1. Purpose
This policy outlines the principles and procedures for recruiting and hiring employees at Perkins
Eastman. It ensures a fair, consistent, and legally compliant process that supports our commitment
to diversity, equity, and excellence.

2. Scope
This policy applies to all full-time, part-time, temporary, interns, and contract positions across all
offices/studios/departments.

3. Guiding Principles
• Merit-Based Selection: Hiring decisions are based on qualifications, experience, and
alignment with firm ten guiding principles.

• Equal Opportunity: We are committed to providing equal employment opportunities
regardless of race, gender, age, religion, disability, sexual orientation, or any other protected
characteristic.

• Transparency: All job openings are posted internally and externally unless otherwise
approved by HR and Senior leadership.

• Confidentiality: All candidate information is handled with strict confidentiality.

4. Recruitment Process
a. Job Requisition
• Managing Principals, Studio/Department Leaders must submit a request including job
qualifications, budget approval from Co-Ceo’s (copy in their EC liaison for awareness), and
provide justification (replacement or strategic hire).

• HR reviews and posts positions on approved platforms including benchmark salary ranges.

b. Sourcing Candidates
• Internal referrals, job boards, LinkedIn, professional networks (AIA, SMPS, NOMA etc.), can
be used. Recruitment agencies are used based on the level of the role (strategic hire) and
the niche skill set with the Co-CEO’s approval.

• Diversity-focused sourcing strategies are encouraged.
c. Screening & Interviewing
• HR conducts initial screening based on qualifications.

• Selected candidates undergo structured interviews with studio/department leaders and
relevant hiring team members.

• Interview panels should be diverse and trained in bias mitigation.

d. Selection & Offer
• Final selection is based on interview performance, reference checks, and alignment with role
requirements.

• HR presents a verbal offer, prepares and extends the offer, including compensation,
benefits, and start date.

5. Onboarding
• New hires receive a structured onboarding plan including orientation, training, and support.

• Managers are responsible for ensuring a smooth transition and setting clear expectations.

6. Compliance
• All hiring practices comply with federal, state, and local employment laws.
• Background checks and eligibility verification (e.g., I-9) are required before employment
begins.

7. Policy Review
This policy is reviewed annually by HR and updated as needed to reflect changes in law, company
strategy, or best practices.