How to hire a Senior Mechanical Engineer

How to hire a senior mechanical engineer, step by step

Here's a step-by-step senior mechanical engineer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a senior mechanical engineer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new senior mechanical engineer
• Step 8: Go through the hiring process checklist

What does a Senior Mechanical Engineer do?

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1. Identify your hiring needs

   Before you post your senior mechanical engineer job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a senior mechanical engineer for hire on a part-time basis or as a contractor.

   Determine Employee vs Contractor Status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a senior mechanical engineer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a senior mechanical engineer that fits the bill.

   This list shows salaries for various types of senior mechanical engineers.

   Type Of Senior Mechanical Engineer	Description	Hourly Rate
   Senior Mechanical Engineer	Mechanical engineering is one of the broadest engineering disciplines. Mechanical engineers design, develop, build, and test mechanical and thermal sensors and devices, including tools, engines, and machines.	$37-65
   Lead Design Engineer	A Lead Design Engineer produces design solutions that can be purchased, installed, and commissioned effectively. They are also responsible for the cost-effectiviness and safety of new designs.	$39-68
   Design Engineer	A design engineer is responsible for creating systems and applications based on their expertise. Design engineers work through client specifications based on business needs... Show More	$27-49

   Show more

2. Create an ideal candidate profile

   Common Skills:

   • Mechanical Engineering
   • CAD
   • Solidworks
   • Mechanical Design
   • Mechanical Systems
   • HVAC
   • Creo
   • Project Management
   • Autocad
   • Engineering Design
   • GD
   • SR
   • UL
   • Plumbing

   Check All Skills

   Responsibilities:

   • Create DFMEA documents to help manage risks and improve initial quality.
   • Set up and manage PCB manufacturing including all chemical baths, lasers, and exposure equipment.
   • Restructure VHDL code and chip/module hierarchy to achieve timing goals for the dual cache controller and the chip.
   • Achieve timely convergence of complex designs by building RTL models from validation area and integrating them, before official model release.
   • Lead FPGA development of key digital communication component used in successful demonstration of spacecraft radio link.
   • Provide mechanical design and sustaining engineering expertise to troubleshoot manufacturing defect trends and achieve a more robust and producible product.

   More Senior Mechanical Engineer duties

3. Make a budget

   Including a salary range in your senior mechanical engineer job description helps attract top candidates to the position. A senior mechanical engineer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a senior mechanical engineer in Minnesota may be lower than in Washington, and an entry-level senior mechanical engineer usually earns less than a senior-level senior mechanical engineer. Additionally, a senior mechanical engineer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average senior mechanical engineer salary

   $103,836yearly

   $49.92 hourly rate

   ---

   Entry-level senior mechanical engineer salary

   $79,000 yearly salary

   Updated March 28, 2025

   Average senior mechanical engineer salary by state

   Rank	State	Avg. Salary	Hourly Rate
   1	California	$135,334	$65
   2	Washington	$128,521	$62
   3	District of Columbia	$116,501	$56
   4	Massachusetts	$109,362	$53
   5	New Mexico	$107,525	$52
   6	Arizona	$107,121	$52
   7	Texas	$106,016	$51
   8	Delaware	$104,475	$50
   9	Oregon	$103,763	$50
   10	New Jersey	$102,702	$49
   11	New York	$102,497	$49
   12	Colorado	$98,427	$47
   13	Virginia	$98,096	$47
   14	Oklahoma	$98,033	$47
   15	Tennessee	$93,690	$45
   16	Illinois	$93,422	$45
   17	Michigan	$93,296	$45
   18	Missouri	$92,998	$45
   19	Alabama	$92,321	$44
   20	Georgia	$90,393	$43

   Average senior mechanical engineer salary by company

   Company

   Rank	Company	Average Salary	Hourly Rate	Job Openings
   1	Google	$152,230	$73.19	80
   2	Microsoft	$148,400	$71.35	9
   3	Apple	$147,738	$71.03	879
   4	NVIDIA	$139,293	$66.97	170
   5	The Walt Disney Company	$139,022	$66.84	89
   6	Zoox	$137,462	$66.09	19
   7	Rivian	$137,369	$66.04	35
   8	Seres	$134,232	$64.53
   9	Amazon	$134,198	$64.52	768
   10	Neuralink IT Solutions	$133,959	$64.40	9
   11	Cepheid	$129,946	$62.47
   12	Intuitive Surgical	$129,666	$62.34	31
   13	ViacomCBS	$129,289	$62.16
   14	GoPro	$127,269	$61.19
   15	Parsons	$127,036	$61.08	62
   16	GlassPoint	$126,231	$60.69
   17	Volvo Trucks	$123,973	$59.60	12
   18	Tesla	$123,000	$59.13	215
   19	Fitbit	$122,989	$59.13
   20	BorgWarner	$122,644	$58.96	5

4. Writing a Senior Mechanical Engineer Job Description

   A senior mechanical engineer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a senior mechanical engineer job description:

   Senior Mechanical Engineer job description example

   What you will do
   The mission of Johnson Controls Navy Systems (JCNS) is to supply Chilled Water Air Conditioning (A/C) Plants, Refrigeration Systems, and associated equipment to the U.S. Navy and U.S. Coast Guard. Johnson Controls Navy Systems’ robust, high reliability products are designed, manufactured and tested in York, PA to military and other stringent customer specifications. This position is a part of the JCNS engineering team. The engineer will work under the guidance of an engineering manager to assist in supporting the following: Production of existing Navy products (both variable speed, oil-free, magnetic bearing Navy products and oil-lubricated, fixed-speed, Navy products)
   Design and development of new water-cooled chillers and refrigeration units for the U.S. Navy and U.S. Coast Guard
   Perform various engineering activities to resolve technical issues and qualify components. This group applies refrigerant compressor technology along with the principles of mechanical design, manufacturing methods, thermodynamics/heat transfer, electromechanical systems and controls to the design, manufacture and test of centrifugal compressors/chillers and their associated components and systems.
   RESPONSIBILITIES:
   1. Assist in supporting the resolution of production issues related to manufacture and testing of Navy products.
   2. Analyzes and troubleshoots mechanical sub-components and sub-systems based on observing operating equipment and reviewing test data.
   3. Generates technical documentation and customer submittal documentation for use within the company and by the customer.
   4. Assist in solving customer issues in the field as related to JCNS products and provide support to the JCNS Parts & Service Group.
   5. Mechanical design/selection & release of refrigerant compressors, components and associated systems. Perform engineering calculations required to attain performance, safety and reliability requirements.
   6. Work closely with the design and drafting group in generating chiller layout concepts and system configurations.
   7. Lead or work with other team members and subcontractors in qualification & risk mitigation testing, such as military shock, military vibration, military electromagnetic interference, refrigerant performance, acoustic, compressor air run & pressure vessel testing.
   8. Assist in the development of schedules & communicate project status to the managers and work with cross functional teams to meet those goals.
   9. Prepare and help execute test programs to verify performance and reliability of mechanical sub-components and systems.
   10. Able to review complicated customer invoked specifications and apply the requirements therein to develop compliant designs. Knowledge of military specifications and ASTM/ASME specifications is a plus.
   11. Willing to learn manufacturing processes and apply that knowledge during the product design phase to meet Design for Manufacturability goals.
   12. Assist in the development of Technical and Cost Proposals for new design work.
   Qualifications
   What we look for Required Minimum of BS in Engineering or related science.
   2. Minimum 2 years’ experience in the field of mechanical/electromechanical equipment manufacturing, design, testing, and release.
   3. Strong design background
   4. Self-motivated and able to work independently, but must also be able to interface directly with the manufacturing team & suppliers, electronics/controls engineers, mechanical engineers, software developers, and subject matter experts in aerodynamics/stress/vibration/acoustics to solve problems.
   5. Requires US Citizenship.
   6. Must be able to travel 5-10%.
   7. A Department of Defense confidential security clearance is a requirement for this position. The candidate must be willing to apply for and able to obtain this clearance.
   Johnson Controls is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, or any other characteristic protected by law. For more information, please view EEO is the Law. If you are an individual with a disability and you require an accommodation during the application process, please visit www.johnsoncontrols.com/tomorrowneedsyou.
   Division: JCFS (Johnson Controls Federal Systems)

   Copy This Example

   

5. Post your job

   To find senior mechanical engineers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any senior mechanical engineers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level senior mechanical engineers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your senior mechanical engineer job on Zippia to find and recruit senior mechanical engineer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with senior mechanical engineer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new senior mechanical engineer

   Once you've found the senior mechanical engineer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new senior mechanical engineer first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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