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 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.
Studios also need to hire for the stage of project they run. A practice heavy on concept work needs different people from one delivering working drawings for a large site. Hiring a brilliant designer for a drawing-heavy team leads to frustration on both sides. State the work mix in the advertisement and the interview.
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. Describe the work mix honestly
Tell candidates how much of the job is concept, how much is drawing and how much is site coordination.
6. Check software and standards
Ask what tools the candidate has used in live projects and check their drawing practice against your studio's standards.
7. 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. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- 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.
- Whether job adverts describe the real mix of concept, detailing and site work
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.
Look at their college portfolio, ask them to explain their role in team projects and set a short task. Attitude to feedback matters as much as skill.
Ask for a walk-through of selected pages. Respect confidentiality while still asking them to explain their own contribution.
We set up the interview and hiring process for architecture practices
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.