Work with Us

Be a part of our CIRCUIT

At Talent 101 we connect our employees to projects that are important to our clients – that also means connecting our employees to what’s important in their lives!

Work With Us

Want to work where you’re inspired to explore your passions while continually developing and refining your skills? With Talent 101, you have the opportunity to innovate with leading-edge technologies making a difference in the world. Our employees value the opportunity to work hard, be creative, show leadership, and have fun.

SEARCH CURRENT OPPORTUNITIES

 

Whether you’re just starting your career, thinking about a career change, or ready to take your career to the next level, find your role at Talent 101. We maintain a CIRCUIT of high tech professionals and certified subcontractors to provide a reliable global workforce to our clients. This CIRCUIT platform has a long established reputation as being the facilitator between communities of Engineering, Information Technology, and Marketing and Communication resources. Though this platform, we plan and secure meaningful careers for our CIRCUIT candidates while filling the talent gap to help our clients reach their goals.

Our clients are global leaders and innovators in the semiconductor and electronic systems industries. In the direct collaboration with our clients, we provide resource and project solutions in the following areas:  

  • Statement of work (SOW milestone delivery)
  • Managed services for engineering and IT services
  • Contract
  • Direct-hire
  • Subcontracting management
  • Payroll services

Talent 101 is proud to offer a national benefits plan supporting a full range of options that can be customized to our employees’ lifestyles including medical, dental, vision, basic and supplemental life, disability, 401(k), and paid holidays.

If you want to start a conversation about the future of your career, please contact one of Talent 101’s Talent Resource Managers at info@talent-101.com or call us at 972-503-2101.

Be part of the Talent 101 CIRCUIT today.

how-to-reject-engineering-candidates-painlessly
How to reject engineering candidates painlessly

As a hiring manager, you’ll often face the challenging decision of choosing between multiple highly qualified candidates for one open role. And once you’ve made your selection and sent a job offer, you’ll have to break the news to the candidates who didn’t make the cut. Without careful planning and sensitivity, these rejections can leave candidates with a negative impression of your organization.  

While it may be easier to send a curt rejection response, impersonal communications can hurt your company’s reputation and affect your ability to attract top engineering talent in the future. Even if you’ve already made your hiring decision, putting some extra thought into rejection calls or emails can open opportunities for future job openings or contract work.

In this article, we’ll explore a few simple ways to create a considerate (and painless) experience when rejecting engineering candidates.


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USB 4: What you need to know

In March, the USB Implementers Forums (USB-IF) announced the USB4, the latest version of the popular connector. Although the full specifications haven’t been released, the standard is expected to be faster, better equipped, and more standardized than all previous versions.


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rethink-engineering-hiring-tactics (2)
How to rethink your engineering hiring tactics

Hiring top engineers and chip experts in today’s competitive and candidate-driven job market can be challenging. From crafting tailored job descriptions to coordinating technical interviews, each step in the hiring process requires careful consideration. And with changes in technology and shifting demographics, hiring managers need new, creative ways to find and attract qualified candidates. Over time, you may feel your once tried-and-true efforts are losing their effectiveness.

If your current strategies aren’t performing to your standards, considering new perspectives can help you refresh your hiring tactics and access top talent.

Here are three simple ways to rethink some hiring practices:


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