Architects FORA isn't your traditional architecture firm. We're an award-winning, 100% virtual, women-led team of experts who are passionate about increasing quality housing and strengthening our communities. From large multifamily developments to densifying single family zones, our focus is simple: tackling the housing crisis from all angles. We work with clients who share our belief that housing should be affordable, beautiful, sustainable, and secure, enriching the lives of residents and their neighborhoods. 

We’re not your typical architecture firm — we practice with big goals and a rebellious spirit. Our team operates as a completely virtual practice and we're looking for collaborative, passionate, and solutions-minded professionals to join us. This is a fantastic opportunity to grow throughout all traditional phases of projects plus some not-so-traditional ones; we're breaking the mold and inventing new processes to offer unique value to our clients.

For this role in particular, we’re looking for someone with great design skills, a heart for community engagement, and an interest in growing their technical expertise. We’re fortunate to have a number of exciting new projects starting this year and would love to bring in a new mind for some fresh takes on how we design.

What We Offer

Architects FORA believes in creating a high quality of living for its staff and does so through transparent, equitable, and collaborative business practices. We know how important flexibility, autonomy, and compassion are to our wellbeing and ability to perform at our best, so we intentionally designed our business to put those needs first.

FORA’s Quality of Life Commitments to Our Staff

While the following benefits are hard to quantify monetarily, we’ve found they’re extremely valuable given their impact on our health and happiness. We always offer:

• 100% remote work from anywhere with high-speed internet policy

• Set your own schedule (as long as you’re available for team & project meetings)

• 80 hrs/2 wks policy - work 80 hours whenever you’d like within a 2 week window

• Up to 8 hours per week time dedicated to pursuing a research/knowledge specialty you’re passionate about

• Intentional staffing to 40 hours max per week 

• Flexible “Life Happens” leave (paid and unpaid) and firm-wide mental health days 

• Meaningful, fun projects with great clients and supported by our communities

• Mutual mentorship - we educate one another and host learning sessions regularly

• Exposure to all areas of practice and business development

• A tech-forward, cloud-based setup with the latest tools, systems, and resources available to set you up for success

FORA’s Standard Benefits Package

Some of our more typical tangible benefits include:

• 401k with 50% matching up to 6% of your salary

• QSEHRA contributions for health costs providing the maximum federal limits

• Technology/Home Office stipend (above and beyond company-provided equipment)

• Education reimbursement

• Association reimbursement

• 4 weeks/20 days Paid Time Off (PTO)

• 10 days Paid Holiday

• Paid volunteer and professional development time

• Robust company-issued tech+ package

FORA’s Equitable Salary Structure

Our salaries are simple, transparent, and reflective of our belief that everyone on our team is valuable in their own unique way. We offer 3 salary levels, aligned with or above AIA National Compensation averages, according to assumed risk and responsibility based on our firm’s leadership level structure. Salary increases are given equally to all employees according to annual cost of living inflation and company growth. 2026 salaries are:

/ Staff: $80k salary

// Associate: $95k salary

/// Senior Associate: $110k salary

We expect to hire for this role at a staff level, though will consider alternatives on a case-by-case basis. A staff member may be eligible for recognition as an Associate after 1 year at FORA if specific performance metrics are met (see below).

FORA’s Bonuses

We know it takes everyone on the team doing their best for the firm to do its best, so everyone shares in the profits of our business to recognize our collective efforts. Bonuses are awarded in two ways: Success & Loyalty (overall share of profit adjusted based on years with FORA) and Performance (based on quarterly evaluations of your effort and growth). 2025 bonuses equaled more than 20% of base salary for the highest level of performance.

Role & Performance Expectations

The FORA Performance Scorecard, co-developed by the FORA team, is an objective tool that defines our minimum expectations of ourselves and provides a roadmap for how we can grow together. It clarifies expectations, builds transparency, and celebrates excellence at every level. Each category reflects a different dimension of what it means to thrive at FORA: how we deliver, learn, connect, collaborate, and lead. The following is a summary of the different attributes we evaluate in our staff:

Deliverables

The craft and reliability of our work, ensuring every product we create is clear, accurate, and exceptional.

• Timeliness – anticipates and meets deadlines with foresight and accountability

• Accuracy – ensures precision, completeness, and quality control in all work

• Quality – delivers clear, polished, and standard-setting work

• Communication – conveys ideas clearly, confidently, and professionally

• Ownership – takes full responsibility for work and outcomes

Knowledge (Specialty)

The curiosity and expertise that make FORA smarter, deeper, and more impactful.

• Expertise – continually builds and applies subject-matter knowledge

• Team – shares learning and fosters cross-pollination of specialties

• Reputation – builds credibility through teaching, writing, and visibility

• Passion – brings enthusiasm and inspiration to learning and discovery

• Impact – turns expertise into measurable results for projects and the firm

Relationships

How we represent FORA in the world: with clarity, professionalism, and authenticity.

• Professionalism – represents FORA confidently and with integrity to all 4Cs (clients, consultants, contractors, & community)

• Clarity – communicates with accuracy, responsiveness, and empathy

• Community – engages with local and industry networks to strengthen connection

• Values – consistently embodies FORA’s four guiding principles

• Longevity – builds lasting, mutually beneficial relationships with our 4Cs

Culture

How we show up for one another, creating trust, joy, and shared purpose inside the firm.

• Team – builds trust and joy through collaboration

• Empowerment – elevates others to do their best work

• Mission – advances FORA’s purpose in housing and equity

• Integrity – acts with honesty, ethics, and transparency

• Responsibility – stewards time, finances, and firm resources wisely

Overall Skills

The habits, mindset, and leadership qualities that shape professional excellence and long-term growth.

• Depth – continually grows expertise and shares knowledge

• Improvement – embraces feedback and drives measurable growth

• Leadership – inspires confidence and guides others with clarity

• Ingenuity – applies creative, adaptive thinking to every challenge

• Value – contributes unique, irreplaceable impact to FORA’s success

How To Apply

Please use this form to upload your letter of interest telling us a little about what you're looking for and why you think this role might be a good fit along with your CV/resume and a link to your online sample of work/portfolio. 

Application Review Process:

Applications are accepted from Monday 1/5/26 through Sunday 1/11/26 at 11:59 pm PST. Our team will personally review all submitted materials (we don’t outsource this process to AI), follow up with applicants with any additional questions, and narrow down to a shortlist of interview candidates. We will reach out by 1/31/26 to schedule interviews in February.

Interview Process:

1. Feb 2 - Feb 13: 1st round of interviews: 30-45 minutes with the owners focused on values, culture, mission, and goals alignment (questions to be provided in advance)

2. By Feb 20: Notice to selected qualified candidate(s) with invitation for second interview

3. Feb 23-27: 2nd interview(s): 1-1.5 hours with firm leaders focused on knowledge and skills proficiency

4. By March 6: Offer extended to selected applicant via email with invitation to review together

5. Week of March 9: Follow up meeting to discuss/confirm

6. Position made available immediately upon acceptance