Analysis: Last 50 Jobs #11

It's taken 7 months to add 50 new jobs (that meet the criteria) to be added to this site. That's so long that some of them have already been removed as older postings are deleted. Featured jobs were all pitched to me by recruiters. In order to be eligible, they had to be primarily centered on email marketing and include pay and be at least $65/hr or $100k/yr.

FULL-TIME

22%
REMOTE

62%
HOURLY

$80
MEDIAN		ANNUALLY

$150k
MEDIAN
 
Top Level Observations
  • It took 7 months to get to 50 jobs - this is actually two months less than the previous 50 (during which time the minimum requirements for hourly from changed from $50 to $65.)
  • In the last report, I had expressed optimism that it was picking up, but I'm not sure that was warranted. It's still pretty slim pickings out there.  
  • The median hourly is up $2/hr and the median annual is up $30k from last time.

Full-Time Roles
  • 11 out of 50 (22%) of the roles pitched were full-time roles.  (unchanged)
  • Rates ranged from $110k/yr (one undisclosed company in Irvine, Calif.) to $180k/yr (Nissum for Albertsons in Pleasonton, Calif.)
  • The average was $143k/yr (vs $153k) with a median of $150k/yr (vs $130k).
 
Contract Roles
  • Contract roles ranged from $65/hr to $120/hr (United Airlines as well as one undisclosed).  
  • The average was $81/hr (vs $78 and the median was $80/hr (vs $78).
 
Where the Work is Done
  • 31 out of 50 (62%) of the roles pitched were remote. (unchanged)
  • Two opportunities required working in-office, but gave a choice of locations.
  • Otherwise, there were 10 in California, 3 in Texas, 3 in Virginia (all in Tyson's Corner), and 1 each in Georgia, North Carolina, New York, Massachusetts, Pennsylvania and Washington state. 
 
Work for Us!
  • 20 of the 50 roles were named companies this time around. 
     
    • Albertsons (via Nisum)
    • Arkus
    • American AgCredit
    • Blue Shield of California
    • Cognizant / Lev
    • FlexCare Medical Staffing
    • Humana
    • Hyundai (via Infogain)
    • Infosys
    • LTI Mindtree
    • PenFed Credit Union
    • Persistent Systems
    • Safelite (via Sogeti)
    • State of Michigan
    • Sunrun
    • United Airlines
    • University of Southern California

Recommendations -- How can you stand out in a crowded field?
  • MENTION PAY. Include the budgeted compensation range, at the very least the base salary. This is now the law in a number of places and it's becoming an immediate red flag if you don't include it initially. It's definitely a bad sign if you push back.
     
  • RAISE YOUR RATES. These are the competition who are struggling to find candidates, the companies that aren't struggling are paying more and filling quickly.
     
  • GO FULL-TIME. If you're looking for a professional with years of experience, is a 6-month contract really your best offer? 
     
  • BE SPECIFIC. Be specific about what you need, if necessary ask someone like me to help you refine your job description. The field attracts introverts with imposter syndrome. A poorly worded job description that asks for the moon is just asking to be dismissed.
     
  • UNDERSTAND THE FIELD. There's a lot of work involved in email marketing. Email Marketers who are also Web Developers, Copywriters or Designers are rare.  You can try to find them, or set more reasonable expectations.
     
  • SOURCE INSTEAD OF SPAM. Instead of indiscriminately sending the job to everyone, practice sourcing - identify specific people and go after them. And if they're not interested, ask them for 2-3 people they'd recommend.
 
Reading List -- Some materials I like to share.
 
The Fine Print
  • This site does not post roles under $100k/yr or $65/hr and when a range was offered, the highest number was used here for the calculations as we're in a very tight labor market and rates still lagging compared the value an email marketing professional will generate for your organization.
  • Only base salaries were used here for even comparisons. Bonuses, restricted stock and other benefits should be evaluated when choosing between two otherwise similar offers.
  • Because all these jobs have been pitched to me personally, they tend to skew towards SFMC.
  • Not all jobs are created equal.  There's a lot of similarities, but when pricing your opening, it's good to review other roles for similarities that go beyond quick averages like this.
 
Past Issues: