ABOUT THE SOLO MARKETER EDITION PREVIEW
Thank you for your interest in the Solo Marketer Edition of our Curated Salary Data & Intelligence report. Below is an overview of what you can expect from this edition.
PREVIEW BREAKDOWN
1. RESPONDENT PROFILE
This section provides an overview of the profile of Solo Marketer respondents.
2. COMPENSATION
All data in this section has been fully sanitized, with the exception of information already included in the General Edition of this report.
3. CAREER PATHS
This section offers a closer look at perceptions of advancement, workload balance, and key motivators shaping career decisions.
4. PROFILES
This section highlights two defining segments—the Engaged Achiever and Unfulfilled Talent.
This printed edition includes 10 pages of data and insights and is not available in digital format.
Please contact us with any questions regarding this edition or the included content.
TABLE OF CONTENTS
DISCLAIMER: This document is provided for individual viewing only. It may not be copied, reproduced, printed, photographed, or edited in any form. Any unauthorized use, duplication, or dissemination is strictly prohibited. © This document is the exclusive property of KHS People LLC and is protected under applicable copyright law.
ABOUT KHS PEOPLE
KHS People is an award-winning executive search firm with the largest network of legal marketing and business development professionals across the United States.
Our deep industry expertise, combined with firsthand legal experience, brings unmatched credibility and insight to every search. By understanding both the strategic and cultural priorities of Am Law firms, we deliver long-term placements that create meaningful impact and drive organizational success.
Renowned for exceptional client service, we operate as a focused and specialized team—small by design and deliberate in approach. Our size is our strength, enabling us to act with speed, precision, and a nuanced understanding of our niche. We extend beyond traditional recruitment by incorporating exclusive market data and industry intelligence. Through a consultative approach, we equip both firms and candidates with the clarity needed to make confident decisions. Guided by integrity and a relationship-driven philosophy, we have earned the trust of leading Am Law firms and remain committed to advancing the success of professionals and organizations alike.
Learn more about our tailored approach and what sets us apart from the competition.
WATCH THE VIDEO
REPORT MATRIX
EDITIONS
General
Management
AUDIENCE KEY FEATURES
Professionals across Marketing & Business Development
• Comprehensive salary benchmarks by firm tier, region, department, and experience level
• Working arrangements, culture priorities, and retention insights
• Career pathing & transition data
Professionals at the Manager through Senior Director level
C-Suite
CMOs, CHROs, COOs and seniormost leaders
• Compensation quartile benchmarks
• Expanded junior role career pathing and transition data
• Detailed culture and firm perceptions
• Open-response analyses on firm experience
• Compensation percentile benchmarks
• Expanded compensation data
• Distinct profile perspectives for each role, offering in-depth analyses
• Analyses and expanded junior role career pathing and transition data
• Open-response analyses on firm experience
USE CASES
Benchmarking, regional analysis, identifying trends across the profession
Tier Ranking
• Am Law 50
• Am Law 100
• Am Law 200
• Local and Niche
Profile
Solo Marketer
Professionals across Am Law 50, 100, 200, and Local/Niche firms
Solo professionals at the Manager, Senior Manager, or Director level
PURCHASE YOUR REPORTS HERE
• Compensation quartile benchmarks
• Compensation expectations and transition insights segmented by ranking
• Benchmarking differences tied to multiple variables
• Salary benchmarks
• Career pathing and progression trends
• Culture priorities and open-response insights from professionals
Evaluating team structures, understanding retention drivers, building business cases for resources & staffing
Leadership strategy, board-level planning, shaping future investment in the function, 2026 industry projections
Peer-to-peer benchmarking, competitive analysis, compensation planning by firm tier
Peer-to-peer benchmarking, regional analysis, identifying trends within the role
The General Edition of our report is freely available to those subscribed to KHS People’s communications. Those who wish to own a tangible version may also purchase a personal printed copy.
All paid versions of the report are exclusively available in printed format (individuals can access a sanitized preview before purchasing a report). No digital versions are offered for purchase. Please allow up to two weeks for production and delivery.
The C-Suite Edition of the report is reserved for Chief Marketing and Business Development Officers, Chief Human Resources Officers, and Chief Operating Officers within law firms. Interested individuals may submit a request to purchase; once eligibility is confirmed, a secure link will be provided to complete the transaction. Access to this edition reflects both the exclusivity and depth of insight intended for the senior most leaders.
RESPONDENT PROFILE | WHO & WHERE
In our most recent survey, we segmented Solo Marketers to better understand this distinct group. These professionals carry the full responsibility for marketing and business development without the support of a team, making their roles both demanding and highly visible within firms. Their career paths vary widely, with some advancing into senior positions while others encounter clear ceilings. Titles and responsibilities are often inconsistent, leading to confusion about authority and influence. Beyond compensation, satisfaction in these roles is shaped by cultural fit, recognition from leadership, work-life balance, and the flexibility their firms are willing to extend.
BREAKDOWN BY:
RACE
Prefer not to answer: xx%
White: xx%
GENDER
Female: xx%
Male: xx%
Prefer not to answer: x%
Transgender: xx%
ROLES
Senior Director: x% Director: xx%
Senior Manager: xx% Manager: xx%
WORK ARRANGEMENT REQUIREMENT
100% remote: xx%
1 day in-office: x%
2 days in-office: xx%
3 days in-office: xx%
4 days in-office: xx%
100% in-office : xx%
In-office refers to a schedule entirely onsite, five days per week, while remote refers to a working arrangement schedule entirely offsite, with no in-office presence.
EDUCATION
Doctoral degree: xx%
Master’s degree: xx%
Bachelor’s degree: xx%
Other: xx%
Other includes associate’s degree , high school diploma, and GED
WORK ARRANGEMENT PREFERENCE
Remote: xx%
Hybrid: xx%
In-Office: xx%
INTERPRETING THE DATA
Every data point carries context, and every context brings nuance—an important distinction in the highly specialized industry we serve.
The insights in this report are intended as a resource and point of orientation, not as proof of any single conclusion in isolation. Data should be considered alongside its counterpoints, with the understanding that interpretation often depends on what the reader is seeking to find.
The most reliable place to begin is with Salary by “Firm Rankings” and “Overall Career Experience.” In our view, this combination provides the clearest foundation, leaving minimal room for debate or misinterpretation. From there, additional data points can be layered in to build a well-rounded perspective that is relevant to your team or objectives.
Our approach is holistic and multidimensional. Rather than pointing to one “right answer,” we encourage you to view the data through multiple angles to uncover the most meaningful insights.
Together, these insights represent a significant step forward in how the profession understands itself. The data now moves beyond static benchmarks to reveal patterns of expectation, perception, and behavior. Professionals at every level can see how their compensation compares, how their career priorities align with peers, and how mobility is shaping the profession more broadly. For firms, the findings offer a sharper lens on retention and engagement, highlighting where investments in compensation, culture, and leadership are most likely to resonate.
The next year will show how these insights are put into practice. As firms continue to refine their compensation structures and career pathways, the ability to draw from detailed, role-specific benchmarks will prove invaluable. For professionals, the clarity offered in this year’s report creates a stronger foundation for conversations about advancement, mobility, and long-term career strategy. In that sense, the report does not simply document where the profession.
THE SOLO MARKETER | COMPENSATION
SALARY BY:
REGION
NATIONAL
Median: $131,000
Average: $128,667
Entry Point: $56,500
Highest Point: $250,000
MIDWEST
Median: $115,000
Average: $111,511
NORTHEAST
Median: $150,000
Average: $150,642
SOUTHEAST
Median: $100,000
Average: $99,400
SOUTHWEST
Median: $140,500
Average: $145,866
WEST
Median: $147,000
$144,000
COMPENSATION INCREASE
OVERALL CAREER EXPERIENCE QUARTILES
Markers represent percentile intervals in 25% increments, ranging from the 25th through the 75th percentile (50th in orange). Repeated values appear in percentile calculations when several data points share the same value. This causes multiple percentile cutoffs to land on that same number, rather than at different points between unique values.
If you were to leave your firm today for a growth-focused role elsewhere, what would your base salary expectation be? 23%
FIRM SIZE
1 - 10
Median: $100,000 Average: $114,571
Firm size refers to firm attorney headcount.
PERCENTILES BY:
BASE SALARY
PRIMARY AREA OF FOCUS
DEVELOPMENT
DIGITAL MARKETING
TRADITIONAL MARKETING
Markers represent percentile intervals in 10% increments, ranging from the 10th through the 90th percentile (50th in orange). Repeated values appear in percentile calculations when several data points share the same value. This causes multiple percentile cutoffs to land on that same number, rather than at different points between unique values.
SOLO MARKETER | COMPENSATION
SALARY BY:
AVERAGE WEEKLY HOURS WORKED (MEDIAN)
FORMAL BENCHMARKS
Is your firm aware of formal salary benchmarks for your role?
Yes: 39% No: 61%
PERCENTILE BONUS BY:
If aware of the formal salary benchmarks, has your firm been receptive to it? Yes: 16% Unsure: 80% No: 4%
Yes: 33% Unsure: 57% No: 10%
If not aware of the formal salary benchmarks, would your firm be open to it?
NATIONAL & REGION
NATIONAL
Median: $9,000
Average: $11,193
SOUTHEAST
Median: $9,000 Average: $8,400
MIDWEST
Median: $7,500 Average: $9,214
Median: $15,000 Average: $15,666
85% of Solo Marketers received a bonus in the last 12 months.
How much does your most recent bonus compare from the previous year? COMPARISON
More than previous year: 25% Same as previous year: 51% Less than previous year: 15% N/A: 9%
SOLO MARKETER | CAREER PATHS
Career paths within law firms are central to professional growth, engagement, and retention. Clear trajectories toward advancement provide stability and motivation, reinforcing long-term commitment. When promotions, expanded responsibilities, and recognition are aligned with contributions, employees remain engaged and invested in the firm’s success.
In contrast, limited transparency around advancement can foster uncertainty and disengagement. Without defined opportunities, many begin to question their future within
TRANSITIONS
the firm, often considering external options if recognition or promotion feels out of reach. Open communication about timelines, expectations, and growth opportunities is essential to counter this.
Firms that emphasize structured development, mentorship, and leadership support are more successful in retaining talent. By ensuring career pathways are visible and equitable, firms strengthen engagement, build trust, and enhance organizational stability.
Have you moved or thought about moving to a new law firm in the last 12 months?
52%
35%
13% Neither.
I have thought about moving to a new law firm. I have moved to a new law firm.
FIRM-COMMITTED CAREERIST
Professionals who remain fully committed to their current firms demonstrate confidence in the opportunities available within their existing environments. They view their career paths with optimism, anticipating advancement through promotions, expanded responsibilities, or meaningful new projects. This group often communicates their ambitions clearly to leadership, strengthening alignment between individual goals and organizational priorities. Their outlook reflects trust in firm leadership and recognition of their contributions. Such commitment highlights the importance of structured career pathways and sustained professional development in fostering long-term engagement and retention of top talent.
DISCERNING ACHIEVER
Individuals who have considered moving to a new firm often balance ambition with a critical view of their current trajectory. While many remain engaged, they express uncertainty about promotion timelines, advancement opportunities, and longterm career alignment. This group is more likely to anticipate external mobility if progress stalls, signaling the importance of transparent pathways and leadership support. Their outlook reflects both aspiration and caution, with compensation, recognition, and firm culture playing decisive roles. Addressing these factors can convert contemplation of change into strengthened retention and renewed professional commitment.
STRATEGIC MOVER
Those who have recently transitioned to a new firm demonstrate adaptability and a deliberate approach to career advancement. Their decisions are often influenced by the search for clearer promotion opportunities, stronger alignment with leadership, and compensation that better reflects the scope of their contributions. By entering new environments, they bring renewed energy, innovative perspectives, and a willingness to embrace change, which positions them to deliver immediate and meaningful impact. These transitions reflect the competitive nature of the legal market and underscore the importance of structured career pathways to attract, support, and retain top talent in law firms.
SOLO MARKETER | CAREER PATHS
ANALYSES
Was there a specific moment that prompted you to consider a move?
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Are there any factors holding you back from making a change right now?
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CAREER PATH DISCUSSION
Pictured to the right are figures from all Solo Marketer respondents regarding whether the individual they report to has discussed or outlined a clear career advancement path.
Respondents who answered N/A have reached the highest role in their track with no room to advance.
PERCEPTIONS BY:
WORKLOAD MANAGEABILITY
How manageable is your workload? (0 not manageable; 10 very manageable)
HYPOTHETICAL JOB OFFER
Listed below are the deciding factors that Solo Marketers most often consider when evaluating the merits of a new hypothetical job offer.
Yes: xx%
Yes, but there are blockers: x%
No: xx%
N/A: xx%
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
Respondents were asked to select up to five top deciding factors.
Firm Culture refers to the shared values, beliefs, and behaviors of the firm; Firm Leadership refers to the relative progressiveness, composition or newness of leadership; Resources refers to whether the resources match the workload and demand of the role, for example, people or compensation; and Working Arrangement refers to hybrid/remote/flex options.
SOLO MARKETER | PROFILES
PROFILE 1: ENGAGED ACHIEVER
These Solo Marketers have neither considered nor pursued opportunities at other firms.
INSIGHTS
anticipate a tenure of 11+ years at their firm
“far above” and “above” average work/life balance rating
HYPOTHETICAL JOB OFFER
TOP 10 DECIDING FACTORS
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
Respondents were asked to select up to five top deciding factors. Diversity refers to DEI initiatives or relative diversity at the firm; Firm Culture refers to the shared values, beliefs, and behaviors of the firm; Firm Leadership refers to the relative progressiveness, composition or newness of leadership; Resources refers to the resources match the workload and demand of the role, for example, people or compensation; and Working Arrangement refers to hybrid/remote/flex options.
“far above” and “above” average effectiveness of Manager rating
“far above” and “above” average management communications rating
PROFILE SUMMARY
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PROFILE 2: UNFULFILLED TALENT
These Solo Marketers have considered opportunities at other firms.
INSIGHTS
anticipate a tenure of less than one year to three years at their firm
“far below” and “below” average work/life balance rating
HYPOTHETICAL JOB OFFER
TOP 10 DECIDING FACTORS
xx% Diversity
xx% Firm Culture
xx% Firm Leadership
xx% Health Insurance
xx% Retirement/401(k)
xx% Salary
xx% Title
xx% Total Compensation & Benefits Package
xx% Vacation Time
xx% Working Arrangement
“far below” and “below” average effectiveness of Manager rating
“far below” and “below” average management communications rating
PROFILE SUMMARY
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