The Hidden Cost of a Bad Engineering Hire - and How to Avoid It

In the engineering sector, hiring decisions carry significant weight. When done right, a great hire can accelerate projects, elevate team performance, and contribute meaningfully to business growth. But when it goes wrong, the consequences can be far more damaging than many employers realise. 

While it’s tempting to focus solely on the upfront cost of recruitment, the true cost of a bad engineering hire runs deeper—impacting productivity, morale, client relationships, and even your reputation as an employer. 

In this blog, we’ll unpack the hidden costs of a poor hiring decision and explore practical strategies to avoid these costly missteps. 

What Does a “Bad Hire” Actually Mean? 

A bad hire isn’t necessarily someone who lacks technical skills. In fact, many failed hires come with impressive CVs and experience. The real issue often lies in one or more of the following: 

In engineering, where teamwork, problem-solving, and precision are critical, these gaps can quickly become performance blockers. 

The True Cost of a Bad Engineering Hire 

1. Wasted Time and Resources 

Hiring is a time-consuming process. From advertising the role and screening CVs to conducting interviews and onboarding, each stage takes up valuable time for HR, managers, and team members. 

When a hire doesn’t work out, the time investment is effectively lost—and the process must begin all over again. This cycle can drag out for months, especially in a competitive engineering talent market. 

2. Project Delays 

Engineers are often hired to fill crucial gaps in delivery. A poor-performing hire can stall or even derail entire projects, leading to missed deadlines, cost overruns, and strained client relationships. 

In sectors like construction, manufacturing, software, and infrastructure, where timelines are tight and milestones are critical, even small delays can have major financial implications. 

3. Team Morale and Productivity 

One underperforming team member can have a knock-on effect on the rest of the team. High performers may become frustrated by picking up the slack or dealing with internal conflict, which can lead to disengagement or even resignations. 

Engineering teams thrive on collaboration and trust. When that dynamic is disrupted, productivity and innovation often take a hit. 

4. Recruitment and Training Costs 

There are direct financial costs associated with replacing a bad hire—recruitment fees, job board advertising, training, and onboarding. According to industry research, the total cost of a bad mid-level hire can easily exceed £30,000, once all these factors are considered. 

And that doesn’t include the opportunity cost of what a high-performing hire might have contributed during that time. 

5. Damage to Employer Brand 

When engineers leave a business early—whether due to poor fit, unmet expectations, or lack of support—they often share their experiences. Over time, this can impact your reputation in the market, making it harder to attract quality candidates in the future. 

In a niche sector like engineering, word travels fast. A few poor hiring experiences can put off top talent. 

Why Bad Hires Happen in Engineering 

Hiring in the engineering sector is uniquely challenging. Technical roles are becoming more specialised, yet candidates are expected to be adaptable, collaborative, and commercially aware. Common reasons for hiring mistakes include: 

How to Avoid Bad Engineering Hires 

While there’s no guaranteed formula for perfect hiring, the following strategies can greatly reduce the risk: 

1. Start with a Clear, Realistic Job Specification 

Vague or overly ambitious job specs are a common root cause of bad hires. Be specific about the day-to-day responsibilities, required technical competencies, and expectations within the role. 

Avoid asking for “unicorns” who can do it all. Instead, prioritise the core skills and traits that truly matter for success in your environment. 

2. Assess More Than Just Technical Skills 

Technical assessments are useful, but they shouldn’t be the only filter. Use interviews to evaluate: 

Consider using situational questions or real-world scenarios that reflect the actual challenges they’ll face. 

3. Involve the Wider Team in the Hiring Process 

Team input is invaluable when assessing culture fit and interpersonal dynamics. Peer interviews or collaborative technical tasks can help highlight how well a candidate will integrate with existing team members. 

If possible, create a panel with a mix of technical and non-technical perspectives. 

4. Don’t Rush - Even When Under Pressure 

Urgency often leads to compromise. While project deadlines may drive pressure to fill roles quickly, taking the time to find the right person is almost always worth the wait. 

If you’re in a crunch, consider using contractors or interim specialists while you search for a permanent hire. 

5. Work with a Specialist Engineering Recruiter 

Generalist recruiters may not fully understand the nuances of engineering roles or what makes someone successful in a specific sector. Partnering with a specialist recruitment agency ensures access to pre-qualified candidates, market insights, and support throughout the hiring process. 

At First Achieve, for example, we work closely with clients to understand their unique technical needs, team culture, and business goals—reducing the risk of mismatches. 

Learning from a Bad Hire 

Mistakes happen. If a hire doesn’t work out, use the experience to strengthen your hiring approach: 

Bad hires are costly - but they can also be valuable learning opportunities when handled proactively.