The latest recruitment and retention data reveals shifting expectations, transparency, and tools reshaping AEC firms’ talent strategies.
The labor market for architecture, engineering, and construction professionals isn’t getting any easier to navigate – and the latest data confirms it. Zweig Group’s newly released 2025 Recruitment & Retention Report of AEC Firms provides a deep look at how firms are competing for talent in a landscape marked by shifting expectations, rising transparency, and accelerating adoption of new tools.
Drawing on responses from firms across the United States and Canada, the report examines every stage of the talent pipeline – from how candidates are sourced and onboarded to how firms handle turnover, compensation, and career development. For leaders tasked with keeping their organizations staffed and competitive, the report offers a data-driven roadmap of what’s working right now.
What the numbers reveal.
Several themes stand out in this year’s data:
- AI adoption is accelerating. Nearly two-thirds of firms (64%) now use human resources information systems (HRIS) or applicant tracking systems (ATS), and almost half (44%) report these systems include AI capabilities to streamline hiring.
- The mid-level talent crunch is real. Professionals with three to 10 years of experience remain the most in-demand segment of the workforce, with 83% of firms citing this as their greatest staffing need.
- Recruiting partnerships are expanding. Two-thirds of firms (67%) are using external recruiters, showing a growing reliance on strategic partnerships to fill roles faster and more effectively.
- Pay transparency is growing. Perhaps the most striking shift: 20% of firms now give employees full access to compensation data – up from zero just two years ago. This change signals a move toward greater pay transparency and trust.
The stakes are high. Firms that fail to adapt to new expectations and competitive pressures risk losing talent to more nimble peers. As the report shows, success isn’t just about raising salaries – it’s about leveraging technology, building strong partnerships, and fostering transparency to create environments where employees want to stay.
For AEC leaders, the challenge isn’t just finding talent but keeping it. With turnover still a major concern across the industry, investing in smarter strategies and better tools has never been more critical.
Take the next step.
Zweig Group’s 2025 Recruitment & Retention Report of AEC Firms is designed to help you benchmark your practices against the industry, identify gaps, and take actionable steps to strengthen your workforce strategy. If your firm is serious about attracting and retaining top talent in today’s competitive market, this resource is essential. Learn more or access the full report here.
Kyle Ahern is manager of Data and Analytics at Zweig Group. Contact him at kahern@zweiggroup.com.
