What to Include in a Graphic Designer Job Description and Why It Matters (Plus Template)

If you’ve ever written a job description for a creative role, you’ve probably wondered if you need to get creative yourself. The good news is there’s no flair required. However, a graphic designer job description does need a few things that reflect the nature of the role.

In this guide, we’ll walk through what to include and how to tailor your job description to your team’s needs. You’ll also get a ready-to-use template that saves time and helps you attract the right people faster.

What to Include in a Graphic Designer Job Description

One of the best practices when hiring a graphic designer is creating a strong job description. It sets clear expectations and attracts the right candidates. 

If you include enough detail, strong job descriptions can also save you from needing to sift through applications that aren’t suitable.

Here’s what to include and why each piece matters.

Job title

Keep job titles simple, and it will be much easier for applicants to find them. Titles like “Graphic Designer,” “Senior Graphic Designer,” or “Visual Designer” help your listing show up in the right search results. 

Summary of the role

Your opening paragraph should give a quick overview of the position. Mention what kind of projects the designer will work on and who they’ll collaborate with. 

This helps candidates self-assess if they’re a good match before reading the full description. 

If your business has a media kit, the role summary is an ideal place to include a link to it. Having access to branding colors, fonts, and distributable graphics helps candidates get a feel for your expectations. It’s one of the best ways to match graphic designers to your brand.

Key responsibilities

List five to seven clear graphic designer responsibilities that focus on the actual day-to-day work you are expecting them to perform. 

Examples of responsibilities might include designing for marketing campaigns, collaborating with brand or product teams, or creating digital and print assets. 

Required skills and qualifications

Use this section to filter for required graphic design skills and qualifications. These skills typically include proficiency in specific tools such as Figma, Adobe Illustrator, or Photoshop. Skills also include the ability to follow brand guidelines or experience designing across channels. 

Be honest about what is absolutely essential, what are the nice-to-haves, and what can be learned after the hire is made.

Preferred experience

If you want industry-specific experience like working with SaaS brands, e-commerce, or agencies, list it here. Just be mindful not to turn this section into a gatekeeping checklist. You don’t want to exclude someone great just because they haven’t worked in your niche.

Salary range

According to Indeed.com’s hiring lab, salary transparency in job posts is steadily rising. Being upfront about pay and disclosing salary on job descriptions is more common now and can increase application rates. Some states even require it by law. 

If you’re unsure of the exact cost of hiring a graphic designer, a customizable range (e.g., “$60,000–$75,000, depending on experience and location”) works well.

Location

Start by deciding if the position can be done remotely. And if so, whether it requires occasional in-person collaboration or can be fully remote. 

If you’re open to remote graphic design candidates, be clear about the setup. Will you provide equipment like a company laptop? Do remote employees get a stipend for internet or coworking spaces? 

Work schedule

Set expectations clearly here. Will the designer need to work fixed hours, or is the role flexible or asynchronous? If your team is remote or distributed, include time zone preferences or limitations. 

For example, if your team works within the PST timezone but you’re open to a few hours of difference, stating, “We ask for at least three hours of overlap with PST” is enough to guide candidates.

Perks and benefits

Mention what benefits make working with your team worthwhile. This could include health benefits, paid time off, learning stipends, or even team retreats. 

These can be the deciding factor for a candidate choosing between two similar roles, especially if you’re offering remote benefits and perks.

How to apply

Keep this simple. Whether it’s submitting a portfolio link, filling out a form, or emailing a specific address, make the process clear and fast. 

How to Tailor Your Job Description to Attract the Right Designer

A generic graphic designer role description might get applicants, but it won’t get the right ones. Tailoring it to your company, role level, and specific needs helps attract designers who actually fit the job.

The biggest takeaway for businesses here is to make your graphic design job description personal.

Based on our experience sourcing top graphic designers, here’s how to customize your listing for better results:

• Consider your needs and scope: If you’re a design agency, look for candidates used to fast turnarounds and working with multiple clients.
  For product companies, designers with experience in brand consistency and long-term projects are most valuable.
  If you’re open to hiring internationally, consider whether you should hire an offshore graphic designer to expand your options.
• Clarify job seniority: Junior designers may focus on support tasks and upskilling, while senior or lead designers should bring vision, direction, and team collaboration. Define what level you’re hiring for and what success looks like in that role.
• Specify the design focus: Clearly outline the kind of work involved. This could include social media assets, sales decks, branding, video, presentations, or product UI.
• Request a portfolio: Always ask for one and note your preferred format. Generally, this is a PDF, a personal website, or a link to creative portfolios. 

And don’t be afraid to specify what you are looking to see (decks, presentations, social media, videos, etc.). Creatives regularly tailor portfolios to the specific job. 

• Mention design tools: List any platforms that your business requires or is licensed for, like tools such as Figma or Adobe Creative Suite. If you’re flexible, this is something you should also state. Designers will appreciate knowing whether they can use their tools of choice.
• Be clear on structure: State whether the job is full-time with fixed hours, flexible, or project-based. Don’t leave it open to interpretation, as this causes frustration for candidates and recruitment teams.
• Add a reason to get excited: A short section about growth potential, team culture, or company mission makes the role more appealing and more likely to stand out.

Graphic Designer Job Description Template [Customizable]

Below is a customizable graphic designer job description template you can copy, edit, and use in your graphic designer position hiring process. 

Each bracketed section is marked in bold and shows where you can add your specific details, depending on your team, tools, and working style.

Job title

Graphic Designer [Add Level or Focus if Needed, e.g., “Mid-Level, Marketing Focus”]

Summary

We’re looking for a [full-time/part-time/project-based] Graphic Designer to join our [industry or company type, e.g., SaaS startup, digital agency, e-commerce brand]. You’ll work closely with [teams or roles, e.g., marketing, product, or content] to create high-quality visuals that align with our brand and business goals.

Key responsibilities

• Design digital and/or print assets for [campaigns, social media, product launches, etc.]
• Collaborate with [marketing/product/creative] teams to translate concepts into visual designs
• Maintain and evolve brand consistency across all design outputs
• Manage multiple design projects with varying deadlines
• Prepare final files for production or digital launch
• Receive and implement feedback in a timely manner
• Use [required tools] to deliver polished, professional assets

Required skills and qualifications

• Proven experience in graphic design roles
• Proficiency in [list required tools, e.g., Figma, Adobe Illustrator, Photoshop]
• Strong attention to visual detail and typography
• Ability to manage timelines and prioritize tasks
• Excellent communication and collaboration skills

Nice-to-have skills

• Experience in [your industry or niche]
• Familiarity with [motion graphics/video editing/web design, if relevant]
• Previous work with [agency/product teams/remote teams, etc.]

Portfolio submission

Please include a portfolio in [preferred format: Behance, website, or PDF] that highlights your recent work and your role in each project.

Compensation

Salary range: [$X,000 – $Y,000 per year], based on experience and location.
Competitive benefits, including [health insurance, PTO, professional development stipend, etc.].

Location and schedule

This position is [remote/hybrid/in-office].

We prefer availability within [X-hour overlap with time zone, e.g., 3 hours of overlap with MST].

We provide:

• [Company laptop]
• [Access to necessary design tools and licenses]

Remote work details (Optional)

This position is [remote/hybrid/in-office].

This is a fully remote role with no in-office requirements. You can work from anywhere, as long as you have a stable internet connection and are available for at least [X hours] of overlap with [preferred time zone, e.g., MST or PST].

We provide:

• [Company laptop or device stipend]
• [Monthly remote office allowance or coworking space support]
• [Access to necessary design tools and licenses]

Perks and benefits

• [List your most relevant perks, e.g., health benefits, annual retreats, flexible time off]
• Opportunities for career growth within a [fast-growing/stable/fun] team
• A culture that values [creativity/autonomy/results]

How to apply

To apply, send your resume and link to your portfolio to [email address] with the subject line: “Graphic Designer Application – [Your Name]”.

Avoid These 6 Common Mistakes When Writing a Graphic Designer Job Description

Even the best-written graphic design position description can fail to attract the best candidates if it includes the wrong details (or leaves out the right ones). Here are some of the most common mistakes hiring managers make and how to fix them before your next post goes live:

Mistake 1: Overloading the responsibilities section

Why it’s a problem: You’ll drive away qualified candidates who assume they need to be an expert in everything.

What to do instead: Stick to core tasks. Use a separate section for nice-to-haves.

Mistake 2: Using clever job titles

Why it’s a problem: Most designers aren’t searching for roles titled “Creative Unicorn” or “Design Ninja.”

What to do instead: Use clear, searchable titles like “Graphic Designer” or “Senior Visual Designer.”

Mistake 3: Making the “how to apply” process too long

Why it’s a problem: Candidates expecting a quick process may abandon the application if it turns into a multi-hour project. 

What to do instead: Break long assessments into stages and be upfront about time expectations.

Mistake 4: Skipping remote work details

Why it’s a problem: Not mentioning tools, equipment, or time zone expectations creates confusion or mismatched hires.

What to do instead: Clearly outline the setup in the remote job description, including software access and whether you provide hardware.

Mistake 5: Excluding freelancers by default

Why it’s a problem: Many top designers freelance by choice. Filtering them out means missing experienced, flexible talent.

What to do instead: Stay open to different work histories and focus on results.

Mistake 6: Hiring without industry fit

Why it’s a problem: An agency designer may not thrive at a product company and vice versa.

What to do instead: Look for candidates with experience in your environment and workflow style.

Final Thoughts

A strong graphic designer job description helps you attract the right people faster. Clear structure, relevant details, and a few small customizations can make a big difference in applicant quality. Avoiding common mistakes keeps great candidates engaged, and using a customizable template saves you time.

Now that your job description is ready, sharpen your hiring process by reviewing our full guide on how to hire a graphic designer. That way, you’ll make more confident decisions and set yourself and your next hire up for success.