Talent Insights

Technical Salespeople Talent Pool Report

Executive SummaryDid you know that a software engineer in the SF Bay Area is over two times more likely to be contacted by a recruiter than a software engineer in New York or Boston – the second and third largest markets for this talent? LinkedIn data shows that: • There are close to 480,000 total software engineers throughout the United States • The SF Bay Area has the biggest population of talent, but also has 2x greater-than-average demand • Medium, lower-demand markets like Washington D.C., Dallas, Atlanta, Austin, and Denver are likely to offer untapped sources of talent • Big Data, specialty Java development, and web application skills are in high demand • While this pool is driven primarily by good work-life balance, excellent compensation and bene�ts, and challenging work, they differ from other talent in that they value the ability to work with high-caliber people

OverviewA world of insights can be gathered from LinkedIn’s 175 million members - the world’s largest professional network. “Java”, ”.net”, ”iOS”, and “C++” are some of the most frequently searched terms by recruiters, showing that the market for software engineering talent is one of the hottest in the US. LinkedIn recruiter activity and member data can be used to determine supply and demand for this talent pool. A higher demand index means that the average professional in a region is receiving more contact from recruiters than peers in other regions.

Which skills are in short supply?Recruiter activity can also highlight which skills are in high demand. For software engineers, our data shows that expertise with skills like Hadoop, HTML5, REST and Ruby on Rails is highly sought after on LinkedIn. Professionals with these skills are up to 6x more likely to be contacted by a recruiter. Therefore, expect to spend more time �lling positions that require these skills.

Where should you look for talent?• Hidden Gems: These mid-sized markets have relatively lower demand, meaning hiring is likely to be easier• High-Demand: These are the largest markets, where overall demand is also highest and hiring may be dif�cult• Saturated: These small to mid-sized markets also have very high demand, meaning hiring is likely to be dif�cult

DEM

AN

D

HIGH-DEMAND

HIDDEN GEMS

SATURATED

SUPPLY

Large, high-demand regions

San Francisco Bay

New York City

Washington D.C.

San Diego

Chicago Boston

Dallas/Fort Worth

Los Angeles

Orange County, CA

Austin

Phoenix, AZ

Portland, OR

Minneapolis/St. Paul

DenverAtlanta

Seattle

PhiladelphiaRaleigh/Durham, NC

Large, low-demand regions “Hidden Gems”

Number of talent pool members in each region

Dem

and

bas

ed o

n re

crui

ter

acti

vity

on

Link

edIn

Supply (# Professionals)

Region Quadrant

Software Engineers September 2012

2,000 50,0005,000 10,000 20,000

Dem

and

Ind

ex

20

30

40

50

60

70

80

90

100

Copyright © 2012 LinkedIn Corporation. LinkedIn, the LinkedIn logo, and InMail are registered trademarks of LinkedIn Corporation in the United States and/or other countries. All other brands and names are the property of their respective owners. All rights reserved.

What do software engineers consider when evaluating a job?Percentage who believe each attribute is important when considering a job opportunity

How can you reach out to this critical talent pool?Reach this critical talent by leveraging the assets you already have on LinkedIn. Beyond that, posting your software engineering positions on LinkedIn allows our matching algorithms to put those jobs in front of relevant candidates – active or passive.

Want to learn more about how your company is already connected to this talent pool and how you can best leverage these assets to reach this important talent pool for job opportunities? talent.linkedin.com

1. Employees’ NetworksEngage with the talent already connected to your employeesOver 11.7M LinkedIn members – including your employees – are connected to this talent pool

2. Company FollowersPost relevant information about your company and industryMembers are nearly 3x more likely to apply for jobs at companies they follow

3. Company/Career PageGive candidates a picture of what it’s like to work for your companyShowcase your employment brand with focused, targeted content

4. Targeted AdvertisingDynamically deliver your message to members that �t your opportunity - on and off LinkedInDrive traf�c to your career page and jobs, or reach out to passive candidates directly

SHORT COMMUTE

FLEXIBLE WORK ARRANGEMENTS

JOB SECURITY

HIGH CALIBER PEOPLE

CHALLENGING WORK

EXCELLENT COMPENSATION & BENEFITS

GOOD WORK-LIFE BALANCE

Software Engineers US Average

21%

13%

25%

28%

28%

32%

23%

37%

27%

22%

64%

51%

38%

30%

60%

63%

Survey Methodology: In July-August 2012, LinkedIn conducted online interviews among 4,897 members who reside in the United States.

A COMPANY CULTURE THAT FITSMY PERSONALITY