How to hire a senior vice president of marketing

How to hire a senior vice president of marketing, step by step

Here's a step-by-step senior vice president of marketing hiring guide:

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

What does a senior vice president of marketing do?

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1. Identify your hiring needs

   Before you post your senior vice president of marketing 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 senior vice president of marketing 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?

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   Hiring the perfect senior vice president of marketing 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 senior vice president of marketing salaries for various positions.

   Type of Senior Vice President Of Marketing	Description	Hourly rate
   Senior Vice President Of Marketing	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.	$58-158
   Marketing Services Manager	A marketing services manager is in charge of overseeing a company's marketing procedures, ensuring efficiency and smooth workflow. Their responsibilities often include developing promotional strategies, assessing the performance of staff, coordinating different teams, managing the budgets, researching new marketing and client opportunities, analyzing data, and developing solutions to optimize marketing services and operations... Show more	$42-75
   Marketing Strategist	The marketing strategist is an executive who works with the members of the marketing team to ensure the implementation of high-quality marketing strategies within a given time frame. Marketing strategists examine data to find out the best way to administer resources to increase revenue and profits... Show more	$25-57

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Digital Marketing
   • Analytics
   • Business Strategy
   • SVP
   • Integrated Marketing
   • Marketing Campaigns
   • CRM
   • Product Development
   • Market Research
   • B2B Marketing
   • Revenue Growth
   • ROI
   • Project Management
   • SEO

   Check all skills

   Responsibilities:

   • Lead all B2B and B2C marketing, business improvement and project execution efforts.
   • Create and manage new sales channels including direct, indirect, B2B and B2C.
   • Manage rebranding initiative: strategy, brand standards, logo change, content strategy, visual identity, new collateral.
   • Manage CRM data and customize reports on implementations, enhancements and opportunities.
   • Establish and manage an innovative direct response performance measurement, reporting and analytics practice around the business.
   • Manage all internal company-wide communications, including company intranet, quarterly all- company meetings broadcast to all locations and executive communications.

   More senior vice president of marketing duties

3. Make a budget

   Including a salary range in your senior vice president of marketing job description is a great way to entice the best and brightest candidates. A senior vice president of marketing salary can vary based on several factors:

   • Location. For example, senior vice presidents of marketing' average salary in north carolina is 25% less than in massachusetts.
   • Seniority. Entry-level senior vice presidents of marketing earn 63% less than senior-level senior vice presidents of marketing.
   • Certifications. A senior vice president of marketing with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a senior vice president of marketing's salary.

   Average senior vice president of marketing salary

   $200,351yearly

   $96.32 hourly rate

   ---

   Entry-level senior vice president of marketing salary

   $121,000 yearly salary

   Updated December 16, 2025

   Average senior vice president of marketing salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Massachusetts	$230,739	$111
   2	Illinois	$226,432	$109
   3	Hawaii	$226,097	$109
   4	California	$223,593	$108
   5	New York	$201,348	$97
   6	New Hampshire	$193,921	$93
   7	Maryland	$193,628	$93
   8	Utah	$187,579	$90
   9	Pennsylvania	$187,417	$90
   10	Wisconsin	$180,319	$87
   11	Minnesota	$179,396	$86
   12	Rhode Island	$179,151	$86
   13	North Dakota	$178,748	$86
   14	Nevada	$177,618	$85
   15	Arizona	$177,369	$85
   16	Ohio	$176,588	$85
   17	Colorado	$175,170	$84
   18	Texas	$174,779	$84
   19	Louisiana	$172,295	$83
   20	Georgia	$172,177	$83

   Average senior vice president of marketing salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Audubon Nature Institute	$323,352	$155.46
   2	Bobbi Brown Cosmetics	$259,197	$124.61
   3	Gotham	$245,465	$118.01
   4	JPA Health	$239,934	$115.35	3
   5	New York Road Runners	$237,775	$114.31
   6	Noble Corporation	$232,150	$111.61	1
   7	Artisans, Inc	$231,690	$111.39
   8	Sodexo Management, Inc.	$231,429	$111.26	133
   9	Footprint	$231,196	$111.15
   10	HYDROW INC	$231,187	$111.15
   11	Varentec	$230,994	$111.05
   12	*n/a*	$230,933	$111.03	5
   13	Hoosier Hills Credit Union	$230,763	$110.94
   14	Afiniti	$230,354	$110.75	1
   15	Pearson	$230,228	$110.69	72
   16	Sutherland	$227,159	$109.21
   17	Homewood Corporation	$226,129	$108.72
   18	John Hardy	$224,855	$108.10
   19	Kearny Bank	$223,769	$107.58	9
   20	Altius	$222,175	$106.81	13

4. Writing a senior vice president of marketing job description

   A senior vice president of marketing 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 senior vice president of marketing job description:

   Senior vice president of marketing job description example

   Fanatics is building a leading global digital sports platform to ignite and harness the passions of fans and maximize the presence and reach for hundreds of partners globally. Optimizing these long-standing partnerships, a database of more than 80 million global consumers and a trusted, recognizable brand name, Fanatics is expanding beyond its position as a global leader for licensed sports merchandise to now becoming a next-gen digital sports platform, featuring an array of offerings for fans across the sports ecosystem.
   
   The Fanatics family of companies currently includes Fanatics Commerce, a vertically-integrated licensed merchandise business that has changed the way fans purchase their favorite team apparel, jerseys, headwear and hardgoods through a tech-infused approach to making and quickly distributing fan gear in today's 24/7 mobile-first economy; Candy Digital, a digital collectibles company that is partnering with prominent sports properties, including MLB and MLBPA, to build an official NFT ecosystem; Fanatics Collectibles, through Topps as a cornerstone of the business, building a new model for the collectibles and trading cards hobby with top leagues and players association partners; and Fanatics Betting & Gaming, a mobile betting, gaming and retail sportsbook platform. Fanatics' partners include all major professional sports leagues (NFL, MLB, NBA, NHL, NASCAR, MLS, PGA) and hundreds of collegiate and professional teams, which include several of the biggest global soccer clubs.
   
   As a market leader with more than 9,000 employees, and hundreds of partners, suppliers, and vendors worldwide, we take responsibility for driving toward more ethical and sustainable practices. We are committed to building an inclusive Fanatics community, reflecting and representing society at every level of the business, including our employees, vendors, partners and fans. Fanatics is also dedicated to making a positive impact in the communities where we all live, work, and play through strategic philanthropic initiatives.
   
   At Fanatics, we're a diverse, passionate group of employees aiming to ignite pride and passion in the fans we outfit, celebrate and support. We recognize that diversity helps drive and foster innovation, and through our IDEA program (inclusion, diversity, equality and advocacy) at Fanatics we provide employees with tools and resources to feel connected and engaged in who they are and what they do to support the ultimate fan experience.
   
   This role will lead brand strategy and creative, retail brand marketing, state marketing and brand partnerships for FBG. This business first leader will partner with product and engineering leads within FBG and externally with brand and commercial leaders across Fanatics HoldCo organization. You will be instrumental in implementing a One Fanatics strategy, an aligned vision to create the #1 sports fandom ecosystem in the world.
   
   ResponsibilitiesShaping the FBG brand design system with creative leads and agency partners Developing and executing all outbound brand marketing Partnering with marketing lead peers to ensure continuity of all marketing materials across paid media, owned social, on platform and through CRM, loyalty and VIP. Lead national brand campaigns, state by state marketing launches and on platform brand voice Co-management of existing national assets with Fanatics Commerce business. Partner with Category Marketing to develop a strong category offense maximizing FBG brand and revenue opportunities across key verticals of Football, Basketball, Baseball, Soccer and other categories as the business grows and reacts to the marketplace.
   
   Experience and SkillsYou are best in class at marketing. Your strategy, execution and leadership capabilities are proven many times over. Minimum 10 years experience working in a matrix organization for world class tech or sport organizations Minimum 3 years experience working on a tech product and partnering with product team to bring product to market Passion for and knowledge of sports category and has a proven track record of developing strategy and deploying execution in the sports space Mastery in matrix leadership involving complex reporting structures and layered company structures High level of full funnel media knowledge and comms planning across a diverse set of paid, owned and earned assets. You love the media as much or more than you love the creative. Ability to be scrappy with production and media dollars to maximize reach and frequency among various consumer/category segments simultaneously Curious and fast learner willing to dive in to sports betting and become proficient in consumer/industry insights and functionality Open to regular travel to events and other Fanatics offices for various offsite and team meetings
   
   Ensure your Fanatics job offer is legitimate and don't fall victim to fraud. Fanatics never seeks payment from job applicants. Feel free to ask your recruiter for a phone call or other type of communication for interview, and ensure your communication is coming from a Fanatics or Fanatics Brand email address (this includes @betfanatics.com). For added security, where possible, apply through our company website at www.fanaticsinc.com/careers
   
   Tryouts are open at Fanatics! Our team is passionate, talented, unified, and charged with creating the fan experience of tomorrow. The ball is in your court now.
   
   Fanatics is committed to responsible planning and purchasing (RPP) practices, working with its business partners across its global and multi-layered supply chain, to ensure that planning, sourcing, and purchasing decisions, along with other supporting processes, do not impede or conflict with the fulfillment of Fanatics' fair labor practices.
   NOTICE TO CALIFORNIA RESIDENTS/APPLICANTS: In connection with your application, we collect information that identifies, reasonably relates to or describes you (“Personal Information”). The categories of Personal Information that we collect include your name, government issued identification number(s), email address, mailing address, other contact information, emergency contact information, employment history, educational history, criminal record, and demographic information. We collect and use those categories of Personal Information about you for human resources and other business management purposes, including identifying and evaluating you as a candidate for potential or future employment or other types of positions, recordkeeping in relation to recruiting and hiring, conducting criminal background checks as permitted by law, conducting analytics, and ensuring compliance with applicable legal requirements and Company policies.

   Copy this example

   

5. Post your job

   To find senior vice presidents of marketing 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 senior vice presidents of marketing they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level senior vice presidents of marketing 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.

   Post your job online:

   • Post your senior vice president of marketing job on Zippia to find and recruit senior vice president of marketing candidates who meet your exact specifications.
   • Use field-specific websites such as swipe files, exit five, marketinghire, american marketing association.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with senior vice president of marketing candidates should focus on their interest in the role and 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.

   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 senior vice president of marketing

   Once you've decided on a perfect senior vice president of marketing 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new senior vice president of marketing. 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.)

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