For employers · VP of marketing
Hire a VP of marketing: VP of marketing salary, recruiter fees and job description
A VP of marketing runs the marketing function day to day. They own the plan, the budget, the team and the number, and they report to a CEO or a CMO depending on how the company is built. The distinction that matters when you write the job ad is scope: a CMO sets company-level strategy and sits at the executive table, while a VP of marketing is usually the most senior operator in the building, closer to the work and accountable for whether it ships.
Flat $199 for 30 days · no percentage of salary · marketers only
What you'll do
- ·
What we're looking for
- ·
About:
No roles match those filters yet. Widen your search.
1,200+ marketing roles · updated daily
The board your role appears on. Listings are illustrative.
The short answer
A VP of marketing in the United States typically earns $170,000 to $260,000 in base salary, with total cash compensation commonly $200,000 to $330,000 once bonus is included, plus equity at venture-backed companies. Reported medians cluster around $200,000 to $250,000 and vary widely by stage, region and company size, so treat any single figure as a starting point. If you use a recruiter, a contingency search adds 15% to 25% of first-year base ($25,500 to $65,000 on that band) and a retained search adds 25% to 35%. Posting the role directly on a marketing job board costs $199 for a 30-day listing.
Typical US salary
$170,000 to $260,000 base
Typical agency fee on that
$25,500 to $65,000
A 30-day post here
$199
What it costs
Every way to fill this role, priced
Honest ranges for the United States. Agency percentages are the industry-standard bands, and the right answer depends on how hard your role is to fill.
| Option | Typical cost (USD) | Speed | Best for |
|---|---|---|---|
| In-house VP of marketing, full time | Base $170,000 to $260,000; total cash commonly $200,000 to $330,000 with bonus | 8 to 16 weeks to fill | A marketing team that needs a senior operator to own the plan and the number |
| Contingency recruiter | Typically 15% to 25% of first-year base, so $25,500 to $65,000 | 4 to 10 weeks | Paying only on placement, in a market where you have no bench |
| Retained executive search | Typically 25% to 35% of first-year compensation | 4 to 8 weeks to a signed offer | A confidential search or a replacement for a sitting leader |
| Fractional CMO or VP | $5,000 to $15,000 per month for 10 to 20 hours a week | Days to two weeks | Senior judgment now, while the team is still too small to lead full time |
| Post on MarketerJob | $199 for a 30-day post | Live the same day | Reaching senior marketers directly with no percentage of the package |
Salary and fee ranges are typical US figures for 2026 and vary by market, seniority and company stage.
Why post here
A board built only for marketing roles
A flat fee against a six-figure package
A contingency recruiter on a $210,000 VP of marketing base typically bills $31,500 to $52,500 for one hire. A 30-day post on a marketing-only board is $199, and you keep the relationship with every applicant.
Senior marketers, not a general pool
The listing is tagged to a marketing specialty and shown to people who browse marketing roles for a living, so a leadership ad is not buried under every other function on a general board.
Name the real seat
VP, head of marketing and CMO describe different scopes at different company sizes. Stating team size, budget and reporting line in the ad is what keeps senior candidates from withdrawing at offer stage.
How it works
From posting to a signed offer
Decide VP or chief before you write the ad
If the person will build and run the function under a CEO who still owns company strategy, it is a VP seat. If marketing needs a voice in company-level decisions and owns a P&L conversation, it is a chief seat. Getting this wrong costs a full search cycle.
Write the ad around the number and the scope
Team size, budget, reporting line, the target for the first four quarters, and the compensation range. Senior candidates screen on scope and ownership, not on a duties list.
Interview on your actual numbers
Give finalists your real funnel and ask what they would do in the first 90 days and what they would stop doing. People who have run a function answer in tradeoffs; people who have presented about one answer in channels.
How to evaluate
What to look for in a vp of marketing
Most companies between roughly twenty and three hundred people are hiring a VP, not a chief, even when the job ad says otherwise. Titling it CMO to attract better candidates backfires: senior executives read the team size and budget, work out the real remit, and withdraw. Name the seat honestly, put the compensation range in the ad, and put it where senior marketers actually look. MarketerJob lists marketing roles and nothing else, at a flat $199 for 30 days rather than a percentage of a six-figure package.
- A pipeline, revenue or growth number they personally owned, and what happened to it
- Experience at your stage and motion: a $5M to $50M B2B climb is not an enterprise brand job
- People they hired, promoted and kept, with specifics rather than headcount
- A budget they set, defended and reallocated when a channel stopped working
- Hands-on depth in at least one channel, so they can coach rather than only review
- A point of view on your positioning, offered unprompted in the first conversation
VP of Marketing
Your company · Remote (US)
Candidates see the salary band before they apply, so the people in your inbox have already accepted the number.
Good questions
Questions employers ask
Hiring for something else
More roles you can post
Hire an SEO specialist
Post an SEO role to a board of SEO people, not to the entire internet.
Read the guideHire a social media manager
Reach social people directly, with the pay band on the card.
Read the guideHire a marketing manager
Post a marketing manager role to marketers only, for $199.
Read the guideMarketing recruitment agencies: cost and alternatives
What marketing recruiters actually charge, when they are worth it, and when they are not.
Read the guideHire a content writer or content marketer
Post a content role to writers and content marketers, with the pay band on the card.
Read the guideHire a PPC specialist
Post a paid media role to PPC people, with the pay band on the card.
Read the guideHire an email marketer
Post an email or lifecycle role to the people who run retention, with pay up front.
Read the guideHire a digital marketer
Post one digital marketing role to marketers who filter by specialty.
Read the guideHire a brand manager
Reach brand marketers directly, with the pay band on the card.
Read the guideHire a marketing coordinator
Post one coordinator role to marketers, not to the whole internet.
Read the guideHire a fractional CMO
Executive marketing leadership at a part-time price, found directly.
Read the guideHire a marketing consultant
Senior marketing help by the hour or the project, found directly.
Read the guideHire a marketing director
Post a marketing director role to senior marketers, for a flat $199.
Read the guideHire a growth marketer
Post a growth role to marketers who run experiments, for $199.
Read the guideHire a product marketing manager
Post a PMM role to marketers who own positioning and launches, for $199.
Read the guideHire a CMO
Post a CMO or VP of marketing role for $199, or read what a retained search really costs first.
Read the guideHire a demand generation manager
Post a demand gen role for $199 and reach marketers who are measured on pipeline.
Read the guideHire a marketing operations manager
Post a marketing ops role for $199 and reach the people who actually run the martech stack.
Read the guideMarketing jobs, nothing else.
Post your role to a board of marketers for a flat $199, and keep the fee an agency would have taken.