Connecting Top Talent with Leading Firms in Architecture, Design, Development, and Real Estate
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Flexible, tailored and scalable recruitment services for architecture and design practices:
At Architecture Social, our specialized recruitment service empowers architecture practices to build their ideal teams. Leveraging our team of former industry specialists and a vast network within the architecture community, we are uniquely equipped to source and screen top-tier talent for our clients.
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Testimonials from companies who are our clients:
View our terms of business in our recruitment brochure here:
FAQs about Recruitment for Architecture & Design companies:
This FAQ is designed to help architecture practices and design studios understand how Architecture Social can support your talent acquisition and business goals, and to answer common questions about working with specialist architecture recruiters.
What truly differentiates Architecture Social from other recruitment agencies in the London architecture sector?
Architecture Social stands out due to a unique combination of factors. Firstly, our founder, Stephen Drew, brings invaluable experience from within architecture practice (at firms like EPR Architects and as Head of Talent at Ackroyd Lowrie) alongside extensive recruitment expertise. This means we have a genuine, practitioner’s understanding of your needs. Secondly, we are proud members of APSCo (The Association of Professional Staffing Companies), which commits us to a rigorous Code of Conduct and the highest ethical standards. Thirdly, our consultants also often have direct experience within the design industry, ensuring they speak your language. Finally, we are more than a recruiter; we are a community hub offering content, insights, and a platform for industry engagement, which gives us unique access to and understanding of talent
What specific recruitment services does Architecture Social offer to help our design studio find the best talent?
We offer a tailored suite of recruitment services to meet your specific needs, including:
- Contingency Recruitment: Sourcing and placing candidates for permanent and contract roles, with a fee only applicable upon successful hire.
- Retained Search: A dedicated, in-depth search methodology for senior, leadership, or highly niche positions, involving a committed partnership.
- Freelance/Temporary Placements: Providing qualified professionals for short-term projects or to cover immediate needs.
- In-House Recruitment Support & Consultancy: We can advise on and support your internal talent acquisition strategies and processes.
- Market Mapping & Talent Pipelining: Proactively identifying and engaging potential future hires for your practice.
How does your founder's background in architecture practice directly benefit our studio when we're looking to hire?
Stephen Drew’s firsthand experience as an architectural professional and in talent leadership roles within practices means Architecture Social possesses an intrinsic understanding of:
- The nuances of different roles: From a Part II Architectural Assistant to a Design Director, we get what the job really entails.
- Practice culture: We appreciate that every studio is different and that cultural fit is as crucial as technical skill.
- Technical requirements: We understand the software, design methodologies, and project stages you’re dealing with.
- Candidate assessment: We can more accurately vet portfolios and discuss design sensibilities in a way generalist recruiters cannot. This translates into a more insightful, efficient, and ultimately more successful recruitment process for your practice.
Architecture Social is an APSCo member. What tangible benefits does this provide to our practice?
Our APSCo membership is a mark of quality and assurance for your practice. It signifies:
- Commitment to Ethical Standards: We adhere to a strict, externally audited Code of Conduct, ensuring professionalism, integrity, and transparency in all our dealings.
- Best Practice Processes: APSCo promotes the highest standards in recruitment, meaning our methodologies for sourcing, vetting, and candidate care are industry-leading.
- Compliance & Up-to-Date Knowledge: We are kept informed of the latest legislative changes and recruitment best practices.
- Quality Assurance: Choosing an APSCo member like Architecture Social means you are partnering with a recruiter recognized for excellence and accountability, reducing your risk and ensuring a higher quality of service.
We know Architecture Social for recruitment, but what other services do you offer that can help our practice beyond hiring?
Architecture Social aims to be a holistic partner to design firms. Beyond specialist recruitment, we offer:
- Targeted Advertising: Promote your practice, specific projects, upcoming events, or CPDs directly to our engaged audience of architecture and design professionals.
- Marketing & Branding Support: Leverage our industry knowledge to help you enhance your practice’s visibility and employer brand within the architectural community.
- Industry Intelligence & Insights: Access our “Deep Dive” reports, salary surveys, and market analysis to inform your strategic decisions.
- Company Directory Listing: Increase your practice’s exposure by being featured in our curated directory.
Your consultants are described as having industry experience. How does this ensure a better match for our specific technical and cultural needs?
When our consultants have walked in your shoes, they:
- Understand Technical Jargon: They can discuss project types, software (Revit, Rhino, etc.), and construction detailing with genuine understanding.
- Appreciate Studio Dynamics: They ‘get’ the difference between a design-led boutique and a large delivery-focused practice.
- Evaluate Portfolios with a Trained Eye: They can assess design quality, technical resolution, and presentation skills relevant to your studio’s standards.
- Engage Candidates More Effectively: They can build rapport and credibility with candidates, leading to a better representation of your practice and a more insightful assessment of the candidate’s suitability. This deep-seated understanding leads to more accurate shortlisting and a higher likelihood of finding a candidate who is not just skilled but also a great cultural fit.
Our practice often needs architects with very niche skills (e.g., specific sector experience like high-end residential, or advanced BIM/computational design). Can Architecture Social assist with these challenging hires?
Absolutely. This is where a specialist recruiter like Architecture Social excels. Our focused approach within the architecture sector, combined with our extensive network (including our online community) and the industry experience of our team, allows us to:
- Understand Niche Requirements: We can grasp the specific expertise you’re seeking.
- Targeted Search: We go beyond generic job boards, actively headhunting and networking to find individuals with these specific skills, many of whom may be passive candidates (not actively looking).
- Market Knowledge: We often know which practices or individuals are leading in these niche areas.
How does Architecture Social handle our practice's sensitive information, such as upcoming projects or confidential hiring plans, during the recruitment process?
Confidentiality is paramount in our operations, and as APSCo members, we are bound by strict ethical codes regarding data privacy and discretion. We ensure this by:
- Clear Non-Disclosure Understanding: We treat all client information as confidential from the outset.
- Controlled Information Release: Candidate information is only shared with you upon their explicit consent, and details about your practice and specific roles are only shared with genuinely suitable and briefed candidates.
- Secure Data Handling: We adhere to data protection regulations (like GDPR) in managing all client and candidate information.
- Professional Discretion: Our consultants are trained to handle sensitive information with the utmost professionalism.
Why should our architecture practice consider using a specialist recruitment agency like Architecture Social instead of relying solely on direct advertising or our own network?
While direct hiring has its place, a specialist agency like Architecture Social offers distinct advantages:
- Access to Passive Talent: Many of the best candidates are not actively looking for new roles. We have the networks and expertise to identify and engage these passive individuals.
- Time Saving: We handle the time-consuming aspects of recruitment – sourcing, screening, initial interviews – allowing your team to focus on core architectural work.
- Market Expertise & Benchmarking: We provide insights into salary levels, candidate availability, and competitor activity, helping you position your offer competitively.
- Specialist Screening: Our industry knowledge means we can conduct a more informed initial screening of portfolios and technical skills than a generalist HR department or a busy Director.
- Wider Reach: We can promote your vacancy across multiple channels, including our own targeted community, that you might not have access to.
- Reduced Hiring Risk: Our focused approach and vetting can lead to better quality hires and improved retention, reducing the costly impact of a bad hire.
What is the typical step-by-step process when our architecture practice engages a recruitment agency like Architecture Social to fill a vacancy?
The process is collaborative and generally follows these stages:
- Initial Consultation & Briefing: We’ll discuss your specific needs in detail – the role, required skills and experience, software proficiency, project types, team culture, salary expectations, and your practice’s vision.
- Agreement of Terms: We’ll provide clear Terms of Business, including fees and rebate periods, for your approval.
- Candidate Sourcing & Screening: We utilize our network, database, advertising, community, and headhunting techniques to identify potential candidates. We then screen CVs, review portfolios, and conduct initial interviews.
- Shortlist Presentation: We present you with a shortlist of the most suitable, interested, and pre-vetted candidates, including their CVs, portfolio highlights (where appropriate), and our consultant’s notes.
- Interview Coordination: We arrange interviews between your practice and the shortlisted candidates, managing schedules and providing feedback to both parties.
- Offer Management & Negotiation: We can assist in structuring the offer and managing any negotiations between your practice and the chosen candidate.
- Placement & Aftercare: Once the candidate accepts and starts, we maintain contact to ensure a smooth transition and provide a rebate period for peace of mind.
What are the common fee structures in architecture recruitment, such as contingency and retained searches, and how does Architecture Social generally operate?
The two primary models are:
- Contingency Recruitment: No fee is paid upfront. The agency earns a fee (typically a percentage of the candidate’s first-year salary) only if they successfully place a candidate with your practice. This is common for many roles.
- Retained Search: Typically used for senior, leadership, or highly specialized/difficult-to-fill roles. The practice pays an upfront portion of the fee (a retainer) to secure dedicated resources and a comprehensive search process from the agency, with further payments at shortlist and completion stages. Architecture Social offers both models, and we will discuss which is most appropriate for your specific vacancy during our initial consultation. Our approach is always transparent, with all fees and terms agreed in writing before any work commences, in line with APSCo guidelines.
When a recruitment agency charges a percentage of the first-year salary, what does this fee typically cover?
The fee covers the comprehensive service provided by the recruitment agency, which includes:
- Consultation and Role Definition: Understanding your requirements.
- Advertising and Marketing the Vacancy: Across various relevant channels.
- Active Sourcing & Headhunting: Proactively finding both active and passive candidates.
- Screening & Vetting: Reviewing applications, CVs, and portfolios; conducting initial interviews.
- Shortlist Preparation & Presentation: Providing you with a select list of qualified individuals.
- Interview Management & Coordination: Scheduling and managing the interview process.
- Referencing (often upon request/offer stage): Verifying candidate backgrounds.
- Offer Negotiation & Management: Assisting with the offer process.
- Aftercare & Rebate Period: Ensuring a smooth start and providing a guarantee. Essentially, it covers the expertise, resources, time, and network access leveraged to find your ideal candidate.
What is a 'rebate period' or 'guarantee' in a recruitment agreement, and why is it important for our design studio?
A rebate period (or guarantee period) is a crucial part of a recruitment agency’s terms of business. It offers protection to your practice if a candidate placed by the agency leaves your employment (or is found to be unsuitable for reasons agreed) within a specified timeframe (e.g., the first 3-6 months). If this occurs, the agency will typically offer either a partial refund of the fee (on a sliding scale depending on how long the candidate stayed) or will endeavor to find a replacement candidate free of charge. This demonstrates the agency’s confidence in their placements and provides your practice with a level of security on your recruitment investment. Architecture Social, as an APSCo member, offers fair and clear rebate terms.
How do specialist architecture recruiters like Architecture Social uncover candidates who aren't actively applying for jobs on public job boards?
These “passive candidates” often represent a significant portion of the top talent. We reach them through:
- Extensive Professional Networks: Built over years of specializing in the architecture sector. Our founder and consultants have deep roots in the industry.
- Proprietary Database: A curated database of architectural professionals we’ve engaged with previously.
- Architecture Social Community Platform: Our exclusive forum provides direct access to engaged professionals.
- Headhunting & Direct Approaches: Systematically identifying individuals in relevant roles at other practices and making discreet, professional approaches.
- Referrals: Encouraging recommendations from trusted contacts within the industry.
- Industry Event Participation & Visibility: Maintaining a presence and building relationships at relevant architectural events.
What are some common pitfalls or malpractices that architecture firms should be vigilant about when choosing or working with a recruitment agency?
While most recruiters are professional, it’s wise to be aware of potential issues:
- CV Spamming: Sending unsolicited and irrelevant CVs without proper candidate briefing or consent.
- Lack of Specialism: Generalist recruiters who don’t understand the nuances of architectural roles.
- Misrepresenting Candidates or Roles: Exaggerating skills or providing inaccurate job descriptions.
- Poor Communication & Ghosting: Failing to provide updates or feedback.
- No Clear Terms of Business: Ambiguity around fees, rebates, or exclusivity.
- Not Respecting Confidentiality: Sharing sensitive information inappropriately. Working with an APSCo accredited agency like Architecture Social helps mitigate these risks, as we are bound by a professional code of conduct.
How can our practice ensure that Architecture Social (or any recruiter) accurately and positively represents our studio's brand, unique culture, and the specific role to potential candidates?
This is a collaborative effort:
- Provide a Thorough Brief: The more detailed information you give us about your brand, values, culture, projects, team, and the specific role, the better we can represent you. Share your Employer Value Proposition (EVP).
- Share Brand Materials: Provide access to your website, company brochures, or any materials that convey your brand identity.
- Open Dialogue: Have an open conversation with your dedicated consultant. Let them experience your studio if possible, or meet key team members.
- Feedback Loop: Ask how they plan to describe your practice and the role. Review any written materials they might use (with candidate consent). At Architecture Social, because our team has industry experience, we are adept at understanding and conveying the unique essence of different architectural practices.
Once we've engaged Architecture Social to find candidates, what ongoing role does our practice play in the recruitment process? Is it entirely hands-off for us?
While we take on the heavy lifting of sourcing, screening, and initial vetting, your active involvement at key stages is crucial for success. Your role includes:
- Providing a Clear and Comprehensive Brief (as discussed).
- Reviewing Shortlisted Candidates Promptly: Providing timely feedback on the CVs and portfolios we send.
- Making Yourself Available for Interviews: Ensuring the process doesn’t stall.
- Conducting Thorough Interviews: Assessing candidates against your specific criteria and for cultural fit.
- Giving Detailed Post-Interview Feedback to Us: This helps us refine the search if needed and manage candidate expectations.
- Making Timely Decisions on Offers. It’s a partnership. We manage the process and bring you quality options, but your insights and decisions drive the final outcome.
How long does it typically take to fill an architectural position when working with a specialist recruiter like Architecture Social?
The time-to-hire can vary significantly based on several factors:
- Role Seniority and Specialism: Junior or more common roles might be filled faster than highly specialized or senior leadership positions.
- Candidate Availability: The current market conditions and the availability of suitable candidates with the required skills.
- Salary and Benefits Package: A competitive offer will attract candidates more quickly.
- Your Practice’s Responsiveness: How quickly you can provide feedback and conduct interviews.
- Market Demand for the Skills: If the skills are in very high demand, it might take longer. A typical timeframe might range from 4 to 12 weeks from initial brief to candidate acceptance for many roles. We will always aim to provide a realistic timeline estimate based on your specific requirements and current market conditions.
What are the top three most important things our design studio should look for when selecting the right architecture recruitment agency in London?
When selecting an architecture recruitment partner in London, prioritize these three:
- Genuine Sector Specialism & Understanding: Ensure the agency truly understands architecture – its roles, skills, culture, and market. Look for consultants with actual industry experience or a demonstrable deep knowledge (like Architecture Social’s founder and team). Don’t just take their word for it; ask them about their experience with roles similar to yours.
- Verifiable Ethical Standards & Professionalism: Look for accreditations like APSCo membership, which signifies a commitment to a code of conduct, quality processes, and ethical behavior. Check for clear terms of business and transparent communication.
- A Consultative, Partnership Approach: The best recruiters act as trusted advisors, not just CV forwarders. They should be keen to understand your practice deeply, offer market insights, and work collaboratively with you to achieve your hiring goals, rather than just pushing candidates.
A selection of historic clients we have worked with:
Allford Hall Monaghan Morris (AHMM)
Arney Fender Katsalidis (AFK) Studios
ECE Projekt management Limited
Jefferson Sheard Architects (JSA)
You are in safe hands. We are a member of the global recruitment trade body, Apsco.
The Architecture Social is a member of APSCo (The Association of Professional Staffing Companies) which is the only membership body dedicated to representing excellence in the professional recruitment industry.
The APSCo badge is recognised by candidates and employers as the differentiating quality mark in professional talent acquisition.
As an APSCo member, we are also required to complete a regular member compliance assessment which enables us to demonstrate that not only do we understand our legal and regulatory obligations, but also that we are working to best practice recruitment standards.
