What is the best way to find top engineers for my custom car company?

Try linkedin.

Like most problems, the answer to this problem is pretty simple. Here it is....
Look up articles on the type of car you want to produce while referencing the type of engineer desired. When you find names of engineers, look for their email address via Google. Contact each that you find. If they are not available the will direct you to someone else who is available.

Also, you can simply ask the writer of the article. For example, (type of product) WSJ. Then contact the writer who wrote a similar story as yours. Their email address will usually be at the bottom of the article. I have been featured in NYT, WSJ, ABC News and other media by doing this.

You can use a VA for this.
Best of Luck,
Mike
From the Trenches to the Towers Marketing
I will be glad to help as my time permits.

Hello this question is very open in nature and the topic of sourcing or talent engagement for various projects is really based on the task or project at hand. Understanding your position or unique proposition and creating a value statement or selling point for use in the marketplace is one way to attract like mined individuals to your endeavor. However, this is a very limited answer, and to really get a solid actionable plan some concerns and questions need to be reviewed. I have over 25 year in Talent Management, and source currently for DOD, Private and SAAS, SAAP type companies. Sourcing talent is always a challenge if you do not first define what you need and why, then create a strategy to obtain the resource in the vertical you operate in...I would willing to speak with you on this as you want to learn more and answer any specific questions you may have.

Kind regards,

Reuben

The answers below are helpful, but they miss 3 out of the 4 major sources for recruitment:
1) Inbound flow (people come to you)
2) Outbound search (linkedin, etc...)
3) Referrals
4) External Recruiting

I would think about how your firm stands on it's own. Do good engineers and designers know who you are? How can you rise above the noise and get their attention so they come to you?

Are you or someone with your firm allocating time for passive search? If not, are you engaging with an external recruiter?

Do your employees, network, customers, etc... know you're hiring? Have you offered motivators which reward the act of referrals and the wins?

Try asking yourself the above questions to move the ball forward. If you have additional questions, I'm happy to chat via a call. Good luck!

https://www.youtube.com/watch?v=1NDJDUKtZbE
Watch that ^

I’ve written this out as a step-by-step guide for hiring teams in the below scenarios… But… If you are on a marketing/growth team, you will see very quickly how valuable it can be when applied to any prospecting activity.

Here is process one person can execute this week to build a backlog of targeted talent and convert them to applications for one or multiple positions you need to fill immediately.

Here are the typical scenarios a hiring/recruiting pro would find this strategy extremely useful prior to:

A mass exodus of a specialized team - find/hire 15-30 people in two months.
Just closed a new round of funding - need to create brand impressions of employment-related content (i.e. careers page or what it’s like to work here videos/content).
Finding a hyper-specific skill type - like a 'SAP' developer - company requires specific development knowledge of an SAP module, and that person can work virtually but must be U.S.-based.
Automation Stack Recommended

Google Custom Search Tool
LinkedHub
Linked Helper
Scrapely
Snov
Agile CRM

Step 1 - First Impressions

Start an automated messaging sequence to engage your potential recruits from the moment you start your search on Linkedin.

Tool needed - LinkedHub.io

The Process

Create a LinkedHub account and install their Chrome extension.
You may need to get on their mid-level plan as you won’t be able to do much on the free version.
Create a new sequence for one of your candidate roles.
Head to LinkedIn network > people search and type in the parameters you will use to scrape throughout this process for this particular role (i.e. "SAP BODS").
Copy this URL while on page 1 and paste it into the new LinkedHub sequence search URL field.
Go back to the LinkedIn tab and do this once more with another variation of the search until you’re confident you have everyone in the niche covered in those searches.
Create your first ‘on connection’ message in the LinkedHub sequence. This should be very short and non-intrusive (i.e. “It’d be great to connect {{first_name}}”)
Create a second message for if/when they accept your connection request - time it to be 5min after they accept so it looks natural. This should be curtailed to their profession (i.e. “It’s great to connect with someone who has experience with SAP development {{First_Name}}!”).
Create the 3rd message in this sequence timed about 30min after the last with your ask/URL (i.e. “Also, I am actively recruiting for this role you may be a fit for. The salary is highly-competitive. Check out the description and details here: ____”).
Save, set the total per day to 100, then click Start.
Step 2 - Gathering Lists

Scrape a list of candidates LinkedIn profiles by profession, job title, availability “Open to new opportunities” (and other keywords in their profile).

Tool needed - Scrapely + Snov.io

The Process

Install Scrapely and Snov.io.
Create a new Google sheet titled “Scrapes”.
Create a new tab for what you want your first scrape to be (i.e. “{{group_name}} Members”)
Click the icon in your extensions list and start typing the Google sheet name - this will open a popup asking you to connect your Gmail account.
Head to the Linkedin, click on your profile, scroll to the bottom to the Interests section of your profile > See All > Groups > click on any group you are a part of you want to scrape. If the group you really want is not listed, search for it, request to join. If they do not allow you to join see if any friends of yours are members and send them this strategy asking them to scrape it for you ;)
When you are in the group you need to scrape, click on the all members link on the right, then click on the Scrapely icon in your extensions list.
In the Scrapely widget, select your Google sheet name then click the button that pertains to this scrape (i.e. “Members of LinkedIn Group”)
Check your Google sheet to make sure they are all in there.
Now you have the names/titles and LI URLs for everyone who’s a member of this niche group.
Now, you’ll want to grab all of their emails so delete the unnecessary columns (everything but first/last name and LI URL link).
Then upload the list of URLs to your Snov.io dashboard in this section - https://app.snov.io/emails-from-names
It will not match everyone, but export those it does and upload to your CRM. *Note, if you use an ATS software, it will not accomplish our goal of automated messaging and tracking their page views on the site. Therefore, I recommend starting a very inexpensive AgileCRM.com account and adding the tracking code to your site so it will notify when a specific candidate is browsing your site.
Step 3 - Second Impression

Auto-add and auto-profile visit candidates who match the skills and are available for opportunities:

Tool needed - Linked Helper

The Process

Install the Linked Helper Chrome extension.
Activate the $15 one-month account.
Go to your network section on Linkedin.
Structure a refined search for your ideal prospect - read this for how to define a search. (i.e. "Marketing" + "New Opportunities")
While on page one of the search, run the ‘Collect’ and ‘Connect’ options in Linked Helper widget.
Open a new tab and repeat this, but change the option to "Auto-Profile Visit" in the Linked Helper widget.
Leave these tabs running until the bot combs every page in the search (this could take a day or two).
When your search is done, export your LinkedIn connections here.
Take that list, format it to match the bulk upload .csv your CRM requires, and upload them to your CRM.
Step 4 - Tracking and Email

Now, regardless of whether you are currently using an ATS with an email option/plugin to send and track bulk-emails to these prospective candidates, I recommend you use or convert to the CRM below (or one similar). The reason ATS’s won’t do the job is because they were primarily designed for tracking and automated the middle of the recruitment funnel - post application. This leaves a huge gap in all top-of-funnel activities including - cold or warm emailing sequences, tracking and notifying you when your prospects are browsing your jobs pages, and showing you a full picture of your candidates activity including emails they’ve opened/clicked, calls you’ve made to them, pages they’ve visited on your site and social media profile links, device type, etc….

CRM recommended - AgileCRM.com

The Process

Create a “Starter” account with AgileCRM.com.
Add their tracking pixel to your website.
Export their .csv bulk sheet template (under contacts > import).
Add your new contacts to this .csv template.
Add tags to help you filter who they are (i.e. “Marketing Candidate”). You can add multiple tags separated by comma’s if needed.
Upload those sheets to Agile so you can start cookie’ing and tracking their progress through your funnel (website landing pages) immediately.
Step 5 - Cold Email Sequences

Now, you will need to build out your first email sequence. This is a nuanced process that requires some familiarity with email sequences - copywriting, delays, triggers, tags etc… And you will need a unique approach, so I won’t try to explain email writing in this tutorial. If you do need help with this or any other step, you can schedule a call me anytime.

~~<>~~

If you found this interesting, and are always looking for new growth tactics/tools/strategies, I publish a bi-monthly newsletter with some great stuff:

http://right2revenue.com/growth-tools-tactics-newsletter-optin/

All the best,

Alex

Best way to find top engineers for a car company are as follows:
Step 1: Create a company story that engineers will want to be part of.
Step 2: Never stop sourcing
Hiring platforms: The value proposition for hiring platforms is simple: You pay for immediate access to top engineers.
Outbound prospecting: Outbound prospecting is what most people are familiar with – it’s basic recruiting.
Inbound marketing: Building a world-class employer brand is hard. It’s not just a side project for your marketing team it’s a second, complete brand.
Step 3: Build relationships with engineers before you screen them
Step 4: Focus your on-site interview around problems your engineers actually solve
Companies that rely on algorithmic, academic interviews for every engineering role. Companies that only test engineers on skills and technologies they will actually be using in their day-to-day role.
Step 5: If all goes well, close as quickly as possible.
Assuming your team agrees that the engineer would be a great fit, you need to send an offer as quickly as possible. One of your biggest assets is the speed at which you operate compared to a big tech company, and so offering quickly is a big win for you.

Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath

If you have someone in mind, I can help you network your way to make the introduction a warm lead.

It all starts with figuring out who you want to target, just like you would an investor, a customer, or a top engineer.

Let me know if you want to schedule a chat and I can show you what tools I use specifically to not only get invited by investors to pitch, but to actually have investors come to me to hear me speak about my hardware company.