Whether or not you’re a startup, small business, or company, the chief marketing officer (CMO) performs a key function in your organization. If you happen to’re looking to hire for this position, knowing the chief marketing officer job description inside and out will offer you a clear image of what you’ll must determine in your next CMO.
As we speak, we’ll be covering the chief marketing officer’s job intimately, together with the necessities and qualifications for the function, as well as the challenges of attracting and retaining top CMO talents.
Chief Marketing Officer Job Description: Summary
Most know that the chief marketing officer is a C-suite position but many are unclear on the position’s job description. What’s the function of a chief marketing officer and what are the first responsibilities of the function?
Oversee marketing and advertising initiatives for an organization
The very term chief marketing officer suggests that the role is equal parts leadership (chief), marketing (marketing), and direction (officer). While the CMO is liable for spearheading all your marketing and advertising efforts, they’re also tasked with leading in such a way that keeps all marketing-associated staff working towards your group’s brief-term and lengthy-time period goals.
Report directly to the chief executive officer
As the chief executive officer (CEO) is the highest-ranking position at most organizations, the chief marketing officer is liable for reporting directly to the CEO. With the CEO making remaining selections on the direction of the organization, the CMO is finally answerable for shopping for into the CEO’s vision and implementing strategies that will help the corporate achieve its long-term goals.
This makes the CEO-CMO relationship a highly vital one, as these roles working in tandem can drive much of the change, development, and culture at an organization.
Use market research, pricing, advertising, public relations
The CMO should be comfortable in a number of areas, from market research to pricing to advertising and others—leveraging each of them to influence your company’s success, development, and revenue.
Chief Marketing Officer Job Description: Skills
The CMO needs to possess a novel and versatile skill set to perform the job properly:
Analytical and artistic thinking
Marketing is each science and art. The CMO should understand human psychology, be able to analyze and apply data, and determine problems and their solutions. On the same time, they should also possess the creativity to conjure up new ideas, develop better strategies, and build on what has already been done.
Deep understanding of the model, product, and business
There’s a reason why CMOs need a wealth of expertise and years of experience to take on the responsibilities of the position.
CMOs ought to possess a deep understanding of not only your group’s brand, its products and services, but also your area of interest and industry as a whole. Without this knowledge base, you may’t expect your CMO to lead a team with confidence.
Awareness of authorized, finance, marketing production, and information technology disciplines
While your CMO’s day-to-day responsibilities might not always involve disciplines comparable to law, finance, and information technology, they will need to at the least exhibit cross-functionality—which is perhaps the CMO’s most vital skill.
Knowledge of marketing rules
After all, your CMO will should be highly knowledgeable about marketing ideas and practices. This is developed by way of not only a marketing or business educational background but additionally fingers-on experience in previous marketing roles.
Chief Marketing Officer Job Description: Training and Expertise
When hiring for the chief marketing officer position, there are just a few different qualifications it is best to consider listing in your job description:
Most chief marketing officers are required to haven’t only a bachelor’s degree in marketing or advertising, but in addition an MBA or a master’s degree with a specialization in marketing.
There are particular circumstances in which you might make an exception to those educational necessities—equivalent to if you are looking to promote an employee from within. Typically, this type of worker has significant company expertise to make up for the lack of education. This is normally someone who you may have already begun priming for the function and see as a key part of your group’s lengthy-term future.
As for expertise, there are two factors to consider—marketing experience and leadership experience. You have to be looking at candidates who’ve roughly 10 years of experience (or more) in marketing or business development, and those same candidates must also have not less than three-5 years of experience in a senior leadership function—whether it’s in C-suite positions or different higher management roles.
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