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Search Salaries > Demand Generation Manager > Santiago
Job Description

How much does a Demand Generation Manager in Santiago make?

The base salary for a Demand Generation Manager in Santiago is 37,488,400
Also known as: Lead Generation Manager, Customer Acquisition Manager, Demand Creation Manager.

37,488,400

Median Base Salary (Percentile 50)
32 observations
(Updated: 12 Apr 2024)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Demand Generation Manager earns a median base salary of 37,488,400 in Santiago, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Demand Generation Manager in Santiago usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Unbalanced

Male

62%

Female

38%

Benefits

There are statutory benefits associated with a Demand Generation Manager in Santiago according to ...

Most Common Benefits

Competitive advantages associated with a Demand Generation Manager in Santiago
Access to cutting-edge technology is a key competitive advantage for employees in Chile. Companies provide the latest tools and software, enabling employees to work efficiently and stay ahead of industry trends. This benefit not only enhances productivity but also attracts tech-savvy professionals eager to work with the latest innovations.
Companies in Chile often offer professional development opportunities such as workshops, courses, and certifications to help employees enhance their skills and advance their careers. This is a significant advantage as it increases employees’ value and satisfaction, while also benefiting the company by improving workforce capabilities.

Side Benefits to attract & retain talent

Additional perks for a Demand Generation Manager in Santiago
Work-Life Balance
Equal Opportunity Employer
Flexible Working Hours
Casual Dress Code
Work From Home

Statutory Benefits

Mandatory benefits in Santiago
1-year visa for citizens of certain countries aged 18-35, non-renewable.
The monthly minimum wage in Chile is $510,500 CLP.
Employer contributions include 2.40% Unemployment Insurance, 1.5% Disability & Survival Insurance (SIS), 0.95% Mutual – Work Accident Insurance, and Varies* Gratification (Profit Sharing). Total Employment Cost is 4.83%.
Employee contributions include 10.00% Pension (AFP), 0.60% Unemployment Insurance, and 7.00% Public Health Insurance. Total Employee Cost is 17.60%.
A full workweek in Chile is 44 hours over 5 or 6 days, with a gradual reduction to 40 hours by 2028. Overtime is paid at 150% of regular pay.
Work visa required for employment in Chile. Visa Subject to a Contract is valid for 2 years, renewable once.
Income tax rates range from 0.00% for up to 13.5 UF to 40.00% for 310 UF and above.
Payroll is processed on a monthly basis.
Employees are entitled to 5 business days of leave for marriage.
Chile has 17 public holidays annually, some of which are mandatory days off.
Maternity leave includes 6 weeks prenatal and 12 weeks postnatal leave, with further extension options.
Fathers are entitled to 5 days of paternity leave.
Female employees are entitled to 10 days of parental leave for a child under 18, with makeup time required.
Employees are entitled to 15 working days of paid leave annually, with additional days after 10 years of service.
The first 3 days of sick leave are unpaid. From the 4th day, sick leave is paid by the Social Healthcare system.
Employees are entitled to bereavement leave for the death of family members, ranging from 4 to 10 days depending on the relation.
No formal probation period. Short-term contracts may be used as a de facto probation.
Termination requires a valid reason, notification, and a severance agreement signed within 10 days.
Notice period is 1 month, commonly waived with payment in lieu.
Employees with at least 1 year of service are entitled to 1 month’s salary per year of service, up to 11 years.