Each year, the CMO should lead a structured review of every position within the marketing and business development department to ensure job descriptions accurately reflect current responsibilities, align with firm priorities and stay competitive in the market. This process helps prevent role drift, supports career development and ensures equity across titles and compensation levels. 

The review should not rest solely with the CMO. Department heads, directors, and managers should be tasked with reviewing and updating the descriptions for the people who report to them. Encourage them to engage their team members in the process, asking what has changed, where responsibilities have grown and what tools or skills are now essential to their success. This collaborative approach builds accountability and provides valuable insight into team development needs. 

Department Job Description Review Checklist 

1. Preparation 

• Gather the most recent job descriptions for all positions within the department. 

• Ask each team member and their supervisor to review and note where the description no longer matches day-to-day responsibilities. 

•  Review firm goals and departmental strategy to ensure alignment with evolving business priorities. 

•  Compile current salary data and benchmarks for each role, based on firm size and region. 

2. Role Clarity and Accuracy 

•  Confirm that each description accurately reflects the core purpose of the role and its level of responsibility. 

•  Adjust scope or title where responsibilities have expanded or shifted. 

•  Remove outdated duties or tools no longer in use. 

•  Ensure role descriptions clearly differentiate between managerial, specialist and support levels. 

•  Verify reporting relationships and collaboration expectations across marketing, business development, communications and client service teams. 

3. Technology and Innovation 

•  Evaluate whether each job description includes familiarity with current marketing and business development technologies, including CRM, email automation, analytics and experience management platforms. 

•  Add expectations for AI literacy, emphasizing comfort with tools that enhance productivity, content creation or data analysis. 

•  Ensure leaders’ descriptions include accountability for evaluating and adopting new technologies that support firm growth. 

4. Skills and Continuing Education 

•  Note whether ongoing professional development or certification requirements are included (e.g., training in analytics, AI, project management or client development). 

•  Encourage direct reports to identify individual and team learning goals for the coming year. 

•  Document where upskilling could improve efficiency or morale. 

5. Compensation and Market Alignment 

•  Compare each role’s salary and title to current benchmarks in the legal industry. 

•  Flag discrepancies or outdated structures that could affect retention or recruitment. 

•  Consider how hybrid work arrangements or expanded skill sets (e.g., AI integration, data storytelling) impact market value. 

6. Future Readiness 

•  Ensure each role supports the department’s long-term vision and evolving client expectations. 

•  Identify positions that may need to evolve or be redefined as technology and business models change. 

•  Create a list of potential new roles or specializations to explore (e.g., marketing technologist, AI strategist, client experience lead). 

7. Review and Documentation 

•  Review all updated job descriptions with HR for consistency and compliance. 

•  Discuss proposed changes with firm leadership, particularly where reclassification or compensation adjustments may be needed. 

•  Save finalized versions in a shared system and set a calendar reminder for next year’s review.