As Arizona ramps up investment in infrastructure, the demand for skilled civil engineers continues to surge—especially in transportation and water development. From bridge rehabilitation to flood control and roadway expansion, firms face intense competition for talent with specialized licensure, hands-on field experience, and software fluency.
If you’re struggling to hire civil engineers fast enough to keep projects on schedule, you’re not alone. Here’s how to rethink your recruitment strategy and close the civil talent gap.
1. Understand Where the Demand Is Growing
According to Lightcast, Arizona has seen a double-digit increase in job postings for civil engineers with public infrastructure experience over the past year. Roles focused on stormwater, roadway, and water system design are topping the list, driven by both population growth and federal infrastructure funding.
Key roles seeing the sharpest demand:
- Licensed PEs with roadway or traffic expertise
- Floodplain and water resource engineers
- CADD technicians and civil designers
- Project managers with ADOT or municipal experience
2. Broaden Your Qualification Filters (Without Lowering the Bar)
Many firms default to narrow candidate criteria: five years of local experience, municipal project history, PE licensure, and specific software stacks. But this may eliminate strong candidates who could ramp up quickly.
Instead, consider:
- Field engineers ready to move into project management
- Out-of-state PEs with transferable credentials
- Junior CADD designers with advanced Civil 3D or MicroStation training
- Mid-career professionals seeking a return to public infrastructure work
Partnering with a recruiting firm like TTG can help you identify these high-potential profiles without wasting time on misaligned resumes.
3. Tap Into Contract Support to Avoid Bottlenecks
For projects with tight bid windows or fluctuating timelines, having flexible access to civil CADD designers and field support is essential.
Contract professionals can:
- Fill short-term technical gaps
- Support peak workload periods
- Reduce overtime costs for your core team
- Accelerate project kickoff while long-term hires are in motion
TTG offers civil engineering contract staffing across drafting, inspection, and project coordination to keep your workflow steady and scalable.
4. Align Your Culture With What Engineers Are Looking For
Retention matters just as much as attraction. Today’s civil engineers are evaluating companies for more than salary. They want:
- Clear project visibility and leadership support
- Training on emerging tech (like GIS, drone surveying, or BIM)
- Respect for field experience and input
- Purpose-driven infrastructure work that benefits their communities
Make sure your job descriptions, interviews, and team interactions reflect this.
Arizona’s infrastructure momentum isn’t slowing down—and neither is the talent race. To stay competitive, civil firms must think beyond job boards and traditional pipelines.
Let’s talk about how TTG can help you attract licensed PEs, CADD talent, and project leaders for your next transportation or water project.
Develop Connections. Engineer Your Career. Follow TTG.
