38 Marketing Leadership Hiring Trends and Statistics for 2025

Data-backed insights on executive compensation, talent acquisition challenges, and the growing demand for fractional marketing expertise

The marketing leadership landscape is undergoing a fundamental transformation. C-level marketing positions are surging while entry-level roles decline, creating a market that rewards specialized expertise and strategic capabilities over generalist skills. For companies seeking to build high-performing go-to-market teams without the delays and costs of traditional recruiting, accessing a vetted talent network of fractional marketing experts has become the fastest path to competitive advantage.

Key Takeaways

• Executive hiring is accelerating – C-level marketing positions saw +34.8% year-over-year growth in Q2 2025, while entry-level roles declined 15.1%
• CMO compensation is surging – CMO salaries increased 30.8% in 2025, reflecting the strategic value of marketing leadership
• Skill gaps are widespread – 93% of marketing leaders admit it's challenging to find professionals with the right mix of skills
• Contract talent is rising – 77% of marketing leaders plan to increase their use of contract and fractional talent
• Product marketing leads demand – Product marketing roles saw +16.7% job growth with median salaries reaching $160,004
• Hiring timelines are lengthening – Average posting lifetime reached 34 days, up 5 days year-over-year

The Evolving Landscape of Marketing Executive Roles

1. C-level marketing positions saw +34.8% year-over-year growth in Q2 2025

The demand for senior marketing leadership has reached unprecedented levels. C-level marketing roles grew 34.8% year-over-year, far outpacing the overall job market. This surge reflects companies' recognition that strategic marketing leadership directly impacts revenue growth and competitive positioning, making these roles essential investments despite economic uncertainty.

2. EVP/SVP/Executive Director roles experienced +32.6% quarterly growth

Just below the C-suite, EVP/SVP positions grew 32.6% quarter-over-quarter—the fastest growth among all job levels. Companies are building out their marketing leadership teams to execute increasingly complex go-to-market strategies that require senior oversight and specialized functional expertise.

3. 66% of Fortune 500 companies have a C-suite marketing leader

Two-thirds of Fortune 500 companies maintain a C-suite marketing position, with 329 companies employing a CMO or equivalent role in 2024. For companies not ready to commit to a full-time executive, GTM 80/20's fractional CMO services provide access to the same caliber of leadership on a flexible basis.

4. Average CMO tenure at Fortune 500 companies is 4.3 years

CMO tenure remains shorter than other C-suite roles, averaging 4.3 years compared to 4.9 years for the broader C-suite. This turnover creates both challenges and opportunities for companies seeking marketing leadership continuity and makes succession planning critical.

5. Only 40% of Fortune 500 marketing leaders have roles titled "chief marketing officer"

The CMO title is evolving. Just 40% carry the traditional CMO title, while others hold expanded roles combining marketing with digital, growth, customer experience, or revenue responsibilities. This reflects the broadening scope of marketing leadership beyond traditional brand and demand generation.

6. Median annual wage for marketing managers reached $161,030 in May 2024

Marketing management compensation continues climbing, with median annual wages at $161,030. This figure underscores the significant investment required for full-time marketing leadership and explains why many companies pursue fractional alternatives that deliver executive-level expertise at a fraction of the cost.

7. CMO salary growth increased by 30.8% in 2025

The competition for top marketing talent has driven CMO salaries up 30.8% in 2025 alone. This dramatic increase reflects both market demand and the strategic value organizations place on proven marketing leadership that can drive revenue growth and competitive differentiation.

Talent Acquisition Challenges and Solutions

8. 93% of marketing leaders admit finding the right skills is challenging

The talent gap is real. 93% of marketing and creative leaders report difficulty finding professionals with the right mix of skills. This near-universal challenge drives companies toward specialized talent networks that have already vetted candidates for technical and strategic capabilities.

9. 77% of marketing leaders plan to increase their use of contract talent

The shift toward flexible engagement models is accelerating, with 77% of marketing leaders planning to increase contract talent usage. GTM 80/20's network of 300+ vetted experts with 7-16 years of experience provides the flexibility companies need without sacrificing quality or strategic thinking.

10. Average posting lifetime reached 34 days in Q2 2025

Hiring timelines continue lengthening, with average posting lifetime at 34 days—5 days longer than a year ago. This extended timeline costs companies in lost productivity and delayed initiatives, making rapid-deployment talent solutions increasingly valuable for maintaining competitive momentum.

11. 63% of marketing leaders cite new projects as their top driver for hiring

Project-based needs drive most hiring decisions. 63% of marketing leaders cite new projects as their primary hiring motivation, followed by company growth (48%) and skill gaps (44%). This project-centric demand aligns well with fractional engagement models that can scale up or down.

12. 44% of marketing leaders cite skill gaps among current team members

Internal capability gaps are a major hiring trigger. 44% of marketing leaders hire specifically to address skills their current teams lack. Specialized talent networks can fill these gaps faster than traditional recruiting, which averages weeks or months for senior roles.

13. 48% of marketing leaders intend to add new permanent roles through 2025

Despite economic uncertainty, 48% of marketing leaders plan to add permanent headcount through year-end. The remaining 47% will focus on backfilling vacancies only, suggesting a cautious but positive hiring outlook that favors proven talent.

The Specialized Role of Talent Acquisition in Marketing

14. Total active marketing job listings reached 90,951 in Q1 2025

The marketing job market is robust, with 90,951 active listings in Q1 2025—up 9.1% quarter-over-quarter. This volume requires specialized matching capabilities to help companies identify the right candidates efficiently from an increasingly crowded talent marketplace.

15. New marketing job postings totaled 60,098 in Q1 2025

Beyond active listings, 60,098 new postings appeared in Q1 2025—a 13.3% increase quarter-over-quarter. This steady flow of new opportunities reflects sustained demand for marketing talent across industries and demonstrates the ongoing competition for qualified professionals.

16. 22,792 employers posted marketing jobs in Q1 2025

The breadth of hiring activity spans 22,792 distinct employers, indicating marketing talent demand extends across company sizes and industries. This fragmented demand makes specialized talent marketplaces increasingly valuable for both employers seeking efficiency and candidates seeking opportunities.

17. Senior marketing roles totaled 10,615 in Q1 2025, up 8.6% QoQ

Director-level and above positions reached 10,615 in Q1 2025, growing 8.6% quarter-over-quarter. This senior-level demand reflects companies' need for strategic leadership, not just execution capacity, as organizations prioritize experienced professionals who can drive results.

Strategic Talent Acquisition vs. Tactical Recruitment

18. 68% of Fortune 500 CMOs are first-time CMOs

Most CMOs are promoted into the role rather than recruited from other CMO positions. 68% are first-time CMOs, indicating companies often develop internal talent or hire rising leaders rather than seeking proven CMOs from competitors. This creates opportunities for fractional leaders to provide guidance.

19. 58% of Fortune 500 CMOs were promoted from within their companies

Internal promotion remains the dominant path to the CMO role. 58% of Fortune 500 CMOs were promoted from within, suggesting companies value institutional knowledge and cultural fit alongside marketing expertise. This trend emphasizes the importance of developing internal talent pipelines.

20. 65% of exiting CMOs moved to lateral or better positions

CMO tenure may be shorter than other C-suite roles, but career outcomes are strong. 65% of exiting CMOs either received internal promotions or moved to lateral or step-up positions elsewhere—with 10% becoming CEOs. This demonstrates the strategic value of marketing leadership experience.

21. Entry-level marketing roles declined -4.5% year-over-year

The talent acquisition bifurcation is clear. While senior roles surge, entry-level positions declined 4.5% year-over-year in Q1 and accelerated to -15.1% in Q2. Companies are prioritizing experienced professionals over junior hires who require extensive training and development.

Embracing Fractional Marketing Leadership for Scalable Growth

22. VP/Senior Director marketing job growth reached +31% in 2025

The VP/Senior Director tier grew 31% in 2025, reflecting demand for senior leadership below the C-suite. For companies not ready for full-time VP hires, fractional engagement provides access to this expertise on a flexible basis—a core offering of GTM 80/20's network.

23. Manager/Senior Manager roles experienced +21.7% quarterly growth

Mid-level leadership demand grew 21.7% quarter-over-quarter, indicating companies are building management bench strength. Fractional experts can fill these roles while companies identify and recruit permanent candidates, providing continuity and expertise during the search process.

24. CMO job postings increased by 22% in 2025

Despite high compensation requirements, CMO postings grew 22% in 2025. Companies recognize marketing leadership's impact on growth but face budget constraints that make fractional CMO arrangements increasingly attractive as a cost-effective alternative to full-time hires.

25. SVP/Executive Director marketing roles saw 32% increase in demand

Just below the C-suite, SVP/Executive Director demand grew 32%. These roles typically command $200K+ compensation, making fractional engagement a cost-effective alternative for companies with strategic needs but constrained budgets that need senior leadership without full-time commitment.

Key Statistics Defining the 2025 Marketing Talent Market

26. Product Marketing leads all disciplines with $160,004 median salary

Product marketing commands the highest median salary across all marketing disciplines at $160,004 in Q2 2025. This premium reflects the role's direct impact on revenue through positioning, messaging, and go-to-market execution that differentiates products in competitive markets.

27. Product Marketing job growth reached +16.7% year-over-year

Beyond compensation, product marketing job growth hit 16.7% year-over-year. Companies increasingly recognize that strong positioning and messaging differentiation drive competitive advantage—expertise GTM 80/20's network specifically addresses through specialized fractional product marketing leaders.

28. Growth Marketing saw +19.3% year-over-year job growth

Performance-driven marketing is in high demand, with growth marketing roles up 19.3% year-over-year. This discipline's focus on measurable acquisition and retention metrics aligns with companies' emphasis on marketing ROI and data-driven decision making.

29. Partner & Channel Marketing exploded +46% quarter-over-quarter in Q1 2025

The fastest-growing discipline was partner and channel marketing at +46% quarter-over-quarter, with salary growth of +16.2% year-over-year. This reflects companies' focus on ecosystem-driven growth strategies that leverage partnerships to expand market reach.

30. Marketing employment projected to grow 7% through 2034

Long-term demand remains positive. Marketing manager employment is projected to grow 7% from 2024 to 2034—faster than average for all occupations—with 36,400 annual openings projected over the decade, demonstrating sustained career opportunities.

31. Salary transparency reached 51.9% of marketing job listings in Q2 2025

Compensation transparency continues advancing, with 51.9% of listings disclosing salary information—up 8.5 percentage points year-over-year. This trend helps both employers and candidates set realistic expectations and improves the efficiency of the hiring process.

Remote Work and Workplace Flexibility Trends

32. Remote marketing roles held steady at 14.3% at quarter-end Q2 2025

Despite return-to-office pressures, remote positions maintained 14.3% share—down just 0.7 percentage points year-over-year. This resilience indicates remote work remains viable for marketing roles, particularly for specialized positions where talent pools are geographically dispersed.

33. 53% of new marketing job postings are for on-site positions

The majority of new postings require on-site presence at 53%, followed by hybrid (31%) and fully remote (16%). Fractional experts who work remotely can complement on-site teams without geographic constraints, providing flexibility for distributed organizations.

34. Marketing specialists unemployment rate: 2.4%

The talent market remains tight, with marketing specialists at 2.4% unemployment—well below the 4.2% national average. This scarcity reinforces the value of pre-vetted talent networks that can deliver qualified candidates rapidly without extensive search processes.

35. Marketing managers unemployment rate: 3.1%

At the management level, unemployment sits at 3.1%, also below national averages. Competition for experienced marketing managers remains intense, extending hiring timelines for companies relying solely on traditional recruiting methods that compete for scarce talent.

Building High-Performing Marketing Teams: Diversity and Professional Attributes

36. 53% of Fortune 500 CMO roles are held by women

Gender diversity in marketing leadership has improved significantly. 53% of Fortune 500 CMO roles are held by women—an increase of 12 percentage points since 2020. Marketing stands out as one of the most gender-balanced C-suite functions.

37. Only 12% of Fortune 500 marketing leaders come from underrepresented ethnic or racial groups

Racial and ethnic diversity remains a challenge. Just 12% of Fortune 500 marketing leaders come from historically underrepresented groups, indicating significant room for improvement in representation at the executive level and the need for more inclusive talent pipelines.

38. 37% of Fortune 500 CEOs had marketing experience in their career path

Marketing increasingly serves as a pathway to the top role. 37% of Fortune 500 CEOs had functional experience in marketing during their career, validating the strategic importance of marketing leadership development as preparation for broader executive responsibilities.

Positioning Your Organization for Marketing Leadership Success

The data paints a clear picture: companies need experienced marketing leadership but face extended timelines, skill gaps, and budget constraints when pursuing traditional hiring. The most successful organizations are adopting hybrid approaches that combine:

• Fractional executive engagement for strategic leadership without full-time compensation commitments
• Specialized talent networks that have already vetted candidates for technical skills and professional attributes
• Flexible engagement models allowing teams to scale up or down based on project needs
• Rapid deployment capabilities that deliver qualified experts in days rather than months

For companies seeking to access senior marketing expertise with minimal risk, GTM 80/20's vetted talent network offers 300+ experts with 7-16 years of experience, a 3% acceptance rate, and sub-24-hour matching. The 98% trial-to-hire success rate reflects the precision of matching expert capabilities to specific client needs

To explore additional insights on the marketing talent landscape, see our analysis of global marketing hiring statistics and AI overviews metrics for CMOs.

Frequently Asked Questions

What are the key differences between traditional and fractional marketing leadership roles?

Traditional marketing leadership involves full-time employment with comprehensive compensation packages averaging $161,030+ for marketing managers and significantly higher for CMOs. Fractional leadership provides access to the same caliber of expertise on a part-time or project basis, offering flexibility for companies not ready for full-time executive hires while delivering strategic value at reduced cost.

How has the demand for specific marketing leadership skills changed in 2025?

Performance-driven specializations have seen the strongest growth. Product marketing leads with +16.7% job growth and $160,004 median salary, followed by growth marketing at +19.3% and partner/channel marketing at +46% quarter-over-quarter. Traditional generalist roles like digital marketing have declined, indicating companies prioritize measurable impact and specialized expertise over broad capabilities.

What are common challenges companies face in acquiring top-tier marketing leadership talent?

The primary challenge is finding candidates with the right mix of skills—93% of marketing leaders report this difficulty. Extended hiring timelines averaging 34 days compound the problem, as does competition in a market where marketing specialist unemployment sits at just 2.4%. These factors drive companies toward pre-vetted talent networks that deliver faster.

How can companies ensure a high success rate in hiring specialized marketing professionals?

Success depends on precise matching between candidate capabilities and specific role requirements. Key factors include thorough vetting for both technical skills and professional attributes like integrity and communication, access to candidates with relevant industry experience, and trial periods that allow evaluation before long-term commitment. Rigorous vetting combined with expert matching drives high success rates.

What is the average tenure for marketing executives in today's market?

CMO tenure at Fortune 500 companies averages 4.3 years—shorter than other C-suite roles. However, career outcomes remain strong, with 65% of exiting CMOs moving to lateral or better positions and 10% becoming CEOs. This relatively short tenure creates ongoing demand for marketing leadership talent and makes fractional engagement attractive for stability.