Job Description
Position: Packaging Designer
Function: Graphic Design
Industry: Art & Culture / Creative Arts
Grade: mid level
Location: Ahmedabad
Employment Type: Hybrid
Compensation: INR 9.4-14.0 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with graphic design, in accordance with the standards and processes laid down by Art & Culture / Creative Arts.
Minimum Qualification: B.A (Fine Arts/Culture Studies)
Minimum Experience: 6 years
Core Competencies Required: Event Production, Visual Storytelling, Cultural Research, Graphic Design, Creative Concept Development, Curation & Exhibition Planning, Portfolio Development, Community Engagement
Further Information:
Compensation includes standard statutory benefits along with performance-linked variable pay. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. The organisation has historically promoted from within for a majority of its senior and lead openings. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Interested candidates should be prepared to walk through relevant past work during the interview process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.
Function: Graphic Design
Industry: Art & Culture / Creative Arts
Grade: mid level
Location: Ahmedabad
Employment Type: Hybrid
Compensation: INR 9.4-14.0 LPA
The organisation invites applications for the above-referenced position. The incumbent shall be responsible for discharging duties associated with graphic design, in accordance with the standards and processes laid down by Art & Culture / Creative Arts.
Minimum Qualification: B.A (Fine Arts/Culture Studies)
Minimum Experience: 6 years
Core Competencies Required: Event Production, Visual Storytelling, Cultural Research, Graphic Design, Creative Concept Development, Curation & Exhibition Planning, Portfolio Development, Community Engagement
Further Information:
Compensation includes standard statutory benefits along with performance-linked variable pay. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. High performers in this role typically move into a broader ownership scope within 18-24 months. The organisation has historically promoted from within for a majority of its senior and lead openings. Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. The next logical step from this position is a senior or lead-track role within the same function. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. Internal job postings are open to employees who've completed a minimum tenure in their current role. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. Interested candidates should be prepared to walk through relevant past work during the interview process. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. The package is structured with a fixed component, performance bonus, and standard health coverage. References may be requested closer to the offer stage rather than at the start of the process. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. The organisation places a premium on ownership; once a task is assigned, the expectation is to see it through without hand-holding. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. There is a defined internal mobility path for people who want to specialise deeper or move into people management. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. Skip-level conversations with senior leadership are encouraged at least twice a year to discuss career direction. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. The environment rewards initiative - people who flag problems early and propose fixes tend to grow faster here. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Learning and certification support is available for tools and frameworks directly relevant to the role. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables.