• by Ray Schultz , Columnist, Yesterday

Email salary levels are of interest both to people entering the trade and to companies hiring that are watching their costs. 

As part of an effort to recruit people into the email marketing and digital marketing sectors (and into certificate training programs), Coursera has posted several statistics from Glassdoor. 

Here’s the scoop: The total pay for an email marketer at this time is $65,000, including base salary, bonuses or profit sharing. 

That doesn’t sound like “a fortune of money,” to steal a phrase from an old-time boxing manager. But it depends on many factors. 

For one, a person with less than a year’s experience earns $58,000, compared to $83,000 for someone with 15 years in the trade. 

Location is also a consideration, although not as much as you might think: In New York City, an email marketer can expect to make $82,000, versus $80,000 in Atlanta. That is not a big difference. 

Then there’s the vertical sector. Those serving the education industry can tear down $71,000, while those in information technology earn $67,000. I would have thought it was the other way around.  

Here's the lineup of jobs and salaries:

• Email marketing assistant -- $56,000
• Email marketing associate -- $67,000
• Email marketing coordinator -- $66,000
• Email marketing specialist -- $74,000
• Email marketing analyst -- $85,000
• Email marketing designer -- $87,000
• Email marketing manager -- $103,000
• Director of email marketing -- $127,000

As for training, Coursera is promoting a Google certificate course on digital marketing in which you can “learn in-demand skills, and get AI training from Google experts.: Coursera offers affordable programs through Coursera Plus. 

Bur you might well ask: Why bother?

Optimizely just introduced a concept called virtual teammates- digital coworkers that receive a name, a personality, and an employee ID. These titles include chief of staff, SEO & AI search analyst, marketing analyst, personalization analyst, and CRO manager. 

One question: If you want to replace one, do you have to involve HR?

The report can be read here.