Style Director, Country Living
Do you spend weekends driving backroads on the hunt for beautiful country properties? Do you have a soft spot for hundred-year-old homes with creaky hardwood floors? Do you know the difference between gingham and buffalo check? Do you spend more time following tastemakers on Instagram than you’d care to admit? Do you believe that every room looks better with an antique and an animal? Country Living is looking for a Style Director to join its close-knit team in Birmingham, Alabama. You may be a fit if you..…
* Have 8+ years of experience at a major shelter or lifestyle publication (including management experience).
* Have a knack for playful, inventive story packaging.
* Can identify/predict trends before they become trends.
* Have significant experience overseeing, vetting, and doing market work (attending High Point, gift shows, and so on). This includes discovering small, off-the-radar makers and artisans.
* Have experience dreaming up unique cover concepts, producing/styling cover shoots, and wrangling the (many!) people (and, on occasion, livestock) it takes to get an attention-grabbing cover.
* Have represented your brand on sales calls, on television, on podcasts, and/or at live events (conducting demos, hosting panels, etc.).
* Have dreamed up or worked on notable licensing collaborations and/or other brand extensions.
* Have a strong network of designers, stylists, and tastemakers to call on as needed.
For consideration, you must submit a resume with a cover letter and a link to a portfolio of work.
Hearst Magazines is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.
Pay Transparency Nondiscrimination Provision
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)