Engineering Job Market Trends

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

One recent trend in AI jobs is the rise of the “Forward Deployed Engineer” (FDE). This is a role that’s likely to build momentum and stay relevant for some time. In the early days of AI engineering, the primary focus was on training models. It required good knowledge of infrastructure (cloud or on-prem), neural networks, and deployment strategies (MLOps/AIOps etc). But with LLMs now at the center of AI work, the skillset has shifted. Most of the work revolves around integration, designing APIs and systems to consume these models. There’s far less emphasis on model training or even inference. Instead, the focus is on system design, orchestration, and prompt engineering. As agentic systems gain traction, the Ops side of the equation is taking precedence over traditional AI engineering. When paired with domain knowledge and business context, this role becomes even more powerful. The FDE is evolving into a full-stack AI role where understanding model architectures or training is no longer a prerequisite. It’s more about solving real-world problems by connecting tools, systems, and workflows. Evaluation metrics have also changed. I’m no longer surprised when FDEs give me a puzzled look after I mention R-squared or adjusted R-squared. Those metrics just don’t apply here. As LLMs are increasingly productized by big tech, FDEs will be critical in bridging the gap between these powerful models and actual business needs. This is the new face of software engineering with a layer of AI abstraction built in. It can sit within internal teams or be externally deployed. I’m curious to see what other new taxonomies emerge in this space. #ExperienceFromTheField #WrittenByHuman

7 Things Recruiters Actually Look For In Your Resume: 1. The “Qualification” Scan Most jobs receive hundreds of applications. Most, if not all, are review by a person which means they need a system for determining who is a fit and who isn’t. Most recruiters use what I called a “qualification scan” -- a quick 10-20 second glance looking for specific info, skills, and criteria. Optimizing for this will help you win more interviews. 2. Clear Job Titles Recruiters want to see relevant experience on your resume. Job titles are an easy way to do that. But they’re also incredibly arbitrary in today’s world. Don’t be afraid to adjust the title of a role on your resume to match your target industry. Just make sure it authentically aligns with the experience and skills of the new industry. Ex: Growth Hacker > Digital Marketing Manager 3. Relevant Keywords Keywords and skills are what tell recruiters that you’re initially qualified. If you want to win more interviews, your resume needs to have the right ones: Grab a copy of your resume and target job description Head to ResyMatch.io, upload both, and click “Scan.” Review the results to see which keywords you’re missing and which you need to add more of 4. Tangible Outcomes Anyone can be “Responsible for leveraging Excel to analyze data.” Does that mean you were the office pivot table guru? Or does it mean you were building models to forecast the value of emerging assets with above-average accuracy? Including measurable outcomes is how recruiters see the potential value you bring to the table. Make sure your resume bullets include them. 5. A LinkedIn Profile 95% of recruiters are using LinkedIn in their hiring processes. Additionally, a ResumeGo analysis found that resumes which included a link to a robust LinkedIn profile saw a 71% higher callback rate when compared to resumes with no LinkedIn profile. Adding your LinkedIn lets recruiters get another angle on you and your experience. Make sure you have one in the contact info section of your resume. 6. Company Recognition Did you win any awards in previous roles? Were you promoted? Did you make an internal, cross-functional move (i.e. marketing > product)? All of these things show that your previous companies valued your work. That’s important to any future company that’s considering hiring you. Be sure to include them on your resume! 7. Clear, Simple Formatting When you have a lot of work to do, you don’t appreciate anyone who makes that work harder. Having strange resume formats, images, or anything that makes your resume more difficult to understand is going to hurt your chances. Keep things simple. Use simple colors, simple fonts, and simple formatting to make sure all of your content is easily digestible (especially at a glance)!

If you're in tech, you're sitting on a goldmine right now. While everyone's debating AI job displacement, the engineering sector is quietly becoming the biggest AI beneficiary. The World Economic Forum projects 78 million net new jobs by 2030, and IT and Engineering is leading the charge. This shift is creating entirely new job categories that didn't exist two years ago. Here are five emerging growth areas for IT and Engineering: 1. AI-native product development → AI Product Managers who understand ML lifecycles and enterprise pain points. 2. AIOps infrastructure → MLOps engineers are moving companies from AI experiments to production. Every enterprise needs these skills. 3. AI cybersecurity → Red teamers for LLMs are literally paid to break AI systems.  4. Enterprise data infrastructure → Vector database engineers managing RAG pipelines are helping AI systems access the right information at the right time. 5. Vertical AI specializations → LegalTech AI specialists, FinTech AI analysts, HR tech AI specialists—domain expertise + AI fluency is the new superpower. The numbers back this up: $632 billion in AI spending (including applications, infrastructure, and IT services) by 2028. This will lead to new AI roles in engineering, product, data, and operations to maintain these AI systems. Bottom line: The engineers who adapt fastest will have the most opportunities. In my latest newsletter, I break down exactly how to transition into each of these roles, plus the specific tools and skills that matter most. What AI role are you most curious about? #AI #Engineering #IT #FutureOfWork

I don't know about you, but the apply-wait-get ghosted cycle of job searching is getting old. Here are some tips to help you get out of that discouraging cycle: 1️⃣ Create a Target Employer List Craft a list of 40 companies you'd love to work for. Start with well-known names, then consider companies where alumni from your school work. Add more from LinkedIn or Indeed, and finally, explore competitors of the companies already on your list. This will give you a solid foundation for research and networking. **Hack** Go to each company's LinkedIn page and click the "I'm interested" button. This signals to the recruiter on the back end you're interested and spotlights your profile. 2️⃣ Optimize Your LinkedIn Profile Your LinkedIn profile is a powerful tool to showcase your brand and achievements. Update your profile to reflect your goals, optimize it for search, and engage with your network by posting and interacting regularly. This will make you more visible to recruiters and potential employers. **Hack** Use the "build a resume feature" to locate keywords/skills to add to your profile to increase your views and searchability. (Link to accessing this feature in the comments below). 3️⃣ Network, Network, Network Networking is essential in today's job market. Aim for at least three networking conversations per week. Engage with LinkedIn connections, alumni groups, or past colleagues. Schedule informational interviews with employees at your target companies to gain insights and build relationships. **Hack** Comment on Company page posts. This spotlights your profile as someone engaged with the brand and more likely to respond if they contact you about an opening. Remember, a successful job search is about being active, intentional, and leveraging the power of your network. #LinkedInTopVoices #JobSearch #Careers #Networking

The jobs market in the US is getting worse, and it's the tariffs and economic uncertainty--not primarily AI--that's to blame. Updating my column from a couple of weeks ago: 🔴 Mentions of "uncertainty" in earnings calls up 4X, above the pandemic peak. Businesses who are uncertain at a minimum stop hiring and investing. 🔴 Layoffs increased 39% from July's huge spike. What's behind it? Market conditions, declining demand, businesses closing and DOGE. 🔴 AI is more of a bogeyman than a reality in the broader market. Year to date, the combination of technology, AI and basic cost cutting amounts to 6% of cuts. The loudest voice for AI-driven job losses this week came from Salesforce, where 4k people were laid off (many not in customer support), a company who also sells AI solutions to automate customer support. Even in Big Tech, layoffs seem to be more driven by a need to hit earnings while investing massively in AI. Data from SignalFire through end of August showed net growth in engineering almost all big tech firms, with the notable exception of declining headcount at Bloomberg, Walmart and Tesla. What's taking jobs isn't AI directly, it's the market uncertainty and tariffs. 👉 Read on for more data and analysis: https://lnkd.in/gbwYyV2H

You have to be a bit of a Goldilocks when job hunting and look for the "just right" jobs. When I'm considering opportunities, I think of it a lot like college: 1. I apply for a few "reach" jobs. Reach jobs are those that are a stretch. You meet less than 80% of the requirements, the job is a big promotion, or it's in a new industry. This also includes very desirable jobs (remote, high comp, etc.) Particularly in a tough market, you'll be lucky to land an interview on 1% of reach applications. For me (a recruiting manager at a remote tech company), that might look like a director role at a similar company, or a recruiting manager role at a consulting firm where I have no industry experience. In this market, even a Sr. Recruiter role at a remote company could be a "reach job" because there are so many people on the market and I have only 2 years in tech. 2. I apply for a few "safety" jobs. These are jobs that you are beyond qualified for in every way. You have done that job in that industry at a similar company and excelled. It's targeting lower paying industries where things are less competitive. This also includes work environment. I want to work remote, but I'm going to apply for hybrid/on site as safety jobs to maximize my chances. Even in a tough market, you won't get an interview every time, but you should see maybe 10-20% on these applications. For me, this would look like applying for individual contributor or management roles in non-profits (where I spent most of my career) and where there are typically fewer applicants due to compensation. 3. I primarily apply for "just right" jobs. These are jobs that I am very well qualified for, with some room to grow. This could look like doing the same job you're currently doing but at a larger company. It could be a job that's a step up (moving from a Manager to a Sr. Manager) at a hybrid company. It could be taking a step back in level but moving to a new industry or a company with better compensation/work environment. Given this market, you're still only looking at landing interviews for 5-10% of these jobs. For me, this might look applying for Sr. recruiter or Recruiting Manager roles at companies that are similar to mine. Then combine this strategy with how quickly you need a job: -Laid off and need a job NOW! Go heavy on those safety jobs. If I needed a job in the next 3 months, I would be applying for 50-60% safety jobs and the rest just right jobs. -Happy and just seeing what's out there? Go 50-50 on just right and reach jobs. -Know you need a new job in the next 6 months? Go 20% reach, 60% just right, 20% safety. Here's a hard truth: I think most people are way too heavy on "reach" jobs, especially in the context of this market. And this just sets you up for a lot of rejection and disappointment. So take a realistic assessment of your experiences, your urgency, and the market, and make sure the mix of jobs you're applying for matches that.

As an executive recruiter, I've witnessed countless professionals transform unexpected layoffs into powerful career pivots. Here's your comprehensive guide for turning this challenge into an opportunity 📈 Immediate Actions (First 48 Hours): • Document everything from your termination meeting • Review severance package details thoroughly • Address healthcare coverage gaps • File for unemployment benefits • Archive important work samples and documentation • Connect with colleagues before losing access Next Steps: • Give yourself permission to process the change • Update your LinkedIn profile strategically • Review your financial position and timeline • Reflect on your career direction • Start networking with purpose Remember that a layoff is often more about company circumstances than individual performance. I've placed numerous executives who used their layoff as a catalyst for significant career advancement. This is your opportunity to: • Reassess your career trajectory • Target organizations aligned with your values • Build a more intentional professional network • Position yourself for roles that truly excite you The key is maintaining momentum while being strategic about your next move. Don't rush into the first opportunity - use this time to ensure your next role is a genuine step forward. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #careerresilience

𝗦𝗼 𝗠𝗮𝗻𝘆 𝗣𝗲𝗼𝗽𝗹𝗲 𝗛𝗮𝘃𝗲 𝗔𝘀𝗸𝗲𝗱: 𝗛𝗼𝘄 𝗗𝗼 𝗜 𝗦𝘁𝗮𝗴𝗲 𝗠𝘆 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵 𝗥𝗶𝗴𝗵𝘁 𝗡𝗼𝘄? With USAID downsizing and ripple effects hitting implementing partners, contractors, and global development orgs, the job market is brutal right now. So I’ve consolidated my best advice—specific to this moment. 1️⃣ 𝗧𝗮𝗸𝗲 𝗮 𝗕𝗿𝗲𝗮𝘁𝗵 𝗕𝗲𝗳𝗼𝗿𝗲 𝗝𝘂𝗺𝗽𝗶𝗻𝗴 𝗜𝗻. If you can afford it, pause before panic-applying. This wasn’t just a job—it was a mission. Layoffs hit hard. Take a moment to process, reflect, and reset before diving in. 2️⃣ 𝗧𝗵𝗶𝘀 𝗜𝘀 𝗮 𝗠𝗮𝗿𝗮𝘁𝗵𝗼𝗻, 𝗡𝗼𝘁 𝗮 𝗦𝗽𝗿𝗶𝗻𝘁. Most searches will take 6-12 months. Some organizations are quietly hiring, but many have paused new roles. Pace yourself. Overwhelming yourself in month one will make month six that much harder. 3️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗥𝗲𝗮𝗹 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗦𝘆𝘀𝘁𝗲𝗺 (𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 “𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴”). Job searching right now is exhausting. You need more than LinkedIn messages—you need a team in your corner. That might mean a career coach, a job search accountability group, or a Slack/WhatsApp community where you can be honest about the struggle. The Bloom, Career Pivot, Reconsidered - all great. 4️⃣ 𝗕𝗲 𝗦𝗲𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗔𝗯𝗼𝘂𝘁 𝗪𝗵𝗲𝗿𝗲 𝗬𝗼𝘂 𝗔𝗽𝗽𝗹𝘆. There are too many job boards, too many postings, and too many applicants. Instead of throwing resumes everywhere, go where the real opportunities are. (Yes, I’m partial to ImpactSource dot ai, because it updates dynamically and auto matches you with roles—but whatever board you use, make sure it’s giving you real signal, not noise.) 5️⃣ 𝗦𝗸𝗶𝗽 𝘁𝗵𝗲 𝗦𝗵𝗼𝘁𝗴𝘂𝗻 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵—𝗜𝘁’𝘀 𝗮 𝗧𝗿𝗮𝗽. I see too many people applying to 100+ jobs and getting nowhere. Right now, the jobs being filled are often never even posted. Instead of panic-applying, target specific orgs, connect with insiders, and have real conversations. 6️⃣ 𝗨𝘀𝗲 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗳𝗼𝗿 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀. Everyone is applying through LinkedIn. But not everyone is building credibility there. Try this: Post once a week. Share something about your expertise, your past work, or even your reflections on the job search. Visibility = Opportunity. 7️⃣ 𝗪𝗮𝗿𝗺 𝗜𝗻𝘁𝗿𝗼𝘀 > 𝗖𝗼𝗹𝗱 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀. Most people get hired through connections, not job portals. Instead of applying blindly, reach out to people who know your work. Ask for warm introductions. Use first-degree LinkedIn connections wisely. 8️⃣ 𝗚𝗶𝘃𝗲 𝗕𝗲𝗳𝗼𝗿𝗲 𝗬𝗼𝘂 𝗔𝘀𝗸. Even in a job search, you have something to offer. Share job openings. Offer to review someone’s resume. Connect two people who should meet. Generosity opens doors. 9️⃣ 𝗦𝘁𝗮𝘆 𝗜𝗻 𝘁𝗵𝗲 𝗚𝗮𝗺𝗲—𝗧𝗵𝗶𝘀 𝗦𝗲𝗰𝘁𝗼𝗿 𝗦𝘁𝗶𝗹𝗹 𝗡𝗲𝗲𝗱𝘀 𝗬𝗼𝘂. The world needs your talents more than ever. 🔟 What’s been most helpful for you? Drop your advice in the comments. Sharing is CARING.

Mechanical, hardware, and chemical engineers are among the hardest-to-fill/hardest-to-hire roles for climate tech companies, with time-to-fill times longer than even machine learning engineering roles. ClimateTechList teamed up with data scientist/engineer Jason Zou to analyze our dataset of ~60,000 job posts from 900 climate tech companies posted in the last 6 months. Specifically, we found that the time-to-fill for the following roles were: - Sales: 31.9 days - Marketing: 35.9 - Analyst: 36.0 - Design: 38.5 - Data Science: 40.3 - Product Management: 41.5 - Operations: 42 - Electrical Engineer: 47.1 - Software Eng: 48.2 - Machine Learning Eng: 48.3 - Mechanical Eng: 49.0 - Hardware Eng: 50.2 - Chemical Eng: 51.5 Engineering jobs associated with physical production are hard to hire, namely mechanical engineering, hardware engineering, and chemical engineering, all of which take almost 2x as long to fill (50 days) as sales jobs. Even machine learning engineering positions, in high demand from the AI boom, are filled at a slightly faster rate than these 3 positions Possible reasons for this effect - many of these jobs require in-person work, which makes job matching jobs to candidates inherently more difficult - Federal legislation of the last few years- Bipartisan Infrastructure Law, Inflation Reduction Act, CHIPS Act are all driving massive investments into U.S. physical infrastructure and manufacturing. These investments disproportionally require talent with physical-product engineering skills more than software engineering skills. 👉 For more insights on hiring trends by company, country and climate tech vertical, see our latest climate tech hiring trends report here: https://lnkd.in/gpMCaSZ6 #climatetechlist #decarbonization #energytransition #chemicalengineering #mechanicalengineering #hardwareengineering #hiringtrends