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In the complex, fast-paced world of semiconductor design, electrical engineers have many exciting paths to choose from! Starting in their undergrad, aspiring EEs will gain exposure to the fundamentals of analog, mixed-signal and digital design, enabling them to experience different type of circuits and explore the advantages of each. Budding engineers and seasoned professionals alike typically figure out that they care about the end APPLICATION of their products as much as they care about the transistors underneath it all. So, they’ll pursue roles and career opportunities where they can follow their interests and ultimately see the products they create out “in the real world”. For some professionals, designing custom ASICs can offer an unrivalled level of satisfaction and a nonstop stream of fresh engineering challenges. Custom ASICs, (Application-Specific Integrated Circuits), are chips designed for a specific application or task. Developing them requires a deep understanding of markets, applications, and customer use cases and the very nature of these chips requires substantial design effort, teams that can work harmoniously together, and leveraging various skillsets  to compose various blocks of a larger chip that have to work seamlessly together. For engineers who care about what their designs can provide to the customer, there are many advantages of custom ASICs, including: Tailored Precision: Designed for specific applications, they provide optimized functionality and performance tailored to unique requirements, unlike generic chips. Efficiency: They excel in power efficiency, reducing power consumption and optimizing performance for specific tasks, crucial for applications like automotive systems. IP Protection: Their specialized nature makes reverse engineering difficult, offering enhanced intellectual property protection compared to standard components. Competitive Edge: They enable products with improved efficiency, reduced size, and the capability to execute proprietary algorithms, providing customers with a competitive advantage in the market. Time-to-Market Efficiency: By integrating multiple functions into a single chip and simplifying product design, they can shrink time to market, delivering optimized products faster. Custom ASIC design represents not just a technical endeavor, but a strategic investment in partnerships and a focus on the future of co-designed technologies. It's a field that combines creativity, expertise, and collaboration. We currently work with a client that is a leader in the field of custom ASIC design for some of the world’s largest end applications and we would be thrilled to share about their opportunities with engineers who are curious. Reach out to us for a conversation and one of our experienced recruiting team will be glad to engage with you! 📞 602-866-9600 📨 [email protected] #semiconductorindustry #asics #recruiting

Since the CHIPS and Science Act was introduced in 2020, large semiconductor companies like Intel, TSMC, and Micron have been racing to build new fabs to help reshore US semiconductor manufacturing. The prospect of tens of thousands of new jobs is exciting to us! But the reality is the US semiconductor sector has been losing employees for years, and that even extends to non-manufacturing roles. A recent study conducted by McKinsey highlighted that if measures aren’t taken to make our industry more attractive to younger people, this talent gap could become as large as 100,000 unfilled roles by 2030. What we found interesting in the McKinsey report is that multiple factors contribute to the growing talent shortage, each worthy of reviewing. We’ll share a link to the report in the comments so you can evaluate for yourself, but here are the key takeaways: ➡️There’s an Ongoing Shift in Required Skills - With the ramp of interest in Artificial Intelligence over the past two years, the industry is skewing more toward skills in AI/ML and applications. This is pulling engineers away from core engineering roles like system architecture, SoC and ASIC design. ➡️The Industry Has Low Awareness and Branding - College students surveyed showed an overall lack of enthusiasm for semiconductor companies, especially when contrasted against consumer-oriented tech brands. Also, a surprising 60% of executives believe that semiconductor companies have weak brands. ➡️More Employees Are Looking to “Change Ships” - A significant number of employees in semiconductors, 53%, are considering leaving their current jobs within the next three to six months, hoping to find more satisfaction elsewhere. The main reasons cited include a lack of career development and advancement opportunities and inflexible work environments. We’ve been involved in the semiconductor industry since SBT was founded in 1989, and our focus has been helping talented engineers find their next steps and helping leaders build world-class teams. So when we read data like this, it’s disappointing because we're passionate about this industry. As recruiters, we know it’s NOT easy for people leaders to develop and retain great team members, let alone recruit them in the first place. But there is hope that the semiconductor industry can start “reversing the tide” on this outflow, and actually start adding newcomers. Among the strategies shared in the McKinsey study are: 1. Tackling reasons for attrition 2. Identifying untapped talent pools 3. Enhancing storytelling related to semiconductors 4. Reimagining workforce productivity 5. Drawing on outsourced labor to manage shortages We applaud the dedicated leaders who are working on solutions to strengthen our industry! If you're looking for help to find a key person to replace someone you’ve lost or to help you grow your team, we stand ready to support you. Reach out to us today to discuss how we can partner: 📞 602-866-9600 📨 [email protected]

The power management IC (PMIC) sector is a rapidly evolving part of our industry that is being driven by advancements in technology, changing consumer behaviors, and the ever-increasing demand for energy-efficiency. Picture this: a busy city with millions of residents. The whir of electric vehicles is heard gliding quietly as they shuttle people to modern, highly-connected offices that are powered by battery stacks situated close to buildings. Everything is being powered by renewable energy. It might seem futuristic, but it’s closer to reality than we think and it’s all going to be made possible by the PMIC architects, design engineers, validation experts, and strategic marketers who have a vision for this brighter, greener future. In that world, every electron counts and every joule is precious. So for the PMIC professionals looking to advance their careers in power, here are 7 of the key considerations affecting growth in this space: 1. Energy Efficiency: With growing concerns about climate change and energy consumption, PMICs are being designed to optimize power consumption, reducing energy waste and increasing overall system efficiency. 2. Artificial Intelligence (AI) and Machine Learning (ML): The increasing adoption of AI and ML in various industries is creating a need for PMICs that can efficiently manage a system’s power consumption while processing complex algorithms. 3. Autonomous Vehicles: The growth of autonomous vehicles is driving the demand for PMICs that can efficiently manage power consumption, heat generation, and thermal management in these complex systems. 4. Power Density and Thermal Management: As devices become smaller and more powerful, PMICs must be designed to manage heat generation and thermal management to prevent overheating and ensure reliable operation. 5. Security and Trust: With the increasing threat of cyberattacks, PMICs must be designed with security in mind, incorporating features like secure boot, secure firmware updates, and secure communication protocols. 6. Software-Defined Power Management: The increasing importance of software-defined power management is driving the need for PMICs that can be programmed and controlled through software, enabling more efficient power management and optimization. 7. Sustainability and Environmental Impact: The growing awareness of environmental sustainability is driving the need for PMICs that are designed with sustainability in mind, minimizing waste and environmental impact. These key considerations are shaping the PMIC sector and those who are driving innovation to meet the growing demands of various industries and applications. For curious engineers and leaders with backgrounds in PMIC design, applications, and product marketing: if you’re looking to take part in this revolution, you may want to explore some of our exciting roles in power by visiting: https://lnkd.in/gFVKq9VB #semiconductorindustry #powermanagement #PMIC

It’s clear that AI has already begun transforming industries and is revolutionizing the way we work. From automating routine tasks to enhancing decision-making processes, its impact is undeniable. But amidst this rapid evolution, a question remains: Is your career ready? Professionals across all sectors must adapt to stay relevant. Whether you're in finance, healthcare, or marketing, understanding the capabilities of AI is no longer optional—it's essential, for career longevity. AI doesn’t have to be perceived as a threat. As a technology, it’s an enabler of human potential and opens doors to new opportunities and roles! By upskilling in AI-related fields like machine learning, data analysis, or AI ethics, individual contributors can unlock new potential that stretches them outside of their current roles and helps future-proof their careers. Leaders who have already begun to embrace the AI revolution are paving the way for successful businesses and careers as well. By integrating AI into their strategies, they’re gaining remarkable business insights, streamlining operations, and helping their teams drive innovation and make companies more profitable. It’s their willingness to adapt that positions these forward-looking leaders as pioneers in the field of AI. So, follow their lead and seize this moment! Invest in learning AI technologies, collaborate with AI systems, and leverage its power to innovate. SBT is proud to feature a premier leadership role with a cutting-edge startup that is forging a new path in the field of AI. If you’re an innovative leader with a deep understanding of AI and strategies around its use, your next career chapter may be right ahead! To learn more, visit the link below https://lnkd.in/gmDgJEgQ #semiconductorindustry #artificialintelligence #hardware

In this fast-paced economy, integrating artificial intelligence (AI) and machine learning (ML) has become crucial for organizations that want to succeed in an era being defined by digital transformation. Roles like data scientist, machine learning engineer, and AI researcher are indispensable for developing and implementing AI solutions. However, effective leadership is essential for providing them with the frameworks needed to translate their potential into action and navigate deployments that result in business outcomes. This is why AI and Machine Learning leadership roles are increasing in number across enterprise and mid-size companies. Titles like “Chief AI Officer” and “VP of Artificial Intelligence and Machine Learning” are tasked with setting technology strategy, identifying integration opportunities, determining how to monetize their services, and spearheading ethical practices. These AI leaders need to possess a multifaceted skill set that combines technical competence with business acumen to excel. After assessing dozens of role descriptions, here are the top four skills we find essential for success in AI leadership roles: 1. Expertise in AI: Obviously, mastery of AI technologies is paramount. This includes a deep understanding of machine learning, natural language processing, computer vision, and deep learning. Leaders must stay abreast of the latest advancements and methodologies to drive innovation and outmaneuver competitors. 2. Data Science and Analytics: Proficiency in data science forms the foundation of AI leadership. Leaders should be adept at data analysis, mining, statistical modeling, and visualization techniques. This expertise enables them to derive actionable insights from data, and fuels informed decision-making that drives business value. 3. Business Acumen: AI leaders must have strong business acumen to align AI initiatives with organizational goals and strategies. This involves effective communication with stakeholders, understanding market dynamics, and identifying opportunities for AI integration that drive competitive advantages. 4. Ethical AI Understanding: As AI becomes pervasive, ethical considerations take center stage. Leaders must navigate complex ethical dilemmas related to bias, fairness, privacy, and transparency and champion responsible practices, not only to ensure their AI systems are ethical, but also to keep their companies compliant with regulations. These AI leadership roles are on the rise and we are privileged to be working with a client that has a technical AI leadership role focused on leading model development teams, which you can read about here - https://lnkd.in/gmDgJEgQ Contact us today to discuss accelerating your career in AI 📞 - 602.866.9600 📨 - [email protected] (use the subject line "AI Career") #semiconductorindustry #artificialintelligence #machinelearning

Attrition of employees is a major threat to the competitiveness of the United States semiconductor industry and a problem that continues to grow. As the older workforce ages into retirement and thousands of foreign-born students with advanced degrees return to their countries for lack of long-term visas, it creates a “brain drain” effect that threatens our global competitiveness. Though the industry is projected to add around 114K new jobs by 2030, a report co-authored by the Semiconductor Industry Association and Oxford Economics(1), estimates about 67,000 jobs, or 58% of all new jobs created across manufacturing AND design, risk going unfilled by the end of the decade. Not only is this the result of attrition, we also aren’t training enough engineers, scientists, researchers, and technicians to have a net positive impact on workforce growth. To counter this outflow of talent, The Subcommittee on Microelectronics Leadership and Committee on Homeland and National Security engaged in extensive research over three years and published their findings in a report released last month. The report outlines key actions for strengthening the US workforce, and among those being implored are: 1. Support Learners and Educators Across Disciplines Relevant to Microelectronics: Collaboration is needed involving industry, academia, and government leaders to create high-quality teaching resources, hands-on projects, and training programs from K-12 to graduate levels. In addition, leaders must integrate disciplines beyond the traditional fields like electrical engineering and computer science; including chemistry, industrial engineering, and materials science. 2. Foster Public Engagement and Raise Awareness of Career Opportunities in the Industry: Engaging with parents, teachers, and informal STEM learning venues like science centers can broaden public understanding and interest in semiconductors. Leveraging marketing like social media, and events like competitions can further amplify outreach efforts. 3. Prepare an Inclusive Current and Future Workforce: Leaders and policymakers should recognize the importance of reaching traditionally underrepresented populations and foster their interest in meaningful careers in the industry. Efforts to prepare this workforce involve expanding education initiatives nationwide, including smaller schools and community colleges. We stand with the policymakers, educators, and industry leaders who are focused on building the current and future workforce, yet we ALSO recognize companies will still face challenges in the present to recruit and retain the best engineers. This is why we stand by, ready to consult semiconductor industry leaders who want that support, and offer our proven strategies to ensure they have the talent they count on for strong organizations. Contact our experienced leadership team to learn more: 📞 602-866-9600 📨 [email protected] #semiconductorindustry #talentacquisition #talentdevelopment

Already dreading Monday? It's time to change that narrative! Our team is recruiting engineering and leadership roles for world-class semiconductor clients in Power, ASIC, and AI/ML chip design. We're looking for passionate semiconductor design engineers and leaders who want to love what they do, every day. Your next challenge may be waiting. Explore opportunities on our careers page: https://lnkd.in/gFVKq9VB #semiconductorindustry #engineering #leadership

There’s an evolution underway that is reshaping the landscape of talent development in the semiconductor industry and at the center of this shift is Arizona State University When the US CHIPS and Science Act was launched, it sparked a tidal wave of investment from companies like Intel, TSMC, Samsung, and Micron, all eager to build new fabs. As ASU professor Zachary Holman explained to ASU News, “This is a once-in-a-generation opportunity in the US for semiconductor manufacturing.” These new fabs will support the US’ ambitions for semiconductor sovereignty, but they will also need tens of thousands of skilled engineers and scientists over the next few decades to develop the processing and packaging techniques involved with producing advanced semiconductors. As Professor Holman stated, “Every time we talk with a company, they want to know how we can produce more talent, and faster, despite the fact we’re already graduating nearly 7,000 engineers a year.” ASU’s faculty have responded and are working diligently to forge partnerships with leading companies to create programs and curricula that will educate the next generation of skilled semiconductor talent. For example, ASU recently announced a new partnership with Deca Technologies, a pioneer in advanced packaging technologies that the industry relies on. Deca is known for its fan-out wafer-level packaging (FOWLP) techniques and the two organizations will build the country’s first and only FOWLP research and development center together. Designing and manufacturing more powerful and efficient semiconductors may be the focal point of the US CHIPS Act, but nurturing the workforce is equally as important and ASU is one of the few universities in the country addressing the multi-disciplinary requirements of the industry. “Here at ASU, we currently have 200 students-plus doing packaging-related courses,” said Professor Chris Bailey, at the School of Electrical, Computer and Energy Engineering. “It’s is one of the great things about ASU — I have students there from chemical engineering, from materials science, from electrical engineering and mechanical engineering because they're all important for advanced semiconductor packaging.” As the longest-standing recruiting company in the semiconductor industry, we recognize the pivotal role that talent plays in fab organizations. While ASU and its partners are developing the workforce of tomorrow, many engineering leaders need staff today. Whether you're a skilled engineer seeking new opportunities, or a company leader looking to recruit top talent, we stand ready to support you. Connect with us today to explore how we can write the next chapter of the semiconductor industry! 📞 602-866-9600 📨 [email protected] #semiconductorindustry #talentdevelopment #recruiting

The US semiconductor industry is confronted with a pressing challenge: a shortage of qualified engineers, scientists, leaders, and technicians to staff existing and forthcoming fabs. The aging out of the current semiconductor workforce is outpacing the influx of new talent and recognizing the urgency of this situation, forward-thinking semiconductor industry leaders have started taking proactive measures to tackle this issue. By expanding their talent pools and implementing diversity initiatives, these leaders are paving the way for a robust and sustainable workforce. Here's how they’re doing it: 1) Proactive Diversity Recruitment Initiatives: These leaders are spearheading efforts to build more diverse teams through targeted recruitment initiatives, such as actively seeking talent from underrepresented groups, including women, racial, and ethnic minorities. By broadening their pool of potential candidates, companies are fostering creativity, enhancing team dynamics, and creating cultures that are inclusive. 2) Investment in Pipeline Programs: To cultivate the next generation of semiconductor talent, these leaders are investing in programs that provide opportunities for underrepresented groups to explore careers in the field. Their initiatives often involve partnerships with educational institutions, internships, and outreach efforts aimed at inspiring students from diverse backgrounds to pursue careers in STEM and microelectronics. 3) Promotion of Diverse Leadership Representation: Driving cultural change within semiconductor companies requires diverse leadership representation. These leaders are actively identifying and developing talent from underrepresented groups and empowering them to attain leadership roles, including executive positions and board memberships. By elevating diverse voices, these leaders can foster a culture that signals to employees that career growth is attainable for all. 4) Creating Supportive Workplace Systems: In recognizing the importance of fostering inclusion, some industry leaders are expanding their efforts to create workplace environments that cater to the needs of a diverse workforce, such as the implementation of family support systems like onsite childcare facilities. These support systems not only enable mothers to balance their professional and personal responsibilities but also contribute to a more inclusive and equitable workplace culture. By prioritizing diversity recruitment initiatives and investing in programs that enable underrepresented populations to enter the industry, semiconductor leaders can build a resilient workforce that is capable of driving innovation and maintaining competitiveness in our ever-evolving landscape. If you’re a leader who wants to have a conversation about recruiting top talent to staff YOUR diverse workplace, reach out to us today! 📞602-866-9600 📨 [email protected] (use subject line ‘diverse talent’) #semiconductorindustry #talentacquisition #recruiting

The Semiconductor Industry Association, released a new report that calls attention to the concern around the lack of talent needed to staff new fab sites being built around the United States by companies like TSMC, Intel, Samsung, and Micron. The US semi manufacturing sector has faced a growing shortage of talent for years and with fabs are once again being built on US soil, alarm bells are ringing. A chief concern among leaders is, “where will we find the engineers, scientists, and technicians we need?” Recruiting talent away from competitors and using contract labor can be helpful stopgaps, but managing facilities, in the long run, requires labor planning strategies that stretch beyond the horizon. There have been impressive efforts by companies like Intel - which has worked with policymakers, university faculty, state and local workforce development organizations, to expand programs aimed at developing technical skills in technician-level roles. Yet, building a pipeline for disciplines like scientists and those who develop advanced process technologies can take longer, because they often require many years of study. The SIA report offers perspective and provides hope in the form of resources for organizations that need to address their talent shortfalls. Here are some of the key takeaways that semiconductor manufacturing leaders should consider in developing their plans: 1. Improve Technician Training: Support the development of high-quality workforce training programs that are aligned with industry needs. This can be done by collaborating with universities, community colleges, and workforce development groups. 2. Engage with Congress for Innovation Workforce Funding: Advocate for increased investment in federal R&D programs aimed at helping train future semiconductor innovators. 3. Streamline Workforce Development Policies: Urge state and federal representatives to develop policies that simplify training programs, reduce complex enrollment requirements, and facilitate career planning for both traditional and non-traditional students. 4. Promote STEM Participation: Push for policies that reduce the financial barriers to STEM education to ensure inclusivity and access for ALL aspiring semiconductor professionals. Leaders should also routinely benchmark their salaries and strive to offer competitive packages, particularly for new entrants to the industry. 5. Attract and Retain Global Talent: Work with policymakers to reform immigration policies and support the integration of international students into the semiconductor workforce. Currently, 60% of the US semiconductor workforce is made of foreign students with advanced degrees in semiconductor-relevant engineering or computer sciences. For organizations seeking support in talent attraction and recruitment, we at SBT are ready to assist. Reach out to us today to learn how we can help your company build the workforce of tomorrow. #semiconductorindustry #talentacquisition #recruiting