EMR Salary Survey

Salary Survey & Market Trend Report

Marketing & CommunicationsUK & Ireland 2011

£25 All proceeds go to The Prince’s Trust.

In association with

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With over 2,722 respondents completing our survey,

congratulations go to Jo Langrish-Dixon, Digital

Marketing Controller at Hallmark Cards, for winning

the prize draw of a luxury dinner for two at the award

winning Heston Blumenthal Fat Duck restaurant.

Introduction .......................................................4

Key Findings .....................................................9

Demographics ...................................................... 11

Length of Tenure ................................................... 12

Current Employment ............................................. 15

Career Motivators ................................................. 17

Headcount ........................................................... 20

Job Search Channels ........................................... 21

Reward ................................................................ 22

Bonus Trends ....................................................... 26

What you said ...................................................... 32

Salaries by Sector & Market Insight ...................35

Agency ................................................................ 36

Business Services & Business to Business (B2B) ... 37

Consumer Goods ................................................. 38

Corporate Communications & Investor Relations .... 39

Digital ................................................................... 40

Energy & Utilities ................................................... 42

Finance & Banking ................................................ 43

FMCG .................................................................. 44

IT & Software ........................................................ 45

Leisure & Travel .................................................... 46

Media & Publishing ............................................... 47

Pharmaceuticals ................................................... 48

Professional Services ............................................ 51

Public Sector & Not for Profit ................................. 52

Retail .................................................................... 53

Telecommunications ............................................. 54

Regions................................................................ 55

Ireland .................................................................. 56

Marketing Recruitment Advertising Solutions .....58

Acknowledgements & Disclaimer ......................61

Contents

EMR is delighted to present our latest salary survey and market trend report on the marketing and communications industry. With response from over 2,722 marketing and communications professionals, I am pleased to say that our survey is now officially the largest and most comprehensive across the UK.

Our report is produced in association with The Marketing Society, the exclusive membership network for discerning marketers to learn, develop and share knowledge, best practice and new ideas. Over the past 52 years they have emerged as one of the most influential drivers of marketing. The Society challenges its members to think differently and to be bolder marketing leaders by supporting the development of leading- edge thinking, and promoting the evidence of effective marketing.

Since our last report, the economy has remained fragile. Uncertainty in the Eurozone, unclear fiscal direction and austerity measures have left many business leaders and Marketing Directors looking at their 2011 budget and staffing needs under a cloud of doubt. We hope that this report helps to shed some light for you on the general mood of the UK market and Ireland.

EMR’s business progress, at the sharp end of hiring trends, is a reliable indicator into the UK marketing and communications staffing industry. Certainly our own year-on-year revenue is encouraging with consistent growth in demand and our first half of 2011 financial results were the largest since the credit crunch. Looking on a macro level rather than into specific sector trends, plenty of client demand has been driven from businesses looking to recruit the same (or very similar) positions that were surplus to requirements in the depths of the recession. Growth in the emerging markets alongside a significant uplift in staffing investments in the digital marketing space has also been a notable driver. Marketing leadership requirements, competitive pace, NPD and innovation are also factors that have underpinned client demand to hire marketing staff so far this year.

Demand for temporary recruitment has increased as UK plc looks towards a more flexible workforce to fulfill its short-term staffing requirements. Many clients are cautiously hiring marketers on a temporary basis before committing to a permanent hire.

From a staffing perspective, businesses are expecting their marketing departments to soon return to or surpass their pre-credit crunch headcount, suggesting that in our mature consumer market UK plc is now investing in a marketing-led recovery.

Our report compares year-on-year trends to which we provide commentary and insight, though of course you can draw your own conclusions too. We highlight industry trends to provide you with information and context that you need to help plan either your own career development or indeed your own staffing requirements.

From our survey findings, we delve into the motivators of the UK marketing and communications industry; % of annual bonus by sector, male and female bonus %s, average salaries by region and drivers for moving.

Introduction

Introduction

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5

Salary tables in the second half of the report provide you with grade pay ranges and further insights from our own practice leaders.

A taster of some of our headline findings this year include:

• 46% of respondents anticipate a job change within the next 12 months

• The top reason for moving employer was for career development

• The majority of marketing and communications professionals are expecting a raise of up to 10% in the next 12 months

• One quarter of respondents indicated that plans were in place to restructure departments to keep up with the demands of digital media during the next 12 months

• The top benefit seen as vital by marketing and communications professionals was 25 days holiday or more

• In comparison to five years ago, a company pension scheme and flexible working are now significantly more attractive benefits to employees

• Surprisingly, average salaries for Managers in Central London were less than other regions within the UK

• The top three industry sectors for bonus allocation were Finance & Banking, Energy & Utilities and FMCG

• Almost double the amount of males received a bonus between 20-30% of their annual salary in comparison to females

• The average bonus received across all respondents was 17% of basic salary.

Whether you are looking for a new role or planning to recruit, this report offers clear insight into key compensation trends and drivers. We hope that you find the information and results produced useful and we welcome any suggestions for our next issue to [email protected].

Simon Bassett MD, EMR

Introduction

Introduction

Simon

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Ab

out Us

EMR aims to be the global leader in marketing and communications recruitment, thereby creating growth and opportunities for our clients, candidates, employees and Group.

Established in 1994, EMR was founded on the principles of speaking with honesty, acting with integrity, providing the highest levels of service and delivering results. Under new ownership since 2008 and with strategic ambition, we model our business around our core values, which we call the 4C’s:

Credibility, Commitment, Coverage and Certainty.

Our success is centred on delivering these values to ensure that we remain the partner of choice for all marketing and communications professionals.

As a specialist recruitment brand, we are passionate about delivering a boutique recruitment offering to both clients and candidates and are fully committed to providing the highest standards of service to the marketing and communications industry at all times.

With a dedicated team of consultants operating across specific sectors, we have the knowledge and expertise to succeed – for you. We are not rigid, bureaucratic or strangled by process and are able to respond nimbly to industry trends and changes in demand. We remain lean, flexible and innovative and are always striving to improve no matter what.

In 2008, EMR joined the FiveTen Group - a strategic move to ensure that we are able to offer our clients access to a growing international talent pool which our clients and candidates have come to expect. As well as providing expertise across the UK, EMR has offices in Dubai, Dublin, Hong Kong, Moscow, São Paulo and Singapore.

About Us

Contact Us

London 322 High Holborn, London, WC1V 7PB +44 (0)20 7850 6200

[email protected]

Dublin Fitzwilliam Hall, Leeson Street, Dublin 2 +353 1 669 8528

[email protected]

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Ab

out The Marketing S

ociety

The Marketing Society is an exclusive network of senior marketers. Over the past 52 years we have emerged as one of the most influential drivers of marketing in the business community. The society challenges its members to think differently and be bolder marketing leaders by supporting the development of leading-edge thinking and promoting the evidence of effective marketing.

We do this through The Marketing Society Awards for Excellence, our inspirational publications Market Leader and Our Week, as well as our blog and online archive, which includes a Knowledge Zone and video library. Our well-respected calendar of world class events provides extensive networking opportunities and inspiration with speakers including Willie Walsh, CEO of International Airlines Group and Graham Mackay, chief executive of SABMiller. Our members also enjoy connecting with one another online sharing ideas through our LinkedIn community and Twitter. The Society also provides endless opportunities to build marketing capabilities through our professional development programme and exclusive access to best practice case studies and thought leadership articles.

The Marketing Society is the place for discerning marketers to learn, develop, share best practice and new ideas as well as network with one another. If it sounds like the place for you, please do get in touch.

About The Marketing Society

Contact Us The Marketing Society

1 Park Road, Teddington Middlesex TW11 0AR

+44 (0) 20 8973 1700

[email protected]

www.marketing-society.org.uk

blog.marketing-soc.org.uk

@TheMarketingSoc

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During March and April 2011, EMR conducted an online survey with clients and candidates focused on the demographics, length of tenure, working week, job security, career motivators, department changes, job search channels, reward and bonus trends of marketing and communications professionals.

This report is based on findings received from respondents completing the survey as well as sector specific market insight and salary ranges (annual and day rates) from our experienced sector consultants based at EMR’s UK and Ireland offices.

Key survey findings are documented in the first half of the report.

Market insight and salary range data tables are provided in the second half of the report across the following sectors and regions:

Agency, Business Services & Business to Business (B2B), Consumer Goods, Corporate Communications & Investor Relations, Digital, Energy & Utilities, Finance & Banking, FMCG, Ireland, IT & Software, Leisure & Travel, Media & Publishing, Pharmaceuticals, Professional Services, Public Sector & Not for Profit, Regions, Retail and Telecommunications.

2,772 professionals responded to the online survey.

Methodology

Method

ology

Key Findings

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should be well-managed confirms what smart firms have always known, namely that leadership is not an optional extra.

Watch as brand building, vision setting and internal communications become

the ‘must have’ skill sets. As marketing is the main discipline providing these skills, the future is looking bright for marketers in the professions.Richard Chaplin, Founder & CEO of the Managing Partners’ Forum

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Dem

ograhics

Demographics

Specialisms

Industry sector representation

• 2,722 marketing and communications professionals were surveyed between March and April 2011

• 57% of respondents were female and 43% male

• 82% were employed on a permanent basis, 7% on a contractor basis, 6% on a freelance, interim or temporary basis and 5% were unemployed

• All industry sectors were represented. The top three were finance and banking (16%), business services & B2B (13%), and consumer goods (7%)

• All specialisms within the marketing mix were represented, the majority being within marketing communications (25%)

• Respondents were from across the UK, with the majority based in Central London (44%), Greater London (13%) and the South East (13%)

• 86% of respondents were of management level or above

• 67% of respondents were graduates (with 17% of post-graduate level) and 18% held a CIM qualification

0% 5% 10% 15% 20% 25%

OtherResearch & Analysis

Product ManagementPR

Marketing CommunicationsInvestment Communications

Event/SponsorshipDirect Marketing

DigitalCRM/Segmentation

CreativeCategory/Trade Management

Business DevelopmentBrand Management

Account Management

05101520253035404550

0% 5% 10% 15% 20%

OtherTelecommunications

RetailPublic Sector

Professional ServicesPharmaceuticals

Not for ProfitDigitalMedia

Leisure & TravelIT & Software

FMCGFinance & Banking

Energy & UtilitiesAgency

Consumer GoodsBusiness Services & B2B

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Length of Tenure

Length of Tenure

17% 3-6 years

7% 1-3 years

25% 6-10 years

26% 10-15 years

2% Less than 1 year

3% More than 25 years

7% 20-25 years

13% 15-20 years

05101520253035404550

0% 10% 20% 30% 40% 50%

More than10 years

5-10

3-5

2-3

1-2

Less than1 year

• Over 23% of respondents have been in the marketing and communications profession 15 to 25 years and longer

• 77% of respondents see their future within a marketing career

• 46% of respondents anticipate a job change within the next 12 months with one third of permanent staff stating they had no appetite for change

• For permanently employed respondents, one third have been in their current role for less than a year (compared to 27% in 2010) and 20% have been in their current role between 1 and 2 years (compared to 33% in 2010)

• Only 36% have been in their current roles between 1 and 3 years (compared to 56% in 2010 and 39% in 2007). 36% have also been in their current role between 2 and 5 years (compared to 35% in 2010 and 21% in 2007)

2011 2010 2007

Time in profession

Time in current role – permanent

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Length of Tenure

Length of Tenure

0% 5% 10% 15% 20% 25%

More than2 years

18-24 mths

12-18 mths

9-12 mths

6-9 mths

3-6 mths

2-3 mths

Less than2 months

• 28% of contractors (compared to 24% in 2010) and 35% of freelancers, interim and temporary professionals have been in their current position for one year or more

Time in current role – non permanent

2011 Contract

2010 Contract

2011 Freelance/Interim/Temp

2010 Freelance/Interim/Temp

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Length of Tenure

• 72% of unemployed respondents have been out of work for less than six months

• 44% were out of work due to redundancy, 14% wanted more challenging/interesting work and 8% wanted a career change

• Only 5% were unemployed due to wanting a better work/life balance and 5% due to relocation

• 78% saw their future within a marketing career

• The top three ways in which unemployed respondents plan to find their next position are through a recruitment consultancy or headhunter (87%), online advertising (57%) and a direct approach (52%)

Time out of work – unemployed

Length of Tenure

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Current E

mp

loyment

Number of hours worked per week

• 44% of respondents work over 45 hours a week with 52% being management level or above

• 57% of permanently employed males work over 45 hours a week, in comparison to 40% of females

• 71% of respondents would recommend their current employer to a friend

• 86% of all permanent respondents rated their job security as secure or very secure, in comparison to 53% of contractors

• 14% of permanently employed respondents rated their current role and job security as insecure and very insecure

• 47% of contractors and 67% of freelance, interim and temporary professionals rated their job security as insecure and very insecure

The working week

Job security

1% 10-20 hours

49% 35-45 hours

1% Less than 10 hours

3% 30-35 hours

2% 20-30 hours3% More that 60 hours

14% 50-60 hours

27% 45-50 hours

Current Employment

05101520253035404550

0% 10% 20% 30% 40% 50% 60% 70%

Very Insecure

Insecure

Secure

Very Secure

Permanent Contract Freelance/Interim/Temp

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alary Survey 2011 “Salaries in marketing and communications

are rising again and that makes the opportunity cost of quitting your job less attractive. The ONS shows average salaries for marketing and sales managers

rose to £58,946 in 2010, up

4.5% over 2009, while advertising and PR managers saw their pay jump

5.3% to £53,352. The job market’s booming for talented marketers.

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Career M

otivators

• The top three reasons for moving employer were career development (20%), more challenging/interesting work (15%) and a higher salary (13%). These findings are consistent with previous findings over the last four years, apart from in 2007 where a higher salary was the primary motivator

• These findings suggest that marketing and communications professionals are putting learning and development opportunities and job satisfaction before monetary incentives

• 75% of permanently employed professionals expect a raise over the next 12 months with 69% expecting a raise of up to 10%

• 53% of contractors and 46% of freelance, interim and temporary professionals expect a raise during the next 12 months with the majority expecting between a 5 and 10% increase

0% 10% 20% 30% 40% 50% 60% 70%

No

Yes, more than 20%

Yes, between 10-20%

Yes, between 5-10%

Yes, up to 5%

Drivers for moving

Salary expectations

2011

Career development 20%

More challenging/interesting work 15%

Higher salary 13%

Career Motivators

Permanent Contract Freelance/Interim/Temp

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Career M

otivators

Career Motivators

0% 5% 10% 15% 20% 25% 30% 35% 40%

30% ormore

25-30%

20-25%

15-20%

10-15%

5-10%

1-5%

0%

• 59% of respondents identified an acceptable salary increase for a new role was between 5 and 15%, down 10% from 2007 and 2010, showing expectations have reduced this year – a reflection of the economic climate

• However, the % of respondents that perceive an acceptable salary increase for a new external role between 15 and 25% has increased slightly by 2% to 27% in comparison to 2007 and 2010

Acceptable salary increase for next role

2011 2010 2007

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Career M

otivators

• Surprisingly, average salaries for Managers in Central London were less than other regions across the UK. Employers in the South East pay on average £10k more per annum than in Central London for marketing and communications professionals at Manager level

• Average salaries for Director level positions were highest in London and the South East, followed closely by Scotland

• Central London and Scotland were top of the list for average salaries at Head of level positions

Average salaries by region

Career Motivators

Average Salary DIrector

Average Salary Head of

Average Salary Manager

£30k £40k £50k £60k £70k £80k £90k £100k £110k

North East

Midlands

Yorkshire &Humberside

East Anglia

North West

Scotland

South East

London(Central)

London(Greater)

SouthWest

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Head

count

Headcount

• Respondents indicated that almost 40% of marketing departments increased in size over the past 12 months and 20% decreased (mostly due to redundancy and company restructuring procedures)

• 34% of respondents stated there had been no department changes during the last year

• One quarter of respondents indicated that plans were in place to restructure departments to keep up to the demands of digital media during the next 12 months

• 72% of permanently employed professionals indicated there were plans within the companies that they work for to expand into emerging markets this year

Department changes

34% Remained the same

4% Not applicable

39% Increased3% Not sure

20% Decreased

Department growth potential

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Job S

earch Channels

• Over 40% of respondents found their current role through a recruitment consultancy or headhunter. This is a reduction of 6% from 2010

• Triple the number of respondents used online advertising over print advertising to find their current role, however, only 17% used advertising sources overall

• 28% of respondents used a direct approach or personal, social and professional contacts to secure their current role. This is an increase of 3% from 2010

• The social network remains a negligible recruitment channel

.

How current role was found

0% 10% 20% 30% 40% 50%

Other

Social network

Recruitment consultancy/headhunter

Professional network

Personal contact

Internal promotion

Direct approach

Advertising (print)

Advertising (online)

Job Search Channels

2011 2010

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Rew

ard

Reward

• The top four benefits received for permanently employed professionals were 25 days holiday or more (84%), a company pension scheme (76%), an annual bonus scheme (70%) and insurance cover (60%)

• More than two thirds of contractors and over half of freelance, interim and temporary professionals received benefits in addition to their day rate/pro rata salary

Benefits received Permanent

84% 25 days holiday or more

70% Annual bonus scheme

35% Car/car allowance

76% Company pension scheme

27% Share incentive/EMI

10% Other

32% Flexible benefits

38% Flexible working (home working/flexitime)

60% Insurance (PMI/death in service/life insurance)

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Rew

ard

• The top four benefits for contractors were 25 days holiday or more (55%), flexible working (30%), an annual bonus scheme (25%) and a company pension scheme (25%)

• The top four benefits for freelance, interim and temporary professionals were flexible working (40%), 25 days holiday or more (29%), a company pension scheme (14%) and flexible benefits (11%)

• Respondents indicated that in addition to the benefits highlighted in the chart to the right, additional corporate incentives and reward schemes were in place for 37% of permanently employed professionals, 20% of contractors and 13% of freelance, interim and temporary professionals.

Benefits received cont’d

Reward

Freelance/Interim/Temp




14% Companypension scheme

52% Other





Contract




25% Companypension scheme


37% Other




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Rew

ard

Reward

• The top three benefits that respondents felt were vital are the same as those currently received by those permanently employed – 25 days holiday or more (69%), a company pension scheme (45%) and an annual bonus (38%)

• In comparison, the top three benefits that contractors felt were vital were 25 days holiday or more (64%), a company pension scheme (28%) and flexible working (22%)

• For freelance, interim and temporary professionals, the top three vital benefits were 25 days holiday or more (59%), a company pension scheme (29%) and flexible working (26%)

• Of the benefits considered unimportant to all respondents, a car/car allowance came top of the list followed by share incentive/EMI

• In comparison to five years ago, a company pension scheme and flexible working are now significantly more attractive benefits to employees

Benefits assessment

0% 10% 20% 30% 40% 50% 60% 70%

FlexibleWorking

CompanyPensionScheme

25 DaysHoliday

2011 2010 2007

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“From the 1st October, the new Agency Workers Regulation (commonly referred to as the AWR or AWD) comes into force. It’s stated aim is

“To provide agency workers with the entitlement to the same or

no less favourable treatment with respect to basic employment

and working conditions”.Essentially, this requires temporary workers to qualify for the same pay and rights to comparable permanent employers. We have been busy working with all of our clients to implement best practice to comply with these changes and it will be fascinating to report on the impact next year in our report.

Simon Bassett, MD, EMR

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Bonus Trend

s

Bonus Trends

• 64% of permanently employed professionals, 27% of contractors and 25% of freelance, interim and temporary professionals received a bonus last year. A decrease of 3% from 2010 for those permanently employed and over 10% for contractors, and freelance, interim and temporary professionals

• For respondents that did receive a bonus last year, over two thirds received between 0-20% of their annual salary or day rate/pro rata equivalent with over one third receiving between 10-20%, apart from contractors at 29%. This is similar to 2010 but a notable decrease of 9% from 2007

• The top three industry sectors for bonus allocation were Finance & Banking, Energy & Utilities and FMCG

• On average, 26% of non-permanent workers received a bonus; a decrease of 11% from 2010

• Over 42% of respondents saw an increase to significant increase in their bonus in comparison to the previous year, with on average 33% indicating that their bonus remained the same

Bonus received Permanent Contract Freelance/Interim/Temp

64% Yes

36% No

27% Yes

73% No

25% Yes

75% No

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Bonus Trend

s

“

Bonus Trends

• 27% of permanently employed professionals, 34% of contractors and 11% of freelance, interim and temporary professionals were dissatisfied or highly dissatisfied with their bonus which is statistically the same as in 2007 and 2010

• Expectations from respondents for bonuses next year were at over 73% for a 0-20% bonus and over 15% for a 20-40% bonus

Bonus received cont’d

The average bonus received across all respondents was 17% of basic salary.

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alary Survey 2011 “The UK’s digital marketing marketplace is

one of the most exciting places to currently work. The whole of online has bounced back incredibly quickly following

the recession and candidates with the right skills and experience are very much in demand.

In recent years, as the online industry has

matured, even the most experienced traditional marketers are finding that they need to enhance their skill set to take

into account the new marketing channels which

are increasingly being used, such as social media and digital PR. These channels

are constantly evolving and therefore the biggest challenge is often simply keeping up with the new.

James Saunders, Managing Director, 4MAT

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Bonus Trend

s

• 82% of females received a bonus of less than 20% of their annual salary in comparison to 68% of males

• 16% of males received a bonus between 20-30% of their annual salary in comparison to 9% of females

• Only 7% of males received a bonus of 50% or more, however, this was double the amount of females

Male and female bonus level as % of annual income

Bonus Trends

1% 70-85% bonus

36% 10-20% bonus

1% 60-70% bonus

32% 0-10% bonus

1.5% More than 100% bonus

2% 85-100% bonus 1.5% 50-60% bonus

3% 40-50% bonus

6% 30-40% bonus

16% 20-30% bonus

0.5% 60-70% bonus

33% 10-20% bonus

1% 50-60% bonus

49% 0-10% bonus

0.5% 85-100% bonus

0.5% More than100% bonus

0.5% 70-85% bonus 2% 40-50% bonus

4% 30-40% bonus

9% 20-30% bonus

Male

Female

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Bonus Trend

s

% of annual bonus by sector

Bonus Trends

• Over 90% of respondents received a bonus of less than 30% of their annual salary, 5% received between 30-40% and only 4% received more than 50%

Tele

com

mun

icat

ions

0%

20%

40%

80%

60%

90%

0%

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60%

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• Over two thirds of respondents working within the Telecommunications, Consumer Goods, Finance & Banking, Digital and Pharmaceuticals sectors received more than a 10% bonus

• Over 50% of respondents working within Consumer Goods, FMCG, Media, Digital, Pharmaceuticals and Telecommunications sectors received a bonus between 10-30%

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Bonus Trend

s

0-10%

10-20%

20-30%

30-40%

40-50%

50-60%

60-70%

70-85%

85-100%

More than

Tele

com

mun

icat

ions

0%

20%

40%

80%

60%

90%

0%

20%

40%

80%

60%

90%

Ret

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.• Less than 20% of respondents in the Not for Profit and Public Sector received a bonus greater than 0-10%

Key

100%

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There has been a marked increase in the number of opportunities available to marketing and BD professionals

over the past year. Organisations seem to be back in the recruitment market again. Similarly the number of candidates in the markets appears to have increased.

What you said

Not-for-profit sector seems to be maintaining/slightly-increasing.

Internal communications salaries are trending upwards.

There is more demand for communicators with integrated communications and business

strategy experience.

It is the beginning of the end for

traditional marketing comms.

Marketing is now integrated with

digital media and Internet/web

communications with social media

playing an important role.

Salaries for marketing roles have been fairly stagnant in the last two years, but the

scope of roles is often more demanding than previously.

Marketing departments have taken a big hit in terms of pay and staff morale over the last

two years. Employers that do little to redress the balance risk losing

their top talent to competitors.

Branding is extremely important in the current economy where people buy more based on feelings rather than

facts. Investors are seeing this trend too, which means that the future is

golden for talented marketing people.

Some companies use an economic downturn to justify lower salaries and this doesn’t

help the economy grow.

What you said

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What you said

Digital is definitely a big trend and there is a gap between

demand and the offer, therefore professionals with the know-

how in this area are on demand and in a position to negotiate.

Skills in digital marketing are essential now for progression within a marketing career, as well as an understanding of

the marketing metrics.

With the growth of digital and social media existing resources get more and more stretched. Many marketing departments

have the same staffing structure but increased demands.

Getting a good media profile in social as well as traditional media/a good reputation will be even more important for

companies tomorrow.

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“Just 27% of marketing

professionals would consider

quitting their job for a chance to

take part in The Apprentice.

Salaries by Sector & Market Insight

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Agency

34% received 10-20%

2% received 85-100%

2% received more than 100%

57% received 0-10%

2% received 50-60%

3% received 30-40%

Percentage of annual bonus received by sample

Agency

Job Title Annual Salary Day Rate

Min Max Min Max

Group Account Director £70k £100k £300 £500

Account Director £50k £80k £250 £350

Senior Account Manager £35k £50k £200 £250

Account Manager £30k £45k £150 £200

Account Executive £23k £30k £125 £150

Assistant £18k £25k £100 £125

Graduate £18k £20k N/A N/A

Key Trends & Outlook

In the recession, the agency market decreased considerably as clients reduced spend. However, during 2011 so far this sector is quickly bouncing back and growth and demand for candidates is currently high.

Movement across leading agencies is relatively low compared to other sectors, so the war to secure the best talent (in particular management talent) remains a key challenge for agencies to outperform their competitors.

The landscape of the agency market continues to evolve at pace with many new entrants to the market and the digital demands of clients shaping the industry, a trend we only expect to increase further. It is now unusual for hiring requirements in this sector not to be based around digital needs.

Agency hiring in 2011 is non-comparable to 2010 and 2009 and we expect demand for Account Directors to remain high well into 2012.

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Business S

ervices & B

usiness to Business (B

2B)

10% received 20-30%

1% received 60-70%

0.5% received 50-60%


45% received 0-10%

1% received 40-50%

5% received 30-40%

36% received 10-20%

0.5% received 85-100%


Business Services & Business to Business (B2B)


Min Max Min Max

Director £70k £120k £400 £800

Head of £60k £90k £300 £400

Senior Manager £50k £60k £250 £300

Manager £40k £60k £175 £250

Executive £25k £35k £125 £175

Assistant £22k £27k £100 £150



This year so far there has been an increase in the number of marketing opportunities within business-to-business environments of around 24% compared to the same period in 2010.

By the very nature of this sector the type of roles vary greatly in type and remit, however there have been similar requirements to those that were recruited before the recession as business services based organisations realign their marketing strategy and headcount requirements to pre-recessionary plans.

Marketing communications, PR and online roles have been the highest in demand in 2011. Clients are open to industry experience and favour skills more than specific sector expertise, though most do demand B2B expertise rather than Business to Consumer (B2C).

Notably there have been more new senior positions at Head of and Director level than 2010 suggesting increased investment in marketing resource within the B2B sector.

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Consum

er Good

s

18% received 20-30%

2% received 50-60%

1% received 85-100%

30% received 0-10%

1% received 60-70%

1% received 40-50%

9% received 30-40%

38% received 10-20%


Consumer Goods


Min Max Min Max

Director £90k £140k £400 £800

Head of £70k £90k £300 £400


Manager £40k £70k £150 £250

Executive £28k £35k £125 £150

Assistant £22k £28k £100 £125



In the past 12 months we have witnessed a large increase in demand across consumer goods, consumer durables and hardware clients. Undoubtedly this is led by the pace of technology, innovation and consumer demand in the UK for electronic goods with NPD in mobile handsets and tablets adding a significant dimension to the industry.

The consumer goods sector remains highly competitive for marketing talent which has certainly increased salary levels compared to previous years. Many leading brands in this sector are based outside London, which reduces talent pools and drives higher demand.

With product innovation so high, it is no surprise that talent within NPD and product roles continue to be highly sought after along with consumer insight.

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Bonus Comment

Corporate Communications & Investor Relations


Min Max Min Max

Director £125k £275k £500 £500+

Head of £85k £125k £350 £500


Manager £45k £60k £180 £240

Officer / Executive £35k £45k £140 £180

Assistant £30k £35k £120 £140

Graduate N/A N/A N/A N/A


In 2011, the demand for corporate corporate communications & investor relations professionals has increased substantially from 2009 and 2010. Perhaps ironically given that for UK Plc there is no greater need for effective shareholder relations and employee communications than in a bear market.

Though in the previous year lower demand was partly due to senior communications professionals staying with the current employer, this has certainly changed in 2011 with a notable uplift in the number of communications professionals now looking to further their career. This movement has certainly created momentum within the market.

Hiring demand has increased within all key areas of this market, notably: internal communications, employee communications, investor relations, CSR, financial PR, corporate PR, public affairs as well as within service providers (PR agencies and financial communications consultancies).

Demand has picked up with FTSE 100s and we have noted significant increases in hiring needs for FTSE 250 businesses so far this year as well as internationally listed organisations and high growth SMEs - all investing in their headcount within corporate communications and investor relations.

Experienced communications professionals command a premium when moving jobs often looking for a remuneration increase of circa 15-20%.

Bonuses have remained static across the board, typically within a 10 – 50% range of salary, and are less tied to company financial performance than in previous years when taking recent economic circumstances into consideration. Salariy increases, however, have been commonplace in 2011.

Corp

orate Com

munications &

Investor Relations

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Digital

Digital


If there is a consistent thread throughout this year’s survey, it is the simple fact that the demand for digital talent in the marketing industry has singularly been the largest contributor to shaping recent recruitment trends in marketing.

Coming out of the recessionary period, with UK Plc now needing to invest in their marketing strategy to differentiate themselves more than ever, the need for digital expertise has never been greater.

Perhaps this can best be illustrated by the fact that in 2011 so far 1 in 3 new jobs that EMR have handled have had a digital focus. Of this influx of digital positions we estimate that around 75% of them are newly defined positions within all organisations. It is quite clear that if 2011 has been the beginning of a marketing led recovery that this is largely underpinned by the digital revolution.

So much so, that we have adapted our own business to ensure that we can cater for this level of demand by boosting headcount in our specialist Digital practice.

“Digital marketing has reached the

point where it’s a core business driver for organisations, rather than a

useful addition to the marketing mix. Its

diverse and rapidly evolving nature, at

least quarterly changes in mobile, social,

search, has meant that the demand for marketers who provide not

only proven experience in the channel

but the drive to keep up to date with

the developments, able to adopt them

at the right time is at an all time high. Unfortunately the pool available is

reasonably small, driving wage inflation and

also demand for robust training.

Scott Gallacher Director, Aston Group

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Digital

The new buzz words are almost too many to mention but on a daily basis we see new digital job titles appearing that two years ago would have been received with a quizzical look. Have a look at the snapshot below for a flavour:

These digital needs are apparent across every sector but do vary.

What is evident from many clients (including blue chips) is that there is a degree of ambiguity in the market about how and what the structure of the digital team should look like and where it should sit. Online marketing may have been straight forward but with the complexities of new job descriptions constantly evolving, the lines between marketing, IT, operations and customer services are no longer so clear cut.

Perhaps this is to be expected as a key aspect of the digital revolution, however with over a quarter of respondents suggesting their marketing departments have plans to restructure to accommodate digital demands, it’s clearly a point that will remain high on the agenda for CMOs, Marketing Directors and business leaders.

Head of eCRM

Head of Online Acquisition

Head of Digital Engagement

Cloud e-Commerce Manager

SEM Manager

Content and Social Media Manager

Traffic Manager

Head of PPC

Cloud Marketing Technician

Interactive Direct Marketing Manager

Bonus Comment


Min Max Min Max

Director £80k £120k £400 £1,000

Head of £70k £90k £300 £500


Manager £35k £50k £200 £275

Executive £26k £30k £125 £200

Assistant £18k £22k £100 £150

Graduate £18k £20k £80 £110

Bonus potential for individuals driving tangible commercial results is highly attractive, with Senior Manager acquisition positions earning up to 30% bonus and Director and Department Heads earning up to 40 – 50%. Potential bonus earnings for usability and conversion specialists, driving sales through web traffic conversion, are not far behind this either right now.

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Energy &

Utilities

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19% received 20-30%

5% received 40-50%

5% received 50-60%

37% received 0-10%

29% received 10-20%

5% received 30-40%


Energy & Utilities


Min Max Min Max

Director £90k £150k £500 £1,000

Head of £70k £90k £300 £500


Manager £40k £60k £200 £250

Executive £30k £40k £125 £175

Assistant £25k £35k £100 £150


The number of roles within the energy and utilities sectors has increased by around 19% compared to the same period in 2010.

The utilities sector has seen increased demand for marketers across a number of areas with an ever increasing customer centric mentality. With price comparison sites shaping consumer markets and new products and services a constant requirement, it is no surprise that proposition development/NPD experience remains highly sought after alongside roles responsible for customer online experience.

Demand for senior talent in these sectors is high and client demand is typically open to considering marketing expertise from other consumer service based businesses such as telecommunications and financial services – these movements across sectors are not uncommon and key players in the market are prepared to pay a premium to entice the right talent.

Within the energy arena (large brands in particular), it’s been business as usual.

Communication based roles are always in high demand within leading brands in the energy market.


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Finance & B

anking

12% received 20-30%

2% received 70-85%

1% received 60-70%


29% received 0-10%

37% received 10-20%

8% received 30-40%

3% received 40-50%

4% received 50-60%

3% received 85-100%


Finance & Banking


Min Max Min Max

Director £100k £150k £500 £1,000

Head of £65k £90k £300 £600


Manager £45k £65k £200 £300

Executive £25k £40k £150 £200

Assistant £25k £30k £100 £150

Graduate £20k £24k £100 £125


In line with many service based sectors, there has been a strong shift towards digital and customer experience roles both on and offline within financial services. In larger organisations these roles can be specialist whilst in the SME and smaller organisations, the remit generally stretches much wider. Parity moves from a salary perspective are now a thing of the past and the expectation of most candidates looking to move has shifted back to a 12-15% uplift in basic salary.

With an increasing focus on high value customers within the world of financial services, there has been a trend towards understanding customer behaviours through string data analysis and driving benefit led customer retention and loyalty programmes.

With macro market conditions now improving, the general level of activity is improving quarter on quarter. Needless to say 2009 was a low point for marketers in finance and banking, however, in 2011 so far demand has resumed to 2007 levels. Counter-offers are once again common place in this sector which is a strong indicator of clients needing to retain key talent.

In the square mile senior marketers in 2011 were once more enticed to leave their job hunting until after the spring once bonuses were paid. A notable difference to 2009 and 2010.

This year so far demand for temps and interim managers has increased significantly within retail banks in particular.

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FMC

G

16% received 20-30%

1% received 60-70%


41% received 0-10%

1% received 85-100%

2% received 40-50%

1% received 30-40%

37% received 10-20%


FMCG


Min Max Min Max

Director £100k £150k £500 £1,000

Head of £70k £100k £300 £450


Manager £55k £70k £200 £275

Executive £30k £40k £125 £175

Assistant £22k £30k £100 £150



Throughout the recessionary period, organisations faired well at retaining key marketing talent with lower levels of movement in the market compared to other sectors. Longevity of service for brand marketers has certainly increased over this period. FMCGs are amongst the best at developing home grown marketing talent, particularly from their graduate schemes.

Client demand has not varied over the past few years – this typically demands hiring experienced marketers with solid FMCG industry expertise, therefore the talent pool to hire from remains largely finite in the UK contributing to the ongoing war for FMCG talent.

As well as brand experts, demand remains consistently high for consumer insight and research professionals – able to demand a premium salary for their expertise. Senior movements in the market have increased in 2011 when compared to both 2009 and 2010. In the regional areas, organisations face strong competition for the best talent resulting in attractive salary and benefit packages, especially if relocation is involved for senior marketers.

Experienced marketers have been looking at where their expertise can be used in other sectors and some senior talent has moved to consumer markets such as new media and fast growing UK consumer brands. The movement of FMCG marketers to other sectors certainly outweighs the number of experienced marketers with no FMCG experience entering the sector.

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IT & S

oftware

12% received 20-30%

4% received 40-50%

1% received 85-100%

49% received 0-10%

1% received 50-60%

4% received 30-40%

29% received 10-20%


IT & Software


Min Max Min Max

Director £90k £120k £400 £800

Head of £70k £90k £300 £400


Manager £45k £60k £200 £275

Executive £25k £28k £125 £200

Assistant £22k £28k £100 £150



Demand for marketing talent has increased in 2011 in both B2B and B2C technology and software firms. High growth technology organisations have sophisticated company strategies that are largely marketing led thereby requiring quality marketing talent to execute them.

In 2011 so far we have seen a notable increase in demand in BPO (business process outsourcing), cloud technology and Managed Services – where we have witnessed the market continually mature with a 25% uplift in demand in the amount of opportunities in the market from 2009-10 to 2010-11.

A huge amount of technology/software businesses are making a shift from being a technology led organisation to a customer led organisation and this has certainly increased the amount of opportunities for savvy commercial marketers within this sector.

Whilst last year saw an impact on the senior end of the market, the need for senior talent has picked up progressively this year and with multiple organisations seeking marketing/product to be represented at board level, this has created new opportunities within the marketplace and has encouraged movement.

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Leisure & Travel

32% received 10-20%

2% received 50-60%

2% received 85-100%

54% received 0-10%

4% received 40-50%

6% received 20-30%


Leisure & Travel


Min Max Min Max

Director £60k £100k £300 £500

Head of £60k £90k £300 £400


Manager £35k £55k £175 £250

Executive £22k £27k £125 £175

Assistant £20k £26k £100 £150



Hiring within the leisure and travel sector has not seen the same pace of recovery in 2011 that many other sectors have enjoyed. Client demand has been largely based around ad hoc requirements as opposed to major hiring projects for the delivery of new marketing strategies.

There are pockets of increased demand, UK based attractions being a stand out – perhaps a reflection of the current UK consumer focusing more on domestic holidays rather than international travel.

Hiring trends are largely based around customer behaviour so CRM, online customer experience and pricing have been common themes.

Some of the smaller brands in air travel have been proactively hiring as they aim to capture market share from established names.

Marketing within the global hotel industry is an area where hiring demand has started to increase and we expect this to continue.

Undoubtedly the 2012 London Olympics will positively contribute to all of these areas as well as the hospitality and sponsorship market.

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Med

ia & P

ublishing

15% received 20-30%

4% received 30-40%

1% received 60-70%

41% received 0-10%

1% received 50-60%

38% received 10-20%


Media & Publishing


Min Max Min Max

Director £80k £110k £400 £800

Head of £60k £70k £300 £400


Manager £35k 45k £200 £250

Executive £25k £32k £125 £175

Assistant £20k £27k £100 £150



It will not come as news to anyone that digital demands have changed the landscape of many industries and perhaps none more so than the media industry. This in turn drives hiring needs that we are privy to.

Traditional business models such as subscription based media and trade magazines are being reconsidered – in some cases reinvented and others not.

There is a tangible speed of pace about how this sector is currently evolving and all the changes are underpinned by marketing led strategies. The media industry is turning to marketers to understand consumers and steer the industry into the future.

With all this in mind, we have seen restructuring within marketing departments in both large clients and small as clients look to drive change. This has led to impressive new roles and career opportunities for marketers within the industry or indeed those looking to enter the media world from other sectors.

For the savvy marketers who like a challenge, the media industry has never been more exciting.

Though it is worth noting that basic salaries are not as competitive in this sector until you get further up the career ladder – a fact that media companies need to consider in light of market pressures.

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Pharm

aceuticals

10% received 30-40%

5% received 60-70%

5% received 70-85%

28% received 0-10%

38% received 10-20%

14% received 20-30%


Pharmaceuticals


Min Max Min Max

Director £100k £180k £500 £1,000

Head of £70k £100k £300 £500


Manager £55k £70k £200 £275

Executive £28k £40k £150 £200

Assistant £22k £30k £100 £150



In 2010 and 2011 it’s been largely business as usual with regards to hiring within major pharmaceutical businesses.

This sector has a high level of loyalty with marketers service longevity being up there with the highest. Perhaps this is partly due to market stability but also favourable pay compared to other sectors, in particular for senior marketers.

Client demand is varied across the marketing mix with common areas including trade marketing, OTC, research and insight as well as corporate communications.

In Ireland we have noticed stronger demand in 2011 compared to previous years, as this is a key industry in Dublin in particular.

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“Two-thirds of marketers have admitted that they would be willing to cut their salary by a fifth and lose £11,000 a year in order to have a three-day-weekend.

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should be well-managed confirms what smart firms have always known, namely that leadership is not an optional extra.

Watch as brand building, vision setting and internal communications become

the ‘must have’ skill sets. As marketing is the main discipline providing these skills, the future is looking bright for marketers in the professions.Richard Chaplin, Founder & CEO of the Managing Partners’ Forum

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Professional S

ervices

30% received 10-20%

1% received 40-50%

59% received 0-10%

4% received 30-40%

6% received 20-30%


Professional Services


Min Max Min Max

Director £90k £150k £400 £800

Head of £70k £100k £300 £500


Manager £40k £60k £150 £250

Executive £28k £35k £125 £175

Assistant £22k £32k £100 £150



In the UK in the late noughties, professional services marketing made huge strides forward with senior marketers making strong inroads through forward thinking approaches. This progress almost ground to a halt during the credit crunch as support services suffered from drastic cut backs. Yet the bounce back this year has been dramatic – with many clients recruiting the same (or very similar) roles that were made redundant just 12 months earlier.

Just as the marketing strategies of professional services organisations became more progressive in 2007 and 2008, it is pleasing to see the same is happening again now. We have seen a dramatic V shape “bounce” in demand for marketing professionals in law and accountancy firms and also surveying and architectural firms. Investment has been made with the hiring of senior marketing talent to define and drive client strategies.

For the professional services marketer there is great demand and exciting opportunities. Salary is determined largely against the level of the role, rather than the discipline itself. However, specific technical and niche skills continue to drive higher salaries. The demand for business development focused professionals remains high, particularly across bid management and client relationship management, where salaries tend to be at the top end of the grade scale.

The strong preference within professional services organisations is to recruit from competitors, so movements in the industry carry momentum throughout the market.

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Pub

lic Sector &

Not for P

rofit

14% received 10-20%

5% received 40-50%

81% received 0-10%


Public Sector & Not for Profit


Min Max Min Max

Director £60k £80k £300 £400

Head of £60k £70k £250 £300


Manager £40k £50k £175 £200

Executive £29k £35k £100 £175

Assistant £22k £28k £90 £125



The austerity measures have impacted both permanent and temporary hiring within the public sector.

With public spending cuts, there are now fewer opportunities within this space and candidates are looking at how they can move their career forward over the years to come, with many looking to the private sector - there is a challenge to redeploy displaced employees into the private sector.

Opportunities do exist, particularly for talented communications professionals. On a permanent and temporary basis there are requirements for internal communications, employee communications and public affairs experts to communicate (change projects in most instances).

2011 demand for senior marketers in the charity sector has increased and there is a welcome trend for candidates from the private sector now wanting to move into charity organisations.

Certainly large charities are run as commercial organisations with great opportunities for commercial marketers to make a name for themselves with salaries more attractive than many would expect.

As with other professions, bonuses for marketers within the public sector and charity sector are at the lower end of the scale typically ranging from 0-10%.

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Retail

8% received 30-40%



42% received 0-10%

32% received 10-20%


10% received 20-30%


Retail


Min Max Min Max

Director £90k £110k £400 £600

Head of £65k £90k £300 £400


Manager £40k £60k £200 £275

Executive £25k £32k £125 £175

Assistant £22k £28k £100 £150



As you might expect changes in consumer behaviour and pressure on our high street brands has reflected on hiring demands in 2010 and 2011 within the retail sector.

Along with the media sector, digital demands have played a significant factor in the shaping of the landscape for marketing talent and hiring needs within retail organisations.

We estimate that 70% of all hiring demands within this sector so far in 2011 have been based around e-commerce and retailers enhancing their digital offering and marketing strategy to support it.

Traditional marketing roles are still being hired, with greater needs seen within fashion, DIY and supermarkets than other areas.

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Telecomm

unications

8% received 30-40%

4% received 40-50%


25% received 0-10%

47% received 10-20%

14% received 20-30%


Telecommunications


Min Max Min Max

Director £90k £120k £500 £1,000

Head of £70k £90k £300 £600


Manager £45k £60k £200 £350

Executive £28k £35k £150 £200

Assistant £22k £28k £100 £200



The demand for telco talent within the market has continued to grow substantially with an uplift of a 30% increase of opportunities in the marketplace during the last year. Organisations are paying premium rates for interim consultants to join for short-term assignments to develop propositions.

Whilst networks still battle with high churn rates and price wars, we have seen a real shift in the types of skills that businesses now require. There has been a large pull towards CRM experts and propositions specialists in order to drive common KPIs such as ARPU and to increase loyalty.

Digital activity is certainly on the up as C-suite executives are seeing the commercial benefit of using digital channels and therefore budgets have significantly increased in this area and demand for both commercial digital specialists (e-commerce) and analytical digital skills have increased dramatically.

With some major changes in the telecommunications (global) market ,this has led to a lot of movement and many new opportunities.

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Regions

Regions

The old “London Weighting” salary allowance is uncommon these days and certainly our findings support the fact that, in the marketing community, significant regional variation in salaries are becoming less common – more so at the senior end of the market.

However, our survey does show that middle management salaries in the regions are lower than the South East and London. Certainly at this level job moves are for a 5-10% increase as opposed to 10-15% increase within Greater London.

In our regional offices, revenues have increased in 2011 from 2010 along with the number of assignments taken on.

In the North, we have witnessed strong growth within the FMCG and B2B sectors. Whilst in the Midlands, growth came from financial services, consumer durables and travel.

Temporary hiring demand has increased too as many clients take advantage of the benefits that a more flexible workforce can bring.

Our survey produced fascinating results and highlighted that senior marketers are commanding an equal (or greater) premium for roles outside London – this was supported by many examples from the South West, Midlands and the North.

Largely driven by candidate shortages and clients having to pay a premium to attract the best marketing talent, there is an awareness from senior marketers that they can have higher expectations, particularly if relocation is involved.

Recruitment costs can be higher for many regional based businesses (extra advertising, relocation costs) so retention is a key factor which contributes to higher salaries that you might expect in contrast to the big cities, in particular London.

Interesting comments were made about the significant increased costs of commuting in the regions with particular reference to current petrol prices adding justification for £2-3k increases in salary.

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Ireland

Ireland

Job Title Annual Salary

Min Max

Director €90k €140k

Head of €80k €120k

Senior Manager €75k €95k

Manager €55k €80k

Executive €40k €70k

Assistant €28k €45k

Graduate €22k €26k

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Ireland

Ireland


A very interesting article recently indicated “Despite the economic downturn US firms operating in Ireland are struggling to fill over 2,000 vacancies, the American Chamber of Commerce Ireland’s annual Workforce Activation survey of 109 US firms reveals that 90 per cent of companies surveyed were recruiting to recruit suitably skilled employees. The survey also indicates that 30 per cent of vacancies being advertised are taking longer than three months to fill.” (Source: Workforce Activation Survey July 2011, American Chamber of Commerce Ireland, Irish Times)

Whilst Ireland is undoubtedly having a difficult economic time at the moment, there are positive pockets of corporate activity not least led by well known blue chips locating their European headquarters there.

Certainly a quick look on the local jobs boards highlights that there is no shortage of demand for specialist, highly skilled professionals – and this is definitely the case for marketing talent.

There has been increased demand for digital expertise in mid size companies and a huge shortage of experienced talent in this bracket.

Candidates with expertise in online marketing (SEO/SEM/PPC/Affinity/Social Media) are witnessing a wealth of opportunities.

Our local office in Dublin has seen that salaries have been stable over the past two years however the most recent development in 2011 is that companies are now paying bonuses again.

There has been continued investment in the technology sector, with no drop off in companies using Ireland as a European Shared Services centre. Demand for highly qualified multilingual talent in sales, marketing and customer service is high.

The pharmaceutical sector remains a key vertical in Dublin with demand having significantly increased in 2011 compared to 2009 and 2010.

For skilled marketers looking to relocate from the UK to Ireland, there are compelling career opportunities worth exploring.

ONLINE WIZARD

Here at Ovo we think we have a great story and we want people to hear about it. We are a friendly bunch and we would love to do this face to face but with 27 million homes in the UK this would just take too long! We have to work out how to communicate with individuals, but make sure that everyone can hear.

Heading up the communications function and reporting to the Marketing & Business Guru, you will be responsible for constructing and conveying our message to customers, the media, external stakeholders and employees. This might be promoting our recent customer service awards, or lobbying the government for regulatory change.

A strong PR background will be a big plus, but more importantly is your ability to listen. We’re not looking for another Shakespeare, but you will need to have a way with words. You’re probably quiet proud of your creative streak as well as being technically strong with a good eye for detail (if you haven’t spotted the spelling mistake already, please don’t apply).

Most of all you’ll love a good story, and take pride in telling it well!

The internet is cool. We want someone who is passionate about all things digital to drag us into the 22nd century. We don’t really know what it is we don’t know, so you better have a direct line into Mark Zuckerberg’s crystal ball to tell us what’s coming down the road.

As our digital wizard, you’ll create clever ways to engage with our customers online. You will be used to working in small fast moving teams and working under pressure with in-house colleagues and agency support.

Technically you will need to be on top of your game, both in design and execution. On top of CSS, HTML, Flash etc, a good knowledge of Mysql, PHP, CMS and other applications techniques will be a big plus. And as far as marketing knowhow goes, you will need to know your SEO from your SEM and your PPCs from your CTRs.

CHIEF STORYTELLER£50- £60k + package - ref: 72779MW

£30- £40k + package - ref: 72736MW

Interested candidates should email Jonathan Fisher, attaching an up to date CV, at [email protected], call 020 7850 6131 or write to him at EMR, 322 High Holborn, London, WC1V 7PB. All third party CVs will be forwarded to EMR.

MARKETING & BUSINESS GURU

Before you saw this ad you might not have heard of us. That’s okay though; we’re new. To catch you up, we are an independent national energy supplier. We are licenced to supply gas and electricity to every house in England, Scotland and Wales.

On average our customers save £325* a year after switching to us, we have the greenest standard energy tariff in the UK, and last week, we were voted joint top rated energy company in a Which? Customer Satisfaction survey. 18 months ago we hadn’t even launched yet, and now we supply energy to about 0.14% of UK households. We would like to supply 14%.

Exciting, isn’t it?

We think energy is incredibly exciting. Isn’t it a shame that every other energy company is just soooo boring! We want to spread the word that Ovo is challenging the status quo by giving our customers a fairer deal. We’re not quite sure what to call you, but we know who you are and we think you will know too.

You will be looking for a big challenge and better be up for boxing clever with our budget! You will have that rare combination of creative flare and scientific insight. You will already be a strategic brand champion with a proven record of developing multi-channel marketing campaigns. Of course, you will be on our board and will work directly with the company founder, but you will come to work in the morning with your sleeves already rolled up and ready to go.

Most of all, you must be ambitious, and think big.

£100k + package - ref: 72645MW

Really big.ovoenergy.com

*£325 is the average annual saving for Ovo customers who signed up directly through Ovo, between 1 January – 31 October 2010. Unbelievable we know – some saved more and some saved less.

StatPro is the leading provider of portfolio analytics and data solutions software for the global asset management industry. StatPro Revolution is a brand new cloud-based portfolio analysis platform for the investment management community, which is looking to revolutionise the industry. Built from the ground up using the latest technology, Revolution brings sophisticated levels of analysis and reporting to a mass audience thanks to the power of the web. Promoting and marketing such a game changing offering needs a new way of thinking.

Therefore, we are looking for a Global Marketing Manager to lead the way.

In this varied role, you will manage the strategy and delivery of sophisticated and innovative digital marketing campaigns and initiatives, with the aim of driving high quality traffic to statpro.com and increase customer acquisition for Revolution.

You will manage a team of four marketers located across the globe, and will take a leading role in developing a marketing plan to realise maximum ROI, looking at new ways to utilise web-based and interactive channels.

You have a great track record of both strategic and hands-on marketing for an online product offering. You’re able to utilise your strong understanding of digital marketing tools and analytics, and can show that you’ve taken marketing strategies from conception to delivery. Google Analytics and Salesforce.com exposure will be important, as will your strong communication and people management skills. Financial sector experience isn’t vital (although would be desirable), but what you will need is enthusiasm, a willingness to learn and a creative perspective.

Join us and become part of the Revolution with StatPro.

Join the Revolution!Global Marketing Manager

Wimbledon, London £55,000 plus excellent benefits

To apply, please contact our exclusively retained consultant at EMR, Andrea Abbate, quoting reference 74236MW on 0207 850 6115 or at [email protected]. All direct and third party CVs will be forwarded to EMR for consideration.

Passionate about choice? We are...

Millions of the world’s poorest and most vulnerable women trust Marie Stopes International to provide them with quality family planning and reproductive healthcare. We have been delivering contraception, safe abortion and mother and baby care for over thirty years and are now working in 40 countries.

In this newly created role, you and your team will be tasked with delivering a global communications strategy that will support the organisations

ambitious five year goals to increase access to family planning and sexual health services around the world.

The successful candidate will have experience of leading a brand through a period of change, addressing misconceptions of an organisation and aligning international communication plans.

To apply or discuss this role in more detail, please contact Vijesh Patel quoting reference 74582STA by email at [email protected] or call 020 7850 6162. Any direct applications will be forwarded to EMR.

Director of International Communications London | £Competitive salary plus benefits

©Marie Stopes International/Susan Schulman

Marketing Recruitment Advertising Solutions

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For further information:

020 7850 6200 [email protected]

Advertising with EMR – for you

P&O Cruises and Cunard are part of the world’s largest cruise operator, Carnival UK. With ambitious growth plans and a desire to raise the profile of digital throughout the business, a new role has been created for an accomplished digital marketeer to develop a fully integrated online marketing and e-crm strategy that puts these cruise lines at the forefront of new media consumption.

At the heart of the brand marketing function liaising closely with the brand marketing directors and commercial teams you will be well supported and have a growing budget at your disposal. You will drive ecommerce and business-wide digital development working collaboratively with IT to facilitate the implementation of process and technology.

As part of the driving force behind one of the UK’s most innovative and vibrant travel businesses you will be highly strategic with the confidence to take the lead on all new digital opportunities. You will be a proven manager and leader with a tangible track record of successfully heading up a new media operation for a recognized consumer brand. You must be creative and numerate with the ability to quickly become the company’s authoritative voice on all aspects of new media whilst being fully involved with the day-to-day as well. An understanding of the P&O Cruises and Cunard audience profiles will be an advantage.

Interested candidates should email Hannah Read, attaching an up to date CV at [email protected], quoting reference 75239MW or call 020 8520 6123. All third party CVs will be forwarded to EMR.

Head of Digital Marketing£Excellent + bonus + benefits package Southampton

MARKETING MANAGER

£COMPETITIVE + BENEFITS | LONDON

All third party CVs will be forwarded to EMR.

Reporting into the newly appointed Marketing Director you will lead the development and implementation of cross channel marketing activity programmes to support designated Sotheby’s business activities. In developing a comprehensive understanding of the auction markets, you will be tasked with creating the annual marketing activity plans, campaign communications and working closely with internal design teams. Working across the organisation and international stakeholder engagement will be paramount.

The successful candidate will have a broad marketing communications background working for a well known luxury product or service with the gravitas & creditability to exceed expectations. The key to this position is understanding the complexity of the client relationship and how to engage on a very personal level. Interested candidates should email Jonathan Fisher, attaching an up to date CV, quoting reference 73237MW at [email protected], call 020 7850 6131 or write to him at EMR, 322 High Holborn, London WC1V 7PB.

They are now actively recruiting for two Trade Marketers; one to manage Southern Europe and the second to look after the Northern area. Reporting to the Marketing Manager they will develop and implement all trade activation programs within their designated countries. Programs will need to be developed, consistent with the strategies of the partners, and then rolled out in conjunction with the Sales teams. From product launches to in-store campaigns you will engage with your European colleagues, Category Managers and Sales teams on best practice, ensuring that all activities maximise profitability. Due to the nature of the role, experience in Trade Marketing within FMCG is essential and language skills in German or Spanish is advantageous. The roles will involve frequent travel both domestically and within Europe.

Interested candidates should email James Scholfield, attaching an up-to-date CV, at [email protected] quoting reference 73171MW, call 020 7850 6140 or write to him at EMR, 322 High Holborn, London WC1V 7PB.

Shake up your career.

Please enjoy our brands responsibly.

Maxxium Travel Retail is a joint venture between two of the most successful names in the drinks industry – Beam Global Spirits & Wine and The Edrington Group. The partnership is the third largest supplier within the European duty free and travel retail industry representing brands like The Famous Grouse, Courvoisier, Highland Park, Sauza, The Macallan and Maker’s Mark. With a list of iconic brands they are looking to maintain their momentum in the constantly evolving travel retail market place.

2 TRadE MaRkETERs (Northern & Southern Europe)HoRSHaM – Frequent travel

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An online platform for the voice of UK senior marketing and communications professionals.

Marketers’PulsePowered by EMR

Simon Bassett posted today •

As a recognised member of the UK’s marketing and communications industry, we invite you to join our interactive online initiative, the Marketers’ Pulse.

The aim of the Marketers’ Pulse is to raise the opinions of senior marketing and communication professionals to the press on key business related matters where the customers’ voice is a significant factor, not just the share price.

In the form of online social platforms, we’d like you to discuss and share your thoughts on topical industry news and trends and contribute to monthly polls to determine industry opinion.

Want to get involved? Visit www.marketerspulse.com to find out more, join our LinkedIn group and follow us on Twitter.

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If you spent five minutes completing the survey then many thanks for your support. If you didn’t, please do take part next year. We hope that you find the information and results produced useful and we welcome any suggestions for our next issue at [email protected].

Should you be anticipating any changes or hiring within your own department or perhaps would like to discuss your own career, please do get in touch.

Simon Bassett | MD | EMR

+44 (0)20 7850 6200

[email protected]

www.emrrecruitment.co.uk

This research was carried out by means of an electronic questionnaire and supplemented with data and market information that EMR has access to. The results are provided as generic market information only. EMR does not make any warranties regarding the use, validity, accuracy or reliability of the results and information obtained. EMR will not be liable for any damages of any kind arising out of or relating to use of this information.

© EMR 2011

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