Engineering Talent Shortage in France: Causes, Data and Solutions for 2025

France Facing a Historic Engineering Shortage

The verdict is clear: France doesn't have enough engineers.

According to CDEFI (Conference of French Engineering School Directors), the country graduates 46,000 engineers per year. Business needs? Over 100,000 per year.

The deficit is structural, massive, and worsening every year.

What This Article Reveals

• Key figures on the shortage by sector and region
• The 5 root causes of the engineering gap
• Concrete impact on businesses and the economy
• Solutions for recruiters, staffing companies, and agencies
• Outlook through 2030

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The 2025 Shortage in Numbers

National Overview

A 2.7% unemployment rate means full employment. Every engineer who wants to work is working.

Shortage by Industry Sector

Shortage by Region

Most In-Demand Roles

Top 10 hardest-to-fill positions:

1. Senior full-stack developer (3+ years React/Node)
2. DevOps / SRE engineer (Kubernetes, Cloud)
3. Data Engineer (Spark, Airflow, dbt)
4. Cybersecurity engineer (SOC, pentest)
5. Wind / Solar project manager (Renewables)
6. Construction site manager (Building)
7. Nuclear safety engineer (Nuclear)
8. AI / Machine Learning engineer (IT)
9. Embedded systems engineer (Manufacturing, auto)
10. Hydrogen process engineer (Energy)

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The 5 Root Causes of the Shortage

1. A Structural Training Deficit

France simply doesn't train enough engineers.

The numbers:

• 46,000 graduates per year (stable for 10 years)
• School capacity at 95% saturation
• Prep school quotas virtually unchanged
• Few new schools being created

International comparison: France is below the European average in engineers-to-population ratio.

2. International Competition for Talent

French engineers are hunted worldwide.

Preferred destinations:

• 🇨🇭 Switzerland: salaries 2x to 3x higher
• 🇺🇸 USA: GAFAM, startups
• 🇬🇧 UK: finance, tech (despite Brexit)
• 🇩🇪 Germany: manufacturing, auto
• 🇦🇪 UAE: tax-free, ambitious projects

Expatriation figures:

• 15% of French engineers work abroad
• 25% of "grande école" graduates expatriate within 5 years
• Net migration of engineers has been negative since 2015

3. Training-Needs Mismatch

Training programs don't keep up with evolving roles.

Examples of gaps: The "pedagogical dinosaur" problem:

• Programs updated every 5 years
• Sometimes obsolete technologies taught
• Few industry practitioners as instructors
• Lack of hands-on practice with modern tools

4. Attractiveness Deficit in Certain Sectors

Not all sectors are equal in attracting talent.

Sectors struggling to recruit (despite needs): Sectors that attract (sometimes too much):

• GAFAM / Big Tech
• Startups (unicorn myth)
• Finance / Consulting (high entry salaries)
• Video games (passion > conditions)

5. New Engineer Expectations

Gen Z and millennials have new requirements.

What they want (IESF 2024 survey): What they reject:

• Mandatory presenteeism
• Vertical / controlling management
• Projects without positive environmental impact
• Rigid schedules
• Lack of salary transparency

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Economic Impact of the Shortage

For Businesses

For the French Economy

Estimated losses:

• €15 billion/year in unrealized GDP (Syntec Numérique estimate)
• Delays in energy transition
• Loss of industrial competitiveness
• Increased dependence on foreign contractors
• R&D center relocations

For Staffing Companies and Recruiters

Paradox:

• Full order books
• Unable to meet all demands
• Margins squeezed by salary increases
• Talent war between agencies
• Record turnover (18-25% depending on structure)

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Solutions for Recruiters in 2025

1. Expand the Talent Pool

Concrete approaches: Focus: Feminizing the talent pool

• Only 24% of engineers are women
• 33% of engineering students are women
• Potential +30% applications with inclusive policies

2. Accelerate Recruitment Processes

In a tight market, speed is a competitive advantage.

Targets: Acceleration levers:

• Automated pre-qualification
• Combined interviews (HR + Tech same day)
• Offer prepared before final interview
• Simplified approval process

3. Improve Offer Attractiveness

What makes the difference in 2025:

4. Invest in Internal Training

Train rather than search for the perfect unicorn.

Strategies:

• Graduate programs: recruit juniors and train over 12-24 months
• Upskilling: develop internal talent's skills
• Reskilling: convert profiles from other roles
• Apprenticeship: train from school to hire later

Training ROI:

• Cost of failed external hire: €30-50K
• Cost of training program: €5-15K
• Retention rate of internally trained: +40%

5. Build Employer Brand

In a shortage market, candidates choose.

High-impact actions:

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2025-2030 Outlook

What Will Get Worse

• Retirements: baby boomer generation (100,000+ engineers by 2030)
• Energy transition acceleration: 2x needs in renewables
• Digital sovereignty: repatriation of IT skills
• Reindustrialization: new generation factories

What Could Improve the Situation

• AI and automation: some engineering tasks automated
• Accelerated training: bootcamps, certifications
• Skilled immigration: simplified talent visas
• Widespread remote work: access to broader talent pools
• Mass career changes: post-COVID search for meaning

Sector Forecasts

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Conclusion: Adapt or Suffer

The engineering shortage is not a cyclical phenomenon. It's a structural reality that's here to stay.

The companies that will thrive are those that:

1. ✅ Accept market reality (and adjust expectations)
2. ✅ Invest in training and skill development
3. ✅ Offer working conditions aligned with 2025
4. ✅ Diversify their recruitment pools
5. ✅ Accelerate processes to avoid losing candidates
6. ✅ Build employer brand for the long term

The talent war has been declared. It's only just beginning.