Themadrecruiter.blogspot.com

Sklovers Thought For The Work Week

2011-12-07T22:32:00.000-05:00

"Published on December 5th, 2011 by Alan L Sklover

“If you walk the walk, you actually become the walk.”

- Paul Dietzel
At work, as in life, you don’t “find” yourself as much as you “become” whatever you want. It is so obvious that no one needs to say it, but at the same time, it is an extraordinarily powerful “secret,” too. If you want to become a CEO, act like one. If you want to become a comedienne, act like one. Walk the walk, and you become the walk. It can’t be said any more clearly. The question is: Do you hear it?

For more from Sklover Working Wisdom please visit- www.skloverworkingwisdom.com

Credit: © 2011 Alan L. Sklover. All Rights Reserved"

How are YOU conducting your employment search?

2011-12-02T00:36:00.001-05:00

INFOGRAPHIC: Can Facebook, Twitter and Linkedin Really Get You a Job?

"Roughly 14 million people were unemployed in October, yet the U.S. economy grew at an annual rate of 2% over the summer, and overall hiring was weak, according to a Federal Reserve survey--Beige Book--released on Wednesday, Nov. 30.
The trend of slow to moderate pace of the economy is barely enough to keep the unemployment rate, which has been hovering above 9% for the past year or so, from reaching double digit.
Expert say in order to have a meaningful impact on the employment situation, the economy needs to grow at twice of the current rate. However, the increasing likelihood of a global recession partly from the raging debt crisis in Europe would certainly pose a serious threat to the already struggling growth and bleak employment outlook.
These days, a college degree and years of experience do not necessary mean a good job like they used to, and competition is fierce for the few available openings. Coping with this New Normal, job seekers are reaching into unconventional and creative avenues to gain a competitive edge in the job jungle. And social media are increasingly becoming the new job fair for people to network, get new job leads or to promote and showcase resumes.
Indeed, Linkedin is the new hangout for corporate as well as agency headhunters, and many corporations have Twitter accounts and Facebook pages. The infographic below, based on a recent survey by Jobvite finds some interesting statistics regarding using social media for job search. For example,

1 in 6 workers use social media to get hirid
Almost 90% of job seekers have a profile on a social media site
54% of all job hunters use Facebook, Twitter or Linkedin to find jobs
50% of job seekers used Facebook, 25% used Twitter, and 36% used Linkedin to look for a job in the last 12 months
18.4 million Americans say Facebook got them their current jobs. The numbers for Twitter and Linked in are 10.2 million and 8 million respectively

Of course, this does not mean social media will completely replace the good old want-ad (virtual pr paper) searching and applying, but rather as something to add to the job searching tool bag. Even for the gainfully employed, social media provides an open and easy way to network, being sociably cool and keep you updated on the new technology and social trend.
So it is beneficial for anybody, regardless if you are looking for a job, to be on at least one of the major social media site (Facebook, Twitter, Linkedin). After all, social media mobilized Arab Spring, and in today's modern world, one either embraces the new wave, or gets left behind."

Image: MBA Online

This post first appeared at EconMatters.

2011-11-29T12:41:00.000-05:00

I just had my first date – oops, I meant my first job interview. Now what?!!!

     "A job interview is very much like going out on a first date. It can be awkward and strange at times. You work so hard prepping for your job interview and it can be so nerve racking but what’s even worse is the old waiting game. As you leave the interview and begin to walk to your car, you can’t stop but wonder what your chances are of getting a second interview or even a job offer. The more you wait the more your mind begins to play games speculating what kind of impression you left behind or if the company likes you. Here are some questions that may cross your mind:
     Did I nail the interview? Did I do as well as I could have? Did I make a good impression? Could I have answered my interview questions better? What are they really thinking about me now that the interview is over? Would I ever hear from them again? Will they call me back?
     Questions sound familiar? To keep your sanity and emotions in check, here are some suggestions that can help you cope through the waiting period and continue to boost your candidacy during the selection interview process:

Don’t leave without it: As you meet with interviewers, make it a habit to collect their business cards so that you have their direct contact information with everyone who interviewed you. If there wasn’t an opportunity for an exchange of business cards, then ask the recruiter or staffing coordinator for a copy of the interview schedule so that you have the correct spelling of the interviewer’s names.

Act fast: Within 24 hours of the interview, you should be prepared to send out a personal “thank you” email to everyone who interviewed you while you remain fresh in their minds. If you can, try to reinforce and make the case why you think you are the candidate for the job. Especially if you wish you had said something during the face-to-face interview. Draw a connection with something significant or memorable they said during the interview or follow up with further expansion of a question or a problem. Consider creating a proposal or offer insight on how you would address a problem area on a topic that was discussed. This will demonstrate that you have the knowledge and skill-set to make a contribution. Try to continue the dialogue, showcase that you are qualified for the opening or express your interest in the job and the company.

Stay in Touch: Nothing is wrong with calling the recruiter and getting a sense on how you did or what’s the next step, if any. Recruiting is all about establishing relationship between you and the employer. It started before the actual interview and it continues even after the interview. Being open and transparent during the process can help but be sure to keep a good balance so that you do not appearing desperate or try to force a decision. Keep in mind, that time may be needed to get the candidate evaluations from the interviewers or time may be needed to allow the company to interview other candidates – respect their time and their selection process.

Accept the fact: Like many relationships, fit and “chemistry” are important attributes. It has to work out both ways. You need to accept the fact that the interview may not have gone well or it just is not a good fit. If that is the case, don’t get upset or feel rejected that the company has decided to hire someone else for the position. Dust yourself off. It is time to move on and continue your job search elsewhere or pursue a new date with another company. But before you do, send another “thank you” note for consideration for the position. You will stand out from the other candidates and you will never know if a different position may come available which may be better suited and you may be called back again.
Like many first dates, the waiting period can be very difficult. By taking some initiative, you maintain contact with potential employers after an interview and it helps you stay in the loop.   Have patience and show your enthusiasm for the position.

Do you have any stories to share about a first date, errr, I meant first job interview gone bad? Let us know, we’d love to hear from you.
Good luck and happy job hunting!"

Credit: November 27, 2011

by Edward Avila

9 ways HR can hurt more than it helps

2011-11-23T22:01:00.002-05:00

9 Ways HR Can Hurt More Than It Helps

"A leading business consultant lists the behaviors that prove your human resources department is hurting your company.

These come from business consultant Karie Willyerd, author of The 2020 Workplace and CEO of SuccessFactors, who says you can’t rely on an HR manager who:

Communicates with employees mainly by email or some other electronic method. An HR manager who doesn’t make time for face time, especially when business is in the doldrums, is hurting everyone.
Doesn’t understand — or try to understand — the business end. An HR manager who can’t name the company’s top 10 customers, list the top five competitors, or describe the basic business model needs help. Along with that, the HR manager should understand operating margins, cash flow, inventory and revenue — and offer HR solutions for improving business metrics.
Doesn’t keep up with technology. Nearly 35% of the workforce consists of Millennials, born after 1977, and they will make up nearly 50% of the workforce by 2015. An HR manager who can’t navigate the tools they are using is unlikely to engage and retain those employees — whose everyday vocabulary encompasses tweeting, RSS feeds, cloud computing and SaaS.
Hates change. An HR manager should be a key resource for managing and effecting changes in business.
Doesn’t use metrics to gauge success. An HR manager who can’t measure ROI for hiring and paying employees won’t be much help in building a high-performance organization.
Doesn’t have vision of how HR enables the people to achieve extraordinary performance. Yes, those sound like nice words. And HR is supposed to have a plan for putting them into action.
Dwells more on style than substance. One clue: spending more time on the content of a business card than on getting to know the business.
Acts as a gatekeeper for the CEO. Isolating the boss from the direct contact with others in the business ensures that information only goes one way.
Doesn’t have the support or respect of workforce. Yes, HR sometimes has to make tough, unpopular decisions, but HR also should build loyalty and engagement, too."

Credit: November 22, 2011 by Jim Giuliano

Mixed Signal Verification Position

2011-11-02T14:05:00.003-04:00

Immediate need for Austin, TX.

Mixed Signal verification using Cadence Ultrasim and AMS simulation tools.  Development of Verilog models and behavioral models a plus.  Experience with Memory verification a plus.  Basic circuit design skills, especially related to memory necessary. Please contact me directly for more information: Ross@hightechnh.com

RF CMOS Design Engineer in MA

2011-10-03T16:20:00.002-04:00

I have a position with a very exciting, cutting edge start up company here in MA. They are currently seeking an RF CMOS Design Engineer with good device physics and circuit analysis skills.

Required Qualifications

MSEE or PhD in electrical engineering
Experience with design, simulation and layout of analog and mixed-signal integrated circuits
Solid understanding of CMOS device physics and circuit analysis
High level of analytical sophistication
Proven track record of successful product development
Good written and verbal communications skill
Solid problem-solving and trouble-shooting skills
Highly motivated and be able to work both independently and as a team member
Proficiency with Cadence and Mentor Graphics tools

Desired Qualifications

5 or more years of professional experience
Experience with Verilog-AMS modeling
Familiar with Cadence SKILL language
Experience in MATLAB, C/C++ and Java languages
Experience in scripting language like Perl and Tcl
Experience working in a start-up environment
US citizenship or permanent resident

For more information or if you are interested, please send your resume to Ross@hightechnh.com

Memory Circuit Designer for DDR Interface and Control Block Circuitry (AUSTIN)

2011-10-03T11:36:00.004-04:00

Memory Designer for DDR Interface and Control Block Circuitry

Ross Cooper is searching for exceptional candidates to fill a Member of the Technical Staff position in MRAM circuit design (Austin, TX.) Please e-mail me directly, ross@hightechnh.com

Scope of Responsibility/Expectations
Work closely with other members of a small, focused, team with responsibility for designing both the pads and the control circuitry associated with a DDR interface. Design at the transistor level circuitry in the control block sitting between the DDR pads and the standard memory signals going to and from the array. This control block decodes the instructions from the bus, lines up input and output signals with the high frequency clock using DLLs or PLLs, and converts input signals to array commands and takes array output signals, such as, data, and sends them to the pads following the DDR standard protocol. Work under the supervision of a senior project leader. Design, simulate, and supervise layout of blocks of circuitry. Work with product and test engineers evaluating and debugging circuit performance after silicon processing.

Specific Required Knowledge
• Circuit theory
• PLL/DLL design techniques
• Probability and statistics
• Logic design
• Impact of layout parasitic capacitance and resistance on signal integrity, speed, and power dissipation, along with layout techniques to minimize these effects
Useful Skills
• Transistor level simulation
• Parasitic extraction
• Critical path modeling
• Physical design, i. e., layout
• Logic verification
• Mixed-mode Verilog

Education and Experience
Masters or equivalent in Electrical Engineering, Physics, Computer Science, or related fields. A track record of placing memory chips into production is required. Experience designing DDR pads that meet JEDEC electrical specifications and that have industry standard ESD tolerance is desired. Experience with DRAMs or with DRAM Controller s and PHYs is applicable. Demonstration of innovation and leading-edge expertise through publications and patents is desired.

Send resume to: Ross@hightechnh.com

Tech companies desperate for "rockstarninja engineers"

2011-03-07T10:16:00.001-05:00

NEW YORK (CNNMoney) -- With launch costs low and valuations soaring, startups are multiplying like rabbits in tech hot zones like New York and Silicon Valley.

That has sparked a talent war over the industry's scarcest resource: skilled engineers and developers.

"There are a lot of ideas, but to actually do it you need someone to build it," says Daniel Gruneberg, who co-founded Zozi in San Francisco last year. The daily-deal site sells discounted activities like bicycling tours and wine-tasting trips. As an added lure for employees, Zozi offers some of its deals up for free to its staff -- and to the people who refer them.

"There is definitely a strain on engineering and developer hiring, especially mobile developers," says Gowalla founder Josh Williams, who relies on mobile coding gurus to enhance his company's location-based check-in application.

"The boom in app development has left a big need here all around," he says. "Those positions still take us the longest to fill."

Everyone is in the hunt. On any given day, Twitter is filled with tweets advertising open spots for "rockstar" developers. IPhone app developer Bump went one better, soliciting by tweet for "rockstarninja" engineers and designers.

Entrepreneur Francisco Hui even launched a business venture to cater to the constant recruiters: His Interactees shirts let those who are hiring literally wear their job ad. Need a UI designer? There's a t-shirt for that.

The battlefield

The startups are competing for talent not just with each other, but also against established companies with much deeper pockets. A study by consulting firm BDO found that 46% of top U.S. technology companies plan to increase their employee headcount in 2011.

Google (GOOG, Fortune 500), which recently gave its workers an across-the-board 10% pay raise, often starts new computer-science college grads off at salaries that top $100,000 -- and it's willing to pay more if there's a competing offer from rivals like Facebook or Twitter. It's also on a hiring tear, looking to add at least 6,000 workers to its ranks this year.

At SEOmoz, a Seattle startup that sells SEO tools, engineers are so prized that the company offers a $12,000 reward for referrals that lead to a hire.

"Things have gotten harder," says CEO Rand Fishkin. "Prices are going up, competition is heating up and there's a much lower supply of engineers on the market."

With the job market so fierce, companies often find themselves covetously eying their neighbors' engineers. Poaching is a time-honored tech industry practice -- one that some businesses go to extremes to fend off. A full 15% of Facebook's staff previously worked at Google.

"Good talent is always employed," says Shannon Callahan, who recruits for companies backed by venture capital firm Andreessen-Horowitz.

That can lead to some sticky situations. "As CEO, one generally doesn't have many true friends in business and raiding your friend's company is a sure way to lose one," Andreessen-Horowitz partner Ben Horowitz wrote last month in a blog post on the ethics of poaching.

As one New York entrepreneur recently put it, right after wrapping up a $1 million funding round: "Hide your designers, hide your developers, because we're recruiting everybody out there."

Top 5 reasons NOT to get an Iphone 4 from Verizon!

2011-02-09T16:12:00.002-05:00

Very cool video on why you should NOT buy a Verizon Iphone 4.

URGENT NEED for a company in Nashua, NH

2011-02-09T15:05:00.002-05:00

I am in need of an algorithm developer with color and video processing experience for my client in Nashua, NH. For a full job description, please click here.

CMOS Image Sensor designer needed in Nashua, NH

2011-02-07T16:46:00.001-05:00

I am in immediate need for several CMOS Image Sensor Designers for a client in Nashua, NH. For full, detailed job description, please click here.

Memory Circuit Designer for DDR Interface and Control Block Circuitry (AUSTIN)

2011-02-07T16:31:00.003-05:00

Immediate need for an Memory Circuit designer with DDR experience in Austin. For a full Job Description, please click here.

New position in Southern, NH

2010-04-12T10:47:00.000-04:00

Software Engineer for Power Conversion System

This is a technical role requiring C++ programming experience on embedded systems for a power conversion system. Responsibilities include interacting with multi-disciplinary technical staff to design, implement, and test communication and control systems on a digital signal processor (DSP) for power conversion. Some design areas are "clean-sheet" with an opportunity to take software design from conception to completion, while other areas will involve working with electrical and control system engineers to implement particular fixed-point control algorithms.
This individual must have experience and discipline in good software practices in architecting, partitioning, implementing, testing, and documenting embedded software in cooperation with other engineers.

Requirements:

C++ programming experience with embedded systems (TI 28xx DSP experience desirable)
Experience with task management on embedded systems without an operating system
Experience writing low-level drivers for processor peripherals (e.g. UART, SPI, I2C)
Experience with software build tools (make, scons, ant) and software configuration management tools
Basic experience working with oscilloscopes and other electronic test equipment for debugging embedded system inputs and outputs
Experience writing assembly code on embedded systems is desirable
Experience with communications protocols and peripherals (CAN, TCP/IP, etc.) is desirable
Experience implementing control algorithms with fixed-point arithmetic is desirable
BSCS or related degree 5+ years experience, including co-ops or internship work

Please send resumes directly to Ross@hightechnh.com

Infineon returns to profit in Q4

2009-12-22T14:16:00.000-05:00

MUNICH, Germany — Being one of the last chip manufacturers to present its quarterly figures, Infineon reports a profit and a significant sales increase in the fourth quarter.
On sales of €855 million (about $1.282 billion) the company achieved an income from continuing operations of €24 million, a significant improvement over the €26 million loss in the preceding quarter. The sales figure illustrates the situation of the company and in a certain way of the entire semiconductor industry: With an increase of 12 percent it improved significantly over the preceding quarter, but the comparison with the same quarter a year earlier still shows a hefty 18 percent decline. However, the sale of its wireline business has reduced the revenue basis for the company.

Infineon CEO Peter Bauer attributes the improvement to two factors: The cost-cutting program the company has implemented over the past 12 months and an increased demand in all segments.

For the first quarter of its FY 2010 (Q4 of calendar year 2009) the company expects sales and results to remain stable. For the entire year 2010, the company predicts an increase in sales of about 10 percent, driven in the first place by a recovery in its automotive segment. The Wireless Solutions and Industrial & Multimarket segments are expected to grow somewhat slower while the Chip Card & Security segment will contribute the smallest growth rates, despite a recently announced large contract with China on passport chips.

TSMC predicting a strong 2010 and is raising salaries 15%!

2009-12-21T19:08:00.002-05:00

SAN FRANCISCO—The world's No. 1 semiconductor foundry will raise base salaries for employees by 15 percent beginning next month, anticipating a strong year, according to a Reuters report.

The report, dated Monday (Dec. 21), cites a video talk given by Taiwan Semiconductor Manufacturing Co. Ltd. (TSMC) Chairman and CEO Morris Chang. It quotes Chang saying that 2010 looks like it will be "a very good year" for TSMC. Chang also said the company would add employees and the number of people earning bonuses and profit sharing would increase, according to the report.

TSMC also said it would give employees an annual bonus equal to two months' salary on Jan. 25, according to the report.

Spokespeople for TSMC did not immediately respond to a request for confirmation of a new company compensation system.

Also Monday, TSMC announced that a magnitude 6.4 an earthquake that struck Taiwan on Saturday caused more than half a day's wafer movement loss. Production lines have resumed normal operation and the company expects financial and business impact to be limited, TSMC (Hsinchu, Taiwan) said.

New Startup looking to expand rapidly!

2008-12-11T10:19:00.004-05:00

I am working with a cutting edge start up in the Boston area that is working in the Virtualization/Cloud Computing arena. They have very good funding in place and are planning on adding roughly 28 people by the end of 2009. Right now, the most critical positions are Kernel Developers with Hypervisor experience. Below is a job description and please feel free to contact me directly.

Looking for someone who has a deep understanding of the Linux kernel and understands the interactions between a paravirtualized kernel and the hypervisor. The work involves porting & developing kernel level software in a virtualized (XEN) environment. Experience with x86/x86_64 task switching and x86/x86_64 memory management is required. Experience with the internals of XEN or other hypervisor technology is an advantage.

Ross@hightechnh.com

Bad news for the Semiconductor industry

2008-11-18T15:58:00.002-05:00

TSMC is reporting a hiring freeze. Applied Materials cutting 1800 jobs. National Semiconductor cutting 5% of their workforce. How much longer will it last??

http://www.iht.com/articles/2008/11/18/business/chip.php

New Digital ASIC positions in MA!!

2008-10-15T09:25:00.003-04:00

I have several brand new Digital ASIC roles with a client in MA. This is a solid, public company with a great reputation! Below are the detailed descriptions, please feel free to forward your resume directly to me at ross@hightechnh.com

Location: Westford, MA

Summary

The Westford office seeks an experienced (BS +10, MS +8 years) Networking Architect (System/ASIC) to work on the next generation of high speed networking products. Experience with networking related designs and specific experience with QOS, queuing, and scheduling is required.

Responsibilities

Responsibilities include system architecture, ASIC definition, micro-architecture, and project leadership. This position will require a modest amount of travel to Sunnyvale to interact and collaborate with other corporate architects. Additional responsibilities include Verilog RTL coding and synthesis, working closely with Design and Verification engineers to ensure design quality and involvement with PD engineers to ensure solid implementation and timing closure.

Will be a primary member of a team responsible for executing project deliverables and processes necessary to successfully specify, develop, and release to production highly integrated ASICs.

Primary interfaces include architecture, marketing, design, verification, product & test engineering, and other hardware and software development groups. Must have previous experience in organizations with custom / semi-custom CMOS ASIC designs. Experience required in RTL coding, verification, gate level simulation, and associated tools. Experience in physical design (place and route, static timing analysis, package selection and design for test) is a plus.

Qualifications

We are looking for a positive, energetic candidate who would welcome the challenge of working for a leading edge, growing company. The position will involve close, consultative working relationships with engineers from other teams. An outgoing personality and a collaborative spirit is required.

Required skills include:

Design Experience

System and ASIC architecture for networking products
Knowledge of ASIC development tools, physical design tools, and
programming languages, QOS, packet queuing, and scheduling experience

Other desirable skills

SystemC, Vera, or equivalent
C/C++
Scripting with Perl and/or TCL
Large ASIC floorplanning and timing closure
Exceptional written & verbal communication skills

The Silicon Development group develops high-speed, multi-million gate ASICs for routers, firewalls, and other networking products. To deliver on-time and error-free, high performing, scalable, lowest cost, power efficient SILICON that is widely-deployable and beats the competition.

Location: Westford, MA

Summary

The Westford office seeks an experienced (BS +6, MS +4 years) ASIC design engineer on the next generation of high speed networking products. Experience with networking related designs is preferred.

The engineer in this position will be responsible for designing and verifying sections within our multi-million+ gate next-generation SOCs. These high performance designs will be part of the next generation of high performance network infrastructure systems.

Responsibilities

Responsibilities include Verilog RTL coding and synthesis, working closely with other design and verification engineers to ensure design quality and with PD engineers to ensure routable implementation and timing closure.

Candidate will be part of a team responsible for executing project deliverables and processes necessary to successfully specify, develop, and release to production highly integrated ASICs.

Primary interfaces include architecture, design, verification, product & test engineering, and other hardware and software development groups. Must have previous experience in organizations with custom / semi-custom CMOS ASIC designs. Experience required in RTL coding, formal verification, gate level simulation, debug and associated tasks. Experience in physical design (place and route, static timing analysis, package selection and design for test) is a plus.

Additional responsibilities
RTL development from concept to production
Participate in review of design implementation for optimal design tradeoffs and
coding styles
Ensure completed assignments meet project deadlines and departmental and
corporate goals
Participate in methodology improvement

Requirements

Qualifications

We are looking for positive, energetic candidates who would welcome the challenge of working for a leading edge, growing company. The position will involve close, consultative working relationships with engineers from other teams. An outgoing personality and a collaborative spirit is required.

Required skills include
Bachelor's degree in Electrical Engineering or a related field
Knowledge of ASIC development tools, physical design tools, and
programming languages
Verilog, Synopsys
Ability to speak, listen and write effectively
Ability to work well with others, across geographical boundaries

Other desirable skills
SystemC, or equivalent
C/C++
Scripting with Perl and/or TCL
Large ASIC floor-planning and timing closure

Location: Westford, MA

Summary

The Westford office seeks an experienced (BS +6, MS +4 years) ASIC design verification engineer on the next generation of high speed networking products. Experience with networking related designs is preferred.

The engineer in this position will be responsible for verifying sections within our multi-million+ gate next-generation SOCs. These high performance designs will be part of the next generation of high performance network infrastructure systems.

Responsibilities

Responsibilities include writing test plans, building verification test benches, and writing / executing / debugging tests and working closely with system architects and design engineers to ensure design quality.

Candidate will be part of a team responsible for executing project deliverables and processes necessary to successfully specify, develop, and release to production highly integrated ASICs.

Primary interfaces include architecture, design, verification, product & test engineering, and other hardware and software development groups. Must have previous experience in organizations with custom / semi-custom CMOS ASIC designs. Experience required in RTL coding, verification, gate level simulation, and associated tools. Experience in physical design (place and route, static timing analysis, package selection and design for test) is a plus.

Additional responsibilities
Responsible for design verification from concept to production
Develop detailed and comprehensive test plans
Develop verification infrastructure
Timely execution of test plans
Participate in review of design verification coding and coverage metrics
Ensure completed assignments meet project deadlines and departmental and corporate goals
Participate in methodology improvements

Requirements

We are looking for positive, energetic candidates who would welcome the challenge of working for a leading edge, growing company. The position will involve close, consultative working relationships with engineers from other teams. An outgoing personality and a collaborative spirit is required.

Required skills include
Bachelor's degree in Electrical Engineering or a related field
Knowledge of ASIC verification tools, scripting and programming languages
Must be fluent in Verilog, C, and C++
SystemC knowledge is a plus
Ability to speak, listen and write effectively
Ability to work well with others, across geographical boundaries

Any interested parties, please forward your resume to me directly at ross@hightechnh.com

Lack of posts, inactivity!

2008-10-07T23:21:00.003-04:00

I follow the traffic to this blog Religiously. I thank all of those people or "returning visitors" for continuing to visit this site. You may have noticed that as of late my posts have declined in frequency, content and quality. Here's the deal.... I recently registered a new domain, www.themadrecruiter.com and have been diligently working on getting this site up and running, but I want to get it right. It's going to take some time because I am incorporating flash, streaming video, industry specific discussions and live chat, as well as the ability to post "video resumes!" I ask that you please be patient but at the same time know that I am still "recruiting" full time and have many great opportunities.
I understand that the markets are crashing, cash is tight, investors have lost over 3 TRILLION dollars in the last year! However, the fact of the matter is that companies are still hiring!! I have numerous positions for verification engineers, product engineers, applications engineers, test engineers, etc!! Problem is that none of these roles are for new college grads. I need people with 5+ years experience specifically in the semiconductor/photonics industry..
I will continue to do my best to keep you all up to date with recent job orders and the latest "inside" news that you may not get anywhere else. But let me assure you that when my new website is up and running, it will be the most comprehensive, cutting edge, innovative and "outside the box" website you have seen! It's going to take some time, so please bear with me..

If you would like notification when this new site is active, please e-mail me with your contact info at ross@hightechnh.com or leave me a comment with your e-mail below..

3 new positions with my client in southern NH

2008-10-07T12:57:00.003-04:00

These are three freshly created positions with my client in southern, NH. Please contact me directly if you are interested in hearing more or seeing a full job description.

1: The firmware/software engineer will mainly do, on a day-to-day basis, SOFTWARE

- write code for microcontrollers and develop "RF tuning" algorithm

- write code to control RF test equipment (spectrum analyzer, vector analyzer)

- develop graphic interfaces

- needs to be very responsive

2: The electronics engineer will mainly do, on a day-to-day basis, HARDWARE

- develop boards with microcontrollers, DC/DC converters, ADC, from schematic to board layout and test in the lab

- develop test setups

- write firmware and software to control the microprocessors and other equipment

For both of these positions, familiarity with wireless market (maily GSM, CDMA, UMTS) is important

3: Product Engineer/Test Engineer
-Talk with contractors and suppliers
-Define the most cost effective solutions for test
- Coordinate with departments to make sure things are getting done on schedule
- Must have a good understanding of Silicon
(This is best described as a "Product Engineer" with Test experience.

Intersil Acquires Kenet!!

2008-09-30T16:17:00.003-04:00

It is being reported that Intersil has acquired Kenet for an undisclosed amount. Full report:

MILPITAS, CA, September 30, 2008 – Intersil Corporation (NASDAQ Global Select: ISIL), a world leader in the design and manufacture of high-performance analog solutions, today announced that it has signed a definitive agreement to acquire Kenet, Incorporated, a privately-held, fabless semiconductor company with leading technology in the design and manufacture of high speed, extremely low power data converters.

Kenet’s innovative FemtoCharge® CMOS technology yields high performance and ultra-low power analog-to-digital converters in an extremely small die area. The size and power advantages of Kenet’s data converters enable increased functionality in a variety of industrial and communications products such as portable digital oscilloscopes and software defined radios.

“Intersil remains committed to key strategic acquisitions to broaden our product portfolio,” said Dave Bell, Intersil’s Chief Executive Officer. “Kenet has developed the world’s highest performance analog-to-digital converters with power consumption at a fraction of those currently on the market. This gives Intersil important technology leadership and access to many previously un-served markets.”

“We are very pleased to be a part of the Intersil family,” said Phill LoPresti, Kenet’s Chief Executive Officer. “Having access to Intersil’s global resources will accelerate our entrance into the data converter market and provides an innovative technology platform for many new products.”

The boards of directors of both companies have unanimously approved the merger. The acquisition adds an additional two million dollars of operating expenses per quarter, and is expected to become accretive in 2010. Intersil may record a one-time charge to operating income for purchased in-process research and development expenses when the closing occurs. The amount of that charge, if any, has not yet been determined. Closing of the merger is expected to be completed within days. Signal Hill acted as advisors for Kenet on the transaction.

New positions opened with my client in San Jose

2008-09-29T14:49:00.002-04:00

I was just contacted by the Sr. Director Engineering for one of my clients in the Bay area. His team is in need of several Verification Engineers including team leads.. I need someone with 10+ years experience who has experience in "verification infrastructure development." C, C++ based transactors or generator/checker development. I am interested in talking with any verification engineers that have this type of experience and are interested in hearing more! Please contact me directly at ross@hightechnh.com

Lots and Lots of hiring!!

2008-09-24T23:17:00.004-04:00

Forget the news.... Turn off CNN, MSNBC, ABC, NBC, etc..... This is not the next "great depression!!!" We will not be eating from the same chicken for two weeks! This is simply a bust for the financial services sector. (A great buying opportunity in my view!) But for other industries, they are thriving. Semiconductors, optics, precious metals, alternative energy, household products and others....
As a technical recruiter/headhunter for nearly 12 years now, I have seen the ups and downs. I saw the dot com bust of the late 90's. I've seen the rebound. Our economy works in cycles. I guarantee that I'll be here for the next boom, will you? Are you positioned to take advantage of the next great opportunity?

Below you will find a list of the client companies I am currently working with that are actively seeking qualified candidates. I have immediate access to the hiring Managers and Directors that give me rapid feedback on all candidate submissions. If you are interested in hearing more about any of these roles, please feel free to contact me directly.

AMD (Advanced Micro Devices) Boxborough, MA- 4 Verification Engineers and 3 Circuit Designers
International Rectifier, Rhode Island- IC Design Engineer-Power (Cadence tools)
Infinera, San Jose, CA- Verification Engineer with Packet Processing background
Linear Technologies, Chelmsford, MA- Analog IC Designers (5+) Switching regulators and Controllers
Triquint Semiconductor, MA- RF Designers with GaAs, MMIC design experience
Start-up in Woburn- Analog IC Design (ADC's, DAC's)

Ross Cooper 603-893-9486

I found a great blog and you should check it out!

2008-09-23T12:59:00.002-04:00

I came across a great blog that is all about empowering the employee. It is one of the few interactive blogs that deals specifically with your job and career.
Alan L. Sklover has devoted his 25 years of professional life to counseling and representing employees worldwide on how to negotiate and navigate for job security and career success.

As a noted authority on workplace negotiations, Alan has appeared on many media outlets, including CNN, CNBC, National Public Radio, Bloomberg Business Radio, and Court TV. He is frequently quoted by such leading publications as The New York Times, The Wall Street Journal, Business Week Magazine, Money Magazine, and The New York Post.

Alan is also the author of a number of books and articles, including the most popular text on severance negotiating, “Fired, Downsized, or Laid Off – What Your Employer Does Not Want You to Know About How to Fight Back.” (H.Holt, Publ., 2000)

Alan Sklover and this Blogsite are supported daily by the efforts of Sheree Donath, Alan’s Law Firm Partner, and Phyllis Iturriaga (a.k.a. The Boss), his Executive Assistant.

Please take some time and visit his blog here.

Giving Notice- 6 Things To Do To Prepare To Leave

2008-09-16T20:13:00.002-04:00

This article is reprinted with permission.

After days, weeks, months or longer of interviewing, you have received a job offer that meets your needs and have decided to give notice to your employer and resign your current job.

1. Get your job offer in writing. Having the offer in writing is both your legal protection against an employer should they make an attempt to deceive you with the terms of the offer AND your protection against you having made a mistake in hearing the offer. The letter should include both your new salary and position title within it. Some will provide a benefits summary; most large firms will not provide that until employee orientation during your initial phase of employment with their firm.

2. Meet with your boss for a few minutes and tell them personally and provide a written letter of resignation. “May I get a minute with you uttered on a Friday,” has started more discussions about resignation and sent many employers into unhappy weekends and managers into anxiety attacks about how to replace someone than almost any other question.

3. Give two weeks notice. Sometimes three weeks is the right thing to do, but remember, your new job is waiting for you and if you’ve told them you’ll be there in two weeks, do not adjust your start date to accommodate the job you’re leaving. After all, if you died tomorrow, they would still survive without you.

4. Your letter of resignation should be simple.

Dear ____________,

I have decided to resign my position with Mega Company effective today. My last day of employment will be _____________.

Thank you for the opportunity to have worked with you and to have learned from you. (OPTIONAL SENTENCE TO FOLLOW). Please respect me and my decision by not attempting to make a counter offer.

Sincerely,

Your name

5. If you are asked for reason you are leaving, do not be hypercritical and answer simply. “I believe that this opportunity will further my career goals,” is acceptable. If you want to go into details, do not discuss any slights that you received. Focus on objective things, rather than on your (emotional) reactions to decisions. You do not need to disclose the name of the firm you are going to work for although there is nothing wrong about doing so.

6. For most people, do not consider accepting a counteroffer. How did you “suddenly” become worth more money? Because your departure inconveniences your employer. As a result, they will have to delay plans or have work assigned to others less capable and will be adversely impacted. For most people, a counteroffer only addresses and corrects the financial failings of their job and does nothing to improve their job.

Resigning well will allow you to complete your final week(s) of employment well and head to your new job with confidence and certainty.

Permission to reprint given by:

Jeff Altman

Concepts in Staffing