Hearst Magazines Motion Graphics Designer/Animator, Hearst Magazines Digital Media/Sweet in New York, New York

Hearst Digital is looking for a Designer to help create the visual identity for Sweet, a new and dynamic Snapchat-only media brand and partnership between Snapchat and Hearst. This position will report to the Art Director, and will work closely with a team of designers and editors to create short-form visual animated graphics that further the storytelling of our content and elevate our brand aesthetic.


  • Work closely with the art director to manage a team of visual designers, helping them to meet daily design deadlines

  • Create short-form motion graphics, animations, and gifs

  • Concept, design, and or illustrate creative elements for animations on a daily basis

  • Work on projects from concept to production, making sure we meet brand standards and timelines.

  • Setting type


  • All-around love for Snapchat and the Internet

  • Motion graphics experience

  • Excellent design and layout skills

  • Excellent typography and type design

  • Good eye for tasteful, considered design

  • Ability to work in a fast-paced environment

  • Familiarity with pop culture, fashion, trends

  • Proficiency in Adobe CS, specifically After Effects, Illustrator, and Photoshop.

  • Excellent at producing shareable, digital-friendly content, taking trends and audience response into consideration.

  • At least 2 years experience as a motion graphic designer

Hearst Magazines is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.

Pay Transparency Nondiscrimination Provision

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)