UK Marketing, SaaS & AI Salary Calculator

As accurate as Stonor Search's own hiring data, which is the only thing it uses. Every figure is a published band from the Stonor Search Marketing Salary Benchmark 2025 or the SaaS & Tech Salary Benchmark 2025 (289 bands in total). Each result carries a confidence level. High means a published band for that exact role and location; Good means we widened the location or blended close titles; Limited means it's the nearest match we hold. When we don't have enough data we say so rather than guess.

From the roles it fills. Stonor has been recruiting since 2001 and works across marketing, SaaS and AI. The benchmarks are built from placements, vacancies registered with Stonor, and the salary expectations candidates share with consultants in interviews, then published annually as salary benchmark reports. Salary Scout doesn't scrape job boards or use anonymous self-reported figures.

Stonor publishes its salary benchmarks annually and Salary Scout is refreshed when a new edition lands, or sooner if consultants see a band move materially. The current dataset covers the 2025 benchmark period and was last updated in September 2026. Every result and salary page shows its own last-updated date.

Yes, consistently. Across the roles where Stonor publishes both a London and a UK-average band, London pays about 15% more at the same level. A Product Marketing Manager, for example, sits at £65,000 to £85,000 UK-wide and £75,000 to £95,000 in London. The gap is narrower for junior roles and for hybrid positions that are benchmarked nationally.

No. All figures are annual base salary in GBP for full-time permanent roles. Bonus, commission, equity, pension and benefits are excluded. That matters most for sales, partnerships and customer success roles, where on-target earnings can be well above the base, so compare those offers on OTE and the realism of the targets.

Because the title rarely describes the job. A Head of Marketing running a team of eight with a seven-figure budget and one doing everything alone in a 30-person start-up share a title and not much else. Agency versus in-house, sector (niche B2B tends to pay more than consumer), company stage, London versus regional and the specific skills required all move the number. That is why each benchmark shows a range rather than a single figure.

If you're hiring: decide whether the gap is real or a title problem. A lower base can still land good people if the scope, progression or flexibility is genuinely better, but expect a smaller pool and be honest in the ad. If you're a candidate: the benchmark is context, not a verdict. Check the range against your actual remit before raising it, then raise it with evidence. Either way, Stonor will give you a straight answer on what the market is currently doing.