Marketing Managers for £35k: Why It’s a Recipe for Disaster

Ever stumbled upon a job listing searching for a Marketing Manager willing to work for just £35k? If you have, you’re not alone. This scenario is more common than you might think, and it’s causing quite a stir in the marketing world.

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The £35k Marketing Manager Myth

At first glance, hiring a Marketing Manager for £35k might seem like a budget-friendly move. But let’s break it down. Megan Worsley, Head of People at Troy, puts it simply:

“For £35k, you're typically looking to get someone with a couple of years of experience, maybe some digital marketing or content marketing skills, but definitely not someone who can manage budgets or people.”

In other words, expecting a seasoned manager to handle high-level responsibilities on that salary is setting yourself up for disappointment.

Where Do These Expectations Come From?

So, why are companies falling into this trap? Megan and Ruta discuss a few key reasons:

• Business Owners Without Marketing Experience: Founders or small business owners often lack the marketing background needed to set realistic expectations. They might think, “Just hire someone to handle marketing,” without understanding the depth of the role.
• Underestimating the Value: Some companies view marketing as just creating pretty graphics or managing social media, not realizing how integral it is to revenue generation.
• Budget Constraints: Smaller organizations might believe they can’t afford higher salaries and thus settle for less, not recognizing the long-term costs of underpaying critical roles.

“We often see job descriptions wanting a Marketing Manager who can deliver on a budget, manage people, and do everything themselves for £35k. That’s not realistic.” – Megan Worsley

The Cost of a Bad Hire

Hiring the wrong person isn’t just a minor inconvenience; it can have significant repercussions:

• Time Wasted: Recruiting, onboarding, and training take time. If the hire doesn’t stick around, all that effort goes to waste.
• Financial Loss: Beyond salary, there are costs related to benefits, training, and lost productivity.
• Revenue Impact: A Marketing Manager directly influences revenue. An ineffective hire means missed opportunities and stagnant growth.

“One bad hire can cost an organization potentially millions, not just in wasted time and resources, but also in lost revenue.” – Megan Worsley

How to Avoid Hiring Mistakes

Preventing these missteps starts with a clear understanding of what you need and what you’re offering. Here’s how:

1. Define the Role Clearly

Before posting a job, sit down with key stakeholders to outline the responsibilities. Determine whether you need someone to execute tasks or a manager to strategize and lead.

“You need to figure out what you really need from a marketing person – whether it's someone to generate leads, manage budgets, or grow your online presence.” – Megan Worsley

2. Set a Realistic Salary

Research market rates for the role you’re hiring for. Tools like Glassdoor and industry reports can provide valuable insights.

“Understand what the salary range should be for the role and ensure your budget aligns with these expectations.” – Megan Worsley

3. Involve the Right People

Ensure that those involved in the hiring process understand the role and its importance. This alignment helps in setting accurate expectations.

“Multiple stakeholders need to be involved early on to ensure everyone is on the same page regarding the role and its requirements.” – Megan Worsley

4. Focus on Fit, Not Just Skills

While skills are essential, cultural fit and adaptability are equally important. A great fit can often be more valuable than a perfect skill match.

“It’s not just about finding someone with the right skills, but also someone who fits well with your company culture and can grow with the team.” – Ruta

Negotiation Tips for Marketers

Now, let's flip the script. If you’re a marketer looking for a new role, especially if you’re negotiating your salary, here are some golden nuggets from Megan:

1. Do Your Homework

Use resources like Glassdoor to understand the typical salary ranges for your desired role and level of experience.

“Figure out what the salary range is for the role you’re applying for and ensure it matches your experience and skills.” – Megan Worsley

2. Be Prepared to Negotiate

Don’t settle for the first offer. If you believe you’re worth more, state it confidently.

“Don’t cut yourself short. If you’re aiming for £60k, say so. Don’t settle for less than you’re worth.” – Megan Worsley

3. Use Your Current Package as Leverage

When asked about your current salary, frame it within the context of your entire compensation package, including benefits and perks.

“Use your entire package as leverage. It’s not just about the base salary, but also bonuses, pension schemes, and other benefits.” – Megan Worsley

4. Don’t Be Afraid to Ask for What You Deserve

Especially for women in marketing, negotiating can be daunting. Megan emphasizes the importance of being bold:

“Women often don’t negotiate for better salaries. Be honest about what you need and don’t be afraid to push for it.” – Megan Worsley

Conclusion

Hiring a Marketing Manager for £35k might seem like a savvy financial move, but in reality, it’s a shortcut that can lead to long-term setbacks. By valuing the role appropriately, setting clear expectations, and fostering open communication, companies can attract the talent they need to drive growth and success.

For marketers, understanding your worth and being prepared to negotiate can make a significant difference in your career trajectory. Remember, you’re not just filling a position; you’re investing in the future of the company.

Stay tuned to Blame it on Marketing for more insights and tips to navigate the ever-evolving landscape of marketing.

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