And How Companies Can Win Them Over

Last week, I caught up with a marketer who had just landed an exciting senior role, and their enthusiasm was contagious! They couldn't stop raving about their new leader - and for good reason. Why is their leader so great? They never take credit for my work - recognition is given where it's due. They actively encourage me to engage with the C-Suite to develop my leadership skills. I receive regular, constructive feedback that helps me grow. Communication is open, clear, and consistent - no second-guessing expectations. The team culture is supportive, inspiring, and genuinely enjoyable. Sound like a dream? Well, it should be the standard! But here’s the harsh reality - great leadership isn’t always the norm. I also spoke to a marketer who is having the opposite experience, and the contrast is stark. Why is their leader so difficult to work under? They manage with fear, creating a “yes” culture where no one dares to push back. Team members feel that disagreement equals a risk of being fired. Ideas and opinions are dismissed, leaving employees feeling undervalued. The office tension is unbearable - it’s a daily battle just to get through the day. They’re actively looking for a way out because the environment is draining. Two very real, very different versions of leadership. And believe it or not, 1 in 3 leaders exhibit toxic behaviours that negatively impact their teams. If you find yourself working under a leader who makes your work life miserable, it’s time to take action. What Can You Do if You're Stuck with a Bad Leader? Not every situation allows for a quick exit, so here are some strategies to help you navigate the storm while protecting your career and wellbeing: Document Everything – Keep records of key conversations, emails, and decisions. This can be invaluable if you need to escalate issues or make a case for a move. Understand Their Triggers – While it shouldn’t be your responsibility to manage your boss’s emotions, understanding their pressure points can help you avoid unnecessary conflicts. Stay Professional – It’s easy to let frustration take over, but keeping your cool ensures that you maintain your credibility. Never let a bad leader drag you down to their level. Find Allies – Chances are, you’re not alone in this. Build relationships with trusted colleagues who can validate your experiences and provide support. Seek a Mentor – Having a mentor outside your organisation can provide clarity, guidance, and an objective perspective on how to navigate the situation. Leverage External Networks – Stay engaged with marketing communities, industry events, and professional groups. Expanding your network can open doors to better opportunities and a healthier work environment. The Good News? Great Leaders DO Exist! If you’re struggling under poor leadership, don’t lose hope. There are leaders out there who will champion your success, invest in your growth, and create workplaces where you can truly thrive. Whether you’re looking for your next role or simply seeking advice on navigating tough workplace dynamics, New Chapter Talent is here to help. Our network is filled with exceptional marketing leaders who know how to bring out the best in their teams—and we’d love to introduce you to them. If you’re ready for a change, let’s chat. Your next great leader is out there! Contact Lucy Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy... ✉️ 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 .

In the competitive marketing world, your personal brand is your ticket to standing out. Whether you're actively job hunting or just keeping an eye on the market, how you present yourself online (and offline) can make all the difference. Marketing recruiters aren’t just looking for skills on a CV - they’re looking for professionals who embody the essence of marketing itself: compelling, strategic, and engaging. So, how do you build a personal brand that makes recruiters take notice? 1. Define Your Unique Value Proposition (UVP) Just as brands differentiate themselves in the market, you need to define what makes you unique as a marketing professional. Ask yourself: What are my core strengths in marketing? What industries or sectors do I specialise in? What’s my marketing superpower - creative storytelling, data-driven strategy, brand building? Once you identify your UVP, weave it into everything - your LinkedIn headline, your portfolio, and how you introduce yourself in networking conversations. 2. Optimise Your LinkedIn Profile (It's Non-Negotiable!) Recruiters live on LinkedIn, so if your profile isn’t optimised, you’re invisible. Here’s how to make your profile work for you: Headline & Summary: Craft a compelling headline that showcases your expertise. Your summary should tell your career story, highlighting your skills, successes, and what you’re passionate about. Experience & Achievements: Go beyond job titles - include results. Did you grow engagement by 150%? Increase lead conversions? Help launch a new brand? Show impact. Skills & Endorsements: Prioritise marketing-specific skills like SEO, brand strategy, and digital advertising. Engagement: Share industry insights, comment on marketing trends, and engage with content to stay visible. 3. Showcase Your Work with a Portfolio If you’re a marketer, you should market yourself! A portfolio - whether it’s a personal website, a well-curated LinkedIn feature section, or a digital PDF - can be a game-changer. Include: Campaigns you’ve worked on (results included!) Thought leadership pieces or blogs you’ve written Creative assets, social media content, or brand strategies you’ve developed Even if you’ve been out of work for a while, you can create mock campaigns or case studies to demonstrate your expertise. 4. Position Yourself as a Thought Leader Marketing recruiters love candidates who actively engage with the industry. Share your insights, post your perspectives on marketing trends, and engage in discussions. Ideas to get started: Write LinkedIn posts on lessons learned from past marketing projects. Share your take on a new trend (e.g., AI in marketing or the latest social media algorithms). Comment thoughtfully on industry news and thought leaders’ posts. Even a few well-crafted posts a month can establish your credibility. 5. Build and Leverage Your Network Marketing is about relationships - and your career should be no different. Connect with recruiters, marketing leaders, and peers. Ways to network effectively: Engage with recruiters’ content and introduce yourself in a value-driven way. Attend marketing webinars, events, or LinkedIn Lives and connect with attendees. Join relevant marketing groups and actively participate. 6. Be Consistent and Authentic Your personal brand is a reflection of you - so keep it authentic. Choose a niche, develop your voice, and stay consistent. This doesn’t mean posting every day but rather maintaining a steady presence and being intentional with how you present yourself. 7. Stay Adaptable and Keep Learning Marketing evolves quickly, and staying ahead of trends can set you apart. Whether it’s brushing up on new tools like GA4, mastering the latest social media ad platform, or learning more about AI-driven marketing, showing that you're up to date makes you more attractive to recruiters. Final Thoughts If you’re looking for work (or even if you’re not just yet), investing in your personal brand now will pay off when the right opportunity comes along. Marketing recruiters are drawn to candidates who show their expertise, not just list it on a CV.  Remember, your personal brand is your professional identity, and by investing in it, you're not just attracting recruiters, but also shaping your career path with confidence. References Personal Branding Without Social Media | Get the Social Advantage . Contact Lucy Need help finding your next marketing role? We’re here to connect top talent with the right opportunities. At New Chapter Talent, we understand the marketing landscape and can guide you towards the roles that best fit your skills and aspirations - get in touch with us today! Feel free to contact Lucy... ✉️ 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 .

If you're a Marketing Manager (or aspiring to be one) but have no interest in managing a team, you're not alone. Many marketers thrive in senior roles without stepping into people management—and yet, some still undervalue themselves as a result. Just last week, I had a conversation with a highly experienced marketer who had been in the industry for 14 years. Their salary expectation? $90K Base + Super. While they had an impressive skill set and track record, they were pitching themselves well below market value simply because they didn’t want to manage a team. The Reality of Senior Marketing Roles Without People Management Over the past 20 years of recruiting marketing roles, I’ve met plenty of senior marketers who excel at project management, strategy, and execution—without leading a team. These professionals often sit in hybrid roles, contributing at a high level, and earning anywhere between $140K–$160K base. So, if you're in this position, how do you ensure you're being fairly compensated and progressing in your career? Here are some key takeaways: 1. Target the Right Companies Larger enterprise companies tend to offer non-people management roles at a higher salary range. While some SMEs will also pay well, they typically require team management as part of the job. If you want to focus on high-impact, individual contribution roles, bigger businesses are often the better bet. 2. Recognise That Leadership ≠ Team Management Not everyone wants to manage people—and that’s completely fine! It takes a specific skill set (and a lot of patience) to lead a team, and it’s not for everyone. You can still climb the ranks of seniority without taking on direct reports, especially in industries like FMCG, Banking, and Financial Services. 3. Don’t Undersell Yourself It’s true that Head of Marketing, General Manager, and CMO roles often come with higher salaries due to leadership responsibilities. However, your expertise and experience have value beyond managing people. If you’re excelling in strategic execution, project leadership, and cross-functional collaboration, you should be positioning yourself at the right salary level. Final Thoughts If you're a senior marketer who thrives on delivering results without team management, you can still command a strong salary and have a fulfilling career. The key is to understand your worth, target the right roles, and ensure you’re positioning yourself strategically in the market. Contact Lucy Of course, if you need help navigating your career and would like further advice, get in touch with Lucy Bolan .  ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

The digital marketing landscape is evolving rapidly, and with it, the demand for specialised skills is on the rise. As businesses continue to invest heavily in data-driven and performance-focused marketing strategies, certain roles stand out as the most lucrative in 2025.  If you're looking to maximise your earning potential in the Australian market, here are the digital marketing positions commanding the highest salaries this year. 1. Performance Marketers Performance marketing is all about driving measurable results, and companies are willing to pay top dollar for specialists who can deliver. Roles in pay-per-click (PPC), affiliate marketing, and conversion rate optimisation (CRO) are particularly lucrative. As competition for digital advertising space intensifies, businesses are prioritising experts who can refine campaigns, lower acquisition costs, and boost ROI. Why It Pays Well: High accountability for revenue generation Mastery of ad platforms like Google Ads, Meta, and TikTok Ads Strong analytical skills to optimise campaigns and budget allocation 2. Marketing Data Scientists Data science is no longer just for finance and tech—marketing teams now rely on predictive analytics, machine learning, and AI-driven insights to craft hyper-personalised campaigns. Professionals who can translate complex data into actionable marketing strategies are becoming indispensable. Why It Pays Well: Demand for AI and automation expertise in marketing Ability to extract insights from customer data for more effective targeting Hybrid role combining technical and commercial skills 3. Technical Marketing Specialists Marketers with a strong technical foundation—those who can navigate CRM systems, automation platforms, and MarTech stacks—are commanding premium salaries. As companies invest in seamless digital ecosystems, professionals with a blend of coding knowledge (e.g., HTML, JavaScript) and marketing automation experience (e.g., HubSpot, Salesforce) are in high demand. Why It Pays Well: Ability to bridge marketing and IT functions Expertise in integrating and optimising marketing technology Essential for implementing advanced personalisation strategies 4. Growth Marketers With startups and scale-ups looking for sustainable growth, marketers who specialise in full-funnel strategies—leveraging acquisition, retention, and monetisation—are increasingly valuable. Growth marketers who can experiment with channels, optimise user journeys, and drive customer lifetime value (LTV) are seeing salaries climb. Why It Pays Well: Direct impact on company revenue and customer retention Proficiency in A/B testing, analytics, and automation tools Strong mix of creativity and data-driven decision-making 5. SEO & Content Strategy Leaders SEO is far from dead—it’s evolving. Brands are prioritising search visibility as organic traffic remains a crucial acquisition channel. SEO professionals with expertise in technical SEO, AI-driven content strategy, and E-E-A-T (Experience, Expertise, Authoritativeness, Trustworthiness) principles are well-positioned for high salaries. Why It Pays Well: Increasing competition in search rankings means businesses need experts AI-powered content and search algorithms demand advanced knowledge Long-term impact on brand visibility and inbound leads Final Thoughts In 2025, the highest-paid digital marketing professionals in Australia will be those who blend technical expertise with commercial acumen. Whether it's performance marketing, data science, or MarTech specialisation, the ability to tell a compelling commercial story while leveraging cutting-edge tools will set you apart. If you have the confidence to translate data into strategy and drive tangible results, you’re on the path to a highly rewarding career. Are you looking to hire top marketing talent or find your next high-paying role? Get in touch with Lucy Bolan at New Chapter Talent today! Or check out our 2025 Salary Guide for up-to-date information on salary ranges with the the marketing industry. ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with Luce ~ Lucy on LinkedIn ~ she is a wealth of knowledge in all things recruitment! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .

What’s Happening in Early 2025?

Last night, the Australian Marketing Institute (AMI) hosted its first annual event for 2025, and what a night it was! Despite the wet weather, nothing could dampen the spirits of the marketing community as we gathered for a fantastic evening filled with networking, laughter, and even a few lawn bowl shenanigans. It was a joy to reconnect with familiar faces and meet new ones, reinforcing just how special and tight-knit the marketing industry truly is. In a time when the market has been facing its fair share of challenges, events like these serve as a powerful reminder of the importance of encouraging, supporting, and uplifting one another. Why Should You Join the Australian Marketing Institute? If you're a marketer looking to expand your network and stay ahead in the industry, now is the perfect time to become a part of AMI. Here’s why: Unmatched Networking Opportunities – Connect with marketers at all levels, from emerging talent to industry leaders. Access to Free Webinars – Stay up to date on the latest hot topics and trends in the marketing landscape. Discounted Training Courses – Take advantage of curated programs designed to enhance your skills. Marketers’ Competency Framework – Assess your marketing skills and identify areas for growth. Regular Networking Events – A great chance to dust off your mingle wings and build valuable relationships. A Guaranteed Great Time! – You’ll leave AMI events smiling from ear to ear—trust us on that one! Whether you’re looking to learn, grow, or simply enjoy an evening surrounded by like-minded professionals, AMI is the place to be. Thanks for having me Kate Coleridge , Bronwyn Heys , and Jo Rao . 😊 If you haven’t already, now is the time to get involved and experience the benefits firsthand. Want to learn more? Check out the link below and take your marketing career to the next level! Find out more here How New Chapter Talent Can Help You As a recruitment expert at New Chapter Talent, I understand the importance of connecting the right marketing professionals with the right opportunities. Whether you’re looking to take the next step in your career or seeking top-tier marketing talent for your team, New Chapter Talent is here to help. We specialise in placing exceptional marketing professionals across various industries, ensuring both job seekers and employers find their perfect match. If you’d like to discuss how we can support your marketing career or recruitment needs, feel free to reach out. Let’s work together to build a thriving marketing community! ✉️ 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 .

Ditch the Vanilla, Add Some Spice!

As we step into a new year, it’s a great time for reflection and forward planning—and for marketing managers, this includes succession planning. A wise manager once told me, “Always ask for your next promotion, as you’ll never just get given it.” These words have stuck with me and ring true time and again. But here’s the thing: for employees to ask about their next step, they need to know that a plan exists. Lately, I’ve had several conversations with marketers who are wondering about their future within their organisations. They’re asking questions like: Is there a plan to promote me? Is there a plan for a pay rise? What does my career progression look like? Are there learning and development opportunities for me? Shockingly, many marketers I’ve spoken to have shared that they don’t have a clear succession plan in place. This is a missed opportunity for organisations, especially as January is a pivotal time to focus on talent retention. Why Succession Planning is Crucial Retention is a critical component of a successful marketing team. In a competitive talent market like Australia’s, having a plan to develop and retain your top performers isn’t just a nice-to-have; it’s essential. Losing talent doesn’t just mean a vacancy—it often results in lost knowledge, disrupted team dynamics, and increased hiring costs. How to Get on the Front Foot If you’re a marketing manager, now is the time to take proactive steps to engage with your team. Here are the conversations you should be having: Learn What They’re Looking For: What are their aspirations? Are they eyeing a specific role or skillset? Knowing this helps you align their goals with business objectives. Discuss Career Goals: What role do they see themselves in next? Outline how you can support them in achieving that goal. Review Salary Expectations: Financial recognition is key. Have open discussions about their salary expectations and plan for future adjustments if justified. Identify Growth Opportunities: Share how you see them growing within the team and organisation. Highlight potential projects, promotions, or leadership opportunities. Explore Development Areas: Are there areas they want to focus on, like leadership training, technical skills, or industry-specific expertise? Offer support through resources, mentorship, or courses. Why Your Team Will Thank You Taking the time to engage with your team in this way sends a clear message: you value them and are invested in their growth. This builds trust, loyalty, and motivation—and ultimately strengthens your team. Don’t Wait for the Resignation Letter January is the perfect time to focus on succession planning and talent retention. By starting these conversations now, you’re not only showing your team that you care about their future, but you’re also protecting your organisation from unexpected turnover. So, get on the front foot today! Your team (and future self) will thank you for it. Need help? Get in touch with Lucy Bolan . Lucy can partner with you to secure the right talent that will support your business growth strategies. ✉️ lucy@newchaptertalent.com.au 📞 +61 416 153 144 𝐍𝐞𝐰 𝐓𝐚𝐥𝐞𝐧𝐭 𝑵𝒆𝒘 𝑺𝒕𝒂𝒓𝒕 𝐍𝐞𝐰 𝐂𝐡𝐚𝐩𝐭𝐞𝐫 Or connect with Lucy on LinkedIn —she's got all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities , follow New Chapter Talent on LinkedIn .