Structural Engineer Job Description Template | Recruiters Guide

Structural engineers play a vital role in designing safe, stable, and sustainable buildings and structures. As a recruiter, understanding the nuances of this role is key to crafting an effective job description that captures the attention of skilled professionals. With the construction and engineering industry evolving rapidly, it’s essential to communicate clearly what your company needs and offers to potential hires.

What Is a Structural Engineer?

A structural engineer is a specialized professional within the field of civil engineering who focuses on the design, analysis, and integrity of structures that support or resist loads. These engineers are responsible for ensuring that buildings, bridges, dams, and other infrastructure can withstand various forces and pressures, such as gravity, wind, seismic activity, and temperature changes. They utilize their knowledge of physics, mathematics, and material science to create safe, sustainable, and efficient structures. Structural engineers work closely with architects, construction managers, and other engineers to bring projects from concept to completion, ensuring that they meet safety standards, regulatory requirements, and design specifications. Their expertise is crucial in assessing the strength and stability of existing structures and in innovating new construction methods to enhance durability and efficiency.

Where to Find a Structural Engineer?

• Sites like Indeed, Glassdoor, LinkedIn, and niche boards (e.g., Engineering.com) attract candidates actively job hunting.
• Organizations such as the National Council of Structural Engineers Associations (NCSEA) offer directories, job boards, or member networks.
• Career centers at engineering faculties can connect you with recent grads or alumni in structural design roles.
• LinkedIn, engineering forums, specialized Slack/Discord groups, and Reddit communities can surface passive candidates.
• Look for structural/civil engineering conferences, seminars, or workshops to network and source talent.
• For short-term or bridge needs, platforms like Upwork or specialized engineering freelancing marketplaces can help.

Structural Engineer Job Description Template

We are seeking a skilled structural engineer to join our team. In this role, you will design, analyze, and ensure the safety and stability of buildings, infrastructure, or industrial structures. You will collaborate with architects, civil engineers, contractors, and other stakeholders to deliver efficient, cost-effective, and compliant structural solutions.

Structural Engineer Responsibilities

• Perform structural analysis and design (steel, concrete, timber, composite) for buildings, bridges, or infrastructure projects.
• Conduct load calculations (dead, live, wind, seismic, snow, etc.) and evaluate safety factors.
• Prepare detailed structural drawings, specifications, and calculation reports.
• Review architectural and MEP plans to integrate structural systems.
• Perform structural inspections, assessments, and retrofitting/rehabilitation design.
• Use finite element software/modeling tools (e.g., ETABS, SAP2000, STAAD.Pro, Revit/BIM).
• Ensure compliance with local building codes, standards, and regulations.
• Liaise with local authorities and permit offices, and provide documentation for approvals.
• Collaborate with project teams: architects, civil, mechanical, and construction management.
• Mentor junior engineers, review work, and participate in quality assurance.
• Monitor construction implementation, issue RFIs, respond to site queries, and perform field checks.

Required Qualifications & Skills

• Bachelor’s or master’s degree in structural, civil, or architectural engineering (or equivalent).
• Professional engineering license or chartered status (if required in your region).
• Minimum X years of relevant structural design/analysis experience (adjust per seniority).
• Proficiency in structural analysis/design software (ETABS, SAP2000, STAAD, ANSYS, etc.).
• Strong knowledge of design codes and standards (e.g., Eurocode, AISC, ACI, ASCE, and local codes).
• Good understanding of material behavior (steel, concrete, timber, composites).

Required Skills

• Excellent communication, coordination, and report-writing skills.
• Ability to interpret architectural and MEP drawings and integrate with structural systems.
• Attention to detail and ability to work under deadline pressures.

Challenges in Hiring a Structural Engineer

• While entry-level structural engineers are relatively easier to find, mid- to senior-level candidates with significant project experience are often rare.
• Engineering roles as a whole are seeing rising demand. The Bureau of Labor Statistics projects ~13% growth in engineering positions by 2031, placing pressure on the limited candidate pool.
• Many engineers prefer to remain in established markets. Remote or hybrid options help, but structural design often requires local licensure, site meetings, or field visits.
• Evaluating technical ability, reviewing design portfolios, and verifying credentials (licenses, certifications)—these steps can slow hiring significantly.
• Salaries have been rising in response to competition. In Q1–Q2 2025, placements for civil/structural engineers showed a ~6.2% year-over-year salary increase.

How Much Does It Cost to Hire?

• In the U.S., base salaries for structural engineers in 2025 cluster around $99,400–$104,617 nationwide.
• Top structural engineering roles: Some high-end positions (stress analysts, senior structural) offer up to ~$165,000 annually.
• Average consulting cost/inspection: ~$554 on average, ranging roughly from $344 to $775.
• Project-based fees: Residential/renovation projects may range from ~$2,000 to $8,500 depending on scope and complexity. Larger commercial/structural drawings can cost from $5,000 to $100,000+, depending on scale.
• Hourly rates: $70 to $250+, depending on region, specialization, and engineer seniority.
• Percentage of construction cost: Some engineers charge 1% to 10% of construction cost (commonly 1–5% for new builds, up to 7–10% for complex renovations).
• Revisions, permitting, and extra design work: Allow for contingencies; additional drawings or permit changes can incur significant extra cost.

Conclusion

Recruiting structural engineering talent is both critical and challenging. A clear, technically accurate structural engineering job description helps you attract the right candidates. Knowing where to source engineers, understanding the market constraints, and having realistic cost expectations are equally vital for success. The demand for structural engineers is rising, compensation is increasing, and the supply of mid-level and senior talent is constrained. But with strategic recruiting, employer branding, and flexible work arrangements, you can win in this market.

Frequently Asked Questions

Q: What should I include in a structural engineer job description?

A: Include role overview, core responsibilities (design, analysis, drawing, inspections), required qualifications (engineering degree, licensure, software skills), preferred skills, and benefits. Be specific about code standards and domain expectations.

Q: How can I write a standout structural engineer job description to attract top talent?

A: Highlight challenging flagship projects, emphasize growth/mentorship, offer flexible work arrangements, show strong employer branding (culture, benefits), and specify interesting technical domains (e.g., seismic, sustainability, advanced materials).

Q: Where can I find qualified structural engineers for my region?

A: Use engineering job boards, professional societies (e.g., NCSEA in the U.S.), university networks, specialized staffing firms, and industry events.

Q: What challenges should recruiters expect when hiring structural engineers?

A: Talent scarcity (especially mid/senior), high competition, long project loyalty, niche technical demands, local licensing constraints, and inflated salary expectations.

Q: Should I hire a structural engineer full-time or via contract/consultancy?

A: For long-term project pipelines, full-time makes sense. For short-term or specialized tasks, contract or project-based engagement offers flexibility. Budget accordingly.