{"id":14795,"date":"2026-02-18T10:57:29","date_gmt":"2026-02-18T09:57:29","guid":{"rendered":"https:\/\/highline.global\/?p=14795"},"modified":"2026-02-18T11:45:15","modified_gmt":"2026-02-18T10:45:15","slug":"prestige-practices-struggling-to-hire","status":"publish","type":"post","link":"https:\/\/highline.global\/fr\/prestige-practices-struggling-to-hire\/","title":{"rendered":"Pourquoi les agences prestigieuses peinent \u00e0 recruter et pourquoi personne n\u2019ose l\u2019admettre"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"14795\" class=\"elementor elementor-14795\" data-elementor-post-type=\"post\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-bb65845 elementor-section-boxed elementor-section-height-default elementor-section-height-default elementor-invisible\" data-id=\"bb65845\" data-element_type=\"section\" data-e-type=\"section\" 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data-id=\"41afdc94\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;,&quot;animation&quot;:&quot;fadeIn&quot;}\">\n\t\t\t\t\t\t\t<div class=\"elementor-background-overlay\"><\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-139540cc\" data-id=\"139540cc\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1f24ac94 elementor-widget elementor-widget-spacer\" data-id=\"1f24ac94\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1978e0f0 elementor-widget__width-initial elementor-widget elementor-widget-heading\" data-id=\"1978e0f0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Why prestige practices are struggling <\/br>to hire and nobody wants to admit it<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2ec726b5 elementor-widget elementor-widget-spacer\" data-id=\"2ec726b5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-b27e0ff elementor-section-boxed elementor-section-height-default elementor-section-height-default elementor-invisible\" data-id=\"b27e0ff\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;animation&quot;:&quot;fadeIn&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e30b93e\" data-id=\"e30b93e\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-545c9494 elementor-widget elementor-widget-spacer\" data-id=\"545c9494\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-32f3dfa8 elementor-widget elementor-widget-text-editor\" data-id=\"32f3dfa8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<h5>Has brand power finally stopped compensating for outdated leadership and culture?<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-75514261 elementor-widget elementor-widget-spacer\" data-id=\"75514261\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-183d37b2 elementor-section-boxed elementor-section-height-default elementor-section-height-default elementor-invisible\" data-id=\"183d37b2\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;animation&quot;:&quot;fadeIn&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-298cbef3\" data-id=\"298cbef3\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1f5873c8 elementor-widget elementor-widget-text-editor\" data-id=\"1f5873c8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p data-start=\"238\" data-end=\"468\">For decades, prestige practices set the rules of the talent market. Their names opened doors, their projects defined careers, and their reputations allowed them to choose from the very best graduates and experienced professionals.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Today, something has shifted. Quietly, but decisively.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Many of these same firms are now struggling to hire. Roles stay open longer. Shortlists are weaker. Offers are declined. And yet, very few leaders are willing to say the uncomfortable part out loud. The issue is not a lack of talent. It is that prestige alone no longer carries the weight it once did.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">The market has matured, and so have the people in it.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Experienced architects, designers, and technical leads have already worked on landmark projects. They have contributed to award-winning schemes and seen their work published. At this stage in their careers, prestige is no longer a differentiator. It is simply assumed. What they want now is something far more practical. They want clarity, progression, and a sense that their time and expertise are respected.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Many prestige practices still struggle to provide that.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">One of the biggest disconnects lies in how these firms view their own desirability. Internally, leadership often believes that the brand alone justifies slower processes, lower flexibility, and more demanding expectations. Externally, candidates see something else entirely. They see long hours framed as commitment, vague career paths masked as opportunity, and rigid hierarchies defended as tradition.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">What was once tolerated early in a career is no longer accepted mid-career.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Hiring processes expose this gap quickly. Lengthy interview stages, inconsistent feedback, and unclear decision making send a strong message to experienced candidates. If a firm cannot run a focused and respectful hiring process, it raises doubts about how it manages teams, projects, and people day to day. Prestige does not compensate for friction, especially when candidates have alternatives.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Another factor is role design. Many prestige practices are asking for exceptional people while offering roles that are narrowly defined and slow to evolve. Responsibility increases, but authority does not. Technical and design leaders are expected to carry projects, mentor teams, and protect quality, all while having limited influence over fees, resources, or timelines. This imbalance is increasingly visible to candidates who have experienced more empowered environments elsewhere.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">There is also a generational shift at play. Younger professionals entering the industry are less willing to trade personal wellbeing for brand association. They have watched peers burn out. They have seen senior figures leave quietly. They are far more informed about how different studios operate and far less impressed by legacy narratives.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Prestige practices often underestimate how quickly this information circulates. In a tightly connected industry, reputations are built not only on projects, but on how people are treated when deadlines slip, bids are lost, or markets slow. Candidates listen closely to those stories, even if they are never written down.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Flexibility has become another pressure point. Some firms still position office presence as a proxy for commitment. For candidates who have already proven they can deliver complex work across hybrid models, this feels outdated. When flexibility is refused without a clear, practical reason, it is read as control rather than culture. Prestige no longer justifies that trade-off.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Compensation adds another layer of tension. While many prestige practices remain competitive on paper, they often lag behind the broader market once responsibility, overtime, and scope creep are factored in. Candidates are increasingly aware of this gap. They are no longer willing to accept lower effective pay in exchange for association with a name, particularly when mid-sized studios and alternative employers offer both quality work and better balance.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Perhaps the hardest truth is that some prestige practices have not evolved internally at the same pace as the industry around them. Management structures remain top-heavy. Decision making is slow. Leadership development is informal at best. Talented people enter these firms expecting mentorship and progression, only to find that advancement depends more on endurance than impact.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">The result is a growing credibility gap. Prestige still attracts attention, but it no longer guarantees commitment. Candidates are looking beyond logos to assess how work is actually delivered and how people are supported. When those realities fall short, they walk away quietly.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">What makes this difficult to admit is that prestige practices have long been positioned as the destination. Acknowledging hiring struggles requires acknowledging that the market has changed and that brand power alone is no longer enough.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">The firms that will succeed are not those that defend tradition, but those that modernise without losing identity. Clear progression, thoughtful role design, credible leadership, and trust-based working are no longer optional. They are expected.<\/p><p data-start=\"238\" data-end=\"468\">\u00a0<\/p><p data-start=\"238\" data-end=\"468\">Prestige still matters. It just no longer excuses everything else. It may open doors, but it no longer secures commitment. Highline works with architecture and design leaders to modernise hiring, leadership, and role design so great people choose to stay, not just arrive.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1c19794b elementor-section-boxed elementor-section-height-default elementor-section-height-default elementor-invisible\" data-id=\"1c19794b\" data-element_type=\"section\" data-e-type=\"section\" data-settings=\"{&quot;motion_fx_motion_fx_scrolling&quot;:&quot;yes&quot;,&quot;animation&quot;:&quot;fadeIn&quot;,&quot;background_background&quot;:&quot;classic&quot;,&quot;motion_fx_devices&quot;:[&quot;desktop&quot;,&quot;tablet&quot;,&quot;mobile&quot;]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<section class=\"elementor-section 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class=\"elementor-element elementor-element-1c85ac8b elementor-widget elementor-widget-text-editor\" data-id=\"1c85ac8b\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><a href=\"https:\/\/highline.global\/modern-slavery-act\/\">Modern Slavery and Ethical Recruitment Policy<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4e31594d elementor-widget elementor-widget-spacer\" data-id=\"4e31594d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-62114de elementor-widget elementor-widget-text-editor\" data-id=\"62114de\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>\u00a9 Highline Group 2026<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-48bc2b4c elementor-widget elementor-widget-spacer\" data-id=\"48bc2b4c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Les agences prestigieuses peinent \u00e0 recruter. D\u00e9couvrez pourquoi la marque seule n\u2019attire plus les meilleurs talents en architecture et ce que les entreprises doivent changer pour rester comp\u00e9titives.<\/p>","protected":false},"author":155893518,"featured_media":14796,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_crdt_document":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[1363],"tags":[],"class_list":["post-14795","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-advice","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Why prestige practices are struggling to hire and nobody wants to admit it<\/title>\n<meta name=\"description\" content=\"Prestige practices are struggling to hire. 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