Changing Job Market

As the economy strengthens, so does the demand for design services, and in many areas a long slow recovery is finally turning into consistent strong growth. In the summer of 2015, AIA’s Architecture Billings Index rose to its highest mark since 2007, driven by continued demand for projects such as new education and healthcare facilities, public safety and government buildings. This picture has changed rapidly. According to an AIA survey conducted in 2012, architecture firm revenue had fallen by almost 40 per cent while staff numbers were cut by almost one third. But in an AIA survey published in June 2015, more than half the participants said they expect both revenue growth and increasing merger and acquisition activity, and far from cutting staff, design firms were increasingly focused on exploring alternative ways to attract and retain key talent. The longer term future looks promising as well. The US Bureau of Labor Statistics estimates that the number of architects employed in the US will grow 17 percent by 2022.

In the short term, demand for architects outweighs supply at every level of experience. Competition for top new graduates is fierce, and firms dedicate significant resources to identifying and connecting with them early. Firms looking for architects with a mid-range of 5-10 years experience face a different challenge. When the bottom fell out of the economy beginning in 2008, projects were cancelled and jobs became scarce for a whole generation of young architects, leaving an experience gap that is being felt acutely as demand rises. But perhaps the biggest challenge is for firms who need talented senior architects, with longer experience and special expertise. Often the more experienced and valuable the candidate, the more extraordinary the opportunity has to be to make it worthwhile changing companies and cultures. The candidate may not even be actively seeking a change, and the current company may try hard to retain her or him.

Although it varies by area, recruiters estimate that good candidates are getting between 2-3 job offers. About one in five receive a counter-offer from their current employer.

At almost every level, the job market is global. (See sidebar “Global Market Briefs”). Large international firms may be looking for hundreds of architects at any given time, to fill positions in offices around the world. Cross-border recruiting has become a trend, as easy, instant communication makes it possible for positions and candidates to find out about each other no matter the distance that separates them. Interviews via Skype can dramatically cut the time between job opening and job offers.