10 THINGS WE STAND ON

Firms don’t need ten okay candidates. They need two worth meeting.
Volume is easy. Judgment is the work.
You shouldn’t have to explain architecture to your recruiter.
Titles, project phases, software, delivery, client relationships, CA, design leadership, the details matter because the details are usually where the fit lives.
A candidate is not another resume to blast across a market.
Understand what they actually want, protect their reputation, and only make introductions that make sense.
The best person for a role probably didn’t apply.
Good recruiting means getting beyond the job board, beyond the active applicant pool, and into conversations with people who weren’t planning on moving.
No giant teams. No account manager. No handoffs.
The person who wins the work should be the person doing the work.
If 30 good architects hear the opportunity and 25 say no for the same reason, that is information.
The job is not just to keep searching. It is to tell the truth about what the market is saying.
A placement that makes no sense is not a win.
The best outcome is a move that is genuinely better for the candidate and genuinely useful for the firm.
“Great candidate” means nothing.
Ten years of healthcare work, led CDs, manages consultants, strong in Revit, lives 20 minutes away, that means something.
Sending resumes is not worth 18%-25%.
Finding people a firm couldn’t reach, understanding why they might move, shaping the opportunity, managing the process, and getting the hire across the line is.
The goal is not to become a giant recruiting company.
The goal is to build a focused, profitable business known for knowing the market, knowing the people, and doing very good work.

FAQs

How are you different from other recruiters?

1

I spent nearly seven years practicing architecture before moving into recruiting. I understand the work, the titles, the software, and the difference between someone who looks right on paper and someone who can actually step into a studio and contribute.

What does it cost to work with you?

2

we work on a contingent basis. There’s no upfront cost, and you only pay a fee if you hire someone I introduce. Most searches are handled at an 18% fee with a 90-day replacement guarantee.

Do you only work with candidates who are actively looking?

3

No. A big part of the work is reaching people who are employed, doing well, and not spending their evenings applying to job posts. Those are often the people firms have the hardest time reaching on their own.

What happens if the search is harder than expected?

4

I’ll tell you what I’m seeing. If compensation, location, title, flexibility, or the scope of the role is consistently turning strong people away, you’ll hear that from me. The goal isn’t to keep a search alive forever. It’s to figure out what the market is telling us and adjust accordingly.