What Does a Digital Marketing Manager Do? Job Description, Skills & Salary

Everything you need to know about digital marketing management careers

Jenell Talley is a journalist and program analyst with a background spanning media, government, and editorial work. She holds a journalism degree from Howard University and a master's in human resources management from the University of Maryland.

7 min read • Originally published July 18, 2016 / Updated March 19, 2026

By Jenell Talley

7 min read • Originally published July 18, 2016 / Updated March 19, 2026

Last updated: March, 2026

In this article: What They Do | Skills Required | Salary | Tools | Career Path | How to Get Started | FAQs
Digital marketing managers oversee a company’s online marketing efforts across channels like search, social media, email, and paid advertising. They develop strategies, manage campaigns, analyze performance data, and work to drive brand awareness, website traffic, and customer acquisition.

If you’re analytical and business-savvy but also creative and curious, digital marketing management could be an ideal career path. Here’s what you need to know about the role.

What Does a Digital Marketing Manager Do?

A digital marketing manager is responsible for developing, implementing, and managing marketing campaigns that promote a company and its products or services. They play a major role in enhancing brand awareness within the digital space, driving website traffic, and acquiring leads and customers.

“This person is responsible for driving relevant consumers with the goal of improving brand recognition, trust, and ultimately purchase intent,” says Justin Emig, director of search marketing at digital marketing agency Web Talent Marketing.

Core Responsibilities

Strategy development – Creating digital marketing strategies aligned with business goals
Campaign management – Planning, executing, and optimizing marketing campaigns across channels
SEO and SEM – Managing search engine optimization and paid search advertising
Social media marketing – Overseeing social media strategy and content
Email marketing – Developing email campaigns for lead nurturing and customer retention
Content marketing – Coordinating content creation that supports marketing objectives
Analytics and reporting – Measuring campaign performance and ROI using web analytics tools
Budget management – Allocating and managing digital marketing budgets
Team leadership – Managing direct reports and coordinating with cross-functional teams
Vendor management – Working with agencies, freelancers, and technology vendors

Emig describes his day-to-day as “everything from developing media strategies that put clients’ brand or product in front of their target audience to writing and pitching content and digging through the trenches of web analytics to unearth invaluable info about target consumers.”

Digital Marketing Channels

Digital marketing managers typically work across multiple channels:

Channel	Activities
Search (SEO/SEM)	Organic optimization, Google Ads, Bing Ads
Social Media	Organic content, paid social, and community management
Email	Newsletters, drip campaigns, marketing automation
Content	Blog posts, ebooks, webinars, video
Display/Programmatic	Banner ads, retargeting, programmatic buying
Affiliate/Partnerships	Affiliate programs, influencer partnerships

Skills Required for Digital Marketing Managers

Technical Skills

SEO/SEM expertise – Understanding search algorithms, keyword research, and paid search management
Analytics – Proficiency with Google Analytics, data visualization, and reporting tools
Marketing automation – Experience with platforms like HubSpot, Marketo, or Salesforce Marketing Cloud
Paid media – Managing campaigns on Google Ads, Meta Ads, LinkedIn, and other platforms
CRM knowledge – Understanding customer relationship management and lead scoring
Basic HTML/CSS – Helpful for email marketing and landing page optimization
A/B testing – Designing and analyzing experiments to optimize conversion

Soft Skills

Leadership – Managing teams and driving results through collaboration
Communication – Writing compelling copy and presenting to stakeholders
Analytical thinking – Extracting insights from data to inform strategy
Adaptability – Keeping pace with the ever-changing digital landscape
Consumer empathy – Thinking like your target audience
Risk tolerance – Willingness to test new approaches and learn from failures

“This job requires you to influence others and drive results through collaboration,” says Sandra Rand, director of marketing at OrionCKB. “You must be able to work with colleagues and contacts at all levels of an organization to develop compelling offers and drive growth.”
Emig adds that adaptability and courage are essential: “A digital marketing manager has to not be afraid to try new things, take chances, fail, and test everything.”

Digital Marketing Manager Salary

Digital marketing manager salaries vary based on experience, location, company size, and industry:

Experience Level	Salary Range
Entry-Level / Coordinator (0-2 years)	$45,000 – $60,000
Digital Marketing Manager (3-5 years)	$65,000 – $90,000
Senior Digital Marketing Manager (6-9 years)	$90,000 – $120,000
Director of Digital Marketing (10+ years)	$120,000 – $175,000+
VP of Digital Marketing	$150,000 – $250,000+

Factors affecting salary:

Location – Major metros (NYC, SF, LA) pay 20-40% more
Industry – Tech, finance, and e-commerce typically pay higher
Company size – Enterprise companies often have larger budgets
Specialization – Expertise in high-demand areas like paid media or marketing automation can command premiums

Digital Marketing Tools

Digital marketing managers work with a variety of platforms and tools:

Analytics and Data

Google Analytics 4 – Website and app analytics
Google Search Console – Search performance data
Looker Studio (Data Studio) – Dashboard and reporting
Tableau / Power BI – Advanced data visualization

Advertising Platforms

Google Ads – Search, display, YouTube, Performance Max
Meta Ads Manager – Facebook and Instagram advertising
LinkedIn Campaign Manager – B2B advertising
Microsoft Advertising – Bing search ads
The Trade Desk / DV360 – Programmatic advertising

Marketing Automation and Email

HubSpot – All-in-one marketing platform
Marketo – Enterprise marketing automation
Salesforce Marketing Cloud – Enterprise email and automation
Mailchimp / Klaviyo – Email marketing platforms

SEO Tools

Ahrefs / SEMrush – Keyword research, backlink analysis, competitive intelligence
Screaming Frog – Technical SEO audits
Moz – SEO tools and metrics

Project Management

Asana / Monday.com – Campaign and project management
Trello – Kanban-style task management

Career Path and Advancement

Typical Progression

Level	Titles	Experience
Entry	Digital Marketing Coordinator, Marketing Specialist	0-2 years
Mid	Digital Marketing Manager, Growth Marketing Manager	3-5 years
Senior	Senior Digital Marketing Manager, Head of Digital	6-9 years
Leadership	Director of Digital Marketing, VP of Marketing, CMO	10+ years

Who Does a Digital Marketing Manager Report To?

A digital marketing manager typically reports to a Director or VP of Marketing and may have one to two direct reports executing social, email, and other digital marketing tactics. In smaller companies, they may report directly to the CMO or CEO.

Similar Roles

Roles with overlapping responsibilities include:

Growth Marketing Manager
Performance Marketing Manager
Demand Generation Manager
Marketing Campaign Manager
Acquisition Marketing Manager
Paid Media Manager

How to Become a Digital Marketing Manager

Education

There’s no single path to digital marketing management. A degree in marketing, communications, or business helps, but it’s not required.
“You don’t need a fancy Ivy League degree to break into digital marketing,” says Rand. “Internships and job experience are far more valuable than where you went to school or even what you studied.”

Certifications

“Certifications are the new degree,” says Emig. “Having a healthy collection of certifications adds credibility to your resume that’s sure to catch a potential employer’s eye.”
Valuable certifications include:

Google Ads Certification
Google Analytics Certification
HubSpot Inbound Marketing Certification
Meta Blueprint Certification
SEMrush SEO Certification

Building Experience

Start in a specialist role – Focus on one channel (SEO, paid media, email) before expanding
Take on side projects – Run marketing for a small business, nonprofit, or personal brand
Learn analytics deeply – Data skills differentiate managers from specialists
Develop business acumen – Understand how marketing ties to revenue and business goals

What Gets You Ahead

“A never satisfied and unwilling to stop testing mindset,” says Emig. “In other words, don’t take your foot off the pedal.”
To advance as a digital marketing manager:

Stay current with platform changes and industry trends
Develop strong leadership and team management skills
Build expertise in marketing analytics and attribution
Learn to communicate results to executives and stakeholders
Understand the full marketing funnel and customer journey

Frequently Asked Questions

What does a digital marketing manager do?

A digital marketing manager develops, implements, and manages online marketing campaigns across channels like search, social media, email, and display advertising. They’re responsible for driving brand awareness, website traffic, and customer acquisition while analyzing performance data to optimize results.

What skills do digital marketing managers need?

Key skills include SEO/SEM expertise, analytics proficiency, marketing automation knowledge, paid media management, leadership, communication, and analytical thinking. Adaptability is crucial given how quickly the digital landscape changes.

How much do digital marketing managers make?

Entry-level digital marketing coordinators earn $45,000–$60,000. Digital marketing managers with 3-5 years of experience make $65,000–$90,000. Senior managers earn $90,000–$120,000, while directors can earn $120,000–$175,000+. Location and industry significantly affect salary.

Do I need a degree to be a digital marketing manager?

A degree in marketing, business, or communications is helpful but not required. Experience and demonstrated skills often matter more. Certifications from Google, HubSpot, and other platforms can add credibility to your resume.

What’s the difference between a digital marketing manager and a marketing manager?

A digital marketing manager focuses specifically on online channels—search, social, email, display advertising, and content marketing. A general marketing manager may oversee both digital and traditional marketing (print, events, TV, radio). In practice, the roles often overlap, especially at smaller companies.

What tools do digital marketing managers use?

Common tools include Google Analytics, Google Ads, Meta Ads Manager, marketing automation platforms (HubSpot, Marketo), SEO tools (Ahrefs, SEMrush), email platforms (Mailchimp, Klaviyo), and project management tools (Asana, Monday.com).

Is a digital marketing manager a good career?

Yes. Digital marketing offers strong job growth, competitive salaries, and opportunities across virtually every industry. The field rewards continuous learning and provides clear advancement paths to director and VP roles. However, it requires staying current with rapidly changing platforms and technologies.

How do I become a digital marketing manager?

Start in a specialist role (SEO, paid media, social media) to build expertise in one channel. Earn relevant certifications. Develop analytics skills to differentiate yourself. Build a portfolio of results. Over time, expand your knowledge across channels and develop leadership skills to move into management.

Looking for digital marketing roles? Browse digital marketing manager jobs on Mediabistro. Hiring a digital marketer? Post your job on Mediabistro.

Topics:

Climb the Ladder, Skills & Expertise

Careers & Education

How to Start a Career as a Fitness Instructor: Training, Skills & Steps

By Joy Prouty for Zumba

9 min read • Originally published December 8, 2025 / Updated March 19, 2026

By Joy Prouty for Zumba

9 min read • Originally published December 8, 2025 / Updated March 19, 2026

Maffi // Shutterstock

How to start a career as a fitness instructor

The fitness industry provides various programs and services that motivate individuals to exercise regularly. Exercise is known to have positive effects on mental health, including reducing symptoms of anxiety and depression. Additionally, group classes foster a sense of community and provide social support that can help people stay motivated and stick to their fitness goals.

Fitness instructors create engaging and enjoyable workouts to make the fitness experience more enjoyable for their clients. If you have a strong motivation to make a positive impact on people’s lives and inspire them to prioritize their health and fitness, Zumba shows how you can start a career as a fitness instructor.

The Role of a Fitness Instructor

A fitness instructor holds a multifaceted role in guiding individuals and groups toward achieving their fitness goals. Fitness instructors are professionals who lead and teach exercise classes, provide guidance and support clients in their fitness journeys.

The job outlook for fitness instructors and trainers is projected to grow 14% from 2023 to 2033, indicating a strong demand for qualified professionals in the fitness industry. This growth reflects the increasing emphasis on health and wellness, as more people prioritize their fitness and seek guidance from knowledgeable instructors.

Fitness instructors have several responsibilities.

Leading classes: Instructors lead group exercise sessions, such as aerobics, Zumba, yoga or strength training, creating a motivating and energetic environment for participants.
Demonstrating techniques: Instructors demonstrate proper exercise techniques to minimize injuries and ensure clients perform exercises safely and effectively.
Monitoring progress: They track clients’ progress, adapt programs as needed and provide feedback to help clients stay on track.
Providing support: Instructors offer motivation and encouragement to help clients overcome challenges and maintain commitment to their fitness routines.

Fitness instructors possess several skills, particularly communication, motivation and adaptability. You need clear communication to instruct clients and ensure they understand the exercises and techniques in the class. You also need to inspire and motivate clients to achieve their fitness goals and maintain a positive mindset. Finally, fitness instructors must adapt workouts to meet the diverse needs of clients, as each individual or group may have different fitness levels and goals.

Zumba

There are various types of fitness instructors, each specializing in different areas and adding unique contributions to the fitness industry. Here are some examples:

Group fitness instructors lead group exercise classes, such as aerobics, spin or kickboxing. They create a motivating and energetic environment for participants with music and choreography.
Dance fitness instructors teach dance-based fitness classes. These instructors focus on rhythm, coordination and enjoyment of movement by combining dance moves with fitness to create a fun workout experience.
Personal trainers usually work with clients one-on-one to develop personalized fitness programs. They assess individual fitness levels, set specific goals and provide tailored guidance and support.
Yoga instructors teach yoga classes that focus on physical postures, breathing techniques and mindfulness.
Pilates instructors lead Pilates classes that emphasize core strength, flexibility and body awareness.
Aquatic fitness instructors lead water-based exercise classes, such as water aerobics. Water sets the stage for low-impact workouts suitable for various fitness levels.
Specialized fitness instructors focus on specific populations or fitness needs, such as senior fitness, prenatal fitness or rehabilitation. They tailor programs to meet the unique needs of these groups while ensuring safety.

How to Become a Fitness Instructor

Becoming a fitness instructor involves the right type of training and skills, depending on what you want to specialize in.

Getting the Right Training

Training will vary depending on the type of fitness instructor you want to be. Instructors can also pursue specialized certifications in specialized areas, such as yoga, indoor cycling or high-intensity interval training (HIIT). They can also choose to specialize in specific areas, such as senior fitness, prenatal fitness or sports performance. Focusing on a niche can enhance your marketability and the opportunity to work with diverse populations.

The fitness industry is constantly evolving. Some organizations require ongoing education to remain current with the latest trends, techniques and research. Many fitness facilities also require instructors to undergo cardiopulmonary resuscitation (CPR) and automated external defibrillator (AED) training. These skills help ensure client safety during workouts.

Developing Skills and Experience

Developing a combination of skills and gaining relevant experience will empower you to help clients achieve their fitness goals. You’ll understand the challenges clients face while sharing your journey and insights.

There are a few options to gain experience as a fitness instructor. You can seek internships or volunteer at local gyms, community centers or fitness studios. This hands-on experience will allow you to observe seasoned instructors, learn group session management and understand client interactions. You could also consider starting with a part-time role in a fitness facility. A flexible schedule can help you gain experience as you begin building a client list.

Another route to build experience and presence is to showcase your expertise on platforms like Facebook, Instagram, TikTok and YouTube. Share your fitness journey, post workout tips and engage with your audience and potentially attract clients. You can also consider starting a fitness blog to share insights, tips and personal experiences.

In addition, developing these skills will help you stand out as a fitness instructor.

Motivational skills: Learn techniques to inspire clients, as achieving fitness goals can be challenging. Positive reinforcement and encouragement can significantly enhance their motivation.
Communication: Effective communication is vital for demonstrating exercises, explaining their benefits and correcting techniques. Clear communication fosters trust and understanding between you and your clients.
Active listening: Being an active listener helps you understand clients’ abilities, limitations and goals, allowing you to tailor your approach to their needs.
Customer service: Treating clients with respect and care can help you build loyalty and a positive reputation in the fitness community.
Problem-solving: Each client is unique, and strong problem-solving skills will enable you to find appropriate fitness solutions for individual needs.
Empathy: Every client’s fitness journey is unique. Being adaptable and empathetic allows you to tailor your approach to meet their individual needs. Creating a safe and inclusive environment encourages clients to share their concerns and challenges.

How to Start a Career as a Fitness Instructor

Zumba

After you’ve gained some experience and the right training, you can start a career as a fitness instructor. Here are some steps to help you get started.

Build a Client Base

Building a client base as a group fitness instructor is essential for establishing a successful career in the fitness industry. Here are several strategies to attract and retain participants for your classes:

Use your network: Encourage friends, family and acquaintances to attend your sessions. Personal recommendations can be powerful in attracting new participants. You can also participate in local events, health fairs or community gatherings to promote your classes and connect with potential clients.
Offer free introductory classes: Host free or discounted introductory classes to allow potential clients to experience your teaching style and the benefits of your classes without a financial commitment. Otherwise, you could organize special events, such as themed classes or fitness challenges, to attract new participants and create excitement around your offerings.
Build relationships with participants: Provide positive reinforcement and support during classes. Celebrate participants’ achievements and progress to foster a sense of community and belonging. Building rapport can enhance their experience and encourage loyalty.
Collaborate with other fitness professionals: Collaborate with other fitness instructors, personal trainers or wellness professionals to cross-promote each other’s services. This can help you reach a broader audience and attract new clients. Use these connections to establish referral programs where you can refer clients to each other and offer incentives for successful referrals.
Promote your sessions: Use a combination of traditional and online marketing efforts to promote your classes. Create eye-catching flyers, posters and social media graphics to distribute in local gyms, community centers, and online platforms.
Offer incentives: Consider offering discounts for new participants or package deals for multiple classes. This can encourage people to try your classes and commit to attending regularly.

Create Your Fitness Programs

You’ll want to create fitness plans that are effective, safe and customizable to your clients’ needs. These steps can help you create detailed, effective programs.

1. Set clear objectives. Define the primary objectives of your fitness program. For example, you may want to improve cardiovascular fitness or promote flexibility. Establish what you want your participants to achieve by the end of each class. Do you want them to complete a specific number of exercises or master a new skill?

2. Design the class structure: Start each class with a warmup to prepare your clients for exercise. Include dynamic stretches and light cardio to increase heart rate and flexibility. Then, plan the core portion of your session by incorporating a mix of exercises and choreographies. Finally, end each class with a cool-down period that includes static stretching and relaxation techniques to promote recovery and flexibility.

3. Create a weekly schedule: Determine how often you’ll hold classes and create a consistent schedule that participants can rely on. Consider incorporating themed classes to attract participants and create excitement.

4. Plan for progression: Gradually raise the intensity or complexity of exercises over time to challenge your clients and promote improvement. This can include increasing repetitions or introducing new movements.

5. Demonstrate and monitor: Clearly demonstrate each exercise and explain proper form to minimize the risk of injury. Provide modifications for different fitness levels when necessary. It’s important to continuously observe participants during the session to ensure they’re using correct techniques and to provide assistance as needed.

6. Gather feedback and adapt: Get regular feedback from participants about their experiences and preferences. This information can help you make necessary adjustments to the program. Be prepared to adapt sessions based on participant needs, preferences and any changes in group dynamics.

Stay Current in the Fitness Industry

Staying current in the fitness industry is essential for fitness instructors to provide the best possible service to their clients and maintain their professional credibility. These strategies can help you stay updated and informed.

Take online courses and webinars: Use online platforms that offer courses and webinars on various fitness topics. Webinars often cover the latest research, trends and practical applications in fitness.
Network with other professionals: Build relationships with other fitness professionals through social media, local fitness events or networking groups. Sharing experiences and insights can help you stay informed about industry developments.
Read industry publications: Subscribe to fitness magazines, journals and online newsletters that cover the latest trends, research and techniques.
Talk with clients: Pay attention to the types of workouts and fitness trends that clients are interested in. This can help you tailor your classes and offerings to meet their demands.
Experiment with new techniques: Participate in different fitness classes or training methods to experience new techniques firsthand. You’ll broaden your knowledge and be able to share personal insights with your clients.

You Can Make Physical Activity Fun as a Fitness Instructor

The fitness industry promotes health and wellness by encouraging physical activity, improving mental health, providing education, fostering community and preventing chronic diseases. Its impact extends beyond individual health — it’s contributing to healthier societies overall.

Building a sense of community and fostering relationships with clients can be rewarding experiences for fitness instructors. No matter what type of fitness instructor you choose to become, with passion and dedication, you can inspire others to lead healthier lives.

This story was produced by Zumba and reviewed and distributed by Stacker.

Topics:

Careers & Education

Managing

Your Company Froze Raises. Here’s What You Can Still Negotiate.

By Mediabistro

The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.

9 min read • Originally published March 3, 2026 / Updated March 19, 2026

By Mediabistro

The Mediabistro editorial team draws on 25 years of media industry expertise to cover jobs, careers, and trends shaping the industry.

9 min read • Originally published March 3, 2026 / Updated March 19, 2026

The Email Everyone in Media Recognizes

You open the company-wide email. The subject line says something neutral like “Organizational Update” or “Compensation Planning for 2026.” Three paragraphs in, there it is, probably not in bold: “Merit increases and salary adjustments will be paused at this time.”

Your stomach drops. Not because you’re shocked, but because you just shipped the biggest project of your career. You’ve been here five years. You haven’t had a meaningful raise in eighteen months.

The instinct is to stay quiet. Colleagues are losing jobs. Entire departments are being restructured. Asking for more money feels tone-deaf.

But here’s what most media professionals miss: a raise freeze defines what’s frozen. Everything else is still in play.

What a Raise Freeze Usually Means (And What It Doesn’t)

A raise freeze means base salary increases are paused company-wide. It’s a single line item in a budget spreadsheet.

It does not automatically freeze bonuses, title promotions, additional PTO, professional development budgets, or any of the dozen other levers that make up total compensation.

Look at what media organizations actually do after announcing freezes. Many continue to hire for specific roles: revenue-generating positions, AI and tech specialists, and audience growth strategists. Budgets are being reallocated, not eliminated. Money is still flowing. It’s just flowing differently.

Freezes Are Often More Flexible Than They Sound

Top performers and hard-to-replace specialists may receive exceptions, particularly when framed as retention risk. The freeze is the opening position. It’s rarely the final answer.

The real question is whether you can tie your work directly to revenue or audience metrics. If your project meaningfully grew subscriber numbers, if your video series generated sponsorship interest, and if your content strategy reduced churn, you have leverage. Document it.

The psychological barrier is usually bigger than the policy barrier. You feel guilty asking for more when colleagues are being laid off. That guilt is understandable. It’s also the thing preventing you from advocating for yourself in a moment when retention matters more than ever to your employer.

Key Insight: Retaining strong performers is actively in the company’s interest. A good manager knows this. The conversation is about retention strategy, not entitlement.

“Ask for other benefits” is the advice you’ll find everywhere. It doesn’t help if you don’t know which items come from budget lines unaffected by the freeze.

Here’s the specific menu, tailored to media and creative roles:

Compensation Category	Examples Specific to Media Roles	Why It May Still Be Available
Bonuses	Retention bonuses, project completion bonuses, performance bonuses	Often funded from different budget pools than base salary
Title and Advancement	Promotion without an immediate raise, expanded scope with a deferred raise agreement	Costs the company nothing now; resets your market rate for future roles
Flexibility	Additional PTO, remote/hybrid arrangements, compressed schedules	No direct budget impact; increasingly standard in media
Professional Development	Conference attendance, tuition reimbursement, certification budgets, and industry memberships	Often a separate line item from compensation budget
Side Project Permission	Freelance clauses, byline permission for outside publications, consulting carve-outs	Common in media; costs the company nothing if non-competitive
Equipment and Stipends	Home office stipend, technology upgrades, software subscriptions	Especially relevant for remote/hybrid media workers
Deferred Raise	Written agreement tying a specific increase to a date or financial trigger	Availability varies; worth exploring as a documented commitment

The High-Value Items Worth Prioritizing

Title promotions have long-term leverage. A move from “Content Manager” to “Senior Content Manager” or “Content Director” resets your market rate for every future role. It signals an upward trajectory on your resume. It strengthens your position when the freeze lifts. And it costs your employer nothing in the present budget cycle. If your responsibilities have expanded, the title should reflect it, and this can be a tangible career asset.
Deferred raise agreements get it in writing. You negotiate a documented commitment that a specific salary increase kicks in once the freeze lifts, tied to either a calendar date or a financial trigger. If your manager agrees, make sure it’s documented. Verbal promises evaporate.
Freelance and side-project permission is uniquely valuable in media. If your employment agreement restricts outside work, negotiating explicit permission for non-competitive projects can meaningfully increase your total compensation without costing your employer a dime.
Conference attendance and professional development budgets double as networking opportunities and skill-building. A $2,000 conference budget can translate into connections that lead to your next role or freelance clients.

How to Frame the Conversation: The “Stay Interview” Approach

The framing matters as much as the ask.

Walk into your manager’s office demanding a raise during a freeze, and you’ll hit a wall. Reframe it as a retention or advancement discussion, and you’ve changed the dynamic entirely.

The “stay interview” concept has gained traction in HR. Instead of waiting for exit interviews after employees quit, forward-thinking managers proactively ask: What keeps you here? What would make you leave?

You can initiate this conversation yourself. Position it as collaborative, not adversarial.

The Script Framework

Start with documented value. Open with quantifiable results. Be specific: “I led the redesign that doubled our mobile engagement over six months. I managed the video series that brought in our first branded content sponsor in two years.”

Acknowledge the freeze explicitly. “I know we’re in a raise freeze, and I understand why.” This shows you’re realistic.

Pivot to retention and the future. “I want to have a conversation about what keeps me here and how we can set things up for when conditions improve.”

Present two to three specific asks from the non-salary menu. “I’d like to talk about a title adjustment to Senior Editor to reflect the expanded team I’m managing, a deferred raise agreement we can document for when the freeze lifts, and approval to take on a quarterly freelance column that wouldn’t compete with our work here.”

Notice what this script avoids: guilt-tripping, comparisons to colleagues, threats, and emotional appeals. It’s grounded in value. It gives your manager something concrete to work with.

Timing Matters: Don’t initiate this conversation during active layoffs or in the immediate aftermath of a restructuring announcement. Wait until the dust settles. Ideally, schedule it shortly after you’ve delivered visible, measurable results.

Managing the Guilt Factor

The guilt you feel about asking is real. Colleagues may be losing their jobs.

But here’s the uncomfortable truth: if you’re a strong performer, your leaving would hurt your organization more than giving you a retention bonus or a title bump. Good managers understand this. They’d rather make an exception than replace you.

If your manager says everything is truly frozen, ask what timeline they’d recommend for revisiting the conversation. Get that timeline documented in a follow-up email.

The External Offer: Nuclear Option or Smart Strategy?

An external offer is the strongest leverage in any compensation negotiation, freeze or not. But it only works if you’re genuinely willing to leave.

The media job market is tighter than it was three years ago. Fewer outlets are hiring. More experienced professionals are competing for the same roles. Bluffing is riskier than it used to be. If you tell your manager you have an offer, they might say, “We’ll be sorry to see you go.”

If You’re Seriously Exploring Other Opportunities

Handle it strategically. Update your LinkedIn profile thoughtfully, signaling openness without broadcasting desperation. Strengthen your network. Have genuine conversations about roles that interest you.

If you receive an offer you’re considering, present it honestly. Don’t frame it as an ultimatum. Frame it as information: “I’ve been approached about a role at [organization]. The compensation is significantly higher. Before I make a decision, I wanted to talk with you about whether there’s a path forward here.”

When the Freeze Is the Signal to Leave

Sometimes the freeze is the signal to leave, not negotiate. If your company is in genuine financial distress, if leadership has no clear path to stability, if the culture has deteriorated beyond repair, the smartest move might be taking the external offer. Leave professionally, maintain relationships, and move forward.

Salary Benchmarks: Know Your Number Before You Negotiate

You can’t negotiate effectively without knowing your market rate.

Three Reliable External Resources for Media Salary Benchmarks

Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS): Federal data, lagging by about a year but authoritative and free. Search for occupations like “Editors” (27-3041), “Public Relations Specialists” (27-3031), or “Graphic Designers” (27-1024).
Payscale: Crowdsourced salary data with filters for location, experience, and skills. More current than BLS but based on self-reported data.
Levels.fyi: Originally focused on tech, but increasingly used by professionals in product, design, and content roles that overlap with media. Useful for understanding total compensation packages.

A content strategist in New York City earns more than the same role in a mid-size Midwest market. A senior editor at a legacy publication has a different pay band than a senior editor at a digital-native startup. Use these tools as directional guides, not gospel.

General Benchmarks for Media Roles

Experience Level	Estimated Range	Key Factors
Entry-Level (0-2 years): editorial assistants, junior content creators, associate producers	$38,000–$55,000	Market (NYC/LA vs. mid-size cities), outlet size, digital vs. legacy
Mid-Career (3-7 years): editors, content strategists, producers, digital marketers	$55,000–$85,000	Specialization (SEO, video, audience growth), management responsibility, revenue impact
Senior (8+ years): senior editors, editorial directors, heads of content, VP-level	$85,000–$140,000+	Team size, P&L responsibility, platform/brand recognition, skills in AI/analytics

New York City and Los Angeles command premiums over national medians. Remote roles have narrowed geographic pay gaps but haven’t eliminated them. Some organizations use location-adjusted pay scales; others maintain consistent rates regardless of where employees live.

Skills That Command Premiums

Audience analytics and data literacy
AI-assisted content workflows
Revenue and monetization strategy
Video production and editing
Cross-platform content management

If you’ve built expertise in any of these areas, it strengthens your case.

For professionals earlier in their careers, negotiating salary as a recent graduate involves different dynamics, but the core principle remains the same: know your market value before you walk into the conversation.

Don’t Wait for Permission

Raise freezes reward passivity if you let them.

The professionals who come out ahead redefine the negotiation. Whether that means securing non-salary compensation, getting a deferred raise in writing, pushing for a title promotion, or realizing it’s time to explore opportunities elsewhere, the worst move is to remain silent.

The media industry will continue to contract and restructure. Your job is to position yourself for whatever comes next, and that starts with understanding your value, documenting your results, and initiating the conversations most people avoid.

If you’re ready to explore what else is out there, browse media roles on Mediabistro’s job board. Sometimes the right next move is internal negotiation. Sometimes it’s external opportunity. Either way, you need to be active.

For employers looking to attract and retain top media talent in tight budget environments, competitive total compensation packages matter. Post your open roles on Mediabistro to reach experienced professionals who know their value.

The freeze is the opening position. What you negotiate from here is up to you.

Topics:

Managing

Advice From the Pros

Nicole Williams on Building a Career Brand, LinkedIn Tips & Entrepreneurship

LinkedIn's career pro shares insights for entrepreneurs

By Valerie Berrios

@valerieberrios

Valerie Berrios is a published author and senior content manager with nearly two decades of experience in digital publishing, including roles at Audible, Disney Streaming, Everyday Health, and Mediabistro. She specializes in content strategy, editorial operations, and international content launches.

10 min read • Originally published May 28, 2014 / Updated March 19, 2026

By Valerie Berrios

@valerieberrios

10 min read • Originally published May 28, 2014 / Updated March 19, 2026

You could say Nicole Williams was born to be a career adviser and motivator. Watching her mother toil away at an unsatisfying job in a small town in Canada was all she needed to spark her own desire for a fulfilling career — and to help other young women land and excel in jobs they love. Her dream came to fruition with the launch of her website, WORKS by Nicole Williams, which offers lifestyle content for career-minded women in their 20s and 30s.

Williams has written three best-selling books on her area of expertise, the latest of which, Girl on Top: Your Guide to Turning Dating Rules Into Career Success, has been optioned for a film by Academy-Award-winning producers Dan Jinks and Bruce Cohen. Williams is also a frequent contributor to women’s service magazines, newspapers like U.S. News & World Report and shows like Good Morning America and The Big Idea with Donny Deutsch, so it’s no wonder “the world’s largest professional network,” LinkedIn, tapped Williams to be its official career expert. Here’s how Williams started her business and what you can do to optimize your own success.

Positions: LinkedIn’s career expert, best-selling author, business owner, career enthusiast
Resume: Williams’ first career job was as the director of career and technology for the Canadian National Institute for the Blind (CNIB). In 2006, she founded WORKS by Nicole Williams, a media company focused on career development for young professional women. Williams is the author of three best-selling books: Wildly Sophisticated: A Bold New Attitude for Career Success; Earn What You’re Worth; and Girl on Top. She co-created the career reality television series Making It Big, which aired for two seasons on the Life Network in Canada and on the Oxygen Network in the U.S. In 2011, Williams became the career expert for LinkedIn. Along with LinkedIn, Williams contributes career advice to U.S. News & World Report.
Birthday: September 7, 1970
Hometown: Ajax, Ontario, Canada
Education: Bachelor of political science and bachelor of social work, University of British Columbia, Canada
Marital status: Committed but not married
Media mentor: Arianna Huffington
Best career/life advice received: “Don’t tell me, show me.” –Doreen Saunders
Guilty pleasure: Gossip mags
Last book read: Eleanor & Park by Rainbow Rowell
Twitter handle: @thegirlontop
LinkedIn profile: Nicole Williams

Tell us what led you to start your own lifestyle brand, WORKS by Nicole Williams?

Essentially it was a personal experience that launched this company. I grew up in a small town in Canada, just across the border from Detroit, a very blue-collar industrial town. My mom worked in the local paint factory, which pretty much everyone in town did.

When I was a little kid, she would come home and drop off McDonald’s and head to the casino or bar or whatever was up for that night, and I could see the degree to which working in this capacity that didn’t fulfill you, that didn’t excite you, really affected the rest of your life.

Seventy percent of your waking life is spent at work, so if you hate your work, you’re inevitably going to not enjoy the rest of your life. And so I was very young asking the question of anyone who would answer, ‘What do you do for a living? How did you get to do that? Where did you go to school? How much do you make? What kind of skills do you have?’

My first career job was with the Canadian National Institute for the Blind. I was their director of career and technology. From there, I just used my own career as a testing method.

I’d be like, ‘OK, how do you get a raise? Well, let me try this, let me see how this works…’ And I think what I realized is that, for a lot of young women, it’s not about building a resume. It’s a lot of soft skill; it’s a lot of just the person you are and the people you surround yourself with. You know, those elements have so much more to do with your potential for success than pretty much anything else.

So I was always focused on more of the lifestyle elements of career, and that’s how this business came to be.

How did you eventually branch out on your own and come up with the concept for your business?

I stayed [at the CNIB] for about a year and a half, and what happened for me was I loved working with individual people on their career. It was truly thrilling.

But at a certain point, I started to understand that I wanted to create content that would help more than just one person. And at the time, our program was federally funded, and the program was being audited by an outside consulting firm and they looked at one of the programs I developed and they decided to institute that nationally. And that was sort of my first foray into more of a macro level of career development.

I was looking at Martha Stewart’s model of taking content that an individual can consume and use to better her life and bringing that to the masses. Her model is, frankly, quite brilliant. And from there, I was like, ‘OK, could this be a book? Could this be a television show? Could this be a line of career clothing?’

And essentially, that’s what I’ve built. I did a line with The Limited, I have three books, one of which is being turned into a movie.

What do you consider your career philosophy?

It’s funny, the time at which I was thinking about this business and [my first] book and could I grow this, I remember one of my friends was reading Jitterbug Perfume, by Tom Robbins. And I read these two sentences [that resonated with me]: ‘The price of self-destiny is never cheap, and in certain circumstances it’s unthinkable. But to achieve the marvelous, it is precisely the unthinkable that must be thought.’

You know, no one in my family had gone to [college]. It really was unthinkable for me to have graduated university, to have worked at the CNIB. These were jobs and opportunities that so far exceeded what the expectations were for me in my life.

That somehow is true to the way I want to live and the philosophy I want to espouse as part of this business. And literally in that day, I wrote down a list of everything that was unthinkable for me, and it included being on the Today show, it included creating a television show for the Oxygen Network, which I ended up doing. It was to publish with the largest publishing house in the world. It was to get a six-figure advance. These were all jokes at the time.

And as I started to accomplish those unthinkables, I started to really develop that philosophy as it pertains to career. So I’m a big believer in stretching that muscle. And, yes, there’s work attached to that. It doesn’t just come true because you believe that it will. But it’s essentially an orientation that helps you to see opportunity in the world that you might not otherwise.

How can job seekers market themselves during these tough economic times?

Ten, 15 years ago, when I was getting my book published, the vice president of Penguin was sitting in on my meeting. And for some reason, I had done an Internet search and knew that this guy came from Toronto, Canada, which is where I was born, and it was that affinity that allowed me to get a record-breaking advance. We got a quarter of a million dollars for a book on careers, which never happens!

Use every method possible to prepare yourself and then to market yourself so that you’re someone that gets noticed. There are opportunities out there. And sometimes in a bad economy there’s actually more opportunity than less. It’s just a matter of going after it more strategically.

And I think now, because of the Internet and social media, that ‘strategically’ becomes much easier because there’s a platform like LinkedIn, where you’re able to really create a professional brand from soup to nuts and demonstrate who you are as a professional, upload examples of the work that you’ve done, and put that along with an amazing photograph that allows an employer to envision you in this particular situation.

As LinkedIn’s career expert, give us your top three tips for optimizing your profile.

OK so the first is a picture. Profiles that contain a photograph are 11 times more likely to be viewed than those that don’t. And I use the analogy of either the online dating site or the real estate site, where you’ve got this wonderful description, but no photograph. And your instant fear is that it’s decrepit, like there’s a reason why there’s no photograph, and/or it’s not legitimate.

And this profile shot is meant to be professional. A lot of young people I encounter, they’re taking the picture of themselves on the beach, or with their boyfriend, or with their dog, and those kinds of photos in this instance are really, frankly, inappropriate. It doesn’t have to be a professionally taken headshot, but you want this to exude some level of professionalism. I like smiles. I think you can exude a lot of energy when you smile.

Secondly, people think that, ‘OK, I’m just going to post my most recent position.’ But in a lot of instances, employers are looking for someone with 10 years’ work experience, and a lot of the skill sets are transferable.

So even though you worked in marketing and you’re looking for a web design job, you definitely want to have both of those opportunities listed. And we know that profiles that list more than one job are 12 times more likely to be viewed by a hiring manager.

This is kind of different than what we were accustomed to in a resume, in which you only had one page. In this instance, you’ve got as much space as you need to demonstrate who you are as a professional. You also want to upload presentations, works, decks, your portfolio. Allow your work to speak for itself.

Then share content. LinkedIn offers an influencer program whereby you can essentially get mentored by these amazing business people, like Bill Gates and Meg Whitman, and you can literally just share an article, share a quote of inspiration. Sharing [content] demonstrates that you’re active in your career, you’re invested in your career and you’re not just looking to take.

So what’s one big mistake that LinkedIn users often make?

Well, definitely it’s using the connection request that’s just the standardized, ‘I’d like you to be a part of my network.’ At the end of the day, this is a valuable request, and you’re making it of professionals who you have some relationship with.

But I could’ve met you five days ago and if you don’t contextualize where and you don’t contextualize why we would make a good connection, you’re likely to be ignored. So just always personalize that note. It doesn’t have to be a lengthy letter. It can just be: ‘Hey, great to talk to you, Valerie. Let’s connect.’

And I think one of the things that’s much different in the usage of LinkedIn versus Twitter or Facebook, it’s all about quality. It’s not about quantity. You could have 1,000, 2,000, 8,000 connections, but if none of these are people who know you as a professional, trust you as a professional, are willing to look out for opportunity or answer a professional question or introduce you to someone, they’re worthless.

So I’d rather someone have a smaller concentrated number of really valuable connections versus mass connections.

What else do professionals need to keep in mind when using social media, in general?

It’s consistency now that’s really so important.

It’s ensuring that all your social media platforms are sending the same professional message. Think about what your professional brand is: What kind of tone do you want to have, what kind of issues do you want to comment on, what kind of articles do you want to respond to? You’ve got to decide that early on, and then you’ve got to kind of have that theory in place so that you are using social media in an integrated fashion, where it’s all consistent.

Our personal lives are connected to our professional lives, and they tend to overlap in ways that we wouldn’t necessarily expect.

But just because it’s on Twitter or Facebook, don’t think that that space is personal so you can have whatever you want up there, because you’re still going to be judged by it. When it comes to your personal stuff, get a diary. You know, write some letters to your friends. Get a Gmail account that’s not attached to your company’s website or URL. Don’t think of social media as a personal place. I think that’s incredibly naïve.

This interview has been edited for length and clarity.

Topics:

Advice From the Pros, Be Inspired, Interviews

Careers & Education

What Is a GTM Engineer? A High-Impact Career to Consider in 2026

By Millie Beetham for ZoomInfo

10 min read • Originally published January 27, 2026 / Updated March 19, 2026

By Millie Beetham for ZoomInfo

10 min read • Originally published January 27, 2026 / Updated March 19, 2026

DC Studio // Shutterstock

GTM engineer: A high-impact career to consider in 2026

As companies race to scale revenue operations efficiently, a new role is emerging at the intersection of technology and business strategy: the GTM (go-to-market) engineer. According to ZoomInfo data, hiring for the role has doubled year over year for the last two years, with hiring peaks in January and July. In mid-2025 LinkedIn had over 1,400 postings for GTM engineering roles, with over 3,000 listed in January of 2026 and salaries ranging from low to high six figures. This position combines technical skills with commercial acumen to build, automate, and optimize the systems that power lead generation, sales intelligence, and customer acquisition.

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For professionals looking to pivot into a high-impact role in 2026, GTM engineering offers a compelling opportunity. The position is in demand, commands competitive compensation, and sits at the center of how modern companies drive growth through automated lead generation and sales prospecting tools.

What Is GTM Engineering?

GTM engineering is the application of an engineering mindset to revenue operations. GTM engineers design and automate the systems that power growth—from data pipelines and workflow automation to tool integrations and AI-powered processes.

The role spans software infrastructure, data management, and workflow automation, all working together to help revenue teams move faster, stay aligned, and execute without friction.

Some describe it as revenue systems engineering. Others see it as the next evolution of revenue operations. Either way, it’s a critical function for companies building scalable, efficient, and intelligent go-to-market motions.

Wait—Isn’t This Just Demand Generation?

The short answer: no. While GTM engineering and demand generation both touch marketing systems and care about growth, they sit in fundamentally different parts of the value chain.

Demand generation has historically focused on creating top-of-funnel leads through campaigns and programs. The role centers on volume: running ads, executing email campaigns, hosting events, and optimizing channels to drive more prospects into the pipeline. Demand gen teams answer questions like “How do we get more leads?” and “Which channels drive the most pipeline?”

GTM engineering operates differently. Rather than running individual campaigns, GTM engineers build the underlying systems that make revenue generation repeatable, automated, and scalable across the entire funnel.

Here’s the distinction:

Demand generation asks: “How do we get more people in?”

GTM engineering asks: “How does the entire system work once they’re in—and how do we make it automatic, intelligent, and compounding?”

Demand gen is about execution. GTM engineering is about architecture.

Consider the evolution: Demand generation traditionally ran one-off programs to generate leads. That approach worked when sales cycles were simpler and tech stacks were smaller. But as buying processes became more complex, the role needed to evolve. Modern demand generation now operates in an “always-on” mode—identifying signals that indicate demand and routing those signals to the right person to act on them.

GTM engineers take that evolution further. They’re still responsible for systems that drive top-of-funnel demand, but they also own what happens after the lead comes in: routing, enrichment, scoring, nurturing, and conversion optimization. They build the infrastructure that turns signals into action and action into revenue.

A simple test: If the role primarily involves running programs, that’s demand generation. If it involves designing how revenue happens at a systems level, that’s GTM engineering.

How GTM Engineering Differs from RevOps, Marketing Ops, and Sales Ops

The confusion doesn’t stop with demand generation. GTM engineering also overlaps with revenue operations, marketing operations, and sales operations—roles that have existed for years and already handle pieces of what GTM engineers do.

So what’s the difference?

Revenue Operations (RevOps) focuses on process optimization, reporting, and tool administration across the revenue organization. RevOps professionals ensure teams follow consistent processes, maintain data hygiene, and have visibility into performance metrics. They answer questions like “Are our processes efficient?” and “What’s our pipeline forecast?”

Marketing Operations manages campaign execution, marketing automation platforms, and lead lifecycle management. Marketing ops teams build email workflows, manage lead scoring models, and ensure marketing technology runs smoothly. They focus on making marketing programs scalable and measurable.

Sales Operations handles territory planning, quota management, compensation structures, and sales forecasting. Sales ops professionals optimize how sales teams are organized and ensure they have the resources and data needed to close deals.

GTM Engineering sits at a different level. Rather than optimizing individual functions, GTM engineers design cross-functional systems that connect sales, marketing, and customer success. They build the technical infrastructure that allows data to flow seamlessly between systems, automate workflows that span multiple teams, and implement AI tools that make the entire revenue engine more intelligent.

The reality is that existing operations roles do handle pieces of what GTM engineers do. A marketing ops professional might build a lead scoring model. A RevOps analyst might create a dashboard. A sales ops specialist might integrate two tools.

But GTM engineers approach these tasks from a systems-thinking perspective. They’re not just solving point problems—they’re designing how the entire revenue machine operates.

This creates an important organizational consideration: Companies can’t simply hire a GTM engineer and expect them to replace existing operations roles. These historical functions still need to exist. Instead, forward-thinking companies are rethinking how their entire go-to-market organization works together, with GTM engineers serving as the architects who design systems that operations teams then maintain and optimize.

For professionals in demand gen, RevOps, marketing ops, or sales ops roles, GTM engineering represents an evolution—an opportunity to expand from functional optimization into cross-functional system design.

The Role Is New—and Growing Fast

GTM engineering is still an emerging discipline. The job title only recently began appearing in recruiting platforms and LinkedIn profiles. But the pattern is clear: tech-forward companies are creating dedicated positions to own the technical infrastructure behind their revenue engines.

The role emerged due to several converging forces:

Pressure for efficiency: In an era of tighter budgets, companies need to scale revenue without proportionally scaling headcount. GTM engineers build systems that multiply team output.

Tech stack complexity: Most B2B companies now run dozens of tools across sales, marketing, and customer success. Without tight integration, these tools create data silos and slow execution. GTM engineers connect these systems.

Rise of accessible automation: No-code and low-code platforms, combined with AI tools, have made sophisticated automation accessible to non-developers. GTM engineers leverage these tools to build revenue infrastructure.

Demand for personalization at scale: Generic outreach no longer works. GTM engineers build systems that use data enrichment and AI to personalize interactions at scale.

What Do GTM Engineers Actually Do?

GTM engineers sit at the intersection of strategy and technical execution. Their day-to-day work includes:

Integrating tools: Connecting CRMs, marketing automation platforms, analytics systems, enrichment tools, and product usage platforms so data flows seamlessly across the tech stack.

Automating workflows: Building systems that automate lead routing, follow-ups, data entry, and campaign execution, freeing revenue teams to focus on high-value interactions.

Managing data quality: Ensuring data accuracy, resolving identity issues, and maintaining clean schemas so every system runs on reliable information.

Building dashboards and alerts: Creating real-time visibility into GTM performance so teams can iterate quickly and act on what’s working.

Implementing AI: Integrating machine learning tools for predictive lead scoring, personalized outreach, and identifying high-intent prospects.

For example, a GTM engineer might connect product usage data with CRM records and trigger automated alerts to customer success teams when engagement drops—giving them time to intervene before churn occurs.

Why Consider This Career Path

Several factors make GTM engineering an attractive career option for 2026:

High demand, limited supply: The role is new enough that talent pipelines haven’t caught up with demand. Companies are actively hiring, and competition for qualified candidates is intense.

Competitive compensation: Because the role requires both technical and business skills, compensation tends to be strong. Professionals with this hybrid skill set command premium salaries.

Cross-functional impact: GTM engineers work across sales, marketing, customer success, and leadership. The role offers visibility and influence across the organization.

Future-proof skills: As companies increasingly rely on systems-led growth, the technical and strategic skills GTM engineers develop will remain valuable.

Rapid learning curve: The role exposes professionals to the full revenue lifecycle, modern tech stacks, AI implementation, and strategic decision-making.

Measurable impact: GTM engineers build systems that directly affect revenue metrics. Companies implementing automated GTM systems often report reduced customer acquisition costs and improved conversion rates.

Evolution opportunity: For professionals already in demand generation, RevOps, marketing ops, or sales ops roles, GTM engineering represents a natural next step—expanding from functional optimization into cross-functional system design.

Who Should Consider GTM Engineering

GTM engineers come from several backgrounds:

From operations roles: Sales operations, marketing operations, or revenue operations professionals who want to deepen their technical skills represent the most common pathway. These individuals already understand GTM processes and pain points—they just need to add technical capabilities.

From demand generation: Demand gen professionals who want to move from campaign execution to system design can transition by learning automation, integration, and data management skills.

From engineering or data roles: Software engineers or data analysts interested in the commercial side of business can transition by learning sales cycles, marketing fundamentals, and GTM-specific tools.

From sales or marketing roles: High-performing sales development representatives or marketers who are technically inclined can learn automation and data skills to build systems that scale their own manual work.

The ideal candidate combines curiosity about technology with interest in how businesses generate revenue.

Skills You’ll Need

GTM engineers blend technical ability with commercial understanding. Key skills include:

Technical proficiency

– Experience with CRMs like Salesforce or HubSpot
– Familiarity with automation platforms such as Zapier or Make
– Familiarity with – Basic scripting knowledge (Python or SQL helpful but not always required)
– Understanding of APIs and data integration
– Comfort with analytics and business intelligence tools

Commercial acumen

– Understanding of sales cycles and pipeline stages
– Knowledge of marketing fundamentals and campaign mechanics
– Familiarity with customer lifecycle and retention strategies
– Ability to translate business goals into technical requirements

Problem-solving mindset

– Identifying bottlenecks in in revenue processes
– Designing scalable technical solutions
– Testing and iterating on workflows
– Measuring and optimizing system performance

Communication skills

– Explaining technical concepts to non-technical stakeholders
– Collaborating across sales, marketing, and customer success teams
– Documenting systems and processes clearly

Where GTM Engineers Work

GTM engineers are most commonly found in:

High-growth B2B SaaS companies. These organizations need to scale efficiently and experiment rapidly. They often hire generalist GTM engineers who can bridge multiple functions.

Mid-size to large enterprises. Larger organizations use GTM engineers to break down data silos, manage complex tech stacks, and implement sophisticated operations like predictive analytics and account-based marketing.

Product-led growth companies. Organizations with PLG motions generate significant user data that needs to be operationalized for sales. GTM engineers build the systems that turn product signals into revenue actions.

How to Break Into GTM Engineering

There’s no single formal path, but most successful transitions follow these steps:

Build a portfolio: Create and document projects that solve real business problems. Showcase quantifiable impact such as “automated lead scoring system, reducing manual effort by 60 percent” or “integrated three tools via API, eliminating data entry for 10-person team.”

Understand the full revenue lifecycle: Study how leads move through the funnel, how marketing and sales collaborate, and how customer success drives retention. Read case studies and follow GTM thought leaders.

Network strategically: Join professional communities and online groups focused on revenue operations and GTM engineering. Many roles are filled through referrals and community connections.

Position your experience: When applying, emphasize projects where you built systems, automated processes, or integrated tools—even if those weren’t your primary responsibilities. Frame your experience around impact on revenue metrics.

Real-World Impact: What Success Looks Like

GTM engineers create measurable business value by replacing manual work with automated systems. Consider a B2B sales team where 10 sales development representatives manually research prospects using LinkedIn and search engines, then write personalized outreach emails one by one. The process caps output at roughly 20 quality touches per person per day.

A GTM engineer might design an automated system using a no-code platform, data enrichment APIs, and an email sequencer. The system identifies prospects based on specific signals—such as recent funding, new executive hires, or competitor mentions—then enriches contact data and generates personalized email copy using AI.

The automated system handles thousands of personalized outreach efforts while the sales team focuses on conversations with engaged prospects. Customer acquisition costs drop, qualified leads increase, and representatives spend time on high-value activities rather than research and data entry.

This type of force multiplication defines the GTM engineering role.

Is GTM Engineering Right for You?

Consider this career path if you:

– Enjoy solving problems through systems and automation
– Want to work at the intersection of technology and business strategy
– Prefer building infrastructure over managing day-to-day operations
– Are comfortable learning new tools and technologies quickly
– Want measurable impact on company revenue and growth
– Thrive in cross-functional environments
– Are currently in demand gen, RevOps, or operations roles and want to expand your scope

The role may not suit professionals who prefer deep specialization in a single domain or those who want to avoid technical work entirely.

Looking Ahead in 2026

As companies continue prioritizing efficient growth and systems-led revenue operations, demand for GTM engineers will likely accelerate. The role offers an opportunity to develop valuable hybrid skills, work on high-impact projects, and position yourself at the center of how modern businesses scale.

For professionals considering a career move in 2026, GTM engineering represents a path worth exploring—particularly for those who want to combine technical capabilities with strategic business impact.

The discipline is still emerging, which means early adopters have the opportunity to shape the role, build expertise while competition is limited, and establish themselves as specialists in a growing field.

Whether you’re in operations and want to build more, in demand generation and want to design systems rather than run campaigns, in engineering and want commercial context, or in sales and marketing and want to create leverage through systems, GTM engineering offers a compelling next step.

This story was produced by ZoomInfo and reviewed and distributed by Stacker.

Topics:

Careers & Education

Climb the Ladder

What Does a Video Editor Do? Skills, Tools & Career Guide

From storyboarding to post-production, discover what video editors actually do day-to-day and how to break into this creative field.

By Jenell Talley

3 min read • Originally published February 22, 2017 / Updated March 19, 2026

By Jenell Talley

3 min read • Originally published February 22, 2017 / Updated March 19, 2026

Marrying video clips, cool sound effects, and cooler graphics sounds like one of the coolest jobs ever. No wonder you’re itching to be a video editor. We got a couple of video editors to tell you all about the job. Take a look at what they had to say and then get scratching.

What exactly does a video editor do?

A video editor uses footage, sound, and graphics to tell a story. A typical day in the life may include creating treatments and storyboards; developing scripts; producing and editing videos and photos for multiple platforms, from short-form daily content for social media platforms to long-form series; and sourcing and/or creating and adding graphics, animations, special effects, music, sound effects, and sound bites.

A video editor also makes decisions about maximizing the content’s value online and helps align the final version of the piece to the appropriate distribution platform, says Elizabeth Giorgi, founder and CEO of internet video production company Mighteor. Audience development and working with members of other departments or an editorial team to ensure consistent and comprehensive content may also be part of the daily grind.

“It is my job to turn raw footage shot by a photographer into a compelling video,” says David Abrams, an auto test video editor/photographer at Consumer Reports. Though you may work with a producer or use a script to guide you, the overall tone of each piece is in the editor’s hands, says Abrams, so whether or not a video accomplishes its goals is often decided in the editing suite.

What skills does a video editor need?

“Storytelling is the number one skill a video editor must have,” says Abrams, noting you must see the video through the eyes of your audience and consider how your edits affect the story you’re telling.

Knowledge of editing tools such as Apple’s Final Cut Pro or Adobe’s Premiere Pro is key, says Abrams, who suggests taking a course or subscribing to a teaching site such as lynda.com to develop your skill set.

Adds Giorgi, “Experience with After Effects, color grading and sound software, as well as the latest in mobile, will make you an invaluable asset.”

Attention to detail and the ability to think laterally and visually are also important.

Who is a video editor’s supervisor?

A video editor at a startup may report to the CEO, while a video editor at a larger company may report to the digital content editor.

How do I get ahead in this position?

Stay abreast of the latest and greatest in technology and digital trends, and never stop honing your editing skills—this includes learning and adapting to new tools.

How can someone break into this field?

Broadcast journalism programs “teach all the basics as well as the guts of storytelling,” says Giorgi. But, if college isn’t your cup of tea—hey, everything isn’t for everybody—don’t count yourself out. If you can get your hands on a computer and editing software, you’re good to go.

“This field tends to value experience over formal education,” adds Abrams. “Your ability to edit and tell stories is far more valuable than [a] degree hanging on your wall.”

If you are looking for a role in video, search our video editing jobs on Mediabistro. Hiring? Post video editor and other creative jobs.

Topics:

Climb the Ladder, Skills & Expertise

Climb the Ladder

What Does an Assistant Editor Do? Skills, Career Path & How to Break In

A look at the day-to-day responsibilities, must-have skills and career advice from assistant editors in the trenches.

By Jenell Talley

3 min read • Originally published February 15, 2017 / Updated March 19, 2026

By Jenell Talley

3 min read • Originally published February 15, 2017 / Updated March 19, 2026

You’ve put in work managing the EIC’s calendar, replying to reader mail and maybe even writing short items. It’s time you apply for that assistant editor position you’re not-so-secretly dying for. Need more info before making the leap? Check out what a few assistant editors have to say about the job and then hop to it.

What exactly does an assistant editor do?

No matter what type of publication — print, digital, fashion, sports, interior design — an assistant editor’s primary responsibility is taking on assignments in collaboration with the editors and EIC. Routine tasks typically include conceptualizing and pitching stories, conducting research, interviewing sources, writing and editing copy, selecting photos and art to accompany articles, and proofreading. Some assistant editors may also manage social media accounts, and repurpose and curate content.

“Because VIBE is a smaller media company, I might have more tasks assigned to my role,” said Stacy-Ann Ellis, assistant editor. “Aside from assigning, cleaning and prepping pieces for publication, I shoot photography for features, determine the visual elements to accompany our larger pieces, keep track of staff and freelance deadlines, as well as write and shoot feature pieces for myself. It’s a lot.”

What skills does an assistant editor need?

The ability to write clear, concise copy (oftentimes in a hurry) is the most important, said Mary Kaarto, author and speaker. Kaarto spent 22 years working as an assistant editor for various trade publications. “A good assistant editor should be able to provide valid information in as few words as possible, yet make it enjoyable to read,” said Kaarto. You should also be able to generate creative and competitive stories. It doesn’t matter how well you write, if the story is uninspired, no one will read it, she added.

And you should definitely be skilled in prioritizing a hectic workload, said Ellis, as well as effectively communicating with staff members and working quickly and cleanly.

Being a self-starter and willing to take on any task, from opening mail to answering phones, is also a major deal, added Devon Warren, managing editor at Arts & Crafts magazine publisher Stampington & Company.

Who is an assistant editor’s supervisor?

If you work for a smaller publication as Kaarto did, you’ll likely report directly to the magazine’s editor. At a larger publication or website, an assistant editor may work for a specific section, such as news or fashion, in which case she might report to the editor of that section.

How important are digital skills?

“Nowadays, digital publication employers want multi-hyphenates who can do their own job and jump in to do someone else’s job if need be,” said Ellis. “That’s just the way it is.”

What does it take to excel in this position?

The ability to quickly solve problems in a pinch is vital to your success in this position, said Kaarto, who suggests keeping a backlog of timely filler material on hand for emergencies.

Organizing your time well and offering to assist your colleagues will cast you in a favorable light, advised Warren. And be adaptable, added Ellis. Nowadays, everything’s in flux, so staying ahead of the curve is more important than ever.

How can I break into this field?

A degree, preferably in English or journalism, helps. So does having a couple of internships under your belt. And while you’re gaining all that (unpaid) experience, network. Ellis advises that hard work and making — and maintaining — good connections pays off.

Topics:

Climb the Ladder, Skills & Expertise

Climb the Ladder

What Does an SEO Copywriter Do? Skills, Day-to-Day & How to Break In

If you’ve got the writing chops and SEO savvy, then SEO copywriter could be the job for you

By Jenell Talley

3 min read • Originally published February 1, 2017 / Updated March 19, 2026

By Jenell Talley

3 min read • Originally published February 1, 2017 / Updated March 19, 2026

If you’ve got the writing chops and SEO savvy, then we’ve got the job for you: SEO copywriter. It may be the coolest job you’ve ever heard of. See what a few people in the field say about the position. Then, tell us we were right. We’ll be here, waiting.

What Exactly Does an SEO Copywriter Do?

An SEO copywriter writes copy that helps boost a website’s search engine rankings. The job is similar to that of an SEO specialist, but they aren’t the same. While an SEO specialist focuses on analyzing, reviewing, and executing changes to existing content to boost a site’s standing, an SEO copywriter typically creates original content to support the specialist’s strategy. An SEO copywriter must balance writing for search engines and writing for people, appealing to—and persuading—readers.

“The primary purpose of this role is to write copy that is search engine optimized through including keywords,” says James Nuttall, a copywriter who does SEO copywriting at Roman Blinds Direct. “This involves writing content across an entire website, from page descriptions to blog articles, helping to push your site up Google’s rankings.”

SEO copywriters craft Tweets, blog and Facebook posts, product descriptions, sales and promotional copy, and other content. Their specialty is considering keyword density and prominence as well as tone, style, and readability. Common tasks include:

Researching product attributes, competitive keywords, and content landscape.
Auditing websites to help develop off-site and on-site SEO campaigns.
Monitoring searcher and customer behaviors.

What Skills Do You Need?

You have to know how to write well. The word is copywriter, after all. “No matter how well your content may be optimized, if the words on the page aren’t worth reading, your target audience will not be interested—not to mention Google can tell the difference between good and bad copy,” says Nuttall.

“Knowing who your audience is and how they interact with your content is essential to creating copy that will convert, inform and be shared,” says Kevin Rossignol, senior SEO copywriter and editor at BudgetDumpster.com.” You also need a working knowledge of technical SEO, PR and analytics to consistently improve your copy, he adds.

And you should be able to take constructive criticism—any writer should, frankly. You can’t always get a hole in one, so don’t take it personally when someone doesn’t love what you wrote.

Who Is an SEO Copywriter’s Supervisor?

It depends on the company, but you could report to a web content supervisor, an SEO content manager, or someone in the marketing department.

What Does It Take to Excel at This Job?

“You must be a good writer, although that’s secondary,” says Eric Brantner, an SEO copywriter and managing editor at Scribblrs.com, a blogging and content marketing site. “It’s more understanding how to talk to people, then [putting] it on ‘paper,’” he says.

How Can Someone Break Into This Field?

No degree is typically required, except maybe at the agency level, says Brantner, who recommends getting started by putting together your own site or mock business sites to showcase your talent.

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Climb the Ladder, Skills & Expertise

Skills & Expertise

What Does a Journalist Do? Job Responsibilities, Skills, and Career Path

From breaking news to long-form investigations, here's what journalists actually do every day (and the skills you need to get hired).

By Jenell Talley

3 min read • Originally published January 11, 2017 / Updated March 19, 2026

By Jenell Talley

3 min read • Originally published January 11, 2017 / Updated March 19, 2026

So you’ve wanted to be a journalist since you were 12 and have a framed picture of Dan Rather on your nightstand to prove it. Cool. Hashtag career goals.

Kick off “Operation Become a Journalist” by getting the scoop on the job from a couple of seasoned pros. Then go break that story.

What exactly does a journalist do?

Journalists are storytellers. They write and report news stories about everything, from social issues and politics to sports and entertainment. A journalist presents information so folks can form opinions and make prudent decisions. “Journalists educate and inform the public about events and issues and how they affect their lives,” says Rebecca Briscoe, Houston Style Magazine national features reporter.

With newsrooms operating leaner and more digital than ever, journalists today juggle more roles than their predecessors. Beat reporters file for multiple platforms. Investigative journalists produce videos alongside their longform pieces. The job description has widened even as staffs have shrunk.

But getting to the story takes some legwork. A journalist spends time perusing press releases and developing story ideas; verifying facts; researching and investigating a single topic (sometimes for years!) for in-depth, long-form pieces; cultivating sources and relationships; and interviewing subjects.

And depending on where the journalist works, the job may entail anchoring a newscast, on-the-spot reporting, taking photos and producing content, including videos, for social media platforms.

What skills does a journalist need?

A mean pen game goes without saying. That includes having a voice that stands out. “The same way a verbal storyteller has a voice and a presentation style, so too should the journalist,” explains freelance writer Cari Shane, who’s written articles for various publications, including The Washington Post, Budget Travel and The Huffington Post. “The way words are written is key to the final product.”

Interviewing and interpersonal skills are important too. Extracting info from some subjects can be like pulling teeth, after all. You should also understand how media is consumed.

Does that mean I need digital skills?

You don’t have to be a digital deity, but experience with HTML and CMS, on-air content systems such as ENPS (Electronic News Production System), digital editing software and analytics is smiled upon.

“Hootsuite is a great way to manage social media platforms, Dropbox is the best method for me to share secure files, and Tweetbinder is my lifesaver when I want to quantify social media trends and engagement,” offers Briscoe.

Speaking of the digital space, are bloggers and people who report on celebrities journalists?

There’s no consensus on what makes someone a journalist, so the answer depends on whom you ask.

“They’re journalists if they approach their work as journalists [do]—that is, taking the job seriously, being a stickler for accuracy and writing well,” says Kent Klein, substitute host of the POTUS channel on SiriusXM.

“I consider myself a journalist because I have fact checked and researched my topic thoroughly,” says Briscoe, adding that most of her pieces offer serious, thought-provoking content.

Who’s my supervisor?

An editor, also known as the gatekeeper.

Do I need a journalism degree to break into the field?

“There’s nothing wrong with a journalism degree, but I would prefer a content-based discipline—economics, politics or foreign relations, for example,” says Klein. But experience is what really seals the deal. If you can get the story and translate it to paper, you’re as good as hired. Knock out a couple of internships while you’re still in school to get a head start.

Now, hop on over to the job board to find the perfect journalism job.

Topics:

Climb the Ladder, Skills & Expertise

Skills & Expertise

What Does a Creative Director Do? Skills, Salary & How to Break In

Job description, skills, salary, and how to break into this leadership role in design and advertising.

By Jenell Talley

8 min read • Originally published March 16, 2016 / Updated March 19, 2026

By Jenell Talley

8 min read • Originally published March 16, 2016 / Updated March 19, 2026

A creative director is a senior-level role responsible for setting the creative vision for a brand, campaign, or project—and leading a team to bring that vision to life. It’s one of the most sought-after positions in advertising, design, marketing, and media.

But what does the job actually involve? What skills do you need? And how do you break into creative direction? This guide covers everything you need to know about creative director jobs—from daily responsibilities to salary expectations and career paths.

What Does a Creative Director Do?

A creative director sets the creative vision for a brand or project and brings it to life through digital, print, film, and interactive design. The job is to maintain a cohesive look, feel, and message across a project—whether that’s an advertising campaign, fashion line, video game, publication, or brand identity.

Daily responsibilities typically include:

Defining and communicating the creative vision for projects
Leading and mentoring designers, copywriters, and other creatives
Reviewing and approving creative work (designs, copy, concepts)
Presenting ideas and pitches to clients or stakeholders
Managing budgets, timelines, and resources
Collaborating with account managers, strategists, and marketing teams
Ensuring brand consistency across all deliverables
Staying current with design trends, technology, and culture

While daily duties vary by industry and company, leading and inspiring others is always central to the role.

“Creative director is a bit of a misnomer; a more appropriate title would be ‘thought wrangler,'” says Mike Lichter, creative director at Cardwell Beach, a digital marketing agency in Brooklyn. “A creative director’s main role is to guide—to recognize, nurture, and protect people’s good ideas.”

Who Does a Creative Director Report To?

Reporting lines vary by organization:

At agencies: Chief Creative Officer (CCO) or Executive Creative Director
At magazines/publishers: Editorial Director or Editor-in-Chief
At brands (in-house): VP of Marketing, CMO, or Head of Brand
At startups: CEO or founder directly

“I report to the chief creative officers at my agency,” says Nick Ace, creative director at Collins, a brand consultancy in New York, “but the structure varies widely depending on the organization.”

Creative Director Skills: What You Need to Succeed

Beyond raw creativity, successful creative directors need a blend of hard and soft skills.

Hard Skills

Design proficiency — Deep expertise in graphic design, typography, and visual communication
Software knowledge — Adobe Creative Suite (Photoshop, Illustrator, InDesign), Figma, etc.
Art direction — Ability to guide visual style across photography, video, and illustration
Copywriting/content understanding — Even if you’re not writing, you need to evaluate and direct copy
Brand strategy — Understanding how creative work connects to business goals
Project management — Managing timelines, budgets, and multiple workstreams
Presentation skills — Pitching and selling creative ideas to clients and executives

Soft Skills

Leadership — Inspiring, mentoring, and getting the best work out of your team
Communication — Articulating creative vision to both creatives and non-creatives
Collaboration — Working effectively with strategists, account teams, and clients
Emotional intelligence — Navigating feedback, conflict, and team dynamics
Adaptability — Staying flexible as projects, priorities, and industries evolve
Humility — Being open to other ideas and knowing when to step back

“You need humility, perspective, openness, and resolve—and the wisdom to know which to employ and in what combination,” says Lichter. “You also need a good dose of doubt. Doubt can be crippling, but it can also be empowering because it causes you to question your assumptions and evolve your thinking. It helps temper ego, which can crush collaboration—the lifeblood of the creative process.”

Ace adds that cultural fluency is essential: “You need knowledge of art history, design history, pop culture, and counterculture. You have to keep up with art, technology, politics, and social issues. Everything can be relevant if you allow it to be.”

Creative Director Salary

Creative director is a senior-level role, and compensation reflects that. According to Glassdoor, the average base salary for a Creative Director in the United States is approximately $125,000–$135,000 per year, though this varies significantly based on industry, company size, and location.

Creative Director Salary by Experience

Level	Typical Salary Range
Junior Creative Director	$90,000 – $115,000
Creative Director	$115,000 – $150,000
Senior Creative Director	$140,000 – $180,000
Executive Creative Director	$170,000 – $250,000+
Chief Creative Officer (CCO)	$200,000 – $400,000+

Total compensation often includes bonuses, profit sharing, and equity (especially at agencies or startups). Location matters significantly—creative directors in New York, San Francisco, and Los Angeles typically earn 15–25% more than the national average.

Understanding the financial side of the role is crucial, especially when transitioning from a mid-level position like art director or senior designer. It’s not just about salary—it’s about understanding budget allocation, client billing, and team resource planning.

Similar Job Titles

If you’re searching for creative director jobs, you may encounter related titles with overlapping responsibilities:

Art Director — Focuses on visual design elements; often a step below Creative Director
Design Director — Oversees design disciplines (graphic, UI/UX, product); similar scope to CD
Executive Creative Director (ECD) — Senior to CD; oversees multiple teams or departments
Chief Creative Officer (CCO) — C-level; sets creative vision for entire organization
Head of Creative — Often interchangeable with CD; may have more managerial focus
Brand Director — Focuses on brand identity and guidelines; mix of creative and strategy
Content Director — Similar to CD but focused on editorial/written content
Creative Lead — Leads specific projects; usually below Creative Director
Visual Director — Common in fashion/retail; oversees visual presentation and merchandising
Creative Manager — More junior; often manages day-to-day creative operations

How to Become a Creative Director

There’s no single path to creative direction, but most creative directors share a common trajectory: they started as designers, copywriters, or art directors and worked their way up over 8–15+ years.

Typical Career Path

Junior Designer / Junior Copywriter — Learn the fundamentals, build your craft
Mid-Level Designer / Copywriter — Take on more complex projects, develop a specialty
Senior Designer / Senior Copywriter — Lead projects, mentor juniors
Art Director / Associate Creative Director — Direct visual or conceptual work, manage small teams
Creative Director — Set vision, lead teams, own client relationships
Executive Creative Director / CCO — Oversee multiple teams or the entire creative organization

Tips for Breaking In

“A fine arts degree, such as a BFA or MFA, is helpful, but it may take more than that to break into creative direction,” says Lichter. “It’s like anything else these days—you need to know someone, or better yet, someone needs to know you.”

Ace advises aspiring creative directors to “identify the companies you want to learn from and apply there. Then try your hand at a little bit of everything, figure out what moves you, and work your way up the ranks.”

Build a strong portfolio — Showcase your best work and demonstrate range
Develop leadership experience — Lead projects, mentor others, take initiative
Network intentionally — Build relationships in the industry; many CD roles are filled through referrals
Stay culturally curious — Keep up with design, art, technology, and culture
Learn the business side — Understand budgets, timelines, and client dynamics

Career Progression for Creative Directors

If you’re eyeing a long-term career in creative direction, continuous learning and adaptability are essential. The creative landscape evolves constantly—driven by technology, platforms, and shifts in consumer behavior.

Career progression may include:

Executive Creative Director — Overseeing multiple creative directors or departments
Chief Creative Officer (CCO) — Setting creative vision at the organizational level
Lateral moves — Into brand strategy, marketing leadership, or product roles
Entrepreneurship — Starting your own agency or consultancy
Advisory/consulting — Working with multiple brands as a fractional or contract CD
Teaching — Sharing expertise at design schools or through workshops

It’s a multifaceted career path with many avenues for growth—provided you’re willing to keep expanding your skill set and stay open to new challenges.

Find Creative Director jobs on Mediabistro. Hiring a creative director? Post your job on Mediabistro.

FAQs About Creative Director Jobs

Q: What does a creative director do?

A: A creative director sets the creative vision for a brand, campaign, or project and leads a team to execute that vision across digital, print, video, and other media. They’re responsible for ensuring all creative work is cohesive, on-brand, and aligned with business goals—while also managing budgets, timelines, and client relationships.

Q: What skills do you need to be a creative director?

A: Essential skills include design expertise, art direction, brand strategy, and project management. Equally important are soft skills: leadership, communication, collaboration, and emotional intelligence. Cultural awareness—staying current with art, design, technology, and social trends—is also critical.

Q: How much do creative directors make?

A: The average creative director salary in the U.S. is approximately $125,000–$135,000 per year, with senior and executive roles earning $150,000–$250,000+. Compensation varies significantly by industry, location, and company size. Bonuses and profit sharing are common.

Q: What’s the difference between a creative director and an art director?

A: An art director typically focuses on visual design execution and often reports to a creative director. A creative director has broader responsibilities—setting overall creative vision, managing multiple disciplines (design, copy, video), leading teams, and owning client relationships. An art director is usually a stepping stone to a creative director.

Q: Do you need a degree to become a creative director?

A: A degree (BFA or MFA) in graphic design, advertising, or a related field is helpful but not strictly required. What matters most is your portfolio, experience, and leadership ability. Many creative directors rise through the ranks based on the quality of their work and their ability to lead teams.

Q: How long does it take to become a creative director?

A: Most creative directors have 8–15+ years of experience before reaching the role. The typical path involves progressing from designer or copywriter to senior creative roles, then to art director or associate creative director, before becoming a full creative director.

Q: What industries hire creative directors?

A: Creative directors work across many industries: advertising agencies, design studios, in-house brand teams, publishers, fashion, entertainment, gaming, tech companies, and startups. Any organization that produces creative work may employ a creative director.

Q: What’s the difference between a creative director and an executive creative director?

A: An executive creative director (ECD) is senior to a creative director and typically oversees multiple teams, departments, or major accounts. ECDs are more strategic and less hands-on with individual projects, focusing on overall creative quality and team leadership.

Q: What’s the career path for a creative director?

A: After creative director, progression typically leads to executive creative director, then chief creative officer (CCO). Some CDs transition into brand strategy, marketing leadership, entrepreneurship (starting their own agencies), or consulting/advisory roles.

Q: How important is networking for becoming a creative director?

A: Very important. Many creative director roles are filled through referrals and relationships. Building a strong network in the industry—through agencies, conferences, social media, and professional communities—can significantly accelerate your path to a CD role.

Last updated: March 2026

Topics:

Climb the Ladder, Skills & Expertise

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