Engineering Hiring Trends: Regional Hotspots and the Recruiting Dilemma

Engineering Hiring Trends: Regional Hotspots and the Recruiting Dilemma

The engineering job market is shifting rapidly, and over the past six weeks, clear regional hiring trends have emerged, especially in highly technical fields like embedded software, electrical engineering, electrical design, and controls engineering. Whether you’re looking to hire top talent or navigate the market as a job seeker, here’s where demand is heating up.

The Midwest Boom

One of the biggest surprises has been the surge in engineering roles across the Midwest. While the region has long been a hub for manufacturing and engineering, recent demand has skyrocketed.

Key hiring hotspots include:

  • Chicago, IL
  • Indiana
  • Kansas & Kansas City, MO
  • Minnesota
  • Wisconsin
  • Detroit, MI
  • Pittsburgh, PA (technically more East, but following similar hiring trends)

For engineering managers, the pressure to secure top talent is mounting. For recruiters, this region presents a significant opportunity to place highly skilled candidates.

The Electrical Engineering Corridor

Electrical engineering (E.E.) roles are thriving across a broad stretch of the East Coast and the South, forming what could be called an “E.E. loop” that runs through:

  • Boston, MA → New York, NY → Virginia & Maryland → Carolinas → Georgia → Alabama → Texas

These roles range from power systems to circuit design, with embedded software positions interspersed throughout. The demand in this corridor is steady and growing, making it a prime market for both job seekers and recruiters specializing in electrical engineering.

Embedded Software’s Strongholds

Hiring for embedded software remains red-hot, with demand concentrated in:

  • West Coast: California, Washington
  • Texas: Not just Austin—West Texas is seeing growth too
  • Colorado: A consistent hub for embedded software hiring

Utah is making strides in tech hiring but has yet to emerge as a major player in embedded software. However, with the right conditions, it could develop into a competitive market in the coming years.

Recruiting in These Markets: The Quality Dilemma

A growing number of hiring managers are turning to recruiters, but not all recruiters operate at the same level. Many agencies offer the industry-standard 20% fee, but at that rate, the candidate quality is often lacking.

If you’re serious about hiring top-tier engineering talent in these competitive markets, the magic number is 25%.

Why 25% Matters

I hear the same objection all the time: “25%? That’s too expensive!”

But here’s the reality: You only pay that fee when you make the right hire.

At 20%, many recruiters are simply filling roles to meet quotas. At 25%, you’re working with recruiters who prioritize quality and long-term fit, ensuring you hire impact players, not just seat-fillers.

Final Thoughts

The engineering hiring landscape is evolving, with some regions experiencing unprecedented growth. If you’re hiring, now is the time to rethink your recruitment strategy, especially in the Midwest and along the electrical engineering corridor. If you’re a recruiter, understanding these market shifts gives you a competitive edge in placing top talent where they’re needed most.