Talent 101 works with clients in the semiconductor and electronic systems industries around the world to provide solutions and end-to-end support through engineering and technology services. Our engineering services focus on four key disciplines: electronic hardware, embedded systems and applications software, mechanical engineering, and testing and validation. Our Engineering Services engagements are done in turnkey, milestone, outsourced and individual or team augmentation format. Additionally, Talent 101 also provides clients with SME consulting, field servicing, and equipment support.
After months of recruiting and hiring top engineering candidates, it’s finally the time of year where you can look forward to a well-deserved break. But while the holidays are a great time to cash in those vacation days, it’s also a golden opportunity to discover and hire the best candidates.
Don’t let the best engineering candidates go cold over the holidays. With less competition and a dedicated candidate pool in the winter season, it makes good business sense to maximize your efforts before you ring in the new year. Stay proactive and finish the year off strong by adopting these tactics into your holiday hiring agenda.
The number of great technical candidates has risen and fallen a lot throughout the years. Nowadays, the talent search isn’t easy; hiring managers have to stay laser-focused on filling critical open roles productively and efficiently or risk losing the best candidates to competitors.
At the Talent CIRCUIT, we take strong measures to select, interview, and qualify candidates to build a talent repository focused on the chip industry. The result? A list of highly competent candidates available when you need them.
Through our research and data, we uncovered popular roles and candidate pools to keep on your radar for future projects. Let’s explore some of the top engineering talent and in-demand roles we have available in the CIRCUIT to help you refresh your hiring pipeline.
It’s the third round of interviews, and you’re close to making an offer with a top engineering candidate. But the odds of sealing the deal with the best candidate might slip through your fingers. In a candidate-driven market, they’re weighing their options between offers. As companies race to snag the best engineers, what can you do?