Senior Designer vs. Mid-level Designer

Graphic Design
#1

I’m hoping some of you experienced graphic designers out there can help me out. I’ve been banging my head against the wall on this.

So what ARE the major differences between a senior graphic designer and a mid-level graphic designer? I’ve heard different things. I’ve heard that it’s simply that the senior has more experience; I’ve heard that there is a little art direction involved, especially when there’s no direction in a creative department at all; I’ve heard that the senior helps out with things that are not design-related. My boss and I have been working on this role for a while now and I feel like it’s not going anywhere. I know what the department needs and I’ve explained it multiple times, but he just doesn’t get it. Some of his responses are, “Aren’t we doing that now?” He doesn’t see that i have 22 years in the field and someone needs to be the leader of design. There is one other designer here, but she’s only been out of college for six years and we have a marketing coordinator who “dabbles” in design. Someone needs to lead it so the messenging is consistent and not “one designer does this and the other does this.” HELP!

#2

It’s a title. What constitutes a senior designer vs. a mid-level design can vary from organization to organization, and there is no standard (e.g. up to 5 years = junior designer, 5-10 years = mid-level, 10+ = senior) that I know of. Sounds like the company you work for may have some internal issues to figure out.

3 Likes
#3

If there’s a difference at all, the difference depends on the company in question and how that company defines the jobs.

1 Like
#4

Exactly! The problem is that they’re leaving it up to me to figure this whole thing out. About a year ago, I suggested a “design leader,” and now it’s like they want me to come up with the responsibilities, duties, etc. I don’t know how to define it. I just know there’s no one here to lead the design. My boss admits that he doesn’t know anything about design so that leaves me. You’re right Steve_O, they have internal issues to figure out. Maybe I should just be blunt and say, “You guys need to figure out exactly what you need. I can help, but you aren’t giving me ANY information.”

#5

Just how many on staff are directly involved in graphic design there?

#6

It’s my boss, director of creative services; me, 22 years of experience; another graphic designer, around six years of experience; and a marketing coordinator, who doesn’t really have any design experience but she does things like resizing of ads and other small things. There’s also a web developer who I work with quite a ibit on web pages and landing page designs.

#7

There’s no way I can say what should and shouldn’t happen because I don’t know the dynamics of the circumstances, so take my comments with a grain of salt.

The title seems somewhat unimportant as long as it vaguely describes whatever responsibilities are assigned to the position. Design leader, senior designer, design coordinator, whatever — the exact title is a minor problem.

Agggh! Maybe I’m wrong, but let me guess; he was appointed to the position by higher-ups who knew even less about what relevant skills were needed in a creative director than he does. Is he completely in over his head? Instead of leading the group with expertise, insight, and experience, does he spend his time doing endless busy work? Does he mistake meetings for actually accomplishing things? In upper management meetings, does he pretend to know what he’s doing to his senior manager peers who know even less about creative services?

If so, I’ve seen so many examples of this over my career that it’s disgusting. An unqualified creative director leaves or retires, and then upper management installs another of their cronies with no qualifications to lead the creative and marketing group. The dysfunction changes, but it continues to be just as bad or worse than before.

Hmmm.

As I mentioned, I don’t know the situation’s dynamics, so I might be completely wrong, but here’s where the criticism comes back to you.

You see the problem, yet you want those above you, whom you’ve suggested are a bit clueless, to solve a problem only you can see. You see yourself as the person who can lead and coordinate this team’s design efforts, but you say you’re unable to design and define an organizational and job responsibility solution.

I must be missing something because I’m seeing a serious disconnect. As the “design leader,” you will solve problems, manage personnel issues, keep things moving, and address organizational problems.

If your higher-ups have asked you to suggest a foundation for the team you’ll be managing, you should be able to do so without spending months agonizing over the problem. If you can’t, just maybe the job isn’t for you. Then again, as I said, I’m probably missing something.

#8

This isn’t a management position and I’m not agonizing over it. I’ve been trying for months to explain to my clueless boss how this would be beneficial since there’s no one else in the department with the experience in design. I’ve even written a job proposal. He actually thought it was a good idea at first, but I can tell he’s losing steam. I can see the problem and I even wrote a job proposal for it and explained in the most basic way I could, but he still comes back with questions and just doesn’t get it, or want to do it. I really do think that he expects me to take on the role of art director/senior designer or whatever without the proper compensation.

Yep, pretty much.

#9

What happens when your coworker puts a thick, multi-colored drop shadow on a headline? Will you tell her she needs to change it? What if she disagrees? What if she becomes argumentative or develops a passive-aggressive attitude about you telling her what to do? No matter how your boss or HR department sees it, it’s a position that requires management skills.

Maybe agonizing is the wrong word, but you’ve dealt with a months-long run-around that’s clearly frustrating you.

You say he’s “losing steam” about your proposal and doesn’t get it, yet you suspect he wants you to be the art director or senior designer. Why would he want you to take on the responsibility when he doesn’t understand its need?

Let’s say you’re right, though, and there’s no budget for a wage bump, but he still wants you to lead the design team. If that’s the case, TAKE THE JOB. Think carefully about turning down extra responsibility — the money will come later when you prove your worth, whether at this company or another. Use the leverage of not getting a pay bump to argue for a higher title. Down the road, what you learn in this new position and the title that comes with it will serve you well.

Just to be clear, I’m not trying to argue with you. I’m trying to challenge you to think through a nagging and frustrating situation with fresh eyes. I’ve been almost everything from a design intern to creative director to marketing and communication director for ad agencies, private companies, government agencies, and a big university. Of course, I don’t know your exact situation — only you know that — but it sounds familiar because I’ve dealt with it in one way or another a dozen times.

#10

You’re right, but these are the types of things I point out to her when I do reviews. Does she ever follow my suggestions? No, because she thinks it looks good the way it is. You would think that she would want to learn from others. That’s what I meant earlier in the thread when I said we need that consistent look throughout all projects. Some of them look like a professional did them and some look like a recent grad with no design education did them. I’m just trying to improve the department by making things look professional, but the boss can’t either tell the difference between good design and bad design or he just doesn’t care enough.

Oh I’m not arguing! I’m glad you’re telling me this. It allows me to think through this stuff by a person who’s been through it before. So thank you! I’m suppose to meet with him, AGAIN, on Tuesday to discuss it so I want to have a clear head.

#11

In a nutshell and sorry if it sounds like a job advert - but I swear it’s not.

My 2cents (excuse the typos I’m too lazy to fix)

Mid-Weight Designer, I think has about 3-5 years’ experience. A good portfolio with a range of projects.

I’d expect them to work solely and as part of a team on various design projects, directly under guidance and direction of a senior designer/creative director.

I’d expect them to handle everything from conception to completion but again direct oversight of a senior.

Goes without saying proficiency in the software with 0 guidance from anyone, or at least very little, we can all learn a trick or two in software manipulation - even after 25 years I’m learning new things everyday.

They should really be able to understand a clients needs without having to overthink in design terms. It should be natural - which to me means quick turnaround times, and quick execution of tasks while maintaining high standards (quick doesn’t mean sloppy, quick means quicker than a junior who is overthinking design proposals).

I’d want them to work on their own and to get feedback when necessary - a bit of independence or what I like to call ‘decision-making’.

And ‘decision-making’ I feel is a crucial step-up from a Junior role.

Senior Designer
5+ years’ experience - portfolio bursting with great projects that they led or were main designer on under a senior designer.

I don’t want to see 50 great projects and find out they picked out the typeface for banner sign.
They have to be actively involved in the ‘decision-making’ and design conceptions/executions.

They are the overseer - they work with the mid-weight designers and leads them and progresses them. Work with clients and progress their needs and push boundaries with them.

They take ownership of the projects all of them, from junior to mid to ad-hoc to freelance to outsourced. They ensure it all matches the clients needs while still working closely on all projects.

Looking for high-level decision making, qulaity consistency etc.

They are mentors/leaders and design responsible for training/developing skills.
Project managers, timelines, deliverables, client relations and will be involved heavily in pitching to new businesses and be a strategic direction for the company.

#12

It’s a title … no more and no less.

#13

Nope.

#14

Hi Nivek. A Senior Designer is a position that comes with a lot of responsibility: leading the design department, setting tasks for designers, holding them accountable, and taking the blame for your subordinates’ mistakes. Propose yourself for this role! A marketer who “dabbles” in design is not the same; he is primarily a marketer. If you want something done well, do it yourself. Become the head of the design department and solve the issues and problems yourself.

#15

Totally agree! The problem is my boss has no backbone and scared of hurting the other designer’s feelings by telling her “no.”

#16

I don’t understand. You mentioned that you suspect your boss wants you to become the art director or some equivalent. If so, ask directly, then take him/her up on the offer. That doesn’t solve your boss’s backbone problem but makes it largely irrelevant.

You asked for advice, and sometimes, the best constructive advice involves the most difficult questions. I don’t want to make you angry or insult you, but have you considered your own backbone in this situation?

You mentioned having a meeting with him/her on Tuesday. Bring it up. State your mind. Deal with it head-on. Be friendly, constructive, and assertive. Tell your boss what is needed, what you think will solve the problem, what you can do, and what you want. Put your backboneless boss on the spot and ask for an answer.

If you get nothing but wishy-washy, non-commital responses that leaves everything hanging with no path to resolution, consider the best way to jump over his/her head to his/her boss. If you get a string of no’s or wishy-washy maybes, it’s either time to give up or look for another job.

Again, I don’t know the situation, but I’m sensing some reluctance on your part to address this frustrating situation head-on.

#17

I guess what I meant by my boss not having a backbone is that I can tell he won’t “have my back” on any decision I make. Let’s say that I tell the junior designer to make this change or that change. She won’t do it and my boss doesn’t have the guts to tell her for the fear of “hurting her feelings.”

I will bring all this up tomorrow, BUT I have before for over a year and a half and nothing has come out of it.

#18

You’re doing what my wife calls future-tripping. Deal with that problem when and if the time comes

If your boss is as wishy-washy as you say, why would he/she side with the junior designer instead of you? Wouldn’t your boss be equally wishy-washy with her/him (damn pronouns). If he/she waffles and sides with the junior designer, he/she is undermining his/her own decisions to put you in charge.

If you’re saying there’s no hope, then quit pursuing it. Either settle into your existing role or find another.

#19

It sounds like you’re in a tough spot. The major differences between a senior and mid-level graphic designer typically include not just more experience but also leadership and art direction. A senior designer provides guidance, ensures consistency, and often handles strategic aspects that are crucial for a unified brand message. For a brand like “primedigisol”, having someone in that senior role could really help streamline the design process and maintain a consistent and professional look. If your boss isn’t fully grasping this, it might help to show how a senior designer could solve the current issues and improve the overall quality and cohesion of your brand’s design.

#20

Anywhere I’ve worked, the senior designer passes work done by the juniors. (S)he will not be doing all the design work - probably only the important clients - but every piece of work done by anyone else does not go out to the client until the senior designer has given it the ok. There may be a message passed back like ‘this needs more emphasis on …’ or ‘make the logo bigger’ etc.