Digital Designer

Description

Digital designers design multiple projects from editorial presentations to custom content projects, with a focus on audience engagement and user experience. Reporting to the Design Hub, this role works with editors, reporters, content managers, copy editors, and other creative professionals in a fast-paced newsroom environment across multiple Crain brands. Digital Designers are responsible for designing and delivering engaging visual presentations that align with each brand’s identity and enhance the overall reader experience.

Responsibilities

• Produce visual presentations that are of the highest quality, visually appealing and user-friendly.
• Upload, manage, and update digital assets for assigned web production projects, including cropping and resizing photos to fit specific image dimension requirements.
• Ensure digital design projects meet deadlines and requirements outlined by the assigning content editor or project manager.
• Collaborate with editorial teams, custom teams, freelance photographers and illustrators to create cohesive and impactful storytelling experiences across platforms.
• Manage a consistent and efficient workflow for design projects across all Crain brands.
• Work quickly and efficiently to meet deadlines.
• Consistently deliver creative solutions for visually-based problems or needs.
• Offer support to other team members, as needed.
• Stay on top of visual trends and techniques that can be applied to interactive projects.
• Help review and provide feedback on other design projects produced by team members.
  
  

Qualifications

• Bachelor’s degree, preferably in visual design, graphic design or a related field.
• 1 years of experience in web design with a focus on digital media or business news.
• Ability to translate complex ideas into visually compelling and accessible designs.
• Experience with UX/UI design and knowledge of web and mobile design best practices.
• Experience with HTML and CSS.
• Basic understanding of JavaScript.
• Strong understanding of typography, layout, color theory, and other design principles.
• Strong verbal and written communication skills in a hybrid work environment.
• Experience in content management systems such as Drupal, WordPress or Arc XP.
• Experience in design software such as Adobe Creative Cloud (Photoshop, Illustrator, InDesign, etc.).
• Strong time-management skills and ability to work in a fast-paced environment.
• Working knowledge of video editing or animation.
• Demonstrated ability to work well in a team setting.
• Positive and collaborative attitude.
• Experience working in a news production hub environment or with marketing clients.
• Strong understanding of news judgment and basic copy editing experience.
• Proficient with basic SEO practices and knowledge of best digital design practices.
  
  

Position will either work hybrid from our New York office or remote from Colorado, New York, Illinois, Michigan, or Ohio.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated base salary for this position is $60,000 - $70,000.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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#hybrid

#marketing

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Brand Overview:

Ad Age is a daily must-read for an influential audience of decision makers and disruptors across the marketing and media landscape.

Created in 1930 to cover a burgeoning industry with objectivity, accuracy, and fairness, Ad Age continues to be powered by award-winning journalism. Today, Ad Age is a global media brand focusing on curated creativity, data and analysis, people and culture, and innovation and forecasting.

From vital print editions to must-attend events and innovative platform offerings, its industry-leading offerings include the coveted A-List & Creativity Awards, the Ad Age Next Conference, and proprietary data such as the Leading National Advertisers Report from the Ad Age Datacenter.

www.adage.com

@ad-age

@adage

Environmental Demands

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote.  Employee work location is subject to change.

• An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.
• A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change.
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.
  
  

Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves.   Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work. 

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required.  It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.   Work schedule and travel requirements are subject to change as a role and needs evolve over time.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change.

Physical activities will include frequent in-person or virtual interactions.  For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems.  Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading.  The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.  Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role.

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)