Start with bottlenecks
Publish pages for roles tied to repeated handoffs and measurable throughput.
What remote roles marketing and advertising companies hire
This page ranks the remote roles marketing and advertising companies most often ask Sagan to help fill.
Ranked by demand
The remote roles marketing and advertising companies hire most
Based on 220 marketing and advertising hiring requests across 6 remote role groups.
- 1
Project Manager
See hiring guide →19 hiring requests $1,600 median monthly asking rate 657 candidate applicationsMost-requested scope: Calendar and inbox ownership
Project Manager demand usually concentrates around calendar and inbox ownership.
- 2
Graphic Designer
See hiring guide →13 hiring requests $1,600 median monthly asking rate 450 candidate applicationsMost-requested scope: Calendar and inbox ownership
Graphic Designer demand usually concentrates around calendar and inbox ownership.
- 3
Executive Assistant
See hiring guide →12 hiring requests $1,600 median monthly asking rate 415 candidate applicationsMost-requested scope: Calendar and inbox ownership
Executive Assistant demand usually concentrates around calendar and inbox ownership.
- 4
Video Editor
See hiring guide →7 hiring requests $1,600 median monthly asking rate 242 candidate applicationsMost-requested scope: Calendar and inbox ownership
Video Editor demand usually concentrates around calendar and inbox ownership.
- 5
Bookkeeper
See hiring guide →7 hiring requests $1,500 median monthly asking rate 242 candidate applicationsMost-requested scope: Recurring reconciliations
Bookkeeper demand usually concentrates around recurring reconciliations.
- 6
Paid Media Specialist
See hiring guide →4 hiring requests $1,600 median monthly asking rate 138 candidate applicationsMost-requested scope: Calendar and inbox ownership
Paid Media Specialist demand usually concentrates around calendar and inbox ownership.
Hiring mix
Where marketing and advertising hiring concentrates by function
Demand is based on hiring-request count, not search volume or generic labor-market data.
The mix shows where marketing and advertising companies repeatedly look for remote operating support.
Sequencing
Which role to hire first
Use this marketing and advertising planning map to start with repeatable roles, then move into role-specific guides where the data is deep enough.
Avoid one-off roles
Hold long-tail jobs until the source sample has enough repeated demand.
Link to role guides
Use the industry page as a hub into role-specific and job-description pages.
FAQ
Common questions about hiring across this industry
How should I use this marketing and advertising remote roles guide?
Use it as a planning benchmark, then verify fit through your actual role scope, budget, and interview process.
What data is this based on?
It uses aggregate Sagan hiring requests, candidate applications, and hiring outcomes. Private candidate and company details are not shown.
How should I adjust this for my company?
Start with the repeated patterns, then edit the workflow, tools, manager review cadence, and success measures to match your team.
What should I check before acting on this guidance?
Confirm the weekly workflow, required tools, communication standard, seniority level, and whether the candidate pool matches the role you need.
How often should this benchmark be refreshed?
Refresh it when new hiring-request volume changes the role scope, rate range, country mix, or interview evidence behind the benchmark.
Methodology
This industry role-demand guide uses aggregate Sagan hiring-request, candidate-application, and hire data for remote roles. Company names, candidate names, resumes, emails, and raw private job descriptions are not shown.
Source: 2026 remote hiring report.
Use the data before you post the job
For US companies hiring remote talent, start with scope, budget, and screening evidence before you write the public job post.
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