How to hire a vice president, marketing and operations

How to hire a vice president, marketing and operations, step by step

Here's a step-by-step vice president, marketing and operations hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the vice president, marketing and operations you need to hire. Certain vice president, marketing and operations 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

   You should also consider the ideal background you'd like them a vice president, marketing and operations to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a vice president, marketing and operations that fits the bill.

   This list shows salaries for various types of vice presidents, marketing and operations.

   Type of Vice President, Marketing And Operations	Description	Hourly rate
   Vice President, Marketing And Operations	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$43-89
   Sales And Marketing Vice President	A sales and marketing vice president is responsible for managing brand awareness, developing strategic promotional plans, and preparing marketing campaigns to attract existing. Potential customers increase sales revenues and improve the company's profitability... Show more	$47-138
   Marketing Lead	A marketing lead is a professional who is responsible for overseeing a team of marketing specialists to help a company achieve its marketing goals. Marketing leads are required to create and manage marketing plans so that they can deliver marketing campaigns on time and escalate issues that may prevent prompt delivery... Show more	$35-70

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Digital Marketing
   • Strategic Direction
   • CRM
   • Marketing Campaigns
   • Market Research
   • Revenue Growth
   • SEO
   • KPIs
   • Integrated Marketing
   • ROI
   • Lead Management
   • CMO
   • Partnerships
   • SEM

   Check all skills

   Responsibilities:

   • Create and manage yearly budgets; analyze all financial activities including cost of goods and ROI of new facility construction.
   • Lead commercial operations including structuring and closing strategic partnerships and building a unique business intelligence platform for the healthcare industry.
   • Develop campaign management ROI metrics dashboard aligning marketing and sales performance, processes, programs and lead generation.
   • Develop cross training partnerships with local/regional tour directors to share key knowledge regarding event management, course negotiations and administrative roles/responsibilities.
   • Lead weekly sales and marketing meetings to monitor SLA and KPI performance and audit compliance to departmental standards.
   • Develop cross channel measurement and KPI frameworks base up industry standard benchmarking data and client business and operational objectives.

   More vice president, marketing and operations duties

3. Make a budget

   Including a salary range in the vice president, marketing and operations job description is a good way to get more applicants. A vice president, marketing and operations salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a vice president, marketing and operations in West Virginia may be lower than in Colorado, and an entry-level engineer typically earns less than a senior-level vice president, marketing and operations. Additionally, a vice president, marketing and operations with lots of experience in the field may command a higher salary as a result.

   Average vice president, marketing and operations salary

   $130,295yearly

   $62.64 hourly rate

   ---

   Entry-level vice president, marketing and operations salary

   $90,000 yearly salary

   Updated January 20, 2026

   Average vice president, marketing and operations salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$169,022	$81
   2	Colorado	$163,188	$78
   3	New York	$143,563	$69
   4	Nevada	$142,335	$68
   5	Washington	$140,584	$68
   6	Alaska	$139,888	$67
   7	Connecticut	$138,692	$67
   8	Rhode Island	$137,654	$66
   9	Massachusetts	$135,887	$65
   10	New Jersey	$129,125	$62
   11	Virginia	$126,791	$61
   12	Pennsylvania	$124,599	$60
   13	Arizona	$123,276	$59
   14	Texas	$122,156	$59
   15	New Hampshire	$121,263	$58
   16	Florida	$120,298	$58
   17	Maryland	$120,064	$58
   18	Delaware	$118,607	$57
   19	Wisconsin	$115,621	$56
   20	Illinois	$114,745	$55

   Average vice president, marketing and operations salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Citi	$143,593	$69.04	280
   2	Dataminr	$142,067	$68.30	3
   3	Magic Leap	$134,001	$64.42
   4	JPMorgan Chase & Co.	$125,697	$60.43	1,535
   5	Mediabrands	$112,821	$54.24
   6	Randstad North America, Inc.	$111,244	$53.48	5
   7	ORS Partners	$110,495	$53.12	1
   8	Intercom	$110,314	$53.04	15
   9	UnitedHealth Group	$95,771	$46.04	61
   10	Winn-Dixie	$90,753	$43.63
   11	Customers Bank	$75,452	$36.27	8

4. Writing a vice president, marketing and operations job description

   A good vice president, marketing and operations 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 vice president, marketing and operations job description:

   Vice president, marketing and operations job description example

   Dataminr is making its mark for growth and innovation, recently earning recognition on the Deloitte Technology Fast 500, Forbes AI 50 and Forbes Cloud 100 lists. We also earned accolades for ‘Most Innovative Use of AI' from the 2020 AI & Machine Learning Awards.

   Join our team and help the world manage risk in real time. You'll work with 800+ talented people across eight offices, united by our passion to collaborate, make a difference, and have fun while doing it!

   Who you are :

   You're an experienced, data-driven marketing leader with a growth mindset. You thrive in an environment where you're able to switch from working on strategy to complex data problems to coming up with great creative ideas that will drive conversion.

   As our VP, Performance Marketing & Operations, you'll report to the Chief Marketing Officer. You'll develop strategy, guide execution and optimization, own investment decisions, ensure lead quality and data integrity, and coach a team that can meet the demands of our rapidly growing global business. You'll be responsible for developing and leading a world-class performance marketing and operations team that delivers on the ambitious global growth goals for Dataminr's product portfolio.

   Responsibilities:

   • Set the vision, build, and lead the Performance Marketing & Operations team and foster our data-driven marketing culture
   • Responsible for the growth, quality, and continuous optimization of all paid digital channels, digital campaign performance, SEO, and digital conversion success
   • Guide ongoing website expansion and continuous optimization
   • Own and manage the marketing tech stack, including evaluating, integrating and rolling-out new technology and tools as well as optimizing current solutions
   • Develop, manage and maintain the marketing automation roadmap, integrations and workflows and drive continuous improvement
   • Guide data quality and data analytics strategy, infrastructure deployment, internal/external alignment and communications, reporting and marketing process governance
   • Collaborate with Marketing, Sales Development, Sales, and Sales Operations leaders to build programs that support our pipeline and revenue targets globally
   • Lead a dedicated performance marketing and operations team by fostering a positive growth mindset for all

   Desired Skills and Experience:

   • Bachelor's degree in related field or equivalent work experience
   • 12+ years of B2B digital performance marketing, marketing operations, or related growth marketing experience in high-growth, software-as-a-service (SaaS) companies
   • 6+ years of digital team leadership experience, ideally with a global scope
   • Data-driven marketing strategy, planning, budget allocation and organization alignment experience
   • Demonstrated passion for customer experience and engagement using data, insights, and creative instincts
   • Experience developing, executing, and measuring digital lead generation programs for B2B audiences and designing, implementing and managing lead management and routing systems
   • Deep understanding and successful management of a wide variety of marketing technology tools and platforms including web analytics, automation, lead routing, ABM, personalization, chat, etc.
   • Excellent communication capabilities, written and verbal
   • Strong bias to action with drive to succeed in a rapidly evolving, high growth environment
   • High talent to ego ratio

   Why you should work here:

   • We recognize and reward hard work with:
   • • company paid benefits for employees and their dependents, including medical, dental, vision, disability and life insurance
     • 401(k) savings plan with company matching
     • flexible spending account for out-of-pocket medical, transit, parking and dependent care expenses
   • We want you to be your best, authentic self by supporting you with:
   • • a diverse, driven, and passionate team of coworkers who want you to succeed
     • individual learning and development fund and professional training
     • generous paid time off; including sick leave and 100% company paid parental leave
     • in-office perks such as a kitchen stocked with snacks and beverages, and catered meals
     • remote working friendly perks such as expanded telehealth options for mental and physical well being, virtual yoga, meditation and health and fitness app reimbursements

   …and this is just to name a few!

   #LI-REMOTE

   #LI-LF

   Copy this example

   

5. Post your job

   To find the right vice president, marketing and operations for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with vice presidents, marketing and operations they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit vice presidents, marketing and operations who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with vice president, marketing and operations 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think 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.

7. Send a job offer and onboard your new vice president, marketing and operations

   Once you have selected a candidate for the vice president, marketing and operations position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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