This thesis aspires to help technical companies to combat gender segregation in a male dominated field of engineering. With all the gender equality initiatives both from national andEuropean Union, this thesis purpose is to provide technical companies strategies to attract more female engineering talents to apply to them. A semi-structured interview with both female engineering students and working female engineers were conducted. Aside from questions aiming to gather information on what company attributes attract them when looking for jobs, collages of images and text from two company anonymized homepages were shown to them to evaluate. Furthermore, respondents were also asked to review two anonymized job advertisements with similar posts.To examine the interview data, this thesis employed previous and current theories of Employer Branding, Realistic Job Previews (RJP), and employer recruitment signals, alongside thematic analysis. To attract more female engineers, the findings suggest that technical companies should adopt several strategies. They should offer transparency and showcase female engineers through various media. Additionally, emphasizing work-life balance and diverse benefits is crucial. Companies should also utilize satisfied employees and social media, especially LinkedIn, as key Employer Branding channels. Furthermore, enhancing job advertisements with visuals can broaden their appeal.