Rare Editions’ Post

As employees, we all have dreams of landing our dream job, but what happens when it turns into a nightmare? This post by a designer shares a similar experience and provides valuable insights on how to navigate such situations. Check it out here: https://lnkd.in/gt-M6s5Q.

I've said in the past that the difference between a junior designer and a mid-level one is that the mid-level one knows how to say "no" and the junior doesn't. And the difference between a mid-level designer and a senior one is that the senior one doesn't have to say "no". Some people believe what I meant is that it's because a senior designer does such good work, that stakeholders simply buy it wholesale, but that's not it. What I mean is that a good senior designer can steer the process and conversations in such ways, that saying "no" isn't required. Of course, this is just a hyperbole. I don't mean that in a literal sense. We still say no, but it's never the default position. What changes with increased seniority as a designer is that one can anticipate a lot more thanks to prior experience, which enables senior designers to direct the process and not only react to it.

With over 9 years of experience in the creative design industry, I find it surprising when people without design knowledge or experience say things like: “I think we should try this.” “Use this color instead.” “I don’t like it.” While feedback is always valuable, the whole point of hiring a designer is to leverage their expertise. Designers don’t just “make things look pretty”; we use principles of design, creativity, and strategy to create visuals that communicate the right message and connect with the audience. If you had a deep understanding of the software or design theory, you wouldn’t need to hire a professional. Trust the process, and trust their ability to make your brand stand out. Designers are not just executors; they are creative thinkers, who’re bringing your brand to life. Design isn’t just about personal preferences—it’s about effective communication, trends, and strategy. So, the best results come when clients trust their designer to bring the brand to life in a professional, impactful way. #CreativeDesign #DesignExpertise #ColorTheory #DesignerLife

I totally get where you're coming from. As a creative leader, I’ve often seen well-intentioned feedback derail projects because it misses the bigger picture. Design isn’t just about aesthetics—it’s a strategic tool. When you’re building a brand, every choice—color, layout, even the negative space—serves a purpose, and it’s rooted in the designer’s ability to understand both the client’s needs and the market. That said, I think the key is collaboration. Designers should create space for feedback but also be able to confidently explain the why behind their choices. When clients see that it’s not about arbitrary decisions but about achieving a vision that resonates, they start to trust the process.

One unique and creative career is "Experiential Designer." Experiential designers craft immersive environments that engage multiple senses, often blending art, technology, and storytelling to create memorable experiences in physical or digital spaces. This field allows professionals to work on diverse projects like museum exhibits, retail spaces, theme parks, or even interactive events. It requires a creative mindset, knowledge of human behavior, and a blend of design, architecture, and technology. As technology and virtual experiences continue to grow, this role becomes more significant in shaping how people interact with spaces and brands.

If you're a senior designer who believes your sole responsibility is crafting designs and not mentoring juniors on your team - you are wrong. You're missing a critical aspect of your role. What truly makes you an effective senior designer is your ability to nurture raw talent and empower your team to bring the best ideas to life. We've all wished we could clone ourselves to get more things done. Refining the rough diamonds on your team is the next best thing - even if it takes years to pay off.

🎨 Designers! Ever wondered what really gets a hiring manager’s attention? 🤔 I’ve shared some insights in my latest blog post: Getting Hired as a Designer: A Hiring Manager’s Perspective. Check it out and let me know what you think! 👉 https://lnkd.in/dTRg6jWv Let me know in the comments if you have any suggestions on question. #DesignCareers #HiringTips #PortfolioEssentials

As a #designer navigating the job market, you may have encountered various titles and roles that can be confusing. When I started out, I found these terms overwhelming, too. Ever wondered what distinguishes a Founding Designer from a Principal Designer, or a Senior Designer from a Lead? Let me clarify: A Founding Designer shapes the initial design direction and establishes core design principles for the project or company. A Principal Designer provides high-level design strategy and leadership, often overseeing major design initiatives and mentoring other designers. A Senior Designer manages complex design tasks, leads design projects, and supervises junior designers. A Design Lead guides and coordinates the design team, ensuring that projects align with strategic goals and user needs. Understanding these roles can help you better navigate your job search and find the position that’s right for you and your experience level. Which of these roles have you applied for and did they get back to you? Let me know in the comments 👇 ~~~~ Also I’m working from the office today, it’s always a good feeling when I get to be face to face with my otherwise remote team, you can tell from the big smile on my face. #uidesign #jobsearch

The trend goes on and on ! Nowadays a Graphic Designer = ['Web Developer', 'UI/UX Designer', 'SEO Specialist', 'Motion Designer'], basically a whole digital team ! In the past, designers used to specialize rather than aiming to master every skill. It's time for companies to rethink their expectations and move away from seeking all-in-one employees. Achieving greatness in design demands collaborative teamwork rather than placing unrealistic burdens on individuals. Hiring managers should reconsider their approach, opting for more realistic expectations to foster genuine effectiveness.

How to set yourself up for failure.