Art Director, Hearst Magazines Digital Media/Sweet

#4875   |   Digital Media New York, New York


Sweet, Art Director

 

Hearst Digital is looking for an art director to create and oversee the visual identity of Sweet, a new and dynamic Snapchat-only media brand and partnership between Snapchat and Hearst. This is a unique opportunity to build a new media brand and the style of its photography, illustration, graphic design, and video and motion graphics. This position will work closely with section editors, and will manage a team of designers, videographers and photo editors.

Responsibilities:
• Oversee all brand visuals, including animations, articles, and videos.
• Collaborate with editors to brainstorm ideas for visually based stories
• Oversee a small team of designers, videographers and photo editors.
• Assign and manage freelance illustrators and other artists creating original content.
• Work simultaneously with editors and ad and branded content teams to ensure sponsored photo shoots, graphics, and other visuals fit the brand aesthetic.
• Create and execute strategies to grow the brand on visually-based Snapchat platform
Requirements:
• All-around love for Snapchat and the Internet
• Strong knowledge of how to optimize visual elements for mobile experiences.
• Think not only visually, but editorially, generating ideas that make content richer and more engaging.
• Established relationships with creative talent, and a passion for discovering artists on the rise.
• Expertise in digital design tools, including InDesign, Photoshop, and After Effects.
• 6-8 years of experience 


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)

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