Chris Potter
Digital Electronic Engineers - July 2025
Are you curious about the current salary trends for Digital Electronic Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.
Midlands:
Digital Electronics Engineer: £48,000 - £58,000 | Senior: £58,000 - £68,000 | Lead: £70,000 - £85,000 | Principal: £80,000 - £95,000
North East:
Digital Electronics Engineer: £45,000 - £55,000 | Senior: £55,000 - £65,000 | Lead: £65,000 - £80,000 | Principal: £75,000 - £90,000
North West:
Digital Electronics Engineer: £48,000 - £58,000 | Senior: £58,000 - £68,000 | Lead: £70,000 - £85,000 | Principal: £80,000 - £93,000
Scotland:
Digital Electronics Engineer: £45,000 - £55,000 | Senior: £55,000 - £65,000 | Lead: £65,000 - £80,000 | Principal: £75,000 - £90,000
Wales:
Digital Electronics Engineer: £45,000 - £60,000 | Senior: £45,000 - £65,000 | Lead: £70,000 - £90,000 | Principal: £65,000 - £80,000
South East:
Digital Electronics Engineer: £50,000 - £60,000 | Senior: £60,000 - £70,000 | Lead: £75,000 - £90,000 | Principal: £85,000 - £100,000
South West:
Digital Electronics Engineer: £48,000 - £58,000 | Senior: £58,000 - £68,000 | Lead: £70,000 - £85,000 | Principal: £80,000 - £95,000
East Anglia:
Digital Electronics Engineer: £46,000 - £56,000 | Senior: £56,000 - £66,000 | Lead: £66,000 - £81,000 | Principal: £76,000 - £91,000
Yorkshire:
Digital Electronics Engineer: £47,000 - £57,000 | Senior: £57,000 - £67,000 | Lead: £68,000 - £83,000 | Principal: £78,000 - £93,000
London:
Digital Electronics Engineer: £60,000 - £75,000 | Senior: £75,000 - £90,000 | Lead: £90,000 - £110,000 | Principal: £100,000 - £120,000
Is it a match?
Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!
If you're interested in exploring new career options, please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business, submit a vacancy or give us a call!
Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!
Embedded Software Engineer - July 2025
Are you curious about the current salary trends for Embedded Software Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.
Midlands:
Embedded Software Engineer: £35,000 - £48,000 | Senior: £50,000 - £65,000 | Lead: £65,000 - £80,000 | Principal: £80,000 - £95,000
North East:
Embedded Software Engineer: £33,000 - £45,000 | Senior: £47,000 - £60,000 | Lead: £62,000 - £78,000 | Principal: £70,000 - £85,000
North West:
Embedded Software Engineer: £34,000 - £46,000 | Senior: £48,000 - £62,000 | Lead: £65,000 - £80,000 | Principal: £72,000 - £88,000
Scotland:
Embedded Software Engineer: £36,000 - £48,000 | Senior: £50,000 - £64,000 | Lead: £68,000 - £82,000 | Principal: £75,000 - £90,000
Wales:
Embedded Software Engineer: £40,000 - £55,000 | Senior: £55,000 - £68,000 | Lead: £70,000 - £85,000 | Principal: £78,000 - £90,000
South East:
Embedded Software Engineer: £42,000 - £58,000 | Senior: £54,000 - £72,000 | Lead: £75,000 - £90,000 | Principal: £80,000 - £95,000
South West:
Embedded Software Engineer: £40,000 - £56,000 | Senior: £53,000 - £70,000 | Lead: £72,000 - £90,000 | Principal: £80,000 - £92,000
East Anglia:
Embedded Software Engineer: £40,000 - £55,000 | Senior: £52,000 - £70,000 | Lead: £68,000 - £85,000 | Principal: £85,000 - £100,000
Yorkshire:
Embedded Software Engineer: £35,000 - £48,000 | Senior: £48,000 - £63,000 | Lead: £68,000 - £82,000 | Principal: £75,000 - £90,000
London:
Embedded Software Engineer: £45,000 - £65,000 | Senior: £60,000 - £85,000 | Lead: £90,000 - £120,000 | Principal: £95,000 - £110,000
Is it a match?
Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!
If you're interested in exploring new career options, please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business, submit a vacancy or give us a call!
Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!
FPGA Engineer Salaries - July 2025 - UK
Are you curious about the current salary trends for FPGA Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.
Midlands:
Junior: £34,000 - £48,000 | Mid-Level: £45,000 - £65,000 | Senior: £60,000 - £80,000 | Lead: £75,000 - £100,000
North East:
Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £58,000 | Senior: £58,000 - £72,000 | Lead: £70,000 - £90,000
North West:
Junior: £33,000 - £45,000 | Mid-Level: £42,000 - £60,000 | Senior: £55,000 - £75,000 | Lead: £70,000 - £95,000
Scotland:
Junior: £33,000 - £46,000 | Mid-Level: £42,000 - £62,000 | Senior: £60,000 - £78,000 | Lead: £75,000 - £90,000
Wales:
Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £58,000 - £75,000 | Lead: £70,000 - £90,000
South East:
Junior: £37,000 - £55,000 | Mid-Level: £50,000 - £70,000 | Senior: £70,000 - £90,000 | Lead: £90,000 - £115,000
South West:
Junior: £35,000 - £50,000 | Mid-Level: £45,000- £65,000 | Senior: £65,000- £80,000 | Lead: £85,000 - £105,000
East Anglia:
Junior: £35,000 - £50,000 | Mid-Level: £45,000 - £65,000 | Senior: £65,000 - £80,000 | Lead: £85,000 - £105,000
Yorkshire:
Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £58,000 - £75,000 | Lead: £70,000 - £95,000
London:
Junior: £40,000 - £60,000 | Mid-Level: £55,000 - £80,000 | Senior: £75,000 - £105,000 | Lead: £95,000 - £125,000
Is it a match?
Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!
If you're interested in exploring new career options,please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business,submit a vacancy or give us a call!
Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!
Antenna Design Engineer Salaries - July 2025 UK
Are you curious about the current salary trends for Antenna Design Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.
Midlands:
Junior: £39,000 - £43,000 | Mid-Level: £50,000 - £55,000 | Senior: £60,000 - £66,000 | Lead: £67,000 - £73,000
North East:
Junior: £37,000 - £41,000 | Mid-Level: £48,000 - £52,000 | Senior: £58,000 - £62,000| Lead: £63,000 - £67,000
North West:
Junior: £37,000 - £41,000 | Mid-Level: £50,000 | Senior: £60,000 | Lead: £65,000
Scotland:
Junior: £39,000 | Mid-Level: £48,000 - £52,000 | Senior: £58,000 - £62,000 | Lead: £63,000 - £67,000
Wales:
Junior: £37,000 - £41,000 | Mid-Level: £48,000 - £52,000 | Senior: £58,000 - £62,000| Lead: £63,000 - £67,000
South East:
Junior: £44,000 - £48,000 | Mid-Level: £56,000 - £61,000 | Senior: £72,000 - £78,000 | Lead: £90,000 - £100,000
South West:
Junior: £40,000 - £44,000 | Mid-Level: £52,000 - £56,000 | Senior: £63,000 - £69,000 | Lead: £69,000 - £75,000
East Anglia:
Junior: £40,000 - £44,000 | Mid-Level: £52,000 - £56,000 | Senior: £63,000 - £69,000 | Lead: £69,000 - £75,000
Yorkshire:
Junior: £37,000 - £41,000 | Mid-Level: £48,000- £52,000 | Senior: £58,000 - £62,000 | Lead: £63,000 - £67,000
London:
Junior: £50,000 - £54,000| Mid-Level: £60,000 - £65,000 | Senior: £75,000- £80,000| Lead: £90,000 - £100,000
UK salaries have stabilised in 2025, with London and the South East still leading. Most regions now show more realistic pay bands, especially for senior roles. Employers are focusing on total packages—not just base salary.
Is it a match?
Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!
If you're interested in exploring new career options, please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business, submit a vacancy or give us a call!
Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!
Curious about what it really takes to build a high-performing team—from refining your interview process to shaping a strong, lasting culture?
Join us for our upcoming “Building the Dream Team” webinar, led by our Director, Jamie Harris.
After a fantastic response to Jamie’s live talk at the Hardware Pioneers Max event, we’re bringing the same practical, engaging insights to a wider audience.
He’ll cover the five key pillars every team needs to reach their potential, with actionable advice on everything from hiring to team dynamics.
The 5 Pillars We'll Cover:
- Clarity
- Opportunity
- Interview
- Sourcing
- Culture
About the speaker:
Jamie Harris — Director at Enterprise Recruitment Ltd
Jamie brings 20+ years of leadership experience building and scaling technical and creative teams. His talk at Hardware Pioneers Max received outstanding feedback for its honesty, practical advice, and real-world usefulness.
Reserve your spot now — free to attend, limited spaces.
Can’t make it live? Register anyway and we’ll send you the recording.
Making Hybrid Work
Hybrid working has been — and continues to be — a hot topic. It’s also one of the most sought-after benefits, with 80% of candidates looking for it when joining a new company.
We recently hosted an interactive webinar with engineering specialists and HR professionals to explore whether hybrid working truly delivers results.
The group raised a number of insightful points around hybrid working, including:
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There is no one-size-fits-all solution
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Balancing flexibility and productivity is crucial
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Trust is foundational — treat people like adults
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The right hybrid model can help solve key business challenges
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There's a growing trend back toward full-time on-site productivity
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Clear objectives, defined priorities, and regular check-ins are essential
We also examined the pros and cons of hybrid working and the impact it has on both clients and candidates in the engineering industry.
If you’re considering implementing a hybrid model — or adapting your current setup — check out our latest resource to see what others in the industry are saying.
Simmtronic Case Study
As Simmtronic scales to dominate the intelligent lighting systems market, they needed more than just a recruiter—they needed a strategic partner.
That’s where we came in.
About Simmtronic:
Simmtronic provides high-end, intelligent lighting control solutions for commercial buildings, with the ambition of becoming the market leader in their industry
Key Roles Filled:
- CAD Design
- Electronics Production
- PCB Testing
- Specifications Engineer
Our Solution:
A blend of data-driven sourcing, deep industry knowledge, and hands-on engagement. From tackling salary inflation to unearthing local talent in a candidate-short market, we delivered results where others couldn't.
We were thrilled to host a webinar with Dr. Amanda Potter, an international speaker, researcher, and creator of the Chief Psychology Officer podcast, who shared invaluable insights on building personal resilience, avoiding burnout, and fostering resilience within teams.
About Dr. Amanda Potter
Amanda is an award-winning Leadership and Executive Coach, Chartered Psychologist, and Certified Principal Business Psychologist with over 25 years of experience. She has worked extensively with C-suite and senior executives to help them drive strategic success.
Amanda’s expertise lies in enabling leaders to maximize their potential, prepare for the next role, manage and lead high-performing teams, and identify and address blockers, risks, and flaws. Known for her ability to navigate complex behavioural challenges, Amanda approaches her work with a direct, fair, calm, yet challenging style, helping her clients see themselves and their teams from new perspectives.
Key Takeaways from the Webinar
Participants gained insights into:
- What stress is
- The science behind it
- How to identify symptoms of stress
- Practical strategies for building resilience
If you’d like to learn more about the event, (Including the recording) or access resources from the session, please get in touch!
Face to Face Tips
Preparation
Preparation is one of the most important factors that can determine your success at interview. Demonstrating that you have done the appropriate research will show that you are interested and committed to getting this job and can reliably complete tasks. Failing to adequately research the company will most likely lead to an immediate no.
So, how should you go about your preparation?
Website
About Us - This section of an company’s site will give you valuable information about the company’s culture and what their ambitions are. Find things about the company that you particularly like – as interest in these areas will come across as genuine enthusiasm.
Products - Use this area to get to grips with what your prospective employers do. It may sound obvious, but having a clear understanding of the products or services will impress the manager interviewing you, yet failing to provide an adequate answer to the question, “so, what do we do?” could decide the interview then and there.
Job Description
Responsibilities – Get to grips with what you’ll be doing in the role. It’s important to understand what your day-day responsibilities will be so that you can explain how your background will enable you to perform in this role.
Requirements – Understand what they need to see in order to offer you the position. This is a good opportunity to discuss what the employer is looking for with your consultant. The fact that they are bringing you in for a face-face means that you have the required skills on paper. Now you need to back that up. Study the job description’s requirements to understand what they want to see from you.
Yourself
Your Response – Make sure you run over your CV and are able to justify any gaps and explain the reason you left your previous company, or why you are looking to leave now. This is an important step because your prospective employer is assessing how serious you are about moving company whilst looking for any red flags.
Your Questions – An interview is a two way assessment. On the one hand, you are trying to sell your experience and ability to the employer but if they feel you are the right person for the job, then it is up to them to sell the role so that you would consider accepting an offer.
Therefore, it is in your interest to ask questions. If you don’t ask questions this may come across as not being interested – so do have some prepared and write them down so you don’t forget them. It’s perfectly ok to refer to this written list during the interview.
Plan and organise
Find out the most suitable way to get to the company and make sure you have enough time to get there if there is bad traffic or a problem with transport. There is no harm in getting to an interview early and it will give you time to check out the surroundings, but if you arrive early don’t assume they can see you early. It would be better to wait in the car park until just a few minutes before the schedule time.
Make sure that you have everything you will need prepared before the day of the interview. If you are attending a technical interview then gather some examples of previous work:
- for a mechanical role bring a portfolio
- for a software role familiarise yourself with the language they develop in
- If you have prepared a presentation then make sure it is on a USB stick and you have a file saved as an attachment in your emails.
Get some rest
Make sure you get enough sleep the night before. That way you should be at your best for the interview. It’s ok to feel slightly nervous but try to enjoy it, this is an opportunity to show someone what you can do and remember that you have been selected. They want to see you.
During the Interview
Now that you have completed your preparation we can turn to the main event! The interview itself is an opportunity for you to demonstrate your expertise and show them that you are the right person for the job.
First of all – turn off your mobile phone. Don’t even have it on vibrate.
The best advice for performing well during an interview is to be honest and rely on your strengths. Use the following information to help you make the best impression you can.
Body Language
Most interviewers start with a handshake – not too firm but not too weak! Make eye contact and smile. When the interviewer offers you a seat at the start of the job interview, try to sit upright, relax and lean slightly forward toward your employer. This gives the message that you are both interested and involved. Try not to shift your weight too much and keep your feet on the floor!
Avoid crossing your arms but also make sure to avoid waving them about, if in doubt, rest them loosely clasped in your lap or on the table. Control your hands by being aware of what you are doing with them.
Try and maintain direct eye contact with the interviewer if they are talking, with a glance periodically at any other interviewers. It shows that you are actively listening. Whilst it is important to keep eye contact, avoid staring the interviewer down, feel free to look away briefly – making notes about what they are saying can be a good way to politely break eye contact if you feel uncomfortable.
During the interview speak in a clear and controlled voice. Try to vary your tone and pitch, speak calmly and don’t be afraid of pauses. Take time to think about a question before you answer it. Similarly, don’t be worried if the interviewer takes a pause, they may have been blown away by your answer!
Remember that the interview is a business situation not a social one. Whilst you should feel comfortable be on your guard.
Type of Interview
It is important to note what type of interview you will be attending and therefore act accordingly.
Technical interviews will look to test your ability, you might be asked to complete a test, or answer some technical maths questions/work related process questions. The purpose of this interview is for the interviewer to test whether or not you are technically able to do the job. A good interviewer will ask specific questions and you will either know the answer, or how to work it out, or you won’t. Think carefully before answering and explain your answer if prompted to. If you are unable to answer the question let them know but ask if they can talk you through it or allow you to work it out with some more detail. Whilst they want to see your technical ability, enthusiasm to learn and a willingness to be taught will go a long way in the eyes of the interviewer.
Competency based interviews follow a different format and style to others. In these interviews the interviewer will be scoring your response to a predetermined set of questions and then rank you amongst a cohort of candidates. Due to the objective nature of these interviews they can feel quite frosty. The interviewer will not deviate from the set of questions so the interview won’t flow like a normal conversation. Try to put that out of your mind and respond to each question calmly and as best you can.
Tricky Questions.
The interviewer may ask some pointed questions. They may question an area of weakness that was revealed during the interview, or probe you on your previous company. Try to avoid bad-mouthing your previous company. Remain objective and turn the answer into a positive by explaining how the role you’ve applied for fits what you’re looking for or how you’ve improved on a weakness.
When it comes to the salary, know your market worth but be flexible, it may be worth giving a range. However, make it clear that salary is not the key factor to your decision.
Making Hybrid Working Work: Our top 10 tips
During December we held a webinar on how to make hybrid working work. It was a lively and informative discussion. On the back of it, we’ve created our top 10 tips for businesses to consider.
Tip 1: There is no one size fits all approach
This is deliberately the first tip, because it straddles everything. Let’s call it the master tip. Organisations need to find their own unique balance between flexibility and productivity.
Tip 2: Trust
It’s crucial to treat people like the adults they are. Be open, set the business rules, let people follow them.
Tip 3: Enable your business
The right hybrid model should be a business enabler and help to solve challenges. Things like a challenging office location.
Tip 4: Structured flexibility
That may seem like an oxymoron, but to make hybrid working work it’s important to set clear objectives and priorities, as well as regular meetings to facilitate.
Tip 5: Flexible flexibility
Some love working from home. Some don’t. For example, many of our attendees felt that mature employees still prefer to be in the office. So, be flexible with your people, not prescriptive.
Tip 6: Follow the crowd
Not advice we normally give, but recent graduates see working from home as the norm. So, if you want the best from the new crowd, you need to structure working practices accordingly.
Tip 7: Embrace the difference
Trying to replicate everything you do in the office at home doesn’t work. Accept that and find ways to maximise productivity in each unique environment.
Tip 8: Don't forget the importance of soft skills
There is a concern that too much working from home means missing out on developing social skills. There’s no silver bullet for this, but it’s something to be mindful of.
Tip 9: The importance of good mental health
Whilst flexibility can unquestionably be a good thing for your people’s mental health, it’s harder to monitor remotely. So, look to put a process in place to keep this front of mind (if you’ll excuse the pun).
Tip 10: Don't let perfection get in the way of better
It would be disingenuous to say remote working is perfect. But, really, was "always in the office" perfect either? Working to explore the balance and make it better should be the priority.
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Summing up
Always remember the benefits.
A flexible approach to giving the people what they want increases staff retention, helps attract a better quality of candidate and, when done well, means people actually enjoy meetings when they happen. Really, it does.
But be mindful of the challenges
Of course, it’s all very well and good doing this, but there are challenges. You may find a culture clash. You may find that some people are at risk of burn out, as the boundaries are blurred, and they never switch off. You may find there’s friction between those who can work from home and those that can’t. And you may find it’s hard for leadership teams when their people aren’t always right in front of them.
No-one says it is easy, but the general consensus is that hybrid working is here to stay. So most organisations probably need to embrace it and make it work for them.
