The UK’s electronics and embedded engineering market continues to grow, but finding the right talent has never been harder. From semiconductor shortages to the boom in IoT and AI hardware, employers are competing for highly skilled engineers across every region.
At Platform Recruitment, we specialise in connecting engineering firms with the right technical talent, from embedded software developers to hardware design engineers.
If you’re hiring in this fast-evolving space, these FAQs will help you navigate market challenges, salary expectations, and hiring strategies that actually work.
Learn more about how we support employers here: Our Solutions
1. Why is it so hard to hire electronics and embedded engineers right now?
Demand has outpaced supply. The UK faces a shortfall of over 59,000 engineers every year. Electronics and embedded specialists are among the most in-demand because their skills underpin multiple growth industries from renewable energy to autonomous systems.
The shift toward smart technology, AI integration, and automation means companies need engineers who can work across hardware and software boundaries. Those who can code, design, and understand system-level architecture are now the hardest to find.
2. Which roles are most in demand for 2025?
Recruitment data from the Institution of Engineering and Technology (IET) and Platform’s own hiring insights show the biggest demand in:
- Embedded Software Engineers (C/C++, RTOS, microcontrollers)
- Electronics Design Engineers (analogue/digital circuits, PCB design)
- FPGA and Verification Engineers (VHDL/Verilog)
- Power Electronics Engineers (EV, renewable energy systems)
- Systems and Firmware Engineers (IoT, automation, robotics)
Specialist hybrid roles are growing too, particularly engineers who can bridge embedded systems with AI, data, or cloud technology.
3. What salary should I offer for an embedded or electronics engineer?
Salaries remain competitive across the UK, especially for mid to senior-level engineers. Based on 2025 UK averages:
| Role | Typical Salary Range (UK) |
|---|---|
| Graduate / Junior Engineer | £30,000 – £38,000 |
| Embedded Software Engineer | £42,000 – £60,000 |
| Electronics Design Engineer | £40,000 – £55,000 |
| FPGA / Verification Engineer | £50,000 – £70,000 |
| Senior / Lead Engineer | £60,000 – £80,000+ |
| Engineering Manager | £70,000 – £95,000+ |
Note: Salaries are typically higher in Cambridge, Bristol, and the South East due to the concentration of R&D and semiconductor firms.
4. How long does it usually take to fill these roles?
On average, specialist embedded and electronics roles in the UK take 8–12 weeks to fill, longer than most other technical positions.
Delays often occur because job descriptions are overly rigid, focusing on exact tools or degrees rather than transferable skills. Employers who adopt skills-based hiring and streamline interview stages tend to fill vacancies faster, often within 4–6 weeks.
5. How can I attract more qualified applicants?
The key is to balance technical clarity with candidate appeal.
- Sell the impact of the work. Engineers are drawn to projects that push boundaries not just job specs.
- Emphasise flexibility and development. According to LinkedIn’s 2025 Talent Trends, 63% of engineers prioritise hybrid options and clear growth paths.
- Show your tech stack. Be transparent about tools, platforms, and hardware - it attracts candidates who know exactly what they’ll work with.
Your job ad should answer the “why” not just list the “what.”
6. How do I compete with larger tech companies?
You don’t have to match their salaries, but you can match their appeal. Smaller engineering firms win talent by offering:
- Greater project ownership and variety
- Flexible working models
- Faster promotion pathways
- A culture of learning and innovation
Companies that highlight flexibility in job posts see 35% more applicants for technical roles. Emphasising purpose and growth can outweigh pay gaps.
7. What are the biggest hiring mistakes employers make?
Three common pitfalls we see across the sector:
- Rigid checklists. Overly specific degree or tool requirements exclude adaptable engineers.
- Slow hiring processes. Delays between interview stages cause dropouts as top engineers often receive multiple offers.
- Underselling the role. Many job ads list duties but not outcomes. Engineers want to know how their work matters.
A clear, candidate-focused recruitment strategy can double engagement rates within weeks.
8. Should I consider contract or interim engineers?
Yes, contract engineers are an effective way to meet short-term project needs and bridge skill gaps.
In 2025, 41% of UK engineering firms use contractors for embedded or electronics projects. Contract talent is particularly useful for R&D, product testing, or when scaling production.
Partnering with a recruiter who manages both permanent and contract talent ensures consistency across projects and reduces time-to-hire.
9. What’s the outlook for 2025 and beyond?
The UK electronics and embedded sector is expected to grow by over 5% annually through 2030, driven by automation, electric vehicles, and advanced manufacturing (EngineeringUK, 2025).
However, talent competition will intensify, especially for engineers skilled in AI, FPGA design, and IoT integration. Employers who invest now in training, flexibility, and culture will retain an edge as the market evolves.
10. How can Platform Recruitment help?
For over 15 years, Platform Recruitment has specialised in hiring across:
- Electronics & Embedded Systems
- Software & Firmware
- Hardware & Manufacturing
- Life Sciences & Automation
We help clients identify, attract, and retain engineers who bring both technical expertise and adaptability to their teams.
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