When you’re eager to find new employment in the competitive industries of interior design and architecture —and safe to say, in any industry —chances are you want the job offer and subsequent start date to happen as quickly as possible. And if a firm seems interested in hiring you, the temptation to dive right in might be hard to resist.  But going in with an attitude of “You like me! You really like me!” and neglecting to do your due diligence could prove to be not only a time-waster, but also, a costly (and potentially gut-wrenching) mistake.  As the leading recruiter to the luxury A&D industry, my advice is to put on your Sherlock Holmes detective hat, and start sleuthing around.

For job-seekers, it might seem like the employer holds all the cards, but that’s not always the case. Sure, they’ve got your resume, portfolio, and references. But guess what. They have a bio, portfolio or gallery of projects, and references (and reviews!) that you can… and should… be checking as well.  You have just as much right to know all you can about the firm and its players as they do about you, the individual they’re considering as a new hire. Moreover, aren’t you curious to know exactly what it is you’re getting yourself into? 

Some interior design businesses are stronger, better managed, and more solvent that others. Some are more vulnerable to downturns in the economy or in the sectors they serve. Some have more employee-friendly cultures.  While it’s unlikely you’ll get the full story prior to accepting the position, there are likely to be enough clues to go on when considering if the opportunity being presented is a good fit.

I recommend using the resources available to you through the internet, social media, and your professional networks to get the inside track on who the firm’s clients are,  their history,  their current leadership, their most recent projects, and their reputation in the industry. If you get invited to interview, do some investigating and find out how the firm is currently doing, what work it has ongoing and in the pipeline, and what its strategy is for bringing in new business.  Don’t hesitate to ask the tough questions, such as: How are this design firm’s financial reserves? How profitable is it? What is the turnover rate of staff, and when was last time (and under what circumstances) were employees were laid off? What happens if XYZ project is cancelled? Do the owners have any plans to downsize, sell, or merge the firm in the near future? The answers to these questions will be very telling, and extremely helpful when you’re deciding whether you do—or do not—want to come on board.

Given the current economic uncertainty, you want to make sure to protect yourself in the event something unexpected happens and the firm has to let some staff go. Since as “new kid”, you will have little to no seniority and therefore, you will likely be among the most vulnerable. As they say, the last to arrive is the first to leave.

Finally, if you are presented with an offer, request that the contract to include guaranteed severance… preferably with an extension of benefits. Remember, both the employer and the employee are taking a chance here, and accordingly, the risk should be shared.

Lloyd Princeton

Lloyd Princeton is the founder and principal consultant of Design Management Company. He is a noted expert in the field of architecture & interior design recruitment and management. With Lloyd’s consulting and guidance, interior designers and architects discover how to increase revenue, gain media exposure, and develop their businesses. Lloyd’s present and past clients include Victoria Hagan; Drake/Anderson; Branca; Polo Ralph Lauren; Kravet; Ann Sacks and hundreds of other reputable design and architecture firms throughout North America. Lloyd is also the author of Marketing Interior Design (2013, Allworth Press, NY) and a sought-after speaker internationally. For more information about Lloyd Princeton and Design Management Company, visit: www.dmcnyc.com