Employee engagement (EE) has been shown to have important implications for the success of organizations. Most researchers have discussed employee engagement in terms of factors in a top-down, hierarchical model of the organization. However, there may also be contributing factors from an employee‟s intra-organizational social network. (IOSN). In this paper, we show that an employee‟s social network attributes can contribute to the prediction of engagement, primarily through centrality and homophily in a large, multinational company. Our research expands the range of theoretical factors that can predict employee engagement from a top-down vertical model to a mixed-factor horizontal model. We discuss how this work points toward a richer set of methods to predict engagement, as well as new ways of thinking about organizational networks.