The compensation trends for marketing professionals in 2025 reflects a tech industry undergoing strategic realignment, with greater focus on recruiting season candidates that can demonstrate product knowledge, initiative, and the ability to collaborate with other go-to-market (GTM) teams in a stable environment. Most importantly, familiarity with emerging technologies like generative AI and with driving GTM campaigns effectively have become top priorities for many SaaS companies.
Betts has released the latest version of our annual Compensation Guide for 2025, providing comprehensive insights into salary trends and strategic considerations for tech sales, marketing, and customer success roles. This blog explores how market developments are specifically shaping Content Marketing Manager earnings and recruitment strategies for the remainder of the year:
Tech Content Marketing Roles in 2025
While 2024 saw technology companies grappling with resource constraints and shifting priorities, 2025 is emerging as a year where many organizations are taking strategic initiative to stand out in a saturated market. Between shifting to target more enterprise accounts and using artificial intelligence to accelerate campaign activities, marketing in tech is taking on new responsibilities and demands to accommodate these changes. This has seen a renewed focus on hiring seasoned marketers, as well as those with a deeper technical understanding of SaaS platforms.
Content managers live at the edge of this evolution, being at the forefront of leveraging AI for execution in many cases and working as the translators of product specifications for business value. Compensation for these roles are consequently showing more signs of stability and even some growth compared to other marketers in the technology sector.
Marketing Compensation Data for 2025
Base salary ranges for Content Marketing Managers averaged $100,000 – $140,000 across most regions, though still trended higher in the tech hubs of New York and San Francisco as in previous years. Overall, however, earnings increased at the higher range for most content marketers throughout the U.S., even as rates stagnated for other GTM roles.
The table below breaks down average compensation ranges for marketing roles across different time zones:
| Position | NY/SF | Pacific | Mountain | Central | Eastern | Remote |
| Content Marketing | $110-$150 | $100-$140 | $90-$130 | $100-$130 | $100-$140 | $100-$140 |
| Demand Generation | $130-$170 | DOE | $130-$170 | DOE | $120-$150 | DOE | $110-$140 | DOE | $130-$170 | DOE | $110-$140 | DOE |
| Product Marketing | $150-$200| $160-$220 | $150-$200 | $160-$220 | $140-$180 | $140-$180 | $150-$200 | $160-$220 | $140-$180 |
| Event Marketing | $80-$160 | 10% | $80-$160 | 10% | $80-$160 | 10% | $80-$160 | 10% | $80-$160 | 10% | $80-$160 | 10% |
All compensation figures in thousands USD, with Base | OTE where applicable. DOE = Depends on Experience
Top Trends Affecting Marketing Compensation in 2025
Several key developments are reshaping how organizations value and compensate content marketing talent, creating new opportunities for specialized professionals while presenting new challenges:
Tenure-Based Compensation Increase
Tech companies are increasingly recognizing that the cost of replacing experienced content marketers – including onboarding time, brand consistency challenges, and knowledge transfer requirements – often exceeds the investment in retaining proven talent. This is translating into higher compensation for candidates that have remained with their current organization for more than 3 years, in the form of up 20% on top of the market rate.
For hiring managers, this trend means competing against not just salary offers but also the value proposition of stability and growth within existing organizations. Successfully attracting tenured content marketers requires demonstrating clear career advancement opportunities and meaningful strategic responsibilities.
Quiet Consideration Among Marketers
“Quiet Consideration” is a trend we have seen growing slowly but surely among different GTM titles, including in marketing. As opposed to outright Quiet Quitting, candidates will remain tuned into their current job while still partially or actively researching a new role somewhere else. We have seen an increase of over 150% activity within our own network of job seekers for go-to-market titles.
While most marketers tend to be more satisfied or at least content (no pun intended) with their current positions, many still report testing the waters for new opportunities. This will add to the pressure of maintaining a competitive compensation rate for skilled Content Marketing Managers, though it can also be advantageous for hiring managers if you know where to look for your unicorn candidate.
AI Content Strategy
While artificial intelligence has transformed content generation capabilities, it has also simultaneously elevated the value of marketers who can effectively combine human creativity with output generation. Content Marketing Managers who can demonstrate a comfortable proficiency with AI solutions while maintaining careful oversight of their usage will see higher compensation offers in 2025 as demand for their skill set increases.
The challenge, however, remains in fully capitalizing on generative artificial intelligence tools for written content outputs. Those unfamiliar with using the technology often have a harder time navigating hallucinations and other hurdles in getting the most out of a Large Language Model (LLM) platform.
The most valuable CMMs will be those who can develop AI-human workflows that can scale content while preserving quality, as well as create frameworks for maintaining brand voice consistently across generated copy. Companies seeking professionals with these skills should expect to adjust salary offers above standard market rates, reflecting the specialized knowledge required in this evolving landscape.
Remote Work Parity
Unlike many other GTM roles, content marketers have maintained strong compensation parity between remote and in-office positions throughout 2025. This reflects the greater challenge among tech startups in sourcing experienced marketing candidates in regional talent pools that are less likely to feature professionals that have worked in more narrow fields like content management.
Most technology companies are prioritizing recruiting only candidates with specific knowledge and skill sets, limiting the available talent pool further and often increasing competition for hiring the same unicorns among the remainder. Consequently, many organizations will need to either keep searching in traditional hubs like New York, where the average salary rate is much higher, or look into the new emerging markets we highlight in our Guide.
Access Real-Time Marketing Compensation Data
While our annual Betts Compensation Guide covers general, top-level trends, our Comp Engine enables you to capture insights into real-time Content Marketing Manager salary demands. Access live market data from actual placements made by Betts recruiters and ensure your offers align with current market conditions while accounting for the unique blend of skills your sales motion needs.
Access Comp Engine here to leverage real-time compensation intelligence and ensure you have the right data to attract your unicorn content marketer faster.