2019 Sales And Marketing Salary Guide
Expected salary ranges in 2019 for Sales and Marketing professionals in Shanghai.
Contents:
Consumer Sales | Consumer Marketing | Digital / E-Commerce
Commentary on Sales & Marketing Roles and Remuneration in Shanghai for 2019
Basic Salary Per Month (¥)
Sales & Marketing |
||
| Consumer Sales | ||
| Sales Management | ||
| ROLE | Low | High |
| Executive | 8,000 | 12,000 |
| Supervisor / Assistant Manager | 12,000 | 20,000 |
| Manager | 20,000 | 30,000 |
| Senior Manager / Associate Director | 30,000 | 70,000 |
| Director | 70,000 | 120,000 |
| Key Account | ||
| ROLE | Low | High |
| Executive | 6,000 | 10,000 |
| Supervisor / Assistant Manager | 10,000 | 15,000 |
| Manager | 15,000 | 30,000 |
| Senior Manager / Associate Director | 30,000 | 50,000 |
| Director | 50,000 | 75,000 |
| Sales Operation / RTM | ||
| ROLE | Low | High |
| Executive | 6,000 | 10,000 |
| Supervisor / Assistant Manager | 10,000 | 18,000 |
| Manager | 18,000 | 30,000 |
| Senior Manager / Associate Director | 30,000 | 50,000 |
| Director | 50,000 | 70,000 |
| Consumer Marketing | ||
| Marketing | ||
| ROLE | Low | High |
| Executive | 10,000 | 15,000 |
| Supervisor / Assistant Manager | 15,000 | 25,000 |
| Manager | 25,000 | 40,000 |
| Senior Manager / Associate Director | 40,000 | 80,000 |
| Director / VP | 80,000 | 200,000 |
| Trade Marketing | ||
| ROLE | Low | High |
| Executive | 8,000 | 12,000 |
| Supervisor / Assistant Manager | 12,000 | 20,000 |
| Manager | 20,000 | 35,000 |
| Senior Manager / Associate Director | 35,000 | 60,000 |
| Director / VP | 60,000 | 150,000 |
| PR & Event | ||
| ROLE | Low | High |
| Executive | 7,000 | 10,000 |
| Supervisor / Assistant Manager | 10,000 | 18,000 |
| Manager | 18,000 | 30,000 |
| Senior Manager / Associate Director | 30,000 | 50,000 |
| Director / VP | 50,000 | 85,000 |
| Research / Insight | ||
| ROLE | Low | High |
| Executive | 8,000 | 12,000 |
| Supervisor / Assistant Manager | 12,000 | 15,000 |
| Manager | 15,000 | 35,000 |
| Senior Manager / Associate Director | 35,000 | 60,000 |
| Director / VP | 60,000 | 100,000 |
| Media | ||
| ROLE | Low | High |
| Executive | 8,000 | 12,000 |
| Supervisor / Assistant Manager | 12,000 | 15,000 |
| Manager | 15,000 | 35,000 |
| Senior Manager / Associate Director | 35,000 | 60,000 |
| Director / VP | 60,000 | 100,000 |
| Digital / E-Commerce | ||
| Digital Marketing | ||
| ROLE | Low | High |
| Executive | 10,000 | 15,000 |
| Supervisor / Assistant Manager | 15,000 | 25,000 |
| Manager | 25,000 | 40,000 |
| Senior Manager / Associate Director | 25,000 | 40,000 |
| Director / VP | 80,000 | 200,000 |
| New Retail | ||
| ROLE | Low | High |
| Manager | 25,000 | 45,000 |
| Senior Manager / Associate Director | 45,000 | 80,000 |
| Director / VP | 80,000 | 100,000 |
| E-Commerce | ||
| ROLE | Low | High |
| Executive | 10,000 | 15,000 |
| Supervisor / Assistant Manager | 15,000 | 25,000 |
| Manager | 25,000 | 45,000 |
| Senior Manager / Associate Director | 45,000 | 80,000 |
| Director / VP | 80,000 | 200,000 |
| CRM | ||
| ROLE | Low | High |
| Executive | 8,000 | 12,000 |
| Supervisor / Assistant Manager | 12,000 | 15,000 |
| Manager | 15,000 | 35,000 |
| Senior Manager / Associate Director | 35,000 | 60,000 |
| Director / VP | 60,000 | 100,000 |
Commentary on Sales and Marketing Roles and Remuneration in Shanghai for 2019
2018 Trends in Sales and Marketing Recruitment in Greater China
In 2018, recruitment in China’s sales and marketing sector remained strong with marginal change compared with 2017. On the commercial sales and marketing side, headcount remained flat, with most open positions on the market replacement hires. For the digital and e-commerce sectors, around fifty per cent of open roles were for newly created positions, reflecting the pace of technological change which continues to evolve the scope and skills required of marketing and sales positions.
A standout trend over the past 12 months saw marketing roles more generalist in nature broken down into more specialised positions, each dedicated to a particular discipline, channel or task. This hyper-specialisation brings expert knowledge to a company, helping them more effectively achieve their marketing goals.
While there is no shortage of candidates for sales roles, the transformation of industry from offline to online is continually opening new opportunities for candidates, making talented sales professionals hard to pin down. Similarly, for digital marketing and e-commerce roles, talent is in short supply and in 2018 hiring managers struggled to find those with the complete set of desired skills.
In-demand Roles, Skills and Qualifications for Sales and Marketing Professionals
In 2018, we saw companies implementing well-rounded e-commerce teams set up for affordability, efficiency and productivity. While E-commerce operations talent remained in high demand, we generally saw the responsibilities of these positions move from a focus on brand awareness towards increasing conversions, performance and sales. E-commerce marketing remained hot as companies sought to optimise the ROI from their marketing spend and increase advertising performance. In the second half of the year, we saw increased requests for omnichannel or O2O (online-to-offline) managers and new retail managers. Generally, companies and hiring managers were inexperienced in where to find this new talent and requested support in identifying the skills required and defining the job scope and structure of these new positions. In 2018 candidates’ salary expectations remained high, with talent seeking salary increments of 50 per cent at the top end and around 30 per cent on average. The highest salary jumps went to digital and e-commerce sales and marketing professionals. This year saw many new roles appear on the market that didn’t exist a year ago, and hiring managers are still figuring out what makes a candidate the right fit. While this led to extended hiring lead times as hiring managers sought out a larger pool of candidates, with no salary benchmarks for these new positions, organisations offered attractive remuneration to entice exceptional talent.
Workplace Trends Impacting Sales and Marketing Professionals in Mainland China
This year saw many consumer goods companies building their own in-house creative agencies over sourcing creative work externally. This strategy is not only a way to cut costs but to increase ownership and accountability of creative work and reap the benefits of having a creative team with a deeper understanding of the business. In 2018 we saw many companies complement their internal teams with freelance or contingent talent both as a cost-saving strategy and a way to bring in the right skills for a project. MNCs, in particular, are leveraging contingent resources to circumvent globally-allocated headcounts. MarTech and AdTech are two evolving trends helping advertisers to better create, run, measure and manage their marketing and ad strategies. As a result, we are seeing high levels of demand for tech-savvy marketing and advertising talents who can deliver measurable ROI for a business. Three to five years ago the dream for many sales and marketing professionals was to land a role at a startup. In 2018, we saw this trend taper off due to early-stage companies in the market failing to meet growth projections and investors becoming more conservative with their investments. Candidates are viewing startups as more of a risk, instead showing an increased preference for MNCs or established local Internet businesses.
What Does the Future Hold for Sales and Marketing Professionals? Predictions for 2019 and Beyond
Demand for e-commerce and tech-based marketing talent is expected to continue its upward trajectory throughout 2019. Other commercial-side roles are expected to arrive on the market due to higher turnover rates when compared to other functions, resulting from fast-paced commercial change offering talent more options outside of their current employer. Advice for organisations and hiring managers in 2019 is to carefully identify the needs of the business at its current stage, which will significantly help them to identify the right candidates. With an abundance of opportunity on the market, candidates are advised not to judge a position solely by its title and package but to consider the job scope and responsibilities. Similarly, talent should keep one eye on the future and assess how a job move plays into their long-term career aspirations.