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Proficiency in Adobe Suite, including Adobe Premiere Pro, Adobe Photoshop, Adobe Illustrator/After Effect or similar tools (i.e. Canva). An audience-first approach to developing content strategy and a creative mindset with a keen eye for visual storytelling and design aesthetics.
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Specific emphasis and need for an expertise in Microsoft Office (Word, Power Point, Excel), various design platforms such as Adobe Creative Cloud (Photoshop, Illustrator, InDesign, After Effects, etc.
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Work fluently and precisely in Adobe Illustrator to create all digital files necessary for conceptualizing, proofing and fabricating a project, which may include scale mockups, permit drawings, construction submittals, color tests, specialized print and cut files or logo/graphic recreation.
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Demonstrated proficiency in professional graphics and design software to include, but not limited to: Adobe Creative Suite (InDesign, Photoshop, Illustrator, After Effects, Premiere, and Flash), Apple Final Cut Pro X, and Apple Mac hardware platforms, Map Publisher, Microsoft 365, and any other interactive graphics enablers, languages, or tools specified.
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Proficiency in AutoCAD, Adobe CS (including Photoshop, Illustrator, and InDesign), and Revit; Sketchup and Rhino preferred but not required. Generates concepts for interiors projects, such as furniture and equipment planning, special design concepts and requirements, floor plan analysis, condition of building site, personal property, integrated structural components, mechanical and electrical and visual design concepts including material selection.
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Skill in: Financial reports and market research; using personal computers and applicable software applications, such as Adobe Creative Suite (Illustrator and Photoshop) and WordPress; operating audio-visual equipment; public speaking; writing and copy editing.
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Experience with CaptureOne, Adobe Photoshop, and familiar with Adobe Lightroom, Bridge, Acrobat, In-Design, Illustrator, Final Cut (Mac) and Adobe Premier. Associate or Bachelors Degree in Photography, Design, Visual Arts or Fine Arts or equivalent experience preferred.
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Proficiency in Adobe Creative Suite (Photoshop, Illustrator, InDesign). A degree or diploma in Graphic Design, Visual Arts, or a related field. The Junior Graphic Designer will play a key role in supporting our design team with creative projects, from concept to completion.
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Proficient in Adobe Creative Cloud (Photoshop, InDesign, Illustrator, XD) and supporting Microsoft Suite Programs. Effectively communicate and coordinate with design manager to ensure that the visual design communicates the desired message and adheres to brand standards.
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Proficiency in design software such as Adobe Creative Suite (Photoshop, Illustrator, InDesign). Stay updated on design trends and best practices to continuously improve the quality and effectiveness of our visual content.
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Familiarity with design considerations in the data visualization creation process, including layout, typography and user experience, and familiarity or willingness to learn design software such as Adobe Illustrator or Figma.
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Proficient in Adobe Illustrator, InDesign, Photoshop, Sketch-up or comparable, and Office Suite. Concept, create and deliver strong design solutions to support in-store Visual Merchandising and Marketing initiatives such as fixture graphics, store signage, gondolas, end caps and display.
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Concept, develop and deliver branded and non-branded visual design across digital, print, motion and video projects. Strong organizational ability and knowledge of Adobe Creative Suite (Illustrator, Photoshop, XD.
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Proficiency in graphic design software, including Adobe Creative Suite (Photoshop, Illustrator, InDesign) and Microsoft office (including Excel and PowerPoint), and Canva. Bachelor's degree in Graphic Design, Visual Arts, or a related field.
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Experience with: Adobe Illustrator, Microsoft PowerPoint, Microsoft Word, Microsoft Excel, Microsoft Outlook, Microsoft Teams, Adobe Lightroom, Adobe Premiere Pro, Adobe Bridge.
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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?
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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.
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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.
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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).