How to hire a head engineer

How to hire a head engineer, step by step

Here's a step-by-step head engineer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a head engineer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new head engineer
• Step 8: Go through the hiring process checklist

What does a head engineer do?

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1. Identify your hiring needs

   Before you post your head engineer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a head engineer for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect head engineer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of head engineer salaries for various roles:

   Type of Head Engineer	Description	Hourly rate
   Head Engineer	Mechanical engineering is one of the broadest engineering disciplines. Mechanical engineers design, develop, build, and test mechanical and thermal sensors and devices, including tools, engines, and machines.	$44-107
   Consulting Engineer	A consulting engineer is a professional who aids in the planning, designing, and construction of a project from the public and private clients. Consulting engineers are required to advise on the best component suitable according to the needs of their clients... Show more	$34-62
   Contracting Engineer	A contracting engineer specializes in overseeing engineering projects, focusing on the legalities of contracts between clients and engineers to ensure fairness in all parties involved. Most of their duties are administrative, such as gathering and analyzing data, conducting research and analyses, setting budgets and guidelines, drafting commercial tenders and other paperwork, maintaining records, and executing contracts... Show more	$41-83

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cloud
   • Java
   • AWS
   • Software Development
   • Project Management
   • C++
   • API
   • Product Development
   • HR
   • Continuous Improvement
   • Microservices
   • Emerging Technologies
   • Database
   • R

   Check all skills

   Responsibilities:

   • Manage team, write backend for recommendation system in Java and Perl using RESTlet framework.
   • Lead a team of over 8 Unix administrators in Tokyo responsible for engineering infrastructure solutions within the UBS/SBC Tokyo merger program.
   • Support DOD agency needs in accomplishing engineer technical and non-technical goals associate with wireless LAN technology products.
   • Supervise the operation and maintenance of the shipboard HVAC system.
   • Participate in the on going design of the java code and platform.
   • Design & implement a robust analytics API for futures and derivatives markets.

   More head engineer duties

3. Make a budget

   Including a salary range in the head engineer job description is a good way to get more applicants. A head engineer salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a head engineer in Missouri may be lower than in Oregon, and an entry-level engineer typically earns less than a senior-level head engineer. Additionally, a head engineer with lots of experience in the field may command a higher salary as a result.

   Average head engineer salary

   $143,852yearly

   $69.16 hourly rate

   ---

   Entry-level head engineer salary

   $92,000 yearly salary

   Updated December 17, 2025

   Average head engineer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$186,295	$90
   2	California	$168,909	$81
   3	Oregon	$168,198	$81
   4	Washington	$155,941	$75
   5	Arizona	$155,691	$75
   6	New York	$153,321	$74
   7	Colorado	$147,827	$71
   8	Massachusetts	$147,367	$71
   9	New Jersey	$144,786	$70
   10	Texas	$132,612	$64
   11	Illinois	$130,635	$63
   12	Indiana	$125,456	$60
   13	Michigan	$124,634	$60
   14	Georgia	$124,598	$60
   15	Pennsylvania	$123,526	$59
   16	Florida	$120,235	$58
   17	Ohio	$119,297	$57
   18	North Carolina	$115,600	$56
   19	Minnesota	$114,199	$55

   Average head engineer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	The Citadel	$192,363	$92.48	6
   2	Meta	$192,174	$92.39	487
   3	StubHub	$187,644	$90.21	11
   4	eBay	$182,801	$87.89	13
   5	Google	$181,592	$87.30	139
   6	Digits Financial	$177,466	$85.32
   7	Apple	$175,979	$84.61	448
   8	Atlassian	$173,186	$83.26	16
   9	Etsy	$170,590	$82.01	2
   10	Pinterest	$169,275	$81.38	47
   11	Goodwin Recruiting	$168,554	$81.04	4
   12	Square	$168,425	$80.97
   13	CyberCoders	$167,003	$80.29	3
   14	Contextlogic Inc.	$165,269	$79.46
   15	Über	$163,816	$78.76	157
   16	Glassdoor	$163,050	$78.39
   17	Engine	$161,769	$77.77	1
   18	Clique Studios	$161,022	$77.41
   19	Motion Recruitment	$160,981	$77.39	11
   20	TechnologyAdvice	$160,210	$77.02

4. Writing a head engineer job description

   A good head engineer job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a head engineer job description:

   Head engineer job description example

   Commonwealth Fusion Systems (CFS) has the fastest, lowest cost path to commercial fusion energy.
   
   CFS is collaborating with MIT to leverage decades of research combined with new groundbreaking high-temperature superconducting (HTS) magnet technology. HTS magnets will enable compact fusion power plants that can be constructed faster and at lower cost. The mission is to deploy fusion power plants to meet global decarbonization goals as fast as possible. CFS has assembled a team of leaders in tough tech, fusion science, and manufacturing with a track record of rapid execution. Supported by the world's leading investors, CFS is uniquely positioned to deliver limitless, clean, fusion power to combat climate change. To execute this plan, we are looking to add talented people to the team who are mission-driven and treat people well, improve our team by adding diverse perspectives and new ways of solving problems, have demonstrated exceptional results through a range of different pursuits, and have skill sets and experience that relate to this role.
   
   A new class of high-field superconducting magnets will enable the SPARC tokamak to demonstrate net energy from fusion for the first time. To execute this plan, we are now looking to add a Head of Engineering to our growing team in Milpitas, CA.
   
   This individual will be responsible for helping lead the engineering team to design, build, and implement advanced R&D equipment. This equipment presents a host of challenges including large, robust, and ergonomic high-vacuum chambers; components operating under extreme conditions such as high temperatures; large temperature gradients; complicated component manipulation; large pressure differentials; tight mechanical tolerances; and high uptimes. Applicants will have a strong track record of leading world-class engineering teams in the design and implementation of cutting-edge complex machinery.
   This team member will:Work within a multi-disciplinary, world-class team of top scientists and engineers to provide technical programmatic leadership by supporting staffing plans, hiring plans, and training plans Provide strong leadership skills to deliver complex, next-generation machinery on time and to budget Contribute to the technical design of complex machinery via strong mechanical engineering CAD and FEA abilities Report on and be accountable to the Head of Superconductor R&D for project progress, schedules, resources, and costs Work with the Head of Superconductor R&D to define technical development needs, required personnel, and to execute on project deliverables Manage large complex engineering projects within tight budget and schedule constraints Anticipate bottlenecks, provide escalation management, anticipate and make trade-offs that balance the business needs vs. technical constraints
   The ideal candidate will have most, if not all, of these requirements:At least a bachelor's degree in a relevant engineering field (e.g., mechanical)10+ years of experience leading world-class teams in fast-paced environments to design, procure, construct, and operate novel, next-generation complex machinery Demonstrated experience managing engineering design teams of 10 or more people including technical tasks, scheduling, and budgets Expertise with advanced 3D modeling, finite element analysis, and other simulation methodologies The ability to conceive novel solutions to challenging problems An exceptional safety record and attention to detail Expertise with engineering systems operating in challenging environments Expertise in applying Semi-S8, ASME, ACI, ASTM, and other mechanical standards to design solutions
   Additional preferred experience and/or qualifications:Perform activities such as standing, and sitting for extended periods of time Dedication to safety to mitigate hazards
   CFS team members thrive in a fast-paced, dynamic environment and have demonstrated exceptional results through a range of different pursuits. We all tightly align with our company values of integrity, execution, impact and self-critique. As we grow, we are looking to add talented people who are mission driven and bring diverse perspectives and new ways of solving problems.
   
   At CFS, we deeply value diversity and are an equal opportunity employer by choice. We consider all qualified applicants equally for employment. We do not discriminate on the basis of race, color, national origin, ancestry, citizenship status, protected veteran status, religion, physical or mental disability, marital status, sex, sexual orientation, gender identity or expression, age, or any other basis protected by law, ordinance, or regulation.

   Copy this example

   

5. Post your job

   To find the right head engineer for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with head engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit head engineers who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your head engineer job on Zippia to find and recruit head engineer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting head engineers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new head engineer

   Once you have selected a candidate for the head engineer position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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