While recruiting highly qualified engineers is challenging, even more roadblocks arise when you need to hire executive-level engineers for your firm. Whether the role takes on a director, VP, or C-suite title, firms need qualified, talented individuals in these positions. Unlike other executive-level employees, engineers are much more hands-on.
Finding the right fit can be challenging because you are not only looking for engineers with the appropriate technical skills but also the soft skills to lead a team. These individuals need both technical engineering abilities as well as leadership, communication, and teambuilding skills. In an executive-level job title, one may be responsible for project managing, hiring, budgeting and planning presentations, creating timelines, addressing any issues or conflicts, and assisting with the execution of projects.
At Austin Nichols, our recruiting team knows how hard it can be to find and recruit qualified engineers. For this reason, we want to share our tips for recruiting executive-level engineers for your firm.
Network, Network, Network
Networking is an integral part of recruiting for most industries. Attending networking events or industry events is a great way to get to know other engineers in your market. LinkedIn has made it easier to stay connected with your professional network, and maintaining these relationships is very beneficial when it comes time to hire a new engineer to your leadership team.
You can also lean on your current team. They may know highly qualified engineers that they worked with previously or know from professional affiliations. Offering referral bonuses is a great incentive to encourage employees to reach out to their networks. Having your team reach out to potential candidates may also allow you to attract passive candidates who are not actively seeking out new positions.
Offer Competitive Salaries and Benefits
Attracting anyone at the executive-level requires competitive compensation and benefits, and the same goes for engineers. The salary must be high enough to recruit highly qualified engineers for these jobs, but that won’t always cut it. Employee benefits like paid-time-off, health insurance, and 401k matching are standard practices for engineering firms. However, firms can offer even more competitive benefits by getting creative. The following are some ideas for employee benefits that will not only appeal to executive levels but also employees of all levels:
- On-site fitness center or health and wellness reimbursements
- Paid sabbaticals after a certain number of years at the company
- On-site message therapist
- Anniversary gifts
- End-of-year bonuses
- Paid volunteer work
- Mental health days
- On-site childcare
- Catered meals
- Extended maternity and paternity leave
- Work from home
- Flexible schedules
- Pet insurance
- Unlimited PTO for executives
- Smartphone and coverage for business and personal use
Having creative and unique benefits also shows your company culture, which is an appealing factor among candidates. However, it is important to note that although these benefits may be a great addition to the work environment, they won’t necessarily offset a lower salary, especially for executive positions.
Work with Professional Engineering Recruiters
Recruiting C-suite or executive-level engineers is no easy feat. You want to make sure the person is up for leading a team and will stay around for as long as possible. Finding the perfect person to fill a leadership role requires patience, and often, the timeline is longer than other associates. Building relationships is an essential part of this process.
Working with a professional recruiting team like Austin Nichols can help you find the perfect fit for your team without all of the hassle.
Benefits of Working with Professional Engineering Recruiters
Engineering firms will find that there are many benefits to working with professional recruiters. These individuals spend a lot of time studying the industry as well as the firms within their market. The following are perks to working with a recruiter to find your next engineering executive:
- Attracting Passive Candidates: Recruiters often have a network of engineers that they have built relationships with. While some engineers may not be actively looking for new roles, recruiters can reach out to these individuals to see if they are interested. This is particularly beneficial for recruiting executive-level engineers, as they will be less likely to be applying for open positions.
- Recruiting High-Quality Candidates: Professional recruiters who specialize in the engineering field know what to look for when it comes to finding the most qualified candidates for a position. Doing this is even more critical when the position is at the executive level and requires a lot more skill and experience.
- Managing Initial Screening Process: When an engineering firm is busy, it is hard for the hiring manager or HR department to handle the initial screening process. When filling executive positions, a preliminary interview may not be necessary. However, you still want to be sure the candidate has the proper qualifications and will be a good fit for leading a team at your firm. Recruiters can handle the initial screening process on behalf of your business.
- Making Introductions: Recruiters can make the first introductions between the potential candidate and the hiring manager. They can schedule either an in-person or virtual meeting and ensure both parties are comfortable with the arrangements.
- Closing the Deal: When it comes to finalizing the offer, a recruiter can act as a middleman during the negation phase as both parties agree on a salary, benefits, and start date.
While there can be various challenges that arise when looking for engineering executives, they play a vital role in all engineering firms. At Austin Nichols, our professional recruiters are experienced in helping firms find highly qualified engineers for executive-level positions. If you are interested in working with our team, contact us at 816-471-5575.
