Research Summary. Here are some key points about hiring marketing program managers in the United States:
Recruiting marketing program managers involves both the one-time costs of hiring and the ongoing costs of adding a new employee to your team. Your spending during the hiring process will mostly be on things like promoting the job on job boards, reviewing and interviewing candidates, and onboarding the new hire. Ongoing costs will obviously involve the employee's salary, but also may include things like benefits.
The median annual salary for marketing program managers is $86,807 in the US. However, the cost of marketing program manager hiring can vary a lot depending on location. Additionally, hiring a marketing program manager for contract work or on a per-project basis typically costs between $30 and $55 an hour.
To hire a marketing program manager, you should create an ideal candidate profile, determine a budget, and post and promote your job. Here's a step-by-step guide on how to hire a marketing program manager:
The first step to find marketing program managers for hire is determining what type of worker you actually need. Certain roles might require a full-time employee, whereas others can be done by part-time workers or contractors.
A marketing program manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, marketing program managers 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.
Here's a comparison of the average salaries of common marketing program manager roles:
|Type Of Marketing Program Manager||Description||Hourly Rate|
|Marketing Program Manager||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.||$30-55|
|Manager, Field Marketing||A field marketing manager oversees a company's field marketing operations, aiming to improve brand awareness and reach sales goals. Their responsibilities primarily revolve around devising marketing strategies, participating in organizing campaigns and trade shows, setting objectives for the team, and monitoring the progress of marketing programs, ensuring they are functioning effectively and efficiently... Show More||$32-61|
|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|
Ideally, you should have the perfect candidate profile in mind before you write a marketing program manager job description. This means you should have a clear idea of the skill set they need to be proficient in, what their main responsibilities will be, and what kind of background they'll have.
Here is a list of skills that are commonly associated with marketing program manager:
Here is a list of common responsibilities that marketing program managers may be expected to fulfill:
Beyond the basics, you should also consider how well a candidate fits into your company culture. In other words, you should think about how your ideal marketing program manager will live by the company's mission statement and contribute to the team dynamic you already have in place.
|Rank #||State||# Of Jobs||% of Population||Avg. Salary|
Including a salary range in the job description is a good way to get more applicants. A marketing program manager salary can be affected by several factors, such as the location of the job, their level of experience, education and certifications, and the prestige of the employer. For example, the average salary for a marketing program manager in Florida may be lower than in California, and an entry-level engineer typically earns less than a senior-level marketing program manager. Additionally, a marketing program manager with lots of experience in the field may command a higher salary as a result.
|Rank||State||Avg. Salary||Hourly Rate||Job Count|
|3||District of Columbia||$97,892||$47|
|Rank||Company||Average Salary||Hourly Rate||Job Openings|
|18||Palo Alto Networks||$108,422||$52.13||13|
A good marketing program manager job description should include a few things:
To find the right marketing program manager for your business, consider trying out a few different recruiting strategies:
Post your job online:
Your first interview with marketing program manager candidates should focus on their interest in the role and their specific background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.
It's also a good idea to ask about candidates' special skills and talents. If you think that a candidate is good enough for the next step, you 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.
Once you've found the marketing program manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary, as well as the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer needs to be competitive if you really like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.
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.
Once that's done, you can draft an onboarding schedule for the new marketing program manager. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.