Agency Roles Report

The State of Agency Hiring, September 2026

● Live · Research by Haus Advisors · refreshed daily · updated 2026-09-22

Every day we read every open role at the agencies worth watching, and look for the patterns underneath. Not the headline count of who is hiring, but the shape of it. How much of the work is remote. How many agencies will name a salary. Where the roles pile up, and how senior they skew. Here is what the postings reveal right now, and it moves as agencies post and pull jobs.

About this data, and how it stays current. This is not a one-time survey. The board recrawls the official job feeds of 224 hand-picked agencies every day, so every percentage on this page reflects what is actually posted today, 2026-09-22. Right now that is 3,827 open roles across 224 agencies: independent and specialist shops, plus a few standout global names, all organized enough to hire in the open. There are tens of thousands of agencies in the US, and most are one- or two-person shops that never post a structured job. This is a curated read of the ones worth working at, not a census of the whole industry.

The tell is in who agencies are not hiring

Pull up almost any agency's open roles and you see the same shape. Account managers. Designers. Developers. Strategists. They are all people hired to deliver the work clients already bought.

Now look for the other kind of role. The one that exists to bring the next client in. A new-business lead, or a growth marketer who owns the pipeline instead of the deliverables. They come to about 2% of everything posted, roughly one growth role for every 63 openings on the board.

Sales titles do not close that gap. Even the 288 roles filed under business development and sales are mostly client-facing account seats, the people who service accounts the agency already won. Strip those out and only 61 roles across the entire board are unmistakably built to grow the agency itself.

Most agencies hire to deliver. Almost none hire to grow. And you cannot fix a growth problem with a delivery hire.

Here is why it happens. For years, referrals and repeat work carried the pipeline, so the founder became the whole growth department without ever calling it that. Then delivery filled up, the founder got pulled onto client work, and the referrals slowed at the exact moment nobody was left to replace them. So the agency hires. It hires to deliver the work it already has, because that pain is loud and it is today. The quiet pain, an empty pipeline six months out, never makes it onto the org chart until it is an emergency.

If you are booked solid and happy at your size, none of this applies to you. Skip it. But if your revenue lives and dies on whether the founder is in the room, the fix is not another delivery hire. It is also not bolting a business-development person onto fuzzy positioning. Hire someone to sell an agency that could be anything to anyone, and they will burn through your budget and quit inside a year. The growth hire only works once the positioning is sharp enough to make the job doable.

Who is hiring most

A small number of agencies drive a large share of the openings. These are the shops posting the most right now. Browse them all in the agency directory.

What roles agencies need most

Demand is lopsided. Design/Creative leads by a wide margin, which fits the pattern above. The seats agencies open first are the ones that deliver the work already sitting in front of them.

The remote reality

Remote is the minority now. Of 3,827 open roles, 930 (24%) are remote, 20 are hybrid, and 2,877 are on-site. The work-from-anywhere agency job is rarer than the headlines suggest. If that is what you want, start with the remote roles.

What agencies pay, and who says so

Only 24% of these roles (902 of 3,827) publish a pay range. Before a candidate reads a word about culture or mission, that one choice tells them how an agency treats the people it hires. You can filter the board to roles that disclose pay. Among the 635 US roles that name a number, here is how the ranges fall.

Agencies that show their pay

The shops most likely to name a number, ranked by the share of their own openings that disclose a range. Limited to agencies with at least four roles open.

Typical pay by discipline

Midpoints from US roles that publish a full range. Read them as a rough gauge, not a salary survey.

Seniority mix

Agencies are hiring up and down the ladder. Levels here are read from job titles, so treat them as directional, not exact.

Where it is easiest to break in

Junior roles are scarce across agencies, but they cluster in a few disciplines. If you are early in your career, this is where the doors are most open right now.

How agencies structure the work

Full-time still dominates. Underneath it sits real contract, freelance, and internship supply for people who want to work that way.

Where the jobs are

The map is more concentrated than it looks from the outside. A handful of countries hold most of the open roles.

The roles that show where an agency is headed

Back to that small set of growth roles. They are worth watching, because a new-business or in-house marketing hire is an agency betting on its own future instead of just servicing its present. We count 61 of them right now. Isolate them with the Grows the agency filter and you can see which shops are actually investing in their own pipeline.

If anything, this undercounts the gap. The big networks on this board are the ones most likely to carry a real growth team. In a ten-person shop, that seat does not exist at all. The founder is it, right up until the day they are too buried in delivery to sell, and the pipeline goes quiet.

Benchmark your own agency. If you run a shop, here is the quick gut check. About 24% of agency roles are remote, 24% name a salary, and only 2% exist to grow the agency rather than deliver client work. If your own hiring looks very different, in either direction, it is worth knowing why.