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Job outlook for managers, enterprise content management in the United States
Are manager, enterprise content management jobs in demand?
Manager, enterprise content management job and salary trends over time
Manager, enterprise content management jobs over time
Manager, enterprise content management job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 283 | 0.00% |
| 2020 | 267 | 0.00% |
| 2019 | 253 | 0.00% |
| 2018 | 229 | 0.00% |
| 2017 | 213 | 0.00% |
Average manager, enterprise content management salary over time
Manager, enterprise content management salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $122,917 | $59.09 | +3.3% |
| 2025 | $119,021 | $57.22 | +2.7% |
| 2024 | $115,907 | $55.72 | +2.4% |
| 2023 | $113,215 | $54.43 | +2.5% |
| 2022 | $110,434 | $53.09 | +3.2% |
Manager, enterprise content management jobs by state
Most common states for managers, enterprise content management
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 400 | 58% |
| 2 | Massachusetts | 6,859,819 | 1,911 | 28% |
| 3 | Oregon | 4,142,776 | 1,037 | 25% |
| 4 | Virginia | 8,470,020 | 1,968 | 23% |
| 5 | Delaware | 961,939 | 216 | 22% |
| 6 | Washington | 7,405,743 | 1,558 | 21% |
| 7 | North Dakota | 755,393 | 155 | 21% |
| 8 | Illinois | 12,802,023 | 2,464 | 19% |
| 9 | New Jersey | 9,005,644 | 1,657 | 18% |
| 10 | Minnesota | 5,576,606 | 1,022 | 18% |
| 11 | Connecticut | 3,588,184 | 650 | 18% |
| 12 | New Hampshire | 1,342,795 | 235 | 18% |
| 13 | Colorado | 5,607,154 | 966 | 17% |
| 14 | Alaska | 739,795 | 127 | 17% |
| 15 | California | 39,536,653 | 6,333 | 16% |
| 16 | New York | 19,849,399 | 3,138 | 16% |
| 17 | Maryland | 6,052,177 | 965 | 16% |
| 18 | North Carolina | 10,273,419 | 1,586 | 15% |
| 19 | Nebraska | 1,920,076 | 286 | 15% |
| 20 | South Dakota | 869,666 | 128 | 15% |
Most common cities for managers, enterprise content management
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Washington | 3 | 0% | $99,756 |
| 2 | New York | 1 | 0% | $118,974 |
| 3 | Phoenix | 1 | 0% | $103,496 |
Manager, Enterprise Content Management job outlook: Expert opinions
Our panel of manager, enterprise content management experts
University of Scranton
What general advice would you give to a Manager, Enterprise Content Management?
Rich Johnson: Most job titles have a similar salary. Sometimes the salary is better in urban spaces where the cost of living is higher as well. Before I would assess salary, I would look at the cost of living and your monthly budget to build your personal requirements. You usually need to begin work in a starting salary position, but that doesn't mean that you need to stay there for long. When you get into a role, go all in. Master everything that is asked of you and start providing ideas to solve problems. Your value isn't just your ability to complete a task, it is your ability to provide value and creative solutions. Make sure that you retain credit for your contributions and stay positive. Building value in your role is key for job security and growth. Another part of the ladder of salary growth is self advocating for raises and knowing when you have hit the ceiling in your present position. If you do hit a plateau, the options are to pursue a new role or consider taking your skills to another business. One of the most effective growth tools that I have had in my career has been through freelance. If you have the bandwidth, consider taking on some freelance work. This will build skills and new connections that can lead to your next opportunity.
What will help Managers, Enterprise Content Management increase their earning potential?
Rich Johnson: Digital media covers a lot of mediums and requires many skill sets (print, static online, animation, interactive). The print arm is a lesser component although still valuable in the scope of marketing. Smartphones, tablets and gaming have moved a lot of digital into a customer expectation of interactive and customizable content. The present model of career specialization in a certain aspect of this spectrum of skills is changing. The age of the generalist is becoming more of a reality as design tools are becoming more accessible and A.I. is assisting in the more complex tasks. I would say that someone working in digital media will need to focus more on the big picture of design, predicting trends and developing solutions from a point of view with perspective. It will be even more important to understand the needs of a system from the top down and provide solutions that enhance that system. This might be through partnering with marketing and sales to conceptualize solutions, pitching product ideas and other functions related to creative and art direction. And be curious, all of the time. Keep up to date with everything that is happening. Take classes, watch tutorials, read articles and be obsessed with the breakneck rate of change. Digital media is constantly changing and possibilities are always expanding. It can be near impossible to be a master of all of these trajectories, but you can understand them well enough to bring in a specialist when the challenge requires it. This is where I predict that A.I. will be a major paradigm shift. There will be a time when you will ask the system to solve a problem, and you can choose what parts of the process that you want to control. So to boil it down... Develop a well rounded set of skills Further develop specialist level skills where you excel Keep on top of change and keep a thirst for learning Strengthen your connection to problem solving and creative innovation Keep an eye on the future predicting what might be around the bend
Abhijit Roy
Professor of MarketingUniversity of Scranton
School of Management
What soft skills should all Managers, Enterprise Content Management possess?
Abhijit Roy: These are very important, yet harder to quantify skills, not only for marketing professionals but for business graduates in general. They include the ability to make sound decisions under pressure, having a high emotional intelligence quotient (EQ) as embodied by having empathy towards coworkers and subordinates, delegating appropriately, mentoring, communicating, time management, maintaining positivity despite setbacks and adapting to unforeseen challenges, being flexible, being persuasive and assertive at appropriate moments, yet being collaborative, seeking feedback, and the ability to negotiate and resolve conflicts when needed, amongst others.
Soft skills are typically more instrumental in enabling candidates to fit into an organization's culture and be strong candidates for promotion. Most marketing jobs involve candidates representing their brand initiatives and building strong client relationships, so interpersonal, and other soft skills are often valued more than hard skills. The strongest case for having excellent soft skills is that they are more easily transferable across various jobs and industries.