AI and Engineering Careers Insights from Wurth Elektronik

Artificial intelligence (AI) is rapidly shifting from experimental tool to required layer within engineering workflows. From AI-assisted hardware design and digital twins to energy-efficient power modules that support increasingly intelligent systems, the electronics industry is entering a period of rapid evolution. But what does this mean for European engineers and the companies that employ them? Viktoria Zimmer, Global Head of People & Culture at Würth Elektronik eiSos, shares her perspective on how AI will reshape technical roles, why human judgment remains irreplaceable, and how companies must rethink learning and talent strategy to thrive in the AI era.

The European electronics job market in the age of AI

C. J. Abate: As Elektor engages regularly with thousands of professional engineers across Europe, we often hear mixed opinions about how AI will reshape careers. From your perspective as the Global Head of People & Culture at Würth Elektronik eiSos, how do you envision the European electronics job market evolving in 2026 as AI becomes a standard tool in engineering and product development?

Viktoria Zimmer: My vision is that AI will be an enabler for people to work more efficiently, to be able to spend more time on creative, conceptual work or communication with customers and other interfaces, and to be supported by AI in more operational tasks. For the job market, this means that there will be a demand for skilled workers who can use the new tools productively and thus give our company new impetus: at the operational level, we will no longer do many things ourselves; instead, we will simply tell AI what to do — and then check whether it has done it correctly.

Abate: Many companies are rapidly incorporating AI-enabled design tools into their workflows. Do you have a feeling for which technical roles or competencies will grow most rapidly in the next year or two?

Zimmer: Absolutely. As AI becomes a standard layer within engineering workflows, we see several competencies gaining momentum:

• AI-supported hardware & system design: Engineers who combine classical electronics know-how with data-driven design methods will be in high demand. The ability to validate concepts faster using simulation, predictive modeling, or pattern recognition is becoming a real differentiator.
• Power electronics & energy-efficient design: With sustainability and electrification accelerating, expertise in power modules, magnetics, and energy management will continue to grow.
• Embedded systems with AI integration: As our customers’ products become smarter, engineers capable of embedding algorithms directly at the edge will play an increasingly crucial role.
• Digital toolchain & data competence: Beyond coding skills, there is a rising need for “AI fluency”, meaning the understanding of how tools like REDEXPERT, digital twins, or automated design flows can augment your engineering work. This is particularly relevant for our technical sales engineers, who increasingly use digital touchpoints to support customers throughout the design-in process.

Across all these areas, curiosity, a willingness to experiment, and a collaborative mindset matter as much as the technical toolkit — perfectly aligned with our values.

Abate: Elektor community members, including our in-house engineers, believe AI will increasingly automate parts of the engineering process. Do you anticipate AI reducing the demand for certain positions, or will it mainly shift the types of skills that companies like Würth Elektronik look for?

Zimmer: Our business model is very customer-centric. We aim to deliver high quality, fast delivery, and comprehensive services. All efforts are focused on our ambition to deliver “more than you expect”. Unconditional customer orientation is a key qualification for us, and that will not change in the age of AI. We believe in combining human interaction with the possibilities of different digital touchpoints. Therefore, we are growing our department for e-business, to support customers with digital tools during the design-in process as well as during procurement. We already have a wide range of tools that we are looking to build on and integrate. This particularly impacts how our technical sales engineers interact with customers, using the different digital touchpoints to deliver additional support.

Challenges facing engineers & hiring companies

Abate: Many engineers tell us that keeping up with emerging technologies feels more demanding than ever. It’s one of the reasons why we launched our learning business — Elektor Academy Pro. What are the biggest challenges engineers will face as they adapt to AI-driven processes and tools?

Zimmer: As an engineer, you have always had to continue learning throughout your career, gain further qualifications, and use new technologies and methods. However, artificial intelligence will boost the pace of innovation in a way that has never been seen before. This is, of course, a challenge for every engineer — but above all, it is an opportunity. Based on what we see inside Würth Elektronik and across our customer ecosystem, three challenges stand out:

• Staying ahead of the learning curve: AI accelerates innovation cycles, which means technologies evolve faster and engineers must learn continuously to maintain their expertise.
• Balancing automation with intuition: AI can automate calculations, propose PCB layouts, or analyze component behavior, but it cannot replace human judgment, empathy, and creativity. Artificial intelligence “thinks” differently than traditional software: it expands its possibilities — but also the range of errors. Engineers must learn to evaluate AI-generated results critically rather than accept them at face value.
• Interdisciplinary collaboration: AI-driven development increases the overlap between electronics, software, data analytics, and systems engineering. Engineers will need strong interface and communication skills to work across disciplines. Our company mission is “Creating Together” and we have always put a strong emphasis on collaboration, which gives us a competitive edge here.

At Würth Elektronik eiSos, we support these transitions with a strong learning culture, digital learning platforms like WElearn, hands-on development programs, mentoring, and cross-functional experiences.

Abate: The journalists on our eeNews Europe team inform us that some companies are struggling to find and retain top technical talent. What are the main challenges that companies like Würth Elektronik face in this competitive hiring landscape?

Zimmer: Würth Elektronik eiSos operates in the market for electronic components, with a focus on passive components and connectors. This area is essential for every design, but often underrepresented in university programs. As a result, many engineers join us with strong foundations, but little exposure, for example, to magnetics, EMC behavior, or electromechanical components. Therefore, our main challenges include:

• Extensive technical onboarding: We invest heavily in training. From fundamentals to deep competency in our product families. This requires time, commitment, and excellent trainers, but it is part of our “more than you expect” promise.
• Competition for talent: Technical talent support is in high demand everywhere. We differentiate through culture: by offering appreciation, trust, and collaboration – but the market is extremely dynamic.
• Retaining curiosity and a long term mindset: We look for people who enjoy continuous learning, customer proximity, and global teamwork. In a competitive market, this means offering meaningful development paths, strong team culture, and challenging projects early on.

The good news: our culture of appreciation, career development, and people-centered thinking continues to be a strong differentiator.

Würth’s current culture & near-term hiring outlook

Abate: How would you describe Würth Elektronik’s internal culture today, particularly within your engineering and technical teams?

Zimmer: Our mission is “Creating Together” and our spirit is “It’s About People.” In practice, that means:

• Appreciation is lived, not printed. People are seen, not just their outputs. We celebrate successes, support each other, and act with honesty and respect.
• Strong team spirit across borders. With colleagues in over 50 countries, engineers collaborate globally — sharing expertise, solving challenges together, and embracing our 1+1=3 mindset.
• Customer proximity drives innovation. Our technical sales engineers work closely with customers, understand real-world problems, and develop solutions hand in hand.
• A safe space for curiosity and experimentation. Whether in our test fields, labs, or digital platforms, we encourage learning, trying, and improving.

In short: we cultivate an environment where people feel trusted and empowered – because innovation happens only when people feel safe to explore.

Abate: From a “people and culture” perspective, many companies are reevaluating what employees need to thrive. What priorities are shaping your talent strategy at Würth Elektronik eiSos?

Zimmer: A people-centered employee experience: From onboarding to career development, we design every step with the human being in mind. Flexibility, psychological safety, and meaningful work are central. Competency development: We invest strategically in the development of personal and social competencies, leadership capabilities, and digital skills. Culture as our competitive advantage: We embed our values — appreciation, customer orientation, curiosity, collaboration — into daily actions. Programs like “It’s About People,” our New Work initiatives, and global leadership development sustain this culture as we grow.

Abate: Are there specific engineering or technical roles you expect to be most in demand at Würth Elektronik in the coming months?

Zimmer: Passive components are more important to AI than many people think. A key challenge for the coming months — and for many years to come — is