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In 2023, the hiring process for Product Marketers will be very different compared to last ye...
In 2023, the hiring process for Product Marketers will be very different compared to last year. Employers are placing more emphasis on the quality of skill sets rather than the quantity of product marketing specialists that they hire.
As a result, many New York-based companies are asking how to attract and retain product marketing talent in 2023.
The past two years have had a significant impact on the working world. With so many firms launching new products to keep their customers engaged, Product Marketers are in high demand to beat the competition and stand out in the crowded markets.
Despite the product marketing skill set being highly sought after, we anticipate that salaries will start to level out in 2023. Hiring rates are returning to normalized levels, with LinkedIn reporting that hiring rates slowed by 13% between September 2021 and September 2022 in the US.
As a result, New York businesses should take the time to evaluate their product marketing recruitment strategies in the first quarter of the year. We advise businesses to make a plan for the skill sets they need to create a successful product marketing team and set the appropriate budgets to hire the best product marketing candidates.
Our product marketing salary guide covers bonuses and permanent salary brackets for a wide range of product marketing roles, from Product Marketing Associate all the way through to VP of Product Marketing.
To receive more personalized advice about your organization’s product marketing employment needs, get in touch with Jason Goodwin, our expert digital marketing employment consultant. You can contact him at email@example.com
Although it isn’t the only important consideration for product marketing candidates looking for a new job, salary is becoming increasingly important given the present economic conditions. Many product marketers are reevaluating their current compensation packages as a result of this, considering the prospect of a pay raise or bonus, and, if they do not receive the compensation they require, looking for a new role.
The Salary Transparency Law has changed the way New York employers approach salaries. Businesses will need to keep track of salary changes on a regular basis as it has become easier for Product Marketers to investigate their pay and compare it with the market average. Because of this, it’s more important than ever for companies to regularly evaluate their compensation packages and frequently benchmark. Otherwise, it will be difficult to retain employees and compete with other companies for future talent.
Looking for more advice about attracting, retaining and recruiting top marketing and product talent in 2023, check out our full report, “How to Hire in New York: What marketing and recruitment will look like in 2023”.
The full report intends to assist New York organizations with their 2023 employment plans across every digital skill set, from digital marketing to social media & content, from demand generation marketing to product management. This report includes everything from the skill sets that employers should be prioritizing, to the compensation packages that New York employers should offer in order to attract and retain marketing and product talent.