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SOC 13-1161 · O*NET 13-1161.00
On this page, market research analysts and marketing specialists refers to O*NET 13-1161.00: workers who research local, regional, national, or online market conditions and gather information to determine potential sales of products or services or plan marketing and advertising campaigns, including titles such as market research analyst and marketing specialist.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+75)/3+0.5)=75; fermatmind-ai-impact-v1; 2026-10-18.
The core work of market research analysts and marketing specialists is to use data to support market and marketing decisions: define research questions and target markets, design surveys, interviews, or experiments and collect primary and secondary data, gather information on competitors, prices, sales, and distribution methods, analyze data and web metrics, assess marketing campaign and channel effectiveness, develop positioning, pricing, and promotion recommendations, prepare reports and forecasts, and potentially use search marketing strategies to improve search engine rankings and target-market visibility.
The following judgments concern market research analysts and marketing specialists' research and marketing practices. They do not predict hiring, qualification, authorization, or contract outcomes.
Sample output and reflection: check whether the research question and scope were defined first, sample and data sources were explained, facts were distinguished from assumptions, and comparable recommendations and trade-offs were provided. Then ask yourself whether you can balance business goals and data evidence, explain conclusions to nontechnical colleagues, and accept responsibility for the evidence and consequences of recommendations.
On this page, market research analysts and marketing specialists refers to O*NET 13-1161.00: workers who research local, regional, national, or online market conditions and gather information to determine potential sales of a product or service or plan marketing and advertising campaigns, including titles such as market research analyst and marketing specialist. Tasks include designing questionnaires and research, gathering competitor, pricing, and sales information, analyzing data and web metrics, evaluating marketing effectiveness, recommending marketing and pricing approaches, preparing reports and forecasts, and potentially using search marketing strategies. Work mainly takes place in offices. This page excludes adjacent roles such as advertising and promotions managers, marketing managers, sales managers, public relations managers, and buyers.
Career direction comparison
The following compares market research analysts and marketing specialists with adjacent roles by actual goals, core deliverables, and responsibility boundaries. Qualifications are not interchangeable based on titles.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Advertising and Promotions Managers | Advertising and promotions managers plan and manage advertising and promotional campaigns; market research analysts and marketing specialists conduct research and analysis and use data to support decisions. Responsibilities and deliverables differ. | Manage advertising and promotional campaigns. | Compare if you prefer advertising campaign management. |
| Marketing Managers | Marketing managers oversee marketing strategies, teams, and budgets; market research analysts and marketing specialists conduct research and analysis and make recommendations, typically providing evidence for marketing decisions. |
AI impact on this career
Editorial task hypothesis: validate traditional statistics / metric aggregation separately from generative AI. The latter may draft questionnaires or reports but requires checking original data, samples, and conclusions. AAPOR's survey ethics standards require AI-synthesized responses to identify how they were generated rather than masquerading as human survey participants. These standards do not demonstrate occupational adoption rates or job outcomes. AI Impact Score 75% is an editorial estimate. Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((75+75+75)/3+0.5)=75; fermatmind-ai-impact-v1; 2026-10-18.The three tasks, ratings and sources are listed in the FermatMind method source record on this page.
FermatMind AI Impact Score estimation method v1
FermatMind / 费马测试 · 2026-10-18
Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
Chinese mainland salary reference
Scope: National Bureau of Statistics 2025 average annual wages for leasing and business services employees are 110,162 yuan / year in urban non-private units and 68,919 yuan / year in urban private units; the nationwide total for urban non-private units is 129,441 yuan / year. All are industry measures, not this occupation's median or starting pay.
Category boundary: the Ministry of Human Resources and Social Security publishes enterprise compensation survey information by occupation / position, which can be used to look up market and business service pay. This page did not obtain an entry matching O*NET 13-1161.00 exactly, so it is not used as a nationwide occupational median. Refer to competent authority publications for specifics.
Only average annual wages are published
U.S. salary reference
The 2025 US nationwide median wage for 13-1161 is 78,760 dollars annually and 37.87 dollars hourly; see the original table for full percentiles. Retain older employment of 941,700 in 2024, the 2024—2034 projection, and 87,200 average annual openings. Latest BLS figures are 952,700 employed in 2025, 7% growth in 2025—2035, and 82,000 average annual openings. List these separately without combining them or inferring individual hiring outcomes.
| Percentile | Annual reference | Hourly equivalent | Explanation |
|---|---|---|---|
| P10 | $43,390 / year | $20.86 / hour | 2025 US nationwide occupational percentiles; not seniority or a conversion of individual working hours. |
| P25 |
Fit signals
To assess fit, consider whether you can turn business problems into researchable questions and hypotheses, rigorously design and collect data and assess scope, extract usable conclusions from data, explain findings to nontechnical colleagues and advance decisions, and take responsibility for conclusions and privacy compliance. Tools such as RIASEC can only propose hypotheses and cannot replace real task experience.
Positive signals： Positive signals: structured breakdown of business problems, rigorous handling of data and scope, actionable conclusions, clear communication that advances decisions, and responsibility for conclusions and compliance.
Reasons for caution： Reasons for caution: difficulty quantifying business problems, tailoring conclusions to demands rather than evidence, unwillingness to handle data details or explain findings, or disregarding data privacy and compliance.
Trial activity： Trial activity: using entirely fictional market and sales data, rehearse research design, an analysis framework, recommendations, and validation boundaries, and ask someone else to review them against the records.
Risks and boundaries
Handle risks by their triggers, consequences, controls, and escalation boundaries.
Based on O*NET 13-1161.00 tasks and work context and specific requirements concerning research design, data privacy, conclusion alignment, stakeholder deadlines, and compliance boundaries. Check specific rules against employer procedures and applicable regulations without extrapolating across scopes.
Typical scenario：Inappropriate research design or scope.
Roles most affected：Research and analysis roles
Possible consequence：May lead to incorrect conclusions.
How to reduce risk：Define and review questions, samples, and scope.
Evidence：O*NET 13-1161.00 Tasks
Entry pathways
ONet's new-hire education responses for this occupation report 70% bachelor's degree and 30% master's degree. This is an occupational survey distribution, not a Job Zone4 group description or a uniform requirement for all employers. BLS says a bachelor's degree is typically required; some employers require or prefer a master's. Check specific positions separately.
Market signals
Retain older employment of 941,700 in 2024 and 87,200 projected average annual openings in 2024—2034. Latest BLS figures are 952,700 employed in 2025, 7% growth in 2025—2035, and 82,000 average annual openings. Openings are not ten-year totals, net new jobs, or hiring samples and do not establish hiring probabilities.
US nationwide · Display scope: Market Research Analysts and Marketing Specialists (13-1161.00)
The main industry on that page for 2024 is Professional, Scientific, and Technical Services. Employment and openings are statistical projections and must be interpreted separately from individual opportunities.
Employment size and change
Employment size, change, and job openings must be interpreted separately.
Does not establish：Occupational statistics cannot guarantee individual employment.
On this page, market research analysts and marketing specialists refers to O*NET 13-1161.00: workers who research local, regional, national, or online market conditions and gather information to determine potential sales of products or services or plan marketing and advertising campaigns. Tasks include designing questionnaires and research, gathering competitor, pricing, and sales information, analyzing data and web metrics, evaluating marketing effectiveness, recommending marketing and pricing approaches, preparing reports and forecasts, and potentially using search marketing strategies. Work mainly takes place in offices. This occupation is distinct from advertising and promotions managers, marketing managers, sales managers, public relations managers, or buyers.
Choose a real task from this page for a small practice project or a conversation with someone in the field. Use the planning guides to set a date, an output and feedback questions before deciding whether to continue.
This is an entirely fictional market research scenario check, not a personality diagnosis, hiring conclusion, or qualification assessment.
Entirely fictional task package: provide fictional market and sales data, including 1 research-goal and sample brief, 1 set of channel and sales metrics, and 1 pricing or positioning question to answer. Within 60 minutes, write a research design, data scope and analysis framework, two recommendations with trade-off rationales, validation methods, and risks. Do not use real company, client, or personal information.
Check first: research questions and business goals, samples and data scope, data sources and collection methods, stakeholders and decision uses, budgets and deadlines, and the evidence strength and compliance boundaries of conclusions.
End-to-end work: define research questions and goals, design research and collect data, clean and validate, analyze and verify, develop and compare recommendations, deliver reports and forecasts, and track results. Do not conclude before data scope or sample conditions are confirmed, or use data before privacy and compliance boundaries are checked.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Complete workflow | From problem definition to tracking results | |
| Step one | Define research questions and goals | |
| Step two | Design research and collect data | |
| Step three | Clean and validate data | |
| Step four | Analyze and validate hypotheses | |
| Step five | Develop and compare recommendations | |
| Step six | Deliver reports and track results |
Inputs: research questions and business goals, target-market and consumer data, primary research and secondary materials, competitor, pricing, and channel information, sales and web metrics, budgets and deadlines, stakeholder needs, and intended decision uses.
Checkable outputs: research designs and sample descriptions, research and data results, analyses and metric conclusions, market and competitor analyses, positioning, pricing, and promotion recommendations, reports and forecasts, effectiveness evaluations, and data and conclusion records.
Complete workflow: define research questions and goals → design research and collect data → clean and validate data → analyze and validate hypotheses → develop and compare recommendations → deliver reports and forecasts → track results and review.
In the United States, this occupation is in Job Zone 4. Most positions require a four-year bachelor's degree, some require a master's, and related experience is typically needed. Check data and advertising compliance conclusions against applicable laws. This page does not judge individual eligibility.
Work subjects and AI boundaries for market research analysts and marketing specialists Editorial task hypothesis: validate traditional statistics / metric aggregation separately from generative AI. The latter may draft questionnaires or reports but requires checking original data, samples, and conclusions. AAPOR's survey ethics standards require AI-synthesized responses to identify how they were generated rather than masquerading as human survey participants. These standards do not demonstrate occupational adoption rates or job outcomes.
| Oversee marketing strategies, teams, and budgets. |
| Compare if you prefer marketing management. |
| Sales Managers | Sales managers oversee sales teams and performance; market research analysts and marketing specialists conduct market research and marketing analysis rather than directly managing sales teams. | Oversee sales teams and performance. | Compare if you prefer sales management. |
|---|
| Public Relations Managers | Public relations managers handle external communications and reputation management; market research analysts and marketing specialists research markets and consumers. Their methods and goals differ. | Handle external communications and reputation management. | Compare if you prefer public relations. |
|---|
First use a reviewable research deliverable to validate research design, data scope, and recommendation boundaries, then assess your direction. Do not assign a single ranking based on income or personality.
Next, turn the comparison into a small analytical exercise that can be stopped.
Describe only specific steps tools may assist; do not treat demonstrations as organizational adoption.
Check data sources, system reliability, and review responsibilities; this page has no occupation-specific adoption rate.
Without occupational job-outcome research, do not infer layoff timing, staffing changes, or hiring probability.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Research and data | Design research and analyze data | Editorial hypothesis: assistance with organization and drafting depends on data permissions, task validation, and human review. Software skills do not equal generative AI adoption. | Check samples and data scope. |
| Reports and recommendations | Develop conclusions and write reports | May assist with drafting | Use research scope, data quality, and permissions as the basis and retain original records. AI-generated samples must not be labeled as human surveys; disclose generation methods and limitations. |
| Metrics and effectiveness | Analyze channel and marketing effectiveness | May assist with aggregation | Confirmed by researchers and business stakeholders. |
| Compliance and privacy | Process data and ensure compliance | Cannot replace responsibility-based judgment | Confirmed by compliance personnel and responsible leads. |
Occupational sources describe actual tasks and subjects: research and samples, data and metrics, competitors and channels, reports and recommendations. Tool capabilities, organizational adoption, and job outcomes are recorded separately; wage or employment data is not used as AI evidence.
Editorial comparison: cleaning, aggregation, or drafting may receive assistance, but no comparative studies of adoption sequence or effectiveness were obtained. People must validate sampling, question wording, weights, and business conclusions. Keep synthetic responses separate from real respondent materials.
AI primarily changesMay assist with cleaning / synthesis; distinguish statistical automation from generative AI.
Human responsibility remainsResearch design and scope judgments
AI primarily changesMay draft; check original data and label synthetic content.
Human responsibility remainsWeighing conclusions and responsibility
Human control points: define research questions and scope, judge sample and data quality, balance business goals and evidence, take responsibility for conclusions, recommendations, and their consequences, and follow data privacy and compliance boundaries.
Confirm research questions, samples, and data scope.
Use data only within privacy and compliance boundaries.
Review assumptions, data, and the strength of conclusions.
Promptly report compliance and bias risks.
May lead to incorrect conclusions.
Control: Define and review questions, samples, and scope.
May violate compliance requirements or mislead decisions.
Control: Validate data and follow privacy requirements.
May lead to ineffective spending.
Control: Align with business goals and state limitations.
Practice research design and basic statistics.
Retain original data and supporting evidence for conclusions; do not upload client or identifiable respondent materials without authorization.
Define scope and compliance boundaries first.
Task exposure, adoption, and job outcomes measure different things and cannot establish a date for job cuts.
Source: O*NET 13-1161.00 TasksOriginal source ↗
Only task hypotheses are listed; no adoption-sequencing research was obtained. Sampling, question wording, and conclusions still require validation.
Source: O*NET 13-1161.00 TasksOriginal source ↗
There is no occupational adoption-rate source, so this page provides no such figures.
Source: O*NET 13-1161.00 Market Research Analysts and Marketing Specialists (Summary)Original source ↗
First conduct an offline exercise using entirely fictional market and sales data. Write the research design, analysis framework, recommendations, and validation boundaries without relying on unverified automated analysis to replace research judgment.
Only average annual wages are published
Insufficient evidence: no safely matched distribution obtained
Exact occupational wages were not obtained. Industry averages apply only to corresponding unit context, do not replace occupational medians, and exclude individually owned businesses and freelancers.
| Role scope | Reference value | Explanation |
|---|---|---|
| Not separately tabulated | Hiring depends on the employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education levels within this occupation. |
| Not separately tabulated | Hiring depends on the employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education levels within this occupation. |
| Not separately tabulated | Hiring depends on the employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education levels within this occupation. |
| Not separately tabulated | Hiring depends on the employer and position | National Bureau of Statistics wage statistics are organized by industry and registration type, not by education levels within this occupation. |
110,162 yuan / year
68,919 yuan / year
129,441 yuan / year
Insufficient evidence: no nationwide occupational median wage, reference period, or statistical scope was obtained for market research analysts and marketing specialists in mainland China. This page displays only an industry proxy labeled as such; neither proxy figures nor US figures fill the gap.
| $58,350 / year |
| $28.05 / hour |
| 2025 US nationwide occupational percentiles; not seniority or a conversion of individual working hours. |
| P50 (median) | $78,760 / year | $37.87 / hour | 2025 US nationwide occupational percentiles; not seniority or a conversion of individual working hours. |
|---|
| P75 | $108,310 / year | $52.07 / hour | 2025 US nationwide occupational percentiles; not seniority or a conversion of individual working hours. |
|---|
| P90 | $155,480 / year | $74.75 / hour | 2025 US nationwide occupational percentiles; not seniority or a conversion of individual working hours. |
|---|
Wages · Median：$78,760 / year (2025)；O*NET 13-1161.00 National Wages (BLS OEWS Display)
Wages · Hourly median：$37.87 / hour (2025)；O*NET 13-1161.00 National Wages (BLS OEWS Display)
Wages · Lowest 10%：$43,390 / year (P10, 2025)；O*NET 13-1161.00 National Wages (BLS OEWS Display)
Wages · P90 percentile：$155,480 / year (P90, 2025)；O*NET 13-1161.00 National Wages (BLS OEWS Display)
Wages · Statistical scope：Market Research Analysts and Marketing Specialists（13-1161.00）；O*NET 13-1161.00 National Wages (BLS OEWS Display)
Full 2025 nationwide annual / hourly wage percentiles for this occupation, not starting pay or take-home income.
Employment count in 2024, not the number of vacancies being recruited for.
Separate older 2024—2034 and newer 2025—2035 versions. Latest growth is 7%, with 82,000 average annual openings; do not infer hiring outcomes.
May 2025 industry median annual wages for the same occupation; wages are not industry employment shares.
| Industry | Median annual wage (dollars / year) | How to interpret |
|---|---|---|
| Information | $102,670 / year | May 2025, this US occupation; not a promise of individual income. |
| Management of companies and enterprises | $99,850 / year | May 2025, this US occupation; not a promise of individual income. |
| Finance and insurance | $94,330 / year | May 2025, this US occupation; not a promise of individual income. |
| Wholesale trade | $78,780 / year | May 2025, this US occupation; not a promise of individual income. |
ONet education responses report 70% bachelor's degree and 30% master's. BLS typically indicates a bachelor's, with some employers requiring or preferring a master's; certification is voluntary. Years of prior experience are not a threshold for every position.
Check research design, statistics, reporting deliverables, and employer requirements; no comparison of the hiring weights of outcomes and certificates was obtained.
Strongly affected by professional-service, advertising, and technology industry distribution; do not extrapolate across regions.
Check with work samples rather than replacing judgment with labels.
The O*NET interest code is ECI (Enterprising–Conventional–Investigative), emphasizing advancing marketing and business decisions, organizing data according to procedures, and research and analysis. These labels describe activity preferences only and cannot determine competence or qualifications.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialCheck with work samples rather than replacing judgment with labels.
General personality measures such as the Big Five do not provide job evidence for this occupation and can only support self-reflection. Continue checking through real market research, data analysis, and recommendation implementation experiences.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialCheck with work samples rather than replacing judgment with labels.
Type-based tools such as MBTI and the Enneagram cannot determine competence or qualifications and can only support self-reflection.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialCheck with work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialCheck with work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialCheck with work samples rather than replacing judgment with labels.
Continue checking against real tasks, boundaries, and reviewable deliverables.
Do not use it this way: Hiring, qualifications, or performance cannot be inferred from this.
Start a career-interest trialFits better when: Can translate business problems into research plans.
Watch for: Samples and scope must be checked.
Fits better when: Can design questionnaires and collect data.
Watch for: Quality and compliance must be checked.
Fits better when: Can analyze data and metrics.
Watch for: Evidence strength must be stated.
Fits better when: Can develop actionable recommendations.
Watch for: Business goals must be aligned.
Fits better when: Can explain findings to multiple parties and advance decisions.
Watch for: Multiple stakeholder demands must be handled.
Fits better when: Can process data according to regulations.
Watch for: Applicable laws must be checked.
Use this page's work sample to check research design.
Check samples and assumptions against methodological requirements.
Assess analytical and implementation skills.
Check sources first and mark uncertainty.
Assess communication skills.
Assess responsibility and compliance awareness.
Use data and conclusion records to enable review by others.
Complete an exercise using entirely fictional market and sales data.
Typical scenario：Insufficient data quality or violation of privacy requirements.
Roles most affected：Data and analysis roles
Possible consequence：May mislead decisions or violate compliance requirements.
How to reduce risk：Validate samples and data, restricting access by jurisdiction and authorization. AAPOR requires protecting identifiable respondent information; removing names does not guarantee that reidentification is impossible.
Evidence：AAPOR Code of Ethics for Survey Research
Typical scenario：Conclusions mismatch business goals.
Roles most affected：Analysis and recommendation roles
Possible consequence：May lead to ineffective spending.
How to reduce risk：Align with business goals and state limitations.
Evidence：O*NET 13-1161.00 Work Context
Typical scenario：Multiple stakeholder demands or deadline pressure.
Roles most affected：Research and recommendation roles
Possible consequence：May affect conclusion quality.
How to reduce risk：Define scope and priorities and manage expectations.
Evidence：O*NET 13-1161.00 Work Context
Typical scenario：Using data beyond authorization or compliance boundaries.
Roles most affected：Data and analysis roles
Possible consequence：May violate laws and responsibility requirements.
How to reduce risk：Check authorization for participant information and client confidentiality. Do not submit to external AI without permission. If permissions or jurisdiction are unclear, pause the relevant data use and hand over to the responsible lead.
Evidence：AAPOR Code of Ethics for Survey Research
Typical scenario：Metric definitions differ across channels or systems.
Roles most affected：Data and analysis roles
Possible consequence：May mislead judgments and comparisons.
How to reduce risk：Align definitions first and record differences.
Evidence：O*NET 13-1161.00 Tasks
Typical scope：Entry stage: practice research design, questionnaire and data organization, basic statistics and visualization, and report writing under supervision. Learn data and compliance requirements and retain process records.
Readiness evidence：Evidence to show: use a reviewable research deliverable covering research questions, samples and scope, analytical conclusions, and recommendations to demonstrate structured analysis and accurate documentation.
Credential boundary：Verify education and employer requirements.
Next moves：Next step: check the target employer's industry and research settings, data and compliance constraints, and business decision chain. Validate research, analysis, and communication abilities through real projects under supervision.
Typical scope：Independently conduct research and analysis, with work subject to review.
Readiness evidence：Retain research and data records.
Credential boundary：Verify employer requirements.
Next moves：Moving toward greater responsibility: with experience, workers may oversee end-to-end research projects and business partnerships, train newcomers and establish systematic methods, or move into marketing, product, and data roles.
Typical scope：Handle complex research and business recommendations.
Readiness evidence：Retain complex-research and recommendation records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of systematic methods and training.
Typical scope：Oversee methodological standards and teams.
Readiness evidence：Retain standards and team records.
Credential boundary：Verify employer requirements.
Next moves：Add management and governance evidence.
Typical scope：Participate in marketing and product work under supervision.
Readiness evidence：Retain marketing and project records.
Credential boundary：Verify employer requirements.
Next moves：Build marketing and product foundations.
Typical scope：Independently handle specific marketing or product tasks.
Readiness evidence：Retain task and outcome records.
Credential boundary：Verify employer requirements.
Next moves：Add business and project evidence.
Typical scope：Oversee strategies and cross-functional implementation.
Readiness evidence：Retain strategy and implementation records.
Credential boundary：Verify employer requirements.
Next moves：Add management and governance evidence.
Typical scope：Oversee marketing strategy and teams.
Readiness evidence：Retain strategy and team records.
Credential boundary：Verify employer requirements.
Next moves：Add strategy and governance evidence.
Typical scope：Participate in data and insights analysis under supervision.
Readiness evidence：Retain analysis records.
Credential boundary：Verify employer requirements.
Next moves：Build foundations in data tools and statistics.
Typical scope：Independently perform data analysis and visualization.
Readiness evidence：Retain analysis and model records.
Credential boundary：Verify employer requirements.
Next moves：Add modeling and business knowledge.
Typical scope：Handle complex analysis and insights.
Readiness evidence：Retain complex-analysis records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of systematic methods and collaboration.
Typical scope：Oversee teams and methodological standards.
Readiness evidence：Retain team and standards records.
Credential boundary：Verify employer requirements.
Next moves：Add evidence of management responsibility.
Confirm research questions, samples, and data scope.
Collect, analyze, and validate data according to methods.
Produce reviewable analysis and recommendation records.
Expand research and business responsibilities within authorized scope.
US nationwide · Display scope: Market Research Analysts and Marketing Specialists (13-1161.00)
About 87,200 openings / year (older version)
Projected average annual job openings
Older 2024—2034 average annual openings, not a ten-year total; the latest 2025—2035 annual average of 82,000 is listed separately.
Does not establish：Cannot represent an individual's probability of being hired.
US nationwide · Display scope: Market Research Analysts and Marketing Specialists (13-1161.00)
$78,760 / year
Median annual wage
The BLS 2025 OEWS nationwide median, not starting pay or take-home income.
Does not establish：Full 2025 wage percentiles were obtained; they are not seniority or take-home income.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Transferable capabilities: research design and sampling, questionnaires and data collection, statistical analysis and visualization, web and channel metrics, report and recommendation writing, business communication, and project management.
Build next：First target, advertising and promotions manager: add advertising creative / media and agency collaboration, campaign budgets and contracts, team coordination, and responsibility for promotion cost effectiveness. Market research and reporting ability does not automatically demonstrate management responsibilities.
View career profileTransfers：Foundation in market and marketing analysis.
Build next：Add marketing management and team experience.
View career profileTransfers：Foundation in market and sales data.
Build next：Add sales team management experience.
View career profileTransfers：Foundation in communication and public messaging.
Build next：Add public relations and communication strategy.
View career profileTransfers：Foundation in data and market analysis.
Build next：Add purchasing and supply-chain knowledge.
View career profileTransfers：Foundation in analysis and reporting.
Build next：Add organizational and process consulting methods.
View career profileAdvertising and promotions managers handle advertising campaigns; marketing managers oversee marketing strategy and teams; sales managers oversee sales teams; public relations managers handle public relations; buyers handle purchasing. Market research analysts and marketing specialists conduct research and analysis and use data to support decisions. Compare goals, deliverables, and responsibility boundaries to distinguish them.
Observable signals: structured breakdown of business problems, rigorous handling of data and scope, actionable conclusions, clear communication that advances decisions, and responsibility for conclusions and compliance. O*NET interest code ECI describes activity preferences only and cannot determine competence or qualifications.
Tools for data cleaning and statistics, text and sentiment analysis, metric aggregation, report and chart generation, and questionnaire and copy drafting may assist data analysis, pattern recognition, and material drafting. People remain responsible for defining research questions, judging samples and scope, weighing conclusions, business recommendations, and compliance. This page presents tool uses only as task hypotheses, not evidence of widespread organizational adoption.
Human responsibilities include defining research questions and scope, judging sample and data quality, balancing business goals and evidence, taking responsibility for conclusions, recommendations, and consequences, and following data privacy and compliance boundaries.
The National Bureau of Statistics publishes average annual wages for urban-unit employees by industry category without separately listing this occupation, so a safely matched nationwide occupational median cannot be established. This page displays only industry proxies labeled as such: in 2025, leasing and business services paid 110,162 yuan / year in urban non-private units and 68,919 yuan / year in urban private units, while the nationwide total for urban non-private units was 129,441 yuan / year. None equals this occupation's median or starting pay. The Ministry of Human Resources and Social Security's enterprise compensation survey information is provided as a lookup entry point.
The O*NET page displays a 2025 BLS OEWS median annual wage of 78,760 dollars, approximately 37.87 dollars / hour, for occupation 13-1161.00. That page does not display percentile wages. These are US nationwide statistics, not individual take-home income or starting pay.
In the United States, this occupation is in Job Zone 4. Most positions require a four-year bachelor's degree, some require a master's, and related experience is typically needed. Check data and advertising compliance conclusions against applicable laws. Mainland China: there is no unified occupational qualification exactly corresponding to this O*NET occupation; check employer and industry requirements.
Main risks include research design and scope, data quality and privacy, conclusions mismatching business needs, stakeholder demands and deadlines, and compliance and authorization boundaries. Controls include defining research questions and scope, ensuring data quality and compliance, aligning business goals, managing deadlines, and handing matters beyond scope to qualified personnel. Check specific rules against employer procedures and applicable regulations.
O*NET cites BLS data showing about 941,700 employed in this occupation in 2024, projected growth much faster than average, at 7% or higher, in 2024—2034, and about 87,200 job openings during the period. These are occupational statistics, not an individual's probability of being hired.
If you can turn business problems into researchable questions and support recommendations with data, a low-cost exercise using entirely fictional market and sales data is worthwhile. Moving into marketing management, product, or data roles requires additional evidence of the corresponding business experience and responsibilities.
Evidence for China, the United States, and individual organizations is presented separately. Conclusions on wages, employment, qualifications / credentials, safety, and AI must not be combined across scopes. The market research analysts and marketing specialists page provides occupational judgment and research exercise information and does not replace local laws, data compliance standards, or other professional advice. Any statement of insufficient evidence means only that safely matched data was not established within a bounded search; proxies or memory are not used to fabricate figures.
FermatMind research workflow
2025 BLS OEWS wage data; accessed 2026-09-25
O*NET 13-1161.00 National Wages (BLS OEWS Display)
Limitations：Applies only to 13-1161.00 and the US market; does not establish a mapping to China.
Limitations：Task examples do not mean every position performs every task; they do not establish a mapping to China.
Limitations：US work context does not replace Chinese law or employer procedures.
Limitations：This page does not display percentile wages; the median does not represent starting pay or individual take-home income.
Limitations：Projections are not a hiring guarantee; much faster than average does not mean individual opportunities necessarily increase.
Limitations：Industry distribution signals employer settings, not projected growth or demand.
Limitations：Education distribution does not establish a mandatory requirement for every employer; it does not establish a mapping to China.
Limitations：Certification and training do not equal a scope of practice or employer hiring; check the applicable jurisdiction.
Limitations：Task exposure does not equal implemented automation, adoption, or layoffs; individual outcomes are not inferred.
Limitations：Industry averages are not occupational medians and exclude individually owned businesses and freelancers; no nationwide wage distribution matching the exact occupation was established.
Limitations：Covers urban enterprises, excluding government agencies and public institutions; this page did not obtain an exact occupational match and does not use it as a nationwide median.
Limitations：An editorial scale is not evidence of adoption rates, layoffs, regulations, or licensing.
Limitations：US occupation 13-1161; does not establish a Chinese qualification mapping.
Limitations：Survey ethics standards, not occupational AI adoption rates or global law.
Limitations：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
Check source scope, limitations, and statistical periods separately against the original evidence. Source usage notes: O*NET 13-1161.00 Market Research Analysts and Marketing Specialists (Summary): provides occupational identity, the official description, interest code, Job Zone, skills, and knowledge for 13-1161.00. Wage and employment data on that page cover this occupation. O*NET 13-1161.00 Tasks: provides tasks including market and consumer research, gathering competitor and pricing information, designing questionnaires and research, analyzing data and web metrics, evaluating marketing effectiveness, making marketing and pricing recommendations, and preparing reports and forecasts. Task examples do not mean every position performs every task. O*NET 13-1161.00 Work Context: describes primarily controlled indoor work, email and meeting communication, precise data handling, work under deadlines and multiple stakeholder demands, and other contexts. US work context does not replace Chinese law or employer procedures. O*NET 13-1161.00 National Wages (BLS OEWS Display): 2025 BLS OEWS median wages for this occupation. This page does not display percentile wages. O*NET 13-1161.00 National Employment Trends: employment in 2024 and projections for growth and job openings in 2024—2034. Projections are not a hiring guarantee. Industries: 13-1161.00: the main industry on that page for 2024 is Professional, Scientific, and Technical Services. Industry distribution signals employer settings, not projected growth or demand. O*NET 13-1161.00 Education and Occupational Preparation: Job Zone 4; most positions require a four-year bachelor's degree, approximately 70%, while some require a master's, approximately 30%. Education distribution does not establish mandatory requirements for every employer. Licenses & Certifications: 13-1161.00: O*NET provides state licensing and national certification lookup entry points. Certification and training do not equal authorization to practice or employer hiring requirements. Generative AI and Jobs (ILO Working Paper 140, 2025): assesses occupational exposure to generative AI at the task level. An exposure index is not an adoption rate, job outcome, or hiring probability. Average Annual Wages of Employees in Urban Units in 2025: provides average annual wages by industry category for urban non-private and private units, including leasing and business services. Industry averages are not occupational medians and exclude individually owned businesses and freelancers. Enterprise Compensation Survey Information (2024): the Ministry of Human Resources and Social Security's enterprise compensation survey information provides a pay lookup entry point by occupation / position. Covers urban enterprises, excluding government agencies and public institutions; this page did not obtain an exact occupational match. FermatMind Task Impact Scale for Market Research Analysts and Marketing Specialists: organizes potentially assisted tasks and human control points for task-level AI and fit discussions. An editorial scale is not evidence of adoption rates, layoffs, regulations, or licensing.
