How to hire a marketing officer

How to hire a marketing officer, step by step

Here's a step-by-step marketing officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a marketing officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new marketing officer
• Step 8: Go through the hiring process checklist

Post a marketing officer job for free, promote it for a fee

Post free

1. Identify your hiring needs

   First, determine the employments status of the marketing officer you need to hire. Certain marketing officer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect marketing officer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents marketing officer salaries for various positions.

   Type of Marketing Officer	Description	Hourly rate
   Marketing Officer	Advertising, promotions, and marketing managers plan programs to generate interest in products or services. They work with art directors, sales agents, and financial staff members.	$28-74
   Business Development And Marketing Manager	The business development and marketing manager is in charge of overseeing a company's marketing programs and projects. They primarily manage and coordinate teams, set goals and guidelines, organize budgets and timelines, conceptualize plans, and develop strategies to optimize operations... Show more	$24-53
   Marketing Manager/Project Manager	A marketing manager/project manager oversees a company's marketing programs and projects, aiming to attract more customers and increase the brand value of a business, product, or service. They primarily perform market research and assessments to identify marketing trends and opportunities, gather and analyze data to generate business leads, study the consumer and competitors in the industry, and identify the weaknesses and strengths of existing marketing projects, utilizing information to enhance operations... Show more	$26-52

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Digital Marketing
   • Website Content
   • Promotional Campaigns
   • Product Development
   • Financial Products
   • Sales Strategies
   • Market Research
   • Customer Relationships
   • Business Development
   • Press Releases
   • Email Campaigns
   • ROI
   • Credit Card
   • SEO

   Check all skills

   Responsibilities:

   • Develop and manage marketing programs and partner integration for industry marketing in government, healthcare and education markets.
   • Create Facebook social media program to enhance search engine traffic.
   • Double Facebook fan base within the first year of its launch.
   • Produce an annual business plan for specific markets and demonstrate potential ROI.
   • Launch web service platform that synchronize content across the web for better SEO.
   • Assess and revamp social media marketing strategies to optimize ROI and increase revenue growth.

   More marketing officer duties

3. Make a budget

   Including a salary range in your marketing officer job description is one of the best ways to attract top talent. A marketing officer can vary based on:

   • Location. For example, marketing officers' average salary in alaska is 47% less than in new york.
   • Seniority. Entry-level marketing officers 61% less than senior-level marketing officers.
   • Certifications. A marketing officer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a marketing officer's salary.

   Average marketing officer salary

   $96,916yearly

   $46.59 hourly rate

   ---

   Entry-level marketing officer salary

   $60,000 yearly salary

   Updated December 28, 2025

   Average marketing officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$110,498	$53
   2	California	$100,158	$48
   3	Illinois	$98,912	$48
   4	Virginia	$97,654	$47
   5	Texas	$82,120	$39
   6	Massachusetts	$81,027	$39
   7	Minnesota	$79,313	$38
   8	West Virginia	$78,935	$38
   9	Nevada	$77,000	$37
   10	Kentucky	$76,536	$37
   11	Florida	$67,604	$33
   12	Utah	$67,457	$32

   Average marketing officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	MUFG EMEA	$121,988	$58.65
   2	JPMorgan Chase & Co.	$111,076	$53.40	252
   3	Wells Fargo	$104,329	$50.16	25
   4	WesBanco	$102,389	$49.23	121
   5	Lincoln University	$96,319	$46.31	3
   6	California Bank of Commerce	$95,939	$46.12	8
   7	National Bank of Commerce	$95,559	$45.94	4
   8	Zions Ban	$92,746	$44.59
   9	Defiance State Bank	$85,846	$41.27	8
   10	Grand Prix	$85,552	$41.13
   11	Navitas, LLC	$82,508	$39.67
   12	Concern Worldwide	$78,438	$37.71
   13	Massachusetts Institute of Technology	$72,908	$35.05	6
   14	The Beach Company	$72,159	$34.69	3
   15	Bright Beginnings	$71,659	$34.45
   16	Minnesota State Fair	$54,656	$26.28	13
   17	University of South Florida	$51,955	$24.98	4
   18	City of Henderson	$48,845	$23.48	3

4. Writing a marketing officer job description

   A marketing officer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a marketing officer job description:

   Marketing officer job description example

   Do you want your voice heard and your actions to count?
   
   Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), the 5th largest financial group in the world. Across the globe, we're 180,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, building long-term relationships, serving society, and fostering shared and sustainable growth for a better world.
   
   With a vision to be the world's most trusted financial group, it's part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. This means investing in talent, technologies, and tools that empower you to own your career.
   
   Join MUFG, where being inspired is expected and making a meaningful impact is rewarded.
   
   This is a hybrid position. There are flexible work from home options available. A member of our recruitment team will discuss the options with you in more detail.
   
   1) Maintaining and servicing existing portfolio including KYC as Marketing Officer (MO),
   
   2) Improving banking business with existing customers,
   
   3) Driving bank-wide project especially on corporate banking business for Japanese large companies.
   
   Major Responsibilities:
   
   Develop a carefully balanced strategic and operational business plan mainly in terms of defense as a bank including objectives, product plan, marketing and sales plan, operating policies and performance measurement systems for the department under the general guidelines provided by the Managing Director.
   
   Face customers to 1) maintain relationship and accounts, understanding customers' business, organization and banking transaction, 2) negotiate terms and conditions for maximizing profitability as well as minimizing risk while collaborating with Primary Office in Japan.
   
   Support Senior RMs by acting as liaison between Japanese Corporate Banking (East) in NY, Product Office in NY and Primary Office in Japan in order to improve banking business and to minimize risk.
   
   Such project will include creating or changing rule/procedure, fee table, management /organizational structure.
   
   Support the Bank's strong relationship banking culture through ongoing customer contact, quality customer service, and superior product knowledge.
   
   Perform and coordinate other duties and projects as assigned by Managing Director or Senior RMs.
   
   Qualifications
   
   Bachelor's degree in Business/Finance/Economics required. MBA / CFA preferred
   1 years of professional experience; banking experience in U.S. and international market place is preferred
   Strong interpersonal skills.
   Strong financial aptitude and broad analytical ability.
   Excellent oral and written communications skills including excellent business writing, editing, and proofreading skills.
   Knowledge of domestic and foreign financial markets and products, including nonbanking financial institutions.
   
   Bilingual in Japanese and English is required
   
   The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities duties and skills required of personnel so classified.
   
   We are proud to be an Equal Opportunity/Affirmative Action Employer and committed to leveraging the diverse backgrounds, perspectives and experience of our workforce to create opportunities for our colleagues and our business. We do not discriminate on the basis of race, color, national origin, religion, gender expression, gender identity, sex, age, ancestry, marital status, protected veteran and military status, disability, medical condition, sexual orientation, genetic information, or any other status of an individual or that individual's associates or relatives that is protected under applicable federal, state, or local law.
   
   Some MUFG roles require that individuals be fully vaccinated against COVID-19, subject to exemptions for medical or religious reasons, as well as any other reason required by applicable law or order. Should you be selected for an interview, your recruiter will provide additional information.
   
   #LI-Hybrid

   Copy this example

   

5. Post your job

   To find marketing officers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any marketing officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level marketing officers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   To find marketing officer candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as swipe files, exit five, marketinghire, american marketing association.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit marketing officers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new marketing officer

   Once you've decided on a perfect marketing officer candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new marketing officer. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

   Sign up to download full list

   Sign up

How much does it cost to hire a marketing officer?