Engineering technical personnel serve as the core driving force behind technology transfer. Based on survey data from enterprises in T Park, this paper analyzes the shortage of engineering technical personnel currently impeding the technology transfer process. Structural deficiencies in the talent evaluation system, insufficient recruitment efforts, a disconnection between training systems and market demands, and the limited effectiveness of talent introduction are the primary causes leading start-up technology enterprises to face the dilemmas of “low talent-job matching” and the inability to “recruit or retain talent.” This paper proposes a series of mechanism optimization strategies across four dimensions: evaluation, cultivation, recruitment, and utilization. These include constructing a refined talent evaluation system, deepening the industry-education integration training model, promoting collaborative talent introduction through policy and service coordination, and leveraging existing talent while cultivating new talent. These strategies aim to provide practical pathways for facilitating key links in technology transfer and fully unleashing the potential of engineering technical personnel.