Lead Semiconductor Engineer

Semiconductor Lead, technical leadership of a small team 7-10+ years

Other levels: Semiconductor Engineer Senior Semiconductor Engineer Principal Semiconductor Engineer Staff Semiconductor Engineer Junior Semiconductor Engineer

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GlobalFoundries

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The job description

Tech stack. team leadership, sprint planning, technical reviews, hiring, process module ownership, escalation management, career development

About the role

A wafer fab needs a lead engineer to run a small team of process or integration engineers, combining hands-on technical depth with the management judgment to make a team effective. You will set the team's technical priorities, review their work before it commits the fab to consequences, handle escalations when production is at risk, and still contribute directly to the hardest problems. Your team ships stable processes because you make their work effective, and your engineers grow because you invest in them deliberately.

What you will achieve

Build a team of 4 to 6 engineers that sustains module Cpk targets and meets all qualification milestones on schedule, with clear ownership for every process and tool.
Drive prioritization so the team's top 3 projects each deliver measurable yield, cost, or cycle-time impact per quarter, and low-value work gets explicitly deferred or killed.
Reduce escalation resolution time by 40 percent through clear ownership, on-call discipline, and post-mortems that turn every excursion into a preventive improvement.
Own hiring and onboarding so new team members reach full productivity within 6 months, with structured ramp plans and assigned mentors.
Deliver quarterly technical reviews to management with honest assessments of risks, progress, and resource needs, no surprises and no spin.

What you will bring

Must-haves

BS or MS in engineering or physics with 7+ years in semiconductor process or integration engineering.
Prior experience leading projects or mentoring engineers, with references confirming real leadership impact on people and results.
Strong technical depth in at least one process module plus breadth across the fab flow, enough to review any team member's work critically.
Proven ability to prioritize competing demands and say no to low-value work, protecting the team's focus.
Hiring experience: interviewing, evaluating, and onboarding engineers with sound judgment about technical and cultural fit.
Calm, decisive communication during excursions and production crises, keeping the team focused on facts and next actions.

Nice-to-haves

Formal management or leadership training applied to engineering teams.
Experience with agile or kanban planning adapted to fab engineering work.
Track record of retaining and growing engineering talent, with former team members advancing in their careers.