Graphic Designer I Job at Sellmark Corporation in Chicago

Sellmark is dedicated to making "brands that sell" by producing industry-leading outdoor lifestyle products and brands. Serving more than 50 countries, including retailers in every state across the United States, and are represented at Academy Sports and Outdoors, Bass Pro Shops, Cabela’s, Scheels All Sports and other top retailers, Sellmark produces industry-leading products, including night vision, laser sights, boresights, thermal scopes, tactical rifle scopes, red dot sights, hunting scopes, shooting rests, and law enforcement products. Sellmark products and brands have been sold in more than 5,000 locations worldwide. Sellmark includes Sightmark, Pulsar, Firefield, Kopfjäger, BulletSafe, and INFORCE.

Hiring Process

Our hiring process generally consists of three stages; a series of chats with our recruiter, assessments, and interviews, and a fourth stage with a test project for higher-level roles. The process usually takes anywhere from a week to four weeks, depending on how fast each stage is completed.

Sellmark seeks employees with the ability to contribute creatively in teams as well as work independently to achieve our vision—to be the No. 1 developer of brands and products for the outdoor lifestyle market.

• Initial Application Review
• A Series of Chats with our Talent Acquisition Team
• Short Assessment
• Interview with Future Colleagues
• Final Interview with a Case Study or Test Project (Higher Level Roles)

How We Hire

Growing our team is crucial to advancing our vision of being the number one developer of brands and products for the outdoor lifestyle. We have a unique opportunity to show the world how an active outdoor lifestyle is fun, good for your health, and how our brands are the best in the market. To accomplish this, we need to add to our team of hardworking, self-motivated people who share our vision.

We can only achieve our mission with qualified, high-performing team members, which is why Sellmark has committed to focusing on our Talent. We have developed a Talent Acquisition process designed to find the most experienced people who are also the best fit for Sellmark and our Culture.

We know hiring works best when it’s a two-way street — we want you to be able to make a well-informed decision (along with us). That's why our hiring process includes touchpoints that help you get to know our company culture and envision what to expect in your future role at Sellmark.

Hiring Process FAQ

WHAT HAPPENS DURING EACH STAGE OF THE HIRING PROCESS?
We strive to conduct an initial review of all applications within 7 days and always get back to you with our decision.

If your application meets our requirements for the role you applied for, you’ll meet over Zoom with one of our Talent Acquisition Recruiters for 20-30 minutes. During the call, we'll provide more context about the role you applied for and about Sellmark in general. You'll have the opportunity to tell us about your career trajectory and interest in Sellmark. We may ask you some standard role-related questions, and we'll answer any pressing questions you may have.

The next phase is an interview with your future colleagues, which usually includes the hiring manager and other people you will work with daily.

If you are in a higher-level role, then our Talent Acquisition Team will schedule a biographical interview, which is a longer chat to discuss your background in more detail.

WHAT IS A BIOGRAPHICAL INTERVIEW?
A biographical interview is a conversation that reviews your history to understand what you have done in your life and why. We all make decisions based on our own heuristics, which is how we are wired to think and behave, which gives us the insight to understand better what motivates you and where you might be the best fit.

Should you continue through the hiring process to the final round of interviews, you'll meet with one of our Senior Directors and another member of our leadership team. These conversations allow you to get to know our leadership and ask any outstanding questions that will help you make a well-informed decision. They also enable everyone (both candidates and Sellmark) to validate alignment on mutual expectations.

WHAT ARE CASE STUDIES OR TEST PROJECTS?
Test projects and Case Studies are role-specific assignments that simulate work you’d actually do at Sellmark. They reveal the kinds of challenges you can expect to face on the job and provide an opportunity to showcase your best work.

All test projects are role-specific and completed asynchronously on your own time. We won't ask you to perform tasks under the stress of live interviews, assign general brain teasers, or ask you to solve purely academic puzzles, all of which often set candidates up for failure.

WHY DO YOU USE TEST PROJECTS?
We view hiring decisions as long-term investments in our team, and test projects enable us to make these decisions with high confidence. Research indicates that traditional interviews are extremely prone to bias and unreliable predictors of future employee success or satisfaction. In contrast, work-sample tests are reported to be more accurate predictors of future performance.

We're constantly striving to improve our culture and processes at Sellmark because that will help us to find the right people that want to work here.

HOW DO YOU CREATE AND EVALUATE TEST PROJECTS?
Test projects are designed to evaluate skills, competencies, and essential functions required to succeed in a given role. Many are inspired by scenarios that team members have encountered in the past, but all test projects represent the types of challenges you can expect to face in your role at Sellmark.

We will work with you to give you enough time to prepare your test project. A final panel of future colleagues will evaluate your submission against a clearly defined rubric of role-specific competencies and broader skills required to succeed in a given role. This approach further reduces bias and ensures reviewers can assess your work objectively.

WHAT TIMEFRAMES TO EXPECT?
Depending on the role, candidates can anticipate investing 2-3 hours to complete their first round of interviews with the hiring manager. Completing the second round of interviews with the test project may require an additional 2 to 5 hours over another 7 to 14 days.

Prior to your initial chat with Talent Acquisition, we'll share compensation for the role you applied for, and we’ll address any other critical questions in that initial conversation. We're also happy to accommodate individual circumstances that may justify or warrant timeline adjustments for each hiring stage (within reason), e.g., extending a test project deadline.

After each stage of the hiring process, we'll usually deliver a decision within 2-3 business days. If time is a determining factor for you (e.g., you have another offer on the table), it's possible to breeze through the entire process quickly, and we will work with you to adjust our timing as much as possible. Just as we allow flexibility to extend the timeline when such an extension is warranted, we'd love for you to let us know if you'd prefer to expedite the process. That said, we do not skip stages to ensure that the hiring process remains fair for all candidates.

We understand that investing time in test projects on top of other work or personal obligations can be daunting. In line with our core value of building trust, we strive to give you the information you need upfront to help you decide whether you should invest the time.

NOW. COME JOIN OUR TEAM!
We hope this gives you insight into how we approach growing our fully distributed team. If you have questions or need a reasonable accommodation to participate in our hiring process (e.g., due to a disability) please reach out to us. Excited about the prospect of joining our team?

You can submit a resume for future consideration by clicking here.

At Sellmark, we work to develop a cohesive, fair, and collegial culture. To that end, we try to communicate with our employees what that culture should be and the expectations for every employee. Sellmark Leadership has developed a Sellmark Talent Philosophy, a shared philosophy on how all managers and employees will be managed.

PERFORMANCE:
At Sellmark, we strive to be masters of our roles, work to achieve our potential, and deliver high quality results on time. We expect everyone to be a self-starter and to take responsibility for the contributions of their work and team, while being committed to improving themself and encouraging the best for everyone in the organization.

BEHAVIOR:
We want everyone to realize their potential and be successful. When the organization succeeds, we all succeed. Sellmark has grown from a small company to the one we are today by having a professional, friendly, and encouraging environment. We care for each other and expect that our managers will care for their employees, develop, and coach them.

GROWTH:
Sellmark will invest in employees who work hard, are self-starters, are motivated, and invest in themselves with continuous learning. Everyone will be given the opportunity to grow, as well as the tools to move forward in their career and personal life; however, everyone must take ownership of their development.

TRANSPARENCY:
We care about our people and show that through our words and actions. Managers must communicate Company strategies, goals, and metrics with employees. Managers will be transparent with individuals regarding where they are seen in their roles and within the organization.

ACCOUNTABILITY:
Everyone is accountable for taking ownership of their role, getting their work done, and for the success of the team and the organization.