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28 days ago by Katie Holmes
Architecture Buildings City 2190293

New York City is one of the 9 places in the USA where the salary question in 2017 was banned to fight wage discrimination and the gender pay gap. The cities Commission of Human Rights theory believed that asking candidates their salary history can inadvertently cause these inequalities to snowball over time.

Over the past 7 months we have been gathering our own insights into the levels of pay within the Ad Tech & digital space, largely within New York City. We know the salaries in the West Coast differ relatively.  Although we are aware there are websites for sales professionals publishing salary information, to our knowledge there isn’t specific guide in the ad tech space.

We worked with a sample size of 348 consenting candidates who shared their base salary details for the purpose of this this report.

We hope that this data helps companies not only understand the worth of their current employees but to aid budgeting and forecasting for hiring managers in order to be the front-runner in such a competitive market. Equally, this document is an excellent guideline to help candidates to compare themselves against their peers and how they can progress in their role and industry.

We sat down with some industry professionals to discuss our report and get their opinion around a few key hot topics.

Marcus Harper, Former Head of Global Agency & Advertisers, Quantcast

Jeff Misenti – Founder, The Publisher Desk

Allie Keels – Recruitment Manager North America, MiQ

Jon Hudson – CRO, Jampp

Which types of roles in digital and tech are companies really having to break the bank for to secure the best talent

AK - As an industry, Ad Tech is experiencing the same pain points that all companies across the country are, with hiring. Above all we are seeing heightened competitiveness with compensation in all areas of business. We have specifically seen it with niche roles such as Product and Product Marketing. 

JH - Sales and Engineering are the most competitive positions and the equity the big four can offer is making offshore engineering and remote working more popular.  Some of the good sales IC's move to Colorado, Texas etc and have a much better standard of living.  We have offshore engineering in Buenos Aires, Eastern Europe is popular, even Ann Arbor Michigan. 

JF - We are always looking for resources that have a good mix of business acumen in the media space as well as a desire to use technology to make things better for users and easier for publishers. Many of the candidates that we meet have an interest in a specific technology or languages, but very few seem to have an interest in using advertising or marketing technology in combination with 

MH - This question can be looked at in three ways: 1) Traditional media and tech companies are having to compete with the Walled Gardens and must compensate new talent more aggressively in order to ensure they are attractive. 2) The IPO market may have picked up slightly, but Tech start-ups can no longer dangle options as a lever to offset weaker pay and benefits. 3) All companies are competing to find senior leaders with brand-direct and industry experience which puts a premium on those candidates.

Outside of pay, what’s trending in the US in terms of attracting the best talent to business

AK - With compensation and total rewards becoming less of an incentive for candidates, Talent Acquisition & Recruiting teams are seeing companies differentiate themselves by focusing on culture, learning and development opportunities, and offering more autonomy to employees.

MH - Corporate mission statements & approaches to critical social areas (notably diversity and inclusion) are increasingly important factors in attracting talent (& business). Talent at all levels will proactively choose to work for an organization who demonstrate a passion for making an impact (beyond simple results).

JM - Diversity of projects, overall environment, culture (team environment), and workplace flexibility

Has the industry made good progress in 2019 to address the much-debated gender pay gap within digital and tech?

AK - Although we still have a way to go with closing the pay gap in our industry, we have seen significant progress made by standardizing pay grades and removing the screening question regarding what a candidate is currently making.

JM – We recruit based on striving to build a team of diverse thinkers. 

MH - My personal perspective is that there is still a significant issue but the problem is not spread equally across the industry. The tech companies have not had to invest in fixing legacy issues of disparate pay & from my experience, merit is the greatest factor in the pay process. However, companies that have been in business for “generations” do have to contend with historical gender pay gaps & the cost of fixing them “wholesale” is so great that logic dictates that there are still issues today. My perspective is that the companies who publish their pay scales by gender (& function) are the ones who have invested in fixing the issues.

How should we invest in the workforce / teams to reduce churn (shall we use attrition rate?)

AK- To heighten retention and reduce churn, companies need to take time to invest and grow their employees. Providing continuous development and growth opportunities engages employees on a deeper level than their day to day responsibilities and creates an environment and culture where they feel supported in their professional development. At MiQ our Future Leaders Program is a prime example of this.

JH - As the workforce gets younger there is a lot more emphasis on development.  Everyone wants to be a coach and so they'll also make some decisions based on the environment, or at least that is my experience in the hiring, training and developing the next leaders coming through.  For top young talent, you must show you're engaged in developing them and provide clear structure on how you plan to progress their career.

JF - Our recruiting efforts are much more heavily focused on attitude and will to succeed vs what’s written on a resume. We believe that a small focused team can accomplish anything so even though it may take longer to find the right person this pragmatism leads to building a team that is focused on similar creative goals that leads to much longer retention. 

MH - Employees will invest their efforts and future in businesses that take genuine steps to:

  • Build positive working environments

  • Invest in programs to ensure that their workforce reflects society (for example programs to ensure that the demographic composition of the workforce from CEO down reflects the US population)      

  • Adhere to a social mission statement in order to justify the business’ impact to its community

  • Invest in products and services that genuinely serve their customers in the long term.

 

SENIOR
MANAGEMENT

President

$595-$800

Chief Executive Officer

$450-$600

Chief Financial Officer

$300-$400

Chief Marketing Officer

$275-$350

Senior Vice President

$300-400

President

$325-$450

Vice President

$260-$365

Marketing Director

$160-$250

​MARKETING

Head of Marketing

$150 - $230

Marketing Manager

$90 - $160

Marketing Executive

$50 - $80

SALES

Sales Director

$185 - $255

Head of Sales

$160 - $235

Sales Account Director

$120 - $185

Sales Manager

$100 - $120

Sales Executive

$75 - $100

​TRADING

Trading Director

$170 - $275

Trading Manager

$120 - $185

Trader

$60 - $135

BUSINESS
DEVELOPMENT

Senior Business Development Director

$170 - $270

BD Director

$150 - $240

Head of BD

$125 - $190

BD Manager

$75 - $140

BD Exec

$45 - $70

AD OPS​

Ad Operations Manager

$90 - $140

Ad Operations Exec

$65 - $80

CLIENT
SERVICES

Client Service / Account Management Director

$120 - $150

Head of Client Services / Account Management

$120 - $150

Account Manager

$70 - $90

Account Executive

$60 - $80

AGENCY

Media Supervisor

$80 - $90

Senior Planner / Buyer

$65 - $90

Planner / Buyer

$50-$60

Business Development Manager

$100-$125

​DATA &
TECHNOLOGY

Product Director

$240-$300

Head of Data Science

$240 - $295

Head of Engineering

$180 - $260

Technology / Platform Director

$180 - $260

Snr Data Scientist

$110 - $175

Snr Data Analyst

$110 - $175

Snr Product Manager

$110 - $175

Snr Data Engineer

$110 - $175

Product Manager

$80 - $140

Data Scientist

$80 - $140

Data Analyst

$75 - $135

Data Engineer

$55 - $80

ANALYTICS

Director of Analytics

$140 - $185

Senior Analyst

$80 - $110

Analyst

$50 - $80