The document discusses hiring trends in the software and data science sectors, emphasizing a significant demand for data scientists, which has increased by 345% since 2013. Challenges include a shortage of qualified candidates and a competitive market, leading employers to sometimes overlook the realities of current hiring dynamics. Strategies for job seekers include targeted applications, direct networking, and comprehensive research on potential employers to stand out in this high-demand field.

1. Hiring in the
Software & Data
Science Sector
Bethesda Data Science Meetup
Brought to you by Conlan Scientific
January 16th, 2020

2. 2
Aerotek - Our People Are Everything
Industry
Recognition
Staffing Industry Analysts (SIA)
#1 Global Provider of Engineering Staffing
#1 U.S. Provider of Scientific/Clinical Staffing
#1 U.S. Provider of Office/Clerical Staffing
#3 U.S. Provider of Accounting/Finance Staffing
#3 U.S. Provider of Industrial Staffing
G.I Jobs
Top Military Friendly Employer
ClearlyRated
Best of Staffing Client Satisfaction
Best of Staffing Contractor Satisfaction
Workplace Dynamics
Top 150 Workplaces in the U.S
National Assoc for Business Resources
National Best & Brightest Companies to Work For
Privately Held Organization
Recruiter WorkSpace (RWS)
is our proprietary web-based applicant
tracking system that houses more than
32 million candidate profiles
3,600+ Recruiters who are industry
aligned to ensure they are well versed in the
nuances of the industries they serve.
19,000+ Active Customers
100,000+ Active Contractors
250+
Aerotek field offices
throughout North
America & Europe
2018 Revenue $6.6B
2017 Revenue $6.0B
2016 Revenue $5.6B

3. 3
Geographic Footprint
Aerotek has more than
230 non-franchised field office
locations throughout North America
Each office has industry aligned
recruiters and customer support
personnel

4. 4
Data Science – Industry Applications
Wide Field of Industries
Hugely widespread application to virtually any industry. This allows someone with a
skill set in data science to have a very broad array of potential employers. Common
drivers include the continued development for new uses for AI and Machine Learning.
Multiple Practices:
The techniques and analysis used by data scientists are able to solve problems of
data security, faster data processing, data visualization, advanced problem solving
and simulation/ modeling.
Future Growth:
Constant evolution of the craft and the new areas where they will need increased Data
Analysis, mining and security. “Data Scientist” will come to mean many different
things depending on the industry.

5. 5
Opportunities in the Local Market
Market Analysis
Covers Washington DC Metro, Baltimore Metro
Top 5 Skill Sets in the SW/ HW Vertical 
Vertical covers over 957,942 total jobs just in SW/ HW.
Wide Variety of Employers:
The market covered include Headquarters for the top 5 DoD
integrators and over 4,000 individual employers who employed SW
developers of some variety.
Top Ranking
The DC Metro area ranked #3 in the United States as “top growing”
tech hubs in the country behind San Jose and San Francisco.

6. 6
Supply & Demand for Data Science Skillsets
Supply & Demand Analysis – 50 miles of Bethesda
1,257 Candidates 35,307 Jobs

7. 7
Challenges in Recruiting in SW & Data Science
Huge Demand:
Data Scientist related position demand grew roughly 30% in 2018 and over 345% since
2013.
Chronically Short Supply:
Unemployment in the SW development space overall is virtually 0. In the same time that
demand grew at 30+%, job seekers only grew at 12-15%, roughly half the rate of demand.
Attracting New Talent in a Competitive Market:
A large focus is on networking to be able to talk with more professionals in the field.
Focus needs to be frequently less about “the positions” and more about the ideal role for
the candidate.

8. 8
Impacts on Recruiting in the Segment Locally
Highly Competitive Market:
With the difference in needs versus candidates means that many candidates are
receiving multiple competing offers and entertaining interviews from multiple companies.
Forced to Look for Relocation-Minded Candidates:
We look locally whenever possible through all available avenues but frequently we are
forced to look at available outside geographic markets where we can potentially entice
with either the project, the company or the compensation.
Demand vs Supply Disconnect:
Employers are still sometimes making hiring decisions as if this was 4-5 yrs ago and
they are too particular in their decision process. We counsel them on the marketplace
dynamic as much as possible.

9. 9
Things to Differentiate Yourself In a Job Search
Be Intentional on Roles You Want:
It is not worth your time typically to throw a resume around everywhere and anywhere without
true interest in that role. Look for people to make contact with directly, put together a cover
letter and make calls instead of emails.
Research and Delve Into Details on the Company and the Project:
We work closely with candidates to provide details and encourage research. The more into the
weeds you can get with prospective employers on what they are working on (especially if it is in
a major interest area that excites you) the more you can make yourself a top candidate.
Emotion and excitement are contagious.
Work on Your Resume Details:
It doesn’t have to be one page. The details from each position should be different and should
highlight the project, highlight the main technologies used and specifically discuss YOUR
contributions. Be prepared to address areas commonly called “Red Flags”.

10. 10
Thank You
John Collins
Business Development - Aerotek Engineering
Phone: 301-250-4357
Email: jcollins@aerotek.com
Facebook.com/Aerotek
Linkedin.com/Aerotek
Find us on Facebook
Find us on LinkedIn
Find us on Twitter
Twitter.com/Aerotek
@Aerotek