Owner
Engineering Recruitment for Hiring Managers
Engineering managers today face increasing pressure to hire the right engineers quickly, especially in competitive markets where talent is scarce. Many search for better ways to recruit engineers, improve shortlists, and identify the skills that matter most in technical roles. These searches often focus on faster hiring solutions and strategies to attract qualified engineering talent.
We provide specialist engineering recruitment designed around these real challenges - helping hiring managers secure the technical talent their teams depend on.
What Engineering Managers Look For in Engineering Talent
When engineering leaders search for recruitment support, they consistently prioritise engineers with strong technical expertise, communication skills, problem‑solving ability, and the capacity to work effectively within a team. These core qualities are among the top attributes hiring managers evaluate when selecting the right candidates for engineering roles.
Our approach focuses on identifying and presenting candidates who meet these exact criteria.
What Engineering Managers Search For When Hiring Engineers:
Faster ways to hire engineers
Managers frequently search for efficient, reliable hiring methods due to increasing competition for technical skills. We deliver quick, accurate shortlisrs shaped by sector expertise
Support in building and strengthening engineering teams
Engineering leaders also look for guidance on team structure, leadership, and engineering culture as part of their growth strategy.
We align talent recommendations with long‑term technical needs.
Recruitment partners who understand engineering
Hiring managers look for recruiters who communicate clearly, understand technical requirements, and add genuine value to the process. These traits are central to choosing a reliable technical recruitment partner.
We work closely with engineering leaders to provide clarity, consistency, and technical insight at every stage.
Find the Engineering Talent Your Team Needs
If you're searching for engineering with the right mix of technicalability, problem-solving skills, and team fit, we support hiring manager in securiring high-quality engineering talent across a wide range of technical sectors.
Embedded Software Engineering Market 2026
The embedded systems market is entering 2026 with extraordinary momentum , and we’re feeling the impact firsthand.
Over the past year. we've seem a sharp influx of highly skilled embedded software engineering coming to us from sectors such as defence, aerospace, industrial automation, medical devices, automotice and edge-AI computing.
Even with this increase in engagement, the talent pool is shrinking.
Why the Talent Pool Is Shrinking?
Across every sector we recruit for, one theme keeps resurfacing: there are fewer embedded engineers available than ever before. And the reasons stretch across multiple parts of the talent pipeline
1. Fewer graduates entering the discipline
Over several years, UK universities have seen fluctuating enrolments in computer engineering, embedded systems, and electronics programmes. Employers tell us they’re receiving fewer graduate applications, and the ones who do apply often lack hands‑on embedded experience unless they’ve completed specialised internships or personal projects.
2. Early retirements & post‑pandemic career shifts
We’re also seeing highly experienced embedded engineers retiring earlier or transitioning into consultancy work. This loss of senior expertise is acutely felt in sectors like aerospace, defence, and industrial controls, where deep domain knowledge is essential and takes years to develop.
3. Reduced visa sponsorship & ongoing Brexit impact
The UK’s tightening approach to work visas - combined with long‑term Brexit repercussions - has significantly reduced international talent flow. Before Brexit, many embedded specialists moved freely into the UK market from Europe; that pipeline is now far narrower. This aligns with broader market data showing declining international technical mobility following Brexit and visa-policy shifts.
4. Rising living costs driving talent out of major hubs
The cost of living continues to push engineers away from parts of the UK - especially the South East and London - where many embedded‑heavy industries operate. For some, remote‑only roles have become a necessity, not a preference.
5.The rise of “passive talent”
Perhaps the most defining characteristic of today’s embedded market is how many engineers are not actively looking. We estimate that more than 70% of embedded engineers we speak to are currently passive - they’re open to hearing about opportunities, but not on the market in the traditional sense. Employers who rely solely on job ads are missing the majority of the available talent
What This Means for Employers in 2026
In the current climate, hiring embedded engineers requires a strategic, relationship‑based approach:
1. Target passive talent
Since most embedded engineers aren’t actively job hunting, success depends on long‑term engagement, personalised outreach, and an understanding of what motivates them - whether that’s technical challenge, career development, or flexibility.
2. Highlight flexibility and work‑life balance
Rising living costs and geographical constraints mean hybrid or remote options make a noticeable difference.
3. Upskill internally where possible
Given the shortage, investing in training existing engineers - particularly firmware specialists transitioning into embedded systems - helps future‑proof teams.
4. Move quickly once you find the right person
In the embedded space, great candidates typically receive multiple offers. The companies that act decisively secure the best engineers.
Engineering managers are some of the first to feel the impact of burnout in their teams - and often the last to realise it’s happening.
This free guide highlights 6 early signals that usually go unnoticed until productivity, morale, and retention are already at risk.
Why This Matters
Burnout isn’t just an HR issue - it’s a performance issue.
Understanding these signals can help you:
- Prevent costly turnover
- Protect your team’s wellbeing
- Maintain delivery velocity
- Strengthen your leadership impact
What You’ll Learn
- Subtle behavioural shifts engineers rarely voice
- How workload patterns disguise burnout
- What healthy teams do differently
- Practical steps you can take immediately
Who It’s For
Engineering managers, tech leads, and heads of engineering who want to build sustainable, high‑performing teams.
Why Engineering-Specific Burnout Is Different
Technical teams experience unique pressures: complex problem‑solving, long development cycles, and context‑switching that quietly drains mental bandwidth. This guide focuses specifically on engineering‑centred burnout indicators- not generic workplace advice.
Strengthen your leadership. Support your people. Improve delivery.
Engineering Recruitment Agency in the UK
Looking for a reliable engineering recruitment agency in the UK? At Enterprise Recruitment we specialise in connecting talented engineers with leading employers across the UK.
Whether you need software, mechanical, manufacturing, electronics, or other engineering specialists, our expert team delivers tailored recruitment services to match your specific needs.
As a dedicated engineering recruitment agency, we understand the unique demands of engineering roles. We offer permanent, contract, and graduate recruitment solutions designed specifically for the engineering sector.
With local expertise in key hubs like London, Manchester, Birmingham and Cambridge, we provide nationwide coverage and deep market knowledge to source the best talent quickly and efficiently.
Choosing the right engineering recruitment agency means working with a partner who truly understands your industry challenges and hiring goals. We stay up-to-date with the latest industry trends — from renewable energy and automation to STEM growth — ensuring our candidates and clients are always ahead of the curve.
Ready to find your next top engineering talent or secure your ideal engineering role?
Contact us today to learn more about job opportunities or hiring solutions!
Boost your employer brand
Why employer brand matters more than ever
The competition for great talent continues to rise — and salary alone is no longer enough to stand out. Today’s candidates are looking for purpose, culture, and long-term growth opportunities when choosing their next employer.
To help organisations meet these expectations, we’ve created a new guide that explores how companies can share their story authentically and build a compelling employer brand that genuinely resonates with candidates.
Boost Your Employer Brand to Attract Top Talent breaks down the core elements of effective employer branding, including how to leverage social media strategically, empower employee advocacy, and create a positive, memorable candidate experience. The guide provides practical, actionable insights for employers looking to elevate their reputation and attract stronger applicants.
The guide is now available to download and is ideal for organisations seeking to refine their hiring strategy and improve their visibility in a competitive talent market.
At Enterprise Recruitment, we remain committed to supporting employers in building workplaces that attract, inspire, and retain high-quality talent.
The UK engineering and advanced manufacturing sector enters 2026 with momentum, with manufacturing confidence at its highest in ten years.
Major investment in infrastructure, automation, clean technology and defence, combined with the rapid integration of AI across engineering environments, is fuelling sustained demand for highly skilled talent.
At the same time, the talent pool remains tight. Vacancy levels may have eased slightly, but as recent market data shows, good people are still scarce and applicants with AI skills enjoy a 10% salary premium.
- AI & Automation Surge
Companies are scaling AI and automation to reduce costs and improve resilience, with data showing that rising employment costs are resulting in more rapid introduction of AI.
- Government & Regional Investment
Infrastructure programmes and regional development are boosting demand across mechanical, electrical, and manufacturing roles, with major economic and productivity gains expected from these projects.
- Defence & Strategic Industries
Increased rearmament and priority placed on national capability mean defence and aerospace engineering demand will remain strong.
Candidates who can combine software, electronics and mechanical knowledge — particularly in automation and robotics — are positioned for the strongest opportunities.
What Employers Need to Do:
Leading engineering employers in 2026 will:
- Act faster — streamline hiring processes and decision cycles
- Tailor packages for technical talent — including learning budgets & R&D time
- Offer clear development pathways (AI & automation skills especially)
- Blend permanent hires with specialist contractors/fractional experts
- Strengthen employer proposition: purpose, technology, culture & flexibility
With AI adoption accelerating and talent tight, organisations that invest in both attraction and development will win.
The UK economy continues to grow and confidence remains firm in critical engineering sectors. But talent supply remains limited, and premium skills — particularly in AI-enhanced engineering — are commanding higher compensation.
Get in touch to learn how we can help you tackle recruitment challenges and build the engineering teams your business needs for 2026 and beyond.
The hiring readiness scorecard
Is your business ready to hire?
Hiring the right person isn't just about finding talent - it starts with being fully prepared as a business.
This free tool works like a simple to-do list, guiding you through the key steps that make recruitment more effective such as;
- Clarify your business needs before you hire
- Align stakeholders and define the role clearly
- Test your plans against market reality
- Spot any gaps that could slow down or derail your process
The higher your score, the more ready you are to hire effectively and fast. Under 15? It’s a signal to revisit your approach before advertising.
Looking for the best places in the UK to maximize your earnings as an Embedded Software Engineer?
We’ve compiled a list of the top-paying locations, along with house prices in those areas and a salary-to-house-price ratio to help you see where you can make your money go further!
Newcastle:
- Average House Price: £236,189
- Average Salary: £39,000
- House Price to Salary Ratio: 6.06
Birmingham:
- Average House Price: £230,000
- Average Salary: £41,500
- House Price to Salary Ratio: 5.54
Southampton:
- Average House Price: £290,238
- Average Salary: £42,500
- House Price to Salary Ratio: 6.84
Edinburgh:
- Average House Price: £333,315
- Average Salary: £42,000
- House Price to Salary Ratio: 7.94
Bristol:
- Average House Price 393,103
- Average Salary: £48,000
- House Price to Salary Ratio: 8.19
Oxford:
- Average House Price: £556,821
- Average Salary: £50,000
- House Price to Salary Ratio: 11.14
Cambridge:
- Average House Price: £558,980
- Average Salary: £47,500
- House Price to Salary Ratio: 11.77
London:
- Average House Price: £663,491
- Average Salary: £55,000
- House Price to Salary Ratio: 12.06
Do you want more for your money?
Let’s connect and help you get paid what you deserve!
Start exploring high-paying roles with us today!
Join a team where your work will have a direct impact on the future of aerospace defence.
This is an opportunity to join one of the most exciting young companies in the defence sector. With major backing and a fast-growing team, they are solving some of the most demanding technical challenges in aerospace — and doing it in ways that few others can match.
About the company
_______
This is a rapidly scaling organisation with a clear mission: to push the boundaries of aerospace innovation in the defence sector. Known for its pace, ambition, and ability to attract top technical talent, it offers an environment where engineers can make a meaningful impact on projects of national and global importance.
Why join?
_______
- Extremely well-funded European start-up in the defence technology sector
- Raised £130M+ in capital; one of the fastest-growing companies in Europe
- Focused on cutting-edge defensive solutions for government and allied customers
- Growing rapidly with plans to double employee count by September 2025
- Ambitious, energetic, and tech-capable culture — take ownership and help shape the next phase of growth
- Work amongst some of the best minds in engineering
The benefits of working with them
_______
- Great Salaries
- Significant equity participation for all engineers
- Private medical, dental, and optical cover (including dependants), plus cycle-to-work scheme
- The chance to shape a new team in a high-growth, well-funded environment
- All staff eligible for EMI scheme to share in the company’s success
Current opportunities
_______
- Embeded Software Engineer
- FPGA Engineer
- Mechanical Engineer
- Senio CAD Engineer
- Head of Software
What do you need?
_______
- A background or experience working in the defence industry
- Commutable or willing to reloctate to the Cambridge Area
- (Skills specific to job requirements - please ask for more information)
What are the next steps?
_______
If you are interested to learn more about these opportunties - send a copy of your CV!
Or you can give us a call on 01442 874884 to find out more!
The Hidden Costs of a Bad Hire in UK Engineering
Recruiting the wrong person in specialist engineering roles — whether that’s software, electronics, mechanical, or manufacturing — can have serious consequences for UK businesses
In these fields, where precision, innovation, and compliance are critical, one mis-hire doesn’t just cost money — it can stall product development, disrupt supply chains, and put customer relationships at risk.
How a Mis-Hire Impacts Engineering Teams
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Project Delays – The wrong hire can slow design cycles, extend testing phases, and cause missed product launch deadlines.
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Quality & Compliance – Errors in coding, electronics design, or manufacturing processes can lead to product failures or non-compliance with UK and international standards.
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Team Performance – A poor fit can reduce collaboration, frustrate high-performing engineers, and lower morale across your team.
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Financial Impact – Beyond salary, the hidden costs include lost productivity, rework, delayed revenue, and ultimately the expense of rehiring.
Reducing the Risk of a Mis-Hire
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Define the Role Clearly – Be specific about the technical stack, industry standards, and interpersonal skills needed for success.
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Strengthen Assessments – Use coding challenges, design reviews, or practical tests alongside structured interviews and references.
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Balance Speed with Precision – In the UK’s engineering market, top candidates often have multiple offers. Move too slowly and you’ll lose them — but rushing risks the wrong decision.
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Work with a Specialist Partner – At Enterprise Recruitment, we focus on engineering recruitment across software, electronics, mechanical, and manufacturing. Our networks and expertise help you find the right talent faster, while reducing the risk of costly mis-hires.
Did you know?
Average Cost of a Bad Hire:
Replacing an employee in the UK can cost between £11,200 and £74,860, depending on the role's seniority and the industry.
Impact on Productivity:
A bad hire can reduce team productivity by up to 40%, as reported by the Recruitment & Employment Confederation
Effect on Team Morale:
A bad hire can lead to a 32% reduction in team morale, disrupting team dynamics and increasing stress levels.
Cost to Replace an Employee:
The cost to replace an employee in the UK can range from 30% to 200% of their annual salary, depending on the role's complexity and seniority.
In today’s competitive market, one bad hire can set projects back months. With the right recruitment partner, you can protect your timelines, budgets, and reputation — and keep your team moving forward.
If you would like more advice on hiring - or want to reduce the risk of this happening - get in touch!
