Lead R&D Engineer Jobs
Lead R&D Engineer jobs are open across aerospace, medical devices, consumer electronics, and industrial manufacturing, covering specializations in materials science, systems engineering, and product development, from senior engineer to principal and director of R&D. Find a role that fits below and apply directly.
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Ready to be a Titan?
ServiceTitan is the leading software platform for the trades, powering the businesses that keep the world running. Our technology is our product, and the leaders who build it shape everything we ship. As the Lead Executive Recruiter, you will own the end-to-end search for ServiceTitan's most consequential technical leadership hires: Senior Director, VP, SVP, and confidential roles across Engineering, Product Management, and Design. You will serve as a trusted advisor to our most senior technology and product leaders, delivering not just candidates but market intelligence, competitive insight, and a point of view on a talent market where the best leaders are rarely looking. At ServiceTitan, Executive Recruiting is not a support function. It is a strategic driver of growth, and this role sits at the center of that.
You will report directly to the Global Head of Talent Acquisition and partner closely with our CTPO and R&D leadership to drive executive hiring. You'll join a 25+ person global TA team and serve as the point of excellence for executive search across Engineering, Product Management, and Design.
What You'll Do:
Own the R&D Executive Search Function
- Lead full-cycle executive searches for Senior Director, VP, SVP, and proactive roles across Engineering, Product Management, and Design globally, from intake through offer close and onboarding handoff
- Serve as the primary point of contact and strategic advisor to R&D hiring managers throughout each search
- Design and execute bespoke search strategies for each role, including market mapping, target company lists, outreach sequencing, and candidate positioning
- Manage a small portfolio of concurrent confidential searches with rigorous discretion and timeline discipline
Deliver Strategic Partnership to R&D Leaders
- Build trusted relationships with the CTPO and the heads of Engineering, Product Management, and Design to deeply understand their organizational needs and long-term talent vision
- Present candidate slates, market benchmarks, and competitive intelligence in polished, executive-ready formats
- Advise stakeholders on organizational design, leveling, and talent availability when R&D headcount plans are being built, not just filled
- Influence offer strategy, compensation structure, and negotiation posture for critical R&D executive hires
Build the Pipeline Before You Need It
- Maintain a living talent map of executive-level engineering, product, and design talent across key geographies, including competitors, adjacent industries, and passive candidates in long-term relationships
- Partner with People team leadership on succession planning frameworks for VP+ roles and key R&D leadership positions globally
- Cultivate a proprietary network of technology and product executives who trust ServiceTitan as a destination employer, even before a role is open
Operate with Data and Market Intelligence
- Develop and deliver regular R&D executive talent market reports covering compensation trends, supply/demand dynamics, and competitor moves
- Track and report executive search metrics, including time-to-fill, offer acceptance rate, diversity of slate, and source of hire, to the Head of TA and People leadership
- Partner with Total Rewards and Finance on exec-level compensation benchmarking and equity modeling for offer scenarios
Elevate ServiceTitan's Executive Brand
- Serve as a brand ambassador to high-caliber R&D executive talent, delivering a world-class candidate experience that reflects ServiceTitan's culture and ambition
- Partner with Communications and Marketing on executive employer branding narratives for engineering, product, and design audiences
- Represent ServiceTitan at executive-level technology and product industry events, forums, and networks to build brand credibility with senior leaders
What You'll Bring
- 10+ years of experience, with 5+ years placing successful VP+ level engineering, product, or design leaders at high-growth technology companies, in-house, retained search firm, or both
- Demonstrated ability to run confidential, complex searches with senior-level discretion and stakeholder management acuity
- Expert-level command of executive sourcing strategies, including direct outreach, network mapping, research methodologies, and tools such as Ashby, LinkedIn Recruiter, Gem, or similar
- Experience advising senior technology and product stakeholders as a trusted thought partner, not just a transactional recruiter
- Deep fluency in executive compensation structures, including equity programs and long-term incentive design at growth-stage and pre/post-IPO companies
- Exceptional written and verbal communication skills: you write compelling outreach, give tight executive presentations, and know when to speak and when to listen
- Strong command of executive search metrics and the ability to use data to drive decisions and report to leadership
Bonus if you have:
- Experience recruiting across global markets with cultural fluency for cross-border candidate dynamics
- Background in or deep familiarity with enterprise B2B SaaS, vertical SaaS, or field service software markets
- Prior retained search firm experience (Korn Ferry, Spencer Stuart, Heidrick & Struggles, or boutique equivalent) alongside corporate TA experience
- Experience partnering on C-1 succession planning processes
Be Human With Us:
Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us.
Use of AI Technology:
We use technology, including automated and AI-assisted tools, to support certain aspects of our recruitment process. These tools are designed to improve efficiency and enhance the candidate experience. AI tools are not used to make hiring decisions; all hiring decisions are made by our hiring teams.
What We Offer:
When you join our team, you’re not just accepting a job. You’re making a career move. Here’s how we’ll support you in doing some of the most impactful work of your career:
- Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.
- Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical.
- Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more.
At ServiceTitan, we celebrate individuality and uniqueness. We believe that the convergence of fresh perspectives and experiences from all walks of life is what makes our product and culture so great. We strongly encourage people from underrepresented groups to apply. We do not discriminate against employees based on race, color, religion, sex, national origin, gender identity or expression, age, disability, pregnancy (including childbirth, breastfeeding, or related medical condition), genetic information, protected military or veteran status, sexual orientation, or any other characteristic protected by applicable federal, state or local laws.
Ready to be a Titan?
ServiceTitan is the leading software platform for the trades, powering the businesses that keep the world running. Our technology is our product, and the leaders who build it shape everything we ship. As the Lead Executive Recruiter, you will own the end-to-end search for ServiceTitan's most consequential technical leadership hires: Senior Director, VP, SVP, and confidential roles across Engineering, Product Management, and Design. You will serve as a trusted advisor to our most senior technology and product leaders, delivering not just candidates but market intelligence, competitive insight, and a point of view on a talent market where the best leaders are rarely looking. At ServiceTitan, Executive Recruiting is not a support function. It is a strategic driver of growth, and this role sits at the center of that.
You will report directly to the Global Head of Talent Acquisition and partner closely with our CTPO and R&D leadership to drive executive hiring. You'll join a 25+ person global TA team and serve as the point of excellence for executive search across Engineering, Product Management, and Design.
What You'll Do:
Own the R&D Executive Search Function
- Lead full-cycle executive searches for Senior Director, VP, SVP, and proactive roles across Engineering, Product Management, and Design globally, from intake through offer close and onboarding handoff
- Serve as the primary point of contact and strategic advisor to R&D hiring managers throughout each search
- Design and execute bespoke search strategies for each role, including market mapping, target company lists, outreach sequencing, and candidate positioning
- Manage a small portfolio of concurrent confidential searches with rigorous discretion and timeline discipline
Deliver Strategic Partnership to R&D Leaders
- Build trusted relationships with the CTPO and the heads of Engineering, Product Management, and Design to deeply understand their organizational needs and long-term talent vision
- Present candidate slates, market benchmarks, and competitive intelligence in polished, executive-ready formats
- Advise stakeholders on organizational design, leveling, and talent availability when R&D headcount plans are being built, not just filled
- Influence offer strategy, compensation structure, and negotiation posture for critical R&D executive hires
Build the Pipeline Before You Need It
- Maintain a living talent map of executive-level engineering, product, and design talent across key geographies, including competitors, adjacent industries, and passive candidates in long-term relationships
- Partner with People team leadership on succession planning frameworks for VP+ roles and key R&D leadership positions globally
- Cultivate a proprietary network of technology and product executives who trust ServiceTitan as a destination employer, even before a role is open
Operate with Data and Market Intelligence
- Develop and deliver regular R&D executive talent market reports covering compensation trends, supply/demand dynamics, and competitor moves
- Track and report executive search metrics, including time-to-fill, offer acceptance rate, diversity of slate, and source of hire, to the Head of TA and People leadership
- Partner with Total Rewards and Finance on exec-level compensation benchmarking and equity modeling for offer scenarios
Elevate ServiceTitan's Executive Brand
- Serve as a brand ambassador to high-caliber R&D executive talent, delivering a world-class candidate experience that reflects ServiceTitan's culture and ambition
- Partner with Communications and Marketing on executive employer branding narratives for engineering, product, and design audiences
- Represent ServiceTitan at executive-level technology and product industry events, forums, and networks to build brand credibility with senior leaders
What You'll Bring
- 10+ years of experience, with 5+ years placing successful VP+ level engineering, product, or design leaders at high-growth technology companies, in-house, retained search firm, or both
- Demonstrated ability to run confidential, complex searches with senior-level discretion and stakeholder management acuity
- Expert-level command of executive sourcing strategies, including direct outreach, network mapping, research methodologies, and tools such as Ashby, LinkedIn Recruiter, Gem, or similar
- Experience advising senior technology and product stakeholders as a trusted thought partner, not just a transactional recruiter
- Deep fluency in executive compensation structures, including equity programs and long-term incentive design at growth-stage and pre/post-IPO companies
- Exceptional written and verbal communication skills: you write compelling outreach, give tight executive presentations, and know when to speak and when to listen
- Strong command of executive search metrics and the ability to use data to drive decisions and report to leadership
Bonus if you have:
- Experience recruiting across global markets with cultural fluency for cross-border candidate dynamics
- Background in or deep familiarity with enterprise B2B SaaS, vertical SaaS, or field service software markets
- Prior retained search firm experience (Korn Ferry, Spencer Stuart, Heidrick & Struggles, or boutique equivalent) alongside corporate TA experience
- Experience partnering on C-1 succession planning processes
Be Human With Us:
Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us.
Use of AI Technology:
We use technology, including automated and AI-assisted tools, to support certain aspects of our recruitment process. These tools are designed to improve efficiency and enhance the candidate experience. AI tools are not used to make hiring decisions; all hiring decisions are made by our hiring teams.
What We Offer:
When you join our team, you’re not just accepting a job. You’re making a career move. Here’s how we’ll support you in doing some of the most impactful work of your career:
- Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.
- Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical.
- Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more.
At ServiceTitan, we celebrate individuality and uniqueness. We believe that the convergence of fresh perspectives and experiences from all walks of life is what makes our product and culture so great. We strongly encourage people from underrepresented groups to apply. We do not discriminate against employees based on race, color, religion, sex, national origin, gender identity or expression, age, disability, pregnancy (including childbirth, breastfeeding, or related medical condition), genetic information, protected military or veteran status, sexual orientation, or any other characteristic protected by applicable federal, state or local laws.
Lead R&D Engineer Jobs by Experience Level
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Find Lead R&D Engineer JobsLead R&D Engineer Job Market
Who's Hiring
- Sandia National Laboratories100
- Los Alamos National Laboratory66
- Kraft Heinz36
- Keysight Technologies36
- Sherwin-Williams34
Top Industries Hiring
- Technology & Software56
- Manufacturing25
- Electronics & Hardware22
- Consulting & Professional Services20
- Biotechnology & Pharmaceuticals19
What Employers Look For
The qualifications that appear most often in lead R&D engineer jobs.
- Bachelor's or master's degree in engineering, materials science, or a related technical field
- 5 or more years of hands-on R&D or product development engineering experience
- Demonstrated experience leading cross-functional teams through full development cycles
- Proficiency with CAD, simulation software, or domain-specific lab instrumentation
- Familiarity with design controls, DOE methodologies, or stage-gate development processes
- Patent filing experience or a record of published technical research is frequently preferred
Tips for Your Lead R&D Engineer Job Search
Quantify your R&D pipeline contributions
Hiring managers want to see specific outcomes, not just activities. Document the number of patents you filed, prototype cycles you led, or how your work moved a product from concept to production. Vague claims about 'leading research' won't hold up against candidates who show results.
Tailor your resume to the product stage
Lead R&D roles in early-stage companies demand scrappy, hands-on work, while larger manufacturers want process rigor and documentation. Read each job posting carefully and adjust your resume to emphasize feasibility testing or design controls, depending on where the company is in its development cycle.
Apply early to roles that fit
Migrate Mate lists lead r&d engineer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Get specific about your technical domain
R&D engineering is broad, so your resume headline and summary need to call out your actual domain: RF systems, polymer chemistry, embedded firmware, whatever it is. Generalist framing gets filtered out before a hiring manager ever sees your application, especially at companies using keyword-based screening.
Prepare a technical presentation before interviews
Most lead R&D interviews include a stage where you walk through a past project in depth. Prepare a concise, slide-based case study covering your problem framing, testing methodology, and final outcome. Panels at this level push hard on your decision-making process, not just the result.
Negotiate scope alongside compensation
At the lead level, your leverage includes lab budget, team size, and IP ownership terms, not just base pay. Before your final conversation, clarify what resources you'll actually control. Ambiguity around headcount or capital allocation often signals the role is narrower than the title suggests.
Lead R&D Engineer Jobs: Frequently Asked Questions
Which companies are hiring the most lead r&d engineers?
Sandia National Laboratories, Los Alamos National Laboratory, and Kraft Heinz are hiring the most lead r&d engineers right now, with openings concentrated in California, New Mexico, and Massachusetts, based on current listings on Migrate Mate as of November 2026. Demand is especially active in medical devices, defense, and advanced manufacturing sectors.
How many lead r&d engineer jobs are remote?
About 35% of lead r&d engineer openings are fully remote or hybrid as of November 2026, though the share varies significantly by industry. Software-adjacent R&D roles, such as algorithm development or data-driven product research, are most likely to offer remote flexibility, while roles requiring lab access or hands-on prototyping are almost always on-site.
How do you become a lead r&d engineer?
Start by building deep technical expertise in a specific domain through individual contributor R&D roles, then take on project ownership responsibilities such as running experiments, writing technical specs, and mentoring junior engineers. Demonstrating that you can move work from idea through validation to handoff, while coordinating across teams, is what separates candidates ready for a lead title from those who are not.
Can you get hired as a lead r&d engineer without direct leadership experience?
Yes, especially at smaller companies or startups where the distinction between senior and lead is less formal. If you lack a direct management record, emphasize instances where you drove a project end-to-end, made autonomous technical decisions, or mentored peers. Applying to companies developing new product lines is a strong entry point because those teams often need technical leaders before they have an established hierarchy.
What does the lead r&d engineer interview process look like?
Most processes run three to four rounds. An initial screening with a recruiter or HR contact is followed by a technical interview focused on domain knowledge and problem-solving methodology. A project deep-dive or take-home assessment is common at the lead level, where you walk through a past R&D challenge in detail. Final rounds typically involve cross-functional stakeholders, including product management or operations, who assess collaboration and communication.
Where can I find and apply to lead r&d engineer jobs?
You can find and apply to lead r&d engineer jobs on Migrate Mate, which lists current openings from across the United States in one place. Find roles that match your background and apply directly to each listing without being redirected through multiple platforms or intermediaries.
See All 1,697+ Lead R&D Engineer Jobs
Find roles that match your experience and apply in just a few clicks.
Find Lead R&D Engineer Jobs