What Architecture candidates really want in 2025

If you’re struggling to attract the right architecture talent – or worse, losing them to competitors – it might be time to take a step back and think about what candidates are actually looking for in today’s market.

As a recruitment company that speaks to architects, technologists, and designers daily, we’ve got a front row seat to what’s driving career decisions in 2025. And no – it’s not just about salary!

Here’s what’s topping the wish list of architecture professionals right now, and how you can stay competitive in a talent hungry market.

1 – Work life balance

It’s no secret that architecture has been known for long hours and tight deadlines. But candidates are growing increasingly resistant to roles that feel like a return to the ‘old school’ grind.

Hybrid working, flexible hours, and realistic project timelines are fast becoming non-negotiables. Employers who offer structure, support, and flexibility are winning serious points with jobseekers.

2 – A clear path for progression

Top candidates are telling us they want to grow, and they want to see that growth mapped out clearly. Ambiguity around progression is one of the biggest reasons candidates are put off practices.

Whether it’s charterships support, CPD opportunities, or defined steps from a Part 2 to a Qualified Architect – Transparency is everything!

If we could give you one tip, it would be to always discuss your progression roadmap during the interview process, don’t wait for candidates to ask.

3- Salaries that reflect their value

Yes, it still matters. In fact, in today’s competitive market, a below-market salary can put candidates off before they’ve even had a conversation.

We’ve just completed a full Architecture Salary Survey, and the gap between expectations and offers is growing in some areas. Transparency can give you the edge.

Want a copy of the latest salary benchmarks? Click here.

The architecture hiring landscape is changing – and fast! It’s not about ticking every single box, but the practices that listen to what candidates actually care about are the ones attracting (and keeping) top-tier talent.

If you’re hiring and want real-time insight into the market, we’re here to help!