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A creative individual who can design, produce, and edit a wide variety of graphic designs for print and digital formats, as well as photography production, including designing publications for print and online, page layout, logos, stationery, fliers, pamphlets, posters, and capturing and editing photos.
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Company informationMetal is a multidisciplinary branding design firm actively involved in all areas of print communications, corporate branding, annual reports, all facets of web based communications, as well as interactive, social media promo and marketing.
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All digital design, no print at all. Deliverables include: Amazon, social, emails, push notification, display ads (google ads, facebook ads, bing ads), lots of email design. Candidate must be creative and able to provide concepts as well as hands-on design.
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Branding, annual report, identity, print, interactive, advertising, books, publication, website, online retail store, ecommerce design, merchandise design, #blog, # advertising, #social ecommerce, #social network integration, #mobile app, #forum, #epublishing, #eproducts.
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Advantage Marketing's new graphic designer must have strong creative skills, a solid portfolio which demonstrates experience in multiple design platforms (digital, print, etc) and a passion for design.
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Accomplishment: How, Print, ADDY, ARC, Graphis, CA, Graphic Design USA, AR100. Our multidisciplinary design capabilities in interactive, print and internet design can be viewed in the body of works showcased on our web site at www.
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In this role your primary responsibilities will be the design of marketing campaigns, print production for brochures, ads, posters, direct mail and event collateral. A portfolio demonstrating exceptional and highly creative graphic design abilities.
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Advanced knowledge of the textile/graphic process (graphic, print and yarn-dye) and textile design software (Adobe Suite proficiency is a must) This is a full-time position reporting to the Design Director.
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Support Art Director by running the day-to-day design execution for all assets and other on-brand digital & print experiences, actively own and execute decisions for all in-season work in an elevated, on brief and compelling direction.
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The ideal candidate should possess 3-5 years of experience creating print, digital and presentation work and be able to show a stellar portfolio showcasing their design. The ideal candidate should possess 3-5 years of experience creating print, digital and presentation work and be able to show a stellar portfolio showcasing their design.
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From logo design to art direction, renderings, mockups, and print production, this position will have its hand in a variety of projects. From photography, video production, and graphic design to web design, branding concepts, and more—we manage and execute all of our clients’ marketing needs.
ExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Design a wide range of materials for print and digital platforms, including brochures, flyers, social media graphics, and presentations. - Knowledge of graphic fundamentals, typography, print, and web design.
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Utilize Adobe InDesign to craft and structure both print and digital publications. We are seeking candidates who have exposure to publishing and digital content creation, with an inclination towards design, graphics, or related fields.
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The Apparel Production Coordinator is responsible for supporting the Production Manager from development stage thru production for all print related items. Ensure prints are executed correctly for scale and color per design specs/artwork.
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Oversees the production of printed promotional marketing materials including product catalogs, brochures, flyers, direct mail, and other means of marketing specific to the target audience with consideration to design, layout, and copy.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.