Talent 101’s AMS Verification services maximize productivity for our customers, IC Mixed-Signal Design. Building vs. buying a Verification Team (AMS or DV) is a question growing organizations face. AMS and DV design verification services are providing new alternatives.
Our customers develop a system on chip (SoC) design and specifications to meet or surpass their end customer’s requirements. Talent 101 creates the AMS verification plan, verification strategy, and resource plan. Talent 101’s Lead AMS Verification Engineer joins the Mixed-Signal design early in the design process. Early engagement ensures alignment between the design and verification teams. Our customers take the lead of the SoC design strategy. In parallel, the Talent 101 Lead Engineer starts the AMS verification effort. Talent 101 customers engage us for either top-level or block-level service models through pattern generation (PG; Tapeout).
The benefits above are only a few of many different reasons why an organization should use Talent 101’s Analog Mixed Signal (AMS) Verification Services. Talent 101 currently services Fortune 500 Semiconductor and IC Design companies.
Download the Talent 101 white page on Analog Verification/Regression below.
On July 1st, Kelley Blue Book asked the question on everyone’s mind: Is the end of the chip shortage in sight? Then it answered its own question with cautious optimism: yes, automotive chip production is catching up— slowly but surely.
After months of dire reports predicting that the automotive chip crises could extend through 2022 and even into early 2023, there is now good news for automakers and their customers. Several automakers have reported that they are starting to feel the shortages easing up and their chip supply stabilizing.
In April 2022, the number of job openings in the U.S. decreased to 11.4 million, according to the Bureau of Labor Statistics’ June 2022 Job Openings and Labor Turnover Summary. However, the number of employees who quit their jobs in April remained steady at 4.4 million.
Today’s organizations are looking for innovative ways to stem the flow of employee resignations and the subsequent loss of valuable skills. That’s why a growing number of organizations are turning to upskilling or reskilling their workforce.
Upskilling employees has become a go-to strategy for many companies looking for a proactive approach to overcoming the persistent skills shortage and tight labor marketplace. Upskilling and reskilling an existing workforce yields several benefits, but in the current market, one of its most important functions is the retention of existing employees.
Despite the many reports that have painted a “doom and gloom” picture of the semiconductor industry due to chip shortages and hiring challenges, many companies around the world are not slowing down their growth plans. In fact, global semiconductor billings grew 5% year-over-year to $24.7 billion in the first quarter of 2022, as reported by SEMI in Worldwide Semiconductor Equipment Market Statistics (WWSEMS) Report.
“Year-over-year first quarter equipment revenue growth is in sync with positive forecasts for 2022 as the semiconductor industry continues its robust increase of fab capacity,” said Ajit Manocha, SEMI president and CEO. “North America and Europe logged healthy quarter-over-quarter rises in equipment spending as they intensify efforts to bolster domestic chipmaking.”
In the second quarter of this year, several businesses announced their growth plans in locations around the world — from Connecticut to Taiwan. Here is an overview of just a few of the many initiatives underway in the semiconductor industry in Q2 2022.
