Technical Recruiter (Silicon Engineering)

Project

Work done for a product or program.

• Source passive candidates from competitor tapeout teams, IEEE/DAC/DVCon author lists, GitHub RISC-V contributors, and alumni of TSMC/Intel/Samsung/NVIDIA silicon programmes.
• Screen for genuine depth by probing PPA tradeoffs, coverage closure history, node experience (7nm/5nm/3nm), and tapeout count rather than title inflation.
• Manage export-control and citizenship screening gates with Trade Compliance before extending offers for roles touching ITAR-controlled or entity-listed programmes.
• Calibrate offers with Compensation on equity mix, sign-on, and relocation for scarce skills such as high-speed SerDes analog design and DTCO.
• Coordinate loop interviews across distributed design centres (Austin, Bangalore, Hsinchu, Munich, Haifa) including live RTL/debug exercises and architecture whiteboards.
• Build and maintain talent-market maps per sub-discipline, showing where the viable pool sits by geography, company, and node experience.
• Partner with University Relations to convert intern and PhD pipelines into new-college-grad offers for hard-to-fill analog and process roles.

Function

Work that keeps the discipline running: methods, tools, suppliers and people.

• Run intake sessions with design and verification managers to convert a requisition into a concrete skills profile covering node, methodology (UVM, formal, emulation), and toolchain (Synopsys, Cadence, Siemens EDA).
• Track and reduce time-to-fill and offer-decline reasons, feeding competitive intelligence on rival packages back into workforce planning.
• Maintain ATS data hygiene and requisition forecasting accuracy so headcount plans reflect realistic hiring velocity per discipline.

Project

1. Produce and hand over the role's key deliverables
   • Discipline-level talent market maps and competitor org maps
   • Calibrated technical screening scorecards per silicon sub-discipline
   • Weekly requisition pipeline and time-to-fill dashboard
   • Offer-package recommendations with scarcity justification
   • Interview loop designs including technical exercise content
   • Quarterly hiring-plan feasibility assessment by geography
2. Support programsGeneral
   • Agree what each program needs
   • Deliver in time for milestones
3. Manage issuesGeneral
   • Track requests to closure
   • Escalate risks

Function

1. Run the functionGeneral
   • Maintain policies and processes
   • Keep records and controls
2. ImproveGeneral
   • Report performance
   • Lead improvement work