Job intelligence
Design Team Lead - Ecommerce Marketing Agency
Hustler Marketing
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
There is a useful advantage here: location flexibility looks unusually broad. Still, the pay picture is incomplete could change the fit.
A financial comparison will need the approved compensation range.
No material geography, office-attendance or timezone restriction is visible in the available wording.
One or more material qualification requirements are stated and may narrow the realistic applicant pool.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Advertised location
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Location flexibility looks unusually broad: The available wording supports high Remote Freedom without a material geography, office-attendance or timezone restriction showing up.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- The experience requirement raises the entry bar: The listing appears to require at least about 5 years of experience.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Marketing Engineer (AI Agents)
Cresta · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Content Marketing Manager
BloggersIdeas · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
B2C Marketing Lead
Summer · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
English to Ukrainian Review Lead for UI, Marketing & Product Content
Welo Global · Argentina, Australia, Austria, Belgium, Brazil, Bulgaria, Canada, China, Costa Rica, Croatia, Czechia, Denmark, Finland, France, Germany, Greece, Hong Kong, Hungary, Ireland, Israel, Italy, Japan, Lithuania, Malaysia, Mexico, Netherlands, New Zealand, Nor
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Marketing roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (24) · EUR (11) · GBP (5). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1522 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 20% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially less often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- digital marketing manager
- marketing consultant
- marketing assistant
- business and marketing vocational teacher
- marketing manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Proofreaders and Copy Markers 43-9081.00
- Search Marketing Strategists 13-1161.01
- Marketing Managers 11-2021.00
- Market Research Analysts and Marketing Specialists 13-1161.00
- Securities, Commodities, and Financial Services Sales Agents 41-3031.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
digital marketing manager
Usually essential in this ESCO occupation
- digital marketing techniques
- perform market research
- brand marketing techniques
- marketing analytics
- design brand's online communication plan
- social media management
- digital communication and collaboration
Context-dependent ESCO skills
- services marketing
- conduct search engine optimisation
- carry out event management
- creatively use digital technologies
- implement marketing strategies
O*NET · U.S. occupation
Proofreaders and Copy Markers
O*NET occupation skills
- Reading Comprehension
- WritingPhrase in listing
- Speaking
- Active Listening
- Critical Thinking
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Veeam Kasten, Sales Specialist (Remote US - Phoenix or Atlanta preferred)
Veeam Software · USA
same seniority band · same employment type · similar work-arrangement evidenceSr. Counsel; Product, Privacy, and AI
Veeam Software · USA
same seniority band · same employment type · similar work-arrangement evidenceSales Development Representative (SDR)
DeleteMe · USA
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Marketing Specialist
Slasify · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedSEO Specialist
BloggersIdeas · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedStretch direction
Senior Staff Technical Go-to-Market (GTM) Product Marketing Manager, Access Security
1Password · Canada, USA
Similar work arrangement · Same employment type · Recently postedMarketing Lead
Binance · South Korea
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Figma is one of the signals this listing shares with skills appearing often across current Marketing roles opportunities.
Skills named in this listing
Shared with the current career sample
- Figma Seen in 4 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Figma rather than relying on a keyword-only claim.
- The listing states about 5 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles, Product roles, and Design roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 87 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
At least about 5 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
Figma
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
A closer look at Design Team Lead - Ecommerce Marketing Agency at Hustler Marketing points most strongly to the location rules are clear enough to judge, qualifications reveal more than the job title alone, and the visible application effort can be estimated. Those signals shape the practical upside and the questions still worth asking.
The location rules are clear enough to judge
The work-location pattern is “Highly location-flexible”, with Remote Freedom at 96/100.
Qualifications reveal more than the job title alone
At least about 5 years of experience required · 1 additional stated barrier. Unstated education or experience requirements stay open rather than being assumed.
The visible application effort can be estimated
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The listing was posted about 29 days ago. Verify that it is still accepting applications.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
- The listing was posted about 29 days ago. Verify that it is still accepting applications.
- At least about 5 years of experience required
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit required barrier is visible in the available wording.
The listing states at least about 5 years of required experience.
- Current comparable pay position is unavailable.
- Education requirement is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: At least about 5 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Hustler Marketing
Limited current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Hustler Marketing — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (2) · Operations (1) · Marketing (1)
Visible seniority mix: Mid-career (3) · Senior / lead (1)
Current employment-type mix: Contract (3) · Full time (1)
Other current roles from this employer
Account Manager - E-commerce Marketing Agency
Remote — Worldwide
Mid-career · Worldwide remoteAmazon Operations Manager - Hustler Marketing
Remote — Worldwide
Mid-career · Worldwide remoteAccount Manager - E-commerce Marketing Agency
Remote — Worldwide
Mid-career · Worldwide remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: himalayas.app · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
The Design Team Lead runs the day to day work of our Design Team. There are two sides to it. One is craft, which means keeping the standard of the design work high across every client we serve. The other is people, which means keeping the team organised, supported, and able to do good work without getting stuck.
Most of what the team produces is email and SMS campaign design for ecommerce brands, along with ad images, GIFs, short video edits, and the occasional landing page. You will still design yourself, but the larger part of the job is making sure what goes out is right. You are the person who spots what is not working in a design before the client does, and who explains the fix in a way a designer can act on straight away.
You will work closely with Account Managers, who assign the day to day tasks, and with the designers who carry them out. A good deal of the role sits between those two groups: helping an Account Manager work out what a campaign actually needs, turning that into clear direction for a designer, and saying so when a request does not make sense.
The Design Team Lead reports to the Service Director, and works closely with the other departments at Hustler Marketing to make sure design work is delivered well and on time.
About the Role:Mission statement:
To keep the quality of our design work at a level clients notice, and to run a team that is organised, well briefed, and heard.
The first half of that is craft. Reviewing work, spotting what is weak in a design, and giving direction that makes it better. The second half is people. Distributing the week, reorganising it when something changes, and making sure the team's ideas and concerns reach someone who can act on them. We already have a strong team here, independent and reliable. What they need from a lead is someone who listens properly and comes back with a real answer.
General Responsibilities:
Design quality and direction
- Reviewing the team's design work before it reaches Account Managers or clients, and giving feedback specific enough to act on
- Diagnosing why a design is not working, whether that is hierarchy, contrast, the weight of the call to action, the balance of image to text, or how it holds up on mobile, and writing the fix down clearly
- Advising Account Managers on what a campaign needs visually, and pushing back when a brief is thin or a request will not serve the client
- Designing directly when the workload calls for it. This is a hands-on role, not a purely supervisory one
- Keeping the work consistent across a wide range of client brands, niches, and visual identities
- Setting and holding the design standards for email and SMS campaigns, ad images, GIFs, and short video assets
- Understanding each client's visual brand identity well enough to advise on ideas, improvements, and optimisations
Running the week
- Distributing and organising the team's workload week by week, working from the tasks Account Managers assign
- Reorganising the queue quickly when priorities change, someone is unavailable, or a client adds something at the last minute
- Keeping track of who is overloaded and who is not, and rebalancing before it turns into a missed deadline
- Being the first person the Design Team comes to when something is blocking their work
- Making sure the design targets set for each client account are met
The team
- Running the Design Team's group calls and regular one-to-ones
- Collecting the team's suggestions and concerns, taking them seriously, and coming back with an answer, including when the answer is no
- Mentoring designers and helping the less experienced members build their skills
- Onboarding new designers into how we work
- Connecting Design with the other service teams through workshops, short tutorials, and written documentation
- Running training and skill-building sessions for the Design Team
Process and improvement
- Noticing where a workflow, a handoff, or a piece of communication is costing the team time, and fixing it
- Writing and maintaining the documentation the team works from
- Keeping up with what Figma ships and bringing the useful parts into how the team works
- Staying current on design and email marketing trends, and sharing what matters rather than everything
- Bringing industry best practices back to the Service Director and to the team
- Taking on projects and initiatives delegated by the Service Director
Position Specs:
- Full-time commitment while meeting our general availability for office hours
- An average of 140 tracked hours per month, consistently
- Fixed-rate monthly salary paid in USD
- Contractor status after signing our non-disclosure agreement
- Exclusivity agreement, meaning you cannot hold a position of a similar nature elsewhere while working for Hustler Marketing
- A 30-day notice period after the first month
- Performance reviews every 9 to 12 months, with the first one after 3 to 6 months
Requirements
About you:
Profile:
You are a senior designer with at least five years behind you, and a portfolio of real client work across different brands and niches rather than a handful of personal projects. At least three of those years involve email marketing design.
You are expert in Figma. Not comfortable in it, expert. You should be able to build and maintain component libraries, and it helps if you follow what Figma releases closely enough to tell the team when something new is worth adopting. Adobe Creative Suite or Affinity is a useful complement, though we do not lean on either heavily.
You know more than one kind of design output. Email and SMS campaign design is the core of it, but ad images, GIFs, and short video edits come up constantly. Some basic knowledge of web design is a plus rather than a requirement, since landing pages appear from time to time and the team already handles most of that themselves.
What matters most is your eye, and how you talk about it. You can look at a design that is not performing and say what is wrong with it, in what order, and what you would change first. Then you can put that in a message a designer understands without needing a follow-up call. That skill is most of this job.
You are organised enough to run a week of work across several people, and to rearrange it at short notice without the whole thing falling apart.
You are the sort of person a team talks to. Ours is independent and reliable, and there are a few things they would like to see improved that are hard to change quickly. What matters to them is knowing their comments are being considered and answered, not that every one of them gets a yes.
You are curious. You notice when a process could be better and you do something about it instead of working around it. You bring people together across teams with workshops, documents, and tutorials without waiting to be asked.
And you notice detail, in your own work and in everyone else's.
Key traits for this position:
Strong visual judgement, and the vocabulary to explain it. Organised, and calm when the week changes shape. Approachable, and willing to have the honest conversation rather than the easy one. Curious about tools and trends without chasing every new thing. Detail-oriented past the point of comfort. At ease working remotely with people spread across several countries and time zones.
Key Requirements:
- At least 5 years of experience as a graphic designer, with a minimum of 3 years in email marketing design
- Expert-level Figma skills, including building and working from component libraries
- Working knowledge of the Adobe Creative Suite or Affinity
- Experience producing ad images, animated GIFs, and short video edits
- An established portfolio showing on-brand, effective design work for a range of clients, stores, and niches
- Experience leading, mentoring, or coordinating other designers. A formal lead title is not required, but you should have done the work
- The ability to review someone else's design work and give written feedback that is specific and actionable
- The ability to distribute and reorganise a team's weekly workload, including at short notice
- A basic understanding of web design and landing pages is a plus
- Experience with Klaviyo, or with a comparable email marketing platform, is a plus
- Comfortable with Slack, Asana, Hubstaff, Google Workspace, and Figma, and willing to learn whatever else we use
- Fluent written and spoken English. It does not need to be your first language, but you will be writing feedback and running calls in it every day
- Remote work experience, ideally with a team spread across time zones
- Available and responsive during office hours, Monday to Friday between 3 and 6 PM Barcelona time
- Consistently working 30 to 35 hours per week, which is 140 hours per month
- A stable internet connection, a laptop or PC, and the ability to join video calls
Originally posted on Himalayas
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.