Are jobs title really important? Our view for marketing jobs

Believe it or not, this is really a big topic. Too often when speaking with candidates we hear that a candidate or client is putting a lot of emphasis on a job title. 

We get it, when you are a marketing assistant you just want to be a marketing executive, and when you’re director you want to reach CMO. Or at least some do. Call it bragging rights or recognising your achievement we understand it’s attractive, or you can describe your motivations as accurately as they are as there are lots of reasons for wanting to see progression in your job title. Particularly in big cities like London where there is lots of competition we do see strong desires for increases in job titles within marketing talent looking for marketing jobs in London. 

So in this blog, we thought we would look at whether a job title is really important in marketing jobs and for essentially for you succeeding well in a career, in a business, and when you are looking at moving jobs. 

As marketing recruiters and a business that fills marketing jobs for the market we spend a lot of time working with both candidates and clients that often have preconceived notions: clients too will judge, to a degree your job title. 

Below we have set out some of the standard reasons why job title is important, but more importantly, we’ve shared some other factors that we think are more important for you to consider if you’re looking at a job, or hiring. 


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Job titles in marketing jobs - do they matter?

So marketing job titles - are they important? 

First and foremost yes, job titles are important in the professional world. But to a degree: they serve several purposes and can have a significant impact on individuals and organisations. Here we’ve set out some basics for you, and below we’ve set out our views:

  • Clarity and Communication: Job titles provide a clear and concise way to communicate a person's role and responsibilities within a company or industry. They help others understand what the individual does and where they fit into the organisational structure.


  • Professional Identity: Job titles can contribute to an individual's sense of identity and professional worth. A meaningful and accurate title can boost morale and motivate employees, while an unclear or misleading title may lead to confusion and dissatisfaction.


  • Hierarchy and Career Progression: Job titles often reflect the hierarchical structure within a business. They provide a clear indication of the person's level of responsibility and authority within the company. Advancement in job titles can also signify career progression and recognition of achievements.


  • External Perception: Job titles can influence how others perceive an individual's expertise and status in the industry. This perception can affect networking opportunities, career advancement, and potential job offers. Clearly this is good for candidates, but perhaps not as immediately beneficial for a business. Businesses too benefit from the external perception as their staff represent the business at events etc.


Recruitment and Talent Attraction: Like it or not the job title is one of the first things potential candidates see when considering a job opportunity. A well-crafted and appealing job title can attract suitable candidates and generate more interest in the position.


  • Industry Standards: In some industries, specific job titles are recognised and standardised, making it easier for professionals to compare roles and responsibilities across companies and sectors.


  • Salary and Compensation: Job titles often play a role in determining an individual's salary and compensation package. Companies may have salary ranges associated with specific titles, which can impact an employee's earning potential.


As mentioned these are the standard thoughts on job titles. It's essential to remember that while job titles are important, they are not the sole factor that defines a person's worth or contribution to a business. The actual skills, experience, and accomplishments of an individual are ultimately what matter most. Job titles should ideally be reflective of an individual's actual responsibilities and should not be used to inflate or diminish the importance of a role within an organisation.


Marketing job titles and considerations about deliverables: 


So job titles in marketing careers are clearly important, at least to a degree. 


But we really want to encourage you though that in addition to job titles to think about your experience to date and what you are building in your career when you’re applying for roles. 


I.E. what are you going to get from your next move? What does the job add to your experience? 


We think this is the best way for you to build your career in the most efficient, and fulfilling way possible. 


At some point in the future when you are going for a new position and you’re reviewing your experience to explain at interview. An interviewer will likely ask: 


  • Why did you move between roles? 
  • What did these jobs / move add.. ( your experience)? 


You might be wondering why this is important, but businesses will quickly notice that if you have moved between two businesses and the roles have not changed. 


Maybe this will not bother you, and that is totally fine, but some recruiters and businesses will see some moves as side steps. 


Like it or not, most businesses, and therefore people like someone on the up. 


So we’re sharing this information so you can better understand, plan or at least position yourself better. 


Perhaps there are other reasons you have moved such as life style factors etc, but if one is looking for career progression and to show this publicly then it important to evidence this in roles and responsibilities. 


We see that when a candidate moves for a job title alone rather than the detail of the job role a move can read like a side step, even when they had not realised. 


If you’re going for an interview and evaluating a business and role, or you are communicating your experience we recommend that you focus instead on value added areas: 


  1. Marketing budget managed
  2. Audience marketed to 
  3. Market research & buyer personal understanding 
  4. Channels used
  5. Team managed
  6. How hands on you have been 
  7. How strategic you have been 
  8. The value you have added
  9. Strategic reviews led or participated in 
  10. Business change: tech implementation
  11. Business change: process innovation 
  12. Team dynamics and innovation 


There is so much to talk about and look into when you are evaluating a new opportunity or reviewing your experience. 


We hope that this helps you frame and position opportunities and your experience. In this series about marketing careers and marketing jobs we’ll go through some of these points in greater detail and we’ll bring some new areas in too. 


Do get in touch with me if you have any questions about the content in this blog. 

If you are a candidate looking for a new role you're welcome to register with us here or alternatively check out the marketing jobs we are currently marketing.