One of the best ways to improve the quality of your architecture or design firm’s talent is to prioritize culture fit during your hiring process. The best candidates are looking for a firm that shares their values and goals, so creating a work culture that reflects what professionals want is the best way to attract quality candidates. Here are a few ideas to get your firm ready to hire for culture fit.

Young Professionals Want a Sense of Purpose

Architects and designers are often drawn to the field because they’re passionate about design. They want to do something that they not only enjoy but can also find meaning in. When establishing your firm’s work culture, keep this in mind. They’re looking for human connection, a way to connect their work to the larger human experience, and a sense of belonging. Demonstrating how your firm caters to these inner desires will set you apart from the rest, attracting better talent.


One trait that defines an excellent work culture is flexibility. Candidates are drawn to organizations that provide flexible schedules and a healthy work-life balance. Have this ability in your firm and be able to tell your story to applicants.

Flexibility is more than a work/life balance equation.  It is also an important trait you need to succeed in the design industry right now. Clients’ needs are hard to predict, so you need a team that can learn quickly and adapt to any situation. Flexibility and adaptability are usually more valuable in an employee than years of experience.

Career Development

Candidates who are just starting their careers or are mid-career are both looking for development opportunities. Smart firms are using this fact to their advantage. By providing resources for career development, they are helping their employees improve their performance. Oftentimes, employees’ professional goals will align with the overall goals of the firm. Career development can be mutually beneficial to both the firm and its employees, while also helping to attract better talent.

When hiring talent, you must think about the long game. Skills can be learned, and experience can be attained over time. You want to attract talent that has certain traits you can’t easily teach, such as adaptability, creativity, and a willingness to learn. You also want to find talent that will stay loyal to you and share your firm’s vision for the future. If employees have a sense of purpose and fulfillment, they’re going to want to stay with the firm for a long time.