The “Middle Market” in Marketing Is Feeling the Squeeze

Here’s What That Means for Hiring in Australia...

If you’ve been hiring marketers lately, you’ve probably felt it.

The junior end is crowded.
The senior end is cautious.
And the middle? That’s where most of the action is.

Across Australia and New Zealand, we’re seeing clear pressure points in the marketing recruitment market. Especially in what many would call the mid-level salary bracket — roughly $125k–$165k.

Let’s unpack what’s really happening.

Junior Marketing Roles: Plenty of Talent, Limited Visibility

At the entry level, there’s no shortage of capable, motivated marketers.

Graduates and early-career professionals are doing the work. They’ve studied hard. They’ve interned. They’re ready to contribute. Yet many are getting lost in a sea of applications.

We regularly see hundreds of applicants for one junior marketing role.

That creates two issues:

Great people struggle to get noticed.
Hiring managers become overwhelmed and default to “safe” shortlists.

The result? Junior talent often feels stuck. And businesses miss the chance to shape future capability from the ground up.

Senior Marketing Talent: Experience That Comes at a Cost

At the other end of the spectrum sit senior marketers — Heads of Marketing, Marketing Directors, CMOs.

These are professionals who’ve spent years building commercial acumen, leadership capability and strategic depth.

But increasingly, we’re hearing:

“You’re too expensive. We can’t stretch to that.”

Budgets are tighter. Boards are cautious. Salary scrutiny is high.

In response, some senior marketers have adjusted expectations just to stay in play.

Here’s the tension: organisations still want senior outcomes — growth, brand transformation, digital acceleration, revenue impact — but hesitate at senior salary levels.

You can see where that gets tricky.

The Middle Market: Why the $125k–$165k Bracket Is in Demand

Right now, the most buoyant part of the marketing job market sits in the $125k–$165k salary band.

This typically covers:

Marketing Managers
Senior Marketing Managers
Digital Marketing Leads
CRM / CX Leads
eCommerce Managers
Product Marketing Managers

Marketers in this bracket often have:

6–12 years’ experience
Strong execution capability
Exposure to strategy
Commercial understanding
Enough leadership experience to run a small team

They’re credible. They’re capable. And they’re often seen as a balance between cost and impact.

Over the past few months, we’ve noticed:

Candidates in this range frequently have multiple interviews underway
They can be more selective about culture and scope
Time-to-hire can stretch if decisions aren’t clear

In short, this is the competitive end of the marketing recruitment market right now.

Are We Under-Investing in Junior Development?

When the middle feels tight, it’s worth asking why.

If businesses consistently hire at mid-level rather than develop junior talent, the pipeline narrows over time.

You can’t expect a deep mid-level pool if no one has invested in growing early-career marketers into that space.

Bringing in strong junior marketers isn’t just about cost saving. It’s about long-term capability building.

But it only works if:

There’s proper mentoring
Clear progression pathways exist
Expectations match experience

Without that support, juniors stall. And the gap remains.

Are We Undervaluing Senior Capability?

On the flip side, some organisations hesitate at senior salaries — yet still expect senior outcomes.

Strategy, stakeholder management, board-level influence, budget ownership and transformation leadership don’t come from thin air. They’re built over time.

If a full-time senior hire feels out of reach, there are other models worth considering:

Part-time senior marketers (pro-rata salary)
Fractional CMOs
Project-based strategic support

This approach can deliver the experience and direction you need, without committing to a full executive salary.

Sometimes it’s not about reducing the level — it’s about adjusting the structure.

What This Means for Hiring Managers

If you’re hiring in 2026, it’s worth pausing before defaulting to “mid-level, safe option.”

Ask yourself:

Could we invest in junior talent and build capability properly?
Do we actually need senior thinking, even if not five days a week?
Are we clear on the outcomes we expect — and does the budget reflect that?

Clarity upfront saves time, money and frustration later.

What This Means for Marketing Candidates

If you’re a junior marketer: visibility is your challenge. Clear positioning, tailored applications and a strong narrative matter more than ever.

If you’re mid-level: you’re in a competitive but active space. Be selective. Know your value. Move with purpose.

If you’re senior: your experience is deeply valuable. The question isn’t whether you’re worth it — it’s how your capability is structured and presented in today’s market.

And one thing we see consistently?

Senior marketers who genuinely drive outcomes are worth their weight in gold.

The Bigger Picture: A Balanced Marketing Talent Strategy

The current marketing job market in Australia isn’t broken. It’s just uneven.

The squeeze in the middle is a signal.

A signal to:

Invest earlier.
Structure smarter.
Align salary with expectation.

When businesses get that balance right, hiring feels less reactive and more deliberate.

And that’s where strong marketing teams are built — not just for now, but for the long term.

Contact Lucy

Are you looking for your next chapter? Then let’s chat.

✉️ lucy@newchaptertalent.com.au

📞 +61 416 153 144

𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭
𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕
𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫

Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

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How to Talk About Failure in an Interview (And Why It Could Be the Answer That Gets You Hired)

By Lucy Bolan • June 23, 2026

The Short Answer Most senior candidates can confidently talk about their successes. Growing revenue. Building brands. Leading teams. Delivering commercial results. But one of the questions that consistently catches people off guard is this: "Can you tell me about a time you failed?" The truth is, hiring managers aren't looking for perfection. They're looking for resilience, accountability and the ability to learn when things don't go to plan. Why Talking About Failure Matters in Executive Interviews Recently, I was supporting a Chief Marketing Officer through a series of final-stage interviews. They had all the credentials. Commercial growth. High-performing teams. Complex stakeholder management. Transformational leadership experience. Yet after making it down to the final two candidates several times, they kept missing out. The challenge wasn't talking about success. It was talking about failure. For many senior professionals, that's completely understandable. Years are spent building a track record of achievement, so it can feel counterintuitive to highlight setbacks. But experienced hiring managers know that careers are rarely linear. The campaigns that didn't land. The strategy that missed the mark. The hire that wasn't the right fit. The project that faced unexpected obstacles. These moments often reveal far more about a leader than a list of accomplishments ever could. What Hiring Managers Really Want to Know When interviewers ask about failure, they are usually assessing four key qualities: 1. Self-Awareness Can you objectively recognise when something didn't work? Strong leaders understand their role in both successes and setbacks. 2. Accountability Do you take ownership, or do you place blame elsewhere? The best candidates accept responsibility while demonstrating professionalism. 3. Problem Solving How did you respond once you realised there was an issue? Hiring managers want evidence of decisive action and commercial thinking. 4. Resilience Can you recover, adapt and move forward? The ability to navigate challenges is a critical leadership skill. How to Structure Your Answer A simple framework can help you deliver a clear and memorable response. Situation Briefly explain the context. Challenge What went wrong, and why was it significant? Action What did you do to address the problem? Learning What did you take away from the experience, and how has it influenced your leadership since? The focus should never be on the failure itself. It's about demonstrating growth. Examples of Professional Setbacks You Could Discuss Not every failure needs to be dramatic. Some of the strongest interview answers come from everyday leadership challenges, such as: A marketing campaign that underperformed. A strategic initiative that didn't achieve expected outcomes. A difficult stakeholder relationship. Hiring someone who ultimately wasn't the right fit. Managing organisational change that faced resistance. Missing a commercial target and adapting the approach. Authenticity matters more than trying to find the "perfect" example. Prepare Before Your Next Interview If you have an interview coming up, spend a few minutes reflecting on your career. Take out a pen and paper and write down three examples of setbacks or failures that have shaped your professional development. For each one, ask yourself: How did I recognise the issue? What action did I take? What did I learn? How did I improve because of it? These are the stories that often create the strongest connection with hiring managers. Failure Doesn't Define Your Career A successful career isn't built by avoiding failure. It's built by learning from it. The most effective leaders are rarely those who have never experienced setbacks. They are the ones who can reflect, adapt and lead with greater insight because of them. When an interviewer asks about failure, they aren't trying to catch you out. They're trying to understand how you'll perform when it matters most. And often, that's exactly what sets exceptional candidates apart. Frequently Asked Questions What is the best way to answer an interview question about failure? Use a structured approach that explains the situation, your actions, what you learned and how you applied those lessons moving forward. Should I admit to a real failure in an interview? Yes. Authenticity is important. Choose an example that demonstrates accountability, resilience and professional growth. What do hiring managers look for when discussing failure? Most employers want to see self-awareness, problem-solving ability, resilience and the capacity to learn from setbacks. Can talking about failure help you get hired? Absolutely. A thoughtful answer can showcase leadership qualities that achievements alone may not reveal.

Stack of resumes on a purple background, with the top page titled “Resume” and “Career Summary.”

Stop Judging Marketing CVs by Pre-2020 Standards

By Lucy Bolan • June 14, 2026

The last few years have reshaped the careers of many senior marketers. Fractional roles, consulting projects and fixed-term contracts have become a normal part of the market, not a red flag. Some of the strongest talent I meet today has built an incredibly broad skill set by helping businesses through change, growth and uncertainty.

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Why I Still Believe Networking Is One of the Best Career Investments a Marketer Can Make

By Lucy Bolan • June 8, 2026

There are plenty of things you can control in your career, and plenty you can't. You can't control restructures. You can't control budget cuts. You can't control when a business decides to change direction. What you can control is your network. After more than 20 years working in marketing and sales recruitment, I've lost count of the number of conversations that have started with, "I wasn't actively looking, but someone I met a few months ago suggested I give you a call." The best opportunities rarely arrive completely out of the blue. More often, they're built through relationships that have been quietly growing over time. That's why I'm always encouraging marketers to get out from behind the screen and into the room. Not because networking is about collecting business cards or awkward small talk. It's because the best careers are often shaped by conversations you weren't expecting to have. The strongest marketing careers are built in communities, not isolation One thing I've noticed over the years is that the marketers who stay resilient through changing markets aren't necessarily the loudest or the most connected on LinkedIn. They're the people who stay curious. They keep learning. They ask questions. They make time to hear how other businesses are tackling similar challenges. They build genuine relationships with people across different industries and stages of their careers. As a recruiter, that matters. When I'm working with clients, I'm not just matching skills to a job description. I'm thinking about people who are engaged with the industry, invested in their own growth and genuinely interested in what's happening around them. At New Chapter Talent, we've built our business around that philosophy. Yes, we recruit marketing and sales professionals across Australia and New Zealand, but the work has never been just about filling roles. It's about understanding people, teams and cultures. It's about long-term careers and long-term partnerships. I've always believed the industry is stronger when we create spaces for people to learn from one another. The market is changing, and conversations matter more than ever The marketing landscape doesn't stand still. AI is changing workflows. Data expectations continue to grow. Leadership roles are evolving. Commercial acumen is becoming just as important as creative thinking. It can feel overwhelming if you're trying to navigate all of that on your own. One of the easiest ways to stay ahead is to spend time with people who are having these conversations every day. You don't need to attend every conference or every breakfast event. You don't need to know everyone in the room. You just need to show up. Ask a question. Introduce yourself to someone you've been following online. Catch up with an old colleague. You never know where those conversations might lead. A few events I'd have in my diary this month If you're looking to build your network or sharpen your thinking, some fantastic events are happening around the country this month. Melbourne IAB Australia Affiliate & Partnership Marketing Summit Thu 11 June | 4pm–6pm | PwC Melbourne, Southbank Industry insights, partnership trends and plenty of opportunities to connect with peers. IAB Australia AdTech & Ops Summit Wed 17 June | 12:30pm–6pm | PwC Melbourne, Southbank A great event for marketers working across digital, product, commercial and technical functions. New Chapter Marketing Collective Club Lunch Thursday - 18th June - 12-2pm I'm looking forward to sitting down with Emma Graham for a live conversation about what it really takes to stay clear, confident and adaptable in a shifting market. We'll be talking honestly about future-proofing your marketing career and what's changing across the industry. Victorian Women's Lunch 2026 Friday, 12th June 2026 12:00 pm to 2:30 pm AEST | ZINC at Federation Square An opportunity to hear from impressive leaders and join broader conversations about leadership and business. Salesforce Agentforce World Tour Melbourne Wednesday, 17 June, 2026 | MCEC Melbourne Ideal for marketers wanting to understand where technology, customer experience and AI are heading. Tasmania Tomorrow Conference 2026 15-16 June 2026 | Launceston One of Tasmania's standout marketing events, bringing together professionals from B2B, B2C and not-for-profit sectors who are pushing their industries forward. Sydney IAB Australia AdTech & Ops Summit Dates throughout June/July | Sydney The Sydney edition is also on the calendar, so it's worth keeping an eye on upcoming dates if you're based interstate. Online Digital Analytics for Marketers May 12, 8:00 am - June 16, 5:00 pm If you've been wanting to strengthen your understanding of metrics, attribution and analytics, this is a practical way to build those skills. You don't have to be job hunting to build your network One of the biggest misconceptions I come across is that people only need a recruiter when they're looking for a new role. I don't see it that way. Some of the best relationships I've built with candidates have started years before they made a move. We stay in touch, talk about what's happening in the market and sometimes simply exchange ideas. The same goes for clients. The strongest partnerships come from understanding a business over time, not from a rushed conversation when a vacancy lands on my desk. A career is a long game. The people you meet today might become future colleagues, mentors, clients, hiring managers or trusted advisers. That's why I'd always encourage you to make room for these conversations, even when life gets busy. Final thoughts If you're a marketer looking to broaden your network this month, fill your boots. Go to the event. Reach out to someone you've been meaning to catch up with. Start the conversation. You don't need to leave with a new job or a new client to make it worthwhile. Sometimes one good conversation is enough to change the direction of your career. And if you'd like to chat about the marketing and sales market, your team, or your own next chapter, I'd love to hear from you. That's always been my favourite part of this job.

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The “Middle Market” in Marketing Is Feeling the Squeeze

Here’s What That Means for Hiring in Australia...

Junior Marketing Roles: Plenty of Talent, Limited Visibility

Senior Marketing Talent: Experience That Comes at a Cost

The Middle Market: Why the $125k–$165k Bracket Is in Demand