, /PRNewswire/ -- Taligence 是一家专注于高级市场领导力的高管搜索和人才智能公司，今天发布了其 2025 CMO 变动报告，该报告对首席营销官的任命和美国的职位发布进行了全球分析，考察了 CMO 角色在高级市场领导力持续增长的背景下如何演变。
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Taligence LLC 的 2025 CMO 变动报告
该报告基于对 全球 501 个公开宣布的 CMO 任命 和 172 个美国公司 CMO 职位发布 的分析，这些公司员工超过 200 人，通过两个互补的视角评估市场：被任命为 CMO 的领导者和公司在市场上定义的角色。
研究结果显示，CMO 的招聘持续加速，但角色设计和招聘行为并未以与现代 CMO 应交付的期望相同的速度演变。
全球范围内，2025 年任命了 501 位新的 CMO，代表着 61.6% 的同比增长，延续了高级市场领导力招聘的上升趋势。美国仍然是最活跃的市场，而国际 CMO 招聘在欧洲、亚太和加拿大迅速扩展。
尽管招聘激增，招聘模式仍然保持一致。超过 83% 的 CMO 是外部招聘的， 跨行业流动性进一步下降，而首次担任 CMO 的比例在任命中占据越来越大的份额。
新任 CMO 的组成也相对稳定。2025 年女性占所有 CMO 任命的比例略高于一半， 尽管这一比例较前一年略有下降。多样性略有改善， 多元化领导者在新任命中占据的比例有所增加，尽管仍然有限。教育背景仍然是高级领导力准备的重要信号，超过三分之一的新任 CMO 拥有 MBA 学位， 这一比例在大型企业中持续上升。
招聘活动和 CMO 的个人资料在行业和公司规模上有显著差异。技术、专业服务、金融服务和零售占据了新任 CMO 任命的最大份额，反映了对竞争定位和增长领导力的持续投资。中型组织是整体上最活跃的 CMO 招聘者， 而大型企业则倾向于招聘具有更深类别专业知识和正式商业培训的经验丰富的领导者。在各行业中，经历结构性或竞争性变化的部门显示出最强的招聘势头，强调了 CMO 在变革和激烈竞争时期作为稳定和关键领导者的角色。
在需求方面，职位发布显示出对 CMO 角色日益扩展的愿景。大多数职位将 CMO 定位为 负责品牌、传播、增长和高管对齐的企业级运营者。 然而，许多职位未能清晰地阐明对收入机制、管道经济或商业权威的所有权——造成了 责任与控制之间的差距。
综合来看，研究结果表明 CMO 市场不再处于恢复模式，而是处于结构性重新校准阶段，市场领导力的期望正在以比招聘和赋权模型更快的速度扩展。
“在 2025 年的 CMO 市场，招聘量上升，但操作手册尚未跟上这一时刻，” Taligence 的首席执行官 Michael Wright 表示。“我们对 501 个 CMO 任命和 172 个 CMO 职位发布的分析显示，招聘激增，但董事会仍然倾向于保守选择：长期任职、熟悉类别的领导者主要来自外部，而内部继任者和代理领导者很少获得真正的机会。CMO 被要求在企业层面塑造增长故事，然后以全面的运营严谨性和可衡量的结果去实现它——但他们常常在离开会议室时，控制权、影响力和资源都不及他们的 C-suite 同事。期望与实际权威之间的不对齐是风险所在，而这正是我们的 CMO 变动报告为关注增长的首席执行官和董事会所揭示的紧张关系。”
有关完整的 2025 CMO 变动报告，请访问：
https://www.taligence.com/cmo-reports/2025-cmo-moves
关于 Taligence LLC
Taligence 是一家专注于高级市场领导力招聘的高管搜索和人才智能公司，包括首席营销官和一层以下的角色。通过专有研究和数据驱动的洞察，Taligence 帮助公司和高管在日益复杂的人才市场中导航领导力过渡。了解更多信息，请访问 www.taligence.com。
媒体联系人：
Taligence LLC
Melody Liu
[email protected]
来源：Taligence LLC
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Taligence 2025 年首席营销官（CMO）变动报告显示，全球 CMO 任命增加了 61.6%，共任命了 501 名新 CMO。尽管招聘激增，但对该职位的期望与招聘实践并不一致，因为超过 83% 的 CMO 是外部招聘的。报告强调了对 CMO 作为企业整体运营者的需求日益增长，但许多职位发布缺乏对收入归属的明确说明。研究结果表明，CMO 市场正在进行结构性调整，期望与实际权力之间存在脱节

, /PRNewswire/ -- Taligence, an executive search and talent intelligence firm specializing in senior marketing leadership, today released its 2025 CMO Moves Report, a global analysis of Chief Marketing Officer appointments and US job postings that examines how the CMO role is evolving amid a sustained rise in senior marketing leadership movement.
<div class="lb-trans">, /PRNewswire/ -- Taligence 是一家专注于高级市场领导力的高管搜索和人才智能公司，今天发布了其 2025 CMO 变动报告，该报告对首席营销官的任命和美国的职位发布进行了全球分析，考察了 CMO 角色在高级市场领导力持续增长的背景下如何演变。
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<div class="lb-trans">继续阅读
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2025 CMO Moves Report by Taligence LLC
<div class="lb-trans">Taligence LLC 的 2025 CMO 变动报告
</div>Drawing on an analysis of 501 publicly announced CMO appointments worldwide and 172 U.S.-based CMO job postings at companies with more than 200 employees, the report evaluates the market through two complementary lenses: the leaders being appointed into CMO roles and the roles companies are defining when they go to market.
<div class="lb-trans">该报告基于对 全球 501 个公开宣布的 CMO 任命 和 172 个美国公司 CMO 职位发布 的分析，这些公司员工超过 200 人，通过两个互补的视角评估市场：被任命为 CMO 的领导者和公司在市场上定义的角色。
</div>The findings show that CMO hiring continues to accelerate, but role design and hiring behavior have not evolved at the same speed as expectations for what a modern CMO is meant to deliver.
<div class="lb-trans">研究结果显示，CMO 的招聘持续加速，但角色设计和招聘行为并未以与现代 CMO 应交付的期望相同的速度演变。
</div>Globally, 501 new CMOs were appointed in 2025, representing a 61.6% year-over-year increase and extending an upward trend in senior marketing leadership hiring. The U.S. remained the most active market, while international CMO hiring expanded rapidly across Europe, Asia-Pacific, and Canada.
<div class="lb-trans">全球范围内，2025 年任命了 501 位新的 CMO，代表着 61.6% 的同比增长，延续了高级市场领导力招聘的上升趋势。美国仍然是最活跃的市场，而国际 CMO 招聘在欧洲、亚太和加拿大迅速扩展。
</div>Despite the surge, hiring patterns remained consistent. More than 83% of CMOs were hired externally, cross-industry mobility declined further, while first-time CMOs accounted for a growing share of appointments.
<div class="lb-trans">尽管招聘激增，招聘模式仍然保持一致。超过 83% 的 CMO 是外部招聘的， 跨行业流动性进一步下降，而首次担任 CMO 的比例在任命中占据越来越大的份额。
</div>The composition of newly appointed CMOs also remained relatively stable. Women accounted for just over half of all CMO appointments in 2025, though representation edged down modestly from the prior year. Diversity improved slightly, with diverse leaders representing a growing, though still limited, share of new appointments. Educational credentials remained a strong signal of senior leadership readiness, with more than one-third of newly appointed CMOs holding an MBA, a figure that continues to skew higher among larger enterprises.
<div class="lb-trans">新任 CMO 的组成也相对稳定。2025 年女性占所有 CMO 任命的比例略高于一半， 尽管这一比例较前一年略有下降。多样性略有改善， 多元化领导者在新任命中占据的比例有所增加，尽管仍然有限。教育背景仍然是高级领导力准备的重要信号，超过三分之一的新任 CMO 拥有 MBA 学位， 这一比例在大型企业中持续上升。
</div>Hiring activity and CMO profiles varied meaningfully by industry and company size. Technology, Professional Services, Financial Services, and Retail accounted for the largest share of new CMO appointments, reflecting continued investment in competitive positioning and growth leadership. Mid-sized organizations were the most active CMO recruiters overall, while larger enterprises leaned in to more experienced leaders with deeper category specialization and formal business training. Across industries, sectors undergoing structural or competitive change showed the strongest hiring momentum, underscoring the role of the CMO as a stabilizing and crucial leader during periods of change and intense competition.
<div class="lb-trans">招聘活动和 CMO 的个人资料在行业和公司规模上有显著差异。技术、专业服务、金融服务和零售占据了新任 CMO 任命的最大份额，反映了对竞争定位和增长领导力的持续投资。中型组织是整体上最活跃的 CMO 招聘者， 而大型企业则倾向于招聘具有更深类别专业知识和正式商业培训的经验丰富的领导者。在各行业中，经历结构性或竞争性变化的部门显示出最强的招聘势头，强调了 CMO 在变革和激烈竞争时期作为稳定和关键领导者的角色。
</div>On the demand side, job postings reveal an increasingly expansive vision for the CMO role. Most postings position the CMO as an enterprise-wide operator responsible for brand, communications, growth, and executive alignment. Yet many stop short of clearly articulating ownership of revenue mechanics, pipeline economics, or commercial authority - creating a widening gap between accountability and control.
<div class="lb-trans">在需求方面，职位发布显示出对 CMO 角色日益扩展的愿景。大多数职位将 CMO 定位为 负责品牌、传播、增长和高管对齐的企业级运营者。 然而，许多职位未能清晰地阐明对收入机制、管道经济或商业权威的所有权——造成了 责任与控制之间的差距。
</div>Together, the findings suggest that the CMO market is no longer in recovery mode, but in a phase of structural recalibration, where expectations for marketing leadership are expanding faster than the models used to hire and empower them.
<div class="lb-trans">综合来看，研究结果表明 CMO 市场不再处于恢复模式，而是处于结构性重新校准阶段，市场领导力的期望正在以比招聘和赋权模型更快的速度扩展。
</div>&#34;In the 2025 CMO market, the volume is up, but the playbook hasn't caught up with the moment,&#34; said Michael Wright, CEO of Taligence. &#34; Our analysis of 501 CMO appointments and 172 CMO job postings shows hiring has surged, yet boards still default to conservative choices: long ‑ tenured, category ‑ familiar leaders hired overwhelmingly from the outside, while internal successors and agency leaders rarely get a real shot at the top job. CMOs are being asked to shape the growth story at the enterprise level and then go out and deliver it with full operating rigor and measurable outcomes - but too often they leave the room with less control, influence, and resourcing than their C ‑ suite peers. That misalignment between expectations and real authority is where the risk lives, and it ' s exactly the tension our CMO Moves Report is surfacing for growth ‑ focused CEOs and boards.&#34;
<div class="lb-trans">“在 2025 年的 CMO 市场，招聘量上升，但操作手册尚未跟上这一时刻，” Taligence 的首席执行官 Michael Wright 表示。“我们对 501 个 CMO 任命和 172 个 CMO 职位发布的分析显示，招聘激增，但董事会仍然倾向于保守选择：长期任职、熟悉类别的领导者主要来自外部，而内部继任者和代理领导者很少获得真正的机会。CMO 被要求在企业层面塑造增长故事，然后以全面的运营严谨性和可衡量的结果去实现它——但他们常常在离开会议室时，控制权、影响力和资源都不及他们的 C-suite 同事。期望与实际权威之间的不对齐是风险所在，而这正是我们的 CMO 变动报告为关注增长的首席执行官和董事会所揭示的紧张关系。”
</div>For the full 2025 CMO Moves Report, visit:
<div class="lb-trans">有关完整的 2025 CMO 变动报告，请访问：
</div>https://www.taligence.com/cmo-reports/2025-cmo-moves
<div class="lb-trans">https://www.taligence.com/cmo-reports/2025-cmo-moves
</div>About Taligence LLC
<div class="lb-trans">关于 Taligence LLC
</div>Taligence is an executive search and talent intelligence firm specializing in senior marketing leadership hires, including Chief Marketing Officers and one-level-below roles. Through proprietary research and data-driven insight, Taligence helps companies and executives navigate leadership transitions in an increasingly complex talent market. Learn more at www.taligence.com.
<div class="lb-trans">Taligence 是一家专注于高级市场领导力招聘的高管搜索和人才智能公司，包括首席营销官和一层以下的角色。通过专有研究和数据驱动的洞察，Taligence 帮助公司和高管在日益复杂的人才市场中导航领导力过渡。了解更多信息，请访问 www.taligence.com。
</div>Media Contact:
<div class="lb-trans">媒体联系人：
</div>Taligence LLC
<div class="lb-trans">Taligence LLC
</div>Melody Liu
<div class="lb-trans">Melody Liu
</div>[email protected]
<div class="lb-trans">[email protected]
</div>SOURCE Taligence LLC
<div class="lb-trans">来源：Taligence LLC
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2025 年首席营销官动向报告：首席营销官的招聘持续增长，但角色期望与招聘情况不符