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.

Skills Shortages Continue to Bite

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.

The Rise of Sustainability and AI

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.

Flexibility is Here to Stay

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.

Salary Trends and What They Tell Us

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:

• Part 1 Architectural Assistants are earning around £24,000 to £28,000
• Project Architects are typically on £41,000 to £50,000
• Senior Architects see £49,000 to £58,000
• And Partners or Directors command between £70,000 and £120,000

But remember, salary alone is rarely the dealbreaker anymore.

What Candidates Really Want

We are seeing a strong shift in what architectural talent values. Candidates want:

• Clear progression paths
• A strong sense of purpose
• Work-life balance
• A commitment to sustainability and innovation

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.

A Smarter Approach to Hiring

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.

Get the Full Picture

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.

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.

At the heart of this is ensuring that you have the right people in place. A strong cultural fit is essential for fostering long-term success, and businesses that prioritise this in their talent acquisition strategy are far more likely to build high-performing, cohesive teams.

The Foundation of Team Synergy

Synergy in a team is the result of individuals working together in a way that enhances collective performance. It’s about balance—leveraging different skill sets, perspectives, and strengths to drive progress. However, no amount of technical skill can compensate for a lack of alignment with a company’s culture and values.

When hiring, it’s tempting to focus purely on credentials, but the ability to integrate into a team, collaborate effectively, and contribute to a positive workplace culture is just as crucial. Employees who share a company’s core values will naturally feel more connected to their work and colleagues, leading to higher engagement, reduced turnover, and better outcomes.

The Role of Cultural Fit in Team Dynamics

Cultural fit isn’t about hiring people who all think the same way—it’s about ensuring alignment with the company’s purpose, ways of working, and long-term goals. A diverse team that shares fundamental values but brings different perspectives is more innovative, adaptable, and resilient.

Hiring for cultural fit doesn’t mean overlooking technical ability, but rather taking a holistic approach to recruitment. By assessing how a candidate’s personal values, work ethic, and approach to collaboration align with the organisation, businesses can ensure that new hires don’t just fill a role but enhance the entire team dynamic.

Creating a Culture of Partnership

A business that fosters partnership among its employees creates an environment where people support each other, communicate openly, and share a collective sense of responsibility. This starts with leadership—setting the tone for a culture of trust, mutual respect, and shared ambition.

Once the right people are in place, reinforcing team synergy requires ongoing effort. Businesses can strengthen collaboration through:

• Clear Communication – Encouraging open dialogue, feedback, and transparency helps ensure alignment and prevents misunderstandings.
• Shared Goals – When employees understand and believe in the company’s mission, they feel more motivated to work together toward common objectives.
• Mutual Trust and Accountability – Creating an environment where individuals trust each other to deliver on commitments builds a strong foundation for teamwork.
• Opportunities for Growth – Investing in employees’ development strengthens their connection to the business and fosters a culture of continuous learning.

Making the Right Hiring Decisions

Hiring the right people is the first step in building a team that truly works in partnership. A strategic talent acquisition approach—one that goes beyond job descriptions to consider cultural alignment—ensures that new employees contribute to, rather than disrupt, the team dynamic.

At Tandem Talent, we understand the importance of hiring for both skill and synergy. Our approach to talent acquisition and employer branding ensures that businesses attract, engage, and retain the people who will drive their success—not just today, but in the long term.

Because when the right people come together, great things happen.

Smarter Hiring, Stronger Teams

Download our guide toward developing stronger teams through smarter hiring strategies today.

Please tick this box to confirm your acceptance of our Privacy Policy, and to acknowledge that we may briefly reach out with useful information relating to architecture hiring.

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. Businesses that want to build a stable, high-performing workforce must focus on retaining their best people, ensuring they feel valued, supported, and aligned with the company’s vision.

So, how can businesses reduce staff attrition and create a team that is committed for the long term?

Understand Why Employees Leave

Before solving the issue of attrition, it’s essential to understand why people leave in the first place. Some common reasons include:

• Lack of career growth – Employees who don’t see a future in the business will look elsewhere.
• Poor leadership and management – A lack of direction, recognition, or support often leads to disengagement.
• Uncompetitive pay and benefits – If compensation isn’t in line with market expectations, top talent will move on.
• Work-life balance issues – Burnout and unrealistic demands can push employees to seek a healthier workplace.
• Cultural misalignment – A mismatch between company values and personal expectations can drive dissatisfaction.

Conducting exit interviews, employee surveys, and one-to-one check-ins can provide insight into the underlying issues driving attrition.

Create a Culture of Engagement and Belonging

A workplace that fosters engagement and inclusivity is far more likely to retain talent. Employees want to feel valued, respected, and part of something bigger. Businesses should:

• Encourage open communication and feedback so employees feel heard.
• Build a culture of recognition, where achievements—big or small—are celebrated.
• Offer inclusive and diverse workplaces where all employees feel a sense of belonging.

When employees feel personally invested in their work and the company’s success, they are far more likely to stay.

Offer Competitive Compensation and Benefits

While salary isn’t the only factor in retention, it remains a crucial one. Employees need to feel they are being fairly rewarded for their contributions. A competitive salary, performance-based bonuses, and meaningful benefits—such as flexible working, wellness initiatives, and enhanced leave policies—can make a big difference in retention.

Beyond financial compensation, businesses should consider benefits that improve quality of life, such as hybrid working options, childcare support, and mental health resources.

Provide Clear Career Progression

Employees don’t just want a job—they want a future. Companies that offer structured career progression, training, and development opportunities are far more likely to retain their best talent.

• Invest in professional development, such as mentorship schemes and leadership training.
• Offer internal promotions to show employees they have room to grow.
• Support individual career goals, helping employees upskill in ways that benefit both them and the business.

A clear pathway for growth keeps employees motivated and reduces the temptation to seek opportunities elsewhere.

Strengthen Leadership and Management

Employees leave managers, not companies. Strong leadership plays a direct role in engagement and retention. Businesses should:

• Train managers in effective leadership, emotional intelligence, and communication.
• Encourage regular check-ins to ensure employees feel supported.
• Build a culture of trust and transparency, where employees feel comfortable raising concerns.

When leadership is strong, employees are more likely to feel engaged, valued, and inspired to stay.

Foster a Strong Employer Brand

Your employer brand is what keeps employees loyal. When people are proud to work for a company, they are far less likely to leave. Businesses should:

• Promote their values and mission internally as well as externally.
• Showcase employee success stories to reinforce a sense of purpose.
• Maintain a reputation for being a supportive, forward-thinking employer.

An employer brand built on trust, authenticity, and employee well-being will naturally reduce attrition and strengthen long-term workforce stability.

Future-Proof Your Team with the Right Retention Strategy

Reducing staff attrition isn’t just about keeping employees—it’s about creating an environment where they want to stay. By focusing on engagement, competitive benefits, career development, strong leadership, and a compelling employer brand, businesses can build a workforce that is committed, motivated, and primed for future success.

At Tandem Talent, we help organisations develop strategies that reduce attrition and cement high-performing teams. Get in touch with us today to find out how we can support your retention and talent engagement goals.

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.

With talent acquisition becoming more sophisticated, companies that fail to define and communicate a strong EVP risk losing out on the best candidates. So, how can businesses develop an EVP that not only resonates but sets them apart?

Understanding the Core of an EVP

An EVP is the sum of what a company offers employees in return for their skills, time, and commitment. It should answer the fundamental question: Why should someone work for your organisation instead of a competitor?

A strong EVP aligns with both company culture and employee expectations, covering five key areas:

• Compensation & Benefits – A competitive salary matters, but so do perks like wellness programmes, pensions, and flexible working.
• Career Development – Employees want growth opportunities, training, and a clear career path.
• Workplace Culture – A positive, inclusive, and values-driven culture is a major factor in engagement and retention.
• Work-Life Balance – Flexibility, remote work options, and support for mental well-being play a big role in job satisfaction.
• Purpose & Impact – Employees want to feel their work has meaning, whether through sustainability initiatives, social impact, or company vision.

Crafting a Future-Focused EVP

To develop a cutting-edge EVP, businesses must move beyond generic promises and create an offering that truly differentiates them. Here’s how:

1. Listen to Your People

An EVP should be authentic, not aspirational. The best way to craft one is to speak directly to employees—through surveys, focus groups, and exit interviews—to understand what they value most and where the organisation can improve.

2. Benchmark Against Competitors

A compelling EVP is distinctive. Researching what competitors offer can help businesses identify what makes them different. Whether it’s an innovation-driven culture, strong DEI (Diversity, Equity & Inclusion) initiatives, or industry-leading learning programmes, finding that unique edge is key.

3. Align with Business Strategy

An EVP should support long-term business goals. If a company is growing internationally, for example, it should reflect the opportunities for global mobility. If innovation is a priority, the EVP should highlight an entrepreneurial work culture.

4. Make It Personal & Human

Employees and candidates connect with real stories, not corporate jargon. Showcasing employee experiences, career journeys, and testimonials makes an EVP feel genuine and relatable.

5. Deliver on the Promise

An EVP is not just about attraction—it’s about retention. Companies must live up to what they promise, ensuring that employees experience the culture, benefits, and opportunities that were advertised. A disconnect between expectation and reality can lead to disengagement and high turnover.

Communicating & Embedding Your EVP

A strong EVP needs to be woven into every stage of the employee experience, from recruitment marketing to onboarding, internal communications, and career development. Businesses should leverage multiple channels—careers pages, social media, video content, and employee advocacy—to reinforce their message.

By developing a cutting-edge EVP, businesses position themselves as employers of choice, attracting the best talent while ensuring their workforce remains engaged and motivated for the long term.

At Tandem Talent, we specialise in helping organisations craft and communicate powerful EVPs that drive talent attraction and retention. If you’re ready to take your employer brand to the next level, get in touch with our team today.