Wednesday, November 10, 2010


If you really want to be a hot commodity within the Fashion Design or Fashion & Retail Management world, you'll need a solid resume to accompany your college degree. You need a work history that demonstrates your commitment to the industry. We recommend you pursue internships while you are in school and possibly executive training programs upon graduation.

Just to help you get creative in your internship search, we've posted some ideas here. Keep in mind that most of these programs are VERY selective, and they require that you apply well in advance. Some of these programs will also require professional references and a strong GPA. Some of these are local, some are not. Read carefully!

Here you go...

This WEBSITE lists fashion-related internships nationwide.

Disney College Program
Sears Holdings

Neiman Marcus
Saks Fifth Avenue
Sears Holdings
JCPenney (use the menu to select which training program is most appropriate)

Other local businesses to research and contact:

Tandy Brands
Dallas Cowboys Merchandising
BioWorld Merchandising
Sharon Young, Inc.
Mike Benet Formals
Unique Tailors
The Fitting Room
Pier One
The Cheerleading Company
Spirit Innovations
St. Pucchi Bridal

Wednesday, November 3, 2010

Crash Course in NOT getting "Screend Out"

This is a long article but CRITICALLY important. We received this from the Professional Resume Writers Association. Read on...

"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC

Career Marketing Techniques

The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.

Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).

Screen-out Factors in the Résumé

Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:

* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.

* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.

*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.

*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.

*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?

*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.

*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.

*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.

*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.

Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.

Screen Out Factors in the Interview

*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.

*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.

*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.

*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.

*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.

*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).

*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.

*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.

*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”

*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.

*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.

*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.


With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.

Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.

Tuesday, August 31, 2010

Fall Fashion Show!

Polish and Barneys New York at NorthPark presents a runway style celebration highlighting the hottest looks of the fall season for women from Barneys collection.

Immediately following the show join us for an exclusive after-party featuring goodies and glam.

23 September 2010 / 6:30 pm

Barneys New York NorthPark Center
8687 North Central Expressway Suite 1224 Dallas, TX 75225

TICKET PRICES (Limited seating. Get your tickets now!)

Front Row VIP: $50 (with VIP gift bag)
Second Row VIP: $40 (with gift bag)
General Admission: $30 (with gift bag)

** There will be no ticket sales at the door.

Barneys New York, Society Bakery, Molton Brown ,
Jennefer Wilson Photography, Catered For You ,
Campbell Wagner Agency

Friday, August 20, 2010

Styling Event for Students...

Neiman Marcus Public Relations sent this information about an EXCITING styling event for students!

Click to enlarge the invitation, and PLAN TO ATTEND THIS EVENT!!!

Tuesday, August 17, 2010

Voice Your Opinion

Mark your calendars for Monday, August 23 at 11:30am in the Chef's Gallery. Your future employer will want someone who can use their noggin, and this is the event to prepare for that...

Monday, July 26, 2010

Terminology 101 - Haute Couture and Other Price Points

Fashion students are called upon to determine their target market for garments they are designing, and a strong (and realistic) understanding of price-point terminology is important. What price-point term do you think is probably the MOST overused? Yep - you guessed it - "Couture." So, here is a quick lesson in price-point terminology:

Turns out, the Paris Chamber of Commerce decides who qualifies to claim their designs are "Haute Couture"! I found this definition for Haute Couture on Wikipedia to clear things up:
"In France, the term haute couture is protected by law and is defined by the Chambre de commerce et d'industrie de Paris based in Paris, France. Their rules state that only "those companies mentioned on the list drawn up each year by a commission domiciled at the Ministry for Industry are entitled to avail themselves" of the label haute couture. The criteria for haute couture were established in 1945 and updated in 1992.

To earn the right to call itself a couture house and to use the term haute couture in its advertising and any other way, members of the Chambre syndicale de la haute couture must follow these rules:

1. Design made-to-order for private clients, with one or more fittings.
2. Have a workshop (atelier) in Paris that employs at least fifteen people full-time.
3. Each season (i.e., twice a year), present a collection to the Paris press, comprising at least thirty-five runs/exits with outfits for both daytime wear and evening wear" (Haute Couture, 2010).

And, by the way, if you are drinking Champagne that wasn't made in Champagne, France? It's just sparkling wine. Those crazy French with all their rules...

Other price-points are:
Designer Contemporary
Low-End Contemporary
Mass Merchant

Some of the lines become blurry between these price-points, but understanding the terminology will make you a better young designer!

Haute Couture. Wikipedia, 2010. Retrieved from on July 26,2010.

Wednesday, May 12, 2010


Click to enlarge...

So THAT'S what it looks like...

Ever wonder what a real production timeline looks like? Well, a local design studio shared their schedule with us...
(click on the image below to enlarge)

Tuesday, April 20, 2010

The History of Children's Wear...

Before May 7, make plans to see Child's Play: A Children's Fashion Story. This is an exhibition presented by Texas Fashion Collection and includes children's clothing from post-Civil War through the Great Depression.

You can see the exhibit every Thursday and Friday from noon to 5:00pm at the Universities Center of Dallas - 1901 Main Street in Dallas.

Click HERE for more information!

Monday, April 19, 2010

You Don't Have to Be a Grad to Read This...

10 Job-Search Mistakes of New College Grads
People entering the job market (and all job seekers) should avoid these common errors.
by Charles Purdy, Yahoo! HotJobs

Although this year's college graduates are facing a tough job market (and the smart ones are facing it now, rather than waiting until after graduation), they have an advantage over other job seekers, according to Andy Chan, vice president of career development at Wake Forest University: they are among the age group most likely to be hired in coming months.

"Organizations are very interested in hiring young people because they have a lot of energy and are willing to do whatever it takes to get the job done," Chan says.
But no matter how well-positioned these young people are, they--and all job seekers--will have a better chance of success if they avoid these common job-hunting mistakes of new college grads:

1. Not being proactive enough
Emily Bennington, the author of "Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job," says, "This isn't the time to sit back and be casual in your approach. Create a hit list of five to ten target companies, and really utilize your network to locate an 'in' at each."

2. Relying solely on the Internet
In a recent Yahoo! HotJobs poll, 57% of respondents said networking was a factor in landing their current or most recent job. Brad Karsh, president of JobBound, says, "When thousands of candidates are applying to the same jobs online and posting their resume to the same job boards, candidates need to stand out by making connections and networking their way into a company." Job boards are an important tool, but Karsh says new grads also need to focus energy on networking.

3. Not creating wide networks
Career expert Liz Ryan agrees: "Use your parents', grandparents', and friends' networks to help you in your post-graduation job search," she says. "Don't be shy--reach out to any long-ago Scoutmaster, choir director, or babysitting or leaf-raking boss. ... There's no statute of limitations on networking." (Read more Yahoo! HotJobs articles about effective networking.)

4. Not creating customized resumes
Ryan says, "Don't send out any resumes that simply list your courses, the degree you've earned, and your part-time and summer jobs--use this opportunity to make a stronger statement about what you want to do with your adult life." And according to Jay Block, the author of "101 Best Ways to Land a Job in Troubled Times," younger job seekers often haven't thought about what they have to offer an employer (as opposed to what they want to get from one). With this mindset, they create resumes that are "boring biographies" instead of effective marketing tools. (Read more Yahoo! HotJobs articles about crafting better resumes.)

5. Misusing the Internet
Tory Johnson, CEO of Women For Hire and the author of "Fired to Hired," says, "New grads don't use LinkedIn--it's not sexy like Facebook or Twitter. But it's the best resource for getting names and building a professional identity. Don't overlook it."

6. Failing to follow up
Johnson says, "It's not enough to send resumes and pray the phone rings." She cautions that job seekers can't expect a resume to be discovered in that "big black online hole." "Hustle to follow up," she says.

7. Setting expectations too high
Johnson says new graduates too often focus on looking for the perfect job, instead of a first job: "Especially in this economy, the first job should be about finding a position where you'll learn a great deal, you'll be super busy, and you'll be surrounded by lots of people."

8. Appearing unprofessional
Make sure you're ready for employers' scrutiny, says Tim McIntyre, president and CEO of The Executive Search Group. That means you should "sanitize your MySpace page--right now. It will be checked," he says. He notes that many college students will need to change off-color voicemail greetings. Ryan adds, "Don't assume that Facebook's privacy settings will keep your youthful antics away from curious eyes. Rid your profile page of any photos of the 'three Bs' (beer, bongs, and bikinis)."

9. Not taking the job interview seriously
Even when you're applying for an unpaid internship, you need to adhere to common standards of professionalism. McIntyre says those standards include demonstrating you've done your research on the company and dressing appropriately. Block adds that new grads are often unprepared for tough (but standard) interview questions, such as "Where do you see yourself in three years?" and "What are your weaknesses?" (Read more Yahoo! HotJobs articles about effective interview tactics.)

10. Not using the college's career office
"A career office can help [students] identify networking contacts, learn important job-search skills, and significantly improve their resume and cover letter," says Wake Forest University's Chan. Ryan agrees, but adds that this is just a first step. The career office's job is to "to prepare you for your job search, not to conduct it for you," she says. "Use LinkedIn, reach out to everyone you can, and begin researching employers who'd be likely targets for your job-search."

Thursday, April 15, 2010

Are you on the list?

Not on the Golden D'or Fabrics Outlet mailing list?

Then you did NOT receive a mailing-list-member ONLY invitation to a massive sale this weekend.

Click HERE to be added to the mailing list.

Wednesday, April 14, 2010

PJ Salvage Contest

Got a great print that would look fantastic on the textiles used to create PJ Salvage pajamas?

Click HERE!

Submit all artwork to in JPG, PDF or TIFF Format (No larger than 5MB). Submissions due by May 21st!

Big Wins for our Students at Career Day

We had 2 first place wins on Friday, April 9 at Career Day. Our Fashion Design students competed with students from fashion programs throughout the Southwest including UNT, TWU, Tech, Baylor, and others...


Christopher Salinas – 1st Place in Theatrical Wearable Art
Jenny Hornsby - 1st Place in Four Legged Fashion

Career Day is an annual event hosted by Fashion Group International. For more information on becoming a member of FGI, click HERE.

Friday, April 9, 2010

Dallas Swimsuit Designer

Check out an article in the Dallas Morning News HERE that features Dallas swimsuit designer Lori Coulter.

Lori uses high-tech methods to create customized suits for her clients, methods that include a body scan. Details about her trademarked method are discussed on her website.

See Lori's website HERE.

Thursday, April 8, 2010

Career Services Week! April 19-22

Plan to attend!
These topics are relevant to you!

Students and alumni are welcome to attend. Alumni should RSVP to

Click on the image to enlarge (for event details):

Tuesday, April 6, 2010

Coming Soon - and I mean VERY soon...

Career Day 2010 - Style Symposium
Friday, April 9

Click HERE for more information.

And for another great event...

Please join us for the 2010 Four-Legged Fashion Announcement Party on Tuesday, April 13th beginning at 6p at the State & Allen Lounge in uptown!

*Well behaved leashed dogs allowed on the patio.

2400 Allen Street

Dallas, TX 75204


Learn more HERE!

GLAM Kickoff - April 13

Thursday, April 1, 2010


This is a fun must-see event!

Plan to go, and RSVP to the number in the invitation...

Sunday, March 28, 2010


Herve Leger by Max Azria welcomes our

2010 Spring Collection Event


March 30, 2010
6:30P.M. - 9:30 P.M.
Herve Leger by Max Azria Boutique inside NorthPark Center

Champagne and hors d'oeuvres will be served

*Please RSVP via email to or 214.987.3420*

visit our website for a preview and to view the runway shows

Thursday, March 25, 2010

Remembering a Dallas Fashion Legend

Today, fashion legend, Kim Dawson, passed away at the age of 85 from complications associated with Alzheimer's.

Most of you (our students and grads) know about Kim Dawson in your work with The Kim Dawson Agency - one of the most elite talent agencies in Dallas, representing the most talented stylists and the finest print and runway models, as well as voice and acting talent.

Every year, the Kim Dawson Model Search continues to be an incredibly popular event and has launched the careers of young women like Maybelline face Erin Wasson and Abercrombie & Fitch model Chaise Mooty. The Art Institute of Dallas is even connected to the Search, as our own Larry Travis has been official photographer for the event.

After her diagnosis with Alzheimer's, Ms. Dawson became a spokesperson, volunteering her time in the fight to find a cure for the disease with which she was afflicted.
Read the full story as reported in the Dallas Morning News

So, what is your call to action as we say goodbye to a Dallas fashion icon? Volunteer your time for a meaningful charity. Kim Dawson set the example - and I'm pretty sure she'd be happy that she inspired you to give back to your community.

Thursday, March 18, 2010

Listen Up, People!

The Art Institutes and The Creative Group have teamed up to create meaningful contnt and relationships that will positively benefit the students of The Art Institutes nationwide.

The podcast series was designed with you in mind by The Art Institutes and The Career Blueprint Podcasts give you smart, insightful information from those in the know. Why not invest five minutes in yourself and your career? You're worth it!

Click the link below to hear Megan Slabinski, District President of The Creative Group give practical tips on finding early career jobs and internships that are the right fit for you.

Groundfloor Opportunities: Doorways to the Future

Monday, March 8, 2010

A Must-See Show...

Yasmina Johnston, a graduate of The Art Institute of Dallas (and a visuals specialist at Saks Fifth Avenue), and Fashion Design student Katie Newell were selected to be featured designers at the upcoming "Art After Dark" fashion show at The Aveda Institute. Yasmina's fashion-forward designs are luxurious, beautiful, and unexpected. Katie designed the first-ever line of completely "green" Eco-friendly garments for a fashion show at ANY of The Art Institute campuses!

Please plan to attend the show. The Aveda Institute is located just steps from our campus - across from "Off 5th."

Click on the image below for more information!

Tuesday, February 16, 2010

Billy Reid, Graduate of The Art Institute of Dallas, Wins Big!

After reading the press release below, be sure to check out the GQ BLOG for their take on Billy Reid's recent win at Fashion Week!

photo: Peggy Sirota

NEW YORK (February 12, 2010) – GQ announced today Billy Reid as winner of the third annual Best New Menswear Designers in America project.

GQ editor-in-chief Jim Nelson and creative director Jim Moore, along with the fashion editors of the magazine, had selected five other designers as finalists: Burkman Bros designers Doug and Ben Burkman, Richard Chai, Caulfield Preparatory designer Vincent Flumiani, J. Crew menswear designer Frank Muytjens, and UNIS designer Eunice Lee. Each designer will be featured in the March 2010 issue.

On February 4, the designers presented their collections before an expert panel including GQ editor-in-chief Jim Nelson, GQ creative director Jim Moore, CFDA executive director Steven Kolb, Levi’s® svp of merchandising & design Erik Joule, Bloomingdale’s vice president of fashion direction Kevin Harter, and Calvin Klein Collection men's creative director Italo Zucchelli. They then showcased a selection of looks at a party at the IAC Building on the evening of February 11, after which the judges convened to determine the winner.

As the winner, Billy Reid receives a $50,000 cash prize and the opportunity to create a limited-edition collection for the Levi’s® brand. His collection will receive an exclusive month long debut at several Bloomingdale’s locations in the fall. He will also participate in a mentoring program led by GQ, the Levi’s® brand, and Bloomingdale’s. A select item or outfit from his collection will be featured in the September 2010 issue of GQ.

William “Billy” Reid grew up Amite, Louisiana, just south of the Mississippi line. In 2004, he launched Billy Reid, a collection with roots in the designer’s Southern past. Today, Billy works out of his flagship shop and studio in Florence, AL. The store is furnished with Reid family heirlooms, and serves as a lodestar for his other boutiques. Additional Billy Reid shop locations include New York City, Nashville, Charleston, Charlotte, Dallas, and Houston.

Billy Reid is preceded by 2009 Best New Menswear Designer Robert Geller, and Engineered Garments designer Daiki Suzuki in 2008.


Thursday, February 11, 2010

Alexander McQueen

News that has shaken the fashion world...
Alexander McQueen, 40 years old, has been found dead in his home.
Read more HERE.

Alexander McQueen

Photo by Marcio Madeira for

Monday, February 8, 2010

Friday, February 5, 2010


The Design Industries Foundation Fighting AIDS (DIFFA) is the oldest and one of the largest funders of HIV/AIDS service and education programs in the U.S. Since its founding in 1984, DIFFA has mobilized the immense resources of the design communities to provide over $38 million to hundreds of AIDS organizations nationwide Starting with volunteers from fashion, interior design, furnishings and architecture, supporters of DIFFA now come from every field associated with fine design.

This year, why don't YOU volunteer at DIFFA Dallas?

Click HERE for information about Volunteering. If you are under 21, make sure you call/email to find out specifically how you can volunteer (stuffing gift-bags, etc.).

Volunteer Opportunities

NBA Wifes Luncheon benefitting the Susan G. Komen Foundation
February 12th
Sheraton Hotel in Downtown Dallas
400 Olive Street, Dallas, TX 75201
Dallas Ballrom

Needing 9 Dressers! Women only!
Call time is 10am until 2pm
Please bring snacks and a water bottle
You are to dress comfortably but nice in all black. Bring a sweater (backstage is cold).

Interested? Email

The Elisa Project Fashion Show
Benefitting the Elisa Project
March 3rd
Dallas Market Center, Trade Mart Pavilion
Trade Mart
2100 Stemmons Freeway
Dallas, TX 75207

Needing 16 Dressers, 3 male dressers and 13women dressers!
Call time is 800:am to 12:00pm.
Please bring snacks and a water bottle.
You are to dress comfortably but nice in all black. Bring a sweater (backstage is cold).

Interested? Email

Friday, January 22, 2010

Show What You Can't Say! is a website that allows you to build an online presence, as well as look for job opportunities. The cost to build a portfolio ranges from FREE on up...

Even if you aren't ready to build a portfolio yet, you will be able to view portfolios from other young designers, allowing you to scope out the competition!

Q: How will an online portfolio help my job search?
An online portfolio with will allow you to communicate your talent in a quick, cost effective manner. With the click of a mouse, potential employers will be able to see your designs and learn about about the skills that make you unique.
Consider this: If two different designers send their resume to the same recruiter at the same time AND one of those resumes reads: "portfolio available upon request" and the other has a hyperlink to an online portfolio ( Which designer has the advantage?

Friday, January 15, 2010

Amanda Vick - Ai Grad - Handbag Designer. In her own words...

Amanda Clevenger-Vick is a Fashion (Handbag) Designer who graduated in September 2008.
She currently works at a small company called Trenditions. Recently, she and her manager from Trenditions visited our Design Portfolio Show looking for possible New-Recruits (you see -this is why Portfolio Shows are a great place to network...).

Here's what Amanda has to say about her job:

"Since I work for a small company, my day is jammed packed with stuff to do other then just designing. I am in charge of specification sheets, the photography for our catalogs and splitting the design work with our other designer. We have four brands: Way West, Western Trenditions, Wrangler and Cowgirl Up. We are currently working on designs for Fall 2010. This season, I took 2 brands and the other designer took 2 brands. So my brands for Fall 2010 are Way West and Cowgirl Up. I would like to say that I have a regular day and do the same thing over and over - but that just isn't the case. If we are designing for new collections, then a regular day includes going through my library of swatches, looking for inspiration and then actually trying to design a collection. I start with one silhouette and I just go from there. A collection for us is about 3 bags(different shapes) and a wallet. If we are preparing for the catalog, then a regular day includes all day photo shoots.

The biggest challenge in my job is probably the photography. I came into it not knowing a whole lot about photography. That is something I wish I took in school for sure. Then i get the photography for the catalog handed to me. It took me awhile to get the hang of it, and I feel like I am constantly learning something new in that area. But when our Spring 2010 catalog came out a few weeks ago, I was very proud of my work.

My Greatest accomplishment is probably all the experience I have gained just working in the industry for a year. Although I do have to admit that it is a pretty awesome feeling seeing an idea that you had in your head go from just a design to a sample then to production and now actually selling."

We will be featuring photos of Amanda's recent designs, as well as more info on Trenditions in future blog entries, so keep reading! Below is a photo of Amanda with one of the Trendition handbags she designed:

Fur Free Fashion Competition!

Students and independent designers are invited to submit a photo of one of their fully constructed fur-free fashions for a chance for their design to be featured in a full page “fffashion” ad that will appear in E magazine’s September/October issue. Other prizes include cash awards and gifts from Urban Decay cosmetics.

Click the flyer below for more details, and PARTICIPATE!

Here's some fun info about the 2nd annual fur free fashion competition “fffashion," a project by Born Free USA and E Magazine and sponsored by Urban Decay cosmetics.

Friday, January 8, 2010

Winners and Losers

US News and World Report listed retail's biggest winners and losers based on profit/loss in December 2009. Analysts predicted some of these wins/losses, and they were happily surprised that some of the gains were larger and some of the losses were smaller than expected. For a full report on the performance of these retailers, check out the report HERE.

TJX Companies (TJ Maxx, Marshall's, AJ Wright, and Home Goods)
Ross Stores
JW Nordstrom

JC Penney
Wet Seal
American Apparel
Hot Topic