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With global demand for talent in the engineering sector projected to increase by over 80% by 2030, employers face mounting pressure to evolve. Randstad’s 2025 Workmonitor report, based on insights from over 26,000 workers across 35 markets, reveals a clear shift in expectations among talent in the sector. For the purposes of this research, engineering sector talent refers to all individuals working within engineering-focused organizations.
Workers in the engineering sector prioritize belonging, flexibility and values alignment
Randstad’s research also found that over half of talent in this sector (52%) would rather have additional workplace benefits (such as gym membership, nursery, healthcare, free transport) than a higher salary, compared to a global average of 47%. While flexibility is clearly becoming a key lever for retention and satisfaction, job decisions are increasingly driven by how well a role integrates with life outside of work.
The survey found that over half (58%) say they’d leave a job if they didn’t feel they belonged, and 40% already have because the role didn’t fit their personal life. Moreover, 50% of engineering sector workers said they’ve accepted more meaningful roles with lower pay, well above the global average of 40%. It’s clear that talent in the sector are looking for more than strong pay and stimulating work. They seek roles that align with their values, support their lifestyle, and enable long-term career growth.
Globally, only 29% of workers report an increased ability to work remotely or from different sites, however in the engineering sector, that figure rises to 37%. Work-life balance has become a top priority, with 84% ranking it as their most important factor when evaluating new roles. Employers are recognizing this growing demand, with 69% of talent reporting that their jobs provide flexible working hours.
Encouragingly, workers in the sector feel positive about their current workplace environments. 85% feel valued, whilst 84% feel a strong sense of community, and 82% feel comfortable expressing their views, both exceeding the global averages of 79% and 76%, respectively. The data shows employers increasingly recognize that roles must fit into employees’ lives, offering more control over how, when and where they work.
Engineering sector talent are future-ready and tech-confident
Workers in this sector are not only confident in their skills, they’re eager to grow. Over three quarters (78%) feel ready to use the latest technologies, including AI, higher than the global average of 71% and outperforming other sectors like healthcare (64%), automotive (66%) and agriculture (67%). They’re also proactive about development: 78% rank training and development as important, and 76% say their employer is actively helping them build future-proof skills.
Randstad’s Pulse survey also found that 65% of engineering sector talent would prefer skilling and training opportunities over the ability to work remotely - highlighting this talent pool’s commitment to long-term growth. This doesn’t diminish the importance of flexibility: in fact, 84% still rank work-life balance as a top priority when evaluating job opportunities. Instead, it reveals that engineering sector talent seek careers that support both their professional ambitions and wellbeing. For employers, this underscores the need to design roles that balance flexibility with ongoing development opportunities.
According to Randstad’s Talent Trends Report 70% of talent leaders have increased their learning budgets over the past year, up from 57% in 2023. This upward trend aligns with engineering workers’ growing appetite for career progression.
Sander van ‘t Noordende, Randstad CEO, commented: "Talent in the engineering sector are no longer making career decisions based solely on salary or job content. They’re seeking roles that fit their lives, reflect their values, and foster a sense of belonging. Flexibility and purpose are baseline expectations. At the same time, this is a highly future-focused workforce, eager to adopt new technologies and build lasting skills. Employers who invest in both personal alignment and professional growth will lead: not just in retention, but in innovation.”
