Hire New Grads: Growing the Calgary Interior Design Industry
COPPER 8
Fresh talent strengthens our industry and ensures a strong future for the Calgary interior design industry. Hiring and mentoring new grads is an investment in individuals and in the industry itself.
Yet, many firms hesitate to bring on recent graduates, citing concerns about training costs, slower productivity, or the steep learning curve. At COPPER 8, however, hiring new grads from various interior design programs is a core part of our philosophy and our success. For example, we’re proud to have welcomed graduates of Mount Royal University’s Interior Design Program in Calgary over the years.
Our commitment goes beyond business strategy; it’s about professional responsibility. We’re committed to giving back to the industry that shaped us.
Let’s explore the benefits of hiring new grads by exploring:
The value of emerging interior design talent
Common misconceptions about hiring new grads
The benefits of hiring new grads in the Calgary interior design industry
Advice for interior design firms in Calgary when hiring new grads
The value of emerging interior design talent
So, why consider hiring new graduates? They may not have the depth of experience your senior designers do, but they enter the industry with a unique mix of energy, creativity, and technical skills.
These new grads have worked hard to join the industry, and their commitment is evident. According to the most recent data from Mount Royal’s Interior Design Program, 80% of graduates are employed in interior design or a related profession. Just over 12% have gone on to Master of Architecture programs.
Their education has evolved alongside industry advancements, enabling them to bring fresh ideas and cutting-edge presentation techniques. Their ability to visualize and communicate design concepts is often well beyond what many established professionals could do at the same stage in their careers.
New graduates introduce new theoretical applications that push the field forward. Their education is grounded in critical thinking, ethical considerations, and human-centred design, which helps challenge assumptions and refine best practices within firms.
We’ve seen how their exposure to inclusive and sustainable design theories enhances our team’s approach, ensuring our work remains thoughtful, progressive, and aligned with evolving industry standards.
Beyond their technical abilities, new grads bring a contagious enthusiasm to design work. They remind senior designers why they entered the field in the first place, reigniting their passion and encouraging them to approach projects with fresh eyes. This energy benefits the entire team, fostering a dynamic and innovative studio culture.
Most importantly, new grads challenge assumptions. They ask questions that force firms to rethink ingrained processes, exposing inefficiencies and outdated methods. Rather than seeing this as a burden, firms should recognize it as an opportunity for continuous improvement.
Breaking down misconceptions about hiring new grads
One of the biggest misconceptions about hiring new graduates is the perceived return on investment, or lack thereof. Many firms believe that bringing on a junior designer will slow production, take up too much senior staff time, and ultimately reduce profitability. However, this assumption ignores the long-term benefits of mentorship.
Instead, hiring new grads is an opportunity to shape designers from the ground up, instilling strong skills and workflows before habits set in. While there is an initial time investment, a bit of patience brings rewards over time. With the right mentorship, new designers ramp up faster than many expect, often contributing meaningfully to projects within months.
Some firms may be hesitant to train their future competitors. However, investing in the next generation strengthens the industry as a whole and raises the profession’s standards. This ensures that new designers become well-respected industry peers when they eventually branch out.
Overcoming common challenges of hiring and mentoring new talent
Mentoring new designers requires a thoughtful approach. The key is to have a structured plan in place. Assigning new grads to experienced team members who are invested in mentorship, not just obligated, ensures they get the support they need.
Mentoring is not a top-down initiative; every employee has opportunities to mentor, regardless of title or experience. Our new grads learn from everyone, from senior designers to our executive assistant. The latter mentors them in building a solid foundation of best practices, enabling them to handle office procedures and administrative documents with competence and thoroughness.
Try not to expect immediate returns. While the first project a new grad works on might not be profitable, their experience will pay dividends over the long term. By allowing senior designers the time to mentor without stressing over project hours, we create a learning environment where junior team members can grow while contributing meaningfully.
This approach pays off quickly. Recently, a junior designer at COPPER 8 was given the opportunity to collaborate on a commercial design project alongside a senior designer. The result? A design so well-executed that the client was blown away.
The benefits of hiring new grads in the Calgary interior design industry
Beyond the immediate benefits to individual firms, hiring new grads strengthens the entire profession. Experienced designers help elevate the industry standard when they take on mentorship roles. A well-supported pipeline of new talent ensures that the profession continues to evolve, innovate, and remain competitive.
The best designers didn’t achieve success on their own. Along the way, mentors, colleagues, and industry leaders invested time and knowledge to support their growth. Continuing that cycle of mentorship ensures interior design remains a respected, high-calibre field rather than a fragmented industry where knowledge is guarded instead of shared.
An industry that fails to invest in its future risks stagnation, while one that embraces mentorship and new talent will continue to thrive.
Advice for interior design firms in Calgary when hiring new grads
Preparation is key for firms hesitant to hire new graduates. Bringing in new designers requires a structured plan and team buy-in.
Consider these questions:
Who will oversee their work and provide mentorship?
How will knowledge transfer happen within the firm?
What are reasonable expectations for the first few months?
How will we support senior team members in training new hires?
What kind of follow-up is needed for both new grads and senior designers?
It’s essential to have a concrete plan for integrating new grads into your workflow, and to check in over time to ensure everyone involved feels the arrangement is accountable, supportive, and productive. Many companies assume junior designers will learn through observation or occasional guidance, but structured mentorship is what allows them to develop quickly.
Another critical success factor is ensuring senior team members feel supported in their mentorship roles. Design firms should recognize that mentoring time is valuable and an investment in efficiency and team development.
Hiring new grads allows industry leaders to shape the future of interior design. By embracing mentorship, fostering innovation, and raising the industry standard, firms that invest in new designers contribute to a stronger, more vibrant profession.
If you’re in the Calgary interior design industry and haven’t considered hiring recent graduates, now is the time to rethink your approach. The rewards, both immediate and long-term, are well worth it.
Connect with us to learn more about our design philosophy or discuss an upcoming commercial design project.
