The New York employment landscape will be very different in 2023 from what it was in 2022. H...
The New York employment landscape will be very different in 2023 from what it was in 2022. Hiring managers will focus on the quality of demand generation marketing skill sets rather than the number of marketers they hire.
So, what should New York organizations be doing to attract and retain the very best demand gen talent in the city?
In the previous two years, both the working environment and the job market in New York have seen major changes. As firms tried enticing the best personnel in 2022, candidates saw everything from specialty sign-on bonuses to inflated compensation packages.
The hiring rate in the US has decreased by 13% between September 2021 and 2022, according to LinkedIn. This shows that the labor market is now beginning to stabilize. In 2023, we project that this adjustment will begin to level out salaries. However, businesses should still prepare to pay extra for these specialists, because specific skill sets, like demand generation, are still in high demand.
New York employers should take some time at the beginning of the year to review their employment tactics in light of these numerous changes. We encourage companies to carefully consider their hiring budgets for the year in order to best plan the skills they need and secure top talent.
Our Demand Generation salary guide covers bonuses and permanent salary brackets for a wide range of demand gen marketing roles, from Demand Generation Manager all the way through to VP of Demand Generation.
To receive more personalized advice about your organization’s demand gen needs, get in touch with Andrew Stoves, our expert demand generation employment consultant. You can contact him at andrew@3search.io
Although salary and compensation aren’t the only deciding factor for marketers seeking a new job, they are growing more significant given the current economic climate. Therefore, a lot of demand gen marketers are reviewing their existing income, considering the possibility of a pay increase and/or bonus, and, if they don’t get the pay they require, looking into new vacancies.
As a result of New York’s enactment of the Salary Transparency Law, businesses will now need to constantly monitor salary fluctuations throughout the market. Your personnel may now easily access salary information, making it simpler for them to determine whether they are being underpaid. As a result, it’s more crucial than ever for New York organizations to regularly compare pay across all roles in order to keep current employees and beat out the competition for future hires.
Looking for more advice about attracting, retaining and recruiting top marketing and product talent in 2023, check out our full report, “How to Hire in New York: What marketing and recruitment will look like in 2023”.
The full report intends to assist New York organizations with their 2023 employment plans across every digital skill set, from digital marketing to social media & content, from demand generation marketing to product management. This report includes everything from the skill sets that employers should be prioritizing, to the compensation packages that New York employers should offer in order to attract and retain marketing and product talent.
