If you’ve had an “urgent” opening sitting on your careers page for three months… it’s not urgent.
That might sound blunt, but it’s the reality across the AEC industry right now. Firms say they need someone yesterday, yet their hiring process moves like it’s got nowhere to be.
Meanwhile, the best candidates? They’re off the market in 2–3 weeks.
So what’s really going on?
The Harsh Truth: It’s Not the Market
A lot of firms default to blaming the talent pool.
“There just aren’t any good candidates out there.”
That’s rarely the case.
Are there shortages in certain markets? Sure. But more often than not, the issue isn’t a lack of candidates—it’s a hiring process that’s slow, overly complicated, or unrealistic.
1. Too Many Decision-Makers
This is one of the biggest culprits.
You’ve got:
- A Principal
- A Studio Lead
- HR
- Maybe even ownership
Everyone wants input. No one wants to make the call.
So what happens?
Weeks go by between interviews. Feedback trickles in. Candidates lose interest—or accept another offer.
Simple fix:
Decide upfront who the final decision-maker is. Not five people. One.
2. Your Process Is Too Slow
Here’s how it usually plays out:
- Week 1: Initial interview
- Week 3: Second interview
- Week 5: “We’re still discussing internally”
- Week 7: Offer goes out
By that point, the candidate is long gone.
Reality check:
Top candidates are interviewing with multiple firms at once. If you’re not moving quickly, someone else is.
What smart firms do:
- Compress interviews into 1–2 weeks
- Make decisions within days, not weeks
- Keep communication consistent
3. You’re Looking for a Unicorn
Every firm wants:
- 10–15 years of experience
- Strong design and technical skills
- Client-facing ability
- Leadership experience
- Expertise in multiple project types
All for a mid-range salary.
That person doesn’t exist—or if they do, they’re not taking that job.
The better approach:
Hire for strengths, not perfection. You can build a great team faster by complementing skill sets instead of chasing a mythical all-in-one hire.
4. Compensation Doesn’t Match Expectations
This one is simple—and often ignored.
If your salary range doesn’t align with the market, candidates won’t engage. Or they’ll drop out midway through the process.
And no, “great culture” doesn’t make up for a $15K–$20K gap.
What to do:
- Know the market (this changes faster than most firms realize)
- Be flexible when you find the right person
- Understand that top talent comes at a cost
5. Your Job Description Isn’t Helping
Most job descriptions are written like internal checklists—not something that attracts candidates.
They’re long, generic, and filled with requirements that don’t actually matter.
Candidates skim them and move on.
What works better:
- Talk about real projects
- Highlight growth opportunities
- Be clear about what success looks like in the role
6. You’re Waiting for the “Perfect Time” to Decide
This one quietly kills more hires than anything else.
Firms hesitate:
- “Let’s see a few more candidates”
- “Let’s regroup next week”
- “Let’s make sure we’re 100% confident”
Meanwhile, the candidate you liked accepts another offer.
Truth is:
You’re never going to have perfect information. At some point, you have to make a decision.
The Bottom Line
If your “urgent hire” is still open after 90 days, it’s not because of a lack of talent.
It’s because your hiring process isn’t aligned with how the market actually works.
The firms that are winning right now:
- Move quickly
- Set realistic expectations
- Make decisions with confidence
- Understand what candidates want
And it shows—in the people they’re bringing on board.
Need Help Filling a Critical Role?
At Leadmark Group, we specialize in helping architecture and AEC firms find and secure top talent—quickly and confidentially.
If you’ve got a role that’s been open too long, let’s talk.
Email: manderson@leadmarkgroup.com
Website: www.leadmarkgroup.com