WHY THE ROLE IS COMBINED THIS WAY

A campaign asset set is one visual idea in a dozen shapes — a paid social still, a story cut, a fifteen-second edit, an animated offer card, a mailer and a poster. One person holding all of it keeps the set consistent and removes the design-to-video handover, which is where most of the delay sits. We are looking for a designer who edits, or an editor who designs, and who is honest about which half is stronger.

WHAT THE ROLE OWNS

• Static creative for paid and organic across every placement and aspect ratio, on brief and inside the franchisor brand guide.
• Print and EDDM artwork built correctly for production — bleed, trim, safe area, CMYK, resolution, and a printer-ready file.
• Video editing for short-form social and local promotion: cuts, captions, licensed music, brand end frames, and versions per platform.
• Motion graphics and animated formats, including AI-assisted animation where it holds up to brand scrutiny.
• The template library — building the localisable, approved assets that let markets self-serve instead of raising a request for every small change.
• Asset hygiene: named, versioned, organised files that another person can pick up.

ESSENTIAL

• Three to six years in graphic design with real video and motion work in the portfolio — not a designer who has only exported a slideshow.
• Adobe Creative Cloud to a professional standard: Photoshop, Illustrator and InDesign, plus Premiere Pro and After Effects.
• Print production competence, demonstrated with a file that went to a printer and came back right.
• Figma or equivalent for digital layout and handover, and Canva for template building the wider team can use.
• A portfolio showing one campaign resolved across many formats, not twelve unrelated hero pieces.
• Working inside an existing brand guide, including revisions returned by someone else’s brand team.

DESIRABLE

• Food photography, retouching or food-styling awareness.
• QSR, restaurant or multi-location retail work.
• Sound design, colour grading or on-screen typography as a strength.
• AI image and video tooling used in production, with a view on its limits.
• Light HTML and CSS, for email and landing-page assets.
• Directing or briefing external photographers and videographers.

A NORMAL WEEK

• One new campaign asset set built from brief, spanning static, print and video.
• Localised variants of an approved set for several markets.
• One short video edit with platform-specific cuts and captions.
• Amends returned from the franchisor approval queue.
• Template maintenance so the previous campaign’s assets stay reusable.

WHAT WE WOULD LIKE TRUE BY THE END OF MONTH THREE

• They are producing a full asset set from a written brief without a creative-direction pass on every item.
• Print files go to production without correction.
• There is a working template library the markets can localise from.

PAID EXERCISE

Give a supplied brand guide and one offer. Ask for a paid social still in two aspect ratios, a print mailer at production spec, and a ten-second animated cut of the same idea. Judge consistency across the three above craft on any one.

SCREENING NOTES FOR BOTH ROLES

• Written US English. Both roles produce or review public-facing copy. Ask for unedited writing produced live, not a portfolio, and read it yourself. This eliminates most of the pipeline.
• Range is the brief. A specialist willing to stretch is not the same as someone with real range. For Hire 2, look for static and motion work of comparable quality in one portfolio. For Hire 1, look for someone who has actually run channels, not only written for them.
• Working inside someone else’s brand. Ask for a piece of work that came back rejected and what they did next. Candidates whose portfolios are all self-directed struggle with the approval gate.

WHAT WE HAVE NOT SPECIFIED

Compensation bands, contract type, notice periods, and the on-site or hybrid arrangement are all still to be set. Do not quote a range to candidates until we confirm one. Start dates depend on the pilot approval, so treat both roles as live-on-approval rather than open now, and be straight with candidates about that.