Connecting Top Talent with Leading Firms in Architecture, Design, Development, and Real Estate
Would you like to brief our team? Get in touch here:
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.
Add your company to our directory for free
Put your architecture practice on the map with the Architecture Social's directory and attract passive candidates for free.
Advertise job vacancies on our directory
With our directory, you can share your company's openings with the world and make it easier for candidates to find them.
Brief our recruitment team to search on your behalf
Avoid spending countless hours shifting through all the CVs and herding cats after interviews by instructing our recruitment team to fill your vacancies.
Build and grow your business with us as your in-house recruiter
Let us completely manage your recruitment process. We want your business to grow as quickly and efficiently as possible.
Testimonials from companies who are our clients:
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.
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.
How can Architecture Social help our practice hire?
Architecture Social helps practices define the role, salary, search route and candidate profile before going to market. If you are hiring now, start with the contact page so we can understand the brief properly.
What roles can you recruit for?
We cover architecture, interiors, BIM, technical, support and senior practice roles across permanent, contract and freelance hiring. You can also compare the candidate market on the Architecture Jobs page.
How is this different from a general recruitment agency?
Architecture Social is built around architecture and design recruitment, so the conversation includes portfolios, project stages, software, studio culture and salary fit. For the wider agency route, see Architecture Recruitment Agency.
Can you support confidential or senior hires?
Yes. Confidential and senior searches need a controlled brief, clear candidate messaging and careful handling of salary, notice periods and market visibility. The approach depends on the role, risk and how visible the opportunity can be.
Can you advise on salaries before we advertise?
Yes. Salary alignment is often the difference between a smooth hire and a stalled search. Use the Architecture Salary Guide as a benchmark, then speak to us about the live market.
What makes a strong recruitment brief?
A strong brief covers role level, project type, salary, location, working pattern, software, must-have experience and interview process. It should also explain why someone would leave their current practice for the opportunity.
Can you help if direct advertising has not worked?
Yes. If an advert has not worked, the issue may be salary, timing, role clarity, candidate reach or how the opportunity is being presented. A targeted search can reach people who are not actively applying.
What is the next step for employers?
Send the role, salary range, location and hiring context through the contact page. We can then advise whether a contingency, retained or targeted search route makes sense.
