Civil Engineer Pay Trends Reflect Growing Labor Shortage

Facing a critical labor shortage and intense competition for talent, architecture and engineering firms are seeing civil engineer salaries climb, especially at the leadership level. Zweig Group’s newly released 2025 Salary Report of AEC Firms shows how these pressures are reshaping civil engineering compensation strategies across all career stages.

With more than 4,000 civil engineering salary data points collected from firms nationwide, Zweig Group’s research provides one of the most comprehensive views of compensation for civil engineers in the U.S. This data shows that salaries for civil engineers continue to rise, particularly at the leadership level, as firms navigate an increasingly competitive hiring environment.

Salary Growth by Level

Average base salary increases for civil engineers in the 2025 dataset are as follows:

These figures indicate that firms are placing increasing value on retaining mid- and senior-level professionals. Salary growth at the project manager and principal levels outpaced that of junior roles, a signal that the market is responding to challenges in filling leadership and management-level positions.

Industry Outlook

The labor shortage isn’t just a numbers game – it’s reshaping firm operations. According to the ACEC Research Institute’s 2024 Q4 Engineering Business Sentiment study, 51 percent of engineering firms are turning down work due to staffing shortages, and 26 percent are declining profitable projects because they lack the necessary personnel.

Support roles are also under pressure. ASCE reports an ongoing shortage of engineering technicians, technologists, and CADD specialists – critical positions for project delivery that are increasingly difficult to staff. This shortage is fueled by an aging workforce, early retirements, and growing demand for technicians with skills in digitalization and automation. As infrastructure projects ramp up under federal investment programs, firms face new bottlenecks without enough trained support staff. For HR leaders and firm executives, addressing these shortages is becoming as urgent as hiring licensed engineers. Some firms are even pursuing acquisitions to secure experienced technician teams, highlighting the urgent need to prioritize recruiting and retaining this vital workforce.

In response to broader workforce pressures, the Engineering Workforce Consortium was formed in late 2024 following a landmark workforce summit convened by the American Council of Engineering Companies, the American Public Works Association, and the American Society of Civil Engineers. The initiative aims to address the growing workforce crisis by attracting new talent to the industry and supporting career development for existing professionals.

What This Means For Firm Leaders

The data paints a clear picture: firms that want to stay competitive must act now by:

• Prioritizing leadership retention. Mid- and senior-level roles are commanding higher salaries, and firms that fail to match market rates risk losing critical institutional knowledge.
• Benchmarking compensation frequently. Regional variations and fast-changing market dynamics mean that annual adjustments may no longer be enough. Regular compensation benchmarking can help HR leaders proactively manage salary competitiveness and reduce turnover risk.
• Investing in talent pipelines. Building stronger career development programs for emerging professionals can help close the leadership gap in the years ahead.

Understanding where salaries are headed – and where your firm stands – can make all the difference in navigating today’s labor market. With real-time benchmarking and role-specific insights, Zweig Group’s 2025 Salary Report of AEC Firms and Compensation Data Platform gives you the tools to stay competitive, keep your best people, and plan for growth.

For a closer look at what firms like yours are paying – and how to stay competitive – explore Zweig Group’s Compensation Data Platform and the 2025 Salary Report of AEC Firms.

Keith Sequeira is the Sr. Director of Technology and Research at Zweig Group. Contact him at [email protected].