How to hire a marketing professor

How to hire a marketing professor, step by step

Here's a step-by-step marketing professor 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 professor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new marketing professor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your marketing professor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a marketing professor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A marketing professor's background is also an important factor in determining whether they'll be a good fit for the position. For example, marketing professors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of marketing professors and their corresponding salaries.

   Type of Marketing Professor	Description	Hourly rate
   Marketing Professor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$29-77
   Adjunct Business Instructor	An adjunct business instructor refers to an educator hired on a contractual basis. They teach introductory undergraduate courses semester-by-semester all through an academic year... Show more	$12-52
   Business Instructor	A business instructor specializes and focuses on teaching students about various businesses. In learning institutions, a business instructor is responsible for preparing lesson and coursework plans, performing extensive research, organizing various activities to enhance the students' skills and knowledge, facilitating discussions, conducting quizzes and examinations, and developing strategies for better learning... Show more	$12-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Digital Marketing
   • Marketing Analytics
   • Organizational Behavior
   • Business Management
   • Entrepreneurship
   • Blackboard
   • Business Administration
   • Course Materials
   • Human Resource Management
   • Syllabus
   • Economics
   • International Business
   • Course Curriculum

   Responsibilities:

   • Used blackboard online to manage students tests, grade papers and assign materials.
   • Experiment with different surface chemistry to improve quality of yields -participate in poster session and presentation to faculty and graduate students.
   • Create many Mathematica movies to help students understand important concepts in calculus.

3. Make a budget

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

   • Location. For example, marketing professors' average salary in oklahoma is 48% less than in maryland.
   • Seniority. Entry-level marketing professors 62% less than senior-level marketing professors.
   • Certifications. A marketing professor 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 professor's salary.

   Average marketing professor salary

   $100,675yearly

   $48.40 hourly rate

   ---

   Entry-level marketing professor salary

   $62,000 yearly salary

   Updated January 31, 2026

4. Writing a marketing professor job description

   A good marketing professor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a marketing professor job description:

   Marketing professor job description example

   Johns Hopkins Carey Business School invites applications for the position of Full (tenured) Professor to start Fall 2023. A research orientation of quantitative approaches is desirable. This position is available at both Baltimore, MD and Washington, DC campuses. We welcome applications from candidates motivated by the unique opportunity to participate in building a world-class business school at a premier private university.
   
   The ideal candidate will have a distinguished academic record suitable for a tenured appointment, with interests in research problems related to Marketing, as well as demonstrated leadership experience.
   
   Teaching responsibilities will include MBA/MS-level courses. Evidence of successful teaching in a business school environment is desirable but not required. Qualified candidates must have a doctoral degree.
   Applications MUST be submitted using Interfolio (apply.interfolio.com/112802) and include:
   
   + Cover letter addressed to Prof. Andrew Ching, Recruiting Committee Chair
   
   + Curriculum vitae
   
   + Names and contact information of three (3) references (confidential letters of reference may be requested at a later date)
   
   + Up to three (3) research papers
   
   Johns Hopkins Carey Business School conducts a pre-employment background check and degree verification on all candidates upon acceptance of a contingent offer.
   
   Position will remain opened until filled.
   
   The search committee is dedicated to hiring candidates who, through their research, teaching, and service will contribute to the excellence and diversity of the Carey Business School, Johns Hopkins University, our students, and the broader academic community. The leadership, faculty, and the staff of the Carey Business School are committed to enhancing our school culture through an environment that welcomes and respects everyone.
   
   Job Type: Full Time Johns Hopkins University is committed to active recruitment of a diverse faculty and student body. The University is an Affirmative Action/Equal Opportunity Employer of women, minorities, protected veterans and individuals with disabilities and encourages applications from these and other protected group members. Consistent with the University's goals of achieving excellence in all areas, we will assess the comprehensive qualifications of each applicant.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right marketing professor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your marketing professor job on Zippia to find and recruit marketing professor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit marketing professors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 professor

   Once you've selected the best marketing professor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new marketing professor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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.)

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