With over 287,000 software engineers in Europe and saturated hiring markets in Poland, Berlin, and the UK, recruiting top software engineering talent has become a challenge. Download this report to strategically recruit these in demand professionals Find more Talent Pool Reports: lnkd.in/TalentDemand Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg Follow the LinkedIn company page: http://linkd.in/1f39JyH Tweet with us: http://bit.ly/HireOnLinkedIn

1. Talent Insights
Talent Pool Report
Software Engineers - Europe
Technical Salespeople September 2012
Executive Summary Where should you look for talent?
Did you know that a software engineer in London • Hidden Gems: These mid-sized markets have relatively
is over two times more likely to be contacted by a lower demand, meaning hiring is likely to be easier
recruiter than a software engineer elsewhere in the
• High-Demand: These are the largest markets, where
UK? LinkedIn data shows that:
overall demand is also highest and hiring may be difficult
• There are over to 287,000 software engineers
• Saturated: These small to mid-sized markets also have
throughout Europe
very high demand, meaning hiring is likely to be difficult
• Hiring markets in Poland, Berlin, and Reading,
UK are demand saturated and hiring is likely to
be difficult
Region Quadrant
• Medium, lower-demand markets like Russia,
100
Sweden, Italy, and Romania are likely to offer 90 SATURATED HIGH-DEMAND
London
untapped sources of talent 80
• Test-driven and agile software development 70
Ireland
methodologies as well as specialty Java 60
Wrocław
Reading
development skills are most in-demand 50 Kraków Bulgaria
• While this pool is driven primarily by good work- 40
Edinburgh
Czech Republic United Kingdom,
Slovakia
life balance and challenging work, they differ Berlin Amsterdam Other
from other talent in that they see less value in Hungary Netherlands, Other
Demand Index
30 Warsaw
Paris
Barcelona
working for a company with a long-term Brussels Poland, Other
Ukraine
strategic vision Madrid
Romania Sweden
20 Zürich
Russia Israel
Copenhagen Greece
Overview
A world of insights can be gathered from LinkedIn’s 175 10
Belarus
million members - the world’s largest professional network. Finland
“Java” ,” .net”,” iOS”, and “C++” are some of the most
Serbia
frequently searched terms by recruiters, showing that the Italy
market for software engineering talent is one of the hottest HIDDEN GEMS
in Europe. LinkedIn recruiter activity and member data can 1,000 1,500 2,000 3,000 4,000 5,000 7,000 10,000 15,000
be used to determine supply and demand for this talent Supply (# Professionals)
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?
Demand based on recruiter activity on LinkedIn
Recruiter activity can also highlight which skills are in high
Large, high-demand demand. For software engineers, our data shows that
regions professionals with skills like Test-Driven Development, JMS,
Agile Development, and JBoss are highly sought after on
LinkedIn. Therefore, expect to spend more time filling
positions that require these skills.
DEMAND
Large, low-demand
regions “Hidden Gems”
SUPPLY
Number of talent pool members in each region

2. What do software engineers consider when evaluating a job?
Percentage who believe each attribute is important when considering a job opportunity
52%
GOOD WORK/LIFE BALANCE
55%
47%
CHALLENGING WORK
54%
GOOD RELATIONSHIP WITH 34%
YOUR COLLEAGUES 41%
47%
EXCELLENT COMPENSATION & BENEFITS
41%
30%
CULTURE THAT FITS MY PERSONALITY
30%
24%
FLEXIBLE WORK ARRANGEMENTS
28%
23%
STRONG CAREER PATH
17%
A COMPANY WITH A 22%
LONG-TERM STRATEGIC VISION 14%
Average Software Engineers
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.
1. Employees’ Networks
Engage with the talent already connected to your employees
Over 6.1M LinkedIn members – including your employees – are connected to this talent pool
2. Company Followers
Post relevant information about your company and industry
Members are nearly 3x more likely to apply for jobs at companies they follow
3. Company/Career Page
Give candidates a picture of what it’s like to work for your company
Showcase your employment brand with focused, targeted content
4. Targeted Advertising
Dynamically deliver your message to members that fit your opportunity - on and off LinkedIn
Drive traffic to your career page and jobs, or reach out to passive candidates directly
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
Survey Methodology: In October 2012, LinkedIn conducted online interviews among 7,368 members who reside in Belgium, Denmark, Finland, France,
Germany, Ireland, Italy, Luxembourg, the Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, and the UK.
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