Recruitment process consulting for Architecture practices: architects and interns for the studio
A studio hire is judged by a portfolio, but a portfolio shows the best work of a team. Hiring well means seeing how a person draws, explains and works with others.
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Share your requirementsWhy recruitment process consulting matters in architecture practices
Practices usually hire when a project is already late. A principal glances at a portfolio, asks a few questions and decides. Later it turns out the candidate worked on one part of a famous project and cannot do working drawings alone.
A clearer process looks at the portfolio with care, asks the person to explain their role and gives a short task that mirrors studio work. It also pays attention to fit: how the person takes feedback, handles a change of brief and works across the team.
How to set it up
1. Define the role and level
State the projects, stage of work and software. Note whether the studio needs drawing hands or someone who can lead a small team.
2. Read portfolios with questions
For each portfolio, mark which parts the candidate did alone. Ask them to explain a detail, a section and a decision.
3. Set a short studio task
Give a task of a few hours, paid or at least respectful of their time, such as a plan correction or a presentation sheet. Notice the process as well as the result.
4. Meet the team
Let the candidate sit with the associate and one peer. Ask the team how it felt to work with them.
5. Make a clear offer and first month plan
State level, scope, pay, hours and project. Plan a first month with a buddy, a small project and a check-in at week four.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask the last hire what part of their portfolio was their own work.
- Check that the task reflects real studio work.
- See that tasks are paid or limited in time.
- Note how many days pass from the final interview to an offer.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
A short, relevant task helps, but keep it brief and respectful. For experienced architects, a detailed portfolio review and a conversation may be enough.
Set learning goals, a clear duration and a mentor. Choose those who ask questions and show care for drawing. Interns are your future junior hires.
Look at training institutes, peer practices and referrals from consultants. Test with a real model and a coordination task, not a certificate alone.