{"id":2547,"date":"2026-09-19T01:01:37","date_gmt":"2026-09-19T01:01:37","guid":{"rendered":"https:\/\/info.engineering-maps.com\/?p=2547"},"modified":"2026-10-31T12:09:28","modified_gmt":"2026-10-31T12:09:28","slug":"ingenieur-recruiting-deutschland-wie-unternehmen-fachkrafte-finden","status":"publish","type":"post","link":"https:\/\/info.engineering-maps.com\/de\/ingenieur-recruiting-deutschland-wie-unternehmen-fachkrafte-finden\/","title":{"rendered":"Ingenieur Recruiting Deutschland: Wie Unternehmen Fachkr\u00e4fte finden"},"content":{"rendered":"<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Posting an open engineering position is easy. Getting suitable applications is a completely different story. For specialized technical profiles, it&#8217;s often no longer enough to simply post an ad online and hope the right person applies.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">This isn&#8217;t just due to the much-discussed skills shortage. Many talented engineers have several offers on the table simultaneously, and a large proportion of them are already employed and not actively looking. According to the VDI (Association of German Engineers), in the third quarter of 2025, there were 306 open engineering positions for every 100 job-seeking professionals. This figure makes the competition for qualified personnel quite tangible. A job advertisement alone is rarely enough under such conditions. Anyone who wants to successfully <\/span><\/span><a href=\"https:\/\/engineering-maps.com\/\"><strong><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">recruit engineers in Germany<\/span><\/span><\/strong><\/a><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"> today needs to choose the right channels <\/span><\/span><\/span><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">, proactively approach potential candidates, and position themselves as an employer that truly resonates. It sounds like a lot of work. And initially, it is. But it pays off.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Engineer Recruiting at a Glance<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A single lever is rarely enough. In practice, the same issues keep recurring:<\/span><\/span><\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A candidate profile that distinguishes between must-have and nice-to-have criteria.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Multiple recruiting channels in parallel, not just a single advertisement<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Actively approaching people who are not currently looking for anything<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">An advertisement that actually describes what is being worked on.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">International recruitment, if it&#8217;s a good fit for the position<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">An application process that doesn&#8217;t take forever<\/span><\/span><\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">These six points run through the entire text, always with a little more depth.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Why is engineer recruitment challenging in Germany?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The <\/span><\/span><\/span><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">shortage of skilled engineers <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">is often cited as an explanation for long-standing vacancies. However, this doesn&#8217;t actually explain anything. The shortage is merely background noise. It says nothing about why this particular vacancy has remained unfilled for months.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">One reason lies in the job requirements themselves. Anyone demanding expertise, industry experience, specific software, and regulatory understanding simultaneously will naturally find few who possess all these qualities. A second reason is geographical: suitable candidates often exist, but they simply don&#8217;t live where the company is located. Those who only search within their own postal code area make it harder for themselves than necessary.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">And then there&#8217;s the competition between employers. Good engineers constantly receive offers, even if they don&#8217;t currently want to change jobs. This leads to the next point: A large portion of the relevant talent market is passive. They don&#8217;t even read job postings because they&#8217;re satisfied in their current job.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Candidate expectations have also shifted. Anyone who remains vague about salary, responsibilities, or projects today usually loses potential candidates even before the first interview. This is now more the rule than the exception.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Before the search: Which engineers does the company really need?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Before any advertisement is even created, an uncomfortable question is worth asking: Is the job description realistic \u2013 or was it simply copied from the last tender?<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A clear distinction helps. What is truly necessary from day one, a genuine must-have requirement? What could someone learn after the initial training? And what would be nice, but shouldn&#8217;t automatically disqualify anyone?<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">In practice, this means asking a few specific questions beforehand: Which department exactly? How much professional experience? What technical skills, which software? And then the surrounding details \u2013 language proficiency, scope of responsibility, location, whether remote or hybrid work is even an option, salary range, perhaps willingness to relocate. It sounds like a lot, but it can all be clarified in half an hour at the beginning.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Fifteen mandatory criteria in a job posting sound thorough. In practice, however, they often drastically reduce the pool of applicants, even when it&#8217;s not technically necessary. The point isn&#8217;t to lower the standards. It&#8217;s to evaluate them honestly.<\/span><\/span><\/span><\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-2561 size-full\" src=\"https:\/\/info.engineering-maps.com\/wp-content\/uploads\/2026\/09\/Ingenieur-Recruiting-Deutschland.png\" alt=\"Engineer Recruiting Germany\" width=\"919\" height=\"613\" srcset=\"https:\/\/info.engineering-maps.com\/wp-content\/uploads\/2026\/09\/Ingenieur-Recruiting-Deutschland.png 919w, https:\/\/info.engineering-maps.com\/wp-content\/uploads\/2026\/09\/Ingenieur-Recruiting-Deutschland-300x200.png 300w, https:\/\/info.engineering-maps.com\/wp-content\/uploads\/2026\/09\/Ingenieur-Recruiting-Deutschland-768x512.png 768w, https:\/\/info.engineering-maps.com\/wp-content\/uploads\/2026\/09\/Ingenieur-Recruiting-Deutschland-18x12.png 18w\" sizes=\"(max-width: 919px) 100vw, 919px\" \/><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">How do companies find qualified engineers?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Today, companies typically find qualified engineers through a combination of several channels, rarely through a single one. In addition to specialized job platforms, active sourcing, professional networks, employee referrals, university contacts, and international talent pools play a crucial role.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Those looking to <\/span><\/span><\/span><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">find technical specialists <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">shouldn&#8217;t treat all these channels equally. Specialized engineering job platforms often deliver the highest quality matches, but with a smaller reach. General job portals offer high visibility, but also more applications that simply aren&#8217;t a good fit. A company&#8217;s own career page is often underestimated, especially if the employer brand is already established. LinkedIn and Xing are effective for both active and passive candidates.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Direct approach \u2013 active sourcing \u2013 becomes necessary at the latest when incoming applications alone are insufficient. Employee referrals yield less volume but often the highest quality. Universities and technical institutes pay off, especially in the long run. Trade fairs create personal contacts that are difficult to replace online. Professional associations are worthwhile for very specific fields. And international recruitment simply expands the talent pool when the German market alone isn&#8217;t enough.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A company urgently seeking an electrical engineer with ten years of experience will rarely find a suitable candidate on a general job board. In such cases, targeted outreach is more important than broad reach.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Where can companies look for engineers?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The right platform depends heavily on who you are actually looking for.<\/span><\/span><\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Recruiting channel<\/span><\/span><\/b><\/td>\n<td><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Especially suitable for<\/span><\/span><\/b><\/td>\n<td><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Strength<\/span><\/span><\/b><\/td>\n<td><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Please note<\/span><\/span><\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Specialized job platforms<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Technical target groups<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">high relevance<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Check range beforehand<\/span><\/span><\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">General job boards<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">broad candidate search<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">high visibility<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">More unsuitable applications are possible.<\/span><\/span><\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">LinkedIn\/XING<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">active and passive candidates<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">direct address<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">personal sourcing required<\/span><\/span><\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Universities<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Entry-level professionals<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">early talent contact<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">long-term development<\/span><\/span><\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Employee referrals<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">suitable networks<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">personal access<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">limited range<\/span><\/span><\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">International platforms<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">international specialists<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">larger talent pool<\/span><\/span><\/span><\/td>\n<td><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Visa\/recognition considerations<\/span><\/span><\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">There is no single best platform for everyone, it&#8217;s that simple. It depends on specialization, seniority level, location, urgency, and whether the people being sought are even actively looking for a change.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Job postings for engineers: What candidates really want to know<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">&#8220;Exciting tasks in a dynamic team&#8221; \u2013 sounds like a job advertisement, but means practically nothing to a technical candidate. Anyone who wants to describe an engineering position in a truly understandable way needs to be more specific than most templates allow.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">What is actually being worked on? Which technologies, systems, and machines are being used? Does the position carry independent responsibility, or is it part of a larger team? And what is truly essential, and what is merely desirable? This last distinction is surprisingly often completely missing.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">This includes the framework conditions: type of employment, location, flexibility, willingness to travel, and, if applicable, the working time model. Where possible, compensation should be transparent \u2013 \u200b\u200bthis ultimately saves time for both sides. And then there&#8217;s the question of development: What professional or career prospects are there in the medium term, not just on paper?<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A technically demanding job posting needs a technically understandable job description. Sounds obvious. Yet it&#8217;s constantly overlooked.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">How do companies reach passive engineering candidates?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A large proportion of the most interesting candidates never see a job posting \u2013 simply because they aren&#8217;t actively looking for one. This is where proactive outreach comes into play, a key element in <\/span><\/span><\/span><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">recruiting engineers <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">in a tight market.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Recruiters search profiles based on field of expertise, technical expertise, industry, project experience, seniority level, and location. Personal contact follows.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">\u201cWe saw your interesting profile and would like to offer you an exciting position\u201d \u2013 many candidates receive messages like this several times a week, and it shows. It&#8217;s better to be specific. Why this particular person? What professional experience do they have with the position? And why might this be an interesting opportunity for them right now? Good candidates rarely wait weeks for a response. This applies to the initial contact, which should be prompt and personal.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Why should engineers switch to this particular company?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Finding candidates is only half the battle. Equally important is the question every good candidate eventually asks themselves: Why should I leave my current employer specifically for this position?<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">There are several answers \u2013 interesting technical challenges, meaningful projects, modern technical infrastructure, genuine development opportunities, autonomy, good leadership, flexible work arrangements, clear career paths, job security, compensation, and the team itself. All of this can be called an Employer Value Proposition. In German, it&#8217;s usually sufficient to simply answer the question honestly, rather than using the English technical term.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Recruiting international engineers: Expanding the talent pool<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Those who only search within the German market are overlooking a significant portion of the available talent. The VDI (Association of German Engineers) continues to observe a structural need for technical personnel, particularly in fields such as construction, surveying, building technology, and architecture. International recruitment is therefore becoming a sensible addition for many companies \u2013 and not a last resort, only used when all other options have been exhausted.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Companies seeking <\/span><\/span><\/span><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">to recruit international engineers <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">usually proceed in three steps.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">First, the candidate search. Options include the official Make it in Germany portal, the applicant resources of the Federal Employment Agency, EURES, international job platforms, professional networks, university contacts abroad, and specialized recruiting programs. Make it in Germany itself recommends, among other things, international job boards, the German Chambers of Commerce Abroad, and social career networks to companies.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Then the job advertisement. For international applicants, it must be clear: the job title, the exact location, the type of employment, the required language skills, the salary (if applicable), and whether there is support for recognition of qualifications or relocation. Official recommendations also advise using simple language and, where appropriate, providing an English version.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">And then there&#8217;s the hiring process itself. Visa issues, recognition of foreign qualifications, residence permits, relocation, onboarding, language support \u2013 all of these factors come into play. A complete guide to visa or recognition procedures would go beyond the scope of this text. For that, it&#8217;s worth consulting official sources like Make it in Germany.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A fast application process becomes a competitive advantage<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Even the best candidate can drop out during an overly long process. Typical obstacles include: lengthy CV reviews, too many interview rounds, unclear responsibilities, delayed feedback, and protracted internal approvals.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A simple process creates order: application, initial contact, technical interview, decision, offer. It should be clear from the outset who evaluates the candidates, who conducts the interviews, and who ultimately decides how quickly feedback should be provided. A fixed figure like &#8220;candidates expect an offer within seven days&#8221; cannot be reliably substantiated without a dependable source. Nevertheless, one thing is clear: every unnecessary delay ultimately costs you precisely the candidate you were hoping for.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Good candidates win \u2013 not just find \u2013<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Once contact is established, the real work of persuasion begins. Clear communication is just as important as a realistic job description, respect for the applicants&#8217; time, a transparent interview process, knowledgeable interviewers, and prompt feedback.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A technical candidate often wants to know very specific things. What equipment is used? How are technical decisions made? What projects are currently underway? Who is on the team? And what are the actual responsibilities of the position? Anyone who can&#8217;t answer these questions in an interview quickly leaves an unprofessional impression \u2013 no matter how attractive the position sounds on paper.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">How can engineer recruitment be measured?<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A few simple key figures are usually enough to see where the problems lie.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Time-to-Fill shows how long a position remains vacant. Source of Hire reveals which channel actually leads to hires. The number of qualified applications shows how many candidates truly meet the essential requirements. The interview-to-hire ratio indicates whether too many interviews are necessary before a decision is made. The offer acceptance rate shows whether suitable candidates ultimately accept the offer. And post-hire retention shows whether new employees actually stay with the company.<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">More applications don&#8217;t automatically mean better recruiting. In the end, what matters is how many of them are truly a good fit for the position.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Common mistakes when recruiting engineers<\/span><\/span><\/b><\/h2>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Too many mandatory requirements. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Every desirable skill is declared a requirement \u2013 \u200b\u200bunnecessarily excluding good candidates. Better: Prioritize requirements realistically.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The job posting as the sole method. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The company is waiting instead of actively searching. Better: combine at least one additional channel with active sourcing.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Generic approach. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Candidates don&#8217;t understand why they in particular were contacted. Better: establish a specific professional connection.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The job description is unclear. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The ad uses HR language instead of describing actual engineering work. It would be better to name the projects and technologies directly.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Slow decisions. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Strong candidates move on to other processes in the meantime. Better: Clarify responsibilities and timeframes in advance.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Unrealistic language requirements. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Perfect German is demanded, even though the position doesn&#8217;t require it. It would be better to assess the actual need before excluding the international talent pool from the outset.<\/span><\/span><\/span><\/p>\n<p><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">No support for international applicants. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Relocation, recognition of qualifications, onboarding \u2013 all simply ignored. Better to clarify early on what is even possible.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Hiring engineers: A recruiting process in 7 steps<\/span><\/span><\/b><\/h2>\n<p><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Anyone who wants <\/span><\/span><a href=\"https:\/\/engineering-maps.com\/blogs\/ingenieure-in-deutschland-einstellen-ein-strategischer-leitfaden-fur-unternehmen\/\"><strong><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">to hire engineers<\/span><\/span><\/strong><\/a><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"> without starting from scratch can follow this order.<\/span><\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Define staffing needs. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Which skills are truly essential?<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Prioritize candidate profiles. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Separate essential criteria from learnable requirements.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Select recruiting channels <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">that match the target profile, not based on habit.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Formulate the job advertisement precisely. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Focus on the work, responsibilities, and technical environment.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Actively approach candidates. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Don&#8217;t rely solely on incoming applications.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Accelerate the application process. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Clearly define responsibilities and decision-making processes.<\/span><\/span><\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Measure and optimize results. <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Find out which channels actually lead to changes in attitudes.<\/span><\/span><\/span><\/li>\n<\/ol>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Conclusion: Successful engineer recruiting begins before the job advertisement.<\/span><\/span><\/b><\/h2>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">The question shouldn&#8217;t be where to advertise a job opening. It should be: Which skilled professionals are truly needed, where can they be reached, and why should they even consider changing jobs?<\/span><\/span><\/span><\/p>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">A clear candidate profile, the right recruiting channels, proactive outreach, candidate-oriented communication, a swift process, and international recruitment where it makes sense \u2013 these are ultimately the building blocks that determine whether a company can successfully <\/span><\/span><\/span><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">attract technical staff <\/span><\/span><\/b><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">. Or wait for months for applications that simply don&#8217;t arrive.<\/span><\/span><\/span><\/p>\n<h2><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Frequently Asked Questions about Engineer Recruiting<\/span><\/span><\/b><\/h2>\n<h3><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Why is recruiting engineers difficult?<\/span><\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Because several things are at play simultaneously: specialized qualification requirements, regional availability, competition between employers, a high proportion of passive candidates, and a structural shortage in certain fields.<\/span><\/span><\/span><\/p>\n<h3><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">How do companies find qualified engineers?<\/span><\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Through a combination of specialized platforms, professional networks, proactive outreach, employee referrals, university contacts, and international recruitment. A single channel is rarely sufficient.<\/span><\/span><\/span><\/p>\n<h3><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Where can companies look for engineers?<\/span><\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Ideally, use several channel types simultaneously: specialist job platforms, general job boards, professional networks, the services of the Federal Employment Agency, and international recruiting channels.<\/span><\/span><\/span><\/p>\n<h3><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">How do companies reach passive candidates?<\/span><\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Through active outreach, combined with a personal, professionally grounded approach \u2013 not through a general sales message.<\/span><\/span><\/span><\/p>\n<h3><b><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">Which platforms are suitable for engineer recruiting?<\/span><\/span><\/b><\/h3>\n<p><span style=\"font-weight: 400;\"><span dir=\"auto\" style=\"vertical-align: inherit;\"><span dir=\"auto\" style=\"vertical-align: inherit;\">It depends on the field of expertise, experience level, and location. Options include specialized engineering job platforms, broad job boards, LinkedIn or XING, the Federal Employment Agency, and international portals. There is no single best platform for everyone.<\/span><\/span><\/span><\/p>\n<p><script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [{\n    \"@type\": \"Question\",\n    \"name\": \"Warum ist Ingenieur Recruiting schwierig?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Weil mehrere Dinge gleichzeitig wirken: spezialisierte Qualifikationsanforderungen, regionale Verf\u00fcgbarkeit, Wettbewerb zwischen Arbeitgebern, ein hoher Anteil passiver Kandidaten und ein struktureller Mangel in bestimmten Fachrichtungen.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Wie finden Unternehmen qualifizierte Ingenieure?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"\u00dcber eine Kombination aus spezialisierten Plattformen, beruflichen Netzwerken, aktiver Ansprache, Mitarbeiterempfehlungen, Hochschulkontakten und internationaler Rekrutierung. 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Infrage kommen spezialisierte Ingenieur-Jobplattformen, breite Jobb\u00f6rsen, LinkedIn oder XING, die Bundesagentur f\u00fcr Arbeit, internationale Portale. Eine universell beste Plattform gibt es nicht.\"\n    }\n  }]\n}\n<\/script><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Posting an open engineering position is easy. Getting suitable applications is a completely different story. For specialized technical profiles, it&#8217;s often no longer enough to simply post an ad online and hope the right person applies. This isn&#8217;t just due to the much-discussed skills shortage. Many talented engineers have several offers on the table simultaneously, [&hellip;]<\/p>\n","protected":false},"author":8,"featured_media":2549,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[82],"tags":[],"class_list":["post-2547","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ingenieure-in-deutschland-einstellen"],"_links":{"self":[{"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/posts\/2547","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/comments?post=2547"}],"version-history":[{"count":4,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/posts\/2547\/revisions"}],"predecessor-version":[{"id":2605,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/posts\/2547\/revisions\/2605"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/media\/2549"}],"wp:attachment":[{"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/media?parent=2547"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/categories?post=2547"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/info.engineering-maps.com\/de\/wp-json\/wp\/v2\/tags?post=2547"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}