Senior Interior Designer

Senior Interior Designer on the Perkins&Will team. Your skills and passion will come to life through the following responsibilities.

• Responsible for leading all phases of the design process with a high level of proficiency, expertise, and creativity while adhering to firm and project goals and standards of excellence in design, execution, and living design.
• Initiate and create detailed design concepts with ability to develop functional requirements and project-design criteria.
• Exhibit understanding of and leadership in the architectural design process and integration of standalone interiors projects and design concepts.
• Lead interior design efforts and project teams including design direction and client engagement.
• Use graphic storytelling to advance the project delivery and scope.
• Participate in marketing efforts, lead design presentations to prospective clients, and develop successful client relationships.
• Prepare client presentation packages, external publications, and award submissions.
• Review work for accuracy, omissions, legibility, and for document compliance in accordance with the Project Delivery Manual.
• Lead collaborative teams in design reviews, charrettes, and pin‑ups.
• Demonstrate strong and effective communication and direction which inspires high team performance and design ideas.
• Mentor staff.
• Accountable for effective coordination with clients, partners, and consultants throughout the entire project.

While this position primarily focuses on design aspects of interior design, all team members are expected to contribute to various facets of our projects as needed. Flexibility and a collaborative spirit are key for delivering comprehensive and cohesive design solutions.

• BIM
• Building codes and guidelines as applicable (ADA, FGI, etc.)
• Programming, planning, and site analysis
• Preliminary design studies
• Contract documents
• Field observations and measurements
• Life safety requirements
• Furniture and interior product specifications
• Furniture bid packages
• Construction contract administration
• Cost estimates and calculations
• Accessibility and zoning analysis
• Documentation of Living Design data, including material health

• Advanced knowledge of 2D/3D production software
• Advanced Revit
• Conceptual modeling tools such as Rhino and Grasshopper
• Microsoft Office / Adobe Suite
• Visualization tools such as Enscape and VRay
• Presentation tools such as InDesign and Photoshop
• Environmental Analysis software such as Ladybug and Climate Studio

• LEED GA within 6 months of hire
• Professional accreditation in one area of Living Design that interests you: LEED AP with Specialty, BREEAM AP, WELL AP, SITES AP, Passive House Institute Certified Passive House Consultant/Designer CPHC/CPHD, or ILFI Living Future Accreditation
• Professional interiors licensure
• Bachelor's degree in interiors, architecture, or related discipline required

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 4 MB).

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.

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.