Marketing Assistant - Hire or get hired
Your complete guide to the Marketing Assistant Role: Duties, salary & hiring tips
Purpose of the Marketing Assistant
The Marketing Assistant provides administrative and creative support to the marketing team, helping coordinate campaigns, events, and digital content for the firm.
Marketing Assistant's duties and responsibilities
• Campaign Support:
Assist in planning and executing marketing activities.
• Content Creation:
Help draft social media posts, newsletters, and collateral.
• Event Support:
Coordinate logistics for seminars, webinars, and client events.
• Reporting:
Track engagement metrics and prepare marketing reports.
• Admin Tasks:
Maintain contact databases and update marketing systems.
Assist in planning and executing marketing activities.
• Content Creation:
Help draft social media posts, newsletters, and collateral.
• Event Support:
Coordinate logistics for seminars, webinars, and client events.
• Reporting:
Track engagement metrics and prepare marketing reports.
• Admin Tasks:
Maintain contact databases and update marketing systems.
Requirements and qualifications for a Marketing Assistant
• 1–2 years’ experience in marketing or administration
• Strong communication and writing skills
• Basic design and digital marketing platform knowledge
• Organisational skills and attention to detail
• Proficiency in MS Office and CRM/marketing tools
• Strong communication and writing skills
• Basic design and digital marketing platform knowledge
• Organisational skills and attention to detail
• Proficiency in MS Office and CRM/marketing tools
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The legal sector continues to face hiring challenges, particularly for Senior Associates, with 39% of firms struggling to fill these roles, followed by Lawyers (25%) and Associates (21%). Legal support staff, including Legal Assistants and Secretaries, also remain in high demand. Recruitment agencies remain the most effective hiring channel, with 67% of firms using their services, while job boards (40%) and referrals (40%) serve as supporting channels.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
Workplace flexibility remains a priority, with 82% of firms offering work-from-home options and 68% providing flexible hours. Despite this, office attendance is still high, with 70% of employees going in at least four days a week. Parental leave policies vary widely across the sector—some firms provide up to 26 weeks of paid leave, while others adhere strictly to government-mandated benefits.
To attract and retain talent, firms are focusing on competitive benefits, with 65% offering bonuses and 65% investing in career development training. Other key incentives include professional association memberships (72%) and company-paid training (67%). As firms compete for talent, structured career progression and additional leave entitlements are becoming essential in retaining top performers.
