The Graphic Designer works closely with the leaders in the creative department to create a strong conceptual framework and cohesive overall design for print, digital, email and social. This position will also provide creative design input in production work and shoot planning. The Graphic Designer will work collaboratively within our creative team to create product that produces profitable sales growth and position landsend.com to be a leader in the industry.
Responsibilities
Supports leader in keeping print/digital/email “on brand”
Stays current with retail creative and marketing trends and best-practice/execution for print/digital/email/social design
Works directly with art directors, copywriters, production specialists and other designers in a team environment to support print/digital/email development
Helps plan and organize photography needs, both on-figure and off-figure
Ability to translate Sales/Marketing/Client objectives into brand design strategies
Partners with the Marketing and Merchandising teams in order to fully support business via catalog sales
Assists Assoc. Creative Director and Creative Director with other projects as needed
Skills
Bachelor’s degree in Graphic Design; or equivalent combination of education and experience
3+ years of design experience including art direction, photo direction and strategic design
Ability to take direction and complete designs that match Creative Director’s visions and meet expectations with guidance from Creative Manager
Ability to evaluate and articulate design choices with the project objectives in mind
Understands the brand and can articulate the brand message via appropriate design solutions
Ability to work in fast-paced environment, meeting day-to-day needs/changes in order to deliver measurable financial results
Proficient with the Adobe Creative Suite, particularly Adobe InDesign
Strategic thinker / detail oriented.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
