When a client wants your help in building a team of 30-50 engineers specialized in back-end technology, specifically CoWos, dive into this ecosystem first and then sit down with your client to determine their exact needs. Be sure to ask about the budget as well, because you only have to check the financial pages to know that high-end talent like this doesn’t come cheap.
Eindhoven, Netherlands (with regular travel to the Bay Area) OR based in Bay Area
Our client is an ambitious startup building a disruptive thin-film deposition platform for next-generation semiconductor manufacturing. As Chief Technology Officer, you will own the technology lifecycle from PoC to OEM-qualified product. You will shape the technical roadmap, scale the engineering organization, define the system architecture, and establish critical engineering KPIs.
An engineer in a key position in our deeptech startup announced to have accepted another job. This came as quite a shock, not only because it’s a vital role, but also because we’ve never once received a spontaneous application for it. Furthermore, it’s a position no one else in the company knows anything about, meaning we can’t simply hire a junior and coach them up to the required level.
When you apply for a position that is out of reach, because you were rejected before, but you don’t understand why.
In our pre-seed startup we are in a catch-22: we have limited resources to hire senior talent, yet we need that talent to secure the resources. How can we navigate this uncertainty?
Clearly, providing feedback and rejecting candidates is a delicate art