Elevate Your Hiring Strategy by Outsourcing your Recruitment to our team
Gain immediate access to highly experienced recruiters who can become an embedded member of your team on short notice, while reducing your hiring costs compared to agency recruitment.
The results speak for themselves:
34% cost savings
Average reduction in cost per hire.
84+
Total hires made In-House with existing clients
23 days
Average time to hire
Embrace a cost-effective approach to onboard recruitment consultants to help you scale your business.
Curious how much you could save on recruitment fees by using our in-house recruitment team?
Compare the costs between traditional recruitment agencies and our in-house recruitment service using our calculator tool.
Key Features & Benefits Of Architecture Social's In-House Team
Immediate Access
Architecture Social's In-House team are immediately available to offer tailored hiring support on a retained basis without long-term commitments.
Cost-Effective
All costs are all laid out clearly on your selected plan, saving you typically between 30-40% when compared to using a traditional recruitment consultancy agreement.
Expertise & Efficiency
In-House recruiters bring extensive industry expertise, allowing them to understand your hiring needs and efficiently source top talent quickly.
High-Quality Candidates
Only the candidates most aligned to the hires you are looking to make will be presented to you for consideration, ensuring you build a talented team that aligns with your business goals.
View our terms of business in our In-House Recruitment brochure here:
Testimonials from companies who are our clients:
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FAQs about our In-House Recruitment Service (RPO)
What is Recruitment Process Outsourcing (RPO) and how does it work for an architecture practice?
Recruitment Process Outsourcing (RPO) is a form of business process outsourcing where an architecture practice transfers all or part of its permanent recruitment activities to an external provider. Unlike traditional recruitment agencies that typically focus on filling individual vacancies, an RPO provider acts as a strategic partner, managing the end-to-end recruitment lifecycle. This can include everything from workforce planning, role definition, candidate sourcing and attraction, screening, interview co-ordination, offer management, and even onboarding. The RPO provider essentially becomes an extension of the architecture practice’s HR or leadership team, deeply embedding themselves to understand the firm’s culture, values, specific talent needs, and long-term business objectives.
For an architecture practice, this means the RPO provider takes ownership of designing and executing a bespoke recruitment process. They might deploy their own recruiters, technology, and methodologies, or they might assume and enhance the practice’s existing resources. Different RPO models exist, such as full RPO (outsourcing the entire recruitment function), project-based RPO (for specific hiring drives, like staffing a new project team), or on-demand RPO (providing resources as and when needed). The key is a partnership approach, focused on delivering consistent, high-quality talent aligned with the practice’s unique requirements, from Part I/II architectural assistants to senior architects and technical staff.
What are the main benefits for a UK architecture practice of using an RPO provider like Architecture Social?
The primary benefits for a UK architecture practice using an RPO provider are significant savings in both time and money, alongside access to specialized recruitment expertise. RPO solutions can reduce the average cost-per-hire by streamlining processes, leveraging economies of scale, and often offering more predictable fee structures (like monthly retainers or project fees) compared to the high percentage-based fees of traditional agencies for each placement. This allows practice owners and senior architects to reclaim valuable time otherwise spent on sifting CVs, conducting initial interviews, and managing recruitment administration, enabling them to focus on core architectural design, client management, and business development.
Furthermore, reputable RPO providers, particularly those with a focus on the architecture sector like Architecture Social’s “In-House” service, bring deep industry knowledge. They understand the nuances of architectural roles, the required software skills (e.g., Revit, BIM), and the specific cultural dynamics of design studios. This expertise leads to a higher quality of candidates who are not only technically proficient but also a better cultural fit, improving talent retention in the long run. Providers often have wider talent networks and advanced sourcing technologies, enhancing the reach for passive candidates and improving the overall efficiency and effectiveness of the recruitment function, which is particularly valuable in a market experiencing skills shortages.
How does RPO differ from using a traditional recruitment agency for hiring architects in the UK?
The fundamental difference between RPO and traditional recruitment agencies lies in the scope, relationship, and strategic approach. Traditional agencies typically operate on a transactional, contingent, or retained search basis, focusing on filling specific, individual job vacancies as they arise. Their primary service is to source and present suitable candidates for a fee, usually a percentage of the placed candidate’s first-year salary. While many specialist architectural recruitment agencies possess excellent market knowledge and candidate networks, their engagement is often short-term and role-specific.
RPO, conversely, involves a more strategic, long-term partnership where the provider takes on a significant portion or all of the architecture practice’s recruitment process. It’s about process ownership, continuous improvement, and alignment with the firm’s broader business goals. An RPO provider acts as an extension of the practice, focusing on aspects like employer branding, candidate experience, talent pipelining, and providing data analytics on recruitment performance. While a traditional agency fills a job, an RPO provider aims to build and manage a sustainable talent acquisition function, offering scalability and a more holistic solution to a practice’s ongoing hiring needs.
When might a traditional recruitment agency be a better choice than RPO for an architecture firm?
While RPO offers numerous strategic benefits, a traditional recruitment agency can be a more suitable option for an architecture firm in specific scenarios. If a practice has very infrequent hiring needs, perhaps only recruiting one or two individuals a year, the commitment and cost structure of a full RPO partnership might not be justifiable. In such cases, engaging a specialist architectural agency on a contingent (success-fee only) basis for these occasional hires can be more cost-effective and straightforward, allowing the practice to tap into recruitment expertise only when a vacancy arises.
Additionally, for highly specialized, unique, or very senior leadership roles (e.g., a Design Director with a rare specialism or a confidential Partner-level search), a niche traditional headhunter or executive search firm with a deep, focused network and a discreet search methodology might be preferred. These agencies often have long-standing personal relationships with top-tier talent in specific architectural niches and can conduct highly targeted searches that an RPO, which might have a broader focus, may not be best placed to handle as effectively or with the required level of confidentiality for extremely sensitive hires. The speed of a traditional agency for an urgent, one-off replacement can also be an advantage if there’s no ongoing RPO relationship in place.
What are the advantages of an architecture practice owner using RPO versus managing recruitment directly?
For architecture practice owners, particularly in small to medium-sized enterprises (SMEs), managing recruitment directly can be incredibly time-consuming and divert focus from core business activities like design excellence, client relationships, and strategic growth. Using an RPO provider allows owners to offload the entire burden of the recruitment process, from advertising roles and screening candidates to scheduling interviews and managing offers. This frees up significant leadership time and reduces the administrative overhead associated with hiring, allowing them to concentrate on fee-earning work and practice development.
Beyond time savings, RPO providers bring specialized recruitment expertise that a practice owner may not possess. They understand best practices for attracting top architectural talent, have access to sophisticated sourcing tools and wider candidate networks, and are adept at assessing candidate suitability and cultural fit. This can lead to higher quality hires, reduced time-to-fill vacancies, and lower staff turnover. For owners struggling with the complexities of employment law, compliance, or navigating challenges like visa sponsorship for international talent, an RPO can provide invaluable support and mitigate risks.
How does RPO compare to an architecture practice hiring its own in-house recruiter?
Engaging an RPO provider offers several distinct differences compared to an architecture practice hiring its own full-time in-house recruiter. One of the most significant is cost structure and scalability. An in-house recruiter represents a fixed cost (salary, benefits, national insurance, overheads, software licenses, training), regardless of hiring volume. An RPO, on the other hand, often provides a more flexible cost model (e.g., monthly management fee, cost per hire, project-based fees) that can be scaled up or down depending on the practice’s fluctuating recruitment needs. This is particularly beneficial for practices with variable project pipelines or those undergoing periods of growth or contraction.
Secondly, RPO providers typically offer access to a broader range of recruitment technologies, established processes, and a team of specialists who may have wider market knowledge and experience across various roles and sourcing strategies than a single in-house recruiter might. They can bring immediate expertise and best practices without the learning curve an internal hire might need. However, an RPO means ceding some direct control over the day-to-day process, whereas an in-house recruiter offers greater direct oversight and potentially deeper integration into the practice’s unique culture from day one.
When is having a dedicated in-house recruiter more suitable for an architecture practice than RPO?
Having a dedicated in-house recruiter can be more suitable for an architecture practice in certain circumstances, particularly for larger firms with consistent, high-volume hiring needs. If a practice is constantly recruiting a significant number of architects, designers, and technical staff throughout the year, the cost-effectiveness of an in-house recruiter (or a small internal recruitment team) might outweigh the fees of an RPO provider. This model allows for deep, continuous immersion in the company culture, which can be invaluable for ensuring that new hires align perfectly with the practice’s ethos and ways of working, something particularly important in design-led environments.
Furthermore, if a practice has a very strong and well-established employer brand and a consistent flow of direct applications, an in-house recruiter can effectively manage this pipeline and nurture talent relationships over the long term. Complete control over the recruitment process, branding, candidate communication, and the ability to build intimate knowledge of specific team needs and dynamics are key advantages. For firms that prioritize this level of control and cultural guardianship, and have the resources to support a dedicated internal function, an in-house model is often preferred, though it may lack the immediate scalability and access to broader external market intelligence that RPO can offer.
What are the typical RPO models and pricing structures available to architecture firms?
Architecture firms can typically access several RPO models tailored to their specific needs. Full RPO involves outsourcing the entire recruitment function, where the provider manages everything from strategic workforce planning to onboarding. Project-based RPO is ideal for specific hiring needs, such as staffing a large new commission, opening a new studio, or a defined period of growth. On-demand RPO offers flexibility, providing recruitment resources as and when the practice requires them, suitable for fluctuating workloads. An increasingly popular model is Embedded RPO, where the RPO provider’s recruiters are deeply integrated into the architecture practice, working as an extension of their team, often on-site for a portion of their time to ensure cultural alignment and close collaboration.
Pricing structures vary accordingly. A monthly management fee or retainer fee is common for ongoing RPO partnerships, providing a predictable cost for a defined scope of services. Some models use a cost-per-hire basis, though this is more typical of traditional agencies or very specific RPO projects. Cost-per-slate (a fee for a set of qualified candidates) or cost-per-transaction (for specific services like interviewing) are also seen. Often, RPO providers will offer hybrid models, combining a management fee with performance-based incentives or project fees, allowing for a tailored solution that aligns with the architecture practice’s budget and hiring objectives.
Can RPO help UK architecture firms address specific recruitment challenges like skills shortages and post-Brexit visa rules?
Yes, RPO can offer valuable support to UK architecture firms facing pressing recruitment challenges such as persistent skills shortages and the complexities of post-Brexit visa regulations. Many RPO providers, especially those with expertise in professional services or technical sectors, have broader talent sourcing capabilities than individual firms. They utilize advanced sourcing technologies and wider networks to identify and engage candidates with in-demand skills, including proficiency in specific software like Revit or specialist BIM knowledge, potentially tapping into passive candidate pools that are harder for firms to reach directly. This can help mitigate local skills gaps.
Regarding post-Brexit visa rules, which have introduced higher salary thresholds and increased administrative burdens for sponsoring international talent, a knowledgeable RPO partner can be a significant asset. While not all RPOs are immigration law firms, those experienced in global or UK-wide recruitment for professional roles are often more familiar with the sponsorship process and compliance requirements. They can guide architecture practices through the complexities, help ensure adherence to Home Office regulations for sponsor licenses, and potentially advise on structuring roles or sourcing candidates in a way that aligns with current visa criteria, thereby easing the burden on smaller practices that may lack dedicated HR or legal expertise in this area.
What impact can RPO have on the quality of architectural hires and the employer brand of a practice?
A well-implemented RPO partnership can significantly enhance both the quality of architectural hires and the employer brand of a practice. RPO providers often employ rigorous screening and assessment methodologies, going beyond just matching CVs to job descriptions. They focus on understanding the technical skills, experience, and crucially, the cultural fit of candidates within the specific studio environment. By leveraging their expertise and often data-driven insights, RPOs can identify individuals who are more likely to succeed long-term, thereby reducing attrition and improving the overall talent calibre within the practice. Access to specialist architectural recruiters within the RPO can ensure a deeper understanding of design portfolios and technical competencies.
Moreover, RPO providers typically manage the entire candidate journey, ensuring consistent, professional, and timely communication. This positive candidate experience, even for unsuccessful applicants, contributes directly to a stronger employer brand. An RPO partner can help articulate and promote the practice’s Employee Value Proposition (EVP), showcasing its culture, projects, and career development opportunities effectively across various channels. This strategic approach to talent attraction not only helps in securing better hires but also positions the architecture practice as an employer of choice in a competitive market, attracting higher quality talent proactively.
Are there examples of RPO being used successfully in the UK architecture or built environment sector?
Yes, while detailed public case studies specifically naming architecture practices and RPO providers can be somewhat limited in the public domain, there is evidence of successful RPO and RPO-like engagements in the UK architecture and broader built environment sector. Architecture Social itself highlights its “In-House” RPO service success with firms like EPR Architects and Ackroyd Lowrie, demonstrating tangible benefits in time and cost savings.
Many RPO providers who cater to professional services, engineering, or construction sectors in the UK also report success in handling niche and technical roles, principles which are directly applicable to architecture. For instance, companies like Wizmatrix explicitly list “Architecture, Civil & Construction” as a sector they serve, claiming significant cost savings. The success of “embedded RPO” models in other specialized sectors, like technology (as seen with Talentful), also provides a strong parallel for how a dedicated, integrated RPO solution could effectively serve architecture practices by providing specialist recruiters who understand the industry’s unique demands.
What should an architecture practice consider when deciding if RPO is a good fit for their business?
An architecture practice should evaluate several key factors when deciding if RPO is a suitable solution. Firstly, hiring volume and frequency are critical; firms with consistent, ongoing recruitment needs or those anticipating significant growth will likely see more value from an RPO partnership than those hiring very sporadically. Secondly, the complexity and nature of roles matter – if the practice regularly seeks specialist architectural skills that are hard to find, an RPO’s broader sourcing capabilities could be beneficial. The practice’s current recruitment capabilities and resources should be assessed; if recruitment is currently managed ad-hoc by busy directors or an overstretched HR function, RPO could bring much-needed expertise and efficiency.
Cost considerations are paramount. Practices need to compare the potential costs of RPO (e.g., retainers, project fees) against their current recruitment spend (agency fees, advertising, internal time costs, costs of bad hires). The desire for strategic talent acquisition versus merely filling vacancies is another important aspect; RPO is best suited for firms looking to improve employer branding, talent pipelining, and overall recruitment effectiveness. Finally, the practice must be willing to enter into a partnership, ceding some control over the process and investing time in collaborating with the RPO provider to ensure cultural alignment and achievement of shared goals.
How does the "embedded RPO" model, like that offered by some providers, benefit a niche sector like architecture?
The “embedded RPO” model, where the RPO provider’s recruiters integrate deeply within the client’s team (sometimes working on-site), offers particular benefits for a niche and culturally nuanced sector like architecture. This model allows the external recruiters to gain a profound understanding of the architecture practice’s unique studio culture, design ethos, project types, and specific team dynamics. This deep immersion is crucial for identifying candidates who not only possess the required technical skills (e.g., Part II/III qualifications, specific software proficiency) but who will also thrive within that particular creative environment, leading to better long-term hires and reduced attrition.
Furthermore, an embedded team can act as true brand ambassadors for the architecture practice, ensuring the candidate experience is closely aligned with the firm’s values and aPproach. This close collaboration facilitates better communication with hiring managers (often busy senior architects or directors), more effective feedback loops, and the ability to adapt quickly to changing project needs or hiring priorities. For a sector that relies heavily on strong team cohesion and shared design sensibilities, the embedded RPO model’s emphasis on partnership and cultural alignment can be significantly more effective than a more distant, transactional recruitment approach.
What are the potential downsides or reasons an RPO might not be a good fit for every architecture business?
While RPO offers many advantages, it may not be the optimal solution for every architecture business. A primary consideration is cost for very low hiring volumes; if a practice only hires one or two people a year, the ongoing fees associated with some RPO models might be less economical than using a traditional agency on a per-hire basis. Smaller practices with tight budgets might find the upfront investment or retainer fees a challenge, even if long-term savings are projected. Another potential downside can be a perceived loss of direct control over the recruitment process. While RPO is a partnership, day-to-day execution is handled by the provider, and some practice leaders may prefer to maintain full hands-on involvement.
Cultural misalignment can also be a risk if the RPO provider doesn’t invest enough time to truly understand the specific nuances of an architecture studio’s culture, which is often unique and design-led. If the RPO serves many diverse industries, their understanding of architectural roles might be less deep than that of a specialist architectural recruiter, potentially impacting the quality of initial candidate screening for highly technical or design-sensitive positions. Finally, RPO engagements often require a degree of commitment and time investment from the practice to ensure the partnership is successful, which smaller firms might struggle to provide consistently.
How can an RPO partner contribute to an architecture practice's long-term talent strategy beyond just filling current vacancies?
A strategic RPO partner can contribute significantly to an architecture practice’s long-term talent strategy by moving beyond reactive vacancy filling to proactive talent management. They can assist with workforce planning, helping the practice anticipate future skills needs based on strategic business goals, market trends, and upcoming project types. This allows for proactive talent pipelining, where the RPO identifies and nurtures relationships with potential candidates even before specific vacancies arise, ensuring a readily available pool of qualified talent when needed, reducing time-to-hire for future roles.
Furthermore, an RPO provider can enhance employer branding by consistently promoting the practice’s unique culture and Employee Value Proposition (EVP) to the talent market. They can provide valuable market intelligence and data analytics on recruitment trends, salary benchmarks, and competitor activity, enabling the practice to make more informed talent decisions. Some RPOs also offer support in developing internal mobility programs and improving talent retention strategies by ensuring better initial hires and a positive onboarding experience. By focusing on these strategic elements, an RPO helps build a sustainable talent acquisition function that supports the practice’s long-term growth and success.
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.
