Hiring Reliability Engineers

For many manufacturing businesses, reliability engineering has become a critical function. As equipment becomes more automated and production demands grow, the role of the reliability engineer is not simply to fix machines when they fail but to prevent failures from happening in the first place. This proactive approach saves money, increases uptime, and supports long-term efficiency.

However, hiring the right reliability engineer can be challenging. The role requires a rare combination of technical expertise, analytical skills, and communication ability. For employers, getting it right is essential—an effective reliability engineer can transform maintenance performance, while the wrong hire can lead to wasted investment and poor results.

Here are the key considerations when recruiting reliability engineers.

Define the Role Clearly

Reliability engineering is a broad discipline, and different businesses interpret the role in different ways. For some, the focus may be on condition monitoring and predictive maintenance. For others, it may be on root cause analysis, continuous improvement projects, or implementing CMMS (computerised maintenance management systems).

Before starting the hiring process, it’s vital to clearly define what the role will involve in your organisation. Decide on the scope of responsibility, reporting lines, and measurable outcomes. This clarity not only helps you attract the right candidates but also prevents misunderstandings later.

Technical Expertise and Specialised Skills

A strong reliability engineer will have solid technical foundations—typically in mechanical or electrical engineering. But beyond this, they need specific skills such as:

Root cause failure analysis (RCFA)
Knowledge of predictive maintenance techniques (vibration analysis, thermography, oil analysis)
Understanding of reliability-centred maintenance (RCM)
Data analysis and trend interpretation
Proficiency with CMMS and reliability software

When assessing candidates, it’s important to look beyond their job title. Not every maintenance or project engineer will have these skills. A specialist recruiter can help you identify the genuine experience required.

Problem-Solving and Analytical Ability

Reliability engineers deal with complex issues that don’t always have straightforward solutions. The best candidates can interpret data, identify hidden patterns, and propose changes that reduce long-term risk. Problem-solving ability, critical thinking, and attention to detail are therefore essential.

During interviews, it can be useful to present candidates with real-world scenarios—such as repeated failures on a key production line—and ask how they would approach diagnosing and resolving the problem. This gives insight into their thought process and practical application of knowledge.

Communication and Influence

A reliability engineer’s recommendations are only valuable if they are adopted by the wider team. That means communication and influence are just as important as technical ability.

Look for candidates who can present findings clearly, justify recommendations with evidence, and engage operators, technicians, and senior managers. Soft skills such as collaboration, adaptability, and resilience are vital, as reliability engineers often need to challenge established practices or secure buy-in for investment.

Industry Knowledge and Regulatory Awareness

Different sectors have different demands. In food and beverage manufacturing, hygiene and safety standards are paramount. In pharmaceuticals, validation and compliance with strict regulations are critical. In heavy industry, the focus may be on asset life extension and cost efficiency.

When hiring, ensure the candidate has relevant industry knowledge—or at least the ability and willingness to learn quickly. Sector experience can significantly shorten the learning curve and reduce the risk of costly mistakes.

Cultural Fit and Long-Term Impact

Reliability engineering is about long-term improvement rather than short-term fixes. For this reason, it’s important to find someone who aligns with your company culture and values. A candidate who thrives in a fast-paced, reactive environment may struggle in a role that requires patience, persistence, and strategic thinking.

Consider how the reliability engineer will integrate with your existing maintenance and production teams. Will they complement the skills you already have? Do they bring fresh ideas and approaches that will raise overall performance?

Conclusion

Hiring a reliability engineer is not simply about filling a vacancy—it’s about investing in the future performance of your plant. By defining the role clearly, focusing on the right mix of technical, analytical, and communication skills, and considering industry relevance, employers can identify candidates who will deliver real value.

The right reliability engineer can shift a business from firefighting breakdowns to proactively driving uptime, efficiency, and cost savings. In today’s competitive manufacturing environment, that’s an advantage no employer can afford to ignore.