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The role of the Graphic Designer must have an eye for detail, yet capable of seeing the big picture and contributing to the success of the overall creative strategy. Associates’ Degree in Marketing or Advertising; or two years’ marketing, advertising or graphic design related experience and/or training; or equivalent combination of education and experience.
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The Motion Graphic Designer is responsible for conceptualizing and creating motion graphics elements for UFC content across all venue and television broadcasts. Bachelor's degree in Motion Design, Graphic Design, Film and Television or equivalent education and/or experience.
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Graphic design, advertising, web design/development experience - minimum 5 years. CSN employs only U.S. citizens and aliens authorized to work in the U.S. CSN does not sponsor aliens applying for faculty, professional staff, or management positions (H-1B Visas) in the absence of exceptional circumstances as defined by the USCIS.
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About the job Graphic Designer. We are looking for a Temp Digital Designer to work remotely with an innovative Nevada advertising and marketing agency, dedicated to crafting compelling visuals and elevating brands.
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As an Outside Sales Specialist , you will be called upon to sell large-format color graphic printing services to a variety of retail, advertising, education, manufacturing, fashion, and other business-to-business market segments.
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Your day-to-day will include building presentation decks, crafting customer and partner demos, product UI mockups, supporting video/motion pieces and design of business-critical communication assets.
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You are a creative individual who is ready to support the design, layout, and production of marketing deliverables by integrating written and visual messages.
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A bachelor's degree in graphic design, Visual Arts, or a related field. If you meet these requirements and are ready to make your mark in the world of graphic design, we encourage you to apply and embark on this exciting creative adventure with us.
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This means you will be responsible for attending to comments and revisions for existing and new client projects with the guidance of the Graphic Design Manager in a timely, professional and organized manner utilizing strong knowledge in multiple media areas and programs like InDesign, Photoshop, Illustrator etc.
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2024-2025 Graphic Design Teacher - GLOBAL COMMUNITY HS - ( 240006MJ ) Clark County School District (CCSD) is pleased to be an equal employment employer: Women/Minorities/Veterans/Individuals with Disabilities.
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Preferred degree in graphic design, motion graphics, graphic arts or similar area. This Graphic Designer role will focus on motion graphics, print and conceptual design. Proficiency with Adobe Creative Cloud and industry standard use (After Effects, InDesign, Photoshop, Illustrator, etc.
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5+ years as a Senior Graphic Designer, with a proven track record of impactful visual design. To support our rapid growth, we're seeking a Lead Graphic Designer to join our team. As the Lead Graphic Designer, you will play a pivotal role in shaping the visual identity of TensorWave.
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College diploma from four-year college in Graphic Arts or related discipline. Identify materials and production methods for innovative graphic solutions. Graphic Designers must have strong communication skills and be able to work conceptually with working knowledge of print and digital deliverables.
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Credit One Bank is looking for a career-oriented Senior Graphic Designer to join the Marketing Communications team. Understand and leverage the fundamentals of graphic design including but not limited to typography, photography, illustration, composition, and color theory – understand design systems.
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We are thrilled to announce that we are currently hiring a Graphic Designer to join our dynamic and innovative creative team. As a Graphic Designer at Movement Fitness, you will play a pivotal role in shaping the visual identity of our projects.
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Title: graphic Company: Lovers Lane Co in Las Vegas, NV
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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.
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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).
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.