How much are B2B Marketers really earning in 2025?
We surveyed over 1,000 B2B marketers and crunched the numbers to shed light on what they’re really making in 2025. We’ve put together salary benchmarks based on geography, title, marketing functions and much, much more.
But it’s not just data – it’s a tool to help you negotiate better pay, get fair compensation for your team, and get a clear picture of the market.
What’s inside the report?
We went deep on compensation so you don’t have to guess.
This report is built on 1,079 real responses from full-time, in-house B2B marketers — not freelancers, not sales folks, and definitely not outdated Glassdoor averages.
We break down salaries by title, function, location, company size, and team structure — so whether you want to know what a Head of Product Marketing makes at a 200-person company or how Brand stacks up against Demand Gen, it’s all in here.
And it’s not just raw data. You’ll also see:
- How titles impact pay (hint: Manager → Sr. Manager is a big jump)
- Which roles and regions earn the most
- What benefits and bonuses are actually common
- Where marketers feel stuck — and who’s most at risk of leaving
Plus: A full salary negotiation guide, made just for B2B marketers.
We teamed up with exec coach Jacob Warwick to include scripts, strategies, and a value-mapping exercise to help you ask for, and land, much more. Whether you’re going for a raise, a new role, or building your team, this report has the data and the playbook.
FAQs
Full-time, in-house B2B marketers. Whether you're an IC, a team lead, or a VP, this report helps you benchmark your salary, negotiate smarter, and make better hiring decisions.
We surveyed 1,300+ members of the Exit Five community and narrowed it down to 1,079 verified full-time marketers after cleaning out incomplete responses, freelancers, and non-marketing roles.
Everything from Associates to CMOs, across functions like Product Marketing, Demand Gen, Brand, Content, Ops, Events, and more. The data was collected in early 2025 — this reflects what’s happening in the market right now.
Yep. We included cash bonuses, equity/stock options, remote flexibility, retirement plans, and other perks that make up total comp.
Their comp structure is totally different — we kept this focused on full-time roles so the data stays useful and accurate.
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