As the demand for electronics engineers and designers continues to evolve across Canada’s high-tech landscape, so too do the hiring practices shaping the future of engineering talent. In this Q&A, EP&T Magazine speaks with Alp Celebi, co-founder and head of business development at Quantum Scale — a Mississauga-based technical recruitment service specializing in engineering and technology roles. Celebi shares his insights on the 2025 hiring outlook, what employers are looking for, and how today’s top engineering talent is navigating a rapidly changing job market.
Q1: What are the biggest hiring trends in Canada’s tech industry, particularly in electronics engineering and design?
Quantum Scale: Canada’s tech industry is experiencing robust growth in its talent hubs, coupled with an ongoing talent shortage. For instance, Between 2020 and 2025, Toronto’s tech workforce experienced significant growth. According to CBRE’s 2022 Scoring Tech Talent report, Toronto added 82,100 tech jobs over the past five years, marking a 44% increase in its tech labour pool. This growth outpaced many North American cities, positioning Toronto as a leading tech hub in the region.
This expansion reflects Toronto’s robust tech ecosystem, bolstered by investments from major tech companies and a strong pipeline of tech talent from local universities. The city’s emphasis on innovation and its supportive infrastructure have been key drivers in attracting both domestic and international tech professionals.
Within electronics engineering and design, growth is driven by booming sectors like telecommunications, automation, and manufacturing. Investments in areas such as 5G networks, IoT (Internet of Things), and intelligent systems are creating new roles for electronics and electrical engineers electricalworker.ca.
Despite high overall interest in engineering careers, employers still face challenges hiring for specialized or emerging skill sets. Projections show that Canada may actually produce a slight surplus of engineering graduates, however, niche expertise is in short supply – rapid tech advancements mean companies need candidates with highly specialized experience. In practice, this means roles at the intersection of hardware and software (like embedded systems designers or AI hardware engineers) can be hard to fill. Major hiring trends are strong tech job growth (especially in key cities), intense competition for specialized talent, and a constant emergence of new hybrid disciplines in engineering to meet technology’s evolving needs. Companies that understand these trends are better positioned to attract the right candidates as the electronics sector continues to expand.
Q2: How has the demand for tech talent shifted in recent years, and what factors are driving these changes?
Quantum Scale: Demand for tech talent has surged and evolved over the past few years. After an initial boom in the late 2010s and a brief correction during the 2022 – 2023 period of tech layoffs, hiring has regained momentum in 2024 and 2025. In fact, Canadian IT hiring expectations reached new highs in late 2024 – the Net Employment Outlook jumped 15 points in one quarter experis.ca – and remains very strong going into 2025 experis.ca. Even in the face of economic headwinds, a majority of companies are still actively adding tech staff. A recent survey found 54% of Canadian firms are hiring for new permanent tech roles (and another 41% backfilling vacated positions) roberthalf.com, confirming that the appetite for tech talent continues unabated. This growth is tempered by the reality that 91% of tech leaders report difficulty finding qualified candidates roberthalf.com, showing that while demand is high, the available supply of skilled workers has not kept up.
Several key factors are driving these shifts in demand. Accelerated digital transformation across all industries – hastened by the pandemic – has made technology professionals indispensable in sectors from finance to manufacturing. Companies are investing heavily in emerging technologies like artificial intelligence, machine learning, cloud computing, and cybersecurity, which in turn drives up demand for experts in those domains. For example, protecting against evolving cyber threats has become paramount, fueling the need for security engineers, while the race to adopt AI/automation has opened
a plethora of roles in data science and AI engineering. Additionally, many organizations are modernizing legacy systems (addressing technical debt) and implementing new enterprise software (ERP, CRM, etc.), further expanding the need for IT and engineering talent.
Another driver is the shift in workforce expectations and demographics. New generations of engineers (Gen Z entering the workforce) bring different skill sets and expect modern workplaces, prompting companies to overhaul traditional talent strategies techtalent.ca. The workforce is also more globally connected – skilled professionals can work remotely for companies anywhere which intensifies competition for talent but also allows companies to tap broader candidate pools. In short, demand has pivoted toward cutting-edge tech skills and holistic digital expertise. It’s been propelled by rapid tech adoption (AI, cloud, IoT), heightened security and data needs, and a post-pandemic realization that every company is a tech company. These factors combined have made tech talent one of the most sought-after commodities in the labour market today.
Q3: Which skills and qualifications are currently most sought after by employers in the electronics sector?
Quantum Scale: Employers in the electronics engineering and design sector are prioritizing a mix of advanced technical skills and relevant experience. On the technical side, there is huge demand for skills related to software-hardware integration for example, expertise in embedded systems programming, firmware development, and circuit design for connected devices. The proliferation of IoT and smart devices means engineers who understand both electronics and software (and can ensure devices communicate securely and efficiently) are highly valued electricalworker.ca.
Broadly in tech, the top in-demand skill areas in 2025 include machine learning and data science, AI, cybersecurity, cloud computing, and software development. This trend extends into electronics: an electronics designer who is familiar with AI algorithms or edge computing, for instance, can stand out as companies work on intelligent hardware. Automation and robotics know-how is also sought after, as manufacturing and tech firms integrate robotics into their processes – having electronics engineers who can design control systems or integrate sensors is critical electricalworker.ca. In fields like telecommunications and automotive electronics, skills in 5G communications, signal processing, and power electronics for electric vehicles are in demand to support next-generation infrastructure and products.
When it comes to qualifications, many employers still value formal credentials like engineering degrees or professional engineer (P.Eng.) licenses, but there’s a notable shift in perspective here. Some Canadian engineering graduates are forgoing licensure, and forward-thinking employers are adapting by focusing more on practical skills and experience than on rigid credentials. This means a strong portfolio or proven project experience can sometimes trump formal titles. Employers are looking for candidates who have hands-on experience with relevant tools and technologies – for example, PCB design software, CAD programs, or simulation tools for electronics – and who demonstrate the ability to learn new technologies quickly. Soft skills are also part of the equation: problem-solving, teamwork, and adaptability are important as engineering projects grow more complex and interdisciplinary. In summary, the most sought-after tech skills include AI/ML, cloud, cybersecurity, and full-stack development, while in electronics specifically, IoT, embedded systems, and automation skills are golden. Candidates who combine solid engineering fundamentals with these cutting-edge skills (and who show a willingness to keep learning) are highly attractive to employers right now.
Q4: How are Canadian tech companies adapting to challenges like talent shortages and competition from global markets?
Quantum Scale: Canadian tech companies are responding to talent shortages and global competition with multi-pronged strategies to attract and retain people. One major adaptation has been sweetening the deal for employees: organizations are offering more competitive compensation and benefits, flexible work arrangements, and strong employee value propositions to stand out from the crowd. For example, many companies have embraced remote or hybrid work options (more on that later) and improved benefits like extended vacation time, wellness programs, and professional development budgets to entice talent. The idea is to create an environment where top engineers feel valued and see a future for growth, which helps firms both lure new hires and prevent existing staff from being poached by U.S. tech giants or other global players.
Another key strategy is investing in talent development and broadening the talent pipeline. With a limited pool of experienced candidates, companies are increasingly growing their own. This means ramping up training and upskilling programs, hiring promising junior engineers and mentoring them, and leveraging contract workers or consultants to fill immediate gaps while internal talent ramps up. Firms are also casting a wider net in hiring. Some are relaxing previously strict job requirements – for instance, being more open to skilled candidates without a P.Eng. license or with non-traditional backgrounds – in order to not miss out on good talent. By lowering unnecessary credential barriers, employers can access a bigger pool of engineers, especially as younger grads increasingly skip formal licensing. There’s also a strong push toward diversity and inclusion in hiring. Canadian tech companies recognize that reaching out to underrepresented groups (women, Indigenous and Black tech professionals, etc.) can help alleviate talent shortages while also strengthening teams with diverse perspectives. Initiatives to improve diversity in STEM, such as programs aiming for more female engineers and supporting Indigenous/Black engineering graduates, are influencing hiring practices.
In the face of competition from global markets – including U.S. companies that have a presence in Canada or hire remotely – Canadian firms are emphasizing what they can uniquely offer. This often includes quality of life and workplace culture advantages, such as a collaborative environment or mission-driven projects, in addition to the aforementioned flexibility. Notably, Canada’s welcoming immigration policies give companies here an edge: firms routinely use the Global Talent Stream and other visa programs to bring in international experts quickly when local talent is scarce immigcanada.com. This has helped some Canadian startups and scale-ups scale teams fast, essentially tapping the global talent pool to compete with larger multinationals. At the same time, global tech giants like Google, Amazon, and Microsoft expanding their Canadian footprint means local firms must work harder to retain their best people immigcanada.com. In response, we see Canadian employers doubling down on employee engagement and retention – things like ensuring employees have clear career advancement paths, recognizing and rewarding achievements, and cultivating a positive, innovative workplace culture. A number of companies are also forging partnerships with universities and colleges to secure future talent (through co-op programs, research collaborations, etc.), creating a pipeline of new graduates trained in skills the industry needs.
In summary, to overcome talent shortages and global rivalry, Canadian tech companies are getting creative and proactive: they offer flexible and appealing work conditions, invest in developing talent from within, diversify their hiring criteria and candidate outreach, and leverage Canada’s advantages (to build the teams they need.
Q5: Have remote and hybrid work models changed how companies recruit and retain engineering talent?
Quantum Scale: Absolutely. The rise of remote and hybrid work has profoundly changed recruitment and retention in the tech and engineering fields. On the recruitment side, companies are no longer limited by geography when seeking talent. A firm in Vancouver or Toronto can hire a skilled electronics designer who lives in, say, Halifax or even outside Canada, thanks to remote work infrastructure. This widens the talent pool dramatically. In fact, increased remote hiring has been a noted trend across North America’s tech sector cbre.ca. Many employers now advertise roles as remote-friendly to attract the best candidates, knowing that flexibility is a top draw for tech professionals. This means Canadian companies are competing not just locally, but globally – a talented engineer in Montreal might be weighing a job offer from a Silicon Valley company that permits full-time remote work.
To retain talent, offering hybrid or fully remote options has become a key strategy. Surveys show that tech employees highly value flexibility and work-life balance. Companies that insist on a full return-to-office risk losing people to those offering more adaptable schedules. We’ve seen it happen where an AI company based in Toronto with 21 employees demanded return to office post pandemic with one resignation after another. Many have found that allowing engineers to work from home a few days a week (or full-time remotely if the role permits) leads to happier, more productive teams – and makes engineers think twice before jumping ship to a competitor. Remote work has also shifted retention dynamics by enabling distributed teams: an engineer might choose to stay with a company if it allows them to relocate to a cheaper city or be closer to family, rather than quitting.
However, remote work isn’t without challenges, and companies are adapting their people management to suit. With teams spread out, organizations have invested more in digital collaboration tools and virtual engagement to keep employees connected.
In summary, remote and hybrid work models have become standard expectations in tech. They’ve expanded recruiting horizons (you can hire the best person for the job, regardless of location) and become a linchpin in retention (providing the flexibility engineers crave). Organizations that adapt by embedding flexibility into their work culture are reaping the benefits: they not only attract a wider array of candidates but also keep their workforce happier. Those that don’t adapt risk losing out in the competitive talent market, as flexibility has essentially become a non-negotiable feature of many tech jobs in 2025.
Q6: What impact have government policies, such as immigration programs or incentives, had on tech staffing in Canada?
Quantum Scale: Government policies in Canada – especially immigration programs and talent incentives – have had a significant positive impact on tech staffing by enlarging the talent pool and encouraging growth. One of the most impactful is the Global Talent Stream (GTS), a federal immigration program designed to help Canadian companies hire international tech workers quickly. GTS offers expedited work permits in as fast as two weeks immigcanada.com, which is a game-changer for firms that need highly skilled engineers and cannot find them domestically. By cutting down red tape, policies like GTS allow Canadian companies to plug critical skill gaps. For example, if a company in Ottawa needs an experienced chip design engineer and local candidates are scarce, GTS enables them to recruit globally and have that person on board in a matter of weeks. This has directly helped alleviate talent shortages and made Canada more attractive to global tech talent. In contrast to countries with more restrictive work visa regimes, Canada’s open approach (multiple skilled worker pathways, easier residency options) makes it a magnet for tech professionals worldwide immigcanada.com.
We see this in the growth of tech hubs – cities like Toronto, Vancouver, and Montreal have been drawing talent from abroad, contributing to their emergence as top tech centers on the international stage.
Beyond immigration, government incentives and programs also play a role in shaping the tech workforce. Education and training investments are a prime example. A very recent development (April 2025) is Ontario’s announcement of a massive $750 million investment in STEM education to create 20,500 additional student seats per year in tech-related programs techtalent.ca. Moves like this aim to produce more homegrown engineers and developers to meet industry demand. Over the next few years, this should significantly increase the supply of qualified graduates ready to enter fields like electronics design, software, and other engineering disciplines. Similarly, the federal government has
introduced grants and funds (such as the Strategic Innovation Fund) to spur growth in key tech sectors. For instance, in mid-2024 the government invested $120 million in a project to expand Canada’s semiconductor industry, which will create hundreds of specialized jobs and build a network for chip design and manufacturing canada.ca. This not only directly creates tech jobs but also signals to tech companies that Canada is committed to developing strategic industries (like semiconductors, artificial intelligence, quantum computing, etc.), often with incentives for companies that invest and hire in these areas.
Immigration programs have also helped Canada’s reputation as a tech hub. The country’s ability to attract top-notch talent through initiatives like the startup visa program, the Global Skills Strategy, and even targeted streams for AI researchers has led to clustering effects – international talent attracts companies, which in turn create more jobs for locals and expats alike. By offering relatively easier paths to permanent residency for skilled workers, Canada encourages tech workers to put down roots and stay long-term, benefiting the labour market stability.
In summary, immigration-friendly policies have been vital in filling immediate talent gaps and making Canada a global talent magnet immigcanada.com, while education funding and industry-specific incentives are building a pipeline for the future. Canadian tech companies have felt the impact in the form of easier access to world-class talent and an increasing supply of skilled workers, both from abroad and at home. Without these policies, the talent crunch would be far more severe; with them, Canada is positioning itself as a vibrant, well-staffed tech ecosystem.
Q7: Are you noticing any trends in benefits or workplace culture that influence job seekers’ decisions?
Quantum Scale: Yes, alongside salary, benefits and workplace culture have become make-or-break factors for many tech job seekers. One clear trend is that candidates are looking for employers who support a healthy work-life balance. In fact, work-life balance often tops the list of reasons why tech professionals might leave or join a company. This sentiment is driving companies to adapt their cultures accordingly. Employers are offering more flexibility in work hours and location (e.g. flexible schedules, remote work options) to show they trust employees to manage their work and personal lives. They are also more attentive to preventing burnout – encouraging people to take time off and sometimes even instituting company-wide mental health days or no-meeting days.
Benefits packages have also evolved as a competitive differentiator. Tech job seekers pay close attention to things like extended health insurance (including mental health coverage), retirement contributions, parental leave policies, and paid time off. Many Canadian tech companies have enhanced their benefits recently – for example, by increasing vacation allowances, adding wellness benefits (gym memberships, therapy allowances), or offering continuous learning stipends for professional development. These perks signal to employees that the company cares about their well-being and growth, which is very attractive. Professional development is particularly valued; candidates want to know if an employer will invest in their skills. As a result, robust learning and development programs (such as paying for courses, conferences, or providing in-house training and clear career advancement paths) are becoming standard. Employers are finding that supporting an engineer’s growth not only helps with retention but also is a selling point during recruitment.
Additionally, management and leadership style is a cultural aspect with big sway. People often say, “you don’t quit a job, you quit a boss.” A company that cultivates respectful, empathetic, and transparent management will have an easier time hiring and keeping talent. This is encouraging companies to train managers in better people management and to foster a positive daily work environment – one where employees feel heard and supported.
Lastly, job seekers are looking at a company’s values and mission. In the electronics and tech sector, this might mean, for example, an emphasis on sustainability or innovation. Employers that can articulate a compelling mission (and show how an engineer’s work contributes to something meaningful) often have an edge in recruiting. This aligns with a generational shift: many millennials and Gen Z workers want to feel their work has impact, so a strong, positive company culture and mission can tip the scales when they’re choosing between offers.
In summary, today’s tech job seekers are choosing workplaces, not just jobs. They evaluate how a company will support their life and goals: flexible work and work-life balance, comprehensive benefits and growth opportunities, an inclusive and positive culture, and inspiring leadership and mission. Canadian tech companies have caught on to this – hence the marked improvements in benefits and culture in recent years to align with what employees value most.
Q8: What advice would you give to tech professionals looking to advance their careers in today’s job market?
Quantum Scale: For tech professionals – whether in electronics engineering, software, or IT – the single most important piece of advice is to embrace continuous learning and skill development. To stay ahead, you should always be learning. expertise in electric vehicle systems or understanding the latest in semiconductor design. The key is not to become complacent with what you know today – keep an eye on industry trends and be ready to pivot by learning new tools or domains as needed.
It’s also wise to develop a T-shaped skill set – depth in your specialty and some breadth in adjacent areas. For example, if you’re an electronics design engineer, having solid software programming skills (C/C++ for embedded systems, Python for automation) or knowledge of data analysis can make you more versatile and valuable. Many of the hottest tech roles require interdisciplinary knowledge. The ability to collaborate across hardware, software, and data domains will open up more opportunities (think of roles like systems engineer or IoT architect).
Another piece of advice: focus on soft skills and leadership abilities. As you progress in your career, technical skills alone won’t guarantee advancement. Communication, teamwork, project management, and problem-solving are crucial. If you aspire to senior roles (like lead engineer, CTO, or even moving from CIO to CEO one day), you’ll need business acumen and strategic thinking too. This indicates that having an understanding of the business side and how to align tech projects with business goals, how to justify ROI, how to lead teams – is extremely valuable.
Networking and community involvement are also important. Build relationships within your industry – join professional associations (like engineering societies or tech meetups), attend conferences (even virtual ones), contribute to open-source projects or publish your work. A strong professional network can expose you to new opportunities and mentors who can guide you. Don’t hesitate to seek a mentor!
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Quantum Scale, is a Mississauga-based, on-demand recruitment and tech talent strategy.
https://www.quantumscale.ca/
