In a market where top engineering talent is in short supply and high demand, employers can no longer assume that a competitive salary alone will seal the deal. Today’s engineering candidates - whether in software, mechanical, civil, or electrical disciplines - are taking a far more deliberate and discerning approach when evaluating job opportunities.
From how companies treat their staff to the tools they’ll use day-to-day, engineers are weighing up a range of factors before saying “yes” to an offer. In fact, the decision-making process for many candidates now mirrors how consumers research a major purchase - comparing reviews, digging into company culture, and seeking insight into long-term prospects.
In this blog, we’ll explore the key factors engineering candidates consider when evaluating potential employers - and what businesses can do to stand out.
1. Meaningful Work and Project Impact
One of the most important things engineers look for is the opportunity to work on interesting, challenging, and meaningful projects. Whether it's developing new technologies, improving infrastructure, or contributing to sustainable initiatives, today’s engineers want to feel that their work has purpose.
What employers can do:
- Clearly communicate the real-world impact of your projects.
- Highlight opportunities for innovation and ownership within roles.
- Avoid vague or generic job descriptions - be specific about what the role involves and why it matters.
2. Technology Stack and Tools
For software engineers in particular, the tech stack used by a company can be a dealbreaker. Many candidates prioritise opportunities where they can work with modern, widely adopted tools and languages - partly to keep their skills sharp and partly to stay engaged.
In more traditional engineering roles, access to up-to-date tools, software (e.g. CAD, SolidWorks, Revit), and equipment also matters.
What employers can do:
- Be transparent about your tools, systems, and infrastructure.
- Show that your business invests in up-to-date technology and continuous improvement.
- Offer input opportunities for engineers to suggest or trial new tools.
3. Learning and Career Development
Career development is a huge consideration for engineering candidates. Many are looking for clear progression paths, access to training, and the chance to broaden their skill set.
This is especially important for early-career engineers who want to gain certifications, move into leadership roles, or explore different areas of the field.
What employers can do:
- Offer structured development plans and mentorship.
- Provide funding or time off for CPD, conferences, or industry qualifications.
- Communicate progression opportunities during the interview process.
4. Company Culture and Team Dynamics
Engineers don’t just join companies - they join teams. Culture fit has become a key decision-making factor, with candidates assessing whether a workplace aligns with their values and preferred working style.
Positive signs include collaborative environments, a focus on inclusion, and transparent communication. On the flip side, red flags such as micromanagement, unclear expectations, or lack of support can put candidates off.
What employers can do:
- Give candidates insight into team culture - whether through team interviews, informal chats, or videos.
- Be honest about what working life is like, including challenges.
- Make sure hiring managers are aligned with the values you promote.
5. Flexibility and Work-Life Balance
Since the pandemic, flexible working has moved from a ‘nice-to-have’ to a core expectation for many engineers - particularly in software and design-led roles.
Candidates want to know if remote or hybrid work is supported, how hours are structured, and whether the company genuinely values work-life balance (rather than just paying it lip service).
What employers can do:
- Be upfront about your approach to flexible working.
- Avoid rigid structures unless the role absolutely requires it.
- Offer real-life examples of how current staff benefit from flexibility.
6. Employer Reputation and Online Presence
Before even applying, many candidates will research your company online - looking at websites, Glassdoor reviews, LinkedIn pages, and press coverage. They want to understand your reputation in the industry, how you treat employees, and whether your values align with theirs.
Bad reviews or outdated online content can hurt your chances, even if the job itself is a good fit.
What employers can do:
- Keep your careers page and LinkedIn updated with real stories, team highlights, and company news.
- Respond to reviews (even negative ones) professionally and constructively.
- Encourage happy employees to share their experience on professional platforms.
7. Stability and Long-Term Opportunity
In uncertain economic times, job security matters. Engineers want to know that the company they’re joining has a stable foundation, a clear vision, and a healthy pipeline of work.
This is particularly relevant in sectors like construction, aerospace, and energy, where project-based hiring is common and future visibility isn’t always guaranteed.
What employers can do:
- Be transparent about company performance, funding, or long-term contracts.
- Share future plans and how the role fits into the bigger picture.
- Highlight internal promotions and long-tenure team members as proof of stability.
8. The Interview Experience Itself
First impressions count. The quality of your recruitment process is often taken as a reflection of your internal operations. A slow, disorganised, or overly difficult interview experience can put candidates off - especially in a competitive market where they may be weighing multiple offers.
What employers can do:
- Keep the process structured, efficient, and respectful of candidates’ time.
- Provide timely feedback and set clear expectations.
- Ensure interviewers are trained, prepared, and consistent.
9. Fair and Transparent Compensation
While engineers are increasingly focused on values and culture, pay still matters - especially when paired with clarity on benefits, bonuses, and progression-related increases.
What candidates want is not necessarily the highest salary, but a fair, competitive offer that reflects their skills, experience, and the market.
What employers can do:
- Benchmark salaries regularly against industry standards.
- Be upfront about pay bands, benefits, and review cycles.
- Avoid lowballing at offer stage - it can damage trust.
