Data engineering is a field that is constantly evolving, with new technologies and approaches emerging all the time. As a result, it can be difficult to know how to hire outstanding data engineers who will be able to keep up with the latest changes and advances in the field.
In this definitive guide, we will share some tips on how to identify and hire outstanding data engineers. We will also provide an overview of the skills and experience that are essential for success in this field.
When you are looking to hire data engineers, it is important to consider their technical skills and experience. Data engineering, data pipelining, and ETL work is a complex field. That’s what makes it so critical to find individuals who have the skills and knowledge necessary
How to find, attract & hire top data engineers in a hot job market
– According to LinkedIn’s Emerging Job Report, the hiring growth rate of Data Engineers has increased by 35%.
– The Data Engineering roles are ranked 8th, making it a booming sector.
– It’s harder than ever for companies to hire and retain talent in this flourishing industry.
Here are a few tactics you might use to hire data engineers with ease;
Laying the Ground Work
Landing the perfect candidate for your open position can be difficult, but luckily we have a variety of resources to help. We’ll start by generating candidates from our talent pipeline that are ready and waiting!
Create content that will pique their interest, such as posts about upskilling or industry trends. Don’t overdo it with branding though- focus more on building relationships within the data engineering community!
Host events like webinars and hackathons where you can showcase your team members’ creativity while also recruiting new talent in an effort to create great ideas fostered around here too.
The best way to authentically attract brilliant data engineers is to share what makes your company different and help them see how they fit into the picture.
Building a Bullet-Proof Interview Process
You will probably not be surprised that a typical data engineer will find a new job in less than three weeks when they are actively on the market.
Waiting, or having a long interview process, will only come back to bite you. There’s nothing wrong with having multiple rounds of interviews – but your real villain in this story is the “gap time” between interviews.
In the interviews, make sure to keep them engaged and shine a light on how they could best help the company move towards its long term goals. Paint a picture of your company’s culture, approach, and values in order to make a great first impression.
Clearly Defining the Data Engineers Role and Responsibilities
Job descriptions should be clear about what the new job will involve. They need to tell people how many other employees there are, and if this is a small or large team environment so that they know whether it’s right for them based on their preferences as well as fit with other aspects of finding work like location/time zones., If you want your description answered by potential candidates quickly then make sure these points stand out!
Be Transparent (yet flexible) with Your Technology Stack
Data Engineering is the new frontier for those looking to make an impact on data analytics. Like Data Scientists, engineers deal with coding and analyze numbers but their focus lies more in Software Development than anything else – so they’re not just limited when it comes time do some visualization work!
Typically we are seeing requirements around cloud interactions and languages like python, java, or scala. In addition there’s database interactivity along SQL, NoSQL and maybe even Datamarts. Sprinkle in a little data visualization with Tableau or Power BI and you’ve got yourself a data engineering stew going!
Offer a competitive salary
Its no secret that data engineers are in high demand, and naturally this is pushing compensations upwards. About half of engineers are likely to decline roles below market rate. According to Payscale.com, an average Data Engineer is in the $90,000 – $100,000 range. However, we are seeing many engineers with Masters degrees and histories of success pushing into the $140-175k range.
Although, the dollar might not always be a viable ‘weapon’ for your team. Consider offering certain back end benefits like PTO, 401k matching, and continuing education credits to help bridge the gap.
Cast a Wider Net
The hiring market is incredibly competitive in 2022 – especially for data engineers. One of the most effective ways to help build a pipeline of data engineers is to partner with a recruiting agency that understands the market and works with this background day in and day out.
Partnering with an experienced firm can help reduce project costs by getting your team moving forward on their goals quicker. In addition, they bring in a strong level of vetting when it comes to separating the wheat from the chaff.
Most importantly, having a team of a dozen different recruiters working on your open vacancy will scale your outreach and allow you much quicker results than you may get with 1-2 internal resources who are splitting their time amongst multiple requisitions.
If you’re open to adding more firepower to your current recruiting stack, email me at firstname.lastname@example.org so I can learn more about your situation and see if we could help!