About B2BMarketingSalaries.com

What this site is

B2BMarketingSalaries.com is a public-data salary reference for B2B marketing roles in the United States. It covers twenty roles from paid media manager to chief marketing officer, breaks them out by level, metro and company size, and attributes every figure to a named public source on the row where it appears. It is not a survey. We do not collect salaries from readers, we do not run a compensation database of our own, and we do not publish any number we cannot link to.

The site exists because the existing options are either paywalled (Radford, Mercer, Pave's full dataset), noisy (self-reported job-board pages that mix agency titles with in-house ones), or too coarse to be useful (the BLS occupational median blends a hospital marketing director with a demand generation lead at a Series C software company). Most people negotiating a B2B marketing offer want one page that says "here is the best public number for this role at this level, here is where it came from, and here is how much to trust it." That is what each role page tries to be.

Start with the master table on the homepage, then use the role pages such as demand generation manager, marketing operations, VP of marketing and CMO. Geographic and employer-size adjustments live on salaries by city and salaries by company size.

Who operates it, and the sponsorship disclosure

This site is operated by a small editorial team affiliated with Metadata.io, a B2B marketing execution platform, and Metadata sponsors the site. Metadata publishes an AI Salary Guide for B2B Tech Marketing, which we cite as one source among roughly ten. We want to be plain about what that relationship does and does not change.

What it changes: Metadata's guide appears in our source lists, its perspective on AI skills and compensation shows up on the AI salary premium page, and the site links to Metadata's public resources where they are relevant. Every time a claim comes from the sponsor's material, we say so inline.

What it does not change: the sourcing standard. Metadata's guide is held to exactly the same rule as Glassdoor, Levels.fyi, Pave, Robert Half, ZipRecruiter, Comparably and the Bureau of Labor Statistics. We only reproduce ranges that appear on a public page, we label the source on the row, and we set the sponsor's figures beside independent ones so readers can see where they agree and where they diverge. We never publish Metadata's internal business metrics, customer data, or anything that is not already on a public page. Where the sponsor's guide and an independent survey disagree, we show both and say which one we weight more heavily and why.

We welcome corrections from anyone, including companies whose compensation practices we describe and vendors who compete with our sponsor. If a figure on this site looks wrong, send the public source that contradicts it and we will fix the row and note the change.

Methodology

Every salary figure on this site follows the same five-step process. The methodology page has the long version with examples; this is the summary.

1. Sources we use

We draw from four kinds of public data, and we treat them differently because they measure different things.

• Employer survey data. Pave's annual marketing salary guide, which publishes medians by role and level from HRIS-connected data across thousands of mostly venture-backed and public technology companies, and Robert Half's annual salary guide for marketing and creative roles. Survey data is our preferred anchor because it reflects what employers actually pay rather than what candidates report or what postings advertise.
• Self-reported compensation. Glassdoor, Levels.fyi and Comparably title pages. These cover smaller companies and agencies that never contribute to a survey, at the cost of unnormalized titles and a mix of base and total compensation. Levels.fyi verifies offers for large tech employers and is the most rigorous of the three for that population.
• Job-posting data. ZipRecruiter and, where relevant, posted ranges required by pay-transparency laws in California, Colorado, New York, Washington and other states. Posted ranges are negotiating anchors set by employers and are often deliberately wide.
• Government data. BLS Occupational Employment and Wage Statistics for SOC 11-2021, advertising, promotions and marketing managers, nationally and by metropolitan area. It is the most representative and the least specific, so we use it as a plausibility floor rather than an anchor.

2. Anchors

When a survey source publishes a median for a role at a specific level, that median becomes the row's anchor and is reproduced exactly, with the source and publication date. We do not round anchors, average them with other sources, or adjust them for inflation.

3. Ranges

A range combines the anchor, if one exists, with the 25th-to-75th-percentile spread visible on self-reported and posting sources at the time of research, rounded to the nearest $5,000. When no survey anchor exists (ABM manager and marketing operations manager are the clearest examples, because large surveys fold those titles into "demand generation" or "marketing manager"), the row is labeled "editorial range" and lists the sources we triangulated from. Editorial ranges carry more noise and we say so.

4. Exclusions

We exclude agency-side titles from in-house rows, non-U.S. data, figures older than the most recent full release of each source, and anything we cannot link. We exclude our own judgment as a source: if we think a range "feels" high or low, we say so in the notes column, but we do not change the number.

5. Refresh

Quarterly, or sooner when Pave, BLS, Robert Half or another primary source publishes a new release. The date at the top of every page is the last full review of that page, not the date the site was launched.

Why we key to level, not title

B2B marketing titles are inconsistent enough that a title-only salary is close to meaningless. A "senior demand generation manager" at a 60-person startup might be an individual contributor running every paid channel alone; at a 4,000-person public company the same title might manage six people and a seven-figure budget. We key every table to a level scheme that mirrors Pave's leveling: P2 through P5 for individual contributors, M3 through M5 for managers and directors, E7 and E8 for executives. The full scheme is on the homepage. When a source uses its own leveling, we keep the source's label and map it in the notes.

How we handle AI-skill claims

Compensation premiums for AI skills are the most-cited and least-sourced claim in marketing salary content right now, so we apply a stricter rule. We report a premium only when it comes from a named public study with a stated method (PwC's AI Jobs Barometer, Lightcast's job-posting analysis, the Access Partnership survey commissioned by Amazon Web Services, Pave's guide language, and our sponsor's AI Salary Guide), we state whether it is a posting-based or survey-based figure, and we flag that the population being measured is rarely "B2B marketers" specifically. The AI marketing salary premium page sets those sources side by side.

Known limitations

• Survey data skews toward venture-backed and public technology companies, which pay above the whole-economy median. If you work at a manufacturer or a services firm, expect the lower half of our ranges.
• Self-reported data over-represents people who are happy with an offer and under-represents people who are not.
• Metro differentials are indexed from BLS metro medians and Pave's tier guidance, not measured role by role in each metro. They are estimates.
• Equity figures are medians of grant value at hire and say nothing about what the equity will be worth.
• We cover U.S. compensation only.

Corrections and contact

If a number on this site is wrong, outdated or missing a source, we want to know. The fastest way to get a row changed is to send the public page that contradicts it. We do not accept unsourced corrections, including from our sponsor, and we do not accept payment for placement, ranking or wording from anyone. Corrections are logged on the affected page with the date of the change.

This site is part of a network of independent B2B marketing research directories. Sister sites include abmbenchmarks.com for campaign benchmarks and bestabmagencies.com for agency comparisons; the full list is in the footer.

Frequently asked questions