After calling out the rise of the “everything designer,” it only feels fair to flip the lens. Because if job postings are revealing confusion… they’re also an opportunity to show clarity. And clarity is leadership.
Let’s start here:
Most design job postings aren’t bad because they ask for too much.
They’re bad because they don’t know what they’re asking for.
There’s a difference.
The Real Problem Isn’t Skills. It’s Focus.
When a posting lists design, motion, video, web, social, UX, strategy, and maybe “coffee-making” as a bonus… it’s not ambition.
It’s uncertainty.
Somewhere upstream, no one defined the role properly. So everything gets included, just in case.
The result?
You’re not hiring a designer. You’re describing a department.
And the irony is, the more you list, the less clear the role becomes to the right candidate.
Strong designers don’t read those postings and think, “I can do all of this.”
They think, “What do they actually need me to do?”
What a Good Posting Does Differently
A strong design job posting does one thing exceptionally well:
It defines the problem the designer is there to solve.
Not vaguely. Not aspirationally. Clearly.
Here’s how that shows up in practice:
- It leads with context, not credentials
- It defines the type of thinking required, not just the tools
- It separates must-haves from nice-to-haves honestly
- It reflects how the team actually works, not how HR templates read
And most importantly:
It respects the craft enough to not dilute it.
A Better Way to Frame the Role
Let’s take a more grounded version of a real posting (simplified and cleaned up):
Graphic Designer
Reports to: Creative Director
You’re a conceptually strong designer with a few years of experience who enjoys taking ideas from rough thinking to polished execution.
In this role, you’ll:
- Contribute ideas, not just layouts
- Translate strategy into visual systems across print and digital
- Collaborate closely with writers, project managers, and specialists
- Deliver thoughtful, production-ready work with consistency and craft
We’re looking for someone who can think, not just make.
Core strengths:
- Strong portfolio demonstrating concept and execution
- Solid typography, layout, and brand application skills
- Ability to explain your thinking clearly in reviews
- Organized, reliable, and comfortable owning projects
Nice-to-have (not required):
- Motion graphics or light video editing
- Experience working within cross-functional teams
That’s it.
Notice what’s missing?
No laundry list of unrelated disciplines.
No inflated requirements.
No attempt to future-proof the role by cramming in everything.
Just clarity.
But Here’s the Twist (For Designers Reading This)
Even the messy postings?
They’re still signals.
A bloated job description doesn’t always mean a bad job. Sometimes it just means a company hasn’t figured out how to articulate what they need.
Your job isn’t to match it perfectly.
It’s to interpret it.
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What’s the core ask hiding underneath the noise?
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What skills are actually central vs. filler?
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Is this confusion… or is it a red flag?
That’s the difference between applying blindly and applying strategically.
The Line That Matters
When I hire, I’m not looking for a unicorn.
I’m looking for clarity.
Clarity in thinking.
Clarity in craft.
Clarity in how someone approaches a problem.
Because tools can be learned.
Platforms will change.
But a designer who understands what they’re trying to do — and why — will always be valuable.
Good design isn’t about doing everything. It’s about doing the right things, on purpose. The same is true for hiring. At Orbit, that belief shows up in how we build teams, shape brands, and define problems before we solve them. If your organization is trying to do too much — and say too little — it might be time to step back and bring clarity back into focus.
