Candidates here decide who may contact them.
Respect that and you will be heard.
Browse open roles and the companies hiring, and see how contact with candidates works on the Hub.
Your path through the Hub
Four steps for recruiters and staffing firms, from the first links to follow to what is new on the Hub today.
Where to start
- Open roles →
See what is already posted.
- Hiring companies →
Find the employers.
- Freelance gigs →
Short engagements.
- Boards →
Where the profession talks.
Training plan. Recruiting for chip teams: roles, disciplines and skills by lifecycle stage: outcomes, modules, exercises and self-checks built on the Hub's lifecycles.
In the Industry Review 2026
Other chapters (12)
- Chapter 1: Market and demand by end market
- Chapter 2: Capacity, fabs and siting
- Chapter 3: Process technology and the PDK roadmap
- Chapter 4: Advanced packaging and chiplets
- Chapter 5: AI accelerators and compute demand
- Chapter 6: Memory
- Chapter 7: Power and compound semiconductors
- Chapter 8: Supply chain, chokepoints and geopolitics
- Chapter 10: Funding, venture and M&A
- Chapter 11: Sustainability and emissions
- Chapter 12: Design and EDA, including AI-assisted design
- Chapter 13: Outlook and what to watch
The whole review: analysis, cited facts and live Hub data, chapter by chapter.
What is not here yet. Posting a role for a client company is not available yet, and searching opted-in candidates is open only to a verified representative of a claimed company.
Lifecycles for you
The chip lifecycles that the training plan for Recruiters and staffing firms draws on most. Each one sets out its stages, the gates that check them and the work handed over.
- SoC and full-chip lifecycle →The whole chip, from its specification through IP integration, full-chip design and verification, tape-out, bring-up and qualification to production and end of life.15 stages, 22 gates
- Product lifecycle →The business lifecycle of a semiconductor product, from the first sign of a market opportunity through concept, definition, development, validation, sampling, qualification, launch, ramp, maturity and decline to end of life and the support that continues after the last shipment. The engineering lifecycles run inside it.13 stages, 31 gates
- Test program and ATE development lifecycle →The manufacturing test of a chip, from the test strategy and DFT alignment while the chip is specified, through the test plan, probe cards, load boards and sockets, pattern generation and conversion and a test program built before silicon, to first silicon debug and correlation, characterisation and limit setting, test time reduction and release to production, then yield and test data monitoring, maintenance and end of life.12 stages, 20 gates
- Fab build and equipment qualification lifecycle →A semiconductor fab, or a new phase of one, from the business case and technology choice through site selection, permits and incentives, facility design, construction, cleanroom and facility systems, tool procurement, installation and qualification, process transfer and first wafers to the yield and capacity ramp, operations and continuous improvement, and expansion or end of life. The output is a qualified factory running customer wafers.12 stages, 20 gates
- Fabless startup chip lifecycle →A new fabless company's first chip, from the problem and market thesis and the founding team through a proof of concept in simulation and on an FPGA prototype, pre-seed and seed funding, architecture and partner selection, and a test chip on a shuttle, to evaluation with design partners, a Series A and product silicon, qualification and first revenue, and scale-up. Funding gates sit beside the engineering gates.15 stages, 27 gates
- Automotive and safety-critical lifecycle →A chip for vehicles and other safety-critical systems, developed under ISO 26262 functional safety from safety planning and hazard analysis through safety concepts, safety mechanisms, safety analyses and fault injection to the safety case, then qualified to AEC-Q100, approved for production by the customer, and supplied, changed and monitored in the field for a long vehicle life.13 stages, 18 gates
New to the lifecycle? Start here: the lifecycle in five steps, see the whole lifecycle on one page or look up a term in the glossary.
What the Hub brings
Candidates here choose whether to be found. This is how that works for you, and where today's limits are.
Open roles you can read first
Browse the job board before you do anything else. You see what employers already post, so you do not duplicate a search that a company's own team is already running.
Hiring companies in the directory
Company profiles show what a firm does, where it sits in the value chain and whether a verified representative manages it. It is a quick way to learn an employer before a call.
Candidates who chose to be found
Members set a private state: actively looking, open to conversations, or not looking. Talent search lists only the first two, filtered by discipline, with remote preference shown.
Contact is a structured enquiry
You state the company, the role and your reason. The member sees your company's reputation beside it. There is no free-form messaging until they reply.
Members can mute a company
A member can mute a company, and an enquiry from it is then refused. Daily limits also apply per representative, and they tighten as reports against a company build up.
Freelance gigs for short engagements
The freelance board lists short engagements, so contract work has its own place. It suits staffing firms that fill project-length needs rather than permanent roles.
Boards where the profession talks
Community boards are readable by anyone. Following what engineers ask and answer shows you which skills and tools are in demand, before you brief a search.
Anyone can report a suspicious listing
Every job page has a report button. It keeps the board clean for candidates, and for the firms who post honestly.
What changes for you
You message candidates cold and hope they are open.
Talent search shows only members who said they are actively looking or open to conversations.
Outreach is free-form and easy to resent.
Contact is one structured enquiry with your company's reputation attached, and members can mute you.
You guess which employers are really hiring.
You read the open roles and the company profile on the same site. Browsing needs no account; the full details need a free one.
You cannot post for a client yet
Posting a role on behalf of a client company is not available. Today a role is posted by the company's own verified representative, and talent search is open to verified representatives of a claimed company.
Choosing this page gives no access
Picking it changes where you start and nothing else. It gives you no view of any member, and nobody is shown that you chose it.
The candidate decides
A member who sets not looking is not listed, and a muted company cannot contact them. Money never changes how anything is ranked.
Live on the Hub for recruiters and staffing firms
Ordered by what is most useful to you first. Sign in and opt in to personalization and it also reorders around your discipline and activity. Sign in
Open roles
6
SiTime · Process / DeviceSiTime · Analog / Mixed-Signal
Ambiq Micro · Test
Astera Labs · PackagingAstera Labs · TestAmbiq Micro · Analog / Mixed-SignalCommunity
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Start with the roles already posted
See what employers are hiring for today, then look up the companies behind the roles.