For many, finding top engineering talent is becoming increasingly challenging. Demand is rising, while skills gaps in AI, cybersecurity, and emerging technologies continue to widen. Experts predict a potential shortfall of 1.5 million engineers by 2030, with many experienced professionals nearing retirement and fewer graduates entering the workforce each year.

But this doesn’t have to feel like an uphill battle. The teams that thrive are the ones thinking ahead. They’re building relationships with engineers early, investing in internal growth, and putting processes in place that make hiring smoother, faster, and more strategic.

A strong engineering pipeline does more than fill open roles, it strengthens your team, boosts engagement, and positions your company as a place top talent genuinely wants to be. Here are five strategies to help you start building a pipeline that lasts.

Plan for tomorrow, not just today

The strongest engineering teams don’t just hire to fill today’s gaps, they think ahead to what skills and capabilities they’ll need next. One way to do this is by reviewing your team’s strengths, considering where gaps might appear, and reflecting on which technologies or skills will become increasingly important over the next 1-18 months.

The market is evolving quickly. Around one-third of engineering roles remain unfilled due to the skills gap, and research suggests that half of all job skills are expected to change by 2030. Keeping an eye on these trends allows you to start building connections with engineers who are developing these future-ready skills, giving your team a head start before the competition increases.

It’s not about predicting the future perfectly, it’s about staying aware, curious, and proactive. By engaging with talent early, you can create familiar and trusted connections, making it easier to bring the right people on board when opportunities arise.

Make your company a place engineers want to be

Salary remains important, but for many professionals, factors like company culture, work-life balance, and benefits are just as crucial when evaluating job opportunities. Top talent is looking for roles where they can solve meaningful problems, continue learning, grow their skills, and feel supported in the process.

Your employer brand is how you bring that to life. Share stories about your team’s projects, post technical blogs, or highlight open-source contributions. These aren’t just marketing activities, they give candidates a real sense of the work and impact they could be a part of.

Encourage your engineers to speak at conferences, mentor others, or participate in the wider community. When your team is visible, engaged, and actively contributing, it naturally attracts people who value the same things.

And the impact is clear: companies with strong employer brands are three times more likely to make quality hires, and 75% of candidates research a company’s brand before even considering pay or title.

Keep relationships warm

Hiring isn’t a one-off event, it’s an ongoing conversation. Candidates who might not be the right fit today could be exactly what you need in a year or two. Staying connected keeps your pipeline active and gives you a head start when opportunities arise.

Keeping in touch can be simple: share updates, industry insights, or invite people to webinars and events. Creating communities around your engineering team helps candidates feel connected and informed. This isn’t about sending constant communication, it’s about genuine engagement and showing that your company values long-term relationships.

This approach is becoming more important than ever. Entry-level hiring has dropped significantly since the pandemic, shrinking the pool of future engineers. By nurturing early-career talent over time, you build a reliable pipeline of skilled professionals ready when your team needs them.

Invest in the talent you already have

Often, your strongest talent pipeline is already within your organisation.

Upskilling programmes, training, and project rotations give engineers the chance to expand their skills while contributing to important projects. This not only develops your team’s capabilities but also keeps them engaged and motivated.

Investing in internal talent is also cost-effective. Developing and training existing employees reduces turnover, strengthens loyalty, and prepares your team for future challenges. It’s no surprise that nearly a third of UK employers now see upskilling and reskilling as their top workforce priority.

When engineers know their growth is supported, they’re more likely to see their future with your company, building a strong internal pipeline that’s just as valuable as external hiring.

Use data to guide decisions

Data can shift hiring from a reactive scramble to a proactive plan. Workforce analytics can help you spot patterns early, like upcoming retirements, potential attrition risks, or areas where business growth is likely to spark new demand.

Skills-based hiring takes this a step further. LinkedIn research shows it can expand talent pools by six times globally. By focusing on what individuals can do, rather than only their titles or qualifications, you open the door to hidden talent and build a more diverse, capable pipeline.

Bringing data together with proactive engagement and internal development turns hiring into a long-term strategy rather than a short-term fix.

Building a pipeline that lasts

A strong engineering talent pipeline isn’t built overnight, it comes from consistent, intentional action. By planning for future skills, investing in your team, nurturing relationships, and making smarter use of data, you can create a foundation that lasts.

The result is clear: hiring becomes smoother, teams grow stronger, and your company becomes a place where top engineers genuinely want to be. Instead of rushing to fill gaps, you’ll already have the right people ready to step in.

At BMS, we help engineering teams to design long-term talent strategies that deliver both today and tomorrow. If you’d like to explore how we can support your hiring plans, we’d love to start that conversation. Get in touch today to speak with one of our engineering recruitment specialists.