GlobalFoundries scrambles to hire semiconductor talent as demand for chips skyrockets.

GlobalFoundries, one of the three-largest chipmakers worldwide, is casting an expansive net in search of talent. This company has actively recruited veteran candidates, along with those enrolled in its workforce re-entry program and women in construction initiatives. Their products span electronics to phones to autos as well as defense and space applications. Major clients of this firm include General Motors and Lockheed Martin. In 2021, this firm launched the industry’s inaugural registered apprenticeship program: full-time work that paid with benefits; training provided at no extra charge to apprentices. It can typically be completed within two years or less and only requires a high school diploma or equivalent as well as an interest in mechanical fields – with 50 apprentices having gone through it thus far, according to the company. GlobalFoundries’ program actively recruits graduates with technical associate degrees from regional community colleges as well as veterans leaving military service for this endeavor, including graduates transitioning out. At any one time worldwide, GlobalFoundries fills hundreds of roles at once worldwide while hiring thousands annually; an upward trajectory it plans on continuing, according to Chief People Officer Pradheepa Raman in an interview with CNBC. Raman noted that maintaining the same workforce size was no longer a realistic solution in an industry facing staggering demand, from technicians and product managers to corporate roles and more. “That is why our workforce development initiatives are highly aggressive,” according to Raman. “[If traditional talent is hard to come by], our approach involves cross-training talent pools or finding potential new candidates from diverse fields – and showing them all of the opportunities in semiconductor. Our strategy takes this into consideration.” GlobalFoundries opened their semiconductor manufacturing facility in Malta, New York, US on Tuesday June 18th 2024 and employees can advance in this competitive environment through training or employment retention strategies. Cindy Schultz | Bloomberg | Getty Images Workers also have room to advance, so training existing staffers in order to retain them effectively. Morgan Woods, 28, began at GlobalFoundries’ Malta facility as a technician. Since 2021 he has transitioned into his current role of training and development analyst within GlobalFoundries; overseeing training of technicians, engineers and management as well as monitoring compliance to ensure success within this rapidly expanding company. Woods noted compliance is of critical importance as his company expands into automotive with their partnership with General Motors (GM). Woods pointed out: As microchip demand rises and our daily targets become harder to meet with smaller workforce, more manpower may be required in order to support steady rollout of microchips as per demand increases. GlobalFoundries introduced in May an employee and new hire benefit allowing eligible U.S. based employees and hires a tax-free lifetime total of $28,500 toward student debt relief. Woods took full advantage of it. So far, more than 200 applicants have applied, surpassing expectations according to the company. “Through participating in this program, I will be in an even stronger financial position to purchase a home within several years and expand my family by having children,” Woods stated. CHIPS and Science Act funding will not only expand roles for engineers and computer scientists but will also support GlobalFoundries manufacturing fabs located in New York and Vermont. In February, the company unveiled an $1.5 billion CHIPS funding initiative designed to expand manufacturing capacity. As anticipated by this funding and local/state money sources, over the lifecycle of planned projects it should help create approximately 1,500 manufacturing and 9,000 construction jobs over time. Both sectors are experiencing worker shortages themselves and want to attract younger hires into these professions. “We believe our recruitment challenges can be addressed using an ecosystem approach of workforce development and making our organization one of the premier workplaces through benefits offerings that we have been offering,” Raman explained.