Hiring the wrong level of engineering credential can create two very different problems.
Require a Professional Engineer license when the job does not truly need one, and you may unnecessarily shrink an already difficult candidate pool, extend the vacancy, increase compensation pressure, and overlook technically strong engineers who could perform the work successfully.
Fail to require a PE when the position involves responsibilities that legally, contractually, or professionally require licensure, and the consequences can be considerably more serious.
That is why employers should determine whether a position truly requires a PE, an EIT, or no professional engineering credential at all before the recruiting process begins.
The right answer depends on the engineering discipline, jurisdiction, project requirements, scope of responsibility, client expectations, company structure, and the work the employee will actually perform.
PE vs. EIT vs. No License: The Short Answer
A Professional Engineer (PE) is an engineer who has satisfied the applicable requirements for professional engineering licensure through a state licensing authority.
An Engineer in Training (EIT) has generally completed an important step toward professional licensure, typically including passage of the Fundamentals of Engineering examination, but has not yet obtained a PE license.
An engineer with no PE or EIT credential may still have extensive technical experience and can be highly qualified for many engineering positions where professional licensure is not required.
For employers, the key question is not simply:
“Does this candidate have a PE?”
It is:
“What credentials does this particular position actually require?”
Licensing requirements can vary by state, engineering discipline, project type, industry, and scope of practice. Employers should verify requirements with the applicable state licensing board, legal or compliance resources, or other qualified professional advisers when necessary.
PE vs. EIT vs. No License at a Glance
A Professional Engineer (PE) has met the applicable professional licensure requirements and may be necessary for positions involving licensed professional responsibilities, signing or sealing documents, responsible charge, engineer-of-record duties, or certain contractual and regulatory requirements. Because PE licensure is more specialized, requiring it will typically create a smaller candidate pool.
An Engineer in Training (EIT) has completed an early milestone toward professional licensure and may be progressing toward PE status. EIT candidates can be a strong option when a PE is not immediately required and the employer can provide appropriate supervision and professional development, while also giving employers access to a broader talent pool than a PE-only search.
An engineer with no PE or EIT credential may still have substantial technical capability and relevant experience. For many roles, factors such as software expertise, industry knowledge, product or systems experience, and project history may matter more than licensure, and considering qualified nonlicensed engineers can provide the broadest candidate pool when a professional license is not required.
Does This Position Actually Require a PE?
This is one of the most important questions employers can answer before opening an engineering search.
A PE requirement should be based on the responsibilities of the position—not simply copied from an old job description or added because the role is senior.
Before making PE licensure mandatory, employers should evaluate questions such as:
- Will this employee need to sign or seal engineering documents?
- Does applicable state law require a licensed engineer to perform or take responsibility for the work?
- Will the employee serve as engineer of record or assume responsible charge?
- Do clients, contracts, public agencies, project specifications, insurers, or authorities having jurisdiction require a PE?
- Is PE licensure necessary on the employee’s first day?
- Could a qualified EIT or nonlicensed engineer perform the work under appropriate licensed supervision?
- Is the license an actual requirement or simply a hiring preference?
- Will advancement into the position’s expected future responsibilities require licensure?
The distinction between required and preferred can materially affect recruiting results.
Employers should never relax a licensing requirement that is necessary for legal, regulatory, contractual, safety, or professional-practice reasons. But they should also avoid making a PE mandatory when the position does not actually require one.
What Hiring a PE Can Give an Employer
For the right position, PE licensure can be essential.
Depending on the jurisdiction and scope of work, a Professional Engineer may be needed to perform responsibilities involving professional oversight, responsible charge, approvals, signing and sealing, public projects, engineering consulting, or other regulated activities.
A PE can also be important when employers are hiring for leadership positions in which the engineer will eventually assume greater professional responsibility.
Examples may include certain:
- civil engineering positions
- structural engineering positions
- MEP engineering roles
- electrical engineering positions
- mechanical engineering design roles
- consulting engineering positions
- project engineering leadership positions
The exact requirement should always be evaluated against the actual work and applicable jurisdiction.
For employers that genuinely need a PE, making that requirement clear at the beginning of the search prevents wasted time pursuing candidates who cannot legally or practically perform the full scope of the role.
The tradeoff is that the search may become substantially narrower.
That makes technical recruiting strategy more important.
The Hiring Cost of Making a PE “Required” When It Is Really “Preferred”
Every additional mandatory qualification removes candidates from consideration.
For positions that are already difficult to fill, unnecessarily requiring PE licensure can make the search considerably harder.
A candidate might have:
- 15 years of directly relevant engineering experience
- extensive knowledge of the employer’s products or systems
- experience with the exact design software the company uses
- deep familiarity with the applicable industry
- experience managing similar projects
- strong client-facing capabilities
- highly relevant technical leadership experience
Yet if the job description automatically states “PE required,” that candidate may never enter the hiring process.
That can contribute to:
- longer vacancies
- delayed engineering work
- missed project milestones
- greater pressure on existing staff
- overtime or burnout
- reduced productivity
- increased recruiting difficulty
- a smaller pool of candidates
- compensation pressure
- lost opportunities to hire strong technical professionals
This does not mean employers should remove legitimate licensing requirements.
It means the requirement should reflect the job.
If the organization would genuinely hire an experienced non-PE engineer who meets every technical requirement, then “PE preferred” may describe the position more accurately than “PE required.”
When Hiring a PE Is Worth Prioritizing
A smaller candidate pool is not necessarily a problem when the credential is important to the position.
Employers should generally prioritize PE candidates when professional licensure is directly connected to the employee’s ability to perform the job.
That may include circumstances where the person will be expected to:
- sign or seal engineering documents
- assume responsible charge
- serve as engineer of record
- satisfy client licensing requirements
- fulfill contractual obligations
- support regulated engineering activities
- meet jurisdiction-specific professional practice requirements
- progress into a role where licensure is necessary
- provide licensed oversight for other engineering staff
In those situations, expanding the search to nonlicensed candidates may simply postpone the problem.
The recruiting strategy should instead focus on identifying qualified PE candidates with the correct discipline, project history, industry knowledge, geography, technical background, and compensation expectations.
A license by itself is not enough.
When an EIT May Be the Better Hiring Opportunity
An EIT can represent an attractive middle ground for many employers.
EIT status can indicate that a candidate has already taken a meaningful step toward professional licensure and may be actively building the experience needed for PE eligibility.
For positions that do not require an independently licensed engineer immediately, employers may gain access to a broader pool by considering strong EIT candidates.
When evaluating an EIT, employers should consider:
- relevant engineering experience
- technical competency
- project exposure
- progression toward PE licensure
- required supervision
- familiarity with applicable codes and standards
- software proficiency
- communication skills
- industry knowledge
- the company’s ability to provide mentorship and professional development
An employer that insists on hiring only established PEs for positions that could successfully be filled by developing engineers may be competing for a much smaller and more expensive talent pool than necessary.
For companies with strong senior engineering leadership already in place, hiring EITs can also support succession planning and long-term talent development.
When Experience May Matter More Than the License
Professional licensure is critical in some engineering environments.
In others, highly specialized technical experience may have greater immediate value.
Consider a manufacturing company searching for an engineer with deep knowledge of a particular production process, automation system, material, product line, or manufacturing environment.
The person who understands that process may be more valuable to the employer than a licensed engineer whose experience is less relevant.
The same can apply to positions where employers primarily need expertise in areas such as:
- manufacturing engineering
- product development
- process improvement
- automation
- controls
- equipment design
- CAD and modeling
- testing
- quality engineering
- production support
- specialized mechanical systems
- electrical systems
- design software
- industry-specific codes or standards
That does not mean licensing never matters in these environments. The appropriate credential depends on what the employee will actually do and the applicable professional requirements.
The larger lesson is that employers should avoid treating PE status as a universal proxy for engineering quality.
Licensure answers one question. Technical fit answers many others.
Should Senior Engineers Always Have a PE?
Not necessarily.
“Senior Engineer” is an employer-defined job title, while PE licensure is a professional credential governed by applicable licensing requirements.
A senior engineer may have extensive technical, management, manufacturing, product, or project experience without holding a PE.
Conversely, a PE may hold the required professional credential but still lack the specialized experience an employer needs.
Hiring managers should separate these considerations:
Professional credential:
Does the employee need to be licensed to fulfill the responsibilities of the position?
Technical competency:
Does the candidate have the engineering knowledge required to perform the work?
Industry experience:
Has the candidate worked in the relevant environment?
Project experience:
Has the candidate successfully handled projects comparable to this employer’s work?
Leadership capability:
Can the candidate manage the people, clients, projects, or responsibilities associated with the position?
A strong hiring process evaluates all of them.
How Employers Should Write the License Requirement
Small changes in job-description language can have major effects on candidate availability.
“PE License Required”
Use this when the employee genuinely must hold the credential to perform the responsibilities of the position.
Do not use it simply because PE licensure would be nice to have.
“PE License Preferred”
This communicates that the credential adds value but is not a condition of employment.
It allows recruiters to consider both licensed and highly qualified nonlicensed candidates.
“PE License Required Within X Period After Hire”
This may be appropriate when the employee can perform the initial responsibilities without a PE but will need to become licensed as the role develops.
Employers should confirm that the proposed timeline is realistic and consistent with applicable eligibility requirements.
“EIT Certification Preferred”
This can be useful for roles where the employer values progress toward professional licensure but does not require an existing PE.
“Must Be Eligible to Obtain PE Licensure”
This may make sense for employers hiring candidates expected to move into licensed responsibilities.
Because eligibility rules can vary, employers should be specific about the jurisdiction and expected timeframe.
No License Requirement
If neither PE nor EIT status affects the employee’s ability to perform the job, adding a licensing requirement may simply create another unnecessary recruiting filter.
In those situations, employers can focus the job description on the experience that actually predicts success.
PE Requirements Can Also Be Geographic
Professional engineering licensure is generally administered at the state level, which creates another important recruiting consideration.
An engineer who holds a PE license in one state should not automatically be assumed to hold the necessary authority to practice in another jurisdiction.
Employers hiring for projects across multiple states should determine:
- where the engineer must be licensed
- whether additional state licenses will be needed
- whether the candidate already holds those licenses
- whether additional licensure can be obtained
- how quickly additional licensing may be required
- whether the employer’s current licensed staff structure affects the requirement
This is especially important for employers recruiting engineers who will support regional or national project portfolios.
Why the Wrong Requirement Can Slow an Urgent Engineering Search
When an engineering vacancy is affecting project delivery, production, customer commitments, design schedules, or the workload of existing employees, hiring teams often want to move immediately.
But an incorrectly defined job requirement can make an urgent search harder before it even begins.
Consider an employer that needs a mechanical engineer as quickly as possible.
The original job description says:
“PE required.”
Yet after reviewing the actual responsibilities, the hiring manager acknowledges that the candidate will not be sealing plans, serving as engineer of record, or independently performing work requiring licensure.
The company would happily hire an engineer with ten years of directly relevant mechanical design experience and no PE.
At that point, the PE is not truly required.
Keeping it as a hard screening requirement may unnecessarily remove qualified candidates from the search.
The opposite problem is equally important.
If the employer needs someone who must immediately perform licensed professional responsibilities, treating a PE as merely “preferred” can waste valuable recruiting time on candidates who ultimately cannot perform the full role.
Accurate requirements accelerate hiring.
How to Decide Before Starting the Search
Before posting an engineering position, align the hiring team around five questions:
1. What must this person legally or contractually be able to do?
Separate genuine requirements from preferences.
2. What technical experience is nonnegotiable?
Define the engineering discipline, systems, project types, software, codes, products, or industry experience the candidate needs.
3. Does the person need the license immediately?
If not, determine whether an EIT or PE-track candidate could succeed.
4. What can be taught after hire?
Every “required” item narrows the pool. Identify which skills are truly essential on day one.
5. What happens if the position stays open?
Consider project delays, production problems, workload, missed deadlines, client commitments, and revenue implications.
That final question should influence how aggressively the company recruits.
A business-critical engineering vacancy should not be treated like a routine resume-collection exercise.
How DAVRON Helps Employers Recruit the Right Engineering Candidate
Engineering recruiting requires more than matching a job title to a resume.
A candidate may have the correct PE license but the wrong technical background.
Another may lack a PE yet have exactly the project, product, manufacturing, software, or design experience the employer needs.
Effective technical recruiting requires evaluating the complete fit.
DAVRON specializes in recruiting for engineering, architecture, construction, and manufacturing positions and focuses on the requirements that matter for technical hiring.
Depending on the position, that may include:
- PE or EIT status
- engineering discipline
- state licensure
- technical specialization
- project experience
- industry background
- software proficiency
- design capabilities
- codes and standards knowledge
- manufacturing or production experience
- leadership responsibilities
- geographic requirements
- compensation
- career progression
For employers facing a difficult or urgent engineering vacancy, working with a specialized recruiter can also expand the search beyond applicants who happen to find the job posting.
The objective is not simply to produce more resumes.
It is to identify engineers whose credentials, experience, and professional background align with what the employer actually needs.
Frequently Asked Questions
Is a PE required for every engineering job?
No. Many engineering positions do not require PE licensure. Whether a PE is required depends on factors including jurisdiction, engineering discipline, scope of work, project type, employer structure, and professional responsibilities.
Employers should verify applicable requirements rather than assuming every engineering position requires the credential.
Is an EIT considered a licensed Professional Engineer?
No. EIT status generally represents progress toward professional engineering licensure, but it is not the same as holding a PE license.
Should we require a PE for a senior engineer position?
Only if the responsibilities of the position justify the requirement.
Seniority alone does not necessarily determine whether PE licensure is required. Employers should examine what the engineer will actually be responsible for.
Can an engineer without a PE still be highly qualified?
Absolutely.
A nonlicensed engineer may have extensive technical expertise, project experience, industry knowledge, software proficiency, leadership experience, and specialized capabilities.
The relevant question is whether professional licensure is required for the particular work.
Does a PE license automatically transfer between states?
Employers should not assume that a license in one state automatically authorizes an engineer to practice in every other state.
State-specific licensing rules and procedures may apply. Employers should verify requirements with the appropriate licensing authorities.
Should we put “PE preferred” in the job description?
If the company genuinely values PE licensure but would hire an otherwise highly qualified candidate without it, “PE preferred” may more accurately represent the requirement.
That distinction can preserve access to a larger pool of qualified engineers.
Can DAVRON recruit specifically for Professional Engineers?
Yes. DAVRON’s specialized focus includes technical recruiting for engineering positions, and searches can be structured around employer-specific requirements such as engineering discipline, PE status, technical experience, project background, industry expertise, and geographic needs.
Define the Requirement Before You Narrow the Candidate Pool
The question is not whether a PE is “better” than an EIT or an engineer without a license.
The question is which candidate is qualified to perform the work your company actually needs completed.
When licensure is essential, employers should recruit specifically for it.
When licensure is preferred but not necessary, making that distinction can expand the candidate pool.
And when technical expertise matters more than professional licensing for the particular position, employers should avoid allowing an unnecessary credential requirement to eliminate otherwise excellent candidates.
Getting that decision right before recruiting begins can make the search faster, more targeted, and more effective—especially when the engineering vacancy is already affecting projects, production, deadlines, or business performance.