1. Application + HR Screening (Phone Call)
Duration: 20–30 minutes
Purpose:
HR checks basic fit, experience, and motivation.
Confirms familiarity with lab environments (validation labs, R&D labs, server labs, electrical labs — depending on the role).
Discusses relocation/availability, expected salary range, and team structure.
Common questions:
“Tell me about your experience managing labs.”
“Have you worked with vendors or procurement before?”
“What safety standards are you familiar with?”
“What size of lab operation did you support?”
2. Technical Interview (1–2 rounds)
Led by engineers, lab owners, and sometimes a lab director.
Focus varies by lab type (silicon validation, networking, server, thermal, etc.)
Topics you can expect:
Lab infrastructure (power, cooling, racks, benches, ESD).
Equipment lifecycle (procurement, calibration, inventory).
Understanding of networking / compute / test equipment.
Safety + compliance (ESD, fire, 5S, ISO requirements).
Experience working with suppliers (buying equipment, service contracts).
Scheduling and prioritizing multiple engineering teams.
Common technical questions:
“How do you plan and design a lab layout for new equipment?”
“Explain how you ensure ESD compliance in a high-density lab.”
“What would you do if multiple teams need lab resources at the same time?”
“How do you track assets and prevent downtime?”
“Describe a time you troubleshot a critical lab issue.”
This may include scenario-based questions or problem-solving exercises.
