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Embedded recruitment · For practices

We manage the recruitment workload. You make the hiring decisions.

When several roles need filling, we work alongside your practice to scope them, find and screen candidates, coordinate interviews and keep every vacancy moving.

Talk through your hiring plan
Best forSeveral live rolesRecurring hiringA defined growth push

Only hiring for one role? Use specialist recruitment

Client account · Retained hiringPublished testimonial

30+vacancies filled “in a very short period of time” while on retainer during a recruitment drive.

  • Architects
  • BIM Coordinators
  • IT Directors
“…we have since used them on retainer during a recruitment drive which dramatically sped up and streamlined the process…”
Chris CastleManaging Director, EPR Architects

Who does what

A clear line between our work and your decisions.

The working boundary is set at kick-off and stays clear through our client recruitment terms.

Architecture Social handles

  1. 01ScopingPriorities, salary context, timing and interview shape.
  2. 02SearchA focused search with one consistent message.
  3. 03ScreeningEvidence, not just names, so your team can respond.
  4. 04Candidate contactOne clear point of contact and considered updates.
  5. 05CoordinationInterviews, feedback and the next clear action.

Your practice keeps

  1. 01PrioritiesWhich roles matter most, and when.
  2. 02InterviewsYour team runs every interview.
  3. 03Final decisionsEvery hire is yours to make.
  4. 04EmploymentThe employment relationship and final accountability.
Who owns data and decisions?

We agree the information flow at kick-off. The practice keeps the hiring decision, the employment relationship and final accountability.

TogetherOne weekly hiring review.

Make the next decision while the context is fresh.

Does this fit?

Start with the pattern, not the package.

Embedded support is proportionate when the work repeats, the priority is clear and your team wants one shared rhythm.

  • Several roles need attention at the same time.
  • A growth plan has a defined hiring push behind it.
  • Senior people are losing time to search, screening or follow-up.
  • You want a repeatable process, not another one-off scramble.

A lighter route may be better

One occasional vacancy

Specialist recruitment

A defined search for one role or a specific brief.

See specialist recruitment
A ready-to-share role

Job advertising

From £0 a month when the brief and timing are settled.

Advertise a job

The right answer can be smaller than a retained model.

Operating cadence

A weekly rhythm, not a hand-off.

Start with the priorities, keep the loop visible and make the next decision while the context is fresh.

  1. 01

    Scope

    Agree priorities, salary context, timing and the interview shape.

  2. 02

    Search

    Build a focused search and keep the message consistent.

  3. 03

    Shortlist

    Share evidence, not just names, so your team can respond.

  4. 04

    Decide

    Coordinate interviews, feedback and the next clear action.

  5. 05

    Learn and adjust

    Use what you hear to sharpen the next search, role or message.

Each week’s learning feeds the next scope.

Kick-off inputs

  • Hiring priorities
  • Salaries
  • Timelines
  • Interview process
  • Working pattern
  • What has or has not worked

Bring these to the first conversation. The scope can flex as the hiring picture becomes clearer.

Scenario model

Compare the shape of the work.

Test your own assumptions with the recruitment service cost comparison. It is a scenario model, not a quote or a guaranteed outcome.

Open the cost comparison

Questions to bring

Make the model plain.

RPO is industry shorthand. The working relationship should still be easy to understand.

What does RPO mean here?

Recruitment process outsourcing means adding a recruitment partner around your process. It does not mean handing over the hiring decision.

How is this different from agency search?

Agency search focuses on a defined vacancy. Embedded support creates shared capacity across repeated or multi-role hiring.

Does this replace an internal recruiter?

It can add practical capacity around a team. We shape the boundary with you rather than assume a replacement model.

What will candidates experience?

One clear point of contact, considered updates and a process that respects the time of every candidate.

Who owns data and decisions?

We agree the information flow at kick-off. The practice keeps the hiring decision, employment relationship and final accountability.

When should we choose a lighter route?

Choose specialist recruitment for one occasional search, or advertising when a role is ready to share.

Tell us what is coming up.

Bring the roles, the timing and what has or has not worked. We will help you choose the right level of support.

Start a hiring enquiryCompare all services

Or get in touch directly

Emailhello@architecturesocial.com

Phone+44 (0)20 7770 9572