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How do manufacturing CEOs know whom to hire? Writing in IndustryWeek, I provide guidance on hiring a technology leader and outline the skills needed for different Industry 4.0 roles. #digitaltransformation #techhiring https://lnkd.in/emtaMJch

Technology has never been more important to manufacturers than it is now. Companies need analytics to solve supply chain problems, digital twins of their production lines to drive efficiency and flexible, cloud-based architectures to integrate with their customers and partners.  As a result, CEOs are placing big bets on the technology leaders they hire. They must get this right. Martha Heller | IndustryWeek | #Manufacturing | #Technology

Are you considering hiring a VP of Engineering? Or are you a techleader curious about what companies look for when hiring a VP or Director of Engineering? Then check out our brand new Scorecard on how to hire your next VP of Engineering: https://lnkd.in/eNtMqzGc #engineeringleadership #engineeringleaders

🛠️ Transforming manufacturing teams starts with understanding their unique challenges and needs. Last month, we highlighted Pierre Dobrzykowski's significant impact on the industry. Now, Pierre shares his approach to grasping your hiring needs, particularly for those elusive niche specialists. 🗣️Looking for unmatched talent in manufacturing? Connect with Pierre directly or through our website and start building your dream team today → https://lnkd.in/gVh3eXPy #engineering #manufacturing #hiringtips #hiring

👷Navigating the Modern Market for Top Talent in Manufacturing👷♀️ The manufacturing industry is experiencing a renaissance 📈, driven by automation 🤖, digitalization 💻, and a renewed focus on domestic production 🏭. 🚨But with this growth comes a critical challenge attracting and retaining top engineering talent.🚨 👩💻Showcase Your Innovation because Manufacturing isn't just about factories anymore! Highlight your company's commitment to cutting-edge technologies and a culture of continuous improvement. 🧑🏫Craft Compelling Career Narratives (Not Just Job Descriptions) by Showcase Impact and go beyond responsibilities. Highlight how the role contributes to the company's mission and the future of manufacturing. What are your thoughts on the evolving engineering talent market? Share your insights in the comments! #manufacturing #engineering #automation #engineeringjobs #recruiting #futureofwork

Semiconductor careers with our comprehensive guide to 10 key job profiles in product roles, offering insights into roles, responsibilities, and career paths. Read More here💡

Business success is more about ‘who’ than ‘what.’ - Geoff Smart & Randy Street Before I joined Intel Granulate, one company’s hiring process really inspired me because of how smoothly everything went - from timely interviews to instant updates and extra care for the candidate’s experience. The CEO told me their secret was simple: everyone involved in the hiring process reads “#Who: The A Method for Hiring.” That advice changed how I recruit since then, focusing on only hiring A+ candidates. This guiding principle really shift my perspective: “As a leader, your main job is to pick the right people. Good teams can drive your business forward and build a lasting legacy.” This approach helped me build a team of *top* engineers 🥷🏻. After searching for the right person for over six months, Arik Gortsunian joined our team. From our first conversation, I knew he was the one. I told our recruiter, “Remember his name - he’s going to be a star.” Since joining in January, Arik Gortsunian has become the go-to guy for data engineering advice. His colleagues appreciate his professionalism and readiness to tackle any challenge. He shares his deep knowledge of databases and SQL widely, always with a smile. Arik leads by example, showing what it means to be a leader without needing a title. My goal as a manager is to create a workplace where everyone can improve, enjoy their work, and step up to lead. Arik isn’t just part of our team; he’s crucial to our success. Here’s to achieving more milestones together! 🏆 #Leadership #DataEngineering #TeamBuilding #IntelGranulate #CareerSuccess #EngineeringManager

Ok, I understand the biases. Now answer me in a concise way what could be the advantages of a semiconductor company in Germany to hire a seasoned professional? And the oracle answered as follows: Certainly! Here are some concise advantages for a semiconductor company in Germany to hire a seasoned professional: 1. **Extensive Experience:** Seasoned professionals bring years of industry-specific experience, knowledge, and expertise to the table, which can be invaluable in solving complex problems and making informed decisions. 2. **Established Networks:** They often have well-established networks within the industry, which can open doors to new partnerships, collaborations, and business opportunities. 3. **Mentorship and Leadership:** They can serve as mentors and leaders, guiding younger employees, sharing best practices, and fostering a culture of continuous learning and development within the organization. 4. **Stability and Reliability:** Seasoned professionals tend to have a track record of stability and reliability, which can be reassuring for employers looking for candidates who are committed and dependable. 5. **Customer Relations:** Their years of experience often come with a deep understanding of customer needs and preferences, allowing them to build strong relationships and deliver tailored solutions that meet or exceed expectations. To which I add one from my left pocket: if you find that experienced professionals are expensive, then try with non-experienced ones.

Ever been in a situation where you have a golden opportunity but can’t access the right talent to seize it? That’s exactly what happened to one of our clients and we felt their pain as their Talent Acquisition team struggled to find and attract the right talent who were likely working for competitors. They received a chance from a top customer for a crucial design-in and needed to build a capable engineering team from scratch. Through collaboration and our deep industry insights and relationships, we were able to recruit them the perfect team in record time. Here’s a look at how we did it: ➡️ Our client, a publicly-traded, fabless semiconductor organization with multiple Tier 1 customers needed to recruit an experienced team with a specific skill set and demonstrated synergy working together. Their Talent Acquisition team lacked the market insights to recruit from competitors and they also needed to safeguard the confidentiality of the opportunity. ➡️ We capitalized on our extensive network which included relationships with influential executives and engineering leaders to create enthusiasm about establishing a new design center. With leaders in place, we engaged individual contributor engineers and shared a compelling narrative about the opportunity, all while keeping details limited until we hit critical mass. ➡️ Within just three months, our Client had a team of 28 eager engineers and 2 influential leaders. This unlocked the door for them to seize the opportunity, resulting in hundreds of millions in new revenue. Discover how our collaborative approach to partnership helped build their dream team in our full case study below. #talentacquisition #recruiting #semiconductorindustry

As an Engineering Manager, hiring is a crucial responsibility. Understanding the organization's roadmap and periodically assessing the team's bandwidth are essential to give the engineering team a load expectation for the near future. Planning is necessary to avoid overloading our engineers. When I interview an engineer to join my team, I look for specific signals that indicate they are a good fit: - Skills (top priority, no compromise, not aggressive on specific programming languages) - Reliability (delivering on complex, high-priority items) - Teachability (ability to accept feedback and quickly learn new domains) - Learning pattern (proactivity in learning the ecosystem and technology) - Collaboration (ability to collaborate within and across teams) - Manage ambiguity (effectiveness in managing unclear requirements) - Get things done attitude with accountability. I direct my questions in a way that explains the specific situation the candidate has faced as it holds more weightage than abstract project-level responses. What strategies do you use when hiring for your team? Share them in the comments below. Follow Seetharaman GR to know more on my engineering leadership experience. I'm hiring for my team, apply for the jobs here https://lnkd.in/gEfF93Nr #hiring #engineeringleadership #engineeringmanager #interviewskills #buildingteams