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OPINION
The future of talent
T he AEC industry is facing one of its most pressing challenges: attracting and retaining young professionals. The conversation often centers around salaries, but compensation is only part of the equation. Today’s emerging leaders are seeking something deeper – purpose, mentorship, flexibility, and a clear path for growth. To succeed against recruiting and retention challenges, firms must prioritize growth, flexibility, and belonging to empower emerging leaders.
Ricardo Jesus Maga Rojas, Assoc. AIA, NOMA, WELL AP, LEED AP BD+C, PMP
When I reflect on my own journey in architecture and project management, I realize that the moments that kept me engaged and motivated weren’t just tied to a paycheck. They were moments when I felt mentored, trusted, and seen for the unique perspective I bring. That sense of belonging is what will make or break a firm’s ability to retain talent over the next decade. WHY GROWTH AND MENTORSHIP MATTER NOW MORE THAN EVER. Young professionals today are entering an industry at a time of rapid transformation. Technology, sustainability, and the rise of generative AI are reshaping the way we work. But amidst this change, there is one constant: people want to grow. Mentorship is often the missing link. It is not enough to hand a new hire a project and expect them to sink
or swim. Emerging leaders thrive when they have someone who invests in their success – someone who takes the time to explain not only the “how,” but also the “why” behind decisions. This doesn’t need to be a formal mentorship program (though those help); it can be as simple as creating regular check-ins between project managers and younger team members to discuss both technical skills and career goals. By showing a genuine interest in a young professional’s trajectory, firms demonstrate that they see their employees as more than billable hours – they see them as future leaders. I greatly benefited from mentors who did not just assign tasks but gave me room to ask questions, challenge assumptions, and lead. Those experiences
See RICARDO JESUS MAGA ROJAS , page 4
THE ZWEIG LETTER NOVEMBER 10, 2025, ISSUE 1609
ELEVATE THE INDUSTRY®
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