Should you prioritise Revit experience when hiring Architects?
Every week, we speak to architecture practices across the UK about the people they’re looking to hire. One conversation this week stood out because it highlighted how hiring priorities are evolving.
A practice said to us:
“We’d train the right person on Revit.”
It’s a simple comment, but it reflects something we’re hearing more frequently across the market.
Looking beyond software skills
Revit remains an important part of many architecture roles, but for a growing number of practices, it isn’t the only factor influencing a hiring decision.
When we speak to employers, the conversation often centres around qualities that are much harder to teach, including:
- UK project experience
- Technical detailing and coordination
- Knowledge of building regulations
- Experience across RIBA stages
- Communication and collaboration skills
- The right attitude and willingness to develop
Software proficiency can often be improved with training and support. Practical experience and technical judgment take years to build.
Creating a wider talent pool
The practices seeing the best hiring outcomes are those that focus on the skills that will make the biggest difference to the role, while remaining open to developing other areas.
Where appropriate, making it clear that training is available can encourage applications from experienced professionals who have everything else you’re looking for.
It can also strengthen your employer brand, showing candidates that your practice invests in people’s long-term development rather than expecting them to tick every box from day one.
3 questions to consider before advertising your next role
- Which skills are essential from day one?
Identify the capabilities someone needs to be effective immediately and separate them from skills that could be developed after they join.
- Could flexibility improve the quality of applicants?
Being open about where training is available may attract candidates with valuable experience who bring a broader range of strengths to your team.
- Does your job advert reflect your hiring approach?
If you’re willing to support someone’s development, say so. A line about training opportunities can make your advert more appealing and help set realistic expectations.
Every practice has different hiring requirements, and there will always be roles where strong Revit experience is essential.
However, if you’re open to developing the right person, communicating that in your recruitment process can make a real difference. It broadens your talent pool, reinforces your commitment to employee development and helps ensure you’re hiring for long-term potential as well as current capability.
In a competitive architecture recruitment market, sometimes the best hire isn’t the person who ticks every box. It’s the person with the right experience, mindset and potential to grow with your practice.
