Start with the engineering problem, not a broad job title
A useful semiconductor search brief identifies the work the person must own, the evidence that will demonstrate competence, and the location where the work happens. Separate essential skills from skills the team can teach. This helps a consultant explain the opportunity accurately and compare candidates against the same criteria.
Make the role specific
- Choose the workstream: process or equipment engineering, IC design and verification, packaging and test, quality, field applications or technical sales. Confirm which are relevant rather than combining every discipline in one vacancy.
- Describe the product environment, tools, interfaces and stage of work. Ask for examples of personal contribution, without requesting a previous employer’s confidential designs, customer lists or process data.
- State the hiring manager, decision process, budget range, target start and the first deliverable expected after joining.
Design the cross-border search
- For a Japanese company hiring in Taiwan or elsewhere in Asia, agree where the employee will work and which entity will employ them. Remote work, relocation and business travel are different requirements.
- Define the language needed for customer meetings, technical discussion and documentation separately. Confirm functional ability in the assessment, rather than using nationality as a shortcut.
- For international companies building a Japan team, specify the local customer interface and coordination with overseas engineering. Japanese and international professionals can both be considered against the role.
Choose search, dispatch or an engineering service
Use permanent recruitment when you need an employee in your organisation; assess licensed dispatch where applicable when your team directs day-to-day work; use a defined engineering service when the supplier owns agreed outputs. Contract, location, management and access arrangements need confirmation before a commitment.
Agree how the shortlist will be assessed
Use the same technical scorecard and a non-confidential work discussion for every candidate. The hiring manager validates technical depth; the consultant checks motivation, communication, location and practical fit. A search mandate is not a guarantee of a particular shortlist or start date.
Bring this to the first conversation
Share a non-confidential role outline, target market, working language and hiring timeframe. Tech Alliance connects specialist search with IT, engineering and cross-border recruitment experience. A consultant will clarify the search boundary and next step; please do not upload proprietary technical documents.