marketing.

Like virtually every other function, marketing suffered a serious turnover problem during the pandemic. Will that continue in 2023 and beyond? And what marketing jobs are the most in-demand for today's employers? We'll tell you all that and more — plus marketing salaries for almost every role in the function — in this chapter.

Based on the input from more than 350 employees in the field, Cella’s second annual Creative, Marketing and Digital Talent Report provides valuable insights into the rapidly changing outlook, expectations and preferences of today’s marketing workforce. One key takeaway: These employees can be fickle — and holding onto them is tough. For example, while 70 percent of respondents indicated that they’re very or somewhat content with their current roles, 40 percent of them nonetheless said they plan to leave their jobs within the next 12 months.

Discrepancies like that are a nightmare from a workforce planning standpoint, but organizations would be wise to start building their talent pipelines and seeking support from strategic partners as well. In such a tight job market — and with resources stretched dangerously thin — no one can afford to hope for the best and trust that it will come.

Attrition is endemic to sales and marketing teams — the turnover rate among sales organizations currently hovers around 34 percent, for example. Yet there are some interesting age-related dynamics to keep in mind here as well. Most notably, while job transitions among Gen Zers are up 134 percent over the past few years, job transitions among boomers are actually down four percent during that same period. Meanwhile, 41 percent of younger workers received pay raises in the past year, compared to just 28 percent of those over 55. For sales and marketing employers looking to develop impactful talent strategies for the year ahead, optimize compensation offerings and hold onto their high-value contributors, trends like these should be top of mind.

In today’s talent-controlled employment market, it seems that every candidate is a prize to be won — and our 2023 Hot Jobs indicate the competition isn’t cooling. We’ve added six more specialized categories to the most in-demand list.

Our category of expertise and combination of staffing, consulting and managed solutions make us the ideal partner for your needs — helping companies attract the highest quality of talent while encouraging outstanding satisfaction and career growth among their current teams.

staffing solutions

Get qualified employees for specific roles or projects on a temporary, temp-to-hire or direct-hire basis.

managed services

Want an IHA, but don’t want to own it as a core competency? A managed in-house agency offers all of the same advantages, plus the flexibility of contingent staffing.

embedded team

Contract for a full team consisting of a leader or manager, together with a small band of seasoned professionals.

overflow studio (production partners)

When you need to keep your dedicated team focused on a specific scope of work and onboarding contingent staff isn’t an option, an overflow partner can augment your team on an as-needed basis.

Let's review the national averages for salaries across the country.

The variance percentages can be applied to the national averages to calculate the salaries in your area.