Beyond the Resumé: How to Identify Top Solutions Engineering Talent
In the high-stakes world of enterprise technology, an exceptional Solutions Engineer can be the difference between stalled deals and record-breaking quarters. Yet while companies invest heavily in sourcing technical talent, many still struggle to identify those rare candidates that demonstrate the right blend of technical brilliance, business savvy, and interpersonal magnetism.
What separates the merely qualified from the transformational? How can you spot SE who will elevate how prospects perceive your entire solution? We’ll peel back the curtain on battle-tested hiring strategies—straight from veteran solutions leaders who’ve mastered the art of identifying talent that others miss.
Qualities to Look for in SE Candidates
The traits of a remarkable SE may not be immediately apparent on a resumé. While technical skills form the foundation of the job, experienced leaders consistently point to certain characteristics that serve as reliable predictors of high performance.
Curiosity & Problem-Solving
At the heart of effective solutions engineering lies an insatiable intellectual curiosity—a genuine desire to understand how things work and why they sometimes don’t. Top candidates approach problems as puzzles to be solved rather than obstacles to overcome.
“Curiosity, self awareness, and the ability to discover are my top three predictors of success,” says Marjorie Abdelkrime, Head of US West and Healthcare Solutions of VMware by Broadcom. This curiosity manifests as the drive to continuously ask questions, pushing beyond surface-level explanations to uncover root causes.
The best SEs demonstrate a methodical approach to problem-solving. They break down complex issues into manageable components, test hypotheses systematically, and aren’t afraid to venture into unfamiliar territory when necessary. Look for candidates who can articulate their problem solving process and who show excitement when discussing particularly challenging technical puzzles they’ve solved.
Technical Aptitude & Business Acumen
While strong technical skills are essential, the best SEs understand not just how the technology works, but why it matters to customers.
“Technical prowess, curiosity, and business vision are non-negotiable skills,” says Woodrow Evans, VP of Global Sales Engineering at Delphix by Perforce. SEs should be able to translate technical capabilities into business outcomes, speaking convincingly about ROI, efficiency gains, and competitive advantages.
During interviews, assess how candidates connect technical features to business impact:
- Do they understand the broader market context?
- Can they articulate why certain technical approaches might be preferable from a business perspective?
Adaptability & Communication Skills
Solutions engineers operate in diverse environments, interfacing with technical and non-technical stakeholders alike. The capacity to adapt communication style and technical depth based on the audience is crucial.
Effective SEs must translate complex concepts into accessible language for executives while maintaining credibility with technical teams. They need to think on their feet during live demonstrations and respond confidently to unexpected questions or technical issues.
Look for candidates who demonstrate a balanced mix of technical skills and strategic thinking. The best SEs can navigate ambiguity, learn quickly, and communicate effectively across different organizational levels—making them invaluable assets in driving technical solutions that actually deliver on business promises.
Underutilized Hiring Practices
While traditional interviews and technical assessments have their place, innovative solutions leaders are implementing more dynamic evaluation methods that reveal capabilities no resumé can showcase. These approaches create scenarios that mirror the real challenges SEs face daily providing deeper insights into a candidate’s potential.
Role Play Under Pressure
A revealing assessment technique is the spontaneous role play. This involves asking candidates to step into a scenario where they must demonstrate their solutions expertise under conditions similar to real customer interactions.
“The ‘last-minute’ role play is invaluable—just like in real sales situations where preparation time is limited,” says Evans. “It reveals how candidates think on their feet and handle pressure, which is exactly what they’ll face in the role.”
This approach tests not only technical knowledge but also poise, adaptability, and communication skills. Consider presenting candidates with a common customer objection or technical challenge and giving them just a few minutes to prepare their response. The goal isn’t to evaluate perfection but to assess how they structure their thinking when caught off-guard.
Mock Discovery Sessions
A simulated discovery session requires candidates to uncover a fictional customer’s needs, challenges, and objectives—just as they would in an actual client engagement.
“Mock discovery sessions show how candidates handle real client interactions and think on their feet,” says Yuji Higashi, Co-founder of Better Career. “I’m looking for their ability to ask insightful questions, actively listen, and formulate solutions that align with business goals.”
During these simulations, pay particular attention to how candidates balance technical exploration with business context. Do they ask questions that reveal both technical requirements and underlying business drivers? Can they adjust their approach based on new information? The strongest candidates demonstrate curiosity while maintaining a structured discovery process.
Collaborative Problem-Solving
Consider incorporating team-based assessments where candidates must work alongside potential colleagues to solve a complex problem. This reveals teamwork capabilities and how they operate within your specific company culture. These collaborative exercises often surface insights about candidates that traditional interviews miss, including their ability to build on others’ ideas, navigate group dynamics, and contribute effectively without dominating the conversation.
Pay particular attention to how candidates handle disagreement, whether they actively listen to teammates, and if they can synthesize diverse perspectives into cohesive solutions.
Avoiding Common Hiring Pitfalls
Even seasoned solutions leaders can fall into the following traps during the hiring process that hurt their ability to identify the best talent.
Overvaluing Technical Skills Alone
Perhaps the most common mistake is placing too much emphasis on technical capabilities while undervaluing critical soft skills. While technical proficiency forms the foundation of the role, SEs who can architect a flawless solution but cannot explain its value to non-technical stakeholders will struggle to drive adoption and customer success.
Over-reliance on Referrals
Many solutions leaders depend heavily on their professional networks when sourcing candidates, potentially missing out on exceptional talent outside these circles.
“Relying only on referrals narrows the talent pool and misses diverse perspectives,” says Abdelkrime. This approach doesn’t just limit diversity but can also perpetuate skill gaps within the team. Successful organizations actively cultivate multiple talent channels, including industry events, specialized job boards, and partnerships with educational institutions.
Consider implementing blind resumé reviews or structured skills assessments to mitigate unconscious bias and ensure candidates are evaluated primarily on merit rather than connections.
Misjudging Potential
At a time when new technology is introduced seemingly every day, hiring exclusively for current needs rather than future challenges creates long-term vulnerabilities.
As John Joseph, VP of Solutions at Tray.io, says, “Focus on future potential rather than just filling today’s gaps.”
During evaluation, assess their learning mindset. How quickly do they grasp new concepts? Have they demonstrated the ability to transfer skills across different domains? The answers to these questions can often predict long-term success more accurately than current technical proficiency alone.
Neglecting Cultural and Team Fit
Solutions engineering is inherently collaborative, requiring constant interaction with sales teams, product specialists, and customers. A candidate who demonstrates outstanding capabilities on an individual level but creates friction within these relationships will ultimately underperform.
Beyond skills, evaluate how candidates might complement and enrich your existing team dynamics. Consider involving potential peers in the interview process to gauge interpersonal chemistry and alignment with your organizational values.
Balancing Industry Expertise with Problem-Solving Skills
While domain knowledge provides advantages in understanding industry-specific challenges and terminology, strong problem-solving abilities frequently prove more valuable in the long run.
“If candidates are willing and able to ramp up on industry specific expertise, always go for the general skills,” says Paul Mander, General Manager of Optery. “It allows you to tap into a wider talent pool.”
The relative importance of industry expertise versus adaptability varies significantly based on your company’s specific circumstances. Organizational maturity, market position, and immediate business challenges all influence the ideal candidate profile.
“Early-stage companies might need industry experts, but growth-stage teams benefit from adaptable problem solvers,” says Joseph.
Consider your current team composition as well. If you already have strong industry expertise within your solutions organization, you might benefit more from introducing complementary skills and fresh perspectives rather than duplicating existing knowledge.
The right balance involves:
- Identifying which aspects of industry knowledge are truly essential versus those that can be learned on the job.
- Assessing a candidate’s learning agility and history of mastering new domains.
- Evaluating how quickly they grasp the fundamentals of your industry during the interview process.
The Path Forward: Developing Your SE Dream Team
Building a high-performing SE team remains one of the biggest challenges facing technical leaders today. While talent shortages exist at the top tier, many organizations simultaneously struggle with an overwhelming volume of applications from candidates who don’t meet essential requirements. Invest in clear job descriptions with precise skill requirements to draw in the right candidates from the start.
Remember that finding exceptional SEs is both an art and a science. Optimizing your hiring process and strengthening your employer brand pays dividends through reduced employee turnover, faster sales cycles, and improved customer satisfaction—making it one of the most strategic priorities for solutions leaders looking to build a lasting competitive advantage. And when making those final decisions, Evans says, “Always trust your gut. Every time I haven’t, it ends up being a mistake.”
