competitors, responding to every candidate, creating a marketing calendar, running a referral program, and using social media at every step of the recruitment process.
Salary data for more than 125 interactive, design, marketing, advertising and public relations positions
A formula for localizing salaries for your market
Hiring trends and best practices
Job descriptions for in-demand creative positions
This document summarizes the digital marketing job market and provides tips for recruiting top talent. It finds that data analytics and conversion rate optimization roles are in high demand. Content marketing and marketing automation skills are also sought after. Experienced users of platforms like Salesforce Marketing Cloud, Marketo, and Adobe Marketing Cloud are headhunted. Some companies are building strong in-house digital media teams for paid search. The summary concludes by stating that the best candidates need to be recruited quickly and that interviews should be a two-way exchange rather than a grilling.
This document discusses how to approach recruiting like marketing. It recommends mapping out the talent experience from attraction to retention, understanding talent personas, using stories to engage talent, and building engagement programs across the talent lifecycle. The document provides examples of recruitment marketing tactics such as getting proactive, hiring for company goals, becoming a storyteller, planning for content distribution, and delivering the right content at the right time. The overall message is that adopting a marketing mindset can help transform talent teams into credible business partners.
Should every recruitment business be a digital marketing agency? - #Rechangou...Colleague Software
Should every recruitment business be a digital marketing agency? - #Rechangout White Paper
Download here: https://www.colleaguesoftware.com/resources/white-papers/should-every-recruitment-business-be-a-digital-marketing-agency
The document provides guidance on pitching talent brand initiatives to CXOs. It emphasizes that C-suite support is crucial, and recommends arming yourself with data on your company's current talent brand performance and the potential benefits of improvement. Specific tactics suggested include highlighting relevant business challenges, showcasing case studies of other companies that strengthened their talent brand, and offering a clear pathway for building talent brand through LinkedIn and employee engagement. The overall goals are to reduce costs, boost retention, and attract more high-quality candidates.
Philips has evolved from a consumer electronics business to a leading health technology company. This has increased demand for technical specialists like software developers and data scientists. Philips engages both permanent employees and contract/contingent workers to access different types of global talent. They have developed an "assignment value proposition" tailored for freelancers that focuses on opportunities for skills development through challenging projects. Philips aims to connect people with work in the most seamless way, whether working from home or in an office. Diversity and inclusion are also priorities, and Philips tracks all feedback to improve as an employer.
The document discusses how employer branding is important in the digital era. It provides statistics that show professionals consider a company's brand and work environment when considering jobs. Most professionals research companies online. The challenges recruiters face in a competitive market are also examined, along with the importance of using social media as part of an employer branding strategy. Rules for attracting top talent include selling the organization on social media and treating applicants like customers.
How to use best practice b2b branding, communications Eoin O Siochru
The document discusses achieving "pitch perfect" branding and communications for B2B companies. It outlines a 5-phase process including researching the market, clarifying the company positioning, developing brand elements, producing marketing materials, and refining the strategy over time. Executing this process well requires talent across various disciplines to create simple yet compelling messaging and content that engages prospects and builds trust.
This document discusses employer branding and provides tips for building a strong talent brand. Some key points:
- 69% of companies agree that employer brand is a top priority, with larger companies placing more importance on it. Employer brand significantly impacts hiring ability.
- Steps to build a talent brand include getting executive buy-in, listening to candidates and employees, crafting an approach, promoting the brand, and measuring results.
- Promoting involves optimizing company and employee profiles, leveraging employees' LinkedIn presence, crafting job posts, and engaging candidates on and off LinkedIn through updates and APIs.
- The Talent Brand Index measures brand engagement vs familiarity to benchmark against competitors.
Candidate Experience: Elevate Your Employer BrandWilsonHCG
This document provides information about WilsonHCG, including:
- It was founded in 2002 and is headquartered in Tampa, FL with additional offices globally.
- It offers recruitment process outsourcing, human capital consulting, and managed services. Teams are dedicated and include both full-time employees and a hybrid model of onsite and virtual.
- Client satisfaction is over 97% and it has received quality of service awards for three consecutive years. Voluntary turnover is less than 7%.
- It focuses on business-impacting roles and value-added services, with a redefined RPO model. It is recognized by several organizations.
Putting digital marketing at the centre of your international business strategyEoin O Siochru
This document discusses putting digital marketing at the center of an international business strategy. It outlines 6 strategic digital building blocks to consider before building a website: 1) how digital supports business goals, 2) defining the target market, 3) sharpening the value proposition, 4) doing digital research, 5) having a plan to promote the business online, and 6) ensuring business processes are aligned. It then provides examples of digital marketing success stories when these fundamentals are followed, such as using videos to communicate technical products or localizing online campaigns in multi-lingual markets. The key takeaways are to have a clear goal for the website, research the target markets, sharpen the value proposition for those markets, invest in a digital
XYZ Inc established an HR marketing process to attract high quality SAP resources as a new startup. They set goals to hire 100 SAP talents in 1 year. An HR marketing organization was formed and conducted research, developed a campaign strategy using various media, implemented the campaign, checked effectiveness and revised the strategy. As a result, they met their hiring goal through following the HR marketing process.
Best practice website globalisation for sme'sEoin O Siochru
The document provides best practices for website globalization for small and medium enterprises. It discusses starting with an international strategy aligned to business objectives. It recommends internationalizing websites before localizing by using a consistent global design. It also advises preparing for the new internal and external environments of target markets by examining impacts on resources, competitors and cultural factors. The document stresses the importance of localization through translated content, cultural adaptation and using local technology preferences. It concludes by recommending search engine optimization techniques tailored for each export market website.
Bruce Bennett is an experienced manager with skills in customer service, sales, training, leadership, and social media. He has over 15 years of experience in management roles at companies like Staples, Lodestar, and Synovate. Currently, he provides consulting services and works as a career coach helping individuals with career transitions and job searches.
Presentation for leading employer brand expert, Brett Minchington, London November '14. Contains my belief that humans join, stay or leave a company for 1 of 4 reasons: Love, Money, Power or Hate, This is the basis for all my executed activation and strategy.
SmashFly's Director of Marketing outlines 5 fundamental shifts in talent acquisition and how recruitment marketing practices will help organizations strengthen their talent acquisition strategies.
Employer Brand Integrated Communication Plan (Thermo Fisher)HR Open Source
This template was contributed to by Charlotte Marshall and the Employer Brand team at Thermo Fisher as a resource for their HROS case study, "How Thermo Fisher Used Storytelling To Build Their Employer Brand"
The document provides details about an individual's skills, experience, and qualifications for sales, account management, project management, and administration roles. It summarizes over 15 years of progressive experience in B2B sales, sales management, account management, and business administration. Key highlights include ranking #1 in sales and revenue generation, developing new product strategies, managing multi-million dollar accounts, and exceeding sales goals by 24%. The individual also has experience in event planning, project management, business analysis, and executive assistance.
SmashFly Recruitment Marketing Report Card for the 2015 Fortune 500 SmashFly Technologies
Do you know where you stand in recruitment marketing best practices? In July-August 2015, SmashFly analyzed the career websites of the 2015 Fortune 500 to understand their use of Recruitment Marketing practices. See the full SmashFly Recruitment Marketing Report Card.
10 Ways to Win With Recruitment MarketingGlassdoor
The document outlines 10 ways to win with recruitment marketing. It discusses creating a unique and strong employer brand, training internal brand ambassadors, tracking key performance indicators, sharing results with stakeholders, simplifying recruitment messaging, monitoring competitors, responding to every candidate, creating a marketing calendar, running a referral program, and using social media at every step of the recruitment process.
Salary data for more than 125 interactive, design, marketing, advertising and public relations positions
A formula for localizing salaries for your market
Hiring trends and best practices
Job descriptions for in-demand creative positions
This document summarizes the digital marketing job market and provides tips for recruiting top talent. It finds that data analytics and conversion rate optimization roles are in high demand. Content marketing and marketing automation skills are also sought after. Experienced users of platforms like Salesforce Marketing Cloud, Marketo, and Adobe Marketing Cloud are headhunted. Some companies are building strong in-house digital media teams for paid search. The summary concludes by stating that the best candidates need to be recruited quickly and that interviews should be a two-way exchange rather than a grilling.
This document discusses how to approach recruiting like marketing. It recommends mapping out the talent experience from attraction to retention, understanding talent personas, using stories to engage talent, and building engagement programs across the talent lifecycle. The document provides examples of recruitment marketing tactics such as getting proactive, hiring for company goals, becoming a storyteller, planning for content distribution, and delivering the right content at the right time. The overall message is that adopting a marketing mindset can help transform talent teams into credible business partners.
Should every recruitment business be a digital marketing agency? - #Rechangou...Colleague Software
Should every recruitment business be a digital marketing agency? - #Rechangout White Paper
Download here: https://www.colleaguesoftware.com/resources/white-papers/should-every-recruitment-business-be-a-digital-marketing-agency
Top_25_Innovative Recruiting Strategies for 2017Meenakshi Pande
This document provides 25 recruitment innovation strategies for 2017. Some of the key strategies discussed include improving the candidate experience, building talent communities, automating recruitment marketing, improving team collaboration between recruiters and hiring managers, leveraging social networks, launching or improving employee referral programs, and becoming a more data-driven recruiting function. The document provides specific tips and recommendations for implementing several of these strategies.
The document provides tips for improving a company's career website to attract more job applicants. It recommends using branding consistently across the site to convey the company's message. It also suggests showing the real culture by featuring employees and sharing values. Well-written job descriptions that engage candidates in an authentic voice are important. The career site should provide a simple application process that is mobile-friendly. An optimized site that follows these guidelines can help attract top talent.
Universum provides employer branding and talent attraction services to over 1,700 clients globally. Their Talent Insight Report uses survey data from over 1.3 million career seekers to help companies understand what their target talent groups want and which employers they find most attractive. The report provides comparisons of target groups' preferences, an analysis of employer brand strengths and challenges, and tailored recommendations to optimize employer branding strategy and activities based on target group insights.
If you’re looking to transition to or build a career in digital marketing, there’s huge demand across industries right now. Plus, there are a lot of different careers in this area, each quite varied in terms of skills required, aptitude and natural abilities.
The document provides templates for digital marketing job descriptions, including an Analytics or Digital Insights Manager role. It describes the typical responsibilities of an Analytics Manager, such as implementing visitor tracking across platforms, developing business reports and dashboards to measure marketing performance, presenting insights and recommendations, overseeing web analytics systems, and defining an analytics strategy. The template also covers alternative job titles, required qualifications and average salaries for various digital marketing roles.
Robin Emiliani and Gem Swartz, co-founders of Catalyst Marketing Agency, graced the cover of World’s Leaders Magazine as one of the World’s Most Visionary Business Leaders Making Waves, 2024
In this webinar, Leslie Vickrey, CEO & Founder of ClearEdge Marketing, shares 3 marketing strategies for driving your growth. She focuses on website optimization, target account programs (sales campaigns) and social media marketing.
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
The document discusses challenges that agencies face in enterprise SEO and how Linkdex can help agencies address these challenges. Some key points:
- Enterprise SEO is complex and agencies must navigate challenges to help clients grow traffic, revenues, and brand equity.
- Agencies must balance strategic, operational, and relationship considerations to effectively manage SEO campaigns.
- Winning RFP responses require understanding client needs and presenting solutions, data, and stories that excite clients.
- Proper onboarding, managing client expectations, and adapting to changes are important for ongoing client success.
- Linkdex provides data and tools to help agencies optimize processes, scale their business, and gain an unfair advantage when pitching
This document provides an integrated marketing communications plan for Jasper Engineering to increase brand awareness and engage potential customers. It includes an analysis of Jasper's internal strengths and opportunities as well as the external competitive landscape. The plan aims to create awareness of Jasper in new industries through objectives like social media, pay per click advertising, and content marketing. The target audience is identified as plant maintenance managers and planners in industries like mining and oil/gas extraction. Key messages will focus on Jasper's high quality service and knowledgeable employees. Tactics include renovating the website to tell Jasper's story, running paid search ads, and engaging customers through social media.
En cntnt-ebook-savvy-hr-leader-guide-to-digital-recruitingAnthony Acampora
Digital tools can help optimize the talent lifecycle from attracting candidates to onboarding and retaining employees. During the attracting phase, companies should focus on building their employer brand and showcasing their unique culture. Data and predictive analytics can help identify the best candidates during the hiring process. Onboarding is critical for new employee productivity and integration, and digital tools can streamline onboarding. Ongoing employee development and empowerment is also important for engagement and retention.
This document summarizes the duties, salary, lifestyle, entry requirements, outlook, and trends for an Advertising & Promotion Manager. It discusses planning advertising campaigns, negotiating contracts, conducting market research, and evaluating websites. The median salary is $88,590 but has increased to $123,000 due to online marketing demands. Most work full time with punctuality and stamina. A college degree in marketing or business is typically required along with marketing experience. The field is expected to grow 17% by 2022 with increasing opportunities for skills in coding, design, and digital/online marketing.
Corporate brand building process by bhawani nandan prasad mba, iim calcuttaBhawani N Prasad
Corporate branding involves highlighting factors such as heritage, assets, capabilities, people skills, values, priorities, dominance, origin, and performance. It employs product branding techniques but also elevates the approach into the boardroom to manage stakeholder relations. A strong corporate branding strategy requires commitment from senior management. It is more than just changing logos and slogans - it is a serious undertaking involving multiple skills and activities. There are 10 crucial steps to a successful corporate branding strategy including having the CEO lead the work, involving stakeholders, empowering employees to be brand ambassadors, and regularly adjusting the strategy to stay relevant.
The document provides a history of digital marketing from the 1980s to present day, outlining major technological developments and how they have shaped the evolution of digital marketing practices over time. It then discusses several important current digital marketing strategies and tactics like inbound marketing, lead generation, email marketing, social media, and analytics. Finally, it emphasizes the importance of taking a customer-centric, data-driven approach to digital marketing going forward.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
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How MJ Global Leads the Packaging Industry.pdfMJ Global
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3. All trademarks contained herein are the property of their respective owners.
Salary Barista: Your Source for Creative Industry Salary Information 2
Behind the Beans: About the Guide 3
Five Piping-Hot Trends Affecting Hiring 4
Eight Buzzworthy Job Descriptions 6
Serving Up Starting Salaries 8
Design & Production 8
Interactive 9
Content Development & Management 9
Advertising & Marketing 10
Public Relations 11
Local Varieties: Adjusting Salaries for U.S. Cities 12
Serving Up Starting Salaries in Toronto 14
Design & Production 14
Interactive 15
Content Development & Management 15
Advertising & Marketing 16
Public Relations 17
Four Characteristics to Look for in Creative Talent 18
The Perfect Cup: Preparing Job Offers Applicants Can’t Refuse 19
Savory Rewards: The Benefits of a Flexible Staffing Method 22
TCG: Your Creative Talent Connoisseur 23
Where to Find Us 24
What’s Brewing?
Compliments of ANA's Marketing Knowledge Center
4. 2
2014 Salary Guide
The 2014 Salary Guide marks the 14th
year that The Creative Group (TCG)
has published data on starting compensation levels in the creative and
marketing fields. In that time, we’ve become the authority on the subject —
and we want to share our expertise with you.
Think of us as your “salary barista,” serving up the latest compensation
data and hiring information to help you make the most informed staffing
choices for your business. Here, you’ll also find tips for attracting the “crema”
of the creative crop. We hope you find this information useful and invite
you to contact us at creativegroup.com for help with any of your creative
staffing needs.
Your Source for Creative
INDUSTRY Salary Information
Salary Barista
Additional Resources
Visit our Salary Center at creativegroup.com/salary-center
for more information, including our Salary Calculator.
Catch up on the latest industry research and hiring trends
in the creative and marketing fields on the TCG Blog at
blog.creativegroup.com.
Compliments of ANA's Marketing Knowledge Center
5. 3
creativegroup.com
Behind the Beans
About the Guide
The Creative Group 2014 Salary Guide is the most comprehensive and
authoritative resource on starting compensation and hiring trends in the
creative and marketing fields. Included are salary ranges for more than 125
interactive, design, marketing, advertising and public relations positions. You’ll
also find guidance and best practices you can immediately incorporate
into your recruitment and hiring efforts.
The figures contained in the guide are based on the thousands of full-time
and freelance placements made each year by our staffing and recruiting
professionals. Our experts work with hiring managers and job seekers
every day, which gives them unique insight into compensation trends.
The salary ranges listed for each position reflect starting pay only. Bonuses
and other forms of compensation, such as retirement packages, are not
taken into account. In addition, the ranges represent national averages.
You can adjust them for your market by using the local variances found on
Pages 12-13.
Information from the Salary Guide is so well-regarded that the U.S.
Department of Labor’s Bureau of Labor Statistics has used it when
compiling the Occupational Outlook Handbook.
Compliments of ANA's Marketing Knowledge Center
6. 44
2014 Salary Guide
Although there is more than one way to make a good cup of coffee, there
are basic rules to help ensure a better brew. The same goes for assembling
a top-grade creative team. Employers who understand the latest hiring
strategies are already one step closer to reaching this goal. Following are
five key hiring trends to take note of as you cultivate your business:
1. There is robust demand for digital talent. The shortage of creative talent
with digital expertise continues. Web and user experience designers and
front-end web developers are in particular demand. In many cases, these
professionals are receiving multiple job offers, and hiring managers must
move quickly to secure the best candidates.
2. Mobile is extra hot. As the mobile market continues to grow, companies
need people who can help them develop content for small screens.
Firms now consider strong user interface design a must, not just a plus.
Responsive design also is becoming a greater priority for businesses
that want to provide customers with optimal experiences on their
devices and browsers of choice.
3. Agency activity is brewing. Businesses are racing to maintain their
brands’ relevance in today’s quickly shifting media landscape and are
partnering with outside vendors for a fresh perspective. As a result,
agencies are adding full-time and project staff to keep up with growing
client demands. In particular, they seek individuals who can bring a
blend of creative and technical skills to the table.
4. Employees are considering new grounds. Professionals with in-demand
skills recognize they have more choices in the current employment
market and are open to pursuing new avenues, even if it means leaving
a stable job. Consequently, managers are redoubling their efforts to
retain top performers by offering more competitive pay and perks such
as remote or flexible work options to help employees achieve a better
work/life balance.
5. Freelance and full-time hiring is on the rise. Organizations are bringing
in freelancers more frequently — and for longer periods — to help
manage heavy workloads and access specialized skills that don’t exist
internally. In addition, they are filling more full-time positions and, in
many cases, extending full-time offers to consultants who have proved
successful in their roles.
Five Piping-Hot Trends
Affecting Hiring
Compliments of ANA's Marketing Knowledge Center
7. Advertising and marketing professionals were asked,
“Do you think the caliber of freelancers or independent
creative professionals available has increased or
decreased over the last five years?” Their responses:
Nearly half of advertising
and marketing executives
said it’s likely they would
work as independent
professionals at some
point in their career.
Source: TCG survey of 500 advertising and
marketing executives in the United States
Decreased
significantly
Decreased
somewhat
Don’t know/
no answer31%
Increased
significantly
43%
Increased
somewhat
14%
Stayed
the same
5%
7%
1%
creativegroup.com
Source: TCG survey of 500 advertising
and marketing executives in the United
States. Responses do not total 100
percent due to rounding.
49%
5
Compliments of ANA's Marketing Knowledge Center
8. 6
2014 Salary Guide
Everyone enjoys coffee a certain way: black, with cream and sugar, iced
with a single pump of syrup and heavy on the whip — the list goes on. But
there are certain blends that are more popular than others. The same goes
for the job market. Following is a list of in-demand creative positions
(in alphabetical order):
1. Digital Project Manager • Plans, organizes and executes multimedia
projects. Meets with clients to understand needs, determine specifications
and coordinate planning. Strong interpersonal skills and an eye for detail
are essential, as is the ability to communicate effectively with both
technical and creative teams.
2. Front-End Web Developer • Builds web-based applications and
collaborates with designers to turn static art into browser-based web
pages. Other duties include writing web pages in various languages and
working with back-end developers to test technical solutions. Must be
proficient in web technologies and user interface design.
3. Interactive Marketing Manager • Manages the day-to-day operation
of a company’s website and provides analytical review. Additional
responsibilities may include identifying and ensuring the successful
implementation of new marketing initiatives, managing an organization’s
email marketing program, and collaborating with senior management
to oversee multichannel marketing assets associated with product
launches. Requires excellent analytical and communication skills.
52%
Top creatives are hard
to find. More than half
of advertising and
marketing executives
said it’s challenging
to find skilled creative
professionals today.
Source: TCG survey of 400 advertising and
marketing executives in the United States
Eight Buzzworthy
Job Descriptions
Compliments of ANA's Marketing Knowledge Center
9. 7
creativegroup.com
4. Mobile Designer • Collaborates with cross-functional teams to create
compelling interactive experiences on mobile devices. Designs content
and functionality for mobile platforms, including Android, BlackBerry,
HTML5 and iOS. Must have a thorough understanding of both the
graphical and functional aspects of web and mobile design. Experience
across multiple platforms and programming languages is often preferred.
5. SEO/SEM Specialist • Responsible for formalizing search engine
optimization (SEO) and search engine marketing (SEM) strategies and
tactics. Typical duties include analyzing website traffic and providing
strategies for improvement; developing SEO website assessments and
recommendations and translating them into technical requirements; and
providing SEO guidance in technical areas such as server infrastructure,
website structure and page construction. In-depth knowledge of SEO
and online media is required.
6. User Experience (UX) Designer • Responsible for designing satisfying or
compelling experiences for users of a product or website, often drawing
on results from user research and workflow analysis. May be responsible
for producing personas, usage scenarios, site maps, taxonomies and
wireframes, and for conducting usability testing on prototypes or
finished products to assess the quality of a user experience. Must have
expert understanding of graphic design and web technologies.
7. Web Content Writer • Writes clear and compelling online content that is
optimized for the Web, including articles, product descriptions, promotional
copy, e-newsletters and blogs. Edits and repurposes existing print copy for
the Web and plans and crafts email marketing campaigns. Requires strong
writing and editing skills, as well as experience with markup languages and
search engine optimization.
8. Web Designer • Creates concepts, artwork and layouts for Internet
and intranet sites and other online projects based on creative briefs
and client meetings. Must be familiar with web protocols and markup
languages and have a strong understanding of web design issues,
including browser usability and cross-platform compatibility. Requires
design and troubleshooting skills, as well as an eye for detail.
For a complete list of job descriptions for the positions we place, please
visit creativegroup.com/salary-center.
Compliments of ANA's Marketing Knowledge Center
10. 8
Serving Up
Starting Salaries
8
DESIGN PRODUCTION
Position LOW High
Creative Director (8+ years) $ 102,500 $ 177,500
Creative Director (5 to 8 years) $ 92,500 $ 130,250
Creative Services Manager $ 75,000 $ 111,750
Art Director (5+ years) $ 70,750 $ 102,000
Art Director (3 to 5 years) $ 62,750 $ 76,250
Production Director (8+ years) $ 79,000 $ 106,750
Production Manager $ 58,500 $ 80,000
Production Coordinator $ 39,500 $ 53,500
Project Manager $ 54,000 $ 80,000
Studio Manager (5+ years) $ 71,250 $ 98,750
Studio Manager (1 to 5 years) $ 57,500 $ 78,000
Traffic Manager $ 50,000 $ 71,750
Traffic Coordinator $ 38,000 $ 54,250
Technical Illustrator $ 67,500 $ 93,500
Medical Illustrator $ 64,500 $ 85,500
Illustrator (3+ years) $ 53,250 $ 75,500
Illustrator (1 to 3 years) $ 39,500 $ 53,500
Graphic Designer (5+ years) $ 63,000 $ 86,000
Graphic Designer (3 to 5 years) $ 50,000 $ 69,500
Graphic Designer (1 to 3 years) $ 37,750 $ 54,500
Package Designer $ 57,750 $ 86,500
Package Production Artist $ 45,750 $ 63,750
Layout Designer $ 45,500 $ 62,500
Litigation Graphics Specialist $ 57,000 $ 83,000
Infographics Designer $ 54,500 $ 73,000
3D Animator $ 60,500 $ 87,000
3D Modeler $ 59,000 $ 82,750
Studio Artist (3+ years) $ 52,500 $ 69,500
Studio Artist (1 to 3 years) $ 41,000 $ 54,500
Multimedia Designer $ 56,250 $ 82,250
Presentation Specialist (3+ years) $ 54,000 $ 78,000
Presentation Specialist (1 to 3 years) $ 43,000 $ 55,250
Production Artist (3+ years) $ 47,000 $ 64,000
Production Artist (1 to 3 years) $ 35,500 $ 49,000
2014 Salary Guide
Compliments of ANA's Marketing Knowledge Center
11. 9
creativegroup.com
9
Interactive
Position LOW High
Interactive Creative Director $ 98,500 $ 167,000
Interactive Art Director $ 83,750 $ 115,000
Interaction Designer (5+ years) $ 78,500 $ 110,500
Interaction Designer (1 to 5 years) $ 54,500 $ 78,750
Responsive Designer $ 67,250 $ 98,000
Information Architect $ 83,000 $ 123,750
User Experience (UX) Director $ 108,500 $ 161,750
User Experience (UX) Designer $ 78,000 $ 120,000
User Experience (UX) Specialist $ 79,000 $ 118,000
User Interface (UI) Developer $ 80,500 $ 118,750
Web Designer (5+ years) $ 76,750 $ 107,000
Web Designer (1 to 5 years) $ 52,750 $ 79,500
Email Marketing Designer $ 51,000 $ 72,250
Flash Designer/Developer $ 60,500 $ 88,500
HTML Developer $ 58,000 $ 83,000
Front-End Web Developer (3+ years) $ 63,500 $ 90,000
Front-End Web Developer (1 to 3 years) $ 47,750 $ 68,000
Interactive Producer $ 70,750 $ 98,750
Web Production Artist $ 48,500 $ 66,500
Blogger $ 42,000 $ 63,750
Motion Designer $ 64,500 $ 94,750
Video Producer $ 61,000 $ 86,500
Video Editor $ 54,500 $ 79,000
Mobile Designer $ 66,000 $ 103,000
Mobile Developer $ 84,000 $ 121,500
Game Designer $ 62,750 $ 98,250
Content Development Management
Position LOW High
Copywriter (5+ years) $ 74,500 $ 105,000
Copywriter (3 to 5 years) $ 57,750 $ 75,500
Copywriter (1 to 3 years) $ 41,500 $ 56,750
Medical Writer (5+ years) $ 83,500 $ 114,500
Medical Writer (3 to 5 years) $ 66,500 $ 90,500
Curriculum Developer/Writer $ 68,000 $ 95,500
Instructional Systems Designer $ 70,500 $ 107,250
Proposal Writer $ 61,000 $ 84,750
Web Content Writer (5+ years) $ 62,500 $ 92,500
Compliments of ANA's Marketing Knowledge Center
12. 1010
Content Development Management (continued)
Position LOW High
Web Content Writer (1 to 5 years) $ 45,750 $ 68,500
Copy Editor (3+ years) $ 52,000 $ 72,500
Copy Editor (1 to 3 years) $ 38,500 $ 52,500
Proofreader $ 36,500 $ 53,750
Content Manager $ 62,250 $ 83,000
Content Strategist $ 70,500 $ 95,500
Advertising Marketing
Position LOW High
Agency
President $ 136,000 $ 202,000
Vice President $ 124,000 $ 180,000
Business Development Director $ 93,500 $ 152,500
Creative Director $ 104,500 $ 160,750
Account Director $ 91,000 $ 122,000
Account Supervisor $ 74,250 $ 98,500
Account Manager (5+ years) $ 62,750 $ 87,500
Account Executive (3+ years) $ 50,250 $ 70,250
Account Coordinator (1 to 3 years) $ 36,750 $ 51,500
Account Planner/Strategist $ 42,000 $ 63,500
Social Media Account Manager $ 53,000 $ 72,500
Corporate
Chief Marketing Officer $ 135,000 $ 212,500
Vice President of Marketing $ 116,000 $ 206,000
Marketing Director $ 91,500 $ 138,500
MarCom Manager $ 66,750 $ 97,000
MarCom Specialist (5+ years) $ 63,500 $ 88,500
MarCom Specialist (1 to 5 years) $ 46,000 $ 65,500
Agency or Corporate
Media Director (5+ years) $ 83,750 $ 118,000
Media Planner $ 58,250 $ 82,000
Media Buyer (3+ years) $ 54,750 $ 79,500
Media Buyer (1 to 3 years) $ 42,750 $ 58,000
Market Researcher (3+ years) $ 65,000 $ 84,250
Market Researcher (1 to 3 years) $ 46,000 $ 60,250
Brand/Product Manager (5+ years) $ 80,500 $ 108,500
Brand/Product Manager (1 to 5 years) $ 62,500 $ 86,000
MarCom Manager (5+ years) $ 72,000 $ 100,750
2014 Salary Guide
Compliments of ANA's Marketing Knowledge Center
13. 1111
creativegroup.com
Advertising Marketing (continued)
Position LOW High
Agency or Corporate (continued)
MarCom Manager (3 to 5 years) $ 59,000 $ 80,000
MarCom Coordinator (1 to 3 years) $ 41,000 $ 58,000
User Experience (UX) Analyst $ 72,750 $ 97,500
Event/Trade Show Manager $ 53,000 $ 78,500
Event/Trade Show Coordinator $ 40,750 $ 55,500
Digital Marketing Strategist $ 88,000 $ 128,500
Interactive Marketing Manager $ 84,000 $ 122,000
E-Commerce Marketing Manager $ 81,500 $ 111,500
Email Marketing Manager $ 67,000 $ 88,500
Mobile Marketing Manager $ 82,250 $ 113,000
Marketing Analytics Specialist (3+ years) $ 70,750 $ 92,750
Marketing Analytics Specialist (1 to 3 years) $ 55,250 $ 72,500
Web Analytics Specialist (3+ years) $ 78,000 $ 102,000
Web Analytics Specialist (1 to 3 years) $ 72,000 $ 97,000
SEO/SEM Specialist (3+ years) $ 70,500 $ 94,000
SEO/SEM Specialist (1 to 3 years) $ 50,250 $ 66,250
Digital Project Manager $ 73,000 $ 108,000
Digital Traffic Manager $ 56,500 $ 79,000
Digital Community Manager $ 60,000 $ 70,500
Social Media Manager $ 65,000 $ 90,750
Social Media Marketer $ 59,750 $ 80,000
Social Media Specialist $ 52,250 $ 73,500
Public Relations
Position LOW High
Agency
Vice President/Group Director $ 118,000 $ 202,500
Account Manager/Supervisor $ 78,500 $ 112,000
Senior Account Executive (5+ years) $ 70,000 $ 98,750
Account Executive (3 to 5 years) $ 54,000 $ 72,000
Account Coordinator (1 to 3 years) $ 38,000 $ 55,250
Corporate
Vice President of Public Relations $ 118,000 $ 200,750
Public Relations Director $ 94,000 $ 130,500
Public Relations Manager $ 75,500 $ 96,500
Public Relations Specialist (5+ years) $ 63,250 $ 88,500
Public Relations/Communications Specialist (1 to 5 years) $ 42,250 $ 64,000
Compliments of ANA's Marketing Knowledge Center
14. 12
2014 Salary Guide
The starting salary ranges provided on the previous pages reflect the
national averages for each position. To determine the estimated salary
range for a position in your area, use the local variance numbers on Pages
12-13. Move the decimal point in the variance number two places to the left,
and then multiply this figure by the low and high ends of the salary range.
Alabama
Birmingham .............. 95.0
Huntsville .................... 93.0
Mobile .......................... 86.0
Arizona
Phoenix ..................... 108.0
Tucson ....................... 100.0
Arkansas
Fayetteville ............... 95.0
Little Rock ................. 95.0
California
Fresno ......................... 90.0
Irvine ........................... 124.5
Los Angeles ............. 125.0
Oakland ...................... 125.0
Ontario ........................ 115.0
Sacramento ............... 101.5
San Diego ................... 118.5
San Francisco .......... 135.5
San Jose .................... 133.0
Santa Barbara ........... 121.0
Santa Rosa ................. 110.0
Stockton ..................... 85.0
Colorado
Boulder ....................... 113.3
Colorado Springs .... 90.5
Denver ........................ 102.8
Fort Collins ............... 92.8
Greeley ........................ 83.8
Loveland ..................... 90.5
Pueblo ....................... 76.0
Connecticut
Hartford....................... 116.5
New Haven.................. 112.0
Stamford...................... 131.0
Delaware
Wilmington.................105.0
District of
Columbia
Washington............... 130.5
Florida
Fort Myers .................. 88.0
Jacksonville ................ 93.5
Melbourne .................. 89.0
Miami/
Fort Lauderdale ...... 106.7
Orlando ........................ 98.5
St. Petersburg .......... 94.0
Tampa ........................... 96.5
West Palm Beach ..... 99.5
Georgia
Atlanta ........................ 105.0
Macon .......................... 84.0
Savannah .................... 84.0
Hawaii
Honolulu ...................... 91.0
Idaho
Boise .............................. 86.1
Illinois
Chicago ...................... 123.0
Naperville ................... 112.0
Rockford ...................... 80.0
Springfield .................. 91.0
Indiana
Fort Wayne ................ 81.0
Indianapolis ................ 94.0
Iowa
Cedar Rapids ............ 90.0
Davenport .................. 90.0
Des Moines .............. 100.0
Sioux City ..................... 79.1
Waterloo/
Cedar Falls .................. 81.7
Kansas
Kansas City ................. 97.0
Kentucky
Lexington ................... 88.5
Louisville ....................... 91.5
Louisiana
Baton Rouge ............ 99.0
New Orleans ............. 99.0
Maine
Portland .................... 95.0
Maryland
Baltimore ................... 103.0
Local Varieties
Adjusting Salaries for U.S. Cities
Compliments of ANA's Marketing Knowledge Center
15. 13
creativegroup.com
Massachusetts
Boston ........................ 133.0
Springfield ............... 104.0
Michigan
Ann Arbor ................. 100.5
Detroit ....................... 100.0
Grand Rapids ............ 85.0
Lansing ........................ 84.0
Minnesota
Bloomington ............ 105.5
Duluth ......................... 79.6
Minneapolis .............. 105.5
Rochester .................. 100.5
St. Cloud ................... 82.0
St. Paul ....................... 102.0
Missouri
Kansas City ................. 97.2
St. Joseph ................... 91.0
St. Louis ..................... 100.3
Nebraska
Lincoln ........................ 79.2
Omaha ......................... 95.0
Nevada
Las Vegas ................... 94.0
Reno ............................. 94.0
New Hampshire
Manchester/
Nashua ........................ 112.0
New Jersey
Mount Laurel ............ 115.0
Paramus ..................... 130.0
Princeton ................... 127.0
Woodbridge ............. 126.0
New Mexico
Albuquerque ............. 89.7
New York
Albany .......................... 97.0
Buffalo ....................... 95.0
Long Island ............... 135.0
New York .................... 141.0
Rochester ..................... 91.7
Syracuse ..................... 90.3
North Carolina
Charlotte .................... 101.0
Greensboro .............. 100.0
Raleigh ...................... 104.0
Ohio
Akron ......................... 89.0
Canton .......................... 82.0
Cincinnati .................... 97.5
Cleveland ................... 95.5
Columbus .................. 96.5
Dayton .......................... 87.0
Toledo ........................... 84.5
Youngstown ............... 76.0
Oklahoma
Oklahoma City ...........89.7
Tulsa .............................. 92.0
Oregon
Portland ..................... 104.5
Pennsylvania
Harrisburg ................. 95.0
Philadelphia ............... 115.0
Pittsburgh ................. 96.2
Rhode Island
Providence .................. 97.0
South Carolina
Charleston .................. 92.0
Columbia .................... 93.0
Greenville ................... 90.0
Tennessee
Chattanooga ............ 88.0
Cool Springs ............ 99.0
Knoxville ...................... 87.0
Memphis .................... 95.0
Nashville .................... 98.5
Texas
Austin ........................ 104.0
Dallas .......................... 105.5
El Paso ....................... 70.0
Fort Worth ................ 105.5
Houston ..................... 106.0
Midland/Odessa ...... 96.0
San Antonio ............. 98.0
Utah
Salt Lake City ........... 99.0
Virginia
Norfolk/
Hampton Roads ...... 93.5
Richmond ................. 98.0
Tysons Corner ......... 130.0
Washington
Seattle ......................... 118.9
Spokane ....................... 82.0
Wisconsin
Appleton ................ 85.0
Green Bay ................. 86.5
Madison ..................... 96.0
Milwaukee ................. 99.0
Waukesha ................. 98.5
Compliments of ANA's Marketing Knowledge Center
16. 1414
2014 Salary Guide
DESIGN PRODUCTION
Position LOW High
Creative Director (8+ years) $ 95,500 $ 205,500
Creative Director (5+ years) $ 87,500 $ 153,000
Creative Services Director $ 75,000 $ 97,500
Creative Services Manager $ 55,000 $ 75,000
Art Director (5+ years) $ 72,000 $ 100,500
Art Director (3 to 5 years) $ 60,000 $ 78,500
Production Director (8+ years) $ 85,000 $ 110,000
Production Manager $ 65,000 $ 93,500
Production Coordinator $ 45,000 $ 62,500
Project Manager $ 50,000 $ 85,000
Studio Manager (5+ years) $ 65,250 $ 87,500
Studio Manager (1 to 5 years) $ 55,000 $ 72,500
Traffic Manager $ 50,000 $ 75,000
Traffic Coordinator $ 45,000 $ 55,000
Technical Illustrator $ 55,000 $ 83,500
Medical Illustrator $ 60,000 $ 92,000
Illustrator (3+ years) $ 55,000 $ 87,500
Illustrator (1 to 3 years) $ 45,000 $ 67,000
Graphic Designer (5+ years) $ 70,000 $ 92,500
Graphic Designer (3 to 5 years) $ 55,000 $ 74,000
Graphic Designer (1 to 3 years) $ 45,000 $ 58,000
Package Designer $ 65,000 $ 110,000
Package Production Artist (3+ years) $ 60,000 $ 85,000
Package Production Artist (1 to 3 years) $ 50,000 $ 65,000
Layout Designer $ 55,000 $ 70,000
3D Animator $ 65,000 $ 92,000
3D Modeler $ 65,000 $ 92,000
Studio Artist (3+ years) $ 45,000 $ 55,000
Studio Artist (1 to 3 years) $ 35,000 $ 45,000
Multimedia Designer $ 50,000 $ 79,750
Prepress Specialist (3+ years) $ 55,000 $ 80,000
Prepress Specialist (1 to 3 years) $ 45,000 $ 55,000
Presentation Specialist (3+ years) $ 65,000 $ 95,000
Presentation Specialist (1 to 3 years) $ 50,000 $ 65,000
Production Artist (3+ years) $ 52,000 $ 70,000
Production Artist (1 to 3 years) $ 40,000 $ 50,000
Serving Up Starting
Salaries in Toronto
All salaries listed on this and the following pages are in Canadian dollars.
Compliments of ANA's Marketing Knowledge Center
17. 15
creativegroup.com
15
Interactive
Position LOW High
Interactive Creative Director $ 95,500 $ 165,750
Interactive Art Director $ 80,000 $ 125,000
Interaction Designer (5+ years) $ 78,750 $ 105,250
Interaction Designer (1 to 5 years) $ 56,750 $ 79,750
Responsive Designer $ 60,000 $ 85,000
Information Architect $ 80,000 $ 155,000
User Experience (UX) Director $ 85,000 $ 150,000
User Experience (UX) Designer $ 65,000 $ 130,000
User Experience (UX) Specialist $ 67,500 $ 117,500
User Interface (UI) Developer $ 75,000 $ 135,250
Web Designer (5+ years) $ 80,000 $ 120,750
Web Designer (1 to 5 years) $ 55,000 $ 82,000
Email Marketing Designer $ 52,500 $ 72,750
Flash Designer/Developer $ 55,000 $ 85,000
HTML Developer $ 61,750 $ 85,000
Front-End Web Developer (3+ years) $ 62,000 $ 90,000
Front-End Web Developer (1 to 3 years) $ 48,000 $ 75,000
Interactive Producer $ 55,000 $ 78,750
Web Production Artist $ 52,750 $ 67,250
Blogger $ 48,000 $ 72,500
Motion Designer $ 65,000 $ 87,500
Video Producer $ 55,000 $ 75,750
Video Editor $ 56,000 $ 77,500
Mobile Designer $ 65,000 $ 95,000
Mobile Developer $ 68,000 $ 100,000
Game Designer $ 65,750 $ 97,750
Content Development Management
Position LOW High
Copywriter (5+ years) $ 80,000 $ 130,000
Copywriter (3 to 5 years) $ 60,000 $ 80,000
Copywriter (1 to 3 years) $ 48,000 $ 60,000
Instructional Systems Designer $ 52,750 $ 95,000
Proposal Writer $ 62,000 $ 95,000
Web Content Writer (5+ years) $ 84,250 $ 115,000
Web Content Writer (1 to 5 years) $ 52,750 $ 82,500
Copy Editor (3+ years) $ 58,750 $ 83,250
Copy Editor (1 to 3 years) $ 45,750 $ 58,750
Proofreader $ 48,750 $ 72,750
Content Manager $ 55,000 $ 79,750
Content Strategist $ 68,750 $ 85,750
Compliments of ANA's Marketing Knowledge Center
18. 1616
2014 Salary Guide
Advertising Marketing
Position LOW High
Agency
Account Manager (5+ years) $ 75,000 $ 120,000
Account Executive (3+ years) $ 57,500 $ 75,000
Account Coordinator (1 to 3 years) $ 43,500 $ 58,000
Account Planner/Strategist $ 75,000 $ 130,000
Social Media Strategist $ 65,000 $ 110,000
Social Media Manager $ 58,500 $ 77,750
Corporate
Vice President of Marketing $ 99,500 $ 190,000
Marketing Director $ 85,000 $ 165,000
MarCom Manager $ 75,000 $ 95,000
MarCom Specialist $ 55,000 $ 75,000
Agency or Corporate
Media Planner $ 58,000 $ 102,750
Market Researcher (3+ years) $ 45,000 $ 62,000
Market Researcher (1 to 3 years) $ 40,000 $ 48,000
Brand/Product Manager (5+ years) $ 72,500 $ 110,000
Brand/Product Manager (1 to 5 years) $ 48,500 $ 72,500
MarCom Manager (5+ years) $ 76,750 $ 97,750
MarCom Manager (3 to 5 years) $ 59,750 $ 77,750
MarCom Coordinator (1 to 3 years) $ 40,000 $ 57,750
User Experience (UX) Analyst $ 75,000 $ 105,000
Event/Trade Show Manager $ 55,000 $ 65,000
Event/Trade Show Coordinator $ 45,750 $ 55,000
Digital Marketing Strategist $ 79,750 $ 129,750
Interactive Marketing Manager $ 76,750 $ 127,750
E-Commerce Marketing Manager $ 78,500 $ 127,500
Email Marketing Manager $ 75,500 $ 120,000
Mobile Marketing Manager $ 76,000 $ 120,000
Marketing Analytics Specialist (3+ years) $ 76,500 $ 110,000
Marketing Analytics Specialist (1 to 3 years) $ 57,000 $ 75,750
Web Analytics Specialist (3+ years) $ 80,000 $ 135,000
Web Analytics Specialist (1 to 3 years) $ 72,000 $ 82,500
SEO/SEM Specialist (3+ years) $ 75,000 $ 95,000
SEO/SEM Specialist (1 to 3 years) $ 60,000 $ 75,000
Digital Project Manager $ 65,000 $ 120,000
Digital Traffic Manager $ 55,000 $ 80,000
Compliments of ANA's Marketing Knowledge Center
19. 1717
creativegroup.com
Advertising Marketing (continued)
Position LOW High
Agency or Corporate (continued)
Digital Community Manager $ 50,000 $ 75,000
Social Media Marketer $ 55,000 $ 80,000
Social Media Specialist $ 48,000 $ 70,000
Public Relations
Position LOW High
Public Relations Director $ 85,000 $ 130,000
Public Relations Manager $ 70,000 $ 88,750
Public Relations Specialist $ 45,000 $ 70,000
Visit our Salary Centre at
creativegroup.com/salary-centre
for more information, including
our Salary Calculator.
Compliments of ANA's Marketing Knowledge Center
20. 18
2014 Salary Guide
Regardless of the specific position they are hiring for, employers seek
professionals with the following traits:
1. Industry experience • Most hiring
managers are recruiting for mid- to
high-level roles that require at least
three years of experience. In some
cases, employers are willing to bring on
recent graduates with strong portfolios
and demonstrated soft skills.
2. Analytical skills • More businesses
are using big data to track industry
trends and adapt to changes in real
time. Professionals who can enhance
their company’s product or service
offerings through data-informed
decisions are in high demand.
3. Social media expertise • Firms prize
job candidates who understand how
to use social media effectively, even
when hiring for positions that don’t
directly involve these channels.
4. Coding and technical skills •
Knowledge of HTML5 (or other
markup languages) and CSS3, along
with the latest version of the Adobe
Creative Suite and Adobe Creative
Cloud, is becoming a requisite for
many digital design roles.
Four Characteristics to
Look for in Creative Talent
Compliments of ANA's Marketing Knowledge Center
21. 19
creativegroup.com
It may seem like the hiring process is over once you’ve determined which
candidate you’d like to bring on board. But don’t sit back to enjoy your
cup of joe just yet. An important step still remains: extending the job offer.
The way you handle this can make all the difference. Do a poor job, and
you may start the relationship off on the wrong foot — or even lose the
candidate to another opportunity. Here are some tips:
• Don’t let it sit. After you make up your mind about hiring someone,
extend the offer immediately. A delay of even a day or two can cost you.
• Call in. Make the job offer verbally by phone so you can alert the
candidate right away. Then, follow up with an official letter or email.
• Top it off. Don’t just discuss the financial aspects of the offer. Remind the
individual of the other perks of joining your company, such as flexible
work arrangements or training options. You want the person to feel good
about becoming a member of your team.
• Stay connected. Remain in touch while a candidate is considering the
offer so you can reinforce your enthusiasm about him or her joining
your organization.
• Know how to negotiate. Be prepared if the applicant wishes to negotiate
salary or other aspects of the offer. Determine in advance how far you’re
willing to go. You don’t want to get so caught up in negotiations that you
lose sight of what’s appropriate for your company. Likewise, you don’t
want to lose a great prospect over a minor negotiation point.
Preparing Job Offers
Applicants Can’t Refuse
The Perfect Cup
Compliments of ANA's Marketing Knowledge Center
22. 20
2014 Salary Guide
Advertising and marketing executives were
asked, “When extending a job offer to a top
candidate, how willing are you to negotiate
compensation?” Their responses:
9%
Don’t know/no answer
23%
Very willing
14%
Not at all willing
14%
Not very willing
40%
Somewhat willing
Source: TCG survey of 500 advertising and marketing executives in the United States
Compliments of ANA's Marketing Knowledge Center
23. 21
Advertising and marketing executives were asked,
“Which of the following traditional perks does your
agency/firm offer?” The top five responses were:
Health and/or dental
care coverage
Subsidized training/
education
Flexible work hours
Bonuses (e.g., signing,
performance-based,
spot, referral)
Source: TCG survey of 400 advertising and marketing executives in the United States
3%
Employee
wellness
program
Access to
an on-site
fitness center
or free gym
membership
Day care or
the ability
to bring
children to
work
Periodic
paid
sabbatical
leave
Ability to
bring pets
to work
Source: TCG survey of 400 advertising and marketing executives in the United States
Advertising and marketing executives were asked,
“Which one of the following creative or unusual perks
do you think employees at your agency/firm would
find most appealing?” The top five responses were:
creativegroup.com
Employer-sponsored
savings plans
(e.g., 401(k))
77%
52%
39%
56%
71%
22% 22% 19%
27%
Compliments of ANA's Marketing Knowledge Center
24. 22
Businesses today move at lightning speed. Advances in technology and
communications, coupled with increased competition from all corners of the
globe, mean companies must be agile in responding to change, including
identifying the right creative resources for new and ongoing campaigns.
A flexible staffing plan that blends full-time employees and highly skilled
freelancers can help your firm staff up or down in response to business
demand. This approach also introduces a variable-cost component into
an otherwise fixed-cost labor structure, which can help you guard against
overstaffing and layoffs.
Freelancers are available at all experience levels and can supplement a
company’s core team whenever and for as long as necessary. These
professionals can be engaged to fill staffing gaps or serve as technical
experts when a given skill set does not exist in-house.
The percentage of people in today’s labor force who are working on a
temporary or project basis is rising — for a variety of reasons. Specialists
at very high levels often choose interim assignments over full-time work
because of the schedule flexibility and diversity of projects this option
provides. This is a boon for companies, which are able to take advantage
of the in-depth knowledge and experience these individuals possess.
Source: TCG survey of 500 advertising and marketing executives in the United States
Advertising and marketing executives were asked,
“What do you consider the single greatest benefit of
using freelance professionals?” Top responses were:
2014 Salary Guide
Savory Rewards
The Benefits of a Flexible Staffing Method
11%
Opportunity to evaluate
their abilities before
hiring as full-time
employees
16%
Reduced cost when hiring
full-time employees
18%
Extra support during
peak work periods
Access to specialized
skills and knowledge 29%
Compliments of ANA's Marketing Knowledge Center
25. 23
creativegroup.com
The Creative Group, a division of Robert Half, specializes in placing
interactive, design and marketing professionals on a project and full-time
basis. Some of the key benefits we offer your business include:
The best people • Few things are as costly for companies as discovering
too late that they’ve hired the wrong person. It wastes time, creates
backlogs and damages employee morale. We can help you make the right
match the first time to keep your business running at full capacity.
Full service • Companies, especially small businesses, don’t always have the
time and resources it takes to locate and attract the best creative talent. Our
staffing and recruiting professionals have the expertise to do it all: personal
interviews, software skills evaluations, portfolio reviews, reference checks, soft
skills assessments and, perhaps most critically, assessment of the suitability of
our candidates’ fit with your work environment.
Assistance precisely when you need it • Time is money. Our staffing experts
are trained to make efficient matches — creative professionals who can
start right away to help you get the job done with minimal downtime.
In-demand talent • TCG attracts top job candidates by offering them
access to the best job opportunities and skills enhancement courses to
expand their career options. We also gain exposure to creative talent
through our alliances with professional associations and organizations,
including AIGA, the American Advertising Federation, Graphic Design
USA, HOW and Rhode Island School of Design. As a result, we can help
you hire the hard-to-find talent you need most.
High-tech, high-touch approach • We use the latest technology to present
candidates with the right skills more rapidly to clients. But we aren’t limited
to e-solutions. We believe personalized, tailored service is an essential
ingredient to successful recruiting.
The best reputation • Since 1999, TCG has developed and refined our
ability to read the job market in all kinds of economic conditions to offer
sound advice and outstanding candidates.
Contact TCG at 1.888.846.1668 or creativegroup.com to learn more about
how we can assist with your creative staffing needs.
TCG
Your Creative Talent Connoisseur
Compliments of ANA's Marketing Knowledge Center
26. 24
2014 Salary Guide
United States
Arizona • Phoenix
California • Irvine • La Jolla • Los Angeles
Oakland • San Francisco • San Jose
Colorado • Denver
Connecticut • Hartford • Stamford
District of Columbia • Washington
Florida • Coral Gables
Georgia • Atlanta
Illinois • Chicago
Massachusetts • Boston
Michigan • Southfield
Minnesota • Minneapolis
Missouri • St. Louis
New Jersey • Paramus • Princeton • Woodbridge
New York • New York
North Carolina • Charlotte • Raleigh
Ohio • Cleveland • Columbus
Pennsylvania • Philadelphia
Tennessee • Nashville
Texas • Austin • Dallas • Houston
Washington • Seattle
Canada
Ontario • Toronto
Where to Find Us
Visit creativegroup.com/office-locations
to contact the TCG office nearest you.
Visit our revamped portfolio site at
creativegroup.com/creative-portfolio to
see the hot creative talent our employment
baristas are currently serving up.
Compliments of ANA's Marketing Knowledge Center