The demand for top engineers has never been higher. By 2030, the global shortage of tech talent could exceed 85 million workers, costing businesses trillions in unrealised revenue. In the UK, 90% of large companies report a shortage of tech skills, and competition for engineers is fiercer than ever.
Salaries alone won’t cut it. The best engineers have options - they’re choosing workplaces that offer challenging projects, growth opportunities, and a strong engineering culture. They want to work with modern tech, have autonomy, and be part of a team where they can learn and contribute meaningfully.
So, how do you attract and retain the best talent? It starts with understanding what engineers really value - and making sure your employer brand reflects that. Whether you’re a startup or a global enterprise, creating the right environment for engineers is the key to staying ahead.
What top engineers look for in an employer
Challenging and meaningful work is at the top of the list. Engineers aren’t just looking for jobs - they want to solve real problems and build things that matter. If the work is too routine or lacks innovation, they’ll move on. Companies that showcase cutting-edge projects and meaningful impact - whether it’s advancing AI, improving cybersecurity, or scaling cloud infrastructure - have a clear advantage.
A strong engineering culture is just as important. Engineers want to work in an environment that values technical excellence, collaboration, and continuous learning. They thrive in workplaces that encourage knowledge sharing, mentorship, and experimentation, rather than ones bogged down by rigid hierarchies and endless meetings.
Career growth and learning opportunities are key to retention. Over 50% of developers say they’d leave a role that doesn’t offer professional development. Engineers want access to mentorship, conferences, certifications, and internal upskilling programs - companies that invest in their growth will keep them engaged for the long haul.
Flexibility and work-life balance are now non-negotiable. More than 65% of developers say flexible working is a top reason to stay in a role, actually outranking salary as the top priority. Remote work, flexible hours, and a focus on results over clocked hours make a huge difference in attracting and retaining talent.
And yes, competitive compensation and benefits still matter. Engineers expect fair pay, equity options, and benefits that go beyond the basics - think learning stipends, wellness programs, and quality hardware.
Lastly, engineers want modern tech stacks and autonomy. No one wants to work with outdated systems or feel micromanaged. Trust, responsibility, and decision-making power are what keep top engineers engaged.
How to attract and retain top engineering talent
If you have an innovative culture, show it. Engineers want to work on exciting, high-impact projects. Whether it’s scaling AI infrastructure, driving cloud innovation, or building secure fintech solutions, top talent is drawn to companies where technical challenges push boundaries. Rather than just saying you’re innovative, show how. Share engineering blogs, open-source contributions, or real-world case studies that highlight how your team is solving complex problems.
Investment in continuous learning is crucial - engineers are driven by growth. McKinsey research found that top engineers - ‘tech rock stars’ actively seek out roles where they can build new skills and work with emerging technologies. They don’t want a job where they’re just maintaining legacy systems - they want mentorship, technical challenges, and access to new tools. That means companies should offer structured learning pathways, technical workshops, hackathons, and clear career progression to keep talent engaged.
Prioritise developer experience - engineers are at their best when they have the right tools and minimal friction. Slow build times, outdated tech, and excessive bureaucracy are red flags. Companies that invest in fast CI/CD pipelines, modern collaboration tools, and streamlined development processes will attract and retain the best.
Great engineers don’t work in silos - allow for a collaborative environment. They value knowledge sharing, open communication, and team-driven problem-solving. Encouraging cross-functional projects, internal meetups, and peer code reviews helps create a culture where engineers thrive.
Offer competitive and transparent compensation. Pay matters, but so does clarity. Engineers want to know where they stand. Companies that provide fair, market-driven salaries, clear equity options, and structured growth pathways will stand out. Pay transparency also builds trust - job listings with salary ranges get 75% more engagement.
In today’s talent market, engineers have options. The companies that genuinely invest in their growth, culture, and experience will be the ones they choose.
Engineers have options - make sure they choose you
The best talent wants challenging work, learning opportunities, and the freedom to build great things. Companies that offer flexibility, autonomy, and a strong engineering culture will win the talent war.
It’s time to assess your hiring and retention strategy. Is your business showcasing what engineers really care about? Are you creating an environment where they’ll thrive?
At Orbis, we help businesses build engineering teams that last. Get in touch to refine your employer brand and retention strategy for the future.
