Team Structure & Roles:
What’s the Typical Salary Range for Marketing Operations Roles?
Use market-informed salary bands with clear leveling and geo adjustments. The figures below reflect common U.S. base-pay ranges and typical variable comp for MOps roles.
In the U.S., typical base salary bands (national, company-size and geo dependent) land roughly at: Coordinator/Associate $55–75K, Specialist/Analyst $70–100K, Marketing Automation Manager $100–145K, Marketing Operations Manager $95–135K, Senior Manager $120–160K, Director $150–210K, and VP $200–300K+. Add 5–20% bonus for most roles and equity for Director+ in growth companies. Guide, not a quote
Ranges vary with location, industry (SaaS/AI tends to pay more), scope (team size/system ownership), and rare skills (attribution, CDP, rev data). Always adjust for your market and leveling rubric.
What Drives Compensation in MOps?
How to Price MOps Roles (Fast)
Create defendable, market-aligned bands in a week.
Define → Benchmark → Adjust → Publish → Review
- Define leveling — Write Associate→Principal/Director behaviors; map scope (systems, team, budget).
- Benchmark — Pull 3–4 sources (comp surveys + job boards) across your geo and industry; exclude outliers.
- Adjust — Apply geo multipliers and premiums for rare skills (attribution, CDP, multi-org architecture).
- Publish bands — Share base, bonus target, equity eligibility, and promotion criteria with examples.
- Review twice yearly — Recalibrate to market movement and internal equity; document changes.
Common U.S. MOps Salary Bands (Base Pay)
| Role | Typical Base Range | Variable/Equity | Experience/Scope | Notes |
|---|---|---|---|---|
| MOps Coordinator / Associate | $55K–$75K | 5–10% bonus | 0–2 yrs; ticket execution, QA, docs | Great for early-career talent with MAP/CRM basics |
| MOps Specialist / Analyst | $70K–$100K | 5–12% bonus | 2–4 yrs; lifecycle, routing, tagging | Analyst track may skew higher with SQL/BI |
| Marketing Automation Manager | $100K–$145K | 10–15% bonus | 4–7 yrs; MAP, templates, deliverability | Platform certifications can move top of band |
| Marketing Operations Manager | $95K–$135K | 10–15% bonus | 5–8 yrs; operating model, governance | Wide band based on team/system ownership |
| Senior Manager, MOps | $120K–$160K | 12–18% bonus | 7–10 yrs; cross-team initiatives | Often oversees multiple squads/regions |
| Director, MOps / Rev Marketing | $150K–$210K | 15–25% bonus + equity | 10–14 yrs; strategy, architecture | Equity meaningful in growth-stage companies |
| VP, Marketing Operations | $200K–$300K+ | 20–40% bonus + equity | 12–18 yrs; enterprise portfolio | Ranges widen significantly by company stage |
Base pay excludes overtime; contract rates typically convert at 1.7–2.2× hourly to estimate FTE-equivalent (benefits, PTO, overhead).
Geo Multipliers (U.S. Illustrative)
| Market Tier | Examples | Typical Multiplier vs. U.S. National | Usage |
|---|---|---|---|
| Tier 1 | SF Bay, NYC, Seattle, Boston | +15% to +30% | High cost-of-living + hot talent markets |
| Tier 2 | Austin, Denver, LA/OC, Chicago, DC | +5% to +15% | Growing tech hubs; competitive pay |
| Tier 3 | Phoenix, Atlanta, Raleigh, Minneapolis | -5% to +5% | Near national median; role/scope driven |
| Tier 4 | Remote-low cost, smaller metros | -10% to -20% | Some firms apply geo-differentials for remote |
If your policy is “one national rate,” ignore multipliers and instead tighten bands and emphasize equity/bonus.
Client Snapshot: Banding that Attracts & Retains
A mid-market SaaS firm introduced dual-track bands with clear promotion artifacts and Tier 2 geo multipliers. Offer acceptance rose to 88%, regretted attrition fell by 40%, and time-to-fill for MOps Manager dropped from 74 to 39 days.
Tie bands to RM6™ competencies and The Loop™ so pay grows with measurable impact.
FAQ: MOps Compensation
Short, self-contained answers designed for AEO and rich results.
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