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Join Link Snacks, Inc. as a Graphic Designer toworkas part our Marketing Creative Services teamto support and steward all Links Snacks brands. As a Graphic Designer, youwill develop creative designs based on brand standards, marketing strategies, and outlined specifications.
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Hearst Media Production Group (HMPG) seeks an experienced designer with exceptional design and creative skills to join our team. Working closely with HMPG’s EVPs and Creative Service Director, this position is responsible for designing show logos, key art, pitch decks, print ads and supporting elements for business development and marketing needs.
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BASIS is seeking a talented and experienced Senior Graphic Designer to join our growing team! Desired 5+ years of experience as a graphic designer or digital designer.
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We are looking for a Senior Graphic Designer to lead in creating engaging and on-brand graphics for Diamonds Direct across a variety of media. The Senior Graphic Designer role encompasses the entire process of visualizing and creating campaign graphics including illustrations, layouts and photos.
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The Graphic Designer will be responsible for helping bring the brand to life across assets to ensure that the integrity of the brand is present in all facets. 1 to 3 years experience in Marketing, with specific experience in fashion oriented art, design and magazine preferred.
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Mohawk is looking for a Graphic Designer who can do more with Mohawk. The ideal candidate will use artistic skills & basic design principles to determine the best visual effect in planning and designing various printed and multimedia graphic art projects, from concept origination through printing & technical processes.
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The Graphic Designer (GD) is responsible for conceptualization and implementation of design solutions that meet the needs for the ministry's two attractions from concept to completion working in collaboration with the Senior Graphic Designer and Senior Design Director.
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Reporting directly to the Vice Chancellor, the Visual Designer & Digital Strategist is the creative director and senior brand officer of the University of Tennessee Southern and has responsibility for all graphic design work working collaboratively with campus stakeholders to assess needs and objectives designed to achieve strategic goals and developing materials to achieve those goals.
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We are looking for a Senior Graphic Designer to be responsible for the execution and on-time delivery of highly impactful creative materials to support our global brand initiatives and product launches.
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Freelancing and Consulting - social media marketing, graphic design, and more. Fud, the "World's First Social Hustling Community" is seeking a Freelancing Expert - Graphic Designer to join our team.
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You’ll touch a gamut of subjects, creating assets and editing stories that help promote equipment, share the customer story, and enhance our rich brand legacy.
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General Description: While working closely with each of the graphic designers in the Ravens Brand Strategy & Advertising group, the Graphic Design Intern will handle a variety of projects to support all Ravens Marketing initiatives.
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GLOW is currently seeking a highly motivated and proactive Junior Graphic Designer with an impeccable attention to detail, and a strong design sense to join our dynamic design team. Bachelor's degree in graphic design, digital marketing, or related field.
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We are seeking an experienced broadcast TV, cable, streaming, studio, or agency Graphic Designer to join our new network Creative Services Department. Creative Services Graphic Designer.
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We are looking for an active graphic designer to work under the supervision of the Program Director and assist in promoting our programs and events. The Department of Visual, Media, and Performing Arts at Rutgers University–Camden invites applications for the part-time position of Design and Marketing Associate.
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Title: marketing graphic designer Company: Aer
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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?
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).