<p>In late 2009, I created a fictitious online persona similar to a Meebo JavaScript engineer. The fictitious engineer launched his own website, LinkedIn profile, and Facebook page, and over 18 months, received 237 emails from 180 recruiters and 195 companies.</p> <p>With the flood of activity, I realized that I could finally answer some recruiting questions that had been gnawing at me. Through oodles of visual graphs and examples, this presentation will answer:</p> <ul> <li>How do the engineering recruiting practices vary across different types of recruiters and companies? <li>What do the big guys get right? <li>Are in-house or external recruiters better? <li>If you're a start-up, what's the best recruiting strategy to win the talent war? <li>Is talent moving north? <li>If you're an engineer, what's the best way to position yourself online? <li>What are the biggest surprises learned from this experiment? </ul> <p>This is not your typical best practices presentation or a veiled attempt to convince you that Meebo does everything best. This is my own personal side experiment that I initially conducted to find fantastic recruiters. However, I unexpectedly stumbled upon some great insights about the recruiting landscape that I'm more than willing to share with others.</p>