How to Hire a Mechanical Engineer in Rotterdam in 4 Steps

Recruitment is a complex, inherently human endeavor. And we love humans. That’s why we are committed to significantly simplifying all the routine and repetitive tasks involved in candidate searches, freeing up your time and attention to engage with interested, qualified humans.

In this blog, we will help you specify your Mechanical Engineer role, and show you how to hire great Mechanical Engineers in 4 simple steps using welovehumans. Ideally in no more than 5 minutes!


Step 1: Describe your ideal mechanical engineer




Log into HighFive and click on “new search”. Before starting your search for a Mechanical Engineer, clearly outline what you expect from the role. Determine the specific skills, experiences, and qualifications necessary for someone to succeed in this position. Consider the responsibilities they'll have as a Mechanical Engineer, such as designing mechanical systems, performing simulations, and developing prototypes. Consider the team they'll be joining and whether complementary skills are needed. Given the cross-functional nature of most engineering roles, consider whether they have experience working collaboratively with different teams and how well they can communicate complex concepts to varied stakeholders. Defining these elements will help you create a targeted candidate brief and set the criteria for assessing candidates. We recommend the following:

  1. Bachelor’s degree in Mechanical Engineering, Engineering Technology, or a related field.
  2. Proficiency with CAD software like AutoCAD or SolidWorks.
  3. Experience with mechanical design, analysis, and simulation.
  4. Strong problem-solving skills and ability to work on multidisciplinary projects.
  5. Proven track record of bringing mechanical systems from concept to production.

Read some important insights people tend to overlook when describing the ideal candidate here:


Otherwise: hit "next".



Step 2 - Find matches

You’re in good hands, welovehumans generates a summary of the target candidate for your consideration. If all looks good let’s hit “find matches".





Step 3: Evaluate matches

When evaluating candidates for a Mechanical Engineer role, delve beyond basic qualifications and focus on interpreting real-world impact from their previous roles.

Here are the key aspects to consider:

Analyze Professional Experience

  • Detailed Role and Industry Analysis: Examine the scope and complexity of past roles in mechanical engineering. Look for growth in responsibilities, such as moving from junior to senior engineer roles, and industry-specific experience in sectors like automotive, aerospace, or manufacturing.
  • Impact and Achievements: Assess quantifiable achievements such as successful design projects, improvements in system efficiency, cost reductions, or innovations in mechanical systems. Understanding the scale of previous employers can provide insight into the candidate's ability to handle projects in similar environments.
  • Longevity and Stability: Evaluate the duration of tenure at each organization to gauge job stability and commitment. Frequent short stints may require context, such as project-based work or industry norms.

Deep Dive into Skills Assessment

  • Technical Skills and Certifications: Verify technical skills and certifications relevant to mechanical engineering. Look for proficiency with CAD software like AutoCAD or SolidWorks, experience with FEA (Finite Element Analysis) tools, and skills in designing, analyzing, and prototyping mechanical systems.
  • Soft Skills and Interpersonal Abilities: Evaluate communication skills and teamwork, particularly through descriptions of collaborative projects. Assess their ability to work on multidisciplinary teams and effectively communicate complex technical information to non-engineering stakeholders.
  • Adaptability and Learning Curve: Assess the candidate's ability to learn and adapt to new technologies and environments, such as the integration of IoT (Internet of Things) in mechanical systems or advancements in sustainable engineering practices.

Assess Company Fit and Career Goals

  • Cultural Fit and Personal Values: Analyze how well the candidate’s values align with your company’s mission and culture. This ensures they integrate well into your team and contribute positively to your work environment. For example, if your company values innovation and sustainability, evaluate their past projects for alignment with these principles.
  • Aspirations and Future Goals: Understand the candidate’s career objectives to ensure they align with the growth opportunities at your company. This is particularly important for roles expected to evolve or expand, such as transitioning from design-focused tasks to project management or leadership roles.

Common Mistakes to Avoid:

  • Ignoring early career roles that may provide insights into the candidate’s foundational skills and work ethic.
  • Not considering the context of the candidate’s job changes, such as industry downturns or company closures, which may explain shorter tenures.
  • Overlooking the importance of ongoing education and professional development in rapidly evolving fields.
  • Assuming proficiency in one area translates into another without evidence, particularly in complex technical roles or multidisciplinary positions.
  • Focusing too much on the quantity of connections rather than the quality or relevance to the current role.
  • Ignoring non-industry-specific connections that might provide unique perspectives or skills beneficial to the role.
  • Misaligning a candidate’s expectations with the realities of the role or potential for advancement within the company.
  • Underestimating the importance of a candidate’s personal life goals, which can impact their satisfaction and longevity in the role.

By following these steps, you can thoroughly understand each candidate’s potential and make informed decisions that align with your company’s goals and values. Accurate evaluation not only ensures finding the right fit but also reflects our core belief at welovehumans—that every hiring process should be carried out with respect, precision, and care.

Read some important insights people tend to overlook when evaluating candidate matches:


Step 4 - Reach out to candidates

With your shortlist in hand 1 click outreach is the next and last step in the process. Save time and money crafting outreach messages; welovehumans drafts personal comms to each candidate ensuring the highest chance of engagement reach-out with one click to those you find interesting.


Say goodbye to the 10% LinkedIn response rate and hello to welovehumans. We enhance your candidate conversion to qualification and screening calls by boosting outreach, nurturing relationships, and increasing overall excitement. Ensure candidate communication get eyeballs, not eye rolls. Start hiring your first Mechanical Engineer in Rotterdam now!

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Your questions answered

How to Hire a Mechanical Engineer FAQ

A Mechanical Engineer should have a Bachelor's degree in Mechanical Engineering or a related field. Proficiency in CAD software like AutoCAD or SolidWorks, experience with mechanical design, analysis, and simulation, and strong problem-solving skills are essential.

Look for candidates with experience in designing mechanical systems, performing simulations, and developing prototypes. It's important they have worked on multidisciplinary projects and have a proven track record of bringing mechanical systems from concept to production.

Evaluate candidates based on their professional experience, technical skills, and certifications. Look at their past roles and achievements, particularly those involving design projects, system efficiency improvements, and innovations. Assess their ability to work in teams and communicate complex concepts.

Key tools include CAD software (AutoCAD, SolidWorks), FEA tools, project management tools (Trello, Asana), and communication tools (Slack, Microsoft Teams). Proficiency in these tools helps in managing projects and collaborating effectively with teams.

Analyze how the candidate’s values align with your company’s mission and culture. Look for experience in companies with similar values, such as innovation and sustainability. Understanding their career goals and personal values ensures a good fit with your team.

Avoid ignoring early career roles, overlooking the context of job changes, and assuming proficiency in unrelated areas. Pay attention to ongoing education and professional development, and ensure the candidate’s expectations align with the role’s realities.

Do more of what counts..

... and let welovehumans do the rest

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