2026年薪资与市场趋势报告

Salary & Market TrendReport 2026 A practical reference for employers benchmarking roles and candidates V I S I Temr.co.uk F O R E W O R D Straight from the team thatknows their market. This report is something we put together every year to giveemployers and candidates a clear picture of where salaries sit S E C T I O N O N E 2026 Key Themes & Market Overview What we're seeing across marketing, digital and communications hiring this year. Director and CMO-level roles are stabilising after two years ofcuts, with employers now prioritising commercial impact and 2 / 5 SENIOR LEADERSHIPBACK IN DEMAND employers expect to hirefewer permanent 2 Hiring has become more deliberate and selective. Budgetholders are scrutinising headcount more closely. Roles that can JUSTIFICATION (CIPD Labour Market Outlook,Winter 2025/26) Candidates who can guide AI strategy, not just use the tools, arecommanding a clear premium. Fluency is now expected at every 3 Organisations aredeliberately building flexibleworkforce models; using EXPECTATION Hybrid working is no longer a differentiator, it is an expectation.Employers who pull back on flexibility without strong justification 4 BENEFIT T A B L E O F C O N T E N T S Salaries in 2026 Sector 01· AgencyDiscipline 01· Communications Sector 02· B2C & Consumer Discipline 02· Marketing Sector 03· Charity & Not-for-Profit Sector 04· Education Sector 05· Financial Services Sector 06· Professional Services Sector 07· Technology Agency The agency market in 2026 is stabilising, though competition remains high. Hiring has picked up selectively, with agenciesprioritising roles that directly support client delivery and revenue generation. A notable shift is the scaling back of in-house B2C & Consumer In 2026, there is a continued shift towards roles that directly impact revenue, particularly across e-commerce, digital performance, andCRM. Demand is increasing for candidates who can manage both online and offline marketing. Being adaptable and able to respond Charity & Not-for-Profit Marketing hiring continues, though organisations remain highly risk-averse. There is a clear shift away from brand andawareness roles towards positions that directly support fundraising activity. With strict budget constraints and limited salary Education The education sector is moving towards more digitally mature marketing functions, though budget constraints continue to shape hiring.Processes are more structured and risk-averse, with a preference for candidates who bring sector understanding or can demonstrate Financial Services The financial services market remains broadly in line with last year. Larger corporates are stable, with no widespread redundancies,while SMEs continue to face more challenging conditions. Hiring is increasingly focused on marketers who can drive growth, with Professional Services There is a continued shift towards hiring individuals with strong stakeholder management skills, as well as those who can translatecomplex propositions into clear, market-facing messaging. Data, insight, and ROI tracking are now expected as standard rather Sector 07· Technology Technology The market is increasingly polarised. Mid-level salaries remain relatively flat, while senior and specialist talent, particularly in AI andproduct-led roles, commands a premium. Hiring is now more selective and skills-led, with clear demand for candidates who can link Discipline 01 · Communications Communications Communications roles continue to sit predominantly within larger organisations, particularly across professional services andfinancial services, where structured messaging and stakeholder management are critical. Hiring has remained relatively steady, Marketing Demand is steady but more measured, with greater emphasis on well-rounded, commercially minded marketers.Hiring is increasingly selective, favouring candidates who can balance strategy and delivery while clearly S E C T I O N T W O Contract Hiring 2026 For many organisations this year, the question isn't whether to hire. It's how. Contract and interim hiring is increasingly theanswer, particularly in four situations we see regularly: TIMING TRANSFORMATION Senior expertise, for the duration you need it The right hire, at the right moment When a permanent role is planned but budget or headcountapproval isn't quite there yet, interim cover keeps the function When a business is mid-transformation, contract marketing ordigital leadership can see a programme through without the long- LEADERSHIP GAPS SPECIALIST SKILLS Continuity through change Niche capability, brought in when it matters Parental leave, unexpected departures, or periods of restructuringcan leave teams without direction. Interim leadership provides Campaign launches, technology implementations, and rebrandsoften require skills that aren't needed full time. Contract talent C O N T I N U E T H E C O N V E R S A T I O N Let's map your next hi