The thorough and proven process to get the right associate architect into your team. Refined over the last 20 years.
Seven steps. Sourcing starts when all seven are signed off.
Most job roles start with a title (we need a …) and add a series of responsibilities to match, or not. This leads sourcing to start in the wrong place. Ben uses the last 11 years of writing SoWs to ensure that the job spec is based around what the architect needs to deliver and be measured against, and then adds a job title to that.
Who are you? What are your strengths? Where do you see a gap in your skill set? Do you want someone similar to yourself? Understanding all of these is crucial, as you will be working with this person day to day.
Who do you consider your best-performing architect? What of their characteristics and approach style would you like to see in your next hire? It is generally not possible to match, but this helps serve as a good guide.
Architecture is an influencing role. If an architect cannot build relationships and influence their key stakeholders, they cannot do their job. We look to speak to one or two of your key stakeholders and understand what they require from the role.
Every organisation is very different. An architect who performs very well in a very structured environment is likely to struggle in, say, a fast-paced start-up. So understanding your culture is essential to knowing what good looks like.
Architecture is a sales role. Architects have to be good communicators to be effective. What good looks like will depend greatly on a combination of pace, your stakeholders, and yourself.
Once we have established all of the above factors, we will send a revised job description and interview questions back to you for approval. Once complete, we can begin sourcing.
Three steps. Placeholder copy — to follow.
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Four steps. Placeholder copy — to follow.
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