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Create CVIf you're searching for performance marketer UK salary, you're not just looking for numbers. You're trying to understand what you're worth, how the market evaluates you, and how to position yourself to earn more.
This guide breaks down:
Real UK salary benchmarks (entry to executive level)
How recruiters and hiring managers actually assess your value
What separates £40K candidates from £120K+ performers
Hidden salary drivers most marketers miss
A high-performance CV example engineered for top-tier roles
As of 2026, performance marketing salaries in the UK vary significantly based on channel ownership, revenue impact, and data fluency.
Entry-level (0–2 years): £25,000 – £35,000
Mid-level (2–5 years): £35,000 – £55,000
Senior level (5–8 years): £55,000 – £80,000
Lead / Head of Performance: £80,000 – £120,000
Director / VP Growth: £120,000 – £180,000+
Add +10% to +25% for London-based roles
Recruiters don’t pay for “marketing tasks.” They pay for predictable revenue outcomes.
Ownership of paid media budgets (£50K vs £5M matters massively)
Direct revenue attribution (can you prove ROI?)
Multi-channel expertise (Paid Search, Paid Social, CRO, Analytics)
Data literacy (GA4, attribution modelling, SQL knowledge)
Commercial thinking (not just campaign execution)
Most candidates plateau at £45K–£60K because they:
Execute campaigns but don’t own strategy
Typical profile:
Basic platform knowledge (Google Ads, Meta Ads)
Executes campaigns under supervision
Limited commercial exposure
What gets you hired:
Certifications (Google Ads, Meta Blueprint)
Strong analytical mindset
Internship or freelance experience
What holds candidates back:
Remote roles often benchmark to national median unless tied to London HQ
Performance marketers are increasingly tied to:
Revenue KPIs
ROAS targets
Customer acquisition cost (CAC) efficiency
Bonuses typically range:
5% to 25% of base salary
Higher in scaleups and performance-driven environments
Report metrics but don’t tie them to revenue
Rely on platforms instead of understanding why performance changes
Over-reliance on theory
No real budget ownership
Typical profile:
Owns campaigns end-to-end
Manages budgets (£10K–£200K/month)
Comfortable with reporting and optimisation
What increases salary:
Clear impact on CPA reduction or ROAS improvement
Channel specialisation (e.g., Paid Search expert)
Ability to test and scale campaigns
Weak Example:
“Increased campaign performance across channels.”
Good Example:
“Reduced CPA by 38% across Google Ads campaigns, scaling monthly spend from £40K to £120K while maintaining 4.2x ROAS.”
Typical profile:
Strategic ownership of performance channels
Cross-channel integration (Search + Social + CRO)
Strong stakeholder communication
What separates £60K vs £80K candidates:
Revenue ownership vs campaign management
Forecasting ability
Advanced attribution understanding
Recruiter reality:
Senior hires are evaluated on:
Can they scale spend profitably?
Can they lead experimentation frameworks?
Typical profile:
Owns acquisition strategy
Leads team or agency relationships
Direct accountability for growth targets
What drives top salaries:
Proven scaling experience (e.g., £1M → £10M revenue growth)
Leadership + hiring capability
Deep understanding of unit economics
Typical profile:
Owns entire growth engine
Aligns marketing with product and revenue
Drives company-level strategy
These roles are less about platforms and more about:
Business model optimisation
Lifetime value (LTV) growth
Market expansion strategy
Performance marketing salaries differ drastically by sector.
SaaS (especially B2B): £60K–£140K+
Fintech: £70K–£150K+
E-commerce scaleups: £50K–£120K
iGaming: £60K–£130K
Agencies (entry to mid-level): £25K–£50K
Non-profits: £25K–£45K
Traditional corporates: slower growth, capped salaries
Agency experience is valuable early, but:
In-house roles pay more long-term
Ownership of revenue > number of clients managed
Paid Search (Google Ads mastery)
Paid Social scaling (Meta, TikTok)
Conversion Rate Optimisation (CRO)
Data analysis (GA4, BigQuery, SQL)
Attribution modelling
Landing page optimisation
Copywriting for ads
Experimentation frameworks (A/B testing rigor)
Not just execution. Integration.
Recruiters scan your CV in 6–10 seconds.
They look for:
Revenue impact (not impressions or clicks)
Budget scale (small vs large spend = different level)
Growth trajectory (are you progressing fast?)
Commercial awareness
Generic responsibilities
No metrics
Overuse of jargon without results
No clarity on ownership
Stop saying:
Start showing:
Revenue impact
Profitability improvements
Metrics that matter:
ROAS
CPA
LTV:CAC ratio
Revenue growth
Phase 1:
Phase 2:
Timing matters:
Too early = limited experience
Too late = capped salary growth
Hiring managers think:
“Will this person make us money?”
Not:
“Can they run ads?”
Name: James Carter
Location: London, UK
Job Title: Senior Performance Marketing Manager
PROFESSIONAL SUMMARY
Results-driven Performance Marketing Manager with 7+ years of experience scaling paid acquisition across SaaS and eCommerce. Proven track record of managing £2M+ annual ad spend, achieving up to 5.1x ROAS, and reducing CAC by 42% through data-driven optimisation and cross-channel strategies.
CORE SKILLS
Paid Search (Google Ads, Microsoft Ads)
Paid Social (Meta, TikTok, LinkedIn)
Conversion Rate Optimisation (CRO)
GA4, BigQuery, Data Studio
Attribution Modelling
Budget Scaling & Forecasting
PROFESSIONAL EXPERIENCE
Senior Performance Marketing Manager
TechScale SaaS Ltd | London | 2022–Present
Scaled paid media budget from £500K to £2.4M annually, increasing revenue by 210%
Reduced CAC by 42% through advanced audience segmentation and funnel optimisation
Implemented multi-touch attribution model, improving budget allocation efficiency by 35%
Led cross-channel strategy across Google, Meta, and LinkedIn Ads
Performance Marketing Manager
GrowthCommerce Ltd | London | 2019–2022
Achieved consistent 4.3x ROAS across paid channels with £150K monthly spend
Increased conversion rates by 28% through landing page testing and CRO initiatives
Built automated reporting dashboards using GA4 and Data Studio
Performance Marketing Executive
DigitalBoost Agency | Manchester | 2017–2019
Managed campaigns for 12+ clients across retail and SaaS sectors
Reduced average CPA by 25% across portfolio accounts
EDUCATION
BSc Marketing & Analytics
University of Leeds
CERTIFICATIONS
Google Ads Certification
Meta Blueprint Certification
Weak Example:
“Managed Google Ads campaigns.”
Good Example:
“Scaled Google Ads campaigns to £120K/month spend, achieving 4.5x ROAS.”
Vanity metrics don’t influence salary:
Clicks
Impressions
Revenue metrics do.
£5K/month vs £500K/month budgets:
Completely different salary bracket.
If your role doesn’t increase:
Budget
Responsibility
Revenue exposure
Your salary stagnates.
Top earners:
Treat marketing as a profit engine
Understand unit economics deeply
Speak the language of CFOs, not just marketers
Build repeatable growth systems
They don’t just optimise campaigns.
They optimise businesses.
Trends shaping salaries:
Increased demand for data-driven marketers
AI-driven campaign optimisation
Shift toward first-party data strategies
Greater focus on profitability vs growth at all costs
Prediction:
Hiring managers don’t ask:
“Is this person good at ads?”
They ask:
“Can this person grow our revenue predictably?”
If your CV, experience, and positioning answer that clearly:
You move into higher salary brackets fast.
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