As a Technical Designer for Outerwear, you will lead the technical design of Lands’ End products. You will partner with the cross-functional team in developing product from initial concept through fit to production. You will successfully translate the product design and style vision into a consistent fit and quality level through application of blocks, pattern analysis, fit analysis, appropriate construction methods, accurate specification packages, and fit session management. You will ensure the overall product engineering, IMU, and quality goals within calendar deadlines are met.
Responsibilities:
Drive the technical design process, including fit, patterns, grading, fabric, construction, and manufacturing.
Lead fit sessions, maintain responsibility for your own product.
Write fit comments, document fit history, track samples.
Use PLM to create, update, and maintain accurate and complete specifications.
Use 2D and 3D software for pattern corrections and maintenance.
Ensure consistent fit and quality standards in product.
Analyze returns data, share analysis. Initiate and implement corrective action plans, as needed.
Partner with cross-functional teams to drive the development process.
Maintain daily communication with vendors.
Adhere to the calendar to ensure deadlines are met.
Skills:
Bachelor’s degree in fashion design, apparel production, or textiles. Minimum 5-10 years of technical design experience, 3-5 years in Outerwear.
Extensive knowledge of apparel fit, patterns, grading, fabric, construction, and manufacturing.
Strong knowledge of PLM Centric or other PLM system, 2D, and 3D software.
Excellent problem-solving and decision-making abilities.
Excellent prioritization and organizational skills.
Demonstrated ability to adapt to change and be self-directed.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities 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)
