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2026marketoutlook&salaryguide.
randstadhongkong
partnerfortalent.
seizingopportunitiesinhongkong’s2026talentoutlook.
HongKongenters2026cementingitsstatusasaglobaltalenthub,rising12placesintwoyearstorankfourthworldwidein
talentcompetitiveness.
Despitethisimpressivepositionandrisingincomes,employersand
executivesfaceaparadox:anoversupplyofseniorprofessionals
coexistswithacriticalshortageofhighlyspecialisedandnicheexperts.
risingcompetitivenessamidtalentscarcityinnicheareas.
AkeychallengeinHongKong’stalentmarketismisalignedexpectations.
Companiesareactivelyhiring,yettheyoperatewithextremeselectivity,oftenengagingin“windowshopping”forcandidates.Thisapproach
stemsfromawidespreadcorporateperceptionthatrecentperiodsofrestructuringandcost-cuttingresultedinatalentsurplusallacross
theboard.
However,thisabundanceprovesmisleadingforthoseseekingtalentwithspecialisedandnicheskills.
Thecurrenttalentsurplusconsistsofindividualsincost-centreandconsultancyroles,contributingtoasurplusofhighly-experiencedseniorcandidatesinthejobseekingmarket.Thissurplustalentalsooftenlacksthespecificnicheexpertisenecessarytofillcritical
hiringdemands.
Thismismatchslowshiring,frustratestalentwithprolongedprocesses,andrisksdamagingemployerbrands.Employersmustrecognisethatdespitevisibleoversupply,successhingesonquicklyidentifyingand
securingscarcespecialisedtalent.
leveragingstrategicsectorgrowthandflexiblestaffing.
HongKong’sstrategicdevelopmentpointstowardsseveralcriticaltalenthotspots.
ThegovernmentdirectsfocustowardacceleratingthedevelopmentoftheNorthernMetropolis,establishingitasanewengineforeconomicgrowth.Furthermore,authoritiesconcentrateresourcesonpromotingtheLifeandHealthTechnologyIndustryandelevatingAIandData
ScienceasacoreindustryforHongKong’sfuture.Thegovernmentalsoseekstodevelopasustainableaviationfuelindustrychainandbetter
harnesshighvalue-addedmaritimeservices.
Beyondgovernmentfocus,specificindustriesshowresilienceand
buoyancythroughthisperiodoftransformation.Insuranceremains
toberecessionproof,whilethelifesciencessectordemonstrates
continuousdemandforprofessionalsamidanageingpopulationandincreasingfocusonmentalhealthandwellness.Regulatedareaslikelegal,compliance,andcybersecurityarealsoactiveinhiring,asistheeducationsector.
Furthermore,HongKong’sevolvingtalentlandscapereflectsanotableshiftfromWesttoEast,asweseeaninflowofmainlandChinese
investmentandenterprises.Consequently,Mandarinlanguage
proficiencyisnowcommonlycitedasanimportantjobrequirementacrossthemarket.
Thesimultaneousneedforflexibilityandthesurplusofhighly-
experiencedseniortalentcreatesanopportunityfororganisations
toexploreinterimandfractionalroles.Companiescanembrace
contractingtopluggapsandgainthenecessaryflexibilityforscalingupordownaccordingtobusinessneeds.
Candidates,particularlyseniortalentwhoseexpertisemightotherwisebeuntapped,seekcontractingforimprovedwork-lifebalance.
|2
2026marketoutlook&salaryguide.hongkong
|3
2026marketoutlook&salaryguide.hongkong
navigatingtheAIandequityfrontiers.
Despitechangesintalentdynamicsleadingtoamorecautioustalentmarket,companieshaveavaluableopportunitytoactproactivelyandsecurethecriticalskillsneededtothrivein2026.
Takingproactiveandtimelyactionscanhelpcompaniespositionthemselvestocapitaliseongrowthopportunities,atrendalreadynoticeableinindustrieslikeconstruction,supplychain,andretail.
Thereisanopportunityforcompaniestotransformtheirworkforce
notjusttoincreaseproductivity,butalsotofosteradigitally-adeptandcollaborativeworkforcethatenhancestheemployerbrandtoattracttoptalent.
Accordingtothe
2025EmployerBrandResearch
,AIadoptionis
progressingsteadilywith30%ofrespondentsusingAIregularlyin
HongKong.However,thereisroomtoincreaseawareness,especiallyamongGenXprofessionals,someofwhommaynotyetfully
appreciateAI’sfutureimpact.
Employerscanbuildafuture-readyworkforcebypromotingacultureofcontinuouslearningandprovidingequitable,targetedAItrainingacrossallskilllevels,seniority,jobtype,andgenerations.
Inasimilartone,thereisanencouragingawarenessarounddiversity,equity,andinclusionasHongKongupkeepsitsreputationasa
multi-culturalcityfortalentfromallaroundtheworld.While65%of
respondentssuggestthereismoreworktodo,thisfeedbackopens
thedoorforemployerstoimplementmeaningfulandtransparentDEIstrategiesthatstrengthenfairnessinhiringandpromotions.Youngerandminorityemployeesespeciallybenefitfrominitiativesthatsupportclearpathwaysforgrowth.
TosucceedinHongKong’scompetitive2026talentlandscape,
employersneedtoshiftfromthenotionofageneraltalentsurplus
towardsmoreefficientcollaborationwithrecruitmentpartners,
developEVPsthatmeettalentexpectations,andequitableAIupskillingforaresilient,future-readyworkforce.
2026marketoutlook&salaryguide.hongkong
timeforcompaniestoembraceagileworkforcesolutions.
HongKong’stalentlandscapeisfacingastructuralparadox:an
oversupplyofhighly-experiencedseniorprofessionalsbutacriticalshortageofhighly-specialisedtalent.
Manycompaniesareactivelyhiring,buttheirgrowingselectivenessoftenslowsrecruitment,makingithardertosecurein-demandtalentandskillsbeforecompetitorsdo.
Duringthisperiodofcostcautiousness,organisationsshouldinvestinbuildingtheirexpertiseinhiringandmanagingcontracttalent.Flexibleworkforcemodelsnotonlyplugimmediateskillsgaps,butalsoprepare
employersforafuturewhereworkforceswillbeincreasinglyskills-based.
flexibleworkforcemodelsbridgesskillsgaps.
Engagingcontractprofessionalsallowsbusinessestostayagileandmaintainproductivitythroughchangingmarketconditions.
WithongoingdigitalandAItransformation,contingenthiringhelps
companiesdeployspecialisedexpertisequicklyforstrategicprojects,transformationwork,orseasonalpeaks.Thisapproachstrengthens
internalcapabilitieswhileacceleratinginnovationandreducingtimetomarket.
Companiesthatadoptflexibleworkmodelsearliergainmorethanjustshort-termrelief;theywillalsolearnhowtoscaleoperationsefficientlyasbusinessdemandsevolve.
leveragingseniorexpertisethroughfractionalroles.
Thegrowingpreferencesforfractionalandproject-basedrolessignalsanothershiftinhoworganisationsacrossexpertise.Experienced
professionals,oftenoperatingasfractionaldirectorsorconsultants,
bringtargetedknowledgeandexperiencetosolvecomplexbusinesschallenges,liketransformationprojects,andmergersandacquisitions.
Foremployersseekingbothflexibilityandstability,
contract-to-permanenthiringoffersabalancedpathway,ashiringmanagerstestcriticalskillsinactiontomanagehiringriskstomakeinformeddecisions.
Inamarketdefinedbycautiousspendingandselectiverecruitment,
theabilitytodeployadaptable,value-driventalentsolutionswillbekeytoensuringbusinessperformanceandproductivity.Organisationsthatinvestnowtomasterflexibleandcontractworkforcemanagement
willbefarbetterpositionedtosecurescarceexpertise,drivetransformation,andstaycompetitiveinHongKong.
|4
|5
2026marketoutlook&salaryguide.hongkong
contributors.
Thecollectiveinsightsandexpertiseofourleadershipteamacrossdiversespecialisationsformsthestrategicfoundationfortheinsightsandprojectionssharedwithinthesepages.
AstrustedadvisorstobusinessesnavigatingHongKong’sworkforcecomplexities,theirperspectivesofferemployersandhiringmanagersguidanceonnavigatingthejobmarketin2026.
BenjaminElms
ben.elms@.hkmanagingdirector
DoraLeung
dora.leung@.hkseniormanager
banking&financialservices|insurance
FionYeung
fion.yeung@.hk
director
constructions,property&engineering|
humanresources|businesssupport|technology
CherylLau
cheryl.lau@.hkseniormanager
talent&HRsolutions
TommyWong
tommy.wong@.hkassociatedirector
sales&marketing|lifesciences
KelvinChu
kelvin.chu@.hkmanager
technology
2026marketoutlook&salaryguide.hongkong
2026marketoutlook&salaryguide:engineering&supplychain.
randstadhongkong
partnerfortalen|6t.
|7
2026marketoutlook&salaryguide.hongkong
roles
low
middle
high
propertymanagement
headofproject/GM
120,000
160,000
230,000
seniorprojectmanager
78,000
88,000
100,000
projectmanager
60,000
70,000
80,000
assistantprojectmanager
38,000
45,000
55,000
architecture&design
designdirector/manager
72,000
80,000
110,000
seniorarchitect
55,000
68,000
80,000
headofinteriordesign
75,000
80,000
95,000
interiordesignmanager
45,000
59,000
75,000
seniorinteriordesigner
35,000
40,000
45,000
bimmanager
50,000
38,000
72,000
quantitysurveying
headofcommercial
90,000
100,000
120,000
commercialmanager
65,000
70,000
80,000
headofcontracts
89,000
100,000
120,000
quantitysurveyingmanager
55,000
62,000
75,000
seniorquantitysurveyor
42,000
48,000
58,000
buildingservicesandMEP
buildingservicesmanager/teamlead
65,000
80,000
125,000
buildingservicesengineer
35,000
42,000
50,000
buildingservicesinspector
45,000
52,000
60,000
civil&structuralengineering
civil&structuralhead
85,000
95,000
120,000
civil&structuralmanager
65,000
80,000
85,000
constructionmanagement
constructionmanager
60,000
65,000
80,000
clerkofworks
45,000
50,000
60,000
construction&propertysalary.
roles
low
middle
high
propertymanagement
headofpropertymanagement
80,000
120,000
160,000
seniorpropertymanager
60,000
68,000
75,000
propertymanager
43,000
48,000
60,000
assistantpropertymanager
35,000
38,000
42,000
propertyofficer
23,000
26,000
31,000
leasingandassetmanagement
headofassetmanagement
90,000
120,000
170,000
seniorassetmanager
58,000
64,000
80,000
assetmanager
45,000
52,000
56,000
headofleasing
95,000
100,000
160,000
seniorleasingmanager
60,000
70,000
85,000
leasingmanager
50,000
55,000
60,000
assistantleasingmanager
38,000
40,000
50,000
seniorleasingofficer
25,000
30,000
31,000
leasingofficer
22,000
25,000
28,000
propertysales
headofsales
90,000
120,000
180,000
seniorsalesmanager
65,000
70,000
90,000
salesmanager
49,000
55,000
65,000
assistantsalesmanager
35,000
40,000
49,000
seniorsalesofficer
25,000
30,000
35,000
salesofficer
20,000
23,000
25,000
facilitymanagement
facilitiesdirector
100,000
135,000
200,000
senior/facilitiesmanager
48,000
60,000
85,000
assistantfacilitiesmanager
38,000
45,000
50,000
senior/facilityofficer
24,000
33,000
38,000
propertyinvestment&valuations
propertydevelopmentdirector(GPsurveyor)
87,000
120,000
155,000
propertydevelopmentmanager(GPsurveyor)
55,000
70,000
85,000
propertyinvestmentdirector
90,000
110,000
170,000
propertyinvestmentmanager
45,000
60,000
80,000
propertyinvestmentanalyst
30,000
35,000
45,000
*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.
construction&propertysalary.
roles
low
middle
high
HSEandsustainability
headofenvironmentalsustainability
75,000
100,000
150,000
health&safety&environmental(HSE)manager
48,000
58,000
70,000
environmentalsustainabilitymanager
50,000
65,000
72,000
assistantmanager/seniorsustainabilityofficer
33,000
38,000
48,000
sustainabilityofficer
23,000
29,000
33,000
safetyofficer
35,000
45,000
48,000
privateequity/assetmanagement
managingdirector
160,000
200,000
300,000
investmentvicepresident/executivedirector
85,000
110,000
160,000
assetmanagementdirector
70,000
105,000
130,000
assetmanagementmanager
40,000
55,000
70,000
fundmanagement
30,000
65,000
80,000
investorrelationship
40,000
60,000
80,000
fundraising
80,000
140,000
200,000
headofresearch
65,000
80,000
110,000
manager/seniormanager,research
40,000
50,000
65,000
researchanalyst
25,000
30,000
38,000
*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.
|8
2026marketoutlook&salaryguide.hongkong
|9
2026marketoutlook&salaryguide.hongkong
roles
low
middle
high
environmentalengineering
headof/GM
90,000
135,000
160,000
senior/manager
55,000
72,000
85,000
senior/engineer
35,000
42,000
48,000
assistantengineer/graduateengineer
22,000
28,000
31,000
construction&engineering.
roles
low
middle
high
civil/structures
projectdirector
110,000
155,000
250,000
civil&structuralmanager
65,000
80,000
95,000
seniorengineer/engineer
35,000
50,000
60,000
assistantengineer/graduateengineer
24,000
28,000
33,000
buildingservices/electrical&mechanicalengineering
director
100,000
145,000
220,000
senior/projectmanager
65,000
75,000
95,000
senior/projectengineer
35,000
42,000
52,000
assistantengineer/graduateengineer
23,000
28,000
31,000
quantitysurveying/costmanagement
managingdirector
135,000
155,000
185,000
director
100,000
120,000
130,000
senior/manager
65,000
76,000
90,000
seniorquantitysurveyor
40,000
48,000
58,000
quantitysurveyor
28,000
32,000
38,000
architecture
headofdesign
100,000
110,000
120,000
seniorassociate
70,000
85,000
100,000
associate
65,000
80,000
90,000
seniorarchitect
55,000
68,000
80,000
architect
45,000
52,000
58,000
architecturalassistant
24,000
28,000
35,000
residentarchitect
75,000
80,000
110,000
architecturaldesigner
33,000
42,000
55,000
buildinginformationmodelling
25,000
38,000
68,000
interiordesign
135,000
155,000
185,000
director/associatedirector
70,000
85,000
100,000
associate
45,000
59,000
75,000
seniorinteriordesigner
35,000
40,000
45,000
interiordesigner
26,000
30,000
35,000
assistantinteriordesigner
19,000
23,000
25,000
*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.
|10
2026marketoutlook&salaryguide.hongkong
roles
low
middle
high
demand/supplyplanner
25,000
30,000
35,000
warehousemanager
30,000
35,000
40,000
CS/salesoperationsmanager
30,000
35,000
40,000
CSexecutive/salesadmin
22,000
25,000
28,000
shippingsupervisor
22,000
25,000
28,000
engineering
productdevelopment/R&Ddirector
80,000
90,000
110,000
productdevelopment/R&Dmanager
40,000
50,000
60,000
productdevelopment/R&Dengineer
25,000
30,000
35,000
technical/projectdirector
50,000
70,000
100,000
projectengineer
30,000
35,000
40,000
mechanicalengineer
30,000
40,000
50,000
qualitydirector
80,000
90,000
110,000
qualitymanager
40,000
50,000
60,000
seniorqualityengineer
40,000
55,000
65,000
qualityengineer
25,000
32,000
40,000
seniorQAofficer
30,000
35,000
40,000
QAofficer
23,000
28,000
32,000
sustainabilitydirector
80,000
90,000
100,000
sustainabilitymanager
50,000
60,000
65,000
serviceengineer
30,000
35,000
38,000
production
headofmanufacturing/factory
100,000
120,000
150,000
factorymanager
70,000
100,000
110,000
seniorproductionmanager
50,000
60,000
70,000
productionmanager
40,000
50,000
60,000
assistantproductionmanager
32,000
38,000
40,000
productionsupervisor
25,000
28,000
33,000
supplychain&procurement.
roles
low
middle
high
sourcing
managingdirectorofsourcing
120,000
150,000
180,000
VPofsourcing
100,000
110,000
125,000
sourcingdirector
75,000
85,000
90,000
seniormerchandisingmanager
60,000
65,000
70,000
merchandisingmanager
40,000
45,000
50,000
assistantmerchandisingmanager
35,000
38,000
45,000
seniormerchandiser
25,000
29,000
35,000
merchandiser
22,000
25,000
28,000
assistantmerchandiser
18,000
20,000
22,000
procurement
headofprocurement
100,000
130,000
150,000
globalprocurementmanager
100,000
120,000
140,000
seniorprocurementmanager
70,000
80,000
90,000
regionalprocurementmanager
70,000
85,000
100,000
procurementmanager
45,000
55,000
65,000
assistantprocurementmanager
35,000
40,000
45,000
seniorprocurementofficer
25,000
30,000
35,000
procurementofficer
20,000
22,000
25,000
tendermanager
45,000
50,000
55,000
assistanttendermanager
30,000
35,000
40,000
tenderexecutive
22,000
25,000
28,000
supplychain
tradecompliancedirector
90,000
100,000
120,000
tradecompliancemanager
60,000
65,000
70,000
supplychaindirector
70,000
80,000
100,000
supplychain&purchasingdirector
90,000
100,000
110,000
seniorsupplychainmanager
60,000
70,000
80,000
supplychainmanager
45,000
55,000
65,000
logisticsdirector
60,000
65,000
70,000
logisticsmanager
35,000
40,000
45,000
assistantlogisticsmanager
30,000
35,000
40,000
logisticcoordinator
20,000
25,000
28,000
planningmanager
40,000
50,000
55,000
*FiguresareinHKDandbasedonabasicmonthlysalaryofapermanentrole(notincludingAWSorfixed/variablebonus);unlessotherwisestated.
2026marketoutlook&salaryguide.hongkong
2026marketoutlook&salaryguide:sales&marketing.
randstadhongkong
partnerfortalen|1.
sales&marketingoutlook:
thrivingamidtransformation.
InHongKong,structuringshiftsinbusinessmodels,changing
consumerexpectations,anddigitisationarereshapinghowtalent
connectswithcustomersandmarkets.Alongsideotherindustries,thesalesandmarketingsectorisnavigatingtowardsrenewedeconomicvibrancywithanewbaseline.
hongkong’spositionasaglobalgateway.
HongKongissettostrengthenitsdualroleasalaunchpadforMainlandcompaniesthatareexpandingoverseasandadestinationforinboundcompaniesenteringGreaterChina.Thispositioninghasalways
attractedsteadyinvestmentandtalentmobilityacrossborders.
Whilethispositioninghasalwaysattractedsteadyinvestmentsandtalentmobilityacrossborders,itisnotentirelystraightforward.For
employersandtalent,themarketdynamicshighlighttheneedfor
adjustingexpectationsandrefiningwhatwillbeconsideredsuccess.
education:growthfueledbyglobalambition.
Demandforsalesandadmissionsprofessionalshasrisensharplyas
institutionsandconsultanciescatertofamiliesseekinggloballearningopportunities.ThisisinpartofalongstandingtrendofHongKong
familiesseekingglobaleducationpathwaysthatfuelsdemand.
Asinstitutionsandconsultanciescompetetoattractstudents,they
areactivelyhiringsalestalentwhocancommunicatevalue,buildtrustwithparents,anddifferentiatetheirservicesinahighlycompetitiveandcomplexlandscape.
consumer&retail:redefiningengagementandmotivation.
Consumerbrandscontinuetoseekskilledsalesandmarketingprofessionals,butbothtalentpreferencesandmarketforces
areshifting.
MoresalesprofessionalsaretransitioningtoB2Bsalesrolesthatoffer
clearerprogressionpathsandhigherearningpotentialthatisinline
withmarkettrends,leavinggapsinconsumer-orientedsegmentslikeinFMCG,luxuryretailandelectronics.
Whileultra-luxuryspendingdeclines,demandformiddle-tierluxuryis
gainingpopularityforvalue,accessibility,and“coolfactor”.However,
thiscategoryofbrandsstruggletooffercommissionstructuresto
attracttopsalestalent,creatingchallengesforbrandsinmotivatingandretainingtopperformers.
Brandsareincreasinglyadoptinga“glocal”(globalpluslocal)digitalmarketingstrategytodrivesales,utilisingpartnerships,growthandsocialmediatoplayacentralrole.Thishasfueleddemandforskilledmarketerswhocanthinkcreativelyandleveragemultipleplatforms,includinge-commerce,toengageaudiencesandamplifybrand
presenceeffectively.
Additionally,softskillsareincreasinglyimportantasdeliveringpositive,high-touchcustomerexperiencesisevenmorecriticalintoday’sdigital-firstenvironment.Tostaycompetitive,consumerbrandsmustredefineconsumersalesrolesasdynamicandaspirationalcareersratherthan
legacypositions.
logistics:expandingandcompetingunderpressure.
CompetitioninHongKong’slogisticssectorisintensifyingasmoreMainlandChinesefirmsenterthemarket,drivingdownpricingandtransformingtraditionalbusinessmodels.
Firmsareadaptingthroughdiversificationandpartnershipswith
e-commerceplatforms,andexpandingintomarketslikeAustraliaandCanada,wheredemandforChineseexportsremainsstrong.
Thisevolutionhascreateddemandforsalesprofessionalswithstrongglobaloperationalunderstandingandbusinessdevelopmentexpertise,particularlyfortalentwhocannavigateprice-sensitive,multinational
environmentswhileidentifyingnewrevenuechannelsandopportunities.
|12
2026marketoutlook&salaryguide.hongkong
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2026marketoutlook&salaryguide.hongkong
property:anewlookattalent.
Thetrendsandchangesinthepropertyindustryarefundamentally
structural.Whilecommercialrealestateremainssteady,theresidentialsegmentfacesweakerdemandaswithnewapartmentsstrugglingtofindbuyers.
Leasingactivityincreasinglyreflectsconsolidationanddownsizing,reflectingthebroadereconomiccautionandevolvingcorporate
spacerequirements.
Inresponse,employersare“thinkingoutofthebox”andarehiring
salestalentwithouttraditionalpropertybackgroundstolendfresh
perspectivesandinnovativeapproachestoreconnectwithcustomersandbuyers.
non-governmentorganisations&
charities:purpose-drivenmomentum.
Amongallsectors,NGOsandcharitiesshowthemostconsistent
growth.Theiremphasisonsocialimpacthasledtocross-sector
collaborationsspanningeducation,tourism,andthearts.These
partnershipsenhanceHongKong’sbrandandappeal,whilestimulatinglocalbusinessactivity.
Jobcreationwithinthissectoriscloselylinkedtofundraisinginitiativestowardscommunityandpubliccauses.Thisdynamicisopeningnewopportunitiesforsalesandmarketingprofessionalswhoseektoaligntheircareerswithvalues-drivenmissionsandsocialimpact.
navigatingtalentshortagesacrosssales,marketing&distributionchannels.
Companiesacrossindustriesnowuniversallyprioritisenewbusinessdevelopmentasacriticalgrowthstrategy.
Demandforsalestalenthasincreasinglychanneledtowards“hunters”
—salestalentwhoareinherentlydriventosecurenewbusinessandattractfreshcustomers.
Sectorssuchaslifesciences,logistics,andtechnologyexperience
acuteshortageofqualifiedhunters,intensifyingcompetitionforthesespecialisedcandidates.
Theseindustry-specificandtechnically-demandrolesrequirenotonlythesalesmentality,butalsogreatdepthofproductorsectorexpertisetosucceed.
Similarly,theriseofdistributor-ledsalesmodelsacrossconsumer,industrial,andconstructionsectorshasamplifieddemandfor
professionalswhocanmanageandoptimisecomplexdistributionnetworks.
Thecommunicationstalentmarket,however,paintsaslightlydifferentpicture.
Recognisingthatsociallicensetooperateandbrandtrusthavedirectcommercialimpactsintoday’senvironment,organisationsareplacinggreateremphasistostrengthentheircommunicationscapabilitiestoimprovepublicperceptionandbusinesspositioning.
Thereisnowanotablesurgeindemandforexternalcommunicationspecialists,suchaspublicrelationsandinvestorrelationsexperts,to
elevatebrandimageamidheightenedscrutinyandreputationmanagement.
adoptingcreativehiringandbrand
strategiestonavigatetalentchallenges.
AcautiousmindsetdominatesHongKong’stalentmarket.
•Abouthalfofprofessionalsprefertowaitforthe“rightfit,”prioritisingrolesthatalignwiththeirexpertiseandvalues.
•Amongactivemovers,thoseswitchingtodirectcompetitorsoftensecurehighercompensationbasedonskillsdemand,expertise,
andpotentialtodeliver.
•Theremaininghalfoftheworkforceareprioritisingwork-life
balanceandopentoacceptingslightlylowerpayforreducedworkloadorstress,reflectingarecalibrationofcareerpriorities,whichisthemostevidentamongtenuredprofessionals.
Employers,inturn,arebecomingmoreselective,focusingontalent
whohavethehighestpotentialtodeliver.Thismutualcautionhighlightsthegrowingimportanceofemployerbrandingandvaluealignment
wheresalesprofessionalsarenowdrivenbypurpose,connection,andconviction,notjustpay.
embracingnewhiringmodels:
contracting&fractionalwork.
Thisevolvinglandscaperaisesquestionsabouthowtointegrate
experiencedhireswho,forvariousreasons,struggletosecurestablejobopportunitiesthatarepresentintoday’senvironment.
Onepracticalsolutiontowardsincreasingemploymentandensuring
valuedeliveryistheemergenceofcontractroles,wherecompanies
engagetoptalentonafractionalorpart-timebasis.Thishybridmodelisgainingtractionacrosssalesandmarketingfunctions,providingagilityinuncertainmarketconditions.
Theriseofcontract,fractional,andproject-basedhiringoffersa
practicalsolutionforbothbusinessesandprofessionals.Companies
benefitfromflexibleaccesstoexpertisewhilemanagingheadcount
costs,andtalentgainsopportunitiesthatkeepthemprofessionallyandfinanciallyactive.
buildinganew,sustainablebaselineinthesales&marketingtalentmarket.
ThehiringlandscapeforsalesandmarketingprofessionalsinHongKongremainsintricateyetpromising.Slowbutsteadyhiringgrowthsignalscautiousoptimismheadinginto2026.
Employerswhokeepanopenmindtowardunconventionalhires,
embraceinnovativeemploymentmodels,andinvestinbrand
authenticitywillbebestpositionedtocapturethenextwaveof
marketopportunities—andtoleadastheregionaleconomycontinuesitstransformation.
|14
2026marketoutlook&salaryguide.hongkong
|15
2026marketoutlook&salaryguide.hongkong
roles
low
middle
high
product&consumer
generalmanager
70,000
125,000
180,000
marketingdirector
70,000
110,000
150,000
marketingmanager
60,000
75,000
90,000
eventmanager
40,000
50,000
60,000
PRmanager
40,000
55,000
70,000
digital/onlinemarketingmanager
45,000
57,500
70,000
digitalmarketingexecutive
25,000
30,000
35,000
e-commercedirector
70,000
80,000
90,000
e-commercemanager
40,000
50,000
60,000
CRMdirector
70,000
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