Interior Designer I

As an Interior Designer I on the Perkins&Will team, you will: * Assist throughout the design process which includes design plans, construction contract documents, elevations, and details, reflected ceiling plans, millwork design, furniture layouts, ergonomic dimensions, finish plans, color plans, and schedules * Support your team with programming and space planning to assess client and project needs

• Share your input and have a passion for developing presentations
• Collaborate alongside the project team
• Keep organized and check your work for accuracy, omissions, and legibility
• Utilize your rock-star technical skills in Revit and other design application

software * Work hard, play hard, and learn a lot along the way! To join us as an Interior Designer I, you should have: * A professional degree in Interior Design, Architecture, or a related discipline * Proficiency in Revit, graphic design, and 3D modeling and visualization software

• Revit proficiency, strongly preferred
• Effective verbal and written storytelling skills
• Problem-solving skills, attention to detail, and motivation to learn and be

curious about design

• Ability to collaborate with team members and follow instructions
• LEED AP or within 6 months of hire
• Interest in completing your NCIDQ or ARE exams

Qualified and interested candidates should submit a resume and work samples. Include your resume and a compact, representative sample of your work (no larger than 6MB). Salary Range Information We foster a culture that is diverse and inclusive, and strive for pay practices that are fair and competitive and reflect our commitment to pay equity. Our compensation decisions include, but are not limited to, a candidate’s qualifications, including skill sets, education, experience, and training, licensure and certifications, credentials if applicable, and business-related factors. This practice extends to all employees, including performance considerations for merit increases, job promotions, and transfer opportunities. We additionally review our pay practices, conduct pay equity audits, and ensure our managers are trained in our pay practices on an annual basis. At the time of posting this job advertisement, commensurate with qualifications, the annual pay salary range for this position in DC is $62,000 to $79,000. Justice, Equity, Diversity & Inclusion [ At Perkins&Will we believe that inclusion spurs creativity and that innovation is born from an engaged culture of diverse people + ideas. By moving beyond barriers and stereotypes of gender, race, color, religion, national origin, ancestry, age, medical condition, disability, sexual orientation, gender identity, veteran status; we are committed to building an organization that reflects the diversity of the communities and clients we serve. "Design has the power to inspire joy, uplift lives, and strengthen the spirit of community." [ *Equal Employment Opportunity Statement Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy (“EEO”), which is part of the Company’s Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis and without regard to sex, race, color, age, national origin, religion, disability, genetic information, marital status, sexual orientation, gender identity or expression, gender reassignment, citizenship, pregnancy or maternity, veteran status, or any other status protected by applicable national, federal, state, or local law. In some cases, local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction. Pay Transparency Nondiscrimination Provision Perkins&Will 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.