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Luna Costantini_Portfolio

luna.costantini@gmail.com +56 9 5105 6258


46ツコ FESTIVAL HEINEKEN JAZZALDIA

DISEテ前 CORPORATIVO

Realizaciテウn de Cartel, banderolas, merchandising, espacios del festival (Escenarios, Vip Lounge).


DISEテ前 CORPORATIVO


AKAMON ENTERTAINMENT

Desarrollo de identidad corporativa: diseño de flyers, material de uso interno, decoración de interiores

I t h GAME is !

WHAT IS THE LEADER’S HANDBOOK? The leader’s handbook is a tool helpful to understand what is expected of a manager and a leader at Akamon. Since i ts f ounding i n July 2 011, Akamon has chosen t o be a unique company, with a strong foundation on its four values (Transparency, Meritocracy, I nnovation and Fun) w hich shape its c ulture and corporate brand. We are aware that we are creating a company with its own personality and this personality is shaped by Akamon leaders. As a l eader and m anager o f Akamon, you are expected t o live and behave according to these values and behaviors and set an example. Akamon will take care of you and you will take care of Akamon.

LEADER’S HANDBOOK

Transparency: To p rovide useful and r elevant i nformation, and b y default sharing more information rather than less with your dir ect reports. Being open and transpa rent means sharing all relevant information , guidance, p erspective and e xperience with o thers. I t also m eans making your intentions open and transparent. It is critical to making your direct repor ts feel trusted and included .

DISEÑO CORPORATIVO

KEY AREAS

It a lso means e ngaging w ith others i n an open way, f or e xample directly s peaking about p roblems or i ssues you might h ave with somebody, avoiding growing the problem fu rther.


TIMELINE:

Have regular, informal, ongoing discussions with your manager/direct report to find out what’s happening as a regular basis. Most of us want immediate feedback when we do something wrong, and even more so if we do If there is anyon e in this world grandmoth who I can thank er Caridad López, as she for giving me as Brisca and was the one the idea to Tute when who taugh start Akam I was a little t me to play on, that would boy. Ludo, domi be my As I got older, nos and card I became the games such that eventually typical online card game player became very portal, but boring until , and my go-to always had I discovered game was Wind problems due ows Solitaire. to system crash multiplayer games in 2001. I starte However, es and Java In early 2003 d playing on and browser I bought the the Juegon incompatibi website www lities. .JocJuegos.com from a Barce lonan postm In 2003, (I still an, and the purchase was remember the on “How to paid Monetize Game date: Saturday, June 28) I was invite s” to an audie d to speak at nce of over an event in 50 Spanish good produ in Madrid, where developers. cts, and that During my speec is why we were I spoke were leavin g the h, I mentioned always lookin shorts and flip-fl event, a man in his late g for new partn that forties was ers with whom ops). These to create developing, waiting for we could collab me along with and somehow two men were Josevi and orate. As we Carles Pons. directly: “Can the conversatio his 19-year-old They told me you create n ended up something about the kind son (both men in some busin on Juegon, like ess together. that gamin of games they g site I used It was not easy, Juegon?” They said they with them. were to play on. I By mid-2004, could, so we but once we asked them quickly starte the web site had www.MundiJueg a face-to-face meeti d ng in Valencia, negotiations to do I would like os.com was to emphasize we signed a born. contract the impor tance close partn er with Grupo of Jaume Ferré ITNet starti aid during the ng in early 2005– –who I had met in process of estab an event in “Grupo ITNet in developing lishing Akam 2000 and who .” Mund on when he led iJuegos from became a A milestone negotiation 2004-2010, for s among share as well Manager. David the company was the holders of Exelw as his incorp was the first eiss and enabled the person in the oration of David Jané to company to business area, MundiJuego spur agreement s in and having between Teleba on its revenue growt someone dedic September 2008 as Produ h. I met event called sket (his busin ated full-time ct “Innobit,” in ess) and InfoD David Jané in 1999 when to monetizatio which David eporte (mine we negotiated n presented “ElMe ). I met him a partn nuonline.co The last miles ership again in May m” and “Merc tone I want 2000 durin aFutbol.com to mention There was a g an .” occurred on speaker there May 12, 2009, name com. And that’s when I was how I met Vicend Vicenç Marti, who at invite Enter tainm that d to ç, time was Direct a panel on someone who ent. eCommerce or of has been key . in transformin Marketing and Sales at Vueling. g MundiJuego You already know s.com into Akamon team with super the rest of the story. We are in a b leaders. It big market, of the Top 5 is in our hands have a good companies to turn market positi worldwide same succe in Social Casin a company founded on on and emplo ss as we have the basis of o Games. This y a great achieved in MundiJuego geographic s.com into one al market divers requires that we divers If we all work ify our platfo ification throu together as rms with the gh internationa a team we will succeed! lization. P.S.: Keep alway s in mind “The Power of Netw orking” and the impor tance 22 of attending events and conferences. CARLOS BLAN CO Executive Chair man Akamon Enter teinment

smart goals setting 2/15 - 2/28

basis. Having regular monthly, weekly, or even daily, discussions about what we are doing well and certainly be used to summarize performance from the previous year, but there really shouldn’t be any surprises at that meeting because all issues have already been discussed during the year. Remember to look forward and not just backwards. Use a performance review meeting to discuss Dear Akam not only observations of past performance, but also to set goals and targets for the upcoming on Te am M Exec month, quarter, year or whatever time period you need to consider. Discuss areas in which you embe ut r, com ive Chair pa want to develop and how the company can help you achieve that. Talk about how your position the tim ny in his man an d supports overall company objectives and the part you play in helping the company success. to do e, but letter fo Co-Found als r just that o know “The Pla er Carlo yboo s Blan . ing th In bu k.” co at we sines could We foun has alrea to op s an ded dy be d er given com Akam in life ate into e as , sa our bu in grow big an on in Ju you a br in is ing m iling wi ly ief sin d relev 20 not ra th th de ess str arke ant as 11 know scriptio thor e ough ndom: W ategy an ts: socia tailwind we co ing that n of th l, ga ly. e see s d e or uld im we Evaluating Performance at Akamon huge attached ming, is much agine were ve igin of th Akam mob ea oppo to . We e ry rtunit growth ile, Fa sier than impo on has on are on small at cebo ies fo fa an rtant e the paAt Akamon, we evaluate individual performance based on two processes: r profi d pote ok and cing he “Let´ asse simple adwi th ntial s Latin table be im make a t is their , secret grow . The lan Amer nds. Ak ingre peop com pr ica amon th ov dient And pany as lon dscape le. At ar it’s all ed ad na • The SMART goals set at the beginning of the year we ha e all nam is fortu g as usea where we Akamon to do jus than we na es ve m te exec integ ks to would , we ac t that th • The feedback gathered by your manager from The ute ou chosen ra all of rough like to tually : our pe fir cons r busin to com ted you! m who st key ele op tant work ean • ess str pete tru it. On le. Most itera our de ly know ment of ateg tion, ourselve com e of projects. ( To a maximum of 5 feedback reports per employee) why y s.” cision s us pa we ha th Ak ca s ba ve m I am prou is compa nies toda sed on n say th amon wo • Your own manager’s feedback anag ny ’s y say fo ed to d to say Merito at we do rks for their that undin Ther form each • Your own performance appraisal m n’t cracy e the ba , while g principl ost . In m know ho of us is of pe is not m ever es sis of y op th ople uch som ything is: inion w to have e carefu fortu we and ethin can , we l “Fu nate a grea need ch oice n,” an g grea do a be to ha of d pret t. ve all t opportu yond ha ty go we certa our com This vin of th od job Playb pa inl e ab nity in fro g a prop to ex ook ove. on Tr y attem ny value nt of er has be ec s. pt ansp us. In strateg orga ution, aren to mak Nobody from en desig y, nized a ve e cy an im (rem ne . ry to a solid co d Innomost of embe You shou agining d to he ugh What are the key dates? vatio lp r, Ak mac re set of a n, amon ld read it game to all of yo roec value I wa on u an ac tru s, un omic nt tuall sts yo d keep envir a phenom y pr derstan of Ak to cong it in u an onm amon ratu d de your oducing d what ent, enal team man Ak doing late ev it, fro we ar ds th desk or information will be formally gathered and communicated to employees during the following dates: m ta amon is thing erybod next We wi e ve e sam y inv s that ry ll be e in re to your lking abouall abou not on olved upda turn beac t orga t as we on th ting ). ly gr h go “Ever niz ch eir th eat co from air, wh • The Annual process is the more comprehensive process, with merit-based and promotional ation e Pla work y day str yboo mpa to erev is a Da nies in desig k ever er yo actuall ategy adjustments made. This process is held between April 1-May 15, with any job/salary changes (if nin y to do, bu u prefe y being Best, y year. Play” t als g the Pla r to wo Enjoy o do yboo this ing rk k. Th so at first editi a muc is is yet The decide a final rating for their direct reports. on, an an h yo unge other ex d rem p r age. ample embe to b urpose r: •e fo The End-Year process is a ´light´ round whereby managers are required to conduct o

GA

ME

VICE NÇ M CEO ARTI Akam on En terte inmen t

CRE

A

TIO

NP

JAN

FEB

MAR

APR

MAY

JUN

JUL

AUG

SEP

OCT

NOV

DEC

JAN

FEB

PRIMARY Performance Review

EXTRAORDINARY Performance Review

Setting Review 4/1 - 5/15

Setting Review 12/31 - 2/15

Please note that if an employee has been at Akamon for fewer than three months, the employee will be considered too new to rate.

How will Managers gather and evaluate feedback for the Annual Performance review? Managers will have to gather Ad-hoc feedback from evaluators who generally interact routinely with their direct report (the person receiving the feedback). This ad-hoc feedback ideally will be based on behaviors that the evaluator can see.

R O C

ES

Managers will have to gather input from each of their direct reports and will have to determine

S

(Employees can help managers create a list of the 5 top people with whom they have been working) In addition, each employee will have to make his/her own self-assessment based on the goals that were set and the development areas that were discussed at the beginning of the year.

each direct report based on all of the information that was gathered.

llow f this performance with employees. This is to provide employees with an overview of ed w conversations d This ithin ocu me their performance, a general nt check-in. This can be done in your usual 121 sessions. Promotions th exceptional 1) R sectwill done on an e This process is held between December 31-February 15, oad ionbe Pro is tobasis. duct provi -ma descri bes de a ppin Are This the a. cleand gconversations quality between managers , 2) G ar uemployees about their performance and 3 incl am key p nde ude e Cre ro rsta s st The ake ndin atio cesses se p hold n to g of and b roce ers’ the 3) Ta e follo sse deli key mu s sk vera invo pro Ma wed: lti-si bles cess lve n te te a g wo and es em am rkin ent deci s. g in si on-m ma 52 trix a k -ba ing sed app act ro vers ivit ies . from seve ral d epa rt m ents ,

53

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I this GAME!

DISEÑO CORPORATIVO

Some tips for Managers and employees!


IPER MONTEBELLO S.P.A.

DISEテ前 CORPORATIVO

Realizaciテウn de annucios publicitarios y folletos.


Realización de anuncios publicitarios, folletos, carteles y señaletica para la marca de Iper que se ocupa de jardineria.

DISEÑO CORPORATIVO

IPER MONTEBELLO S.P.A. IL GIARDINO (EL JARDÍN)


STUDIO D’ABROSCA

DISEÑO GRAFICO

Logotipo y material corporativo para consultora legal


tip-top Translations_ C/Rossell— 362 S . t 2¡ 08025 Barce lona (+34) 934.574.176( +34) 629.644.949tip-top Translations_ ebarreda@tiptoptranslations.es C/Rossell—ations.es 362 S . t 2¡ 08025 Barce lona www.tiptoptransl (+34) 934.574.176( +34) 629.644.949 ebarreda@tiptoptranslations.es www.tiptoptranslations.es

tip top Translations_

tip-top

Translations_

C/Rossell— 362 S. t 2¡ 08025 Barcelona (+34) 934.574.176( +34) 629.644.949 www.tiptoptranslations.es ebarreda@tiptoptranslations.es

DISEÑO GRAFICO

TIP-TOP TRANSLATIONS

Logotipo y material corporativo para agencia de traducción y maquetación


NAVIGLI LOMBARDI

DISEÑO GRAFICO

Propuesta de restyling de logotipo y material institucional para la sociedad que se ocupa de los “Navigli” (caneles navegables en Milan).


ACÉFALO

DISEÑO GRAFICO

Diseño de logotipo, intervención urbana en barcelona y serigrafias textiles


ELIA&JOSE

DISEÑO GRAFICO

Diseño para boda inspirado en la musica CD invitación, menú, señaletica, tableau de mariage y mesas con vinilos.

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DISEテ前 GRAFICO


ELENA&GRAZIANO

DISEテ前 GRAFICO

Diseテアo para boda Seテアaletica, menテコ, tableau de mariage y mesas.

Elena e Graziano OGGI SPOSI

03 Settembre 2011

e per tutta la vita...


Elena e Graziano

Gran buffet degli antipasti: Isola di terra e isola di mare Caramelle piacentine al sugo di crostacei di scoglio e pomodorini ciliegi a Risotto Carnaroli mantecato al Reggiano con ristretto di Recioto, cialdina di Reggiano e spolverata di amaretto Filetto di vitello lardellato su crostone di pane con tagliatelle di verdure saltate in cestino di pasta phillo e patate al profumo di rosmarino Torta Nuziale e Brindisi Dolci e frutta a buffet Caffè e digestivi Vini: Cabernet Grave del Fruili “San Romido” Ocra “Guicciardini Strozzi” Pinot Grigio “Pirovano” Prosecco di Conegliano “Coller“ Spumante Moscato “Pirovano“

DISEÑO GRAFICO

3 Settembre 2011 Villa Repui


EUROSTARS HOTELS

DISEテ前 WEB

Realizaciテウn de newsletters y banners.


DISEテ前 WEB

BURN ENERGY DRINK

Jump page y banner.


I RACCONTI DEL GATTO NERO (LOS CUENTOS DEL GATO NEGRO)

DISEテ前 EDITORIAL

Propuesta de cubierta y flyer colgante para una nueva colleciテウn de novela negra.


LE SEDUCENTI INTESE DELLA RIVALITÀ

REVISTA TERRE EMERSE

Numero piloto de revista universitaria científica y de viaje. Cubierta y paginas revista.

DISEÑO EDITORIAL

Realización de la cubierta de un ensayo sobre las relaciones interpersonales para la Editorial Monti .


BMW F 800 S

PUBLICIDAD

Propuesta de anuncio pubblicitario y acci贸n de guerrilla marketing para BMW Motorbikes.


PUBLICIDAD

GUIDAMI, CAR-SHARING

Anuncio pubblicitario para la empresa Guidami que se ocupa de car-sharing.

CAMPAÑA PUBBLICITARIA NO EXCUSE 2015- DAME UNO 0.7!

Realización de cartel exposición “millennium campaign” en las ciudades de italia.


LÍNEA DE PRODUCTOS DE BIENVENIDA H2C CARE

DISEÑO DE PACKAGING

Realización de logotipo, identidad grafica y packaging para la línea de productos de bienvenida para los hoteles H2C.


LÍNEA DE PRODUCTOS PARA LLEVAR CIBIO KIDS

DISEÑO DE PACKAGING

Realización de diseño de productos para llevar de un restaurante para niños. Logo, packaging para adultos, packaging para niños


LUNA COSTANTINI

luna.costantini@gmail.com +56 9 5105 6258

Portfolio 2006-2013  
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