Employees at Oppenheim Architecture.

Since it's founding almost twenty years ago, Oppenheim Architecture has grown into an award-winning firm with a diverse array of projects spanning over 25 countries. Headquartered in Miami—with additional offices in New York and Switzerland—the firm has done so through promoting and supporting the professional and personal development of its talented staff that continues to grow.  

What does OA expect from job applicants when it's time to hire new employees? In Archinect's latest “How To Get A Job At ____”, the firm's Director of North American Operations, Timothy Archambault, discusses the importance of a strong portfolio and the most common mistakes applicants make.

What positions are the highest in demand at your firm?

It’s challenging to find projects managers with 7-10 years of experience. They’re in short supply because of the economic crisis in 2008 – a lot of architects shifted career paths during that period.

We like to have people with an international background. However, due to changes in visa policies, it’s more and more difficult to hire architects from abroad.

When meeting with a candidate, what is the best way that they can make a positive first impression during the interview?

It all comes down to the portfolio. You can know from the first 10 seconds if the person is a qualified candidate. After that, the CV matters to most.

Once you know that a person is talented and that their work is strong, we bring them into an interview. The best way to make a good impression is to be critical and open about your strengths and weaknesses.

What is the most common mistake that candidates make when applying to your firm?

The biggest mistake is only sending a CV and no portfolio. For us, the portfolio is critical. It really needs to be clear, concise, and showcase good graphics quality. If there’s no editing, it shows a lack of critical thinking. It’s also very important to keep attachments under 6MB.

What makes an outstanding CV/portfolio?

Make a portfolio that is immediately impactful. There are portfolios from last week that I already don’t remember. But there are also portfolios from 4 years ago that still stand out. Make sure everything is consolidated, clear, and edited.

How important is an applicant's educational background?

It comes after the portfolio and experience. For us, if the work is already great, education is secondary.

What kind of training do new hires receive during their first day on the job?

There’s an initiation process that covers the office policies, meeting co-workers, the design process, and file archiving. After that, new hires are briefed on the projects they will be working on.

Do you have an internship program? If so, briefly describe.

We accept interns through the different schools we work with.

How do you encourage a work-life balance for your employees? Does your firm have any fun, longtime traditions?

We are fortunate to work in the extraordinary subtropical climate of Miami, which allows us a multitude of outdoor social activities. These range from boating and barbecues to other beach-related activities, which allows all staff to appreciate nature at its finest.

Work-life balance is critical for us. First, it allows for individual development. It’s very important to have diverse life experiences and to be educated through the world at large. Second, traveling and being exposed to different cultures allows for different ways to problem solve – particularly on international projects.

How does Oppenheim Architecture promote diversity and inclusivity in its work culture?

We are an equal opportunity employer. But beyond this, we also believe that diversity is essential for finding new ways to solve problems and thinking in different ways.

Being headquartered in Miami, does the city have a big influence in your design practice? How?

Because of the subtropical climate, a lot of our work has to do with the implication of landscape and nature in design.

Having come to Miami from Beijing, I feel the same type of energy as when I was in China. There are a lot of new developments and cultural changes. It’s a very exciting time to be in the city.

Based on your own observations, how has Oppenheim Architecture's design process and work culture evolved since it was established? What aspects of your practice do you want to improve?

Everything has been continuously evolving since our foundation, almost 20 years ago. Our process and culture have changed mainly through the international opportunities we’ve had.

There is always room for improvement, and we pride ourselves on creating an environment where staff can develop professionally and personally. We are always striving for perfection. Growth is important to us on several levels such as individual development in continuing education which OA promotes, supports and sponsors for all staff. We are currently in the process of establishing a west coast office for several new projects throughout that region.

If a job candidate had the choice between you and another firm, what argument would you use to win them over?

The firm does not agree with pigeonholing anyone on a signal task or expertise level. Thus, everyone can achieve their highest level of experience without being limited by the firm's structure and design process. Everyone has the potential for maximum synergy throughout the design phases while maintaining high standards of professional growth in an exciting, diverse work environment. We have diverse projects all over the world located in some of the most sublime sites nature can offer.