Kickoff’s Post

Staffing and recruiting firms have roles in marketing and related departments that they are helping their clients to fill. Is the right candidate you or any #jobseekers you know? ForceBrands Staffing | Company Confidential 1) Senior Brand Manager Minnesota Emily Wallace McKinley Marketing Partners, Inc. Staffing | Company Confidential 1) Retention and Lifecycle Marketing Director Remote Michelle Schmerling, CSP Method Recruiting, a 2x Inc. 5000 company Staffing | Company Confidential 1) Director of Digital Marketing Chicago Melissa Tecklenburg Denham Nmble Staffing | Company Confidential 1) UX/UI Designer Remote Amy Knox Russell Tobin Staffing | Company Confidential 1) Marketing Manager Remote Cortney Klein As a reminder, here's the format: ⭐ Company [alphabetical order] ⭐ Industry/Category ⭐ Open Position(s) [numbered] ⭐ Location(s) ⭐ Potential Contact Note: while the listed potential contact may be the hiring manager or someone in talent acquisition, very often these are simply employees who have shared the listing in a post and who may be able to direct you to the right person or the application link. Be kind and patient. #jobs #hiring #connections #marketingjobs #brandmanagement #brandmanager #designjobs #uxdesign #uidesign #digitalmarketing

If you're building a design team at scale here are top tips: 1️⃣ Speed (try & keep the process 1-2 weeks max) 2️⃣ 2/3 stages (get it down to the bare minimum, in most cases, this is under three hours of a candidate's time. You should know if the candidate is right for the team) 3️⃣ No take-home task (live white-boarding or portfolio presentations to design exercises will be more beneficial) 4️⃣ Make sure your pay & benefits are competitive & know the market and what your competitors are doing. If your company has a "standard hiring process" across all departments, it's almost impossible that it is optimised well for design hiring 💡

Want the inside edge on the newest opportunities in the #remote workforce? Looking to ACE your interview? #connect #follow and hit that 🔔 to make sure you catch every fresh #jobposting as they drop. You’ll also find a quick summary and tips to get prepared for the interview! So let’s get into it…this opportunity is for: Senior Marketing Designer (15 month contract) https://ift.tt/V20Jwpb Thinkific is a software platform for creating and selling online courses. They are looking for a Senior Marketing Designer for a 15-month contract. The role involves establishing and maintaining brand standards, driving art direction, and collaborating with marketing and product design teams. The ideal candidate has 5+ years of marketing design experience, a strong portfolio, and is familiar with web technologies and design principles. Experience in directing photo/video shoots and knowledge of the online learning industry are a plus. Now for the fun: Most likely interview question: Can you walk us through a successful omnichannel marketing campaign you have worked on in the past? High level tip on how to best answer it: When answering this question, provide specific details about the campaign, including the goals, target audience, channels used, and the results achieved. Highlight your role in the campaign and how your design choices contributed to its success. Emphasize the impact of your designs on capturing audience attention, conveying the brand message, and driving conversions. *Please note these jobs are presented, offered, and hiring courtesy of their respective POE’s. #remotefirst #nowhiring #nuagi #hiring #newjobs #interviewprep ———-———-———-———-———-———-———-———-———-———- I’m Jamal Brooks, a #careercoach and #resource for the career journey. I help remove barriers so YOU get more wins! If you want to perfect your interviewing skills, click the link to book a complimentary consultation. If we are a mutual fit we can establish an engagement agreement at a competitive rate. Let’s get to work and get you hired!

🤔 I have an assumption that designers from a product agency might scare hiring managers. In an outsourcing company, the pace of work is much faster, and you wear many hats while handling a large volume of tasks with a small, strong team. Research is a constant, and cross-collaboration is key. Rare internal conflicts and no unnecessary bureaucracy—just reaching goals and celebrating successes together. Nowadays, hiring processes seem to focus on conflicts, negotiations, rather than on an actual work. #uxui #productdesign #hiring

#hiring We are... • Going through some major changes with our business and need some help moving forward • A super small brand consultancy that's looking to grow by 50% (from 2 to 3) • Hoping to fill this new position ASAP (Summer 2024) We aren't... • Entirely sure what to call this position since the role is pretty broad • Taking a decision – or investment – like this lightly • Interested in being all things for all people We need... • Help with day-to-day design projects from startups to multi-million dollar brands (design) • 'Feet in the street' spreading the good word about our company (sales) • A miracle candidate who is great at a lot of different things You are... • Looking for a mostly remote position because you prefer couches over cubicles (don't we all) • A wizard with Illustrator and Photoshop (plus some more software you won't use here) • Pretty good at what you do (and you know it) You probably have... • A Bachelor's degree in graphic design, marketing, or something remotely similar • A Dribbble, Behance, and/or personal portfolio site to share with us • A good sense of humor and ability to 'read between the lines' In a perfect world... • Also great at branding, writing, social, web, and/or animation (yeah right) • A local, here in Morgantown (the pothole capital of West Virginia) •Already an experienced salesperson (nice, not needed) You're not... • Fresh out of school with zero experience (3-30 years preferred) • Afraid of asking tough questions or awkward silences • Going to quit and move to Florida in a few months You don't... • Need to have your hand held every time you cross the street (literally or figuratively) • Mind the occasional in-person meetings, trainings, etc (not a total hermit) • Struggle to write a clear email (concise) You’ll... • Meet with local decision-makers to drum up new business for strategy, design, and print (sales) • Create a ton of different graphic design projects from business cards to billboards (design) • Take an email and run with it with little supervision (if you're as good as you think) We expect... • Things will be pretty clunky at first but you'll learn quickly • The truth, a hard day's work, and creative thinking • Third point to balance this section You’ll get... • To make up your own title – and role – moving forward if this all pans out (opportunity) • $16-18/hr + 10% commission for all new projects (additional benefits negotiable) • Flexible schedule, fancy business cards, and a new Macbook (if you need one) Links... • You've probably never heard of us, so you can learn more about us at stewartdesignbrands.com • We don't use it much, you can find us (Blake Stewart, Aaron Johnson) on LinkedIn if you want • Apply at info@stewartdesignbrands.com Sent from my Mac. Please excuse any typos.

If you're building a design team at scale here are top tips: 1️⃣ Speed (try & keep the process 1-2 weeks max) 2️⃣ 2/3 stages (get it down to the bare minimum, In most cases, this is under three hours of a candidate's time if you should know if the candidate is right for the team) 3️⃣ No take-home task (live white-boarding or portfolio presentations to design exercises will be more beneficial) 4️⃣ Make sure your pay & benefits are competitive & know the market and what your competitors are doing. Don't bury your head in the sand and ignore the increase across the market 💸 If your company has a "standard hiring process" across all departments, it's almost impossible that it is optimised well for design hiring.

We're hiring an exceptional designer 🎨 As our founding senior designer, you'll have a unique ability to help shape our identity from a very early stage. And personally, I consider this one of the most crucial roles we will ever hire, which means that your compensation will be adjusted accordingly. This might sound like a significant promise, but at Dealflow - Invoicing, we firmly believe in the power of design more than anything. In fact, it's quite personal to me. 7 years ago, while I was still in high school, I was called into my teachers office to discuss my future. When asked about what my dream was, I distinctly remember saying that I wanted to "figure out the design that runs the universe". Because design is everywhere. And if it's really good, you don't even notice it's there. Design forms the very foundation of creativity and wields the power to bridge the gap between imagination and reality. And at its core, this is probably the most human thing there is. Our commitment to design excellence as a company has already made us a strong newcomer in our field, and this is something we intend to continue. Please send me an email with your portfolio if you also obsess over great design and feel physically ill when the UI is not smooth: seb@dealflow.live --- Feel free to answer the following questions if you want to stand out: 1. What can we improve about our website, the product, or even our job offering? 2. What do you see as the main benefits of a headless design system? 3. What excites you about joining us? #designer #recruitment #finance

✅ A couple of helpful tips for people applying for design roles within Adobe: - - - 1) Resume - When you apply, have a clean, modern and well-designed looking resume with nice fonts. Adobe is a design company and people will definitely care about what your resume looks like. If your resume is overly busy and cluttered or looks basic and unformatted with default fonts, it will not stand out. We care about fonts and design and hope you do to! - - - 2) Website - Have a website, if at all possible. It's so much easier when the people screening through can click on a link and see some sampling of your work. I realize it's hard to show what you're working on right now, but hopefully there's past work you can show. It's very common for people to have some password-protected and/or hidden portion of their site that can show to talent partners or hiring managers on request. You don't have to code your Website, there a lots of affordable or free options out there. - - - 3) Process - Shiny objects are wonderful, but please have a few case studies that show your work and process. We want to know how you collaborate with teams, how you develop your ideas, how you work with cross-functional partners and all the blood, sweat and tears that went into that minimal re-design of the app/product/website. - - - 4) Passion - What are you passionate about outside of work, and what are your creative interests? Everyone here has something - outside of work - that makes their heart sing. People throw pots, are *really* into photography (no surprise), draw, paint, make collages, play guitar, animate stuff, play with 3d, dabble in AI, etc. Often all those creative interests cross-over into your day job. Our passions often guide our career paths from team to team. - - - 5) Research - It's pretty easy to research all our products *and* learn about what it's like to work here. Check out the Adobe.design website. We have lots of stories about the team, our process, etc. Do everything you can to research the role *before* you ask someone about a really busy hiring manager about the role. - - - 6) Apply - I recommend applying as soon as your ready *then* reach out. It's important to get your application in the system. Yes, send that note to the hiring manager or your connection within Adobe, but get your application in first, many hiring processes move quickly and if you're waiting on a response to a message that you've sent to a stranger on LinkedIn before you apply, you might miss out. Once you're in our system a talent partner, hiring manager or connection can find you, but if you're waiting for a magical moment to apply, the opportunity might have passed. - - - I hope you found these tips helpful and good luck! 💫 The more you know 💫

"You need a portfolio" "You don't need a portfolio" "You need to show process" "You need to show the final UI" Urgh, no wonder designers are confused about their portfolios. → Show what YOU want in your portfolio. → Companies want to see different things. → No portfolio will show everything you do. We have bigger problems to solve in design than portfolios. Hiring is a skill. Great hiring managers look beyond the portfolio. There is only one of you. Own it. Stop trying to narrow yourself to fit into a made-up box companies make for you when hiring.

This is probably some of the best advice you could receive when deciding how to present yourself as a designer. It’s the counter argument to the majority of tips and tricks you’ll see on most public forums. It addresses a much larger problem than just ones portfolio but let’s save that for another day. Going back to the message, it’s simple, be yourself, don’t worry about ticking all the boxes that most hiring managers think you need to tick. Sure you’ll get rejected more often than not, receive strange looks BUT you’ll be original because only you can be you, and despite what many will tell you, eventually you will get a team that values everything you bring to the table. Personally whenever I’ve interviewed for a role and the interviewer tries to put me in a box, look down at my unorthodox quirkiness, my honesty, my approach to solving problems, my varied background I usually get rejected. But the caveat is that it always, always (eventually) leads to a role that will be compatible for me (and them). Remember creatives come in all shapes and sizes, there’s no one right process or approach (only similarities) you have to embrace your way of doing things and present only that version of yourself. Always share the actual journey you’ve been on and not the one people want to hear. Trust me it’s way more interesting and well trained hiring managers (listeners) will pick up on that. In the end the largest challenge we face is not you and your portfolio it’s the boring, cookie cutter, NPC (non playable character) like interviewers/organisations armed to the teeth with terrible questions and expectations who in most cases just aren’t very good or interesting themselves.