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Salary and Job SatisfactionSurvey 2010-2011

MARKETING, INTERACTIVE AND CREATIVE PROFESSIONALS


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News of the economic recovery, no matterhow cautious, was the breath of freshair everyone needed. Just the slightest

in the job market. Hiring freezes areslowly thawing, and more and more peopleseem to be getting their feelers out.Candidates, both victims of Recessionarycutbacks, as well as survivors, aresampling the waters with updated resumes.And companies are looking too. Manywith guarded optimism seek contingent

time, while some others have embracedthe upswing, tentatively rebuilding teamswith full-time hires.

Despite many economic reports predictingsales and hiring to rise in the comingmonths, the Recession may have had alasting impact on how business is done.Companies have learned to achieve morewith less, having trimmed positions andorganizational layers. Its not clearyet how much of what vanished will berestored. What is evident is that thenew reality demands professionals who

sleeves hybrids, energized by continual

Web designers are required to be visualbrand interpreters as well as technical

Embracing the Post-Recession RealityReadapt. Rebuild. Renew.

T.O.C.

Respondent Prole

Job Stability

Job Success

Job Satisfaction

Age Segments

Compensation

Company Bio

04

13

21

27

35

43

60

programmers. A Marketing Coordinator needsto write compelling copy as well as designmarketing materials himself.

The improving economy signals a change toHiring Managers, too. After a long periodof low voluntary turnover, employers needto be prepared for their top talent to leavefor greener pastures. Companies must planfor a rise in attrition spurred by growingeconomic optimism, and move faster than

pipeline with candidates who can quicklyThe good news?

Theres never been a more dynamic pool of

to ride the wave of the economic upturn.


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4 24 SEVEN PRESENTS: MARKETING, INTERACTIVE & CREATIVE JOB SALARY AND SATISFACTION SURVEY 2010-2011 5

5

InterviewCMOGLOBAL BRAND

What post-Recession talent challenges are you facing? I think the area that has the most de mand within my group is the highly-specializedIntegrated Marketing function. As interactive and digital marketing components

and immediate. The challenge is that were just not seeing candidates with a well-rounded enough background for this space.

an added challenge: our competition. These days, our competitors are more tappedin than ever to our employees, even the ones who arent actively looking. One of

far more accessible to competitors. Fortunately, we have a great retention strategyin place, and our employees havent been tempted to leave.

this has had an impact on compensation packages. Weve heard of some pretty heftypackages being offered out there, almost unimaginable in some cases.


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6 24 SEVEN PRESENTS: MARKETING, INTERACTIVE & CREATIVE JOB SALARY AND SATISFACTION SURVEY 2010-2011 724 SEVEN PRESENTS: MARKETING, INTERACTIVE & CREATIVE JOB SALARY AND SATISFACTION SURVEY 2010-2011

A majorityof Marketing,Interactive& Creativeprofessionals

are ages 25-34(42%), and halfof respondentsare single.

Their averagesalary is $96K.

CHILDREN UNDER 18 AT HOMEMARITAL STATUS

EDUCATION

YES

24%

single50%

68%

4-yr college graduate

married/partnered50%

graduated highschool or less

1%

vocationaltraining

2%

somecollege

14%

mastersdegree

15%

doctoraldegree/phd

1%

AGE


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COMPANY INFORMATION

INDUSTRY SEGMENTS

Creative and Production 40%

Advertising and Marketing - Corporate 32%

Advertising and Marketing - Agency 15%

Interactive/Internet Services 14%

SCOPE OF COMPANY BUSINESS OPERATIONS

Global 50%

National 32%

Regional/Local 18%

SCOPE OF PERSONAL RESPONSIBILITIES

Global 40%

National 34%

Regional/Local 26%

Company Business OperationsPersonal Responsibilties

global

national

local

COMPANY INFORMATION

TYPE OF INDUSTRY


Fashion / Apparel 12%

Communications & Media 11%

Consumer Products 6%Beauty 4%

Consulting / Professional Services 4%

High Tech 3%

Retail 3%

Financial Services 1%

Public Relations 1%

Home 1%

Healthcare 1%

Education 1%

Non-prot 1%

Travel & Transportation 1%

Automotive 1%

Other 11%

None of these 2%


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BENEFIT INFORMATION

Medical Insurance

Dental Insurance

401(k) Plan with Match

Life Insurance

Merchandise - Free/Discounted

Flex-time/Telecommuting

Summer Hours/Comp Days

401(k) Plan - No Match

Tuition Reimbursement/Continuing Education

Entertainment (dinners, tickets, etc)

Access to Celebrities and Stars

Pension plan

On-site Gym, Athletic elds, Yoga

Travel (Europe/Asia)

On-site Child Care

Other/None 3%

0%

0%

1%

1%

1%

1%

1%

1%

2%

2%

2%

3%

11%

13%

58%

24%

2%

9%

10%

10%

12%

17%

19%

20%

22%

24%

27%

36%

40%

55%

62%

Marketing,Interactive

& Creativeprofessionals

identify medicaland dental

insurances asthe most common

by matching401(k) plans.

Medical insuranceis considered the

most importantin relation

to overallcompensationsatisfaction.

Benets/PerksReceived As Part Of Compensation

Benets/Perks ConsideredMost Important in Relation toOverall Compensation Satisfaction

Interview ART DIRECTOR, NEW MEDIAPUBLISHING INDUSTRY

Are you seeing evidence of an economic rebound in your industry?

I think the Publishing industry is taking a bit longer to turnaround. However, we

freelancers in design, mostly Interactive design at every level, in web developmentand user interaction. Those are really in demand areas right now, both here and


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12 24 SEVEN PRESENTS: MARKETING, INTERACTIVE & CREATIVE JOB SALARY AND SATISFACTION SURVEY 2010-2011

InterviewSENIOR PROJECT MANAGER, MARKETINGMULTIMEDIA COMPANY

How optimistic are you about your career choice in this economy? Im very optimistic about my career. I am a project manager who works inInteractive, as well as Television and Print. I am seeing the economy turn aroundand more positions open up, looking for people like me. Even if companies arentable to add staff permanently, they are looking for freelance project managers

or producers. The wealth of opportunities out there is because theres a need

can also write and edit, and I know a variety of software programs. What Ivelearned in this economy, is candidates must be multi-talented, be self-motivatedand interact well with all levels of people.

How do you stay connected and get new ideas or develop professionally?I belong to Meetup.com that offers a lot of groups in New York that representdifferent industries, but common professional interests. Its a great way tonetwork and learn about things going on outside of my industry, like Fashion for

after-work events in bars around the city, or breakfasts, and its a great way tomeet people and promote oneself.

Job Stability

13


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EXPERIENCE

Job Stability

under 5 years

5 to less than 10 years10 years or more

YEARS OF EXPERIENCE

In Current Industry In Current Company In Current Position

32%

28%

40%

78%

14%

8%

73%

17%

10%

JOB SEARCH METHODS USED

Job Stability

Most respondentssimply use

networking fortheir job search.

Online searchesalso rankhigh, followed

by the use ofheadhunters.

Traditional printpublications and

were used theleast.

SOURCES USED IN JOB SEARCHES

Networking 73%

Industry-specic employment websites 66%

General employment websites 54%

Headhunters 52%Trade publications Online 50%

General interest newspapers / classieds 12%

Trade publications Print 11%

Other 7%


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Job StabilityJOB OPPORTUNITY EVALUATION

IMPORTANCE WHEN CONSIDERING A POSITION

Salary / commission / cash bonuses 100%

Standard benets (e.g. health insurance, 401(k) plan, etc.) 100%

Work / life balance 94%

Upward mobility / promotion opportunities 92%

Diversication / scope of role 85%

Continuous learning / education 79%

Prestige of working for / alignment with an industry leader 72%

Perks 39%

Job StabilityJOB FUNCTION VALUE

FUNCTIONS MOST VALUED BY YOUR CURRENT COMPANY

Sales 51%

Marketing 45%

Creative 39%

Management 23%

Information Technology 19%

Distribution 12%

Merchandising 11%

Manufacturing 11%

Human Resources 10%

Other 9%

51%say Sales

and

45%say Marketing

are functions

most valued bytheir company.

The functionperceived as the

least valued isHuman Resources.


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Hiring Trend

At long last, a waxing and waning economic recovery is upon us. One of themost hopeful signs of the strengthening upswing and improving job market is theMay 2010 report from the Bureau of Labor Statistics (BLS) which reported more

Americans quit their jobs than were laid off. April saw the highest number ofvoluntary resignations in a year, and the lowest number of layoffs since 2007.

Paired with the BLS news is the recent publication of several studies, rangingfrom the venerable Harvard Business Review to HR industry forecasters.These warn of a signicant talent churn in the coming year. It seems that theslightest glimmer of hope is all it takes to inspire new found condence in thegainfully-employed survivors of the Recession. Many of these employees seethe brightening economic reports as the signal to ee from companies wherethey had found shelter.

For those who have quit, most have left for a rm offer. But some intrepid job-seekers are so sure of the turnaround that they are leaving with no offer at all.Instead they choose to seek greener pastures, income-less, not looking backat jobs theyve come to resent.

Perhaps the most troubling nding of the studies is that the desire to defect wasgreatest among the brightest talent within companies. One in 4 top performersreported that they are planning to jump ship within the year. This is signicantly upfrom 2006, when only 10% expressed a desire to make an employment change.

Whats Behind the Anticipated Exodus

According to the 2009-2010 US Strategic Rewards Report conducted byWatson Wyatt Worldwide and WorldatWork, actions taken [by corporations]to combat the downturn have had a signicant negative impact on someemployee perceptions. This holds true in recent industry research that ndsthat as companies cut staff to the bare minimum during the Recession, theresult has been a less engaged and exhausted team left behind to shoulderthe workload.

Lately, media reports feature working Americans expressing disillusionmentand resentment towards their employers. Feeling taken for granted, they areembittered by the lack of pay raises, training and development, and having todo the job of several people for no additional compensation. Even those whohad once been happily willing to work doubly hard to preserve themselvesthrough layoffs no longer consider gratitude for employment enough of areason to stay loyal to the team.

As companies unfreeze their full-time hiring or seek stop-gap freelancers to testthe economic waters, increased employment alternatives tempt both motivatedand passive job seekers to take the leap of faith and make a career change.

1 in 4top performers

reported thatthey are planning

to jump shipwithin the year.

Talent Churn


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InterviewTECHNICAL DIRECTORINTERACTIVE MARKETING

How optimistic do you feel about your chosen career path?

continued growth. There are opportunities at every level, not just technical,

but also in the creative areas. Theres a demand for technologists, artists, and

online, Web world is so much more than advertising or brochure-ware. Its becomingmore and more about sophisticated functionality, so the skill-level demands are

What are the new requirements for job candidates in the Online Media space?When Im looking for a candidate, sure theres a particular skill set I start with

good programmer, I can teach you any language. So what becomes more important tome are things like Are you a good problem solver? and Can you self manage? Iwant someone whos upfront and honest about what they dont know, and is open tolearning new skills. Finally, team work is really important. When you get into alarger agency, and youre working on a team of 10 or more people, you have to beable to get along well with others. If people dont want to work with you, you arenot going to last, no matter how good your skills are. Dont underestimate theimportance of social and people skills. Job Success

21


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PROFESSIONAL ATTRIBUTES THAT LEAD TO SUCCESS

Job Success

73%say Creativity

and

68%say ForwardThinking are theattributesmost importantfor successfor Marketing,Interactive& Creativeprofessionals.

ATTRIBUTES LEADING TO MOST SUCCESS IN YOUR INDUSTRY

Creativity 73%

Forward thinking 68%

Leadership 51%

Assertiveness 42%

Charisma 39%

Open-mindedness 38%

Other 9%

None of these 2%

STRESS FACTORS

Job Success

ASPECTS OF YOUR JOB THAT KE EP YOU UP AT NIGHT

Meeting deadlines 36%

Problems completing a project / objective 35%

Changing corporate structure 19%

Fear of getting red 14%

Losing a client 13%

Fear of my boss 6%

What will I wear to work tomorrow? 4%

Other 17%

Nothing worries me! 16%

36%say Meeting

Deadlines

and

35%say ProjectCompletion

are the top

sources ofjob stress.

16%say nothing

worries me!


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ENTHUSIASM FOR THE INDUSTRY

Job Success

ATTRACTION TO A JOB IN YOUR INDUSTRY

Love for what I do 60%

Seemed fun and challenging 50%

Potential for growth 32%

Chance to work with high prole people / brands 25%

Great earning potential 23%

Other 9%

None of these 5%

60%say love forwhat one doesis the primaryattraction toa Marketing,Interactive orCreative job.

The Hot Job Areas in thePost-Recession Hiring Market

WebDevelopment

Web Analyticsand Research

User ExperienceDesign

Social Media-basedPR Specialization

Social Media Advertising

Social MediaContent Creation

Social MediaCommunity

Management

Social Media Application

Development,including Casual

Gaming and

Microsites

SEO and SEM -Search Engine

Optimization andSearch Engine

Marketing

ProjectManagement,especially inInteractive

and Integrated

Marketing

Social MediaMarketing

Management

MicrositeDesign

iPhoneand other

Small Screen ApplicationDevelopment

InteractiveProduction

Interactive MediaPlanning and Buying

InteractiveDesign

Motion GraphicDesign

Information Architecture

E-commerceand OnlineMarketing

ContentDevelopment,

including writingand editorial

BrandManagement

AccountManagement

IntegratedMarketing


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InterviewFREELANCE MULTIMEDIA CONTENT CREATORINTERACTIVE MARKETING

What makes you excited about your career path? Web Video is booming, and it will continue to grow in 2010, and its a really activearea to be in right now. Web Video is increasingly becoming a valid tool in aMarketing strategy, whether its creating content being disguised as Advertising,

or if its just PR-related stuff on a company website. Its gaining wide spreadacceptance as a vehicle to spread Marketing messages. Weve all been trained tounderstand visual communication, so its a common language. And this just makes it

through video very rewarding.

Job Satisfaction

27


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MARKETING, INTERACTIVE & CREATIVE INDUSTRY OVERALL

Job Satisfaction

% SATISFIED IN CURRENT POSITION(EXTREMELY/ SOMEWHAT)

Top-2 (Extremely/Somewhat Satised) 58%

Extremely satised 17%

Somewhat satised 41%

Neither satised nor unsatised 14%

Somewhat unsatised 18%

Not at all satised 10%

Bottom-2 (Somewhat Unsatised/Not at all Satised) 28%

Roughly 3 out of5 of Marketing,Interactive& Creativeprofessionalrespondentsreported being

in their currentposition.

BY JOB FUNCTION

Job Satisfaction

INDUSTRY SEGMENTS

% SATISFIED IN CURRENT POSITION(EXTREMELY/ SOMEWHAT)

Interactive/Internet Services 55%

Creative and Production 55%


Advertising and Marketing - Corporate 53%


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BY YEARS OF EXPERIENCE AND QUALIFICATION

Job Satisfaction

SATISFIED IN CURRENT POSITION

(EXTREMELY/SOMEWHAT)

UNSATISFIED IN CURRENT POSITION(SOMEWHAT UNSATISFIED/

NOT AT ALL SATISFIED)

YEARS IN THE INDUSTRY

< 5 years 53% 33%

5 to less than 10 years 59% 29%10 to less than 20 years 58% 29%

20+ years 52% 36%

QUALIFICATION FOR CURRENT POSITION

Over-qualied 28% 54%

Under-qualied 2% 3%

I have the right qualications for my position 70% 43%

JOB MOVE CONSIDERATIONS

Job Satisfaction

CONSIDERATIONS FOR A NEW JOB

% SATISFIED IN CURRENT POSITION

(EXTREMELY/ SOMEWHAT)

% UNSATISFIED IN CURRENT POSITION(SOMEWHAT UNSATISFIED/


Better Salary 76% 86%

Better Job/Position/Company 60% 77%

Better Growth Potential 55% 72%Better Quality of Life 53% 72%

More Prestigious Brand/Company 38% 43%

Better Location 33% 39%

Better Commission/Bonuses 27% 41%

Better Health Benets 26% 40%

Better Manager/Supervisor 19% 48%

Better Colleagues 17% 37%

Other 5% 7%

None of These / Happy in Current Position 8% 1%


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JOB SEARCH FREQUENCY

Job Satisfaction

FREQUENCY OF NEW JOB SEARCHING

% SATISFIED IN CURRENT POSITION

(EXTREMELY/ SOMEWHAT)

% UNSATISFIED IN CURRENT POSITION(SOMEWHAT UNSATISFIED/


Every day 15% 42%

Weekly 25% 35%

Monthly 29% 17% Yearly 16% 5%

Never 15% 2%

InterviewDIRECTOR, INTEGRATED MARKETINGCPG/BEAUTY

What are you noticing about the post-Recession job market? The way the game is played today is that you have to be multi-skilled and adaptable,

marketing departments are really understaffed, and responsibilities of the cut

jobs have just been absorbed by the people who survived the layoffs. And those

strategic leadership of the team plus now that person is required to also rollup their sleeves and handle the Managers job as well. So you have to know howto do the nuts and bolts. A Director of 3 years ago is not what a Director istoday. The days of a team supporting a Director are gone. Now the company hasthe Director do everything.


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InterviewTECHNICAL DIRECTORINTERACTIVE AGENCY

What makes a candidate stand out these days? We tend to look for traits that are hard to teach, but make people successful.And these are not necessarily technical skills. Technical skills are required,the point of entry. But they are almost the last thing we need proof about. The

traits we really care about are: integrity, intelligence, goal-orientation, self-

the more valuable you are. Everyone wants that guy on their team. My advice is

out before the client realizes you dont know it.

Age Segments

35

A S A S


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ENTHUSIASM FOR THE INDUSTRY

Age Segments

UNDER 25 25-34 35-44 45-59 60+

Love for what I do 63% 58% 59% 64% 81%

Seemed fun and challenging 61% 55% 48% 43% 50%

Potential for growth 41% 36% 28% 30% 35%

Chance to work with high prole people / brands 28% 28% 22% 23% 19%

Great earning potential 22% 24% 23% 21% 31%

Other 9% 8% 9% 10% 4%

None of these 5% 4% 5% 6% 4%

COMPENSATION AND BENEFITS

Age Segments

% SAYING THE FOLLOWING ARE VERY IMPORTANTWHEN CONSIDERING A POSITION

UNDER 25

25-34

35-44

45-59

60+

Salary / commission / cash bonuses 66% 73% 78% 71% 64%

Upward mobility / promotion opportunities 65% 66% 54% 41% 22%

Work / life balance 54% 68% 71% 67% 37%

Standard benets (e.g. health insurance, 401(k) plan, etc.) 54% 65% 69% 72% 57%

Continuous learning / education 40% 39% 35% 33% 11%

Prestige of working for / alignment with an industry leader 26% 27% 24% 21% 30%

Diversication / scope of role 26% 41% 42% 40% 37%

Perks 6% 7% 9% 7% 0%

Age Segments

Inter ie


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JOB MOVE CONSIDERATIONS

Age Segments

% SAYING THE FOLLOWING ARE "VERY IMPORTANT"WHEN CONSIDERING A POSITION

UNDER 25

25-34

35-44

45-59

60+

Better Salary 85% 83% 80% 78% 59%

Better Job/Position/Company 74% 69% 65% 66% 48%

Better Growth Potential 64% 67% 60% 51% 19%

More Prestigious Brand/Company 53% 46% 36% 32% 22%Better Quality of Life 46% 60% 63% 56% 41%

Better Commission/Bonuses 42% 30% 30% 38% 33%

Better Health Benets 36% 35% 30% 30% 15%

Better Location 36% 35% 35% 35% 30%

Better Manager/Supervisor 29% 31% 32% 27% 22%

Better Colleagues 26% 26% 25% 22% 26%

Other 7% 4% 5% 8% 15%

None of These / Happy in Current Position 3% 5% 5% 3% 11%

Interview VP, INTEGRATED SERVICESPHARMACEUTICAL ADVERTISING AGENCY

What kind of talent and experience are you looking for right now?

are still doing print work, but Interactive is increasingly impor tant. We dont

becoming integrated. In fact, I wouldnt say that Print has declined, but has

who understands how to work within online environments.

A new type of role weve introduced and are hiring for is that of ProjectManagers. These are different from what weve called a Project Coordinator, who are

account team. To me they are a hybrid role with responsibilities that are bothaccount focused, as well as coordination focused. Other agencies have added thisrole to their teams also. I feel that this is a positive sign that the industryis optimistic and that the economy is getting better. Another sign is that the

strong candidates are getting picked up much faster, and they are getting harder

The Hiring Buzz in the


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but now hiring has denitely picked up

access talent for business spurts without adding headcount, particularly inthe growing segment of small to mid-size shops

backgrounds or broad skill sets having the greatest placement success seeks a Web designer who can also execute a multimedia pitch or an

Account Manager who can also write content

tools and trends, and how clients can apply them to engage consumers

their skill sets and knowledge base. If theyve always been in Print, theyneed to understand how those skills translate to the Interactive medium,and proactively ll in their expertise gaps with classes, training and learningexperiences. More and more, Print and Interactive are integrating, andcandidates must be comfortable with new mediums

Hiring Trend

The Hiring Buzz in theCreative Marketplace

decisions or make low paying job offers, but the battle for talent is back on.So dont delay on hiring an interesting candidate or the temp-to-perm talent,otherwise theyll be snapped up by the competition

companies who dont sweeten the pot will nd top talent going elsewhere.Its important to understand what competitors are offering, because jobseekers are in the know. Lately candidates have been swayed by as little as$1,000 more, so todays not the time to nickel and dime

job offers they are asking detailed questions to determine the bottom-lineimpact of one benet package over another

process companies are learning about candidates, while candidates aregleaning past and present employee perspectives on company culture

With so muchtalent available,

theres no morecritical timeto leverage a

partner like

24Seven

to prescreen

candidates, speedup the hiring

process and scoopcompetitors.

Interview


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Compensation

43

InterviewGRAPHIC DESIGNCREATIVE INDUSTRY

What words of wisdom do you have for people moving into your line of work? Keep learning, and be open. Dont go into this career thinking that you are goingto be just a designer or a creative. Learn absolutely every aspect you can. Learnthe production side of it. Learn how to work with writers, or even how to come up

with ideas on your own. Be aware of where your industry is moving, and continue

Video, Flash or ActionScript. Make sure you learn as much as you can, so that you

you can go into, but you should keep learning. Things are moving so fast now thatits very easy to fall too far behind to catch up. Theres so much interactivityhappening, and content moving to video, everybody in the Graphic Design spaceneeds to push themselves to keep up with where content demand is going.

CompensationCompensation


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Compensation ADVERTISING AND MARKETING - AGENCY

MAXIMUM MINIMUM MEAN MEDIAN COUNT

AGENCY SIZE: EMPLOYEES

Under 100 $890,000 $30,000 $91,054 $75,000 170

100-999 $570,000 $34,000 $103,189 $83,000 85

1,000 or more $270,000 $35,000 $106,794 $73,750 50

STATE/COUNTRY

New York $450,000 $30,000 $100,627 $80,000 71

California $890,000 $30,000 $89,357 $75,000 139

Other US States $570,000 $38,000 $107,709 $80,000 97

CENSUS REGION

Northeast Region $570,000 $30,000 $108,244 $80,000 76

South Region $234,000 $46,000 $101,700 $80,000 6

Midwest Region $55,000 $55,000 $55,000 $55,000 1

West Region $890,000 $30,000 $89,210 $78,000 164

Compensation ADVERTISING AND MARKETING - AGENCY


OVERALL

Advertising and Marketing - Agency $890,000 $30,000 $97,002 $80,000 321

INDIVIDUAL TITLES

Account Director / Supervisor $890,000 $39,000 $110,400 $91,000 49

Account Coordinator $90,000 $30,000 $68,286 $52,000 13

Account Executive $140,000 $38,000 $64,443 $60,000 43

Media Buyer (3+ years) $85,000 $40,000 $58,800 $59,000 5

Media Director (5+ years) $160,000 $60,000 $93,300 $79,000 5

Senior Copywriter (5+ years) $210,000 $42,000 $86,175 $77,500 24

Proofreader $95,000 $30,000 $79,438 $57,500 9

Public Relations Director / Manager $140,000 $45,000 $63,250 $50,000 10

Public Relations Specialist $58,000 $58,000 $58,000 $58,000 1

Vice President of Public Relations $185,000 $85,000 $140,000 $120,000 6

Vice President of Media $270,000 $150,000 $210,000 $172,000 5

Director of Media $175,000 $87,500 $128,625 $126,000 4

Project Manager $234,000 $38,000 $84,600 $80,000 52Other advertising and marketing - agency $570,000 $30,000 $131,657 $110,000 69

Copywriter (1 to 3 years) $80,000 $30,000 $50,600 $48,000 5

Copywriter (3+ years) $105,000 $39,100 $68,263 $69,500 10

Marketing Researcher $450,000 $68,000 $222,667 $150,000 5

Event/Trade Show Manager $200,000 $95,000 $135,000 $110,000 3

Event/Trade Show Coordinator $75,000 $38,000 $59,833 $66,500 3

Interview


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te v ewSVP, MANAGING DIRECTORGLOBAL MEDIA AGENCY

What new hiring trends are you experiencing lately?

of why should I go for a 9 to 5 gig, when I can take on project work thatsreadily abundant because of the workforce shrinkage, and get to pick and choosewhat I want to work on? So we are willing to accommodate that mind-set in orderto attract that level of professional. Were working on developing a stable offreelance consultants, people who are eager to take on projects in short bursts,

the blackbelts for our freelance team in 3-4 functional capabilities, so we can

The idea of permanent people who arent being utilized 100% of the time is goingout the door.

schedules, is that more people are working very effectively virtually. Our

to keep the lights on later one or two weeks before its due. Thats possible

we actually have a day and night shift, which is new for Marketing, but not new

because of the 12 hour difference, we spend the days working in New York, and they

spend nights working in China, and then we swap the project over. This way theproject gets 24-hour attention. So there is a lot more cross-border collaborationthan before.

Are you noticing anything different about what candidates consider important abouta career opportunity?

about the salary. Candidates want the details on all aspects of the role and howenriching it will be. Its important who they will be working with, and will theybe working with the best talent. Am I going to get the right training that I

sophisticated about what they need from a company to grow themselves. People areless hungry to shoot straight up through the ranks of the organization; rather

The workforce of today thinks of lateral opportunities and enrichment. Candidates

Id love to work abroad, Id love to work in a different group, and Id love

to try something I havent done before. They are sampling and through that theyare becoming powerful hybrids. They think differently, and I think that makes thembetter professionals. They understand that its not about the fast climb to thetop, its what you do along the way. I think this makes them more imaginative, moreinnovative, better, braver leaders, because they will bring a fresh perspective tohow business can be run. In a recovering economy, those are the kind of peopleyou need.



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INDUSTRY

Advertising / Marketing $420,000 $32,000 $100,556 $85,000 165

Automotive $95,000 $75,000 $83,333 $80,000 4

Beauty $260,000 $35,000 $107,976 $86,000 50

Communications & Media $250,000 $35,000 $88,854 $65,000 54

Consulting / Professional Services $405,000 $42,000 $104,620 $80,000 23

Consumer Products $420,000 $33,000 $111,788 $110,000 37

Education $169,700 $53,000 $95,233 $63,000 4

Fashion / Apparel $345,000 $30,000 $95,383 $85,000 60

Financial Services $333,000 $35,000 $107,850 $89,000 12

Government $48,000 $34,000 $40,667 $40,000 4

Healthcare $140,000 $48,000 $103,400 $117,000 7

High Tech $180,000 $65,000 $97,079 $80,500 21

Home $195,000 $52,000 $123,500 $123,500 6

Insurance $92,000 $70,000 $81,250 $81,500 5

Non-prot $150,000 $48,000 $101,250 $103,500 4Public Relations $120,000 $99,000 $106,333 $100,000 4

Public Sector $75,000 $75,000 $75,000 $75,000 1

Retail $144,000 $35,000 $71,675 $72,000 24

Travel & Transportation $120,000 $36,000 $64,333 $52,500 7

Other $295,000 $30,000 $89,959 $80,000 60

ADVERTISING AND MARKETING - CORPORATE

p ADVERTISING AND MARKETING - CORPORATE

p


OVERALL

Advertising and Marketing - Corporate $420,000 $30,000 $96,811 $80,500 558

INDIVIDUAL TITLES

Brand / Product Manager $150,000 $70,000 $86,381 $75,000 90

Direct Marketing Manager $120,000 $71,500 $88,500 $95,000 8

Marketing Coordinator $80,000 $34,000 $61,417 $50,000 46

Marketing Manager $120,000 $40,000 $86,533 $78,000 107

Marketing Director $140,000 $90,000 $118,761 $112,000 81

Public Relations Director / Manager $100,000 $65,000 $78,750 $77,500 6

Public Relations Specialist $75,000 $40,000 $69,000 $65,000 8

Vice President of Public Relations $250,000 $140,000 $195,000 $195,000 3

Vice President of Marketing $250,000 $120,000 $171,497 $150,000 45

Other advertising and marketing - corporate $420,000 $30,000 $93,271 $80,000 164

Compensation

Interview


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ADVERTISING AND MARKETING - CORPORATE


COMPANY SIZE: EMPLOYEES

Under 100 $312,000 $33,000 $93,838 $82,000 272

100-999 $405,000 $35,000 $95,032 $80,000 119

1,000 or more $420,000 $30,000 $107,028 $90,500 139

STATE/COUNTRY

New York $405,000 $30,000 $115,276 $99,500 91

California $312,000 $30,000 $91,653 $80,500 240

Other US States $420,000 $34,000 $95,238 $80,000 211

CENSUS REGION


South Region $170,000 $44,000 $101,218 $100,000 12

Midwest Region $420,000 $65,000 $201,667 $120,000 5

West Region $312,000 $30,000 $89,635 $80,000 291

GRAPHIC DESIGNCREATIVE INDUSTRY

What has been a helpful tool for you to stay plugged into whats happening in yourindustry? All the social networking tools are great, like LinkedIn, Facebook, Twitter. Younever know when a recurring casual social networking conversation leads to workor a new connection. Not only do they help you manage professional connections,

including technological advancements and new skills required. You also learnabout networking events which makes staying plugged in easier.



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CREATIVE AND PRODUCTION - AGENCY & CORPORATE


COMPANY SIZE: EMPLOYEES

Under 100 $380,000 $30,000 $81,664 $70,000 420

100-999 $290,000 $30,000 $88,518 $77,250 202

1,000 or more $325,000 $32,000 $94,978 $83,000 178

STATE/COUNTRY

New York $380,000 $30,000 $91,347 $77,000 200

California $260,000 $30,000 $82,491 $75,000 357

Other US States $350,000 $30,000 $88,666 $74,700 264

CENSUS REGION


South Region $130,000 $40,000 $73,710 $70,000 10

Midwest Region $120,000 $35,000 $84,333 $90,000 8

West Region $325,000 $30,000 $82,682 $73,500 406

CREATIVE AND PRODUCTION - AGENCY & CORPORATE


OVERALL

Creative and Production $380,000 $30,000 $86,075 $75,000 843

INDIVIDUAL TITLES

Art Director (5+ years) $350,000 $65,000 $91,761 $81,000 126

Associate Art Director (3 to 5 years) $135,000 $45,000 $60,342 $57,000 21

Creative Director (8+ years) $380,000 $120,000 $153,000 $145,000 141

Associate Creative Director (5+years) $175,000 $90,000 $101,130 $100,000 29

Creative Services Manager $137,000 $40,000 $76,609 $68,000 28

Graphic Designer (1 to 3 years) $120,400 $30,000 $58,522 $55,000 82

Graphic Designer (3+ years) $150,000 $50,000 $62,532 $55,000 33

Senior Graphic Designer (5+ years) $170,000 $60,000 $68,773 $70,000 97

Illustrator $140,000 $50,000 $63,208 $58,000 18

Package Designer $75,000 $47,500 $60,800 $63,000 7

Presentation Specialist $88,000 $45,000 $59,600 $55,000 6

Production Artists $150,000 $40,000 $66,400 $63,000 28

Production Coordinator $82,500 $35,000 $65,775 $64,000 23Production Director (8+ years) $250,000 $60,000 $99,369 $92,750 28

Print Project Manager $100,000 $50,000 $79,050 $84,500 11

Trafc Coordinator $50,090 $46,000 $47,697 $47,000 5

Trafc Manager $95,000 $48,075 $70,082 $67,000 10

Other creative and production $300,000 $30,000 $80,273 $70,000 150

News from the


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Hiring Trend

with Multimedia and Interactive posting the quickest turnaround

companies are interested in creating user-driven, Interactive experiencesthat engage consumers to purchase

complex experiences, transactional design, rich media applications andsocial media/networking

analysis for Web and Interactive

passion for the Interactive eld, as well as how they will help move thebusiness forward with innovative thinking and new technology

which is a switch from pre-Recession days when agency hopping was moretolerated

candidates, are being discovered and placed faster than in the last year

days of leisurely candidate consideration is over

Interactive Hiring Frontier the time to face the turning tide. Before the Recession, creative directorswho came from Print were able to move into senior positions in Interactivebecause the area was relatively new. But now, there is a crop of candidateswith the hands-on experience in the In teractive space who are better qualiedto move into those more senior level roles

within their current company to work with an Interactive team, learn theprocess, and even take a class on their own dime to learn how the spaceworks or do some pro bono Interactive work

has an edge, for example

to demonstrate how they build brands in a collaborative team environment

the lows at the worst of the downturn

tipping point between two offers

employers are checking candidates out on Facebook, and candidates areusing social media to get the skinny on companies and their culture

Multi-skilled,multi-tasking isthe order of the

day: candidateswho are open

to change, who

have removed theword wont fromtheir vocabulary,

who are willingto do more, who

will roll uptheir sleeves and

get dirty, andwho are open to

learning, have abetter chance of

success in thepost-Recession

marketplace.


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Seasoned Marketing Professionals OnD d At d h ti h


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50%of new jobswill becontingentpositions.

Hiring Trend

With the Recession slowly waning, its predicted that as many as 50% of new jobs will be contingent positions. Labor experts forecast that the increasingreliance on contractors is a permanent change to the way companies dobusiness. According to the Bureau of Labor Statistics, in 2009, a third ofthe US workforce was freelance, temporary, or self-employed. The Bureauforesees that by 2019 the number will climb to 40%.

Whats behind the trend? The Recession has spurred the creation of a workenvironment that demands exibility, adaptability, continual skill developmentand specialization. Some companies arent ready to rebuild the teamsmade lean by cutbacks, while others have accepted lean as the new normal.

skilled, just-in time labor as companies match theirTodays

freelancer redenes the classic notion of temporary help. Increasingly, theseare highly-trained, senior-level professionals and managers, deployed toactualize strategic initiatives for companies embracing the new economy.

An on-demand, professional support approach hasmany bottom-line benets:

- Creates a cost-effective, just-in-time workforcestrategy that ne-tunes stafng levels to businesscycles and the uctuating economic recovery

- Allows access to specialized, responsive talent

to fulll one-time project challenges, talent gapsdue to planned and unexpected staff leave, orbursts of new business

- Provides high-level support to the core team,freeing them from day-to-day tactics to focus onbig picture strategic deliverables

- Moves business-critical projects forward whilethe company regroups, rethinks and rebuildsteams for the new economy

- Allows for test driving potential hires to ll thetalent pipeline for when hiring freezes fully thaw

Some of the highest growth forecastsin freelance include Marketing,Design, New Media, Interactive andContent Development. At 24 Seven, wehave pre-qualied, in-demand talent to ll thefollowing roles:

- Brand/Product Marketing

- Licensing

- Integrated Marketing

- Marketing Management

- Channel/Trade Marketing

- Online/Interactive Marketing

- Social Media Management

- E-Commerce

- Marketing Communications/PR

Demand: A trend whose time has come


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24 Seven Inc. has been a creative workforce solutions partner to some of themost recognized global brands in Fashion, Retail, Advertising, Marketing,CPG, Beauty, Publishing, and Media & Entertainment for the past 10 years.

Los Angeles, Orange County, Santa Monica, Seattle, and London. A highly-specialized talent provider with global reach, 24 Seven serves 500+ major clients,placing over 5,000 superior candidates annually. Whatever the clients resourcechallenge, we customize solutions through our four distinct offerings: Freelance

(just-in-time talent); Freelance to full-time (try-before-you-hire); Full-time (up

We Get It At 24 Seven, our strategic recruiting professionals earned their stripes eitherpersonally working in or recruiting exclusively for t he Marketing, Interactive andCreative elds. This hands-on experience makes them particularly in-tune tothe distinct Marketing resource challenges and mounting workplace pressuresfaced by brand builders. Bringing deep industry contacts and knowledge, ourteam provides a 360 approach as well as an insiders perspective on whatshappening on the talent front and how business trends impact hiring strategy.With each clients unique challenge in mind, they apply 24 Sevens unparalleledapproach to identifying and prequalifying top-tier Marketing candidates who

24 Seven is:

Industry Analysts, Inc.

Providing globaltalent through: Freelance

Freelanceto full-time

Full-time

Search

120 Wooster Street, 4th Floor

t 212.966.4426f 212.966.2313

325 Wilshire Boulevard, Suite 202Santa Monica, CA 90401t 310.587.2772f 310.587.2750

110 East 9th StreetLos Angeles, CA 90079t 213.412.2260f 323.389.1588

2901 W. Coast Highway,Suite 250

t 949.258.6540f 949.258.6541

49 Geary Street, Suite 402San Francisco, CA 94108t 415.989.2424f 415.989.2425

SEATTLE1525 4th Avenue, Suite 200Seattle, WA 98101t 206.340.0247f 206.340.9247

MediusGround Floor2 Sheraton StreetLondon W1F 8BHt 44.20.7534.9960f 44.20.7534.9961

OFFICE LOCATIONS


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2010 24 SEVEN INC. 120 WOOSTER STREET 4TH FLOOR NEW YORK, NY 10012

www.24seveninc.com www.24seveninc.co.uk

Documents

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