EMR_Salary_Survey_UK_Ireland_2011.

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Salary Survey &Market Trend Report

Marketing & CommunicationsUK & Ireland 2011

25All proceeds go to

The Princes Trust.

In association with


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www.emrrec

ruitment.co.uk

EMRSalarySurve

y2011

With over 2,722 respondents completing our survey,

congratulations go to Jo Langrish-Dixon, Digital

Marketing Controller at Hallmark Cards, for winning

the prize draw of a luxury dinner for two at the awardwinning Heston Blumenthal Fat Duck restaurant.


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Introduction .......................................................4

Key Findings .....................................................9

Demographics ...................................................... 11Length of Tenure ................................................... 12

Current Employment ............................................. 15

Career Motivators ................................................. 17

Headcount ........................................................... 20

Job Search Channels ........................................... 21

Reward ................................................................ 22

Bonus Trends ....................................................... 26

What you said ...................................................... 32

Salaries by Sector & Market Insight...................35

Agency ................................................................ 36

Business Services & Business to Business (B2B) ... 37

Consumer Goods ................................................. 38

Corporate Communications & Investor Relations .... 39Digital ................................................................... 40

Energy & Utilities ................................................... 42

Finance & Banking ................................................ 43

FMCG .................................................................. 44

IT & Software ........................................................ 45

Leisure & Travel .................................................... 46

Media & Publishing ............................................... 47

Pharmaceuticals ................................................... 48

Professional Services ............................................ 51

Public Sector & Not for Prot ................................. 52

Retail .................................................................... 53

Telecommunications ............................................. 54

Regions................................................................55

Ireland .................................................................. 56

Marketing Recruitment Advertising Solutions .....58

Acknowledgements & Disclaimer......................61

Contents


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EMR is delighted to present our latest salary survey and market trend report on the marketing and

communications industry. With response from over 2,722 marketing and communications professionals,

I am pleased to say that our survey is now ofcially the largest and most comprehensive across the UK.

Our report is produced in association with The Marketing Society, the exclusive membership network for

discerning marketers to learn, develop and share knowledge, best practice and new ideas. Over the past

52 years they have emerged as one of the most inuential drivers of marketing. The Society challenges its

members to think differently and to be bolder marketing leaders by supporting the development of leading-

edge thinking, and promoting the evidence of effective marketing.

Since our last report, the economy has remained fragile. Uncertainty in the Eurozone, unclear scal direction

and austerity measures have left many business leaders and Marketing Directors looking at their 2011 budget

and stafng needs under a cloud of doubt. We hope that this report helps to shed some light for you on the

general mood of the UK market and Ireland.

EMRs business progress, at the sharp end of hiring trends, is a reliable indicator into the UK marketing and

communications stafng industry. Certainly our own year-on-year revenue is encouraging with consistent growth

in demand and our rst half of 2011 nancial results were the largest since the credit crunch. Looking on a

macro level rather than into specic sector trends, plenty of client demand has been driven from businesses

looking to recruit the same (or very similar) positions that were surplus to requirements in the depths of the

recession. Growth in the emerging markets alongside a signicant uplift in stafng investments in the digital

marketing space has also been a notable driver. Marketing leadership requirements, competitive pace, NPD

and innovation are also factors that have underpinned client demand to hire marketing staff so far this year.

Demand for temporary recruitment has increased as UK plc looks towards a more exible workforce to fulll

its short-term stafng requirements. Many clients are cautiously hiring marketers on a temporary basis before

committing to a permanent hire.

From a stafng perspective, businesses are expecting their marketing departments to soon return to or surpass

their pre-credit crunch headcount, suggesting that in our mature consumer market UK plc is now investing in a

marketing-led recovery.

Our report compares year-on-year trends to which we provide commentary and insight, though of course you

can draw your own conclusions too. We highlight industry trends to provide you with information and context

that you need to help plan either your own career development or indeed your own stafng requirements.

From our survey ndings, we delve into the motivators of the UK marketing and communications industry;

% of annual bonus by sector, male and female bonus %s, average salaries by region and drivers for moving.

Introduction

Introduction

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Salary tables in the second half of the report provide you with grade pay ranges and further insights from our own

practice leaders.

A taster of some of our headline ndings this year include:

46% of respondents anticipate a job change within the next 12 months

The top reason for moving employer was for career development

The majority of marketing and communications professionals are expecting a raise of upto 10% in the next 12 months

One quarter of respondents indicated that plans were in place to restructuredepartments to keep up with the demands of digital media during the next 12 months

The top benet seen as vital by marketing and communications professionals was 25days holiday or more

In comparison to ve years ago, a company pension scheme and exible working are

now signicantly more attractive benets to employees

Surprisingly, average salaries for Managers in Central London were less than other

regions within the UK

The top three industry sectors for bonus allocation were Finance & Banking, Energy& Utilities and FMCG

Almost double the amount of males received a bonus between 20-30% of their annualsalary in comparison to females

The average bonus received across all respondents was 17% of basic salary.

Whether you are looking for a new role or planning to recruit, this report offers clear insight into key

compensation trends and drivers. We hope that you nd the information and results produced useful and

we welcome any suggestions for our next issue to [email protected].

Simon Bassett

MD, EMR

Introduction

Introduction

Simon


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EMRSalarySurve

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AboutU

s

EMR aims to be the global leader in marketing and communications recruitment, thereby creating growth and

opportunities for our clients, candidates, employees and Group.

Established in 1994, EMR was founded on the principles of speaking with honesty, acting with integrity,

providing the highest levels of service and delivering results. Under new ownership since 2008 and with

strategic ambition, we model our business around our core values, which we call the 4Cs:

Credibility, Commitment, Coverage and Certainty.

Our success is centred on delivering these values to ensure that we remain the partner of choice for all

marketing and communications professionals.

As a specialist recruitment brand, we are passionate about delivering a boutique recruitment offering to both

clients and candidates and are fully committed to providing the highest standards of service to the marketing

and communications industry at all times.

With a dedicated team of consultants operating across specic sectors, we have the knowledge and expertise

to succeed for you. We are not rigid, bureaucratic or strangled by process and are able to respond nimbly

to industry trends and changes in demand. We remain lean, exible and innovative and are always striving to

improve no matter what.

In 2008, EMR joined the FiveTen Group - a strategic move to ensure that we are able to offer our clients access

to a growing international talent pool which our clients and candidates have come to expect. As well as providing

expertise across the UK, EMR has ofces in Dubai, Dublin, Hong Kong, Moscow, So Paulo and Singapore.

About Us

Contact Us

London

322 High Holborn, London, WC1V 7PB +44 (0)20 7850 6200 [email protected]

Dublin Fitzwilliam Hall, Leeson Street, Dublin 2

+353 1 669 8528 [email protected]


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7

AboutT

heMarketingSociety

The Marketing Society is an exclusive network of senior marketers. Over the past 52 years we have

emerged as one of the most inuential drivers of marketing in the business community. The society

challenges its members to think differently and be bolder marketing leaders by supporting the

development of leading-edge thinking and promoting the evidence of effective marketing.

We do this through The Marketing Society Awards for Excellence, our inspirational publications Market

Leader and Our Week, as well as our blog and online archive, which includes a Knowledge Zone

and video library. Our well-respected calendar of world class events provides extensive networking

opportunities and inspiration with speakers including Willie Walsh, CEO of International Airlines Group

and Graham Mackay, chief executive of SABMiller. Our members also enjoy connecting with one another

online sharing ideas through our LinkedIn community and Twitter. The Society also provides endless

opportunities to build marketing capabilities through our professional development programme and

exclusive access to best practice case studies and thought leadership articles.

The Marketing Society is the place for discerning marketers to learn, develop, share best practice and

new ideas as well as network with one another. If it sounds like the place for you, please do get in touch.

About The Marketing Society

Contact Us

The Marketing Society1 Park Road, Teddington

Middlesex TW11 0AR

+44 (0) 20 8973 1700

[email protected]

www.marketing-society.org.uk

blog.marketing-soc.org.uk @TheMarketingSoc


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EMRSalarySurvey2011

During March and April 2011, EMR conducted an online survey with clients and candidates focused on

the demographics, length of tenure, working week, job security, career motivators, department changes,

job search channels, reward and bonus trends of marketing and communications professionals.

This report is based on ndings received from respondents completing the survey as well as sector

specic market insight and salary ranges (annual and day rates) from our experienced sector consultants

based at EMRs UK and Ireland ofces.

Key survey ndings are documented in the rst half of the report.

Market insight and salary range data tables are provided in the second half of the report across the

following sectors and regions:

Agency, Business Services & Business to Business (B2B), Consumer Goods, Corporate Communications

& Investor Relations, Digital, Energy & Utilities, Finance & Banking, FMCG, Ireland, IT & Software, Leisure

& Travel, Media & Publishing, Pharmaceuticals, Professional Services, Public Sector & Not for Prot,

Regions, Retail and Telecommunications.

2,772 professionals responded to the online survey.

Methodology

Method

ology


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Key Findings


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EMRSalarySurvey2011

Pressure from clients that their advisers

should be well-managed conrms what

smart rms have always known, namely

that leadership is not an optional extra.

Watch asbrand building,vision setting and internal

communicationsbecomethemust have skill sets.

As marketing is the main disciplineproviding these skills, the future is looking

bright for marketers in the professions.

Richard Chaplin, Founder & CEO of the Managing Partners Forum


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EMRSalarySurvey2011

11

Demograhics

Demographics

Specialisms

Industry sector representation

2,722 marketing and communications

professionals were surveyed betweenMarch and April 2011

57% of respondents were female and

43% male

82% were employed on a permanent

basis, 7% on a contractor basis, 6% on

a freelance, interim or temporary basis

and 5% were unemployed

All industry sectors were represented.

The top three were nance and banking

(16%), business services & B2B (13%),

and consumer goods (7%)

All specialisms within the marketing mix

were represented, the majority being

within marketing communications (25%)

Respondents were from across the

UK, with the majority based in Central

London (44%), Greater London (13%)

and the South East (13%)

86% of respondents were of

management level or above

67% of respondents were graduates

(with 17% of post-graduate level) and

18% held a CIM qualication

0% 5% 10% 15% 20% 25%

OtherResearch & Analysis

Product ManagementPR

Marketing Communications

Investment CommunicationsEvent/Sponsorship

Direct Marketing

Digital

CRM/Segmentation

CreativeCategory/Trade Management

Business Development

Brand Management

Account Management

05101520253035404550

0% 5% 10% 15% 20%

Other

Telecommunications

Retail

Public Sector

Professional Services

Pharmaceuticals

Not for Profit

Digital

Media

Leisure & TravelIT & Software

FMCGFinance & Banking

Energy & Utilities

Agency

Consumer Goods

Business Services & B2B


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EMRSalarySurvey2011

LengthofTenure

Length of Tenure

17% 3-6 years

7% 1-3 years

25% 6-10 years

26% 10-15 years

2% Less than 1 year

3% More than 25 years

7% 20-25 years

13% 15-20 years

05101520253035404550

0% 10% 20% 30% 40% 50%

More than

10 years

5-10

3-5

2-3

1-2

Less than1 year

Over 23% of respondents have been

in the marketing and communications

profession 15 to 25 years and longer

77% of respondents see their future

within a marketing career

46% of respondents anticipate a job

change within the next 12 months with

one third of permanent staff stating theyhad no appetite for change

For permanently employed

respondents, one third have been in

their current role for less than a year

(compared to 27% in 2010) and 20%

have been in their current role between

1 and 2 years (compared to 33% in

2010)

Only 36% have been in their current

roles between 1 and 3 years (compared

to 56% in 2010 and 39% in 2007).

36% have also been in their current role

between 2 and 5 years (compared to

35% in 2010 and 21% in 2007)2011 2010 2007

Time in profession

Time in current role permanent


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LengthofTenure

Length of Tenure

0% 5% 10% 15% 20% 25%

More than

2 years

18-24 mths

12-18 mths

9-12 mths

6-9 mths

3-6 mths

2-3 mths

Less than

2 months

28% of contractors (compared to 24%

in 2010) and 35% of freelancers, interim

and temporary professionals have been

in their current position for one year or

more

Time in current role

non permanent

2011 Contract

2010 Contract

2011 Freelance/Interim/Temp

2010 Freelance/Interim/Temp

E


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LengthofTenure

72% of unemployed respondents

have been out of work for less than six

months

44% were out of work due to

redundancy, 14% wanted more

challenging/interesting work and 8%

wanted a career change

Only 5% were unemployed due towanting a better work/life balance and

5% due to relocation

78% saw their future within a marketing

career

The top three ways in which

unemployed respondents plan to

nd their next position are through arecruitment consultancy or headhunter

(87%), online advertising (57%) and a

direct approach (52%)

Time out of work unemployed

Length of Tenure


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E


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EMRSalarySurvey2011

Salaries in marketing and communications

are rising again and that makes the

opportunity cost of quitting your job less

attractive. The ONS shows average

salaries for marketing and sales managers

rose to 58,946 in 2010, up4.5% over 2009, while advertisingand PR managers saw their pay jump

5.3% to 53,352. The jobmarkets booming for talented marketers.

E


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MRSalarySurvey2011

17

CareerM

otivators

The top three reasons for moving

employer were career development

(20%), more challenging/interesting

work (15%) and a higher salary (13%).

These ndings are consistent with

previous ndings over the last four

years, apart from in 2007 where a

higher salary was the primary motivator

These ndings suggest that marketingand communications professionals

are putting learning and development

opportunities and job satisfaction

before monetary incentives

75% of permanently employed

professionals expect a raise over the next

12 months with 69% expecting a raise of

up to 10%

53% of contractors and 46% of freelance,

interim and temporary professionals

expect a raise during the next 12 months

with the majority expecting between a 5

and 10% increase

0% 10% 20% 30% 40% 50% 60% 70%

No

Yes, more than 20%

Yes, between 10-20%

Yes, between 5-10%

Yes, up to 5%

Drivers for moving

Salary expectations

2011

Career development 20%

More challenging/interesting work 15%

Higher salary 13%

Career Motivators

Permanent Contract Freelance/Interim/Temp

EM


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MRSalarySurvey

2011

CareerM

otivators

Career Motivators

0% 5% 10% 15% 20% 25% 30% 35% 40%

30% or

more

25-30%

20-25%

15-20%

10-15%

5-10%

1-5%

0%

59% of respondents identied an

acceptable salary increase for a new

role was between 5 and 15%, down

10% from 2007 and 2010, showing

expectations have reduced this year

a reection of the economic climate

However, the % of respondents that

perceive an acceptable salary increasefor a new external role between 15 and

25% has increased slightly by 2% to

27% in comparison to 2007 and 2010

Acceptable salary increase

for next role

2011 2010 2007

EM


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2011

19

CareerM

otivators

Surprisingly, average salaries for

Managers in Central London were

less than other regions across the

UK. Employers in the South East pay

on average 10k more per annum

than in Central London for marketing

and communications professionals at

Manager level

Average salaries for Director levelpositions were highest in London

and the South East, followed closely

by Scotland

Central London and Scotland were top

of the list for average salaries at Head of

level positions

Average salaries by region

Career Motivators

Average Salary DIrector

Average Salary Head of

Average Salary Manager

30k 40k 50k 60k 70k 80k 90k 100k 110k

North East

Midlands

Yorkshire &

Humberside

East Anglia

North West

Scotland

South East

London

(Central)

London(Greater)

South

West

EM


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MRSalarySurvey

2011

Headcount

Headcount

Respondents indicated that almost 40%

of marketing departments increased in

size over the past 12 months and 20%

decreased (mostly due to redundancy

and company restructuring procedures)

34% of respondents stated there had

been no department changes during

the last year

One quarter of respondents indicated

that plans were in place to restructure

departments to keep up to the

demands of digital media during the

next 12 months


professionals indicated there were

plans within the companies that theywork for to expand into emerging

markets this year

Department changes

34% Remained the same

4% Not applicable

39% Increased3% Not sure

20% Decreased

Department growth potential

EM


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MRSalarySurvey

2011

21

JobSea

rchChannels

Over 40% of respondents found their

current role through a recruitment

consultancy or headhunter. This is a

reduction of 6% from 2010

Triple the number of respondents used

online advertising over print advertising

to nd their current role, however, only

17% used advertising sources overall

28% of respondents used a direct

approach or personal, social and

professional contacts to secure their

current role. This is an increase of 3%

from 2010

The social network remains a negligible

recruitment channel

.

How current role was found

0% 10% 20% 30% 40% 50%

Other

Social network

Recruitment consultancy/headhunter

Professional network

Personal contact

Internal promotion

Direct approach

Advertising (print)

Advertising (online)

Job Search Channels

2011 2010

EM

R d


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2011

Reward

Reward

The top four benets received for

permanently employed professionals

were 25 days holiday or more (84%),

a company pension scheme (76%),

an annual bonus scheme (70%) and

insurance cover (60%)

More than two thirds of contractors

and over half of freelance, interim and

temporary professionals receivedbenets in addition to their day rate/pro

rata salary

Benets received Permanent

84% 25 days

holiday or more

70% Annual bonus

scheme

35% Car/car allowance

76% Company pension scheme

27%

Share incentive/EMI

10%Other

32% Flexible benefits

38% Flexible working

(home working/flexitime)

60% Insurance

(PMI/death in service/

life insurance)

EM

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2011

23

Reward

The top four benets for contractors

were 25 days holiday or more (55%),

exible working (30%), an annual

bonus scheme (25%) and a company

pension scheme (25%)

The top four benets for freelance,


were exible working (40%), 25 days

holiday or more (29%), a company

pension scheme (14%) and exible

benets (11%)

Respondents indicated that in addition

to the benets highlighted in the chart to

the right, additional corporate incentives

and reward schemes were in place

for 37% of permanently employed

professionals, 20% of contractorsand 13% of freelance, interim and

temporary professionals.

Benets received contd

Reward

Freelance/Interim/Temp

29% 25 days

holiday or more

10% Annual bonus

scheme


14% Company

pension scheme

52%Other

8% Insurance

(PMI/death in service

/life insurance)

6% Share incentive/EMI

40% Flexible working (home

working/flexitime)


Contract

55% 25 days

holiday or more

25% Annual bonus

scheme


25% Company

pension scheme

5%

Share incentive/EMI

37%Other


30% Flexible working

(home working/flexitime)

23% Insurance

(PMI/death in service/

life insurance)

EMR

Re a d


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RSalarySurvey

2011

Reward

Reward

The top three benets that respondents

felt were vital are the same as those

currently received by those permanently

employed 25 days holiday or more

(69%), a company pension scheme

(45%) and an annual bonus (38%)

In comparison, the top three benets

that contractors felt were vital were 25

days holiday or more (64%), a company

pension scheme (28%) and exible

working (22%)

For freelance, interim and temporary

professionals, the top three vital benets

were 25 days holiday or more (59%), a

company pension scheme (29%) and

exible working (26%)

Of the benets considered unimportant

to all respondents, a car/car allowance

came top of the list followed by share

incentive/EMI

In comparison to ve years ago, a

company pension scheme and exible

working are now signicantly more

attractive benets to employees

Benets assessment

0% 10% 20% 30% 40% 50% 60% 70%

FlexibleWorking

Company

PensionScheme

25 DaysHoliday

2011 2010 2007

EMR


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RSalarySurvey

2011

25

From the 1st October, the new Agency Workers

Regulation (commonly referred to as the AWR orAWD) comes into force. Its stated aim is

To provide agency workers with

the entitlement to the same orno less favourable treatment with

respect to basic employment

and working conditions.

Essentially, this requires temporary workers to

qualify for the same pay and rights to comparable

permanent employers. We have been busy working

with all of our clients to implement best practice to

comply with these changes and it will be fascinating

to report on the impact next year in our report.

Simon Bassett, MD, EMR

EMR

Bonus Trends


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RSalarySurvey

2011

BonusTrends

Bonus Trends


professionals, 27% of contractors and

25% of freelance, interim and temporary

professionals received a bonus last

year. A decrease of 3% from 2010 for

those permanently employed and over

10% for contractors, and freelance,


For respondents that did receive a

bonus last year, over two thirds received

between 0-20% of their annual salary or

day rate/pro rata equivalent with over one

third receiving between 10-20%, apart

from contractors at 29%. This is similar

to 2010 but a notable decrease of 9%

from 2007

The top three industry sectors for bonusallocation were Finance & Banking,

Energy & Utilities and FMCG

On average, 26% of non-permanent

workers received a bonus; a decrease

of 11% from 2010

Over 42% of respondents saw an

increase to signicant increase in theirbonus in comparison to the previous

year, with on average 33% indicating

that their bonus remained the same

Bonus received Permanent Contract Freelance/Interim/Temp

64% Yes

36% No

27% Yes

73% No

25% Yes

75% No

EMR

Bonus Trends


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2011

27

BonusTrends

Bonus Trends


professionals, 34% of contractors and

11% of freelance, interim and temporary

professionals were dissatised or

highly dissatised with their bonus

which is statistically the same as

in 2007 and 2010

Expectations from respondents for

bonuses next year were at over 73%for a 0-20% bonus and over 15% for a

20-40% bonus

Bonus received contd

The average bonus

received across allrespondents was

17% of basic salary.

EMR


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SalarySurvey

2011

The UKs digital marketing marketplace is

one of the most exciting placesto currently work. The whole ofonline hasbounced backincredibly quickly following

the recession and candidates with the right

skills and experience are very much in demand.

In recent years, as the online industry has

matured, even the most experienced traditional

marketersare nding that theyneedto enhance their skill setto take

into account the new marketing channels which

are increasingly being used, such as socialmedia and digital PR. These channels

are constantly evolving and therefore the biggest

challenge is often simply keeping up with the new.

James Saunders, Managing Director, 4MAT

EMR

Bonus Trends


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SalarySurvey

2011

29

BonusTrends

82% of females received a bonus of

less than 20% of their annual salary in

comparison to 68% of males

16% of males received a bonus

between 20-30% of their annual salary

in comparison to 9% of females

Only 7% of males received a bonus of50% or more, however, this was double

the amount of females

Male and female bonus level

as % of annual income

Bonus Trends

1% 70-85% bonus

36% 10-20% bonus

1% 60-70% bonus

32% 0-10% bonus

1.5% More than

100% bonus

2% 85-100% bonus1.5% 50-60% bonus

3% 40-50% bonus

6% 30-40% bonus

16% 20-30% bonus

0.5% 60-70% bonus

33% 10-20% bonus

1% 50-60% bonus

49% 0-10% bonus

0.5% 85-100% bonus

0.5% More than

100% bonus

0.5% 70-85% bonus2% 40-50% bonus

4% 30-40% bonus

9% 20-30% bonus

Male

Female

EMRS Bonus Trends


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SalarySurvey

2011

BonusTrends

% of annual bonus by sector

Bonus Trends

Over90% of respondents received a

bonus of less than 30% of their annual

salary, 5% received between 30-40%

and only4% received more than 50%

0%

20%

40%

80%

60%

90%

Leisure&Travel

IT&Software

FMGC

FinanceandBanking

Energy&Utilities

Agency

ConsumerGoods

Busin

essServices&B2B

Overtwo thirds of respondents working within the

Telecommunications, Consumer Goods, Finance

& Banking, Digital and Pharmaceuticals sectors

received more than a 10% bonus

Over50% of respondents working

within Consumer Goods, FMCG,

Media, Digital, Pharmaceuticals and

Telecommunications sectors received

a bonus between 10-30%

EMRS


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SalarySurvey

2011

31

BonusTr

ends

0-10%

10-20%

20-30%

30-40%

40-50%

50-60%

60-70%

70-85%

85-100%

More than

T

elecommunications

0%

20%

40%

80%

60%

90%

Retail

PublicSector

ProfessionalServices

Pharmaeceuticals

NotforProfit

Digital

Media

. Less than 20% of

respondents in the Not

for Prot and Public

Sector received a bonus

greater than 0-10%

Key

100%

EMRS

What you


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SalarySurvey

2011

There has been a marked increase in the number of

opportunities available to marketing and BD professionals

over the past year. Organisations seem to be back in

the recruitment market again. Similarly the number of

candidates in the markets appears to have increased.

Whatyousaid

Not-for-prot sector seems to be

maintaining/slightly-increasing.

Internal communications

salaries are trending upwards.

There is more demand for

communicators with integrated

communications and business

strategy experience.

It is the beginning of the end for

traditional marketing comms.

Marketing is now integrated with

digital media and Internet/web

communications with social mediaplaying an important role.

Salaries for marketing roles

have been fairly stagnant in

the last two years, but the

scope of roles is often more

demanding than previously.

Marketing departments have

taken a big hitin terms ofpay

and staff moraleover the last

two years. Employers that do little

to redress the balance risk losingtheir top talent to competitors.

Branding is extremely important in the

current economy where people buy

more based on feelings rather than

facts. Investors are seeing this trend

too, which means that the future is

golden for talented marketing people.

Some companies use an

economic downturn to justify

lower salaries and this doesnt

help the economy grow.

What you

said

EMRS


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www.emrrecru

itment.co.uk

SalarySurvey

2011

33

Whatyou

said

Digital is denitely a big trend

and there is a gap between

demand and the offer, therefore

professionals with the know-

how in this area are on demand

and in a position to negotiate.

Skills in digital marketing are

essential now for progression

within a marketing career, as

well as an understanding of

the marketing metrics.

With the growth of digital and

social media existing resources

get more and more stretched.

Many marketing departmentshave the same stafng structure

but increased demands.

Getting a good media prole

in social as well as traditional

media/a good reputation willbe even more important for

companies tomorrow.

EMRSa


34/62

www.emrrecru

itment.co.uk

alarySurvey

2011

Just 27% of marketingprofessionals would consider

quitting their job for a chance to

take part inThe Apprentice.


35/62

Salaries by Sector& Market Insight

EMRSa

Agency


36/62

www.emrrecru

itment.co.uk

alarySurvey

2011

Agency

34% received 10-20%

2% received 85-100%

2% received more

than 100%

57% received 0-10%

2% received 50-60%

3% received 30-40%

Percentage of annual bonus

received by sample

Job Title Annual Salary Day Rate

Min Max Min Max

Group Account Director 70k 100k 300 500

Account Director 50k 80k 250 350

Senior Account Manager 35k 50k 200 250

Account Manager 30k 45k 150 200

Account Executive 23k 30k 125 150

Assistant 18k 25k 100 125

Graduate 18k 20k N/A N/A

Key Trends & Outlook

In the recession, the agency market decreased considerably as clients reduced

spend. However, during 2011 so far this sector is quickly bouncing back and

growth and demand for candidates is currently high.

Movement across leading agencies is relatively low compared to other sectors,

so the war to secure the best talent (in particular management talent) remains a

key challenge for agencies to outperform their competitors.

The landscape of the agency market continues to evolve at pace with many

new entrants to the market and the digital demands of clients shaping the

industry, a trend we only expect to increase further. It is now unusual for hiring

requirements in this sector not to be based around digital needs.

Agency hiring in 2011 is non-comparable to 2010 and 2009 and we expect

demand for Account Directors to remain high well into 2012.

EMRSa

P t f l b

Business Services & Business to Business (B2B)


37/62

larySurvey

2011

37

www.emrrecru

itment.co.uk

Business

Services&Businessto

Business(B2B)

10% received 20-30%

1% received 60-70%

0.5% received 50-60%

1% received more

than 100%

45% received 0-10%

1% received 40-50%

5% received 30-40%

36% received 10-20%

0.5% received 85-100%


received by sample


Min Max Min Max

Director 70k 120k 400 800

Head of 60k 90k 300 400

Senior Manager 50k 60k 250 300

Manager 40k 60k 175 250

Executive 25k 35k 125 175




This year so far there has been an increase in the number of marketing

opportunities within business-to-business environments of around 24%

compared to the same period in 2010.

By the very nature of this sector the type of roles vary greatly in type and remit,

however there have been similar requirements to those that were recruited

before the recession as business services based organisations realign their

marketing strategy and headcount requirements to pre-recessionary plans.

Marketing communications, PR and online roles have been the highest in

demand in 2011. Clients are open to industry experience and favour skills more

than specic sector expertise, though most do demand B2B expertise rather

than Business to Consumer (B2C).

Notably there have been more new senior positions at Head of and Director

level than 2010 suggesting increased investment in marketing resource within

the B2B sector.

EMRSal


Consumer Goods


38/62

www.emrrecru

itment.co.uk

arySurvey2011

Consume

rGoods

18% received 20-30%

2% received 50-60%

1% received 85-100%

30% received 0-10%

1% received 60-70%

1% received 40-50%

9% received 30-40%

38% received 10-20%


received by sample


Min Max Min Max


Head of 70k 90k 300 400


Manager 40k 70k 150 250





In the past 12 months we have witnessed a large increase in demand across

consumer goods, consumer durables and hardware clients. Undoubtedly this

is led by the pace of technology, innovation and consumer demand in the

UK for electronic goods with NPD in mobile handsets and tablets adding a

signicant dimension to the industry.

The consumer goods sector remains highly competitive for marketing talent

which has certainly increased salary levels compared to previous years. Many

leading brands in this sector are based outside London, which reduces talent

pools and drives higher demand.

With product innovation so high, it is no surprise that talent within NPD and

product roles continue to be highly sought after along with consumer insight.

EMRSalaBonus Comment

Corporate Communications & Investor Relations


39/62

www.emrrecru

itment.co.uk

arySurvey2011

39

Bonus Comment


Min Max Min Max

Director 125k 275k 500 500+

Head of 85k 125k 350 500


Manager 45k 60k 180 240

Ofcer / Executive 35k 45k 140 180


Graduate N/A N/A N/A N/A


In 2011, the demand for corporate corporate communications & investor

relations professionals has increased substantially from 2009 and 2010.

Perhaps ironically given that for UK Plc there is no greater need for effective

shareholder relations and employee communications than in a bear market.

Though in the previous year lower demand was partly due to senior

communications professionals staying with the current employer, this

has certainly changed in 2011 with a notable uplift in the number of

communications professionals now looking to further their career. This

movement has certainly created momentum within the market.

Hiring demand has increased within all key areas of this market, notably:

internal communications, employee communications, investor relations, CSR,

nancial PR, corporate PR, public affairs as well as within service providers

(PR agencies and nancial communications consultancies).

Demand has picked up with FTSE 100s and we have noted signicant

increases in hiring needs for FTSE 250 businesses so far this year as well as

internationally listed organisations and high growth SMEs - all investing in their

headcount within corporate communications and investor relations.

Experienced communications professionals command a premium whenmoving jobs often looking for a remuneration increase of circa 15-20%.

Bonuses have remained static across the

board, typically within a 10 50% range

of salary, and are less tied to companynancial performance than in previous

years when taking recent economic

circumstances into consideration.

Salariy increases, however, have been

commonplace in 2011.CorporateCommunications&InvestorRelations

EMRSala

Digital


40/62


arySurvey2011

Digital


If there is a consistent thread

throughout this years survey, it is

the simple fact that the demand

for digital talent in the marketing

industry has singularly been the

largest contributor to shaping

recent recruitment trends

in marketing.

Coming out of the recessionaryperiod, with UK Plc now needing to

invest in their marketing strategy to

differentiate themselves more than

ever, the need for digital expertise

has never been greater.

Perhaps this can best be

illustrated by the fact that in

2011 so far 1 in 3 new jobs thatEMR have handled have had a

digital focus. Of this inux of digital

positions we estimate that around

75% of them are newly dened

positions within all organisations.

It is quite clear that if 2011 has

been the beginning of a marketing

led recovery that this is largely

underpinned by the

digital revolution.

So much so, that we have adapted

our own business to ensure that

we can cater for this level of

demand by boosting headcount in

our specialist Digital practice.

Digital marketing has reached thepoint where its a core businessdriverfor organisations, rather than a

useful addition to the marketing mix. Itsdiverse and rapidly evolving nature, at

least quarterly changes in mobile, social,

search, has meant that the demand

for marketers who provide notonly proven experience in the channel

but the drive to keep up to date with

the developments, able to adopt them

at the right time is at an all timehigh. Unfortunately the pool available isreasonably small, driving wage ination and

also demand for robust training.

Scott Gallacher

Director, Aston Group

EMRSalaBonus Comment


41/62


arySurvey2011

41

Digital

The new buzz words are almost too many to mention but on a daily basis we see

new digital job titles appearing that two years ago would have been received with a

quizzical look. Have a look at the snapshot below for a avour:

These digital needs are apparent across every sector but do vary.

What is evident from many clients (including blue chips) is that there is a degree of

ambiguity in the market about how and what the structure of the digital team should

look like and where it should sit. Online marketing may have been straight forward

but with the complexities of new job descriptions constantly evolving, the lines

between marketing, IT, operations and customer services are no longer so clear cut.

Perhaps this is to be expected as a key aspect of the digital revolution, however with

over a quarter of respondents suggesting their marketing departments have plans to

restructure to accommodate digital demands, its clearly a point that will remain high

on the agenda for CMOs, Marketing Directors and business leaders.

Head of eCRM

Head of Online Acquisition

Head of Digital Engagement

Cloud e-Commerce Manager

SEM Manager

Content and Social Media Manager

Trafc Manager

Head of PPC

Cloud Marketing Technician

Interactive Direct Marketing Manager

o us Co e


Min Max Min Max

Director 80k 120k 400 1,000

Head of 70k 90k 300 500


Manager 35k 50k 200 275



Graduate 18k 20k 80 110

Bonus potential for individuals driving

tangible commercial results is highly

attractive, with Senior Manager acquisitionpositions earning up to 30% bonus and

Director and Department Heads earning

up to 40 50%. Potential bonus earnings

for usability and conversion specialists,

driving sales through web trafc

conversion, are not far behind this either

right now.

EMRSala Percentage of annual bonus

Energy & Utilities


42/62

rySurvey2011

Energy&

Utilities


19% received 20-30%

5% received 40-50%

5% received 50-60%

37% received 0-10%

29% received 10-20%

5% received 30-40%

g

received by sample


Min Max Min Max

Director 90k 150k 500 1,000

Head of 70k 90k 300 500


Manager 40k 60k 200 250




The number of roles within the energy and utilities sectors has increased by

around 19% compared to the same period in 2010.

The utilities sector has seen increased demand for marketers across a

number of areas with an ever increasing customer centric mentality. Withprice comparison sites shaping consumer markets and new products and

services a constant requirement, it is no surprise that proposition development/

NPD experience remains highly sought after alongside roles responsible for

customer online experience.

Demand for senior talent in these sectors is high and client demand is typically

open to considering marketing expertise from other consumer service based

businesses such as telecommunications and nancial services these

movements across sectors are not uncommon and key players in the market

are prepared to pay a premium to entice the right talent.

Within the energy arena (large brands in particular), its been business as usual.

Communication based roles are always in high demand within leading brands

in the energy market.


EMRSalarPercentage of annual bonus

Finance & Banking


43/62


rySurvey2011

43

Finance&

Banking

12% received 20-30%

2% received 70-85%

1% received 60-70%

1% received more

than 100%

29% received 0-10%

37% received 10-20%

8% received 30-40%

3% received 40-50%

4% received 50-60%

3% received 85-100%

received by sample


Min Max Min Max

Director 100k 150k 500 1,000

Head of 65k 90k 300 600


Manager 45k 65k 200 300



Graduate 20k 24k 100 125


In line with many service based sectors, there has been a strong shift towards

digital and customer experience roles both on and ofine within nancial services.

In larger organisations these roles can be specialist whilst in the SME and smaller

organisations, the remit generally stretches much wider. Parity moves from a salary

perspective are now a thing of the past and the expectation of most candidateslooking to move has shifted back to a 12-15% uplift in basic salary.

With an increasing focus on high value customers within the world of nancial

services, there has been a trend towards understanding customer behaviours through

string data analysis and driving benet led customer retention and loyalty programmes.

With macro market conditions now improving, the general level of activity is

improving quarter on quarter. Needless to say 2009 was a low point for marketers

in nance and banking, however, in 2011 so far demand has resumed to 2007levels. Counter-offers are once again common place in this sector which is a

strong indicator of clients needing to retain key talent.

In the square mile senior marketers in 2011 were once more enticed to leave their

job hunting until after the spring once bonuses were paid. A notable difference to

2009 and 2010.

This year so far demand for temps and interim managers has increased

signicantly within retail banks in particular.

EMRSalar Percentage of annual bonus

FMCG


44/62


rySurvey2011

FMCG

16% received 20-30%

1% received 60-70%

1% received more

than 100%

41% received 0-10%

1% received 85-100%

2% received 40-50%

1% received 30-40%

37% received 10-20%

received by sample


Min Max Min Max

Director 100k 150k 500 1,000

Head of 70k 100k 300 450


Manager 55k 70k 200 275





Throughout the recessionary period, organisations faired well at retaining key

marketing talent with lower levels of movement in the market compared to other

sectors. Longevity of service for brand marketers has certainly increased over

this period. FMCGs are amongst the best at developing home grown marketing

talent, particularly from their graduate schemes.

Client demand has not varied over the past few years this typically demands

hiring experienced marketers with solid FMCG industry expertise, therefore the

talent pool to hire from remains largely nite in the UK contributing to the ongoing

war for FMCG talent.

As well as brand experts, demand remains consistently high for consumer

insight and research professionals able to demand a premium salary for

their expertise. Senior movements in the market have increased in 2011 when

compared to both 2009 and 2010. In the regional areas, organisations face

strong competition for the best talent resulting in attractive salary and benet

packages, especially if relocation is involved for senior marketers.

Experienced marketers have been looking at where their expertise can be used

in other sectors and some senior talent has moved to consumer markets such

as new media and fast growing UK consumer brands. The movement of FMCG

marketers to other sectors certainly outweighs the number of experienced

marketers with no FMCG experience entering the sector.

EMRSalary


i d b l

IT & Software


45/62


ySurvey2011

45

IT&Softw

are

12% received 20-30%

4% received 40-50%

1% received 85-100%

49% received 0-10%

1% received 50-60%

4% received 30-40%

29% received 10-20%

received by sample


Min Max Min Max


Head of 70k 90k 300 400


Manager 45k 60k 200 275





Demand for marketing talent has increased in 2011 in both B2B and B2C

technology and software rms. High growth technology organisations have

sophisticated company strategies that are largely marketing led thereby requiring

quality marketing talent to execute them.

In 2011 so far we have seen a notable increase in demand in BPO (business

process outsourcing), cloud technology and Managed Services where we

have witnessed the market continually mature with a 25% uplift in demand in the

amount of opportunities in the market from 2009-10 to 2010-11.

A huge amount of technology/software businesses are making a shift from

being a technology led organisation to a customer led organisation and this has

certainly increased the amount of opportunities for savvy commercial marketers

within this sector.

Whilst last year saw an impact on the senior end of the market, the need for

senior talent has picked up progressively this year and with multiple organisations

seeking marketing/product to be represented at board level, this has created

new opportunities within the marketplace and has encouraged movement.

EMRSalary Percentage of annual bonus

received by sample

Leisure & Travel


46/62


ySurvey2011

Leisure&

Travel

32% received 10-20%

2% received 50-60%

2% received 85-100%

54% received 0-10%

4% received 40-50%

6% received 20-30%

received by sample


Min Max Min Max


Head of 60k 90k 300 400


Manager 35k 55k 175 250





Hiring within the leisure and travel sector has not seen the same pace of

recovery in 2011 that many other sectors have enjoyed. Client demand has

been largely based around ad hoc requirements as opposed to major hiring

projects for the delivery of new marketing strategies.

There are pockets of increased demand, UK based attractions being a stand

out perhaps a reection of the current UK consumer focusing more on

domestic holidays rather than international travel.

Hiring trends are largely based around customer behaviour so CRM, online

customer experience and pricing have been common themes.

Some of the smaller brands in air travel have been proactively hiring as they

aim to capture market share from established names.

Marketing within the global hotel industry is an area where hiring demand has

started to increase and we expect this to continue.

Undoubtedly the 2012 London Olympics will positively contribute to all of

these areas as well as the hospitality and sponsorship market.


47/62

EMRSalary Percentage of annual bonus

received by sample

Pharmaceuticals


48/62


Survey2

011

Pharmace

uticals

10% received 30-40%

5% received 60-70%

5% received 70-85%

28% received 0-10%

38% received 10-20%

14% received 20-30%

received by sample


Min Max Min Max

Director 100k 180k 500 1,000

Head of 70k 100k 300 500


Manager 55k 70k 200 275





In 2010 and 2011 its been largely business as usual with regards to hiring

within major pharmaceutical businesses.

This sector has a high level of loyalty with marketers service longevity being

up there with the highest. Perhaps this is partly due to market stability but alsofavourable pay compared to other sectors, in particular for senior marketers.

Client demand is varied across the marketing mix with common areas

including trade marketing, OTC, research and insight as well as corporate

communications.

In Ireland we have noticed stronger demand in 2011 compared to previous

years, as this is a key industry in Dublin in particular.

EMRSalary


49/62


Survey2

011

49

Two-thirds

of marketers have

admitted that they would be willing

to cut their salary by a fth and lose11,000 a year in order to have

a three-day-weekend.

EMRSalaryS


50/62


Survey2

011 Pressure from clients that their advisers

should be well-managed conrms what

smart rms have always known, namely

that leadership is not an optional extra.

Watch asbrand building,vision setting and internal

communicationsbecomethemust have skill sets.

As marketing is the main discipline

providing these skills, the future is looking

bright for marketers in the professions.

Richard Chaplin, Founder & CEO of the Managing Partners Forum

EMRSalaryS


received by sample

Professional Services


51/62


Survey2

011

51

Profession

alServices

30% received 10-20%

1% received 40-50%

59% received 0-10%

4% received 30-40%

6% received 20-30%


Min Max Min Max


Head of 70k 100k 300 500


Manager 40k 60k 150 250





In the UK in the late noughties, professional services marketing made huge strides

forward with senior marketers making strong inroads through forward thinking

approaches. This progress almost ground to a halt during the credit crunch as

support services suffered from drastic cut backs. Yet the bounce back this year

has been dramatic with many clients recruiting the same (or very similar) roles thatwere made redundant just 12 months earlier.

Just as the marketing strategies of professional services organisations became

more progressive in 2007 and 2008, it is pleasing to see the same is happening

again now. We have seen a dramatic V shape bounce in demand for marketing

professionals in law and accountancy rms and also surveying and architectural

rms. Investment has been made with the hiring of senior marketing talent to dene

and drive client strategies.

For the professional services marketer there is great demand and exciting

opportunities. Salary is determined largely against the level of the role, rather than the

discipline itself. However, specic technical and niche skills continue to drive higher

salaries. The demand for business development focused professionals remains

high, particularly across bid management and client relationship management, where

salaries tend to be at the top end of the grade scale.

The strong preference within professional services organisations is to recruit from

competitors, so movements in the industry carry momentum throughout the market.

EMRSalaryS


received by sample

Public Sector & Not for Prot


52/62


Survey2

011

PublicSec

tor&

NotforProt

14% received 10-20%

5% received 40-50%

81% received 0-10%


Min Max Min Max


Head of 60k 70k 250 300


Manager 40k 50k 175 200





The austerity measures have impacted both permanent and temporary hiring

within the public sector.

With public spending cuts, there are now fewer opportunities within this space

and candidates are looking at how they can move their career forward over theyears to come, with many looking to the private sector - there is a challenge to

redeploy displaced employees into the private sector.

Opportunities do exist, particularly for talented communications professionals.

On a permanent and temporary basis there are requirements for internal

communications, employee communications and public affairs experts to

communicate (change projects in most instances).

2011 demand for senior marketers in the charity sector has increased and thereis a welcome trend for candidates from the private sector now wanting to move

into charity organisations.

Certainly large charities are run as commercial organisations with great

opportunities for commercial marketers to make a name for themselves with

salaries more attractive than many would expect.

As with other professions, bonuses for marketers within the public sector and

charity sector are at the lower end of the scale typically ranging from 0-10%.

EMRSalaryS


received by sample

Retail


53/62


Survey2

011

53

Retail

8% received 30-40%


3% received more

than 100%

42% received 0-10%

32% received 10-20%


10% received 20-30%


Min Max Min Max


Head of 65k 90k 300 400


Manager 40k 60k 200 275





As you might expect changes in consumer behaviour and pressure on our

high street brands has reected on hiring demands in 2010 and 2011 within

the retail sector.

Along with the media sector, digital demands have played a signicant factor inthe shaping of the landscape for marketing talent and hiring needs within retail

organisations.

We estimate that 70% of all hiring demands within this sector so far in 2011

have been based around e-commerce and retailers enhancing their digital

offering and marketing strategy to support it.

Traditional marketing roles are still being hired, with greater needs seen within

fashion, DIY and supermarkets than other areas.

EMRSalarySu


received by sample

Telecommunications


54/62


urvey2

011

Telecomm

unications

8% received 30-40%

4% received 40-50%

2% received more

than 100%

25% received 0-10%

47% received 10-20%

14% received 20-30%


Min Max Min Max

Director 90k 120k 500 1,000

Head of 70k 90k 300 600


Manager 45k 60k 200 350





The demand for telco talent within the market has continued to grow

substantially with an uplift of a 30% increase of opportunities in the marketplace

during the last year. Organisations are paying premium rates for interim

consultants to join for short-term assignments to develop propositions.

Whilst networks still battle with high churn rates and price wars, we have seen

a real shift in the types of skills that businesses now require. There has been

a large pull towards CRM experts and propositions specialists in order to drive

common KPIs such as ARPU and to increase loyalty.

Digital activity is certainly on the up as C-suite executives are seeing

the commercial benet of using digital channels and therefore budgets

have signicantly increased in this area and demand for both commercial

digital specialists (e-commerce) and analytical digital skills have increaseddramatically.

With some major changes in the telecommunications (global) market ,this has

led to a lot of movement and many new opportunities.

EMRSalarySu

Regions

Our survey produced fascinating results and highlighted that Recruitment costs can be higher for many regional based


55/62


urvey2

011

55

Regions

The old London Weighting salary allowance is uncommon

these days and certainly our ndings support the fact that, in the

marketing community, signicant regional variation in salaries are

becoming less common more so at the senior end of the market.

However, our survey does show that middle management

salaries in the regions are lower than the South East and London.

Certainly at this level job moves are for a 5-10% increase as

opposed to 10-15% increase within Greater London.

In our regional ofces, revenues have increased in 2011 from

2010 along with the number of assignments taken on.

In the North, we have witnessed strong growth within the FMCG

and B2B sectors. Whilst in the Midlands, growth came from

nancial services, consumer durables and travel.

Temporary hiring demand has increased too as many clients take

advantage of the benets that a more exible workforce can bring.

Our survey produced fascinating results and highlighted that

senior marketers are commanding an equal (or greater) premium

for roles outside London this was supported by many examples

from the South West, Midlands and the North.

Largely driven by candidate shortages and clients

having to pay a premium to attract the best

marketing talent, there is an awareness from

senior marketers that they can have higher

expectations, particularly if relocation

is involved.

Recruitment costs can be higher for many regional based

businesses (extra advertising, relocation costs) so retention is

a key factor which contributes to higher salaries that you might

expect in contrast to the big cities, in particular London.

Interesting comments were made about the signicant increased

costs of commuting in the regions with particular

reference to current petrol prices adding justication for

2-3k increases in salary.

EMRSalarySu

Ireland

Job Title Annual Salary


56/62


urvey2

011

Ireland

Min Max

Director 90k 140k

Head of 80k 120k

Senior Manager 75k 95k

Manager 55k 80k

Executive 40k 70k

Assistant 28k 45k

Graduate 22k 26k

EMRSalarySu

Ireland

K T d O l k


57/62


rvey2

011

57

Ireland


A very interesting article recently

indicated Despite the economic

downturn US rms operating in

Ireland are struggling to ll over 2,000

vacancies, the American Chamber of

Commerce Irelands annual Workforce

Activation survey of 109 US rms

reveals that 90 per cent of companies

surveyed were recruiting to recruit

suitably skilled employees. The survey

also indicates that 30 per cent of

vacancies being advertised are taking

longer than three months to ll. (Source:

Workforce Activation Survey July 2011,

American Chamber of Commerce

Ireland, Irish Times)

Whilst Ireland is undoubtedly having a

difcult economic time at the moment,there are positive pockets of corporate

activity not least led by well known

blue chips locating their European

headquarters there.

Certainly a quick look on the local

jobs boards highlights that there is

no shortage of demand for specialist,

highly skilled professionals and this is

denitely the case for marketing talent.

There has been increased demand for

digital expertise in mid size companies

and a huge shortage of experienced

talent in this bracket.

Candidates with expertise in online

marketing (SEO/SEM/PPC/Afnity/Social

Media) are witnessing a wealth

of opportunities.

Our local ofce in Dublin has seen

that salaries have been stable over

the past two years however themost recent development in 2011 is

that companies are now paying

bonuses again.

There has been continued investment

in the technology sector, with no drop

off in companies using Ireland as a

European Shared Services centre.

Demand for highly qualied multilingual

talent in sales, marketing and customer

service is high.

The pharmaceutical sector remains

a key vertical in Dublin with demand

having signicantly increased in 2011

compared to 2009 and 2010.

For skilled marketers looking to

relocate from the UK to Ireland, there

are compelling career opportunities

worth exploring.


58/62

ONLINE WIZARD

Here at Ovo we think we have a great

story and we want people to hearabout it. We are a friendly bunch and

we would love to do this face to facebut with 27 million homes in the UK

this would just take too long! We have

to work out how to communicate

with individuals, but make sure thateveryone can hear.

Heading up the communications

function and reporting to the

Marketing & Business Guru, you willbe responsible for constructing and

conveying our message to customers,the media, external stakeholders and

employees. This might be promoting

our recent customer service awards,or lobbying the government for

regulatory change.

A strong PR background will be a big

plus, but more importantly is your

ability to listen. Were not lookingfor another Shakespeare, but you

will need to have a way with words.Youre probably quiet proud of your

creative streak as well as being

technically strong with a good eyefor detail (if you havent spotted the

spelling mistake already, please dont

apply).

Most of all youll love a good story,and take pride in telling it well!

The internet is cool. We want

someone who is passionate about allthings digital to drag us into the 22nd

century. We dont really know what itis we dont know, so you better have

a direct line into Mark Zuckerbergs

crystal ball to tell us whats comingdown the road.

As our digital wizard, youll createclever ways to engage with our

customers online. You will be used to

working in small fast moving teamsand working under pressure with

in-house colleagues and agencysupport.

Technically you will need to be ontop of your game, both in design

and execution. On top of CSS, HTML,

Flash etc, a good knowledge of Mysql,PHP, CMS and other applications

techniques will be a big plus.

And as far as marketing knowhowgoes, you will need to know your

SEO from your SEM and your PPCsfrom your CTRs.

CHIEF

STORYTELLER50- 60k + package - ref: 72779MW

30- 40k + package - ref: 72736MW

Interested candidates should email Jonathan Fisher, attaching an up

to date CV, at [email protected], call 020 7850 6131 or write

to him at EMR, 322 High Holborn, London, WC1V 7PB. All third party CVs

will be forwarded to EMR.

MARKETING

& BUSINESS

GURU

Before you saw this ad you might nothave heard of us. Thats okay though;

were new. To catch you up, we are anindependent national energy supplier.

We are licenced to supply gas andelectricity to every house in England,Scotland and Wales.

On average our customers save 325*a year after switching to us, we have

the greenest standard energy tariff

in the UK, and last week, we werevoted joint top rated energy company

in a Which? Customer Satisfactionsurvey. 18 months ago we hadnt even

launched yet, and now we supply

energy to about 0.14% of UK households.We would like to supply 14%.

Exciting, isnt it?

We think energy is incredibly exciting.Isnt it a shame that every other

energy company is just soooo boring!

We want to spread the word that Ovois challenging the status quo by giving

our customers a fairer deal. Were not

quite sure what to call you, but weknow who you are and we think you

will know too.

You will be looking for a big challenge

and better be up for boxing cleverwith our budget! You will have that

rare combination of creative flare

and scientific insight. You will alreadybe a strategic brand champion with

a proven record of developing multi-

channel marketing campaigns. Ofcourse, you will be on our board and

will work directly with the company

founder, but you will come to work inthe morning with your sleeves already

rolled up and ready to go.

Most of all, you must be ambitious,

and think big.

100k + package - ref: 72645MW

Really big.ovoenergy.com

*325 is the average annual saving for Ovo customers who signed up directly through Ovo,

between 1 January 31 October 2010. Unbelievable we know some saved more and some saved less.

StatPro is the leading provider o portolio analyticsand data solutions sotware or the global assetmanagement industry.StatPro Revolution is a brandnew cloud-based portolio analysis platorm or theinvestment management community,which is lookingto revolutionise the industry. Built rom the groundup using the latest technology, Revolution bringssophisticated levels oanalysis and reportingto a mass

audiencethanks to thepower othe web.Promotingand marketingsuch a gamechangingoeringneeds anew way othinking.

Thereore, we are looking or a Global MarketingManager to lead theway.

In this varied role, you will manage the strategyand delivery o sophisticated and innovativedigitalmarketingcampaigns and initiatives,with the aim o

drivinghigh quality trafc to statpro.com and increasecustomer acquisition or Revolution.

You will managea team oour marketers located acrosstheglobe, and will takea leadingrole in developingamarketingplan to realisemaximum ROI,lookingat newways to utiliseweb-based and interactivechannels.

You havea great track record o both strategic andhands-on marketingor an online product oering.Youreable to utilise your strong understanding o

digital marketingtools and analytics,and can show thatyouvetaken marketing strategies rom conception todelivery.GoogleAnalytics and Salesorce.com exposurewill beimportant, as will your strong communicationand people management skills. Financial sectorexperience isnt vital (although would be desirable),but what you will need is enthusiasm, a willingness tolearn and a creativeperspective.

Join us and become part of the Revolution

with StatPro.

Join theRevolution!Global Marketing Manager

Wimbledon, London

55,000 plus excellent benefts

Passionate about choice?

We are...

Millions of the worlds poorest and

most vulnerable women trust Marie

Stopes International to provide them

with quality family planning and

reproductive healthcare. We have

been delivering contraception, safe

abortion and mother and baby care

for over thirty years and are now

working in 40 countries.

In this newly created role, you and

your team will be tasked with deliveringa global communications strategy

that will support the organisations

ambitious fve year goals to increase

access to family planning and sexual

health services around the world.

The successful candidate will

have experience of leading a brand

through a period of change, addressing

misconceptions of an organisation and

aligning international communication

plans.

To apply or discuss this role in more

detail, please contact Vijesh Patel

quoting reference 74582STA by email

at [email protected] call 020 7850 6162. Any direct

applications will be forwarded to EMR.

Director of

International Communications

London | Competitive salary plus benefts

Marie Stopes International/Susan Schulman

MarketingRecruitmentAdvertising

Solutions

EMRSalarySur

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For further information:

020 7850 6200

[email protected]

Advertising with

EMR for you

P&O Cruises and Cunard are part of the worlds largest cruise

operator, Carnival UK. With ambitious growth plans and a desire

to raise the profile of digital throughout the business, a new role has

been created for an accomplished digital marketeer to develop a fully

integrated online marketing and e-crm strategy that puts these cruise

lines at the forefront of new media consumption.

At the heart of the brand marketing function liaising closely with

the brand marketing directors and commercial teams you will

be well supported and have a growing budget at your disposal.

You will drive ecommerce and business-wide digital development

working collaboratively with IT to facilitate the implementation

of process and technology.

As part of the driving force behind one of the UKs most innovative

and vibrant travel businesses you will be highly strategic with

the confidence to take the lead on all new digital opportunities.

You will be a proven manager and leader with a tangible track record

of successfully heading up a new media operation for a recognized

consumer brand. You must be creative and numerate with the ability

to quickly become the companys authoritative voice on all aspects

of new media whilst being fully involved with the day-to-day as well.

An understanding of the P&O Cruises and Cunard audience profiles

will be an advantage.

Interested candidates should email Hannah Read, attaching

an up to date CV at [email protected], quoting

reference 75239MW or call 020 8520 6123. All third party CVs

will be forwarded to EMR.

Head o Digital MarketingExcellent + bonus + benefts packageSouthampton

MARKETING MANAGERCOMPETITIVE + BENEFITS | LONDON

All third party CVs will be forwarded to EMR.

Reporting into the newly appointed Marketing Director you

will lead the development and implementation of cross channel

marketing activity programmes to support designated Sothebys

business activities. In developing a comprehensive understanding

of the auction markets, you will be tasked with creating the

annual marketing activity plans, campaign communications and

working closely with internal design teams. Working across the

organisation and international stakeholder engagement will be

paramount.

The successful candidate will have a broad marketing

communications background working for a well known luxury

product or service with the gravitas & creditability to exceed

expectations. The key to this position is understanding the

complexity of the client relationship and how to engage on

a very personal level. Interested candidates should email

Jonathan Fisher, attaching an up to date CV, quoting

reference 73237MW at [email protected],call

020 7850 6131 or write to him at EMR,322 High Holborn,

London WC1V 7PB.

They are now actively recruiting for two Trade Marketers; one to manage Southern

Europe and the second to look after the Northern area. Reporting to the Marketing

Manager they will develop and implement all trade activation programs within their

designated countries. Programs will need to be developed, consistent with the

strategies of the partners, and then rolled out in conjunction with the Sales teams.

From product launches to in-store campaigns you will engage with your European

colleagues, Category Managers and Sales teams on best practice, ensuring that

all activities maximise proftability.

Due to the nature of the role, experience in Trade Marketing within FMCGis essential and language skills in German or Spanish is advantageous.

The roles will involve frequent travel both domestically and within Europe.

Interested candidates should email James Scholfeld, attaching an up-to-date

CV, at quoting reference , call

or write to him at

Please enjoy our brands responsibly.

names in the drinks industry Beam Global Spirits & Wine and The Edrington

Group. The partnership is the third largest supplier within the European duty free

and travel retail industry representing brands like The Famous Grouse, Courvoisier,

Highland Park, Sauza, The Macallan and Makers Mark. With a list of iconic brands

they are looking to maintain their momentum in the constantly evolving travel retail

market place.

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