ATA Recruitment
2025 Candidate Behaviour Survey
To better understand how engineers are feeling about work in 2025, ATA Recruitment surveyed a cross section from our database. The results give a clear picture of a workforce that is largely employed and experienced, but increasingly selective about where they choose to stay and when they decide to move.
While many engineers remain in their roles, the data shows growing pressure around management quality, work life balance and feeling valued. These findings offer important lessons for employers looking to retain skilled talent and for candidates considering their next move.
Most engineers are employed, but not fully satisfied
The survey shows that 79% of respondents are currently in work, confirming that the engineering market remains active and competitive.
However, satisfaction levels tell a more nuanced story:
Average salary satisfaction scored 2.95 out of 4, slightly down from 2.99 in 2024
Feeling valued by employers scored 2.73 out of 4, up from 2.55 in 2024
This suggests some improvement in engagement, but also highlights a gap between pay and how valued engineers feel day to day. Many are staying in roles, but not necessarily feeling secure or fulfilled.
What really makes engineers feel valued?
When asked what would make them feel more valued at work, engineers pointed to a mix of reward and development:
| 2024 | 2025 |
Training and progression | 35% | 34% |
Improved salary | 20% | 24% |
Improved benefits | 15% | 15% |
Additional qualifications | 13% | 9% |
While salary remains important, development and progression continue to play a major role. Engineers want to see a future with their employer, not just a payslip. Rising living costs may heighten pay awareness, but long term engagement still depends on growth and opportunity.
Why engineers are leaving roles
Of those surveyed, 57% had not changed employer in 2025. Among those who did move, the reasons reveal a shift in priorities:
| 2024 | 2025 |
Poor management and not feeling valued | 15% | 25% |
Shift pattern or needing a better work / life balance | 12% | 19% |
Redundancy or lack of stability | 13% | 17% |
Lack of training or progression | 28% | 15% |
Financial reasons | 5% | 11% |
Other reasons | | 10% |
There has been a sizable shift in those attributing poor management and feeling undervalued as their main reason for leaving. Is this a sign that companies aren’t investing enough in their management teams development? Are businesses running flatter structures which have left managers more stretched? Or is it a case with the number of opportunities available to engineers they are just less tolerant now? These stats are further backed up below by those who are currently looking to move.
Those looking to move show the same patterns
The reasons given by engineers currently considering a move closely match those who have already left roles:
| 2024 | 2025 |
Lack of training or progression | 28% | 18% |
Poor management and not feeling valued | 15% | 25% |
Redundancy or lack of stability in their roles | 13% | 7% |
Shift pattern or needing a better work-life balance | 12% | 25% |
Financial reasons | 4% | 13% |
This consistency shows that dissatisfaction builds over time and often leads to action. Management quality and work life balance now rival pay as primary decision drivers.
Engineers are not patient with poor onboarding or broken promises
Engineers continue to show limited tolerance when a new role does not meet expectations:
| 2024 | 2025 |
Would leave within one month | 16% | 20% |
Would wait one to three months | 27% | 23% |
Would wait three to six months | 24% | 26% |
Would stay longer than six months | 33% | 30% |
Nearly half of respondents would leave within three months if unhappy. This highlights the importance of honest role briefs, strong onboarding and early engagement. First impressions matter, and poor starts are difficult to recover from.
What this means for employers and candidates
For employers, the message is clear. Retention in 2025 is about more than pay. Engineers want strong leadership, realistic workloads, development opportunities and to feel valued for the contribution they make.
For candidates, the market remains active, but decisions should be informed. Understanding culture, management style and progression opportunities is just as important as salary when choosing the next move.
How ATA Recruitment can help
ATA Recruitment works closely with both engineers and employers to ensure expectations are clear from the outset. We help candidates find roles that align with their goals and values, and we support businesses in attracting and retaining the right people through honest insight and specialist market knowledge.
If you are an engineer considering your next move, or an employer looking to strengthen engagement and retention, ATA Recruitment is here to support you with insight, guidance and access to opportunities that fit.
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