25 tips for employers hiring a lot of student, recent grads for early career, science and engineering jobs

When hiring dozens or even hundreds of candidates for science and engineering roles, employers need a recruitment strategy that emphasizes technical precision, innovation, and the ability to collaborate across disciplines. These positions—ranging from lab technicians and research assistants to mechanical engineers and data scientists—require strong problem-solving skills, deep subject matter expertise, and often advanced degrees or certifications. Employers can streamline hiring by using applicant tracking systems (ATS) to identify candidates with relevant educational backgrounds, research experience, and proficiency in industry-specific tools or software. Platforms like College Recruiter can be especially effective for connecting with recent graduates from STEM programs who are looking to launch their careers in research labs, product development, or field engineering. Pre-employment assessments, such as coding challenges, technical case studies, or lab simulations, help verify skills before moving candidates forward.

To manage high-volume hiring, organizations can host targeted virtual info sessions, STEM-specific career fairs, and technical bootcamps in partnership with universities. Group interviews and collaborative problem-solving exercises—such as design challenges or hypothesis-driven discussions—allow hiring teams to evaluate candidates’ ability to apply theory to real-world problems. Structured interviews with a mix of technical and behavioral questions help assess candidates’ critical thinking, communication, and teamwork under pressure. Once hired, an effective onboarding program that includes safety training, exposure to R&D tools, cross-functional mentoring, and project-based learning ensures that science and engineering hires are equipped to contribute to innovation from day one.

We reached out to 25 hiring experts to ask them to share their tips for employers who are hiring dozens or even hundreds of students, recent graduates, and others early in their careers for science and engineering jobs.

• Prioritize Practical Assessment
• Assess Team Dynamics
• Focus on Skills Over Credentials
• Establish Clear, Unbiased Criteria
• Balance AI with Human Review
• Avoid Rushing the Process
• Use Structured Recruitment Process
• Test Problem-Solving Ability
• Evaluate Communication Skills
• Implement Structured Technical Assessments
• Look in Unconventional Places
• Use Criteria-Based Assessment
• Blend AI with Human Evaluation
• Prioritize Skill-Based Assessments
• Streamline Communication Process
• Implement Codebase Walkthrough Challenges
• Evaluate Collaboration Skills
• Showcase Impactful Projects
• Evaluate Experimentation Mindset
• Use Take-Home Projects
• Maintain Human Touch in Hiring
• Prioritize Skills-Based Assessments
• Assess Prioritization Skills
• Focus on Problem-Solving Approach
• Avoid Rushing Technical Assessments

Prioritize Practical Assessment

You’re facing a mountain of applications. Your company is growing, and you must quickly fill dozens, maybe even hundreds, of science and engineering roles. You’re sifting through resumes, desperately searching for that spark of brilliance, the candidates with the proper credentials, innovative spirit, and problem-solving skills your organization thrives on. The problem is that the traditional hiring process feels like trying to find a specific grain of sand on a vast beach. How do you efficiently identify the genuinely exceptional candidates amidst the sheer volume?

The temptation is strong to lean heavily on automated screening tools and AI-powered resume sifters. They promise to streamline the process, filtering out unqualified applicants and delivering a neat stack of “top prospects.” Sounds great in theory, but have you noticed a nagging feeling that you might miss out on hidden gems? While efficient, the algorithms might be weeding out individuals who just don’t fit the standard mold – those who could bring fresh perspectives and disruptive ideas to your team. The plan starts with one decisive step: prioritize practical assessment.

Instead of relying solely on keywords and pre-programmed filters, design a tailored assessment that directly reflects the skills and knowledge required for the specific roles. Craft real-world scenarios, miniature projects, or problem-solving exercises that mimic your scientists’ and engineers’ daily challenges.

Imagine presenting them with a design flaw and challenging them to propose a solution. This approach provides a far more accurate picture of a candidate’s capabilities than any resume or canned interview question ever could. It also levels the playing field, giving opportunities to those who may have unconventional backgrounds or less-than-perfect resumes but possess the raw talent and drive you seek.

Embrace the power of the assessment test. It’s a shift in mindset, a move away from passive filtering and towards active evaluation. It requires more upfront investment in designing the assessment, but the payoff is immense. After all, it’s a much more accurate way to evaluate someone.

This approach, done right, leads to a win-win. You find the high-caliber talent you need, and the candidates win because they will participate in a clear and precise evaluation. The success, the actual change, lies in building a team that’s not just qualified but exceptional.

Steve Fleurant, CEO, Clair Services

Assess Team Dynamics

One big mistake employers make when hiring multiple engineers at once is treating them like interchangeable parts rather than individual problem-solvers.

Engineering isn’t just about technical skills—it’s about how a person thinks, collaborates, and approaches challenges. When companies rush to fill multiple roles at once, they sometimes focus too much on checking off technical requirements and not enough on building a well-balanced team. They end up with a group of engineers who might all be strong individually but don’t necessarily complement each other’s strengths or work well together.

The fix? Take the time to assess not just skills, but team dynamics. Look at how each engineer’s expertise and working style will fit into the bigger picture. Prioritize diversity in problem-solving approaches, communication styles, and backgrounds to create a team that doesn’t just meet the technical requirements but actually thrives together.

Ben Lamarche, General Manager, Lock Search Group

Focus on Skills Over Credentials

When hiring a high volume of candidates for science and engineering jobs, employers should avoid overemphasizing traditional credentials like degrees from top-tier universities. While education is important, real-world skills, problem-solving ability, and adaptability often matter more in technical roles. Employers should implement skills-based assessments, practical coding tests, or engineering challenges to gauge candidates’ true capabilities. This approach expands the talent pool, fosters diversity, and ensures that companies hire candidates who can perform effectively rather than those who simply look good on paper.

From a legal standpoint, companies must be mindful of potential bias in hiring practices, especially when using AI-driven screening tools. Many states are enacting laws to regulate automated hiring processes to prevent discrimination. Employers should audit their hiring tools to ensure they are compliant with equal employment opportunity laws and don’t inadvertently disadvantage underrepresented groups. Transparency in the selection process, standardized interview criteria, and structured evaluation rubrics can help mitigate bias and ensure fairness, reducing the risk of legal challenges down the road.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

Establish Clear, Unbiased Criteria

When hiring high-volume candidates for science and engineering jobs, it’s crucial to establish clear, unbiased criteria based on the specific duties and functions of the positions. As someone who has litigated over 1,000 employment cases, I’ve seen how important it is for criteria to be transparent and equitable. A diverse pool ensures access to a wide range of experiences and ideas, which is vital in fields like science and engineering where innovation thrives on varied perspectives.

Consider implementing a zero-tolerance policy for discriminatory practices in the recruitment process. In my experience leading the Labor and Employment Law Section, I’ve emphasized the importance of clear protocols for addressing discrimination complaints. This fosters an inclusive environment that attracts top talent by ensuring candidates feel valued and respected throughout the hiring process.

Lastly, regular training on the latest legal developments is essential for those involved in the recruitment process. Many employers overlook this, but staying informed helps prevent costly legal challenges and improves the overall effectiveness of the hiring strategy. Regularly updating hiring teams on the latest best practices protects the company and strengthens the workforce by aligning with current legal standards.

Nick Norris, Partner, Watson Norris, PLLC

Balance AI with Human Review

I’ve found that rushing through technical assessments can lead to costly hiring mistakes, even with high volumes. When I was scaling Unity Analytics, we implemented a two-tier screening process where AI handled initial resume parsing while human reviewers focused on evaluating actual coding samples and problem-solving approaches. This balanced approach helped us efficiently screen thousands of candidates while still identifying those with genuine technical capabilities and problem-solving skills that matched our needs.

John Cheng, CEO, PlayAbly.AI

Avoid Rushing the Process

When hiring high-volume candidates for science and engineering roles, employers must resist the temptation to rush through the process. Instead of focusing solely on the quantity of applicants, prioritize quality by crafting a thorough yet efficient screening process. Implement targeted assessments to evaluate technical expertise and problem-solving abilities. Don’t rely on generic resumes; use practical tests or coding challenges to better gauge a candidate’s skills. Additionally, ensure that interviews dive deeper into how candidates approach real-world challenges. This approach not only helps identify top talent but also ensures a better fit for the organization’s long-term goals.

Dhari Alabdulhadi, CTO and Founder, Ubuy Netherlands

Use Structured Recruitment Process

When hiring high-volume candidates for science and engineering roles, employers should prioritize a structured and efficient recruitment process. This includes using automated screening tools to filter out unqualified applicants early, ensuring that only those with the right skills make it to the interview stage. It’s also essential to assess candidates not just on technical expertise but also on problem-solving abilities and adaptability, which are crucial in these fields.

One thing to avoid is overcomplicating the interview process with excessive technical assessments or rounds. While technical expertise is important, streamlining the interview process helps keep top talent engaged and prevents losing them to competitors. Ensuring clear, concise, and respectful communication throughout the process also helps build a positive employer brand and attract better candidates.

Shehar Yar, CEO, Software House

Test Problem-Solving Ability

As the CEO of a UI/UX and growth marketing company who has scaled technical teams across multiple markets, I’ve noticed one critical mistake companies make when hiring in volume for science and engineering roles: 

They test for knowledge instead of problem-solving ability.

Most high-volume hiring processes rely heavily on standardized technical assessments that essentially measure how well candidates have memorized textbook solutions or coding patterns. This approach is fundamentally flawed because it filters out exceptional problem-solvers who might not match your expected solution path.

We learned this lesson the hard way. Years ago, we rejected a candidate who performed poorly on our standard algorithm assessment. That same candidate went on to build a revolutionary product at a competitor, eventually becoming their CTO.

What changed our approach dramatically was implementing adaptive challenge scenarios. Instead of asking candidates to recite known solutions, we present them with actual problems we’ve faced and watch how they approach them. The specific solution matters less than their methodology.

For example, we now give UI engineering candidates a seemingly simple interface challenge with multiple hidden complexities. Some candidates immediately jump to coding; others start by asking questions about user needs. The latter almost always outperform in actual roles, even if their technical execution isn’t perfect.

When hiring at scale, the temptation to rely on standardized testing is strong. Fight it. Instead, design abbreviated versions of real-world scenarios that test problem-solving approaches, not just knowledge recall.

The engineers who thrive aren’t necessarily those who know the most – they’re the ones who can systematically dismantle complex problems, even when facing something they’ve never seen before. That’s what your screening process should identify.

Shantanu Pandey, Founder & CEO, Tenet

Evaluate Communication Skills

Prioritize candidates who can break down complex ideas into simple, clear explanations.

In science and engineering roles, technical expertise is essential, but the real impact comes from how well an individual can convey their knowledge to colleagues, leadership, and even clients. A brilliant solution loses value if no one understands how to implement it.

Candidates should be able to translate complex concepts into actionable insights without using unnecessary jargon. This skill becomes even more critical in cross-functional teams, where collaboration between technical and non-technical members drives innovation.

The goal of effective communication is to foster efficiency, alignment, and to facilitate better decision-making throughout an organization. Hiring individuals who can bridge the gap between deep expertise and practical understanding ensures that great ideas don’t just exist–they get executed effectively.

Joe Schaeppi, CEO & Co-Founder, Solsten

Implement Structured Technical Assessments

Hiring for science and engineering roles at scale presents unique challenges, such as identifying technical competency efficiently, ensuring fairness in candidate selection, and balancing speed with quality.

One critical practice employers should implement is using structured technical assessments early in the hiring process.

Why This Works:

– Resumes alone don’t provide enough insight – Many candidates have similar qualifications, making it difficult to assess real skills from applications.

– Ensures fair and objective evaluation – A standardized assessment eliminates bias and ensures all candidates are judged by the same criteria.

– Speeds up hiring while maintaining quality – Filtering candidates through well-designed technical tests reduces time wasted on unqualified applicants.

How to Implement It Effectively:

– Make it job-specific – Engineers can take coding or problem-solving tests, while scientists may work through real-world scenarios or technical case studies.

– Automate the process – Online testing platforms can help scale assessments without overburdening recruiters.

– Keep it short and relevant – Avoid overly complex tests that discourage candidates; focus on key skills needed for the role.

A well-structured technical assessment ensures companies select top talent efficiently, reducing hiring bias and improving decision-making.

Mohammad Haqqani, Founder, Seekario

Look in Unconventional Places

Science and engineering is one area where there’s a huge mismatch between supply and demand. Modern tools require scientific expertise to really take advantage of them, and there just aren’t enough technical skills to go around. This is why looking in unconventional places for more affordable talent in these fields is so important. Latin America, for example, is a great place to find highly educated engineers, technicians, and scientists who can’t command strong wages in their home countries.

Hayden Cohen, CEO, Hire With Near

Use Criteria-Based Assessment

When recruiting more candidates for science and engineering roles, the criteria-based assessment will be beneficial in determining applicants’ knowledge and suitability for the position. This approach ensures that all hiring decisions are based on what a person can do rather than how they present themselves.

Using formalized interviews and practical tests has proven successful in finding applicants with reasonable technical skills who also fit our organization’s culture. This approach has resulted in better hires and a higher retention rate.

Joe Reale, CEO, Surplus Solutions

Blend AI with Human Evaluation

High-volume hiring in science and engineering often falls into the trap of prioritizing speed over substance. One major misstep is relying solely on automated filters that eliminate candidates based on rigid criteria like degrees or keywords. Some of the best problem-solvers don’t fit a cookie-cutter mold.

A smarter approach blends AI-driven screening with human evaluation, focusing on adaptability, hands-on skills, and real-world problem-solving. The right hires aren’t just those who check boxes—they’re the ones who can innovate and grow with the organization.

Anupa Rongala, CEO, Invensis Technologies

Prioritize Skill-Based Assessments

When hiring a large number of science and engineering candidates, prioritize skill-based assessments over resumes. Many talented professionals don’t have the perfect academic background but possess the hands-on skills required for the job.

A structured assessment process with technical tests and problem-solving challenges ensures candidates demonstrate real-world skills. This approach reduces hiring bias and helps identify top talent who can hit the ground running from day one.

“Companies that implement skill-based hiring see a stronger correlation between candidate performance in assessments and on-the-job success.” By focusing on practical skills rather than just credentials, you can build a highly capable and diverse workforce.

Rajeev Kapoor, CEO, Sumitec Int’l Inc.

Streamline Communication Process

One thing employers should absolutely do when hiring high-volume candidates for science and engineering jobs is to prioritize a streamlined and respectful communication process. Given the often specialized skills and the potential for a competitive job market in these fields, candidates are likely to evaluate multiple opportunities. A slow, unclear, or dismissive communication style can quickly turn off promising individuals. Providing timely updates, clear expectations about the hiring timeline, and offering opportunities for candidates to ask questions demonstrates professionalism and respect for their time and expertise. This not only improves the candidate experience but also reflects positively on the company’s brand.

Conversely, one thing employers should definitely not do is underestimate the importance of assessing soft skills alongside technical proficiency, even in a high-volume scenario. While technical expertise is crucial for science and engineering roles, the ability to collaborate effectively, communicate complex ideas clearly, and adapt to evolving project needs is equally vital for long-term success and team cohesion. Relying solely on technical assessments without evaluating these interpersonal skills can lead to hiring individuals who may be technically brilliant but struggle to integrate into a team environment, ultimately hindering productivity and innovation.

Steve Neher, CEO, Mail King USA

Implement Codebase Walkthrough Challenges

I prefer to implement “codebase walkthrough” challenges in my hiring process. This involves giving candidates a small section of our codebase and asking them to explain it, identify any potential issues, and suggest improvements. For instance, I would provide them with an existing (messy) codebase and ask them to navigate, refactor, and optimize it instead of asking candidates to build a new feature from scratch. This mimics real-world engineering work and helps you spot candidates who can understand legacy systems, work with technical debt, and optimize existing projects, all critical skills in large-scale engineering teams.

According to the State of Software Development Report, nearly 60% of developers spend more than a quarter of their time working on legacy code, so it is crucial to assess a candidate’s ability to work with existing code. I suggest including design problems or system design questions in your interview process. These types of questions require candidates to think holistically about a problem, consider various solutions, and make informed decisions based on trade-offs.

Stefan Van der Vlag, AI Expert/Founder, Clepher

Evaluate Collaboration Skills

I’ve learned that automated coding tests alone aren’t sufficient when we’re hiring multiple developers at FuseBase – they miss crucial collaboration skills. We’ve implemented small group technical challenges where candidates work together to solve real problems we’ve faced, which has dramatically improved our ability to identify great team players. From my experience, it’s worth investing in tools that can evaluate both technical and soft skills simultaneously, even if it means spending more time upfront.

Paul Sher, CEO, FuseBase

Showcase Impactful Projects

High-volume hiring for science and engineering roles demands more than just speed–it requires a strategy that aligns with how top technical talent evaluates opportunities.

A major misstep is treating these hires like a numbers game, relying too heavily on rigid ATS filters that miss strong candidates with unconventional backgrounds. AI-driven screening helps, but human oversight is essential to recognize potential beyond keywords.

More importantly, the best engineers and scientists choose roles based on impact. They aren’t just looking for a job; they seek workplaces that drive innovation and solve real-world problems. Showcasing cutting-edge projects, research opportunities, and a strong learning culture not only attracts the right talent but also ensures long-term retention.

Arvind Rongala, CEO, Edstellar

Evaluate Experimentation Mindset

Build a hiring process that evaluates an experimentation mindset to find candidates who thrive in complex problem-solving environments. While technical knowledge is important, the ability to design experiments, navigate uncertainty, and refine ideas through iteration sets exceptional engineers and scientists apart.

Asking candidates to walk through how they test hypotheses or troubleshoot failures can reveal their critical thinking and adaptability. Real-world problem-solving often involves unexpected challenges, so hiring individuals who embrace learning and improvement strengthens your team.

Standardized technical tests may show what someone knows, but practical assessments demonstrate how they apply that knowledge when faced with ambiguity. Encouraging candidates to explain their thought process fosters engaging discussions and provides deeper insights into their problem-solving skills.

A team that values experimentation will drive continuous innovation and long-term success.

Lev Peker, CEO, CARiD

Use Take-Home Projects

Technical assessments are important, but I’ve found letting candidates demonstrate real problem-solving through take-home projects works better than whiteboard interviews. When I was hiring for my SaaS startup, we gave candidates a small, relevant project that reflected actual work they’d do, which helped us evaluate both technical skills and work approach. I recommend keeping these projects focused and time-boxed to 4-6 hours max – it shows respect for candidates’ time while still giving meaningful insights into their capabilities.

Joshua Odmark, CIO and Founder, Local Data Exchange

Maintain Human Touch in Hiring

Don’t treat candidates like numbers on a spreadsheet. Just because it’s high-volume hiring doesn’t mean the process should feel robotic. Science and engineering professionals–especially top talent–want to feel valued, not like they’re being churned through an algorithm.

One smart move? Streamline without sacrificing the human touch. Use AI for screening, sure, but make sure real people are involved early. A quick, personalized outreach (even if templated) goes a long way in keeping candidates engaged. Ghosting or dragging out the process? That’s how you lose top talent to competitors who move faster and show more respect.

Justin Belmont, Founder & CEO, Prose

Prioritize Skills-Based Assessments

In hard skill-dominated fields like science and engineering, high-volume hiring firms need to prioritize skills-based assessments over traditional resumes even more so than in most other industries. Many talented candidates in science and engineering may not have the most polished resumes or the strongest interpersonal skills, but they excel in problem-solving and technical skills, a crucial part of the job. In my experience, technical problem-solving skills and hands-on experience predict job success far better than just degrees or past job titles.

Dragos Badea, CEO, Yarooms

Assess Prioritization Skills

Employers need to assess the prioritization skills of early-career science and engineering candidates when they encounter multiple technical difficulties. Professionals who achieve results in these fields pinpoint the most important problems and solve them through structured approaches. The best hiring technique involves presenting candidates with a situation where they must handle multiple simultaneous issues, like fixing a system error and solving a design flaw, and then asking them to describe their prioritization approach. This exercise helps companies find candidates who can potentially cut project downtime by 25% through their demonstrated ability to focus on essential tasks without feeling overwhelmed.

Sarah Gibson, Director, Proactive Healthcare

Focus on Problem-Solving Approach

I recently revamped our technical hiring process and found that having candidates walk through their problem-solving approach on a whiteboard was more valuable than traditional coding tests. When we allowed engineers to explain their thinking, we discovered brilliant minds who might have been filtered out by automated assessments alone. I’d suggest focusing more on how candidates tackle real-world engineering challenges rather than just checking off technical requirements – it has helped us build a more capable and collaborative team.

Adam Garcia, Founder, The Stock Dork

Avoid Rushing Technical Assessments

During ShipTheDeal’s growth phase, I learned that rushing the hiring process for multiple technical positions usually backfires, no matter how urgent the need feels. We once hired three developers simultaneously without proper technical assessments, and two of them struggled to integrate with our existing codebase, leading to months of delayed projects. I now recommend spreading out high-volume hiring over a few weeks and using standardized technical challenges that specifically match your stack and development culture.

Cyrus Partow, CEO, ShipTheDeal