How would you describe your marketing team?
The fact is that digital marketing is no longer an optional extra for small businesses, but even the best business owners don’t have time to figure all this stuff out.
That’s why every business on Planet Earth needs professional marketers on their team.
This digital marketing “stuff” has become too complicated for one person to handle — particularly if they are also trying to run a business.
Make no mistake, DigitalMarketer is not only the name of our business — it’s a career. According to Yahoo! Finance, digital marketers have an earning potential of $209,755 with 12% of these pros earning more than 150,000 annually.
Even the entry-level salary is more than 73K. Not pocket change.
But don’t worry, when you finish this article you’ll know what roles you need to hire to build your own internal marketing team and (as a BONUS) they won’t cost you nearly as much.
These are the three roles that must be present in every modern marketing team (even if you’re a team of one):
If your marketing team is non-existent, the first milestone is to hire a single individual responsible for each of these three core responsibilities.
As your company grows, so too will your org chart. At DigitalMarketer, we have 12 employees (and growing) on the marketing team:
Alright, let’s look at a breakdown of the titles in this org chart:
In the beginning, you’ll have a single person in charge of editorial or acquisition or monetization. As your business evolves, you might find a need for more granular roles such as separate Traffic Managers for Facebook and Google traffic.
Taking the time to write proper job descriptions and KPI’s makes everything easier.
Easier because the employee knows what is expected and the manager knows what to expect. It’s worth of bit of the time and energy it takes to create them.
A proper job description has 5 parts:
Here’s the full job description and key performance indicators for our Data Analyst role:
These job descriptions are reviewed and signed by each employee and used to drive the employee’s day-to-day work, and the evaluation of their performance on the part of the manager.
Alright let’s look at a breakdown of the titles in this org chart:
Follow these three rules:
The last thing you want is to make a good hire and have that person immediately start looking for the next opportunity. One of the secrets to building a great marketing team is creating consistency. To do that, you need to decrease turnover.
Our rule of thumb is to pay more than the going rate for good people, and create an amazing culture. At DigitalMarketer, we like to have fun. We send each other funny gifs on our internal messaging system, we go out and have dinner and drinks and we don’t take ourselves too seriously.
Here’s an example of what I mean:
But creating an amazing culture for your business can mean any number of things. Is it a studious culture? A serious and professional culture? A laid back, anything goes culture? Whatever it is, consider that culture fit with each new hire.
For example, if we are going to hire a Content Marketing Manager in Austin, Texas we would use this information from Salary.com to determine the proper salary.
While this is a wide salary range, when broken into “quartiles” this information becomes very useful:
If this is a new hire with no experience in this role, we would hire with a salary offer at the low end of Quartile 1. This information is extremely useful as you give raises to your employees as well.
When your Content Marketing Manager approaches you with a raise to $100,000 per year, you can base that decision on questions like,
“Based on the contribution to the company and the level of training and experience of this Content Marketing Manager, do they deserve a raise that would place them at the high end of Quartile 3?”
Promote those who show an ability and willingness to document what they know and teach it to others.
The fact is processes are more valuable than products.
More often than not, if you create a culture of documentation, your promotions will be internal. As a process is created and the company grows, an employee will replace themselves and ascend the ladder to a higher position.
TIP: Create an internal wiki using a WordPress theme like Flatbase or (better yet) use DigitalMarketer’s training products like The Machine, Funnel Blueprint, DigitalMarketer Lab and DigitalMarketer HQ as your knowledge base.
Hiring employees means occasionally making the tough decision to fire employees. Not every hire will work out.
We use a simple system to coach and work with employees that aren’t performing to expectations.
The entry-level salary for a trained digital marketing pro is north of 70K per year.
At DigitalMarketer, we hire for culture fit and something we call “give a damn.”
Then, we train them.
First, we train them on the core values and mission of the company. For new hires, this often takes place as the last phase of the hiring process.
Second, we train them on their job.
This is why we rolled out our mastery classes and certifications.
Our Content Team members are required to receive three certifications:
Acquisition Team members are required to receive two certifications:
Monetization Team members are required to receive two certifications:
And the leaders (Directors and VP’s) of all teams must receive one additional certification:
This is how you’ll build a rock star marketing team that actually functions like a team. This is how you get a coordinated team all moving toward the same goal…
… growing your company!
(NOTE: Master the 8 critical core disciplines of digital marketing with the ultimate training library. Learn more about DigitalMarketerHQ here.)
Ryan Deiss is the founder and CEO of DigitalMarketer. Over the last 36 months Ryan and his team have invested over $15,000,000 on marketing tests, generated tens of millions of unique visitors, sent well over a BILLION emails, and run approximately 3,000 split and multi-variant tests. Ryan is also a highly sought after speaker and consultant whose work has impacted over 200,000 businesses in 68 different countries. Connect with Ryan on Twitter.View all Posts by Ryan Deiss