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Creative Director Job Description

How to Hire a Creative Director

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Creative Director Job Description

We are recruiting for a talented Creative Director to lead our company’s creative department. The successful candidate must possess excellent leadership qualities, with the ability to maximise the talents of their team.

You will work closely with the graphic design and marketing department to deliver engaging content that meets the expectations of our customers. You should be extremely creative, dedicated, and possess excellent written and verbal communication skills.

Creative Director Duties and Responsibilities

  • A minimum of 5 years’ digital experience, particularly with, but not limited to web, social and emerging technologies.
  • A solid understanding of design, copy and web practises.
  • Brilliant interpersonal and communication skills.
  • Have an in-depth knowledge of brand development and multichannel marketing models.
  • Must be a creative and strategic thinker.
  • Bachelor’s degree in art, graphic design, marketing, communications, journalism and other relevant fields.

Creative Director Skills and Requirements

  • Work with the brand team to produce new ideas for company branding, promotional campaigns, and marketing communications.
  • Help clients in resolving issues by responding to questions in a timely and professional manner.
  • Evaluate trends, assess new data and keep up-to-date with the latest marketing techniques.
  • Create and implement tailored marketing plans based on individual client requirements.
  • Lead brainstorming meetings and creative sessions.
  • Form brand standards and create procedures to ensure all products are brand appropriate.
  • Supervise the department’s daily workflow, assign project workload, and monitor deadlines and budgets.
  • Develop exceptional and well-crafted copy that meet clients’ requirements.
  • A minimum of 5 years’ digital experience, particularly with, but not limited to web, social and emerging technologies.
  • A solid understanding of design, copy and web practises.
  • Brilliant interpersonal and communication skills.
  • Have an in-depth knowledge of brand development and multichannel marketing models.
  • Must be a creative and strategic thinker.
  • Bachelor’s degree in art, graphic design, marketing, communications, journalism and other relevant fields.

Personalising Your Creative Director Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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