Many architects are already leading packages, mentoring juniors, and running client calls. But to set a clear route to becoming senior, you should start showing evidence now and keep it visible. If a studio cannot offer support or sponsorship, a move somewhere else might. Those already operating at a senior architect level face a transition of timing and proof. 

How do Hiring Managers Know You Are Ready? 

Most London-based hiring teams clearly view seniority. Candidates should take responsibility for outcomes and guide decisions. Titles vary across practices, but the core expectations stay similar. Readiness shows up in four areas that are easy to verify in interviews and on references. 

These are the responsibilities you have handled, decisions you’ve owned which earned client trust, the range of tasks completed without support, and your positive effect on team morale. 

Proving these in two recent projects usually places you closer to senior territory. 

What Experience Convinces Hiring Panels Fast? 

Hiring panels move quickly when evidence is specific and recent. It helps if you share examples of you demonstrating technical leadership and controlling a project. Keep things concise and avoid long background stories. 

Our consultants can help frame proofs like these for the studio you want to join. They know what each hiring manager watches for in the first ten minutes. You can use that insight to position yourself as a senior architect who delivers calm progress under pressure. 

Which Projects Show Leadership Without the Title? 

Not every practice updates titles on time. When your remit has outgrown your badge, choose case studies that make leadership obvious. Hiring managers want to see that others relied on you when it mattered and that you carried responsibility through to a result. Your record should also show that trust was earned along the way. 

Show that you chaired client or consultant meetings with clear actions and followed up. Explain how you set drawing standards or BIM protocols that others adopted and describe design reviews you ran. Include cases where you prepared fee and programme options and presented them for decision. 

On early stage projects, show how you resolved competing inputs and kept stakeholders aligned. These can all prove how you operate at a senior architect level even without the label. 

How Can Your Portfolio Read Like a Senior’s? 

A portfolio works best as evidence, not a scrapbook. A senior document is organised around decision making. Try to show judgment as well as images. Three or four well-chosen projects usually do the job, with enough technical proof to hold up under close review. Try this simple structure: 

• Project summary with value, stage, client type and your mandate 

• The two biggest problems you faced and how you solved them 

• A short set of drawings or models that prove coverage and detail 

• One page on outcomes such as approvals and programme recovery 

Clear labels help a non-specialist follow your choices. Briefly explain how the work moved forward under constraints. A clean, readable portfolio sets you apart as a senior architect who understands how hiring managers think. 

What Interview Questions Should You be Ready to Answer? 

Interviews for senior positions aim to test judgement. Expect practical scenarios and questions about how you handle conflict. Short answers land better. Describe the situation, outline the route to a decision and explain what changed as a result. 

Typical question themes include client pressure, risk on site, value engineering and quality control. Interviewers also ask about mentoring and team culture. Have one example ready for each theme. It helps to bring numbers when you can. You can state a cost delta or a reduction in RFIs. Clear data helps the panel view you as a senior architect who gets results. 

Where do Salaries and Bands Sit in London Right Now? 

Compensation can vary. Growth firms with complex projects tend to pay at the upper end. Smaller studios often trade higher autonomy and creative freedom for mid-range salaries. Hybrid policies also influence offers. An office rhythm with focused collaboration can improve productivity and support quality. This can be attractive as you step into wider responsibility. 

If you want a current view, talk to us. Consultants share live salary ranges and context so you can weigh up and compare. 

How do You Manage People Without Formal Line Reports? 

Leadership often shows up without actually owning a team. Consider where your behaviour raises standards and removes friction. List the small moves that boost confidence and help colleagues make progress. Such moments are often the signals that interviewers remember. 

Sharing meeting plans before the session helps everyone arrive ready. Offer kind feedback that is tied to the drawing or decision. Flag any risks early and propose two or three workable options. 

Keeping one or two of these examples ready, with outcomes, is enough to position yourself as a senior architect who builds trust. 

How do You Keep Focused When the Pressure Rises? 

People in senior positions tend to steady the pace and strong candidates are those who show a few habits that hiring teams spot quickly. This includes: 

• A live decision log 

• Short weekly notes 

• A tidy model and drawing set 

Habits like these help clients feel in control. They also signal you are ready for wider responsibility. 

Where Should You Network in London to Meet Hiring Managers? 

Private networks still move the market. You can widen those circles by showing up where hiring partners spend time. We have a calendar of small, useful events where you can meet practice leaders and mentors. Sessions are friendly and useful, with conversations that matter. Adding one event a month can really help. 

For a quieter route, spend fifteen minutes after each event to follow up with two people. Over time, this places you on the radar for the next senior architect brief that fits your goals. 

How Can Place Help You Find the Right Senior Opportunity? 

We work with practices across housing, cultural, workplace and mixed use. Consultants are architect trained and speak your language. If you are ready to explore options, start with a short call and a review of your portfolio. Then look through our current listings. You will find senior roles across London and the Southeast with clear scopes and realistic expectations. A consultant can introduce you to the right people and keep the process moving. 

What Should You do This Month to Progress? 

A simple plan helps when you stick to it. You do not need to overhaul your career in a week. Small steps add up when you focus on evidence and relationships. Use the checklist below and tick off each item as you go. 

• Refresh your portfolio and CV to match the jobs you want 

• Ask a trusted colleague for feedback on one project case study 

• Book into a Place event and add it to your calendar 

• Apply to one live senior vacancy that fits your experience 

This keeps momentum high and your profile up to date, as you look to become a senior architect. 

How Can we Help You Move Up? 

Progress tends to be faster when you are visible to the people who hire. Join a Place event, speak to a consultant and look at the current senior vacancies. For help with the process, send your CV and portfolio for a quick review. When the evidence shows you are already a senior architect, the right move may be closer than you think.