Employee Review
- 4.0Jun 13, 2019
Undergrad Intern - 2 Month Review
Process Engineer InternCurrent Intern, less than 1 yearOcotillo, Maricopa, AZPros
- Everyone that I have worked with is willing to help, whether they can do it themselves or they know someone that can - Company is very serious about their safety culture and will take any needs you have into consideration - Compensation was competitive with other internship positions - (Almost) guaranteed job when you graduate, transition into full-time position is relatively easy - Internship time counts toward sabbatical time - Health benefits, stock purchase program, relocation included in benefits
Cons
- Job satisfaction is deeply rooted to who you have as a manager - Lack of rotational engineering program - If you are not familiar with the semiconductor industry and don't ask to be in a certain module you will just be placed somewhere that may not align with your background strengths - Retirement account not included in benefits
Other Employee Reviews
- 5.0Sep 26, 2023SoC Design Engineer InternFormer Intern, less than 1 yearSanta Clara, CA
Pros
- good work-life balance for intern - I was able to get a great manager and team
Cons
- none that I can think of
- 3.0Sep 6, 2023DirectorFormer Employee, less than 1 yearSan Jose, CA
Pros
Legacy company. Several pivotal contributions to High-Tech field. Strong and experienced management who, unfortunately, continue to face a lot of headwinds.
Cons
I shared my experience as an applicant but feel the need/ urgency to reiterate as I've always held Intel in very high regards. Race/ gender politics is superseding meritocracy, starting right at applicant pool assessment stage. I so happen to be a woman and of 'color' (POC, to be politically correct). Despite there being a strong alignment in terms of skills/ exp. with a highly specialized role, I was being tapped out as I didn't meet desired race profile of HR/ Managers, who too happened to be POCs. I've had a similar experience previously. Intel is suffering from race-nepotism, where certain managers may bar certain other ethnicities, especially if they'd like to be perceived as 'model minority'. I can see this eroding objective, meritocratic assessment of deserving candidates who may not want to chime in 'lead'h'er' song or vow allegiance to any specific ethnic group, over choosing the company. This strategic barring is done by very seasoned (cunning) Chief of Staff.
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