The Conversation That Comes Up in Every Brief
Salary. It has always been the slightly uncomfortable part of any recruitment conversation, but in 2026 it has become more central, and more contested than at any point we can remember. The combination of persistent cost-of-living pressure, increased visibility of pay data through platforms like Glassdoor and LinkedIn, and genuine demand for scarce digital skills has created a market where expectations and offers are frequently misaligned.
What Candidates Are Asking For
Across all the roles we have been briefing and placing in the first half of 2026, we have noticed a consistent upward shift in candidate salary expectations, typically 15 to 25 per cent above what the same role would have commanded in 2022. This is not unique to publishing; it mirrors broader labour market trends. But publishing has historically lagged other media and technology sectors on pay, and candidates are increasingly aware of that gap.
The most acute pressure is in digital and data-heavy roles. Candidates with genuine skills in audience analytics, digital product management, or AI workflow integration know their market value, and they have options outside publishing that will match or exceed what most publishers are willing to offer.
Where Publishers Are Responding — and Where They Are Not
The good news is that some publishers are adapting. We are seeing more flexibility on package structure, remote working allowances, enhanced leave, professional development budgets and performance bonuses are being used to supplement base salaries that may not be fully competitive. For candidates who value those elements, a thoughtfully constructed package can be genuinely attractive.
Where we see publishers still struggling is in the mid-to-senior level editorial and rights roles. These are functions where the sector has deep internal talent pipelines and where there is less perception of competition from outside industries. In our experience, that perception is increasingly wrong; strong editorial professionals have more options than they did three years ago, but the salary response has not kept pace.
A Note on Transparency
The shift towards salary transparency in job postings has been genuinely positive for the market. Roles advertised with clear salary bands attract a better quality of applicant, reduce wasted interview time and reflect better on the employer brand. If you are a hiring manager still resistant to publishing salary information, we would encourage you to reconsider. The candidates you most want to attract will conduct their own market research regardless.
What Candidates Can Realistically Expect
• Entry to mid-level editorial: modest increases over 2025 benchmarks, with greater variance by specialist area
• Digital and content marketing: significant upward movement, particularly for data-literate candidates
• Hybrid digital-editorial roles: premium positioning, often commanding 20-30% above equivalent traditional roles
• Rights and licensing: broadly stable, with digital licensing specialisms commanding a premium
If you are preparing for a salary negotiation, come with evidence, market data, specific skill premiums, comparable role benchmarks. Hiring managers respect candidates who have done their research. And if you are a hiring manager, please ensure your offer reflects the current market, not the market of 2021.