How Tech Stacks Influence Candidate Decisions in Software Engineering Roles

<p>The shift from individual contributor to leadership in the engineering sector is both an exciting opportunity and a significant professional challenge. For many engineers, this transition marks a turning point in their careers - one that requires a new mindset, new skills, and a new definition of success.<br>While strong technical ability often earns an engineer a promotion into management, succeeding in a leadership role requires much more than technical excellence. In fact, many talented engineers find the move to management surprisingly difficult, especially when it comes to managing people, prioritising work at a higher level, and letting go of hands-on tasks.</p>
<p>In this blog, we explore how engineers can successfully make the transition into leadership roles, what challenges to expect, and how employers can support this critical career step.</p>
<h3>&nbsp;</h3>
<h3>Why Engineers Transition into Leadership</h3>
<p>There are several reasons why engineers choose to move into management roles. For some, it&rsquo;s the natural next step in a progression-focused career path. For others, it&rsquo;s a chance to have a broader impact on the organisation&mdash;shaping teams, influencing strategy, and driving innovation from a higher level.</p>
<p>Leadership roles can also offer:</p>
<ul>
<li>Higher earning potential</li>
<li>Greater job stability and influence</li>
<li>Opportunities to mentor and develop others</li>
<li>A chance to solve problems at a systems level, rather than just technical</li>
</ul>
<p>But while the rewards can be substantial, the challenges shouldn&rsquo;t be underestimated.</p>
<p>&nbsp;</p>
<h3>The Challenges of Moving from Engineer to Manager</h3>
<p><strong>1. Letting Go of the Code</strong></p>
<p>One of the most common hurdles for new engineering managers is stepping back from hands-on coding. After years of honing their skills, many engineers find it difficult to give up the work that once defined their success.</p>
<p>But management isn&rsquo;t about being the best coder in the room - it&rsquo;s about enabling others to do their best work. That means trusting your team, delegating tasks, and focusing on outcomes rather than lines of code.</p>
<p><strong>2. Developing Soft Skills</strong></p>
<p>Leadership requires a very different skill set from engineering. Communication, empathy, conflict resolution, and decision-making become key parts of the job. These &ldquo;soft skills&rdquo; often feel unfamiliar or uncomfortable at first but are critical to team success.</p>
<p>New managers must learn to:</p>
<ul>
<li>Give constructive feedback</li>
<li>Motivate and support individuals</li>
<li>Run productive meetings</li>
<li>Manage up as well as down</li>
</ul>
<p><br><strong>3. Navigating a New Identity</strong></p>
<p>Many engineers moving into management experience a sort of identity crisis. They're no longer judged purely on their technical output, but on their ability to influence, support, and lead others.</p>
<p>This can feel like a loss, especially for those who&rsquo;ve spent years building their reputations as highly capable technical experts. Adapting to this new identity takes time, self-reflection, and often, mentoring from experienced leaders.</p>
<p>&nbsp;</p>
<h3>Essential Skills for Engineering Leaders</h3>
<p>To thrive in management, engineers must develop a broad range of capabilities beyond their technical foundations. These include:</p>
<ul>
<li>Emotional Intelligence (EQ):<br>Understanding your own emotions and those of your team is key to building trust and psychological safety. High EQ leaders are better at managing stress, handling conflict, and supporting wellbeing.</li>
<li>Strategic Thinking:<br>Managers must align their team&rsquo;s work with wider business objectives. This means thinking long-term, setting priorities, and understanding how different functions interact within the business.</li>
<li>People Management:<br>Hiring, performance management, team development, and culture-building all become part of the remit. Learning how to guide careers, not just projects, is vital.</li>
<li>Stakeholder Communication:<br>New managers must be able to communicate with other departments, executives, and clients&mdash;often translating technical detail into business impact.</li>
</ul>
<h3><br>How Employers Can Support the Transition</h3>
<p>It&rsquo;s in every company&rsquo;s interest to help engineers succeed in leadership roles. Without the right support, businesses risk losing talented individuals who feel out of their depth or frustrated by the shift away from hands-on work.</p>
<p>Here are a few key ways employers can smooth the transition:</p>
<p><strong>1. </strong>Offer Clear Career Pathways<br>Make it clear what the route into management looks like, what&rsquo;s expected at each level, and what support will be provided. Crucially, offer alternative routes for those who want to remain technical&mdash;such as staff or principal engineer tracks.</p>
<p><strong>2.</strong> Provide Training and Mentoring<br>Soft skills can be taught. Workshops, leadership programmes, and peer mentoring can help new managers build confidence and competence. Pairing new managers with experienced leaders is particularly effective.</p>
<p><strong>3.</strong> Redefine Success Metrics<br>Don&rsquo;t evaluate new leaders on technical output alone. Reward them for team performance, engagement, retention, and delivery. This shift reinforces the value of their new role and encourages the right behaviours.</p>
<p><strong>4.</strong> Create a Safe Space to Learn<br>Every manager makes mistakes. Foster a culture where new leaders can be vulnerable, ask questions, and learn from feedback without fear of judgement.</p>
<p>&nbsp;</p>
<h3 style="text-align: left;">Advice for Engineers Considering a Move into Leadership</h3>
<p>If you're an engineer thinking about stepping into a leadership role, here are a few tips to help you prepare:</p>
<ul>
<li>Talk to current managers in your company about their day-to-day responsibilities and challenges.</li>
<li>Seek opportunities to mentor, lead projects, or support junior colleagues.</li>
<li>Work on your communication skills - both written and verbal.</li>
<li>Be honest with yourself about your motivations. Do you want to lead people, or are you just looking for progression?</li>
<li>Ask for support. Let your line manager know you&rsquo;re interested in leadership and ask what steps you can take to prepare.</li>
</ul>
<p>&nbsp;</p>
<h3>Final Thoughts</h3>
<p>The transition from engineer to leader is a pivotal moment in any technical career. It requires not just a change in title, but a fundamental shift in mindset, skills, and focus.</p>
<p>For engineers, it&rsquo;s a chance to grow, influence and make a bigger impact. For employers, it&rsquo;s an opportunity to cultivate the next generation of leaders - those who truly understand the technical and human sides of engineering.</p>
<p>By recognising the challenges and providing the right support, organisations can ensure this transition is not just successful, but transformative.</p>

From Engineer to Leader: Navigating the Transition to Management Roles

<p data-start="312" data-end="616">Behind every innovative app, scalable platform, or seamless digital experience lies a well-functioning software engineering team. But high-performing teams don&rsquo;t form by accident. While technical skills matter, it&rsquo;s the way people collaborate, communicate, and solve problems that sets elite teams apart.</p>
<p data-start="618" data-end="842">In the fast-moving world of software development, forming a high-performing team is not about hiring the brightest individual contributors - it&rsquo;s about building a system where the team becomes more than the sum of its parts.</p>
<p data-start="844" data-end="893">So what does that actually look like in practice?</p>
<p data-start="895" data-end="1070">In this article, we break down the real-world traits and habits that shape top-tier software engineering teams - and what businesses and hiring managers can do to foster them.</p>
<h2 data-start="1077" data-end="1137">&nbsp;</h2>
<h3 data-start="1077" data-end="1137">1. Recruitment That Prioritises Team Fit Over Solo Talent</h3>
<p data-start="1139" data-end="1366">A common mistake in software hiring is focusing too much on technical excellence in isolation. While strong coding skills are essential, high-performing teams are built on <em data-start="1311" data-end="1336">complementary strengths</em> and <em data-start="1341" data-end="1365">collaborative mindsets</em>.</p>
<p data-start="1368" data-end="1598">A great developer who can&rsquo;t work well with others - or who thrives only when isolated - may hinder progress more than help. Cultural alignment, communication style, and adaptability are just as important as tech stack proficiency.</p>
<p data-start="1600" data-end="1827"><strong data-start="1600" data-end="1620">At First Achieve</strong>, we help companies look beyond technical checklists, identifying candidates who can not only write clean code, but contribute meaningfully to team discussions, pair programming sessions, and agile delivery.</p>
<p data-start="1829" data-end="1997"><strong data-start="1829" data-end="1851">Tip for Employers:</strong> Incorporate real-life team-based coding scenarios into your assessment process. See how candidates approach group challenges and handle feedback.</p>
<h2 data-start="2004" data-end="2054">&nbsp;</h2>
<h3 data-start="2004" data-end="2054">2. Psychological Safety: The Core of Innovation</h3>
<p data-start="2056" data-end="2255">The best software teams are <em data-start="2084" data-end="2107">safe spaces for ideas</em>. Members feel they can question decisions, suggest alternatives, and admit when they don&rsquo;t know something - without fear of judgement or criticism.</p>
<p data-start="2257" data-end="2423">This concept of <strong data-start="2273" data-end="2297">psychological safety</strong> is vital. Without it, engineers hold back. Bugs go unreported. Better solutions are left unspoken. Communication breaks down.</p>
<p data-start="2425" data-end="2448"><strong data-start="2425" data-end="2446">How to Foster It:</strong></p>
<ul data-start="2449" data-end="2667">
<li data-start="2449" data-end="2538">
<p data-start="2451" data-end="2538">Leaders should model vulnerability: admit mistakes, ask questions, and show curiosity</p>
</li>
<li data-start="2539" data-end="2598">
<p data-start="2541" data-end="2598">Encourage inclusive meetings where everyone contributes</p>
</li>
<li data-start="2599" data-end="2667">
<p data-start="2601" data-end="2667">Frame failures as learning opportunities, not career-ending events</p>
</li>
</ul>
<p data-start="2669" data-end="2732">When developers feel safe to experiment, innovation flourishes.</p>
<h2 data-start="2739" data-end="2781">&nbsp;</h2>
<h3 data-start="2739" data-end="2781">3. Shared Understanding and Clear Roles</h3>
<p data-start="2783" data-end="2978">In many underperforming software teams, people work in silos, unaware of what their teammates are doing. Confusion arises over who owns which piece of the system. Delays and rework become common.</p>
<p data-start="2980" data-end="3175">High-performing teams, by contrast, are grounded in a <strong data-start="3034" data-end="3058">shared understanding</strong> of goals, architecture, timelines, and individual roles. Everyone knows how their work fits into the bigger picture.</p>
<p data-start="3177" data-end="3268">Agile methodologies, daily stand-ups, and clear documentation help maintain this alignment.</p>
<p data-start="3270" data-end="3432"><strong data-start="3270" data-end="3293">Tip for Tech Leads:</strong> Use tools like architecture diagrams and sprint boards not just as artefacts, but as <em data-start="3379" data-end="3398">living references</em> that the team revisits regularly.</p>
<h2 data-start="3439" data-end="3481">&nbsp;</h2>
<h3 data-start="3439" data-end="3481">4. Balanced Skill Sets Across the Stack</h3>
<p data-start="3483" data-end="3757">A high-performing software team isn&rsquo;t just a group of senior full-stack developers. It&rsquo;s a carefully balanced mix of skills - frontend, backend, DevOps, QA, product, and UX - with each member bringing depth in their domain and a willingness to collaborate across boundaries.</p>
<p data-start="3759" data-end="3873">This diversity enables teams to build robust systems while maintaining user-centricity and operational efficiency.</p>
<p data-start="3875" data-end="4063"><strong data-start="3875" data-end="3899">For Hiring Managers:</strong> Map out the <em data-start="3912" data-end="3938">technical skill coverage</em> you need, not just job titles. Identify gaps in your current team - and recruit to fill those strategically, not reactively.</p>
<h2 data-start="4070" data-end="4127">&nbsp;</h2>
<h3 data-start="4070" data-end="4127">5. Strong Technical Leadership Without Micromanagement</h3>
<p data-start="4129" data-end="4376">Leadership is a key differentiator in high-performing software teams. But it&rsquo;s not about micromanaging or always having the final say. The best tech leads are facilitators: they provide vision, unblock issues, and empower others to make decisions.</p>
<p data-start="4378" data-end="4516">They set standards around code quality, review processes, and team norms, but allow developers the autonomy to design, build, and iterate.</p>
<p data-start="4518" data-end="4557"><strong data-start="4518" data-end="4555">Warning Signs of Weak Leadership:</strong></p>
<ul data-start="4558" data-end="4708">
<li data-start="4558" data-end="4615">
<p data-start="4560" data-end="4615">Lack of direction or inconsistent technical decisions</p>
</li>
<li data-start="4616" data-end="4657">
<p data-start="4618" data-end="4657">Codebases bloated with technical debt</p>
</li>
<li data-start="4658" data-end="4708">
<p data-start="4660" data-end="4708">Team members disengaged or unclear on priorities</p>
</li>
</ul>
<p data-start="4710" data-end="4820">A strong technical lead balances governance with flexibility - knowing when to step in, and when to step back.</p>
<h2 data-start="4827" data-end="4874">&nbsp;</h2>
<h3 data-start="4827" data-end="4874">6. Continuous Feedback and Improvement Loops</h3>
<p data-start="4876" data-end="5101">Software engineering is inherently iterative - and the most effective teams mirror this in how they operate. They don&rsquo;t wait for end-of-project reviews to reflect and adjust. Instead, they embrace <strong data-start="5073" data-end="5100">frequent feedback loops</strong>:</p>
<ul data-start="5103" data-end="5268">
<li data-start="5103" data-end="5155">
<p data-start="5105" data-end="5155">Code reviews that are constructive, not critical</p>
</li>
<li data-start="5156" data-end="5213">
<p data-start="5158" data-end="5213">Retrospectives that result in actionable improvements</p>
</li>
<li data-start="5214" data-end="5268">
<p data-start="5216" data-end="5268">Regular one-to-ones between engineers and team leads</p>
</li>
</ul>
<p data-start="5270" data-end="5417">These habits create a culture of learning and responsiveness. When something isn&rsquo;t working - technically or culturally - it gets addressed quickly.</p>
<p data-start="5419" data-end="5569"><strong data-start="5419" data-end="5440">Practical Advice:</strong> Make retrospectives sacred. Even when things are going well, review what can be fine-tuned. High performance is a moving target.</p>
<h2 data-start="5576" data-end="5624">&nbsp;</h2>
<h3 data-start="5576" data-end="5624">7. Choosing the Right Tools for Collaboration</h3>
<p data-start="5626" data-end="5790">The software world is overflowing with tools - from Git repositories and CI/CD platforms to planning boards and documentation systems. But more isn&rsquo;t always better.</p>
<p data-start="5792" data-end="5984">High-performing teams standardise and simplify. They adopt tools that enhance transparency, streamline handovers, and automate repetitive tasks - freeing engineers to focus on meaningful work.</p>
<p data-start="5986" data-end="6020"><strong data-start="5986" data-end="6018">Examples of Essential Tools:</strong></p>
<ul data-start="6021" data-end="6194">
<li data-start="6021" data-end="6057">
<p data-start="6023" data-end="6057">Version control (GitHub, GitLab)</p>
</li>
<li data-start="6058" data-end="6103">
<p data-start="6060" data-end="6103">CI/CD (Jenkins, GitHub Actions, CircleCI)</p>
</li>
<li data-start="6104" data-end="6137">
<p data-start="6106" data-end="6137">Issue tracking (Jira, Linear)</p>
</li>
<li data-start="6138" data-end="6194">
<p data-start="6140" data-end="6194">Documentation (Confluence, Notion, or Git-based wikis)</p>
</li>
</ul>
<p data-start="6196" data-end="6337">Importantly, the tools don&rsquo;t define the team - the processes do. Invest time in setting up workflows that actually suit how your people work.</p>
<h2 data-start="6344" data-end="6386">&nbsp;</h2>
<h3 data-start="6344" data-end="6386">8. A Culture of Mentorship and Learning</h3>
<p data-start="6388" data-end="6567">In high-performing teams, growth is part of the culture. Senior engineers don&rsquo;t just write complex code - they mentor juniors, document best practices, and nurture future leaders.</p>
<p data-start="6569" data-end="6797">Learning isn&rsquo;t left to chance or squeezed in after hours. It&rsquo;s baked into the workflow. Whether through pair programming, brown-bag sessions, or funded training, professional development is seen as an investment, not an expense.</p>
<p data-start="6799" data-end="6831"><strong data-start="6799" data-end="6829">What Organisations Can Do:</strong></p>
<ul data-start="6832" data-end="6980">
<li data-start="6832" data-end="6871">
<p data-start="6834" data-end="6871">Provide protected time for learning</p>
</li>
<li data-start="6872" data-end="6919">
<p data-start="6874" data-end="6919">Support certifications and tech conferences</p>
</li>
<li data-start="6920" data-end="6980">
<p data-start="6922" data-end="6980">Encourage contributions to open-source or internal tooling</p>
</li>
</ul>
<p data-start="6982" data-end="7121">Such initiatives not only upskill the team but help with retention. Developers are far more likely to stay where they feel they&rsquo;re growing.</p>
<h2 data-start="7128" data-end="7176">&nbsp;</h2>
<h3 data-start="7128" data-end="7176">Great Teams Are Built, Not Bought</h3>
<p data-start="7178" data-end="7421">High-performing software engineering teams don&rsquo;t just appear after a few good hires. They are carefully cultivated through a combination of smart recruitment, strong leadership, psychological safety, and a commitment to continuous improvement.</p>
<p data-start="7423" data-end="7647">For employers and hiring managers, the focus shouldn&rsquo;t be solely on technical credentials. Instead, consider how a candidate&rsquo;s mindset, communication style, and team orientation align with your current setup and aspirations.</p>
<p data-start="7649" data-end="7891">At First Achieve, we partner with tech companies across the UK to help build teams that <em data-start="7737" data-end="7764">do more than deliver code</em>. We find people who elevate the entire engineering function - because when the team performs, the whole business moves faster.</p>

How High-Performing Software Engineering Teams Actually Form

<p data-start="292" data-end="622">The engineering job market continues to evolve, and so do the expectations of top candidates. With skills in high demand across sectors such as manufacturing, automation, energy, and design, the best engineering professionals have more options than ever. As a result, they&rsquo;re becoming increasingly selective in their job searches.</p>
<p data-start="624" data-end="909">For employers aiming to attract &ndash; and retain &ndash; top-tier engineering talent, it&rsquo;s crucial to understand what these candidates value most. Gone are the days when salary alone sealed the deal. Today&rsquo;s leading engineers are taking a much more holistic view of what makes a role attractive.</p>
<p data-start="911" data-end="963">Here are the key priorities shaping their decisions.</p>
<h2 data-start="970" data-end="1013">&nbsp;</h2>
<h3 data-start="970" data-end="1013">Competitive, Transparent Compensation</h3>
<p data-start="1015" data-end="1218">While salary is no longer the sole factor, it still matters &ndash; particularly when it&rsquo;s offered transparently. Top candidates want to know where they stand in terms of market rate and how they can progress.</p>
<p data-start="1220" data-end="1249"><strong data-start="1220" data-end="1249">What they&rsquo;re looking for:</strong></p>
<ul data-start="1250" data-end="1557">
<li data-start="1250" data-end="1316">
<p data-start="1252" data-end="1316">A competitive base salary benchmarked against industry standards</p>
</li>
<li data-start="1317" data-end="1387">
<p data-start="1319" data-end="1387">Clear progression pathways tied to performance and skill development</p>
</li>
<li data-start="1388" data-end="1431">
<p data-start="1390" data-end="1431">Performance-related bonuses or incentives</p>
</li>
<li data-start="1432" data-end="1557">
<p data-start="1434" data-end="1557">Benefits packages that go beyond the basics (e.g. pension contributions, life insurance, and paid professional development)</p>
</li>
</ul>
<p data-start="1559" data-end="1720">Transparency is key. If an employer avoids sharing salary information until late in the process, candidates may lose interest or question the company's openness.</p>
<h2 data-start="1727" data-end="1768">&nbsp;</h2>
<h2 data-start="1727" data-end="1768">Flexible and Hybrid Working Options</h2>
<p data-start="1770" data-end="2033">One of the most notable shifts in recent years is the rise in demand for flexible working. While not all engineering roles can be performed remotely, particularly in hands-on manufacturing or site-based work, candidates still value employers who show flexibility.</p>
<p data-start="2035" data-end="2062"><strong data-start="2035" data-end="2062">Top priorities include:</strong></p>
<ul data-start="2063" data-end="2270">
<li data-start="2063" data-end="2140">
<p data-start="2065" data-end="2140">Hybrid working options for design, planning, or technical consultancy roles</p>
</li>
<li data-start="2141" data-end="2214">
<p data-start="2143" data-end="2214">Flexible start and finish times to accommodate family or personal needs</p>
</li>
<li data-start="2215" data-end="2270">
<p data-start="2217" data-end="2270">Autonomy to manage workloads without micro-management</p>
</li>
</ul>
<p data-start="2272" data-end="2381">Offering flexibility signals trust, which goes a long way in building strong employee-employer relationships.</p>
<h2 data-start="2388" data-end="2430">&nbsp;</h2>
<h3 data-start="2388" data-end="2430">Opportunities for Skills Development</h3>
<p data-start="2432" data-end="2666">Engineering professionals, especially those at the top of their field, are naturally curious and committed to continual improvement. They&rsquo;re drawn to employers who invest in training and offer access to cutting-edge tools and systems.</p>
<p data-start="2668" data-end="2686"><strong data-start="2668" data-end="2686">This includes:</strong></p>
<ul data-start="2687" data-end="2939">
<li data-start="2687" data-end="2779">
<p data-start="2689" data-end="2779">Funded courses or certifications (e.g. Six Sigma, CAD specialisations, project management)</p>
</li>
<li data-start="2780" data-end="2826">
<p data-start="2782" data-end="2826">On-the-job training and mentoring programmes</p>
</li>
<li data-start="2827" data-end="2868">
<p data-start="2829" data-end="2868">Access to new technologies or machinery</p>
</li>
<li data-start="2869" data-end="2939">
<p data-start="2871" data-end="2939">Career paths that allow movement into specialist or leadership roles</p>
</li>
</ul>
<p data-start="2941" data-end="3029">Engineers want to grow. If they feel their skills will stagnate, they&rsquo;ll look elsewhere.</p>
<h2 data-start="3036" data-end="3070">&nbsp;</h2>
<h3 data-start="3036" data-end="3070">A Positive Workplace Culture</h3>
<p data-start="3072" data-end="3196">Culture can be a deal-breaker. Today&rsquo;s engineers want to work for companies where they feel valued, included, and supported.</p>
<p data-start="3198" data-end="3228"><strong data-start="3198" data-end="3228">What makes the difference:</strong></p>
<ul data-start="3229" data-end="3471">
<li data-start="3229" data-end="3265">
<p data-start="3231" data-end="3265">Open communication from leadership</p>
</li>
<li data-start="3266" data-end="3307">
<p data-start="3268" data-end="3307">A focus on mental health and well-being</p>
</li>
<li data-start="3308" data-end="3374">
<p data-start="3310" data-end="3374">Diversity and inclusion policies with genuine action behind them</p>
</li>
<li data-start="3375" data-end="3471">
<p data-start="3377" data-end="3471">Regular team engagement, whether through socials, innovation challenges or recognition schemes</p>
</li>
</ul>
<p data-start="3473" data-end="3655">Candidates often research company reviews on platforms like Glassdoor or speak to current or former employees before accepting offers. If culture is weak or toxic, word travels fast.</p>
<h2 data-start="3662" data-end="3701">&nbsp;</h2>
<h3 data-start="3662" data-end="3701">Stability and Long-Term Prospects</h3>
<p data-start="3703" data-end="3957">While some engineers are open to contract or project-based work, many still seek stability and long-term opportunities. Economic uncertainty, combined with a desire for personal security, means candidates are looking for more than just a short-term role.</p>
<p data-start="3959" data-end="3980"><strong data-start="3959" data-end="3980">They want to see:</strong></p>
<ul data-start="3981" data-end="4193">
<li data-start="3981" data-end="4030">
<p data-start="3983" data-end="4030">Evidence of business stability and growth plans</p>
</li>
<li data-start="4031" data-end="4088">
<p data-start="4033" data-end="4088">A history of internal promotions and employee retention</p>
</li>
<li data-start="4089" data-end="4146">
<p data-start="4091" data-end="4146">Structured onboarding and career development programmes</p>
</li>
<li data-start="4147" data-end="4193">
<p data-start="4149" data-end="4193">Clear business goals and strategic direction</p>
</li>
</ul>
<p data-start="4195" data-end="4332">Employers who can present themselves as secure and forward-looking are far more likely to secure commitment from high-calibre candidates.</p>
<h2 data-start="4339" data-end="4364">&nbsp;</h2>
<h3 data-start="4339" data-end="4364">Purpose-Driven Work</h3>
<p data-start="4366" data-end="4612">Many engineers &ndash; especially early to mid-career professionals &ndash; are increasingly prioritising work that feels meaningful. They want to know their contributions are making a difference, whether through innovation, sustainability, or social impact.</p>
<p data-start="4614" data-end="4637"><strong data-start="4614" data-end="4637">This could involve:</strong></p>
<ul data-start="4638" data-end="4862">
<li data-start="4638" data-end="4724">
<p data-start="4640" data-end="4724">Projects that support renewable energy, sustainability, or infrastructure resilience</p>
</li>
<li data-start="4725" data-end="4780">
<p data-start="4727" data-end="4780">Company values that align with broader societal goals</p>
</li>
<li data-start="4781" data-end="4862">
<p data-start="4783" data-end="4862">CSR (corporate social responsibility) initiatives and environmental commitments</p>
</li>
</ul>
<p data-start="4864" data-end="4989">Being able to showcase a sense of purpose in your projects or company mission can significantly improve candidate engagement.</p>
<h2 data-start="4996" data-end="5029">&nbsp;</h2>
<h3 data-start="4996" data-end="5029">Modern Tools and Technology</h3>
<p data-start="5031" data-end="5258">Top engineering candidates want to work with up-to-date tools, systems, and software. Not only does this support efficiency and productivity, but it also reflects a company&rsquo;s commitment to innovation and continuous improvement.</p>
<p data-start="5260" data-end="5289"><strong data-start="5260" data-end="5289">Key expectations include:</strong></p>
<ul data-start="5290" data-end="5499">
<li data-start="5290" data-end="5332">
<p data-start="5292" data-end="5332">Investment in modern CAD and CAM systems</p>
</li>
<li data-start="5333" data-end="5387">
<p data-start="5335" data-end="5387">Use of automation, AI, or robotics where appropriate</p>
</li>
<li data-start="5388" data-end="5445">
<p data-start="5390" data-end="5445">Up-to-date manufacturing equipment and safety protocols</p>
</li>
<li data-start="5446" data-end="5499">
<p data-start="5448" data-end="5499">Integration of digital platforms across departments</p>
</li>
</ul>
<p data-start="5501" data-end="5656">If a candidate feels they&rsquo;ll be stuck using outdated methods or tools, they may question whether the role will help &ndash; or hinder &ndash; their career progression.</p>
<h3 data-start="5663" data-end="5707">&nbsp;</h3>
<h3 data-start="5663" data-end="5707">Effective Leadership and Communication</h3>
<p data-start="5709" data-end="5944">Leadership plays a huge role in whether engineering candidates choose to accept or decline an offer. Candidates want to work under managers who support their growth, communicate clearly, and understand the technical aspects of the job.</p>
<p data-start="5946" data-end="5964"><strong data-start="5946" data-end="5964">They look for:</strong></p>
<ul data-start="5965" data-end="6197">
<li data-start="5965" data-end="6029">
<p data-start="5967" data-end="6029">Technical leadership with a hands-on understanding of the work</p>
</li>
<li data-start="6030" data-end="6090">
<p data-start="6032" data-end="6090">Managers who provide feedback and direction constructively</p>
</li>
<li data-start="6091" data-end="6139">
<p data-start="6093" data-end="6139">An approachable and open-door leadership style</p>
</li>
<li data-start="6140" data-end="6197">
<p data-start="6142" data-end="6197">A sense that their input will be listened to and valued</p>
</li>
</ul>
<p data-start="6199" data-end="6331">Good leadership isn't just about authority &ndash; it's about fostering an environment where skilled professionals can do their best work.</p>
<h3 data-start="6338" data-end="6355">&nbsp;</h3>
<h3 data-start="6338" data-end="6355">Finally...</h3>
<p data-start="6357" data-end="6595">Top engineering candidates know their worth &ndash; and they expect employers to know it too. If your business wants to attract the very best talent in today&rsquo;s competitive landscape, it&rsquo;s not enough to offer a decent wage and hope for the best.</p>
<p data-start="6597" data-end="6769">The most successful employers are those who present a well-rounded offering: competitive pay, flexibility, development opportunities, a strong culture, and meaningful work.</p>
<p data-start="6771" data-end="6970">By understanding what today&rsquo;s engineering professionals are really prioritising, you&rsquo;ll not only improve your hiring outcomes &ndash; you&rsquo;ll build a stronger, more resilient workforce ready for the future.</p>

What Top Engineering Candidates Are Prioritising in Their Job Search

<p data-start="217" data-end="582">In today&rsquo;s competitive software industry, it takes more than just a solid CV and a list of programming languages to stand out. Employers are increasingly looking for engineers who demonstrate passion, initiative, and real-world problem-solving ability. One of the most effective ways to showcase these qualities is through <strong data-start="540" data-end="559">technical blogs</strong> and <strong data-start="564" data-end="581">side projects</strong>.</p>
<p data-start="584" data-end="946">Whether you&rsquo;re early in your career or a seasoned developer looking to step into a new role, investing time in writing and building outside of your day job can open doors you didn&rsquo;t even know existed. In this blog, we&rsquo;ll explore why technical blogs and side projects matter, what they say about you as an engineer, and how they can positively impact your career.</p>
<p data-start="584" data-end="946">&nbsp;</p>
<h2 data-start="953" data-end="987">Demonstrating Real-World Skills</h2>
<p data-start="989" data-end="1247">Many CVs list skills like &ldquo;proficient in Python&rdquo; or &ldquo;experienced with React&rdquo;, but without context, these claims can be hard for hiring managers to evaluate. Side projects and blog posts provide evidence of how you've applied your knowledge in real scenarios.</p>
<p data-start="1249" data-end="1261">For example:</p>
<ul data-start="1262" data-end="1535">
<li data-start="1262" data-end="1388">
<p data-start="1264" data-end="1388">A GitHub repository showing a web application you built from scratch proves you can take an idea from concept to deployment.</p>
</li>
<li data-start="1389" data-end="1535">
<p data-start="1391" data-end="1535">A blog post explaining how you optimised a database query shows not just your technical skill, but also your communication and teaching ability.</p>
</li>
</ul>
<p data-start="1537" data-end="1729"><strong data-start="1537" data-end="1558">Why this matters:</strong> Employers value candidates who can both do the work and articulate their thinking clearly. These real-world artefacts are far more compelling than a bullet point on a CV.</p>
<p data-start="1537" data-end="1729">&nbsp;</p>
<h2 data-start="1736" data-end="1769">Standing Out in the Job Market</h2>
<p data-start="1771" data-end="2021">With hundreds of applicants often competing for the same roles, especially at junior or mid-level, technical blogs and personal projects can give you a serious edge. They show initiative, curiosity, and a willingness to go beyond the job description.</p>
<p data-start="2023" data-end="2080">Even if your side project isn&rsquo;t groundbreaking, it shows:</p>
<ul data-start="2081" data-end="2186">
<li data-start="2081" data-end="2104">
<p data-start="2083" data-end="2104">You&rsquo;re self-motivated</p>
</li>
<li data-start="2105" data-end="2148">
<p data-start="2107" data-end="2148">You enjoy problem-solving outside of work</p>
</li>
<li data-start="2149" data-end="2186">
<p data-start="2151" data-end="2186">You take ownership of your learning</p>
</li>
</ul>
<p data-start="2188" data-end="2377">For more senior roles, side projects often reflect leadership potential&mdash;especially if they involve mentoring others, open-source contributions, or creating tools that help other developers.</p>
<p data-start="2379" data-end="2530"><strong data-start="2379" data-end="2402">Tip for candidates:</strong> Include links to your GitHub, blog, or portfolio site on your CV and LinkedIn. Make it easy for employers to explore your work.</p>
<p data-start="2379" data-end="2530">&nbsp;</p>
<h2 data-start="2537" data-end="2579">Continuous Learning and Experimentation</h2>
<p data-start="2581" data-end="2895">Technology evolves quickly. Frameworks, languages, and best practices change constantly, and engineers who don&rsquo;t keep up risk falling behind. Side projects offer a low-risk environment for experimentation&mdash;whether it&rsquo;s testing a new front-end framework, working with cloud platforms, or building something using AI.</p>
<p data-start="2897" data-end="3111">Technical blogging, too, can reinforce learning. Writing forces you to organise your thoughts, explain concepts clearly, and identify gaps in your understanding. It&rsquo;s one of the best ways to solidify new knowledge.</p>
<p data-start="3113" data-end="3283"><strong data-start="3113" data-end="3136">Real-world benefit:</strong> Candidates who show they're learning continuously tend to adapt faster in new roles and are better equipped for long-term growth within a company.</p>
<p data-start="3113" data-end="3283">&nbsp;</p>
<h2 data-start="3290" data-end="3318">Building a Personal Brand</h2>
<p data-start="3320" data-end="3507">In the digital age, your online presence can be just as influential as your CV. A well-written blog or popular open-source project can establish you as a thought leader within your niche.</p>
<p data-start="3509" data-end="3816">This doesn't mean you need thousands of followers or a viral post. Even a handful of clear, helpful articles can create a strong impression. Hiring managers and recruiters do their research&mdash;if they Google your name and find content that demonstrates technical insight and professionalism, that&rsquo;s a big plus.</p>
<p data-start="3818" data-end="3990"><strong data-start="3818" data-end="3839">Career advantage:</strong> A strong personal brand can lead to job offers, speaking invitations, and networking opportunities that aren&rsquo;t available through traditional channels.</p>
<p data-start="3818" data-end="3990">&nbsp;</p>
<h2 data-start="3997" data-end="4040">Showing Soft Skills That Employers Value</h2>
<p data-start="4042" data-end="4179">Technical ability is crucial, but employers also care deeply about soft skills&mdash;especially communication, problem-solving, and initiative.</p>
<p data-start="4181" data-end="4209">Side projects often involve:</p>
<ul data-start="4210" data-end="4368">
<li data-start="4210" data-end="4244">
<p data-start="4212" data-end="4244"><strong data-start="4212" data-end="4244">Planning and time management</strong></p>
</li>
<li data-start="4245" data-end="4315">
<p data-start="4247" data-end="4315"><strong data-start="4247" data-end="4276">Collaborating with others</strong> (if it&rsquo;s a team or open-source effort)</p>
</li>
<li data-start="4316" data-end="4368">
<p data-start="4318" data-end="4368"><strong data-start="4318" data-end="4332">Creativity</strong> in identifying and solving problems</p>
</li>
</ul>
<p data-start="4370" data-end="4400">Writing technical blogs shows:</p>
<ul data-start="4401" data-end="4562">
<li data-start="4401" data-end="4456">
<p data-start="4403" data-end="4456">You can <strong data-start="4411" data-end="4437">explain complex topics</strong> in accessible ways</p>
</li>
<li data-start="4457" data-end="4503">
<p data-start="4459" data-end="4503">You can <strong data-start="4467" data-end="4487">think critically</strong> about your work</p>
</li>
<li data-start="4504" data-end="4562">
<p data-start="4506" data-end="4562">You&rsquo;re willing to <strong data-start="4524" data-end="4543">share knowledge</strong> with the community</p>
</li>
</ul>
<p data-start="4564" data-end="4678">All of these are qualities that make you more hireable, promotable, and trustworthy as part of a development team.</p>
<p data-start="4564" data-end="4678">&nbsp;</p>
<h2 data-start="4685" data-end="4712">Preparing for Interviews</h2>
<p data-start="4714" data-end="4951">Many engineers struggle in interviews&mdash;not because they lack skills, but because they can&rsquo;t clearly explain what they&rsquo;ve done. Having side projects or blogs gives you stories to draw from when answering behavioural or technical questions.</p>
<p data-start="4953" data-end="4966">For instance:</p>
<ul data-start="4967" data-end="5226">
<li data-start="4967" data-end="5079">
<p data-start="4969" data-end="5079">&ldquo;Tell me about a time you debugged a difficult issue&rdquo; becomes easier when you&rsquo;ve written a blog post about it.</p>
</li>
<li data-start="5080" data-end="5226">
<p data-start="5082" data-end="5226">&ldquo;How do you approach learning new technologies?&rdquo; is easier to answer when you can point to a recent project where you used something unfamiliar.</p>
</li>
</ul>
<p data-start="5228" data-end="5379"><strong data-start="5228" data-end="5246">Practical tip:</strong> Before interviews, review your own blog posts or project READMEs. They&rsquo;ll help you recall technical details and key decision points.</p>
<p data-start="5228" data-end="5379">&nbsp;</p>
<h2 data-start="5386" data-end="5443">Opening the Door to Freelance and Entrepreneurial Work</h2>
<p data-start="5445" data-end="5751">Many freelance clients or early-stage startups look at GitHub and blogs to gauge whether an engineer is suitable. If you&rsquo;re considering branching out into freelance work or building a product of your own, having a strong online presence can be the deciding factor in winning clients or securing investment.</p>
<p data-start="5753" data-end="5942">Even if you&rsquo;re not actively pursuing those paths, side projects show that you think like a builder&mdash;and that mindset is valuable in startups, product teams, and innovation-focused companies.</p>
<p data-start="5753" data-end="5942">&nbsp;</p>
<h2 data-start="5949" data-end="5991">Getting Started: No Need for Perfection</h2>
<p data-start="5993" data-end="6152">A common misconception is that you need to be an expert or build something revolutionary to start blogging or working on side projects. That&rsquo;s simply not true.</p>
<p data-start="6154" data-end="6165">Start with:</p>
<ul data-start="6166" data-end="6318">
<li data-start="6166" data-end="6210">
<p data-start="6168" data-end="6210">A simple tool you built to automate a task</p>
</li>
<li data-start="6211" data-end="6264">
<p data-start="6213" data-end="6264">A &ldquo;how-to&rdquo; guide for something you recently learned</p>
</li>
<li data-start="6265" data-end="6318">
<p data-start="6267" data-end="6318">A write-up of a bug you solved and what you learned</p>
</li>
</ul>
<p data-start="6320" data-end="6478">You don&rsquo;t need to publish weekly. Consistency matters more than frequency. One quality blog post or project every few months can still be incredibly valuable.</p>
<p data-start="6480" data-end="6505"><strong data-start="6480" data-end="6505">Platform suggestions:</strong></p>
<ul data-start="6506" data-end="6661">
<li data-start="6506" data-end="6548">
<p data-start="6508" data-end="6548">Blog on Medium, Dev.to, or your own site</p>
</li>
<li data-start="6549" data-end="6581">
<p data-start="6551" data-end="6581">Share code on GitHub or GitLab</p>
</li>
<li data-start="6582" data-end="6661">
<p data-start="6584" data-end="6661">Join communities like Hashnode, Indie Hackers, or Reddit&rsquo;s programming forums</p>
</li>
</ul>
<p>&nbsp;</p>
<h2 data-start="6668" data-end="6685">Final Thoughts</h2>
<p data-start="6687" data-end="6968">In a competitive and rapidly evolving industry, software engineers need more than just qualifications - they need to&nbsp;<strong data-start="6802" data-end="6810">show</strong> what they can do. Technical blogs and side projects are powerful tools for demonstrating initiative, deepening your expertise, and standing out to employers.</p>
<p data-start="6970" data-end="7193">They&rsquo;re also a chance to enjoy the craft of engineering outside of commercial deadlines - to build, learn, and share simply because you enjoy it. And that enthusiasm, more than anything, is what top companies are looking for.</p>
<p data-start="7195" data-end="7459">At <strong data-start="7198" data-end="7215">First Achieve</strong>, we connect passionate engineers with forward-thinking employers. If you&rsquo;re building interesting things and looking for your next challenge, or if you&rsquo;re hiring developers who go the extra mile, our specialist recruitment team is here to help.</p>

Why Technical Blogs and Side Projects Matter to Software Engineers

<p data-start="142" data-end="580">The world of engineering is evolving at a rapid pace. From renewable energy systems to smart manufacturing and medical technology, today&rsquo;s engineering projects often span multiple domains. As a result, companies are no longer just looking for deep technical specialists - they&rsquo;re increasingly seeking&nbsp;<strong data-start="441" data-end="473">cross-disciplinary engineers</strong> who can bridge knowledge areas, collaborate across teams, and innovate at the intersection of disciplines.</p>
<p data-start="582" data-end="774">In this blog, we explore what it means to be a cross-disciplinary engineer, why demand is growing across industries, and how professionals can position themselves for these sought-after roles.</p>
<h2 data-start="781" data-end="822">&nbsp;</h2>
<h3 data-start="781" data-end="822">What Is a Cross-Disciplinary Engineer?</h3>
<p data-start="824" data-end="1174">A cross-disciplinary engineer combines expertise from multiple fields - such as mechanical, electrical, software, or systems engineering - and applies this knowledge holistically to solve complex problems. These engineers may not be experts in every area, but they understand enough about each to collaborate effectively and make well-informed decisions.</p>
<p data-start="1176" data-end="1188">For example:</p>
<ul data-start="1189" data-end="1571">
<li data-start="1189" data-end="1307">
<p data-start="1191" data-end="1307">An <strong data-start="1194" data-end="1224">electromechanical engineer</strong> might design a robotics system involving hardware, sensors, and embedded software.</p>
</li>
<li data-start="1308" data-end="1452">
<p data-start="1310" data-end="1452">An <strong data-start="1313" data-end="1336">automation engineer</strong> could blend knowledge of control systems, data analytics, and machine learning to improve manufacturing efficiency.</p>
</li>
<li data-start="1453" data-end="1571">
<p data-start="1455" data-end="1571">A <strong data-start="1457" data-end="1480">biomedical engineer</strong> might apply electrical engineering principles to design diagnostic devices or prosthetics.</p>
</li>
</ul>
<h2 data-start="1578" data-end="1605">&nbsp;</h2>
<h3 data-start="1578" data-end="1605">Why Demand Is Increasing</h3>
<h4 data-start="1607" data-end="1665">1. <strong data-start="1614" data-end="1665">Complex Projects Require Multifaceted Expertise</strong></h4>
<p data-start="1667" data-end="1829">Modern engineering challenges are rarely confined to a single discipline. Take the development of electric vehicles (EVs) as an example. Designing an EV involves:</p>
<ul data-start="1830" data-end="2046">
<li data-start="1830" data-end="1897">
<p data-start="1832" data-end="1897">Mechanical engineering (chassis, suspension, structural analysis)</p>
</li>
<li data-start="1898" data-end="1966">
<p data-start="1900" data-end="1966">Electrical engineering (battery management systems, motor control)</p>
</li>
<li data-start="1967" data-end="2024">
<p data-start="1969" data-end="2024">Software engineering (driver assistance, telemetry, UX)</p>
</li>
<li data-start="2025" data-end="2046">
<p data-start="2027" data-end="2046">Systems integration</p>
</li>
</ul>
<p data-start="2048" data-end="2184">Engineers who can see the bigger picture and collaborate across these areas are essential for keeping projects on time and under budget.</p>
<h4 data-start="2186" data-end="2236">2. <strong data-start="2193" data-end="2236">Industry 4.0 and Digital Transformation</strong></h4>
<p data-start="2238" data-end="2355">The rise of Industry 4.0 has accelerated the convergence of engineering disciplines. Smart factories now incorporate:</p>
<ul data-start="2356" data-end="2467">
<li data-start="2356" data-end="2379">
<p data-start="2358" data-end="2379">Industrial automation</p>
</li>
<li data-start="2380" data-end="2407">
<p data-start="2382" data-end="2407">Real-time data collection</p>
</li>
<li data-start="2408" data-end="2443">
<p data-start="2410" data-end="2443">Predictive maintenance algorithms</p>
</li>
<li data-start="2444" data-end="2467">
<p data-start="2446" data-end="2467">IoT-enabled equipment</p>
</li>
</ul>
<p data-start="2469" data-end="2639">This environment demands engineers who can move fluidly between hardware and software, combining traditional mechanical or electrical knowledge with digital technologies.</p>
<h4 data-start="2641" data-end="2691">3. <strong data-start="2648" data-end="2691">Innovation Happens at the Intersections</strong></h4>
<p data-start="2693" data-end="2870">Breakthroughs often occur when knowledge from one domain is applied creatively to another. Cross-disciplinary engineers are well-placed to spot these opportunities because they:</p>
<ul data-start="2871" data-end="3001">
<li data-start="2871" data-end="2919">
<p data-start="2873" data-end="2919">Speak the &ldquo;languages&rdquo; of different departments</p>
</li>
<li data-start="2920" data-end="2957">
<p data-start="2922" data-end="2957">Understand system-wide implications</p>
</li>
<li data-start="2958" data-end="3001">
<p data-start="2960" data-end="3001">Challenge assumptions within siloed teams</p>
</li>
</ul>
<p data-start="3003" data-end="3198">Whether it&rsquo;s creating wearable tech that improves health monitoring or integrating AI into construction workflows, innovation often depends on engineers who can think beyond their own discipline.</p>
<h2 data-start="3205" data-end="3252">&nbsp;</h2>
<h3 data-start="3205" data-end="3252">Key Skills Cross-Disciplinary Engineers Need</h3>
<p data-start="3254" data-end="3362">To thrive in these roles, engineers must build both breadth and depth. Here are the core skills that matter:</p>
<h4 data-start="3364" data-end="3397">1. <strong data-start="3371" data-end="3397">Foundational Expertise</strong></h4>
<p data-start="3398" data-end="3558">Start with a strong grounding in your primary discipline. Whether that&rsquo;s mechanical, civil, electrical, or software engineering, deep expertise is still valued.</p>
<h4 data-start="3560" data-end="3607">2. <strong data-start="3567" data-end="3607">Working Knowledge of Adjacent Fields</strong></h4>
<p data-start="3608" data-end="3827">Learn the fundamentals of related disciplines. For example, a mechanical engineer should understand basic programming and electronics, while an electrical engineer should know how mechanical forces impact system design.</p>
<h4 data-start="3829" data-end="3856">3. <strong data-start="3836" data-end="3856">Systems Thinking</strong></h4>
<p data-start="3857" data-end="4065">Cross-disciplinary engineers excel at systems thinking - understanding how different components interact and influence each other. This is particularly valuable in sectors like aerospace, automotive, or energy.</p>
<h4 data-start="4067" data-end="4109">4. <strong data-start="4074" data-end="4109">Communication and Collaboration</strong></h4>
<p data-start="4110" data-end="4329">Being able to communicate clearly with engineers from other backgrounds (and with non-technical stakeholders) is essential. You&rsquo;ll need to explain ideas, interpret requirements, and resolve conflicts across disciplines.</p>
<h4>5. <strong data-start="4338" data-end="4378">Adaptability and Continuous Learning</strong></h4>
<p data-start="4379" data-end="4531">Technology doesn&rsquo;t stand still. Successful cross-disciplinary engineers are lifelong learners, always adding new tools and knowledge to their skill set.</p>
<h2 data-start="4538" data-end="4598">&nbsp;</h2>
<h3 data-start="4538" data-end="4598">Which Industries Are Hiring Cross-Disciplinary Engineers?</h3>
<p data-start="4600" data-end="4685">The demand spans virtually every technical sector. Below are a few standout examples:</p>
<h4 data-start="4687" data-end="4719">1. <strong data-start="4694" data-end="4719">Energy and Renewables</strong></h4>
<p data-start="4720" data-end="4862">From wind turbines to hydrogen fuel cells, energy solutions often blend mechanical systems, electrical control, and environmental engineering.</p>
<h4 data-start="4864" data-end="4896">2. <strong data-start="4871" data-end="4896">Aerospace and Defence</strong></h4>
<p data-start="4897" data-end="5081">These sectors require engineers who can integrate software, avionics, propulsion, and structural components into cohesive systems, often within tight tolerances and strict regulations.</p>
<h4 data-start="5083" data-end="5109">3. <strong data-start="5090" data-end="5109">Medical Devices</strong></h4>
<p data-start="5110" data-end="5241">Designing medical equipment calls for a mix of biomedical knowledge, mechanical design, embedded systems, and regulatory awareness.</p>
<h4 data-start="5243" data-end="5282">4. <strong data-start="5250" data-end="5282">Manufacturing and Automation</strong></h4>
<p data-start="5283" data-end="5451">Factory automation involves robotics, AI, sensor integration, and control systems - making cross-disciplinary skills critical for efficient implementation and innovation.</p>
<h4 data-start="5453" data-end="5498">5. <strong data-start="5460" data-end="5498">Construction and Civil Engineering</strong></h4>
<p data-start="5499" data-end="5680">As buildings become smarter, civil engineers need to understand digital technologies like Building Information Modelling (BIM), environmental sensors, and energy efficiency systems.</p>
<h2 data-start="5687" data-end="5733">&nbsp;</h2>
<h3 data-start="5687" data-end="5733">How to Become a Cross-Disciplinary Engineer</h3>
<h4 data-start="5735" data-end="5766">1. <strong data-start="5742" data-end="5766">Expand Your Learning</strong></h4>
<p data-start="5767" data-end="5948">Take advantage of online courses, certifications, and short programmes. Topics like Python programming, control systems, data analytics, and electronics are popular crossover areas.</p>
<h4 data-start="5950" data-end="5994">2. <strong data-start="5957" data-end="5994">Work on Cross-Functional Projects</strong></h4>
<p data-start="5995" data-end="6173">Look for opportunities to join project teams that span departments or disciplines. Even volunteering for smaller tasks outside your core area can build confidence and experience.</p>
<h4 data-start="6175" data-end="6207">3. <strong data-start="6182" data-end="6207">Network Across Fields</strong></h4>
<p data-start="6208" data-end="6388">Attend industry events, webinars, or conferences that cater to multiple engineering sectors. This will expose you to broader thinking and help build a diverse professional network.</p>
<h4 data-start="6390" data-end="6433">4. <strong data-start="6397" data-end="6433">Highlight Versatility on Your CV</strong></h4>
<p data-start="6434" data-end="6627">Make sure your CV reflects your ability to work across disciplines. Highlight collaborative projects, interdisciplinary coursework, or examples where you learned a new skill to solve a problem.</p>
<h2 data-start="6634" data-end="6667">&nbsp;</h2>
<h3 data-start="6634" data-end="6667">What Employers Should Look For</h3>
<p data-start="6669" data-end="6803">If you&rsquo;re hiring for engineering roles in today&rsquo;s fast-changing environment, look beyond narrow job titles or legacy role definitions.</p>
<p data-start="6805" data-end="6823">Instead, consider:</p>
<ul data-start="6824" data-end="6990">
<li data-start="6824" data-end="6886">
<p data-start="6826" data-end="6886">Candidates with diverse academic backgrounds or dual degrees</p>
</li>
<li data-start="6887" data-end="6934">
<p data-start="6889" data-end="6934">Engineers who have worked in multiple sectors</p>
</li>
<li data-start="6935" data-end="6990">
<p data-start="6937" data-end="6990">Applicants who demonstrate curiosity and adaptability</p>
</li>
</ul>
<p data-start="6992" data-end="7174">It&rsquo;s also worth investing in cross-training your existing team. Giving engineers the chance to upskill in adjacent areas helps foster innovation and builds organisational resilience.</p>
<h2 data-start="7181" data-end="7198">&nbsp;</h2>
<h3 data-start="7181" data-end="7198">Final Thoughts</h3>
<p data-start="7200" data-end="7386">The days of working in isolated engineering silos are fading fast. In today&rsquo;s multidisciplinary world, the ability to connect dots across disciplines isn&rsquo;t just a bonus - it&rsquo;s a necessity.</p>
<p data-start="7388" data-end="7744">Cross-disciplinary engineers are key to solving complex problems, driving innovation, and delivering integrated solutions that meet the demands of modern industry. Whether you're an engineer seeking to future-proof your career or an employer striving to stay competitive, recognising the value of cross-disciplinary skills is a step in the right direction.</p>
<p data-start="7746" data-end="7987">At <strong data-start="7749" data-end="7766">First Achieve</strong>, we help engineering talent and companies find the right fit for this evolving landscape. If you're looking to hire adaptable engineers or take your career in a new direction, get in touch with our specialist team today.</p>

Why Cross-Disciplinary Engineers Are in High Demand

<p data-start="289" data-end="671">Artificial Intelligence (AI) is no longer a distant concept reserved for science fiction or cutting-edge research labs. It is firmly embedded in our daily lives, reshaping industries across the board &ndash; and software engineering is no exception. From code generation to system design, AI is redefining the skills, workflows, and expectations associated with being a software engineer.</p>
<p data-start="673" data-end="878">In this blog, we&rsquo;ll explore how AI is transforming the role of software engineers, what new skills are becoming essential, and how both job seekers and employers in the tech sector can adapt to stay ahead.</p>
<p data-start="673" data-end="878">&nbsp;</p>
<h3 data-start="885" data-end="915">Automation of Routine Tasks</h3>
<p data-start="917" data-end="1186">One of the most immediate impacts of AI is the automation of repetitive and time-consuming coding tasks. Tools like GitHub Copilot and Amazon CodeWhisperer can suggest lines of code, write functions, and even generate boilerplate code based on natural language prompts.</p>
<p data-start="1188" data-end="1461">This doesn&rsquo;t mean AI is replacing software engineers. Rather, it&rsquo;s streamlining workflows and freeing up time for developers to focus on more strategic, creative, or complex aspects of software development &ndash; such as system architecture, product design, and user experience.</p>
<p data-start="1463" data-end="1667"><strong data-start="1463" data-end="1497">What this means for engineers:</strong> Strong problem-solving skills and creativity are becoming even more critical. Engineers must be able to guide AI tools effectively and evaluate their outputs critically.</p>
<h2 data-start="1674" data-end="1704">&nbsp;</h2>
<h3 data-start="1674" data-end="1704">Shifting Skill Requirements</h3>
<p data-start="1706" data-end="1958">Traditionally, software engineering roles emphasised deep programming expertise and detailed knowledge of specific frameworks or languages. While these are still valuable, the growing use of AI is shifting the spotlight to broader competencies such as:</p>
<ul data-start="1960" data-end="2274">
<li data-start="1960" data-end="2062">
<p data-start="1962" data-end="2062"><strong data-start="1962" data-end="1984">Prompt engineering</strong> &ndash; the ability to frame effective questions or instructions to guide AI tools.</p>
</li>
<li data-start="2063" data-end="2155">
<p data-start="2065" data-end="2155"><strong data-start="2065" data-end="2082">Data literacy</strong> &ndash; understanding how data flows through systems and how AI models use it.</p>
</li>
<li data-start="2156" data-end="2274">
<p data-start="2158" data-end="2274"><strong data-start="2158" data-end="2179">Critical thinking</strong> &ndash; being able to validate AI-generated code and ensure it meets quality and security standards.</p>
</li>
</ul>
<p data-start="2276" data-end="2476">Additionally, engineers increasingly need a working knowledge of how machine learning models work &ndash; even if they&rsquo;re not building them from scratch &ndash; to collaborate effectively with data science teams.</p>
<p data-start="2478" data-end="2639"><strong data-start="2478" data-end="2504">Advice for candidates:</strong> Embrace continuous learning. Staying current with AI tools and platforms will be essential to remaining competitive in the job market.</p>
<h2 data-start="2646" data-end="2685">&nbsp;</h2>
<h3 data-start="2646" data-end="2685">Changing Workflows and Collaboration</h3>
<p data-start="2687" data-end="3011">AI is also changing how engineering teams collaborate. Traditional workflows, where developers wrote, tested, and deployed code manually, are being supplemented with AI-assisted DevOps pipelines. AI can now predict code errors, suggest performance improvements, and even flag potential security vulnerabilities in real-time.</p>
<p data-start="3013" data-end="3288">Furthermore, AI enhances collaboration tools by translating natural language requirements into technical tasks or generating documentation from code automatically. This means engineers can work more efficiently across functions, including with product managers and designers.</p>
<p data-start="3290" data-end="3592"><strong data-start="3290" data-end="3310">Impact on teams:</strong> Communication and cross-functional collaboration skills are now just as important as technical ability. AI lowers the technical barrier for non-developers to interact with code and software products, so engineers must be able to operate in more integrated, multidisciplinary teams.</p>
<h2 data-start="3599" data-end="3632">&nbsp;</h2>
<h3 data-start="3599" data-end="3632">Redefining What "Coding" Means</h3>
<p data-start="3634" data-end="3928">In the past, coding was synonymous with typing line after line of syntax into an IDE. Now, with the rise of low-code and no-code platforms powered by AI, the definition is evolving. While these platforms don&rsquo;t replace the need for skilled software engineers, they do change what coding entails.</p>
<p data-start="3930" data-end="4210">More engineers are becoming system designers or solution architects, using AI tools to build and orchestrate components rather than coding every detail by hand. In some cases, this means less time writing code and more time thinking about how systems interact, scale, and perform.</p>
<p data-start="4212" data-end="4393"><strong data-start="4212" data-end="4234">Tip for employers:</strong> When hiring, look beyond syntax proficiency. Seek out candidates who can think systemically, communicate effectively, and adapt to new tools and environments.</p>
<h2 data-start="4400" data-end="4440">&nbsp;</h2>
<h3 data-start="4400" data-end="4440">Ethical and Governance Considerations</h3>
<p data-start="4442" data-end="4597">As AI takes on a greater role in software development, engineers also need to consider the ethical implications of their work. This includes understanding:</p>
<ul data-start="4599" data-end="4749">
<li data-start="4599" data-end="4647">
<p data-start="4601" data-end="4647"><strong data-start="4601" data-end="4622">Bias in AI models</strong> &ndash; and how to mitigate it</p>
</li>
<li data-start="4648" data-end="4701">
<p data-start="4650" data-end="4701"><strong data-start="4650" data-end="4686">Data privacy laws and compliance</strong> &ndash; such as GDPR</p>
</li>
<li data-start="4702" data-end="4749">
<p data-start="4704" data-end="4749"><strong data-start="4704" data-end="4749">Accountability for AI-generated decisions</strong></p>
</li>
</ul>
<p data-start="4751" data-end="4991">Software engineers are increasingly being asked to participate in governance discussions, risk assessments, and policy development. This broadens the traditional remit of the role and requires a more holistic view of the software lifecycle.</p>
<p data-start="4993" data-end="5149"><strong data-start="4993" data-end="5015">What to watch for:</strong> The rise of AI ethics in engineering may lead to new job titles and responsibilities, such as AI risk analyst or compliance engineer.</p>
<h2 data-start="5156" data-end="5198">&nbsp;</h2>
<h3 data-start="5156" data-end="5198">The Rise of AI-First Startups and Teams</h3>
<p data-start="5200" data-end="5459">Another notable shift is the emergence of AI-first businesses &ndash; companies whose core products or operations are driven by AI. These organisations need engineers who not only understand traditional software development but can also design and deploy AI models.</p>
<p data-start="5461" data-end="5656">While larger companies might have dedicated machine learning teams, smaller firms are looking for versatile engineers who can work across the stack and incorporate AI into applications as needed.</p>
<p data-start="5658" data-end="5866"><strong data-start="5658" data-end="5682">Recruitment insight:</strong> There&rsquo;s a growing demand for hybrid roles &ndash; engineers who are comfortable with both software development and AI tooling. These candidates are highly valuable in a tight labour market.</p>
<h2 data-start="5873" data-end="5900">&nbsp;</h2>
<h3 data-start="5873" data-end="5900">Preparing for the Future</h3>
<p data-start="5902" data-end="6029">For job seekers and employers alike, the evolution of the software engineering role presents both challenges and opportunities.</p>
<h4 data-start="6031" data-end="6051">For job seekers:</h4>
<ul data-start="6052" data-end="6243">
<li data-start="6052" data-end="6105">
<p data-start="6054" data-end="6105">Invest in learning AI tools relevant to your field.</p>
</li>
<li data-start="6106" data-end="6168">
<p data-start="6108" data-end="6168">Build a portfolio that demonstrates problem-solving with AI.</p>
</li>
<li data-start="6169" data-end="6243">
<p data-start="6171" data-end="6243">Emphasise soft skills like communication and adaptability in interviews.</p>
</li>
</ul>
<h4 data-start="6245" data-end="6263">For employers:</h4>
<ul data-start="6264" data-end="6474">
<li data-start="6264" data-end="6328">
<p data-start="6266" data-end="6328">Rethink job descriptions to reflect evolving responsibilities.</p>
</li>
<li data-start="6329" data-end="6395">
<p data-start="6331" data-end="6395">Offer training and support for existing teams to adopt AI tools.</p>
</li>
<li data-start="6396" data-end="6474">
<p data-start="6398" data-end="6474">Look for candidates with a balance of technical skills and systems thinking.</p>
</li>
</ul>
<h2 data-start="6481" data-end="6498">&nbsp;</h2>
<h3 data-start="6481" data-end="6498">Final Thoughts</h3>
<p data-start="6500" data-end="6836">AI is not making software engineers obsolete &ndash; far from it. Instead, it's elevating the role to one that is more strategic, collaborative, and focused on solving high-level problems. By embracing this shift, both engineers and employers can harness the power of AI to build better software, faster and more efficiently than ever before.</p>
<p data-start="6838" data-end="7112">At First Achieve, we&rsquo;re committed to helping both candidates and companies navigate this changing landscape. Whether you're looking to build your AI-ready engineering team or searching for your next role in a tech-driven environment, we can help you stay ahead of the curve.</p>

How AI is Changing What It Means to Be a Software Engineer

Why Software Engineers Are Looking Past Salary First

<p class="" data-start="395" data-end="612">In the world of technical recruitment, hiring managers have long relied on traditional credentials&mdash;degrees from established universities, linear career paths, and years of industry experience. But the tide is turning.</p>
<p class="" data-start="614" data-end="1050">Driven by evolving technology, urgent skills shortages, and a growing awareness of the value of diversity, more and more companies are hiring engineers from non-traditional backgrounds. These include self-taught developers, career changers, bootcamp graduates, and individuals without formal degrees. For organisations serious about innovation and long-term growth, these candidates can bring unique strengths that are often overlooked.</p>
<h2 class="" data-start="1052" data-end="1095">&nbsp;</h2>
<h2 class="" data-start="1052" data-end="1095">The Talent Shortage is Real&mdash;and Widening</h2>
<p class="" data-start="1097" data-end="1489">The engineering and tech industries are facing a significant skills gap. According to the Institution of Engineering and Technology (IET), nearly half of engineering firms in the UK are struggling to recruit the skilled workers they need. Traditional pipelines&mdash;university courses, graduate schemes, and apprenticeship programmes&mdash;simply aren&rsquo;t producing enough qualified engineers fast enough.</p>
<p class="" data-start="1491" data-end="1711">This shortage is particularly acute in disciplines like software engineering, data science, and electrical engineering. The result? Companies are being forced to think differently about how they find and evaluate talent.</p>
<p class="" data-start="1491" data-end="1711">&nbsp;</p>
<h2 class="" data-start="1713" data-end="1754">The Rise of Alternative Learning Paths</h2>
<p class="" data-start="1756" data-end="2017">The growth of online learning platforms, coding bootcamps, and remote work has democratised access to technical education. Today, a motivated individual can go from novice to job-ready in under a year, thanks to focused, intensive training in real-world skills.</p>
<p class="" data-start="2019" data-end="2290">Bootcamp graduates, for example, often have experience working in agile teams, building software products, and using industry-standard tools like Git, Docker, and AWS. Many have developed strong portfolios and problem-solving skills, even if they lack formal credentials.</p>
<p class="" data-start="2292" data-end="2503">Moreover, some of the world&rsquo;s most successful tech professionals&mdash;ranging from Elon Musk&rsquo;s early hires at SpaceX to self-taught open-source contributors&mdash;have come from unconventional educational and career paths.</p>
<p class="" data-start="2292" data-end="2503">&nbsp;</p>
<h2 class="" data-start="2505" data-end="2547">Why Non-Traditional Engineers Add Value</h2>
<p data-start="2549" data-end="2596">1. <strong data-start="2556" data-end="2596">Diverse Perspectives Fuel Innovation</strong></p>
<p class="" data-start="2598" data-end="2863">Hiring people with varied life experiences, educational paths, and problem-solving approaches can spark creativity. Non-traditional engineers often challenge assumptions and bring fresh ways of thinking that aren&rsquo;t confined by academic norms or rigid career models.</p>
<p class="" data-start="2865" data-end="3107">For example, a former teacher turned software developer may approach UX design with a unique sensitivity to communication and accessibility. An ex-mechanic retrained in robotics could have practical, hands-on insight into systems integration.</p>
<p data-start="3109" data-end="3148">2. <strong data-start="3116" data-end="3148">Proven Adaptability and Grit</strong></p>
<p class="" data-start="3150" data-end="3388">Switching careers or learning engineering skills outside of a university context requires a high degree of self-discipline, curiosity, and resilience. These are exactly the traits you want in someone tackling complex technical challenges.</p>
<p class="" data-start="3390" data-end="3645">Candidates from non-traditional backgrounds often come with strong evidence of motivation: night classes, self-study projects, freelancing gigs, and community contributions. These experiences showcase not just technical potential, but a proactive mindset.</p>
<p data-start="3647" data-end="3684">3. <strong data-start="3654" data-end="3684">Real-World Problem Solving</strong></p>
<p class="" data-start="3686" data-end="4006">Many career changers and bootcamp grads have already worked in other industries, such as finance, logistics, healthcare, or the military. Their previous roles may have required them to manage projects, communicate with stakeholders, or solve operational problems&mdash;skills that translate well into engineering environments.</p>
<p class="" data-start="4008" data-end="4169">In fact, some employers find that these individuals ramp up quickly and work well in cross-functional teams because they understand the broader business context.</p>
<p data-start="4171" data-end="4215">4. <strong data-start="4178" data-end="4215">Culture Add, Not Just Culture Fit</strong></p>
<p class="" data-start="4217" data-end="4579">Hiring for "culture fit" has often meant hiring people with similar backgrounds and ways of thinking. Shifting the mindset to &ldquo;culture add&rdquo; allows organisations to benefit from new ideas, challenge echo chambers, and improve team performance. Engineers with non-traditional backgrounds often bring exactly that: different perspectives that enhance team dynamics.</p>
<p class="" data-start="4217" data-end="4579">&nbsp;</p>
<h2 class="" data-start="4581" data-end="4627">How Employers Can Tap Into This Talent Pool</h2>
<p class="" data-start="4629" data-end="4760">To attract and retain engineers from non-traditional backgrounds, employers may need to rethink their hiring practices. Here&rsquo;s how:</p>
<p data-start="4762" data-end="4801">1. <strong data-start="4769" data-end="4801">Re-evaluate Job Descriptions</strong></p>
<p class="" data-start="4803" data-end="5022">Focus on required skills and competencies rather than qualifications. Instead of stating "Computer Science degree required," consider language like "Demonstrated experience in software development or equivalent skills."</p>
<p class="" data-start="5024" data-end="5150">Make sure you aren&rsquo;t accidentally filtering out high-potential candidates with rigid requirements or jargon-heavy job adverts.</p>
<p data-start="5152" data-end="5191">2. <strong data-start="5159" data-end="5191">Use Skills-Based Assessments</strong></p>
<p class="" data-start="5193" data-end="5444">Practical technical tasks, portfolio reviews, and problem-solving challenges often provide better insight into a candidate's capabilities than CVs alone. Consider incorporating pair programming or take-home challenges that reflect real work scenarios.</p>
<p data-start="5446" data-end="5492">3. <strong data-start="5453" data-end="5492">Build Inclusive Interview Processes</strong></p>
<p class="" data-start="5494" data-end="5766">Interviewers should be trained to recognise transferable skills and not penalise candidates for gaps in their technical knowledge if they show the ability to learn quickly. Structured interviews with clear scoring criteria can help remove bias and make assessments fairer.</p>
<p data-start="5768" data-end="5805">4. <strong data-start="5775" data-end="5805">Create Pathways for Growth</strong></p>
<p class="" data-start="5807" data-end="6040">Offering mentoring, on-the-job training, and clear development pathways can help bridge any gaps and ensure long-term success for non-traditional hires. These efforts also contribute to a stronger employer brand and higher retention.</p>
<p class="" data-start="5807" data-end="6040">&nbsp;</p>
<h2 class="" data-start="6042" data-end="6097">A Strategic Advantage for Forward-Thinking Companies</h2>
<p class="" data-start="6099" data-end="6371">Companies like Google, IBM, and PwC have already started removing degree requirements from many technical roles, prioritising real-world skills and potential instead. Closer to home, UK startups and scale-ups are increasingly embracing bootcamp grads and career switchers.</p>
<p class="" data-start="6373" data-end="6558">For employers willing to look beyond the CV, the rewards are substantial: access to a broader talent pool, greater diversity of thought, and employees who are eager to prove themselves.</p>
<p class="" data-start="6373" data-end="6558">&nbsp;</p>
<h2 class="" data-start="6560" data-end="6577">Final Thoughts</h2>
<p class="" data-start="6579" data-end="6933">Hiring engineers from non-traditional backgrounds isn&rsquo;t about lowering standards. It&rsquo;s about recognising that great engineering talent doesn&rsquo;t always follow a linear path. In a time when demand for skilled engineers far outpaces supply, broadening your definition of what a "qualified" candidate looks like can be the competitive edge your company needs.</p>
<p class="" data-start="6935" data-end="7219">At First Achieve, we understand the evolving dynamics of the technical job market. Whether you're a hiring manager looking to diversify your team or a career changer ready to take the leap into engineering, we&rsquo;re here to help connect exceptional talent with exceptional opportunities.</p>

Why Your Next Engineer Might Come from a Non-Traditional Background

<p data-start="61" data-end="458">The tech industry is fiercely competitive, with skilled software engineers constantly vying for the best roles. Whether you're a junior developer looking for your first big break or an experienced engineer aiming for a step up, standing out to tech recruiters is essential. Recruiters sift through countless CVs and LinkedIn profiles daily, so making an impression requires a strategic approach.</p>
<p data-start="460" data-end="561">Here&rsquo;s how you can distinguish yourself and catch the attention of recruiters in the tech industry.</p>
<h2 data-start="563" data-end="608">Optimise Your CV and LinkedIn Profile</h2>
<h3 data-start="610" data-end="648"><strong data-start="614" data-end="646">Craft a Clear and Concise CV</strong></h3>
<p data-start="649" data-end="877">Your CV is often the first impression a recruiter has of you, so it needs to be well-structured and tailored to each role you apply for. Keep it concise (ideally two pages) and focus on the most relevant skills and experience.</p>
<p data-start="879" data-end="894"><strong data-start="879" data-end="892">Key tips:</strong></p>
<ul data-start="895" data-end="1135">
<li data-start="895" data-end="947">Use bullet points to highlight key achievements.</li>
<li data-start="948" data-end="1054">Quantify your impact with metrics (e.g., &ldquo;Reduced system load time by 30% through code optimisation&rdquo;).</li>
<li data-start="1055" data-end="1135">Tailor your CV for each application by aligning it with the job description.</li>
</ul>
<h3 data-start="1137" data-end="1176"><strong data-start="1141" data-end="1174">Enhance Your LinkedIn Profile</strong></h3>
<p data-start="1177" data-end="1314">Many recruiters use LinkedIn as their primary sourcing tool. A strong profile can significantly increase your chances of being noticed.</p>
<p data-start="1316" data-end="1361"><strong data-start="1316" data-end="1359">Ways to optimise your LinkedIn profile:</strong></p>
<ul data-start="1362" data-end="1738">
<li data-start="1362" data-end="1427">Use a professional profile picture and a compelling headline.</li>
<li data-start="1428" data-end="1524">Write a well-crafted summary that showcases your skills, experience, and career aspirations.</li>
<li data-start="1525" data-end="1583">List all relevant technical skills and certifications.</li>
<li data-start="1584" data-end="1656">Get recommendations from colleagues and managers to add credibility.</li>
<li data-start="1657" data-end="1738">Keep your job experience up to date and include project links where possible.</li>
</ul>
<h2 data-start="1740" data-end="1778">Showcase Your Technical Skills</h2>
<h3 data-start="1780" data-end="1814"><strong data-start="1784" data-end="1812">Build a Strong Portfolio</strong></h3>
<p data-start="1815" data-end="1936">A GitHub profile or personal website featuring your projects can demonstrate your coding skills better than a CV alone.</p>
<p data-start="1938" data-end="1978"><strong data-start="1938" data-end="1976">What to include in your portfolio:</strong></p>
<ul data-start="1979" data-end="2202">
<li data-start="1979" data-end="2058">Personal projects that showcase your creativity and problem-solving skills.</li>
<li data-start="2059" data-end="2101">Contributions to open-source projects.</li>
<li data-start="2102" data-end="2202">Case studies of projects you&rsquo;ve worked on, highlighting the challenges, solutions, and outcomes.</li>
</ul>
<h3 data-start="2204" data-end="2247"><strong data-start="2208" data-end="2245">Stay Updated with Industry Trends</strong></h3>
<p data-start="2248" data-end="2354">Tech recruiters look for engineers who continuously learn and stay updated with the latest technologies.</p>
<p data-start="2356" data-end="2381"><strong data-start="2356" data-end="2379">Ways to stay ahead:</strong></p>
<ul data-start="2382" data-end="2566">
<li data-start="2382" data-end="2417">Follow industry news and blogs.</li>
<li data-start="2418" data-end="2497">Engage in online courses on platforms like Coursera, Udemy, or Pluralsight.</li>
<li data-start="2498" data-end="2566">Contribute to coding communities like Stack Overflow and GitHub.</li>
</ul>
<h2 data-start="2568" data-end="2626">Network with Recruiters and Industry Professionals</h2>
<h3 data-start="2628" data-end="2672"><strong data-start="2632" data-end="2670">Engage with Recruiters on LinkedIn</strong></h3>
<p data-start="2673" data-end="2872">Instead of waiting for recruiters to find you, take the initiative to connect with them. Send a brief, personalised message explaining your skills and what kind of opportunities you&rsquo;re looking for.</p>
<h3 data-start="2874" data-end="2914"><strong data-start="2878" data-end="2912">Attend Tech Events and Meetups</strong></h3>
<p data-start="2915" data-end="3124">Hackathons, coding bootcamps, and tech conferences are great places to meet industry professionals and recruiters. Networking can often lead to job referrals and inside information on upcoming opportunities.</p>
<h2 data-start="3126" data-end="3160">Develop Strong Soft Skills</h2>
<p data-start="3162" data-end="3284">While technical skills are crucial, recruiters also value soft skills like communication, problem-solving, and teamwork.</p>
<p data-start="3286" data-end="3319"><strong data-start="3286" data-end="3317">How to improve soft skills:</strong></p>
<ul data-start="3320" data-end="3551">
<li data-start="3320" data-end="3387">Practise explaining complex technical concepts in simple terms.</li>
<li data-start="3388" data-end="3460">Work on collaborative projects that require teamwork and leadership.</li>
<li data-start="3461" data-end="3551">Develop problem-solving skills by tackling coding challenges and real-world scenarios.</li>
</ul>
<h2 data-start="3553" data-end="3593">Prepare for Technical Interviews</h2>
<p data-start="3595" data-end="3727">Even if your CV and LinkedIn profile are strong, your performance in technical interviews will determine whether you land the job.</p>
<p data-start="3729" data-end="3763"><strong data-start="3729" data-end="3761">Ways to prepare effectively:</strong></p>
<ul data-start="3764" data-end="4129">
<li data-start="3764" data-end="3849">Practise coding challenges on platforms like LeetCode, CodeSignal, or HackerRank.</li>
<li data-start="3850" data-end="3935">Brush up on computer science fundamentals such as data structures and algorithms.</li>
<li data-start="3936" data-end="4040">Prepare for behavioural interview questions using the STAR method (Situation, Task, Action, Result).</li>
<li data-start="4041" data-end="4129">Research the company and be ready to discuss how your skills align with their needs.</li>
</ul>
<h2 data-start="4131" data-end="4146">Conclusion</h2>
<p data-start="4148" data-end="4587">Standing out to tech recruiters requires more than just technical expertise. A well-structured CV, an optimised LinkedIn profile, a strong portfolio, and active networking can make a significant difference. Additionally, improving soft skills and preparing for interviews will further increase your chances of landing the best opportunities. By taking these steps, you&rsquo;ll position yourself as a top candidate in a competitive job market.</p>

How Software Engineers Can Stand Out to Tech Recruiters

<p>In today&rsquo;s competitive job market, attracting and retaining top tech talent requires more than just offering competitive salaries. The best candidates are looking for companies that align with their values, provide a strong workplace culture, and offer opportunities for growth. This is where employer branding plays a crucial role. A well-crafted employer brand can set your company apart, making it a desirable place for skilled professionals to work.</p>
<p>In this blog, we&rsquo;ll explore how businesses can leverage employer branding to attract top tech talent and build a workforce that drives success.</p>
<h2>&nbsp;</h2>
<h2><strong>What is Employer Branding?</strong></h2>
<p>Employer branding refers to the perception of your company as an employer. It encompasses your reputation, workplace culture, employee value proposition (EVP), and the experience you provide to current and potential employees. A strong employer brand helps you stand out in the talent market, making your company a preferred choice for skilled professionals.</p>
<p>For tech companies, employer branding is particularly important. The demand for software developers, data analysts, cybersecurity specialists, and other tech experts is high, and candidates have the freedom to choose companies that align with their aspirations and values.</p>
<h2>&nbsp;</h2>
<h2><strong>The Importance of Employer Branding in Tech Recruitment</strong></h2>
<ol>
<li>
<p><strong>Attracts the Right Talent</strong><br>A strong employer brand ensures that your company is appealing to professionals who share your values, work ethic, and vision. When tech candidates see your company as a great place to work, they are more likely to apply and engage with your recruitment process.</p>
</li>
<li>
<p><strong>Reduces Hiring Costs</strong><br>Companies with strong employer brands receive more direct applications, reducing the reliance on expensive recruitment agencies or advertising. Additionally, a positive reputation leads to better retention rates, minimising the cost of replacing employees.</p>
</li>
<li>
<p><strong>Enhances Employee Engagement and Productivity</strong><br>Employees who feel proud of their workplace are more engaged and motivated. A company with a well-defined employer brand fosters loyalty, leading to higher job satisfaction and productivity.</p>
</li>
<li>
<p><strong>Improves Diversity and Inclusion</strong><br>A strong employer brand can help position your company as an inclusive and diverse workplace. Candidates from different backgrounds will be more likely to apply if they see your company actively promoting diversity and equity in hiring practices and company culture.</p>
</li>
</ol>
<h2>&nbsp;</h2>
<h2><strong>How to Build a Strong Employer Brand in Tech</strong></h2>
<h3><strong>Define Your Employer Value Proposition (EVP)</strong></h3>
<p>Your EVP is what sets you apart as an employer. It includes the benefits, opportunities, and culture you offer employees. To develop a strong EVP:</p>
<ul>
<li>Identify what makes your company unique.</li>
<li>Understand what current employees value most about working for you.</li>
<li>Communicate your mission, values, and long-term vision.</li>
</ul>
<p>Tech professionals look for companies that offer career development, work-life balance, and meaningful work. Ensure your EVP reflects these aspects clearly.</p>
<h3>&nbsp;</h3>
<h3><strong>Showcase Your Company Culture</strong></h3>
<p>Tech professionals want to work in an environment that encourages innovation, collaboration, and continuous learning. Highlight your culture by:</p>
<ul>
<li>Sharing employee success stories and testimonials.</li>
<li>Posting behind-the-scenes content on social media.</li>
<li>Creating videos showcasing your workplace and team.</li>
<li>Encouraging employees to share their experiences on platforms like LinkedIn and Glassdoor.</li>
</ul>
<p>A positive and transparent company culture is a major draw for tech talent.</p>
<h3>&nbsp;</h3>
<h3><strong>Offer Career Growth and Development</strong></h3>
<p>The best tech professionals seek continuous learning and career advancement. Companies that provide upskilling opportunities are more likely to attract and retain top talent. You can enhance your employer brand by:</p>
<ul>
<li>Offering training programmes and certifications.</li>
<li>Supporting attendance at industry conferences and tech events.</li>
<li>Providing mentorship and career progression pathways.</li>
</ul>
<p>By investing in employee growth, you position your company as an attractive place to work.</p>
<h3>&nbsp;</h3>
<h3><strong>Strengthen Your Online Presence</strong></h3>
<p>A strong digital presence helps reinforce your employer brand. Many candidates research a company online before applying. To make a great impression:</p>
<ul>
<li>Optimise your careers page with clear job descriptions and employee testimonials.</li>
<li>Regularly update your company&rsquo;s LinkedIn, Twitter, and other social platforms.</li>
<li>Maintain a positive reputation on review sites like Glassdoor.</li>
<li>Share blog posts and thought leadership content showcasing your industry expertise.</li>
</ul>
<p>An active and engaging online presence ensures potential candidates see your company in the best light.</p>
<h3>&nbsp;</h3>
<h3><strong>Promote Work-Life Balance and Flexibility</strong></h3>
<p>Flexible working arrangements are highly valued by tech professionals. A company that prioritises work-life balance attracts more candidates and improves employee retention. Consider offering:</p>
<ul>
<li>Remote or hybrid working options.</li>
<li>Flexible working hours.</li>
<li>Wellness programmes and mental health support.</li>
</ul>
<p>By demonstrating a commitment to employee well-being, you create a compelling employer brand.</p>
<h3>&nbsp;</h3>
<h3><strong>Engage with the Tech Community</strong></h3>
<p>Being actively involved in the tech industry boosts your credibility and visibility. Engage with the community by:</p>
<ul>
<li>Sponsoring tech meetups and hackathons.</li>
<li>Partnering with universities and coding bootcamps.</li>
<li>Encouraging employees to participate in open-source projects.</li>
</ul>
<p>These initiatives position your company as an industry leader and attract tech professionals who value innovation and collaboration.</p>
<p>&nbsp;</p>
<h3><strong>Encourage Employee Advocacy</strong></h3>
<p>Your employees are your best brand ambassadors. Candidates trust employee opinions more than corporate messaging. Encourage advocacy by:</p>
<ul>
<li>Recognising and rewarding employees who share company updates.</li>
<li>Creating an employee referral programme.</li>
<li>Encouraging team members to share their experiences on LinkedIn and review sites.</li>
</ul>
<p>A strong internal culture naturally leads to positive external perceptions.</p>
<h2><strong>Measuring the Success of Your Employer Branding Efforts</strong></h2>
<p>To ensure your employer branding strategy is effective, track key metrics such as:</p>
<ul>
<li><strong>Employee retention rates</strong> &ndash; High retention suggests a strong employer brand.</li>
<li><strong>Application volume and quality</strong> &ndash; More and better candidates indicate successful branding.</li>
<li><strong>Glassdoor and LinkedIn reviews</strong> &ndash; Positive feedback shows that employees and candidates have good experiences.</li>
<li><strong>Social media engagement</strong> &ndash; Increased likes, shares, and comments reflect a growing employer brand presence.</li>
</ul>
<p>By monitoring these metrics, you can refine your strategy and continue attracting top tech talent.</p>
<h2>&nbsp;</h2>
<h2><strong>Final Thoughts</strong></h2>
<p>In a highly competitive tech job market, employer branding is a crucial tool for attracting and retaining the best professionals. By defining your EVP, showcasing your culture, offering career growth, and maintaining a strong online presence, you can position your company as an employer of choice.</p>
<p>Investing in employer branding not only helps you secure top talent but also creates a motivated, engaged workforce that drives business success. If you want to stay ahead in the tech hiring game, now is the time to build and strengthen your employer brand.</p>
<p>Are you looking for top tech talent to join your team? <strong>First Achieve</strong> can help you find the right professionals to match your company&rsquo;s culture and vision. Get in touch today!</p>

Leveraging Employer Branding to Attract Top Tech Talent

<p>Negotiating your salary can be one of the most daunting yet essential tasks in your career as an engineer. Whether you&rsquo;re starting a new role or seeking a raise in your current position, understanding how to approach this conversation can significantly impact your earnings and job satisfaction. This guide will help you navigate the salary negotiation process effectively, ensuring you secure the compensation you deserve.</p>
<p>&nbsp;</p>
<p><strong>Research Is Key</strong><br>The foundation of any successful salary negotiation is solid research. Understanding your market value will give you confidence and ensure you&rsquo;re asking for a realistic figure.</p>
<ul>
<li><strong>Understand the Market Rate</strong>: Research salaries for engineers in your specialisation, industry, and geographic location. Websites like Glassdoor, PayScale, or engineering job boards can provide valuable insights.</li>
<li><strong>Consider Your Experience and Skills</strong>: Engineers with niche skills or extensive experience often command higher salaries. Highlight certifications, software expertise, or projects that demonstrate your value.</li>
<li><strong>Factor in Industry Trends</strong>: If demand for your skill set is rising&mdash;such as for roles in renewable energy, AI, or robotics&mdash;employers may be more flexible with salary offers.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Timing Matters</strong><br>Choosing the right moment to negotiate your salary can make a significant difference.</p>
<ul>
<li><strong>When Starting a New Job</strong>: Employers expect some negotiation during the offer stage. This is often the best opportunity to secure a competitive starting salary.</li>
<li><strong>During Performance Reviews</strong>: If your company conducts annual or bi-annual reviews, use this as an opportunity to discuss a pay rise, especially if you&rsquo;ve consistently exceeded expectations.</li>
<li><strong>After a Major Achievement</strong>: Successfully completing a high-impact project, obtaining a certification, or saving the company money are excellent reasons to request a salary increase.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Prepare Your Case</strong><br>Going into a negotiation unprepared can undermine your confidence. Equip yourself with evidence to justify your request.</p>
<ul>
<li><strong>Highlight Your Contributions</strong>: Quantify your achievements where possible. For example, mention how you reduced costs, increased efficiency, or led a successful project.</li>
<li><strong>Present Market Data</strong>: Use your research to back up your proposed salary. Be ready to explain how your skills and experience align with the market rate.</li>
<li><strong>Showcase Your Skills</strong>: Highlight technical skills, leadership qualities, and other attributes that set you apart from your peers.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Approach the Conversation Professionally</strong><br>The way you frame your negotiation can significantly impact its outcome.</p>
<ul>
<li><strong>Start on a Positive Note</strong>: Begin the conversation by expressing enthusiasm for the role and appreciation for the opportunity.</li>
<li><strong>Be Clear and Concise</strong>: State your desired salary confidently but be open to discussion. For instance, you could say, &ldquo;Based on my research and experience, I believe a salary of &pound;X is appropriate. Can we discuss this further?&rdquo;</li>
<li><strong>Stay Calm and Polite</strong>: Avoid appearing overly aggressive or defensive. A collaborative tone will help foster mutual respect and understanding.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Be Ready for Objections</strong><br>Employers may have reasons for not immediately agreeing to your request. Be prepared to address these concerns constructively.</p>
<ul>
<li><strong>Ask Questions</strong>: If your employer expresses budget constraints, ask when a pay review might be possible. Alternatively, inquire about other forms of compensation, such as bonuses, additional benefits, or professional development opportunities.</li>
<li><strong>Negotiate Beyond Salary</strong>: If the company cannot meet your financial expectations, consider negotiating other perks such as flexible working hours, extra annual leave, or training budgets.</li>
<li><strong>Remain Flexible</strong>: While standing your ground is important, showing a willingness to compromise can leave a positive impression.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Practice Makes Perfect</strong><br>Practising your negotiation skills can help you approach the conversation with confidence.</p>
<ul>
<li><strong>Role-Play Scenarios</strong>: Enlist a trusted friend or mentor to act as your employer and rehearse potential scenarios.</li>
<li><strong>Use the Mirror</strong>: Practice speaking your points aloud in front of a mirror to improve clarity and self-assurance.</li>
<li><strong>Prepare for Curveballs</strong>: Think about possible counterarguments and how you&rsquo;ll respond. For instance, if they mention budget constraints, be ready to suggest alternative solutions.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Follow Up in Writing</strong><br>After the discussion, send a follow-up email summarising what was agreed upon. This ensures there is no confusion and provides a written record of the conversation.</p>
<p>&nbsp;</p>
<p><strong>Common Mistakes to Avoid</strong><br>Avoid these pitfalls to maximise your chances of a successful negotiation:</p>
<ul>
<li><strong>Undervaluing Yourself</strong>: Don&rsquo;t accept an offer simply because you feel uncomfortable negotiating.</li>
<li><strong>Focusing Only on Salary</strong>: Remember, benefits such as pension contributions, training, and career progression opportunities add significant value.</li>
<li><strong>Being Unprepared</strong>: Walking into a negotiation without research or evidence of your achievements is unlikely to yield positive results.</li>
<li><strong>Overconfidence or Arrogance</strong>: Confidence is key, but overconfidence can alienate employers. Aim for a balanced approach.</li>
</ul>
<p>&nbsp;</p>
<p><strong>Know When to Walk Away</strong><br>If negotiations reach an impasse and the offer doesn&rsquo;t meet your expectations or align with industry standards, consider whether the role is right for you. Walking away can be difficult, but it&rsquo;s better to wait for an opportunity that values your skills appropriately.</p>
<p>&nbsp;</p>
<p><strong>Final Thoughts</strong><br>Salary negotiation is a skill that every engineer should master. By doing your research, preparing your case, and approaching the conversation professionally, you can secure a salary that reflects your value. Remember, negotiation isn&rsquo;t just about money&mdash;it&rsquo;s about recognising your worth and ensuring that your employer does too.</p>
<p>Take the time to develop this skill, and you&rsquo;ll not only increase your earnings but also enhance your confidence and professional reputation.</p>

Negotiating Your Salary as an Engineer

<h2>Meet the <strong>Team</strong></h2>
<p>&nbsp;</p>
<p>Our Experienced team has many years of industry and recruitment experience within industry, and specialists in our given field.</p>
<p>We want everybody to feel that working together is an enjoyable, rewarding and worthwhile experience that delivers the optimum results for all parties involved. Our industry is unique in that we are directly helping people and we endeavour to deliver opportunities that enhance people&rsquo;s lives . We feel it a privilege to be trusted by our candidates to guide them on their careers and by our clients to assist in growing their team.</p>

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<h2>Why <strong>Choose Us?</strong></h2>
<p>First Achieve have hands on industry experience in recruiting the highest calibre candidates across IT, Technical, Engineering and Manufacturing sectors.</p>
<p>We believe that working in partnership to thoroughly understand the requirements and demands of our clients and candidates is the key to ensuring we consistently deliver a tailored service that&rsquo;s of the highest standards whilst maintaining high levels of integrity, transparency and delivery.</p>

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<p>&nbsp;</p>
<p>First Achieve have hands on industry experience in recruiting the highest calibre candidates across IT, Technical, Engineering and Manufacturing sectors.</p>
<p>We believe that working in partnership to thoroughly understand the requirements and demands of our clients and candidates is the key to ensuring we consistently deliver a tailored service that&rsquo;s of the highest standards whilst maintaining high levels of integrity, transparency and delivery.</p>

<h2>Choose the <strong>recruitment plan</strong> which <strong>best suits</strong> your business</h2>

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<h1>Your <strong>Engineering</strong> Recruitment Partner</h1>

<h2>First Achieve is <strong>run by time-served engineers</strong> with hands-on industry experience</h2>
<h2>&nbsp;</h2>

<p>First Achieve work with the best Engineering and Manufacturing Companies and Professionals, throughout the UK. Our team of industry consultants have a wealth of knowledge, experience and contacts throughout the industry.</p>
<p>Our Engineering Team includes Time-Served Engineers with many years&rsquo; experience in the Manufacturing Industry. We understand the frustration and time required to go through the recruitment process. We take that pain away.</p>

<h2>Reason for retained search</h2>

<h1>Your <strong>Executive</strong> Recruitment Partner</h1>

<h2>Our <strong>Experienced Team</strong> has many years experience hiring top industry professionals at Executive and Board level</h2>
<h2>&nbsp;</h2>

<p>First Achieve believes people are the most important resource for any successful company. That factor is critical in finding experienced individuals to fill senior positions, which can positively impact to your business performance.</p>
<p>Recruiting the top industry professionals at Executive and Board level in today&rsquo;s marketplace can be challenging and extremely time-consuming. First Achieve is dedicated to assisting you with that challenge to deliver greater future profitability and success.</p>
<p>Through our hands-on board level experience across multiple sectors, we are in the best position to headhunt the best Directors, Senior Management and Non Executives in your market.</p>

<ul><li>Our successful executive search requires rigorous analysis, creativity, logic and sound judgement.</li><li>Industry analysis, cultural assessment and the evaluation of the current board and management structure is carried out to ensure we secure candidates with the experience and drive to lead.</li><li>We understand the importance of confidentiality across these positions and operate with the utmost discretion to avoid any upset within your organisation.</li><li>Our hands-on, consultative approach, personal attention and proven qualified processes is guaranteed to deliver.</li></ul>

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