Recruitment Marketing Salaries
2025

Let's cut to the chase

Are you in the right ballpark?

When reading salary survey data, the most important question is, "Am I paid at least the average for my job title?"

Recruitment Marketing salaries in the UK range from £23,000.00 to £110,000.00 per annum – from Marketing Assistants to Heads of Marketing/Marketing Directors.

The median salary is £40,000, and most recruitment marketers (36%) fall into the £30-40k bracket, while 25% earn over £60k.

Hover over the chart to see the ranges for each job title.

 "Am I paid at least the average for my job title?"

London leads

South East not far behind

Somewhat predictable, even post-pandemic, the regional salary averages follow the UK's general pattern. 

The data collected didn't provide enough responses to include some regions in the chart with confidence.

So with less confidence due to data scarcity, the other region averages were Scotland £42,000.00, Wales £40,000.00, Northern Ireland £38,000.00 and North East £37,000.00.

Local salaries for local people.

Marketing Executives

Limited variation across the UK

Marketing Executive salaries are our first regional breakdown. Marketing Assistant salaries are remarkably consistent at £23,000.00 across the UK.

There's only a £3,750.00 gap from the highest average down to the second lowest by region.

The standout here is the low end, with East of England averaging £22,000.00 at this level. This is too low and reflects the salary of a Marketing Assistant.

No Marketing Executive should be on £22,000.00

Marketing Managers

A widening gap

Marketing Managers average £42,000.00. However, this is heavily weighted towards the higher salaries in London.

East of England is again an outlier but in the opposite direction than at Marketing Executive level. 

The role of 'Marketing Manager' can also vary greatly depending on the company's size and the team's size. The job title alone isn't the only thing to consider.

Managing up.

Marketing Managers

Size matters

In general, the bigger the business, the higher the salary a Marketing Manager can expect.

The size of the team being managed also has a lot of impact on salary. Marketing Managers with teams of 3-5 are the best paid – with an average of £43,250.00.

Smaller teams, and surprisingly, teams with 5+ people, generally have lower-paid Marketing Managers. 

Bigger is beneficial.

Senior Marketers

Heads of Marketing and Directors

For senior marketing roles in Recruitment Marketing, such as Head of Marketing and Marketing Director, location matters as much as company size. Larger companies (300+ people) offer significantly higher salaries, with an average of £65,856.

There's little difference in salaries between companies of 10-300 employees (all around £54-56k).

Small companies (<10 employees) offer notably lower salaries (£44,360).

Large company size and London-based combine for the biggest salary potential, obvs.

Bonus Round

A game of two halves

Bonuses in Recruitment Marketing roles are neither the norm nor not. Whether you get a bonus or not is almost an equal split.

There is no standard across the sector, especially with manager–level roles, where there is a huge variety in bonus amounts.

The only real pattern is the largest bonuses going to the more senior roles, which is to be expected.

Bonuses are not a given.

Bonus Structure

Me, myself and I?

For almost half of Recruitment Marketers who get paid a bonus, there's some difference in how this is achieved.

Almost 80% of bonuses have a lot of weight on the company's performance. It's not exactly in the hands of the marketer.

Only 8% of Recruitment Marketers have control of being paid a bonus based on their individual performance alone.

Is it you, your team, or the company?

Putting in the hours

Are you working too much?

Most recruitment marketers work 36-40 hours per week, reflecting a reliance on full-time workers.

Part-time work accounts for much less of the marketers surveyed, with only 16.5% of recruitment marketers working less than what's considered 'full time'.

46+ and 50+ hours suggest that some respondents are under-resourced or expected to work beyond full-time hours regularly. 

50+ hours per week?!

Jack of All Trades 

The Lonely Marketers

The single biggest team structure in Recruitment Marketing remains teams of one person.

It is pleasing to see that the majority of teams are now two or more people.

Predictably, smaller businesses (under 10 headcount) have solo marketers. However, the makeup of marketing teams with more than 10 employees is less uniform. 

Scroll down for the detail.

 Who's lonely?

Proportionality

Do you have enough marketers for your business?

With companies with 10 or less people, one marketer is proportional. But this doesn't seem to scale logically.

26 companies with headcounts between 10-50 still have only one marketer. Three companies with 50-100 people still have only one, and remarkably one business with between 101-300 has one marketer.

While a 1:10 ratio is unrealistic at all mid-to-large businesses, businesses with 3-5 marketers at a headcount of 10-50 and 5-10 marketers at a headcount of 51-100 feel well-equipped for marketing to make an impact.

Give us a chance, please!

Let's have a LinkedIn Poll...

Are we heading back to the office?

Almost 70% of recruitment marketers work in a hybrid arrangement.

This is typically a 3:2 split, with 80% working three days in the office and two at home and 20% working two days in the office and three at home.

Home or Away?

Time Served

How time impacts salary in Recruitment Marketing

There will always be alignment in job title and salary, but we can also consider the career paths of recruitment marketers over time and compare them with the earnings at periodic milestones.

Recruitment Marketing rewards those who stick to it, and after 1-2 years, a salary jump is available. Increases are not as substantial after this point until 10+ years of experience are gained.

Overall, you should aim to improve your salary by 7-9% per annum across your career in Recruitment Marketing.

How long?!

Specialisms

Digital dominance remains

Looking at the specialist marketing roles within recruitment agencies, Digital dominates at 41% of specialist positions.

Brand specialists form the second largest group at 24%, followed by Communications roles at 18%.

The remaining specialisms - Content, Design and Email - are equally represented at 6% each, suggesting these are more niche but still valuable skills within recruitment marketing teams.

Digital dominates.