Land Your Next Big Role.

Lead with impact, not duties. Replace "Responsible for developing ML models" with "Built a computer vision pipeline that reduced defect detection time by 40%."

Keep it to two pages. Even senior engineers. Anything longer signals a lack of editing judgement.

Tailor every application. Mirror keywords from the job description — especially technical stack.

• Put your most impressive credential in the top third of page one
• Quantify everything you reasonably can (numbers, %, $, scale)
• List skills separately — stack, tools, languages — make them easy to scan
• Include a GitHub, portfolio, or paper link if you have one

Format matters. Use a clean, single-column layout. PDFs are safer than Word docs. Avoid headers/footers and tables if submitting through ATS.

When it matters: at startups, when making a career pivot, or when applying directly to a founder or head of engineering.

The winning formula:

• Sentence 1: Why this company specifically
• Sentence 2–3: What you've done that directly maps to their problem
• Sentence 4: One line on why you're excited about the mission
• Keep it under 200 words

Avoid: "I am writing to apply for the position of…" — they know. Get straight to the point.

Turn on Open to Work. Visible only to recruiters, not your current employer. No downside.

Headline = searchable job title. If you want to move from FPGA Engineer to Staff Hardware Engineer, say so. Recruiters search job titles.

• Add every relevant skill — this powers the recruiter search algorithm
• Get 2–3 recommendations from senior colleagues
• Post about projects, papers, or industry topics once a month — it lifts your profile visibility significantly

Location matters. Even if you're open to remote, list a major tech hub. Recruiters often geo-filter.

Know the product cold. Read every blog post, watch demo videos, understand the customer problem they're solving. You'll be expected to have opinions.

Startup interview rounds typically look like:

• Intro call with recruiter or founder (culture, career story)
• Technical screen (live coding or take-home)
• System design or architecture discussion
• Culture / values fit with the team
• Reference checks (taken seriously at smaller companies)

Ask good questions. What does success look like in 6 months? What's the biggest technical challenge right now? Strong questions signal engineering maturity.

Always negotiate. The offer you receive is rarely the ceiling. Companies expect a counter — it's a sign you know your value.

Anchor with a number, not a range. "I'm looking for £130k base" is more powerful than "somewhere between £120–140k."

The script: "I'm really excited about this role. Based on my experience with [X, Y, Z], I was hoping we could get closer to [number]. Is there any flexibility?"

• If they can't move on base, ask about equity, sign-on, or remote flexibility
• Get the full picture before negotiating — base, bonus, equity, benefits all matter
• Know your walk-away number before the call

Download our 2026 Salary Guide for benchmark data across AI, Robotics, and Semiconductor roles.

The pace is different. Decisions move faster, context switches are constant, and you'll wear more hats. Be honest with yourself about whether that's energising or exhausting.

Equity is a lottery ticket, not a salary. Model the downside, not just the upside. Ask: "What does my equity look like if the company sells for 3x current valuation in 4 years?"

• The first 90 days are about earning trust — ship something visible early
• Processes are broken or non-existent; your job is often to build them
• Your voice carries more weight — use it constructively
• No safety net: performance matters immediately

Series A–B is often the sweet spot — enough traction to reduce risk, enough early stage for meaningful equity and impact.