Karla Roman

Most engineers make this crucial mistake in EM interviews 👇 When discussing past experience, they give too much technical detail. That’s fine for IC roles, but that won’t cut it for leadership. Your hiring manager is a Director or above. They don’t have time to dwell on the details. They want you to take care of the implementation and let them know what’s important. That’s why the job opening exists! So speak like the CTO of your team: 𝟭. 𝗘𝘀𝘁𝗮��𝗹𝗶𝘀𝗵 𝗰𝗼𝗻𝘁𝗲𝘅𝘁 ↳ Paint a clear picture of the business needs your team is addressing. 𝟮. 𝗘𝗺𝗽𝗵𝗮𝘀𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗶𝗺𝗽𝗮𝗰𝘁 ↳ Focus on the business impact rather than the implementation details. Use numbers to convey the impressiveness. 𝟯. 𝗦𝗵𝗼𝘄 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 ↳ Show how you took initiative, drove it to completion, and collaborated outside your team to deliver Roll up your sleeves and learn to speak the Director+ language, and watch your interview success rates soar! --- Got an EM interview scheduled in a few days? Let's get you prepped! Swing by & shoot me a DM!

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In 2018, I was fired as a Senior Engineer from a 20 person start-up. 2 years later, I landed my dream job as Director at a company generating $15B+ / year. Fed up with the hit and miss, I knew it was time for a change. 1) My career direction was unclear ↳ No clarity on what next. 2) My job search was aimless ↳ I was getting rejected left and right. 3) My confidence at an all time low ↳ Struggling to present myself confidently to employers. The conventional way cost me 50+ rejections. So I blazed my own trail. I took matters into my own hands + got intentional about my career. Here’s how I made the leap: 1) Figured out what I would love to do and went all in ↳ Technical leadership and empowering others 2) Developed unique job search strategy ↳ No more pray and spray, callback rates went through the roof 3) Invested 5 figures into coaching ↳ Transformed my mindset to embody the leader I wish to be That’s when everything changed. Within 2 years, I landed 3 jobs as a Team Lead, Project Lead, and Director. Searching for a new job was not a chore, but something exciting. An incredible opportunity to find a fulfilling role, increase my income, and grow as a leader. And now I coach senior engineers to do the same. So if you’re burning for that big leap into leadership but… a.) Are clueless how to get hired for higher roles & tired of having your applications rejected + ignored when you did. b.) Struggle to position yourself in your interviews to finally land that dream role + blaze your own trail… Take radical action and get intentional about your career. All you need to do is send me DM with the word “Mission” 👇 I’ll send you the details to my Breaking Into Leadership coaching course. I only have 4 spots left. If you meet the criteria, I'll add a bonus 1-1 strategy call before we kick things off April 24th. First come first serve... so be quick 🏁

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In 2018, I was fired as a Senior Engineer from a 20 person start-up. 2 years later, I landed my dream job as Director at a company generating $15B+ / year. Fed up with the hit and miss, I knew it was time for a change. 1) My career direction was unclear ↳ No clarity on what next. 2) My job search was aimless ↳ I was getting rejected left and right. 3) My confidence at an all time low ↳ Struggling to present myself confidently to employers. The conventional way cost me 50+ rejections. So I blazed my own trail. I stopped playing the victim. I took matters into my own hands + got intentional about my career. Here’s how I made the leap: 1) Figured out what I would love to do and went all in ↳ Technical leadership and empowering others 2) Developed unique job search strategy ↳ No more pray and spray, callback rates went through the roof 3) Invested 5 figures into coaching ↳ Transformed my mindset to embody the leader I wish to be That’s when everything changed. Within 2 years, I landed 3 jobs as a Team Lead, Project Lead, and Director. Searching for a new job was not a chore, but something exciting. An incredible opportunity to find a fulfilling role, increase my income, and grow as a leader. And now I coach senior engineers to do the same. So if you’re burning for that big leap into leadership but… a.) Are clueless how to get hired for higher roles & tired of having your applications rejected + ignored when you did. b.) Struggle to position yourself in your interviews to finally land that dream role + blaze your own trail… Take radical action and get intentional about your career. All you need to do is send me DM with the word “Mission” 👇 I’ll send you the details to my Breaking Into Leadership coaching course. I only have 6 spots left. If you meet the criteria, I'll add a bonus 1-1 strategy call before we kick things off June 19th. First come first serve... so be quick 🏁

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Opportunity

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I've promoted 10+ engineers as a manager. Here's your next move if you didn't get promoted to manager 👇 You should stay if: • The message is: “We see you getting there, but not yet.” • You have the full support of your manager • Clear reasoning for denial was given • Expectations for next level are clear • You made an action plan with your manager for the next cycle    You should start looking for a new job if: • No clear reasoning why you were denied • No clear plan what you need to do to close the gap • You have a bad reputation with the decision makers • You don’t have a good relationship with your manager • The message is: “You’re great at your current role! You’re reliable.” There comes a point where your reputation is just too big a hurdle to overcome. You get “friend-zoned”. Pigeonholed. And you can’t escape. Instead of busting your butt trying to make it work... It’s best to move on and pursue manager roles in the open market. Yes, the common path to leadership for engineers is via promotion. But it's not the only path. You have more options than you think. Even without a manager title on your resume. === In my 8 week Breaking Into Leadership course, I’m working closely with 6 senior engineers to overhaul their profile and secure 3-6 leadership interviews. Even with zero management experience. And that’s not all! My winning strategy also helps you strategically prepare for the interviews AND land them. If you sign up today, I’ll throw in a 1-1 strategy call for free. Just DM me “Mission” and I’ll send you the details.

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12 of 17 #job #openings on 4/19 ✴️ Sr. #power #integrity #engineer ✴️ Lightmatter As promised, I am #sharing: ✅ 17 #job #opportunities ✅ 18 #postdoc and #phd #positions ✅ 5 #intern #roles #checkitout, #share and #follow! #opportunity #usajobs #usa #hiring #hiringnow #open #jobsearch #reshare #engineeringjobs #engineering #givingback #spreadtheword #connectandgrow #repost

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I need your help. I'm launching a group coaching course and I need a name. The course teaches senior engineers how to land their first leadership job. It's a combination of: • Technical leadership training • Job search strategy • Developing mindset & confidence Here are the candidates so far: 1. "Breaking into Leadership" 2. "Landing your First Leadership Job" 3. "From IC to Manager" 4. "Get Hired as a Tech Leader" What would you name it?

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🌟 Elevate Your Semiconductor Team with Top Talent! 🌟 Are you in the semiconductor industry and seeking to strengthen your team with top-tier talent? Look no further! Our expert semiconductor direct hire recruiting services with NSOURCE at WGNSTAR are tailored to match your company's unique needs and propel your business to new heights. With a deep understanding of the intricacies of the semiconductor field, we specialize in identifying and attracting highly skilled professionals who possess the technical prowess and innovative mindset necessary to thrive in this dynamic industry. Here's why partnering with NSOURCE for your semiconductor direct hire needs is a game-changer: Industry Expertise: Our team comprises seasoned recruiters with a comprehensive understanding of the semiconductor landscape, enabling us to pinpoint candidates with the precise skills and experience you require. Extensive Network: Leveraging our vast network of industry connections and proprietary database, we access a pool of talent that may not be readily available through traditional channels, ensuring you have access to the best candidates in the market. Tailored Approach: We understand that every company has unique requirements and culture. That's why we take a personalized approach to recruitment, aligning our efforts with your specific goals and values to find candidates who not only possess the right skills but also fit seamlessly into your organization. Efficiency and Timeliness: Time is of the essence in the fast-paced semiconductor industry. Our streamlined recruitment process is designed to deliver results swiftly, allowing you to fill critical positions without delay and maintain your competitive edge. Long-Term Partnerships: We're not just here to fill a vacancy; we're committed to fostering long-term partnerships that drive your success. By understanding your strategic objectives, we can assist in building a robust team that propels your company toward its goals. Don't settle for mediocre talent when you can have the best. Let us be your trusted partner in semiconductor direct hire recruitment, and together, we'll take your team to the next level of excellence. Connect with us today to discuss how we can support your recruitment needs and empower your semiconductor business for sustained growth and innovation. Your success starts with the right people, and we're here to help you find them! #Recruiting #Hiring #NSOURCE #WGNSTAR #Semiconductor #Recruitment #DirectHire #TalentAcquisition #TechIndustry 🚀✨

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NY senator breaks a spoiler to AP: Micron Technology to receive $6.1B from the Chips Act. Excerpts from Boise (Idaho) Development : "Micron Technology will get $6.1 billion from the CHIPS Act to fund large-scale expansions in Boise and Syracuse, NY. ... Micron has started work on a $15-billion expansion of its Boise campus, which would add significant new research and development capacity to the site off Federal Way. The City of Boise annexed nearly a square mile of new land for Micron, and work has begun on initial infrastructure. The Boise expansion would add nearly 2,000 local jobs, the company said. ... In addition to the federal funds, Micron will get incentives from the State of Idaho as well as some non-direct assistance from the City of Boise, as BoiseDev previously reported. ... Micron will also build a nearly $100-million facility near Syracuse, New York, which Schumer said to the AP is the largest single investment in that state since the Erie Canal. ... Schumer told Syracuse.com that the deal was preliminary and non-binding and could be announced next week. ... Correction: A prior version of this story incorrectly stated that the reported mount was $5.1 billion. It is $6.1 billion." https://lnkd.in/gCByqhnb

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As an interested candidate, we know it’s not always clear which open positions might be a great fit for you. At Micron Technology we use #ai4good to instantly match your talent to our roles before you apply. You will immediately learn exactly which roles to apply to! Let’s keep it simple. Try it below….Get matched! https://lnkd.in/gRQCxnAp    As an interested candidate, we know it’s not always clear which open positions might be a great fit for you. At Micron Technology we use #ai4good to instantly match your talent to our roles before you apply. You will immediately learn exactly which roles to apply to! Let’s keep it simple. Try it below….Get matched! https://lnkd.in/gRQCxnAp   

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How Arizona close the gap for semiconductor workforce Today, semiconductors are the most indispensable commodity around the world. “No product is more central to international trade than semiconductors,” Chris Miller wrote in his 2022 book Chip War: The Fight for the World’s Most Critical Technology. Concern about the U.S.’s decades-long decline in its share of global semiconductor manufacturing has prompted bipartisan action at the highest levels of government. In response, some states have sprung into action. The types of innovations and partnerships taking root in the U.S. are prevalent in Arizona, the state that’s attracted the most semiconductor investment. A Robust Talent Pipeline With its vast expanses of open land, booming population, and minimal natural disasters, the Grand Canyon State offers near-perfect conditions for advanced manufacturing to thrive. It also boasts a robust semiconductor presence, with an established talent pipeline and supply chain. Arizona leads the nation in new semiconductor ecosystem investment, with more than $102 billion announced since the CHIPS Act took effect. During this time, companies have launched over 40 projects, generating more than 15,700 industry jobs. The state uses its networks and education assets to launch its many training programs, such as the Semiconductor Technician Quick Start program, a 10-day, 40-hour boot camp taught by industry professionals. Upon completion, students are guaranteed a job interview at one of the state’s industry leaders, including TSMC and Intel.

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In my shift from traditional manufacturing to more hybrid tech manufacturing it's been interesting watching how much enthusiasm there was in reinventing the wheel with things like story points, planning poker, etc. As I watched these things come in with a bit of detached and morbid curiosity I was wondering if I was simply aging out of the more curious and agile (pun intended) period of my career and entering the "grumpy old man" era (insert Skinner meme). However in the last year or so I'm seeing tech broadly show frustration, or at least a growing ambivalence to these new techniques. The truth is there's not really any magic to project management. As a manager you need to see the big picture, understand the conditional requirements (this before that), keep your stakeholders aligned (or appropriately bamboozled), understand your gates, allocate your team to get the work done, and be ready to pivot regularly (because everyone has a plan until they get punched in the face). Theres valid features of any of the hundred different projects management frameworks that have been introduced over time, and often people simply rebrand an old thing and absorb it while pretending they are still something fundamentally new (see Jira's "new" Gant feature) I don't care if you call it waterfall, agile, or unicorn dancing. The mistake is assuming that someone has figured out some magical panacea. Anyways basically I've decided that I'm not a "grumpy old man". Just a "grumpy man"

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Micron Technology, Inc. has been a trailblazer in championing diversity, equity, and inclusion (DEI) since 2020. Their commitment has not gone unnoticed, with the company being recognized as one of Newsweek's America's Greatest Workplaces for Diversity in 2023. In line with their DEI efforts, Micron has undertaken various initiatives to promote diversity in the semiconductor industry: - Workforce development plans in Idaho and New York focus on enhancing access for underrepresented groups, including investments in rural communities, veteran organizations, and tailored training programs for women, people of color, and veterans. - Investing in STEM education, Micron supports K-12 students and provides avenues, both traditional and non-traditional, into the engineering field. - Micron's approach includes developing customized DEI initiatives on a country-by-country basis, reflecting their commitment to fostering inclusivity globally. #MicronTechnology #Diversity #Equity #Inclusion #STEM #WorkforceDevelopment #DEIinitiatives https://lnkd.in/gBe4inzf

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Senior engineers have 3 paths to break into leadership: 𝟭. 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 - You need to do a great job - Your manager needs to support you - Your company needs to have a need for a manager 𝟮. 𝗡𝗲𝘄 𝗷𝗼𝗯 - You need to market yourself well - You need to find a good fitting role - You need to be strategic in your job search 𝟯. 𝗦𝘁𝗮𝗿𝘁 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝘁𝗵𝗶𝗻𝗴 - You need to get funding - You need to have a great idea - You need to have unbridled dedication If you’re optimizing for security → promotion. If you’re optimizing for time → new job. If you’re optimizing for growth → start your own thing. Which path would you choose?

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Most engineers get this wrong about leadership 👇 You have to be the smartest person on the team to be the manager. Otherwise the team won’t respect you. They won’t listen to you. They won’t follow you. You need to have the best solutions. Be the best coder. Be the most knowledgeable. But this is not technical leadership. This is called being an expert. As a manager, you have one main goal: Your team needs to deliver. And this goes beyond implementation. Because you need to accept the hard truth... 𝗧𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 ��𝗼𝗹𝘂𝘁𝗶𝗼𝗻 > 𝗕𝗲𝘀𝘁 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗲𝗱 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻. So you need to ensure that: • Tech debt is balanced with requirements • Outcomes are communicated to mgmt • Each team member is at their best • The dev effort is sustainable • Stakeholders are satisfied • The quality is maintained • and much more… In short, your job as a manager is to empower the team to produce… The right features, with the right quality, with faster velocity, in a more efficient manner. And look, being smart helps. But it won’t be enough. You need a different skillset - a level above implementation. You need the skillset of a technical leader. === I help senior engineers overcome the "2+ years management experience" hurdle to land fulfilling tech leadership jobs. DM me "Mission" to learn how.

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Answer to I am going to step into my 2nd year of electronics engineering. What should I do in order to become a great electronics engineer and have deeper understanding of subjects? Also mention some prerequisites? by Sanjay Kumar https://lnkd.in/gHP8M8Ms #embedded #electronics #students

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Leadership....

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