Architecture recruitment should make the hiring process clearer, faster and more human. Candidates need realistic advice, practices need relevant people and recruiters need to manage both sides properly.
This crash course is useful if you want to understand what happens between a vacancy, a CV, an interview and an offer.
Watch: Architecture Social video
This Architecture Social video adds useful context before the practical guidance below.
Listen: full recruitment crash course
Prefer audio? This is the podcast version of the same conversation about architecture recruitment.
You can also open the related Architecture Social podcast page.
Why architecture recruitment is different
Architecture hiring is not just about matching a job title. Practices care about project type, software, design taste, technical level, team fit, salary, notice period and whether the candidate can communicate their work.
- A good CV still needs a relevant portfolio.
- Salary expectations need to be checked early.
- Practices often need help clarifying what they really need.
- Candidates need honest feedback, not vague positivity.
- Timing can make or break a placement.
Go deeper with Architecture Social
These related Architecture Social episodes add more context once you have the practical framework.
Related audio: behind the scenes of recruitment
This related episode goes deeper into what happens behind the scenes in architecture recruitment.
You can also open the related Architecture Social podcast page.
What recruiters should actually do
A recruiter should understand the brief, challenge weak assumptions, screen properly and prepare both sides before the interview. The job is not just to forward a CV.
Good recruitment also means knowing when not to send someone. A bad match wastes time, damages trust and usually falls apart later.
What candidates should expect
- A clear explanation of the role and practice.
- Honest feedback on CV and portfolio fit.
- Advice before interviews.
- Clarity on salary and process.
- Follow-up when there is news, even if the answer is no.
What clients should expect
Clients should expect relevant shortlists, market context and straight feedback. If the salary is low, the brief is unrealistic or the process is too slow, the recruiter should say so.
Common mistakes
- Judging candidates only by job title.
- Ignoring portfolio evidence.
- Leaving salary until the end.
- Sending too many weak CVs instead of a tighter shortlist.
- Letting feedback disappear after interviews.
Architecture Social view
Stephen’s recruiter view is that trust is the whole game. Candidate-first does not mean ignoring clients. It means building a process where people know where they stand.
Next step
Candidates can start with live architecture jobs, the CV guide and the interview guide. Practices should start with Architecture Social recruitment for employers.
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