AI and senior hiring trends in the US for marketing and creative

Creative marketing hiring in the United States is showing renewed confidence. Recent insights from Mike Ondocin (Carter Murray) and Mark Smith (SR Staffing) reveal how employers are approaching the second half of the year, which marketing roles are most in demand and how artificial intelligence is beginning to influence both the job market and the expectations placed on senior candidates. Their perspectives point to a market that is becoming more active, more selective and increasingly shaped by new skill sets and hiring priorities.  

Market activity is stabilising, with a stronger pipeline for late summer and autumn

Although early summer hiring was slower than expected, activity increased noticeably from August onwards. Mike Ondocin shared that “August has actually been very strong,” which stands out given its typical position as a quieter hiring month. He also noted that candidate engagement is rising, explaining, “We have more candidates coming to us than I have seen in the last six to eight months.”   
The strongest hiring window is expected between mid-September and mid-November, with clients signalling more confidence to move ahead on headcount. This is especially true for organisations planning strategic projects, new marketing roles or senior-level hires aligned to broader market trends.

AI is changing how candidates access opportunities

Artificial intelligence (AI) is influencing the recruitment process itself, particularly for candidates applying directly to marketing jobs and creative positions. Mike noted that AI-driven application systems are creating barriers, sharing that “AI bots are applying to roles” and candidates often struggle to “get in front of the right person.” This makes it harder for applicants to demonstrate real-world experience or communicate their value to hiring managers.   
 
For recruitment partners, these AI systems create an opportunity to add value. According to Mike, working with a specialist consultant allows candidates to “skip the line” and reach decision-makers directly, avoiding automated filters that often prevent strong applications from being seen.

Clients expect candidates to be open to AI, not experts in it

AI now appears in almost every intake conversation, but employers are not seeking deep technical knowledge. Mark Smith explained that clients “are not looking for an expert,” but they do want candidates who can use AI tools confidently, understand their impact on workflows and recognise how AI adoption can support efficiency across marketing strategies or creative work.   
 
This principle aligns with broader industry guidance encouraging leaders to help teams embrace AI tools and build confidence incrementally. Recent analysis on AI adoption in marketing leadership highlights that openness, curiosity and adaptability often matter more than deep technical expertise. 
 
Candidates who address AI proactively during interviews tend to stand out. As Mark noted, thoughtful conversations about the use of AI “gives them a leg up in the interview,” particularly for organisations focused on problem-solving, innovation and cost-effective growth.

Demand is strengthening for senior marketing and creative roles

Senior talent remains the most sought after across the marketing and creative landscape. Mike shared that most active hiring is “Director-level and above,” especially within brand, marketing leadership and creative direction. Companies undergoing rebrands, entering new markets or building new marketing strategies are leading this demand.   
 
Alongside permanent headcount, there is increasing interest in fractional senior talent. This model is especially attractive to startups and early-stage businesses looking for leaders who can “hit the ground running” on brand or creative transformation projects. Demand for fractional and freelance talent continues to grow as organisations seek flexible, cost-effective ways to access senior capability.

Broader trends influencing hiring across marketing and creative

These hiring patterns reflect wider market trends across the marketing job market, where organisations are reassessing which skill sets they need to support growth. As artificial intelligence becomes more common across business functions, marketing and creative leaders are evaluating how AI technologies can support decision-making, streamline workflows and enhance campaign effectiveness. This is creating new opportunities for candidates who can combine strategic thinking with confidence in using AI. It is also shaping how companies assess headcount needs, design new roles and plan for future hiring cycles.

What employers should take away

• Demand for senior marketing, brand and creative talent remains strong, particularly for companies undergoing transformation
• AI is now part of most hiring conversations, but employers expect openness and adaptability rather than specialist expertise
• Fractional leaders offer a flexible solution for project-based needs, rebrands and accelerated growth periods 
• Hiring activity is expected to remain high through mid-November, supported by a more engaged candidate market

What candidates should consider

• AI-enabled application systems may prevent your CV from reaching hiring managers, making recruiter partnerships more important
• Candidates who show confidence in using AI or speak to its impact on marketing strategies are more likely to stand out
• Senior-level talent remains in demand across brand, marketing leadership and creative direction
• Fractional roles can offer access to high-impact projects, broader portfolios and new opportunities across emerging businesses