If you are involved in architectural hiring in the UK right now, you are likely facing a mix of optimism and uncertainty. The market in 2025 is showing signs of strong recovery. Project pipelines are picking up pace, especially with government-backed housing and infrastructure initiatives. But alongside this growth, firms are grappling with a tough reality, finding and keeping the right talent has never been more complex.
At Tandem Talent, we have been speaking to practices of all sizes, and a few clear themes keep coming up. Whether you are trying to attract early-career professionals, bring in experienced project architects, or retain your senior leaders, the same challenges are being felt across the board.
One of the biggest issues is the widening skills gap. With architecture removed from the UK’s Shortage Occupation List and visa salary thresholds increasing, many practices are struggling to recruit international graduates who have trained here. This has had a knock-on effect on project delivery timelines and resource planning.
Mid-career professionals are also in high demand, but hard to find. The market is highly competitive, and firms need to do more than offer a decent salary to stand out.
Sustainable design is no longer a niche. Clients are demanding more environmentally conscious approaches, and regulations are pushing practices in the same direction. From regenerative design to low-impact materials, firms that take this seriously are better placed to attract talent that cares about the future of the built environment.
AI is also starting to make its mark. While still in its early stages, we are seeing its use in generative design, project management, and predictive analytics. This creates opportunities to improve efficiency and innovation, but it also demands a different skillset from future hires.
Hybrid working has firmly established itself as the norm. Most professionals are in the office around three days a week, with the rest spent working remotely. But flexibility alone is not enough, the practices that get this right are those that clearly communicate expectations and support collaboration through the right tools and culture.
Our latest data shows that salaries vary considerably depending on role and location. While London still offers higher averages, many professionals are weighing up quality of life and career development over simple pay packages.
For example:
But remember, salary alone is rarely the dealbreaker anymore.
We are seeing a strong shift in what architectural talent values. Candidates want:
The firms that win the war for talent are those that listen to these priorities and build a culture that reflects them. That means putting wellbeing on the agenda, being transparent about growth opportunities, and embracing tech and sustainability in equal measure.
We recently supported Foster + Partners in overhauling their hiring approach. By helping them define their employee value proposition and streamline their recruitment process, we reduced their hiring costs by around 75 per cent. More importantly, they are now attracting the right candidates more consistently and safeguarding their internal talent base.
It is a great example of what can happen when you stop reacting and start hiring strategically.
Want to explore all the data, trends, and strategies shaping the architecture talent market in 2025? Download our full report today and get ahead of the curve.
👉 Download the Architecture Hiring Insights Report 2025
Or if you would prefer a conversation, we are always happy to chat.
July 2, 2025
If you are involved in architectural hiring in the UK right now, you are likely facing a mix of optimism and uncertainty. The market in 2025 is showing signs of strong recovery. Project pipelines are picking up pace, especially with government-backed housing and infrastructure initiatives.
January 29, 2025
Building a team that works in harmony is more than just assembling a group of skilled individuals. True synergy comes from creating an environment where people collaborate effectively, trust one another, and align with the values and vision of the business. When this happens, teams don’t just function—they thrive.
January 29, 2025
Losing key employees can be costly, disruptive, and damaging to morale. High staff attrition not only impacts productivity but also affects company culture and employer brand reputation.
January 29, 2025
In today’s competitive job market, businesses need more than just a strong brand to attract top-tier talent—they need a compelling Employer Value Proposition (EVP). A cutting-edge EVP goes beyond salary and benefits; it articulates what makes a company unique as an employer and why people should want to work there.