Hiring solution architects

Fostering growth and development is at the core of why companies hire solution architects in the first place. The strongest candidates understand how principles of scalability guide their work in establishing processes that can handle the needs of a growing company without strain — and that can maintain its efficiency at each stage.

Application programming interfaces (APIs) are common tools for solution architects. They help developers to build connections between different software tools, otherwise known as “integrations.” An ideal candidate has experience working with APIs and knows how to construct an API that will be easy for other employees and developers to understand and use.

Solution architects swear by certain principles. In general, they strive to make their solutions as simple, efficient, and clear as possible — the acronym KISS (“keep it simple, stupid”) is almost a mantra. The best candidates are familiar with these principles and stick to them daily as they develop tools and formulate solutions to the unique problems a company faces.

Many solution architects may feel more comfortable taking charge of every aspect of a project, from development to implementation. However, an ideal candidate knows how to work with a team to develop stronger solutions than they might be able to achieve on their own. The candidate’s response helps to demonstrate their past accomplishments and ability to work collaboratively.

As solution architects bring their expertise to bear on improving processes and streamlining workflow, they may encounter a gap in their current skillset that makes the most straightforward solution more difficult to implement. In these cases, the best candidates will strive to enhance their knowledge and expand their problem-solving toolbox.

The best candidates aren’t satisfied with adequacy: they’re always looking to improve processes by assessing their own work and figuring out how to make it better. This means taking an objective look, identifying areas where a solution could be more efficient or thorough, and taking steps to make that change a reality.

The best teachers can explain complicated concepts in a simple manner without oversimplifying. Similarly, the best solution architects can succinctly explain their work to stakeholders and nontechnical employees to ensure that every member of the team, regardless of background or experience, is prepared to interact with new implementations.

Everyone needs a helping hand now and then. For solution architects, whose work can be quite complicated, accepting the support of team members is critical to ensuring that a finished product is of the highest quality possible. The best candidates know when and how to delegate their responsibilities — and know which tasks they can’t delegate.

Although they possess extensive technical expertise, solution architects still need to get buy-in from key stakeholders to receive the tools and resources necessary to implement their solutions. A strong candidate will be able to advocate for their solutions and win the support of key decision-makers with detailed and comprehensive arguments.