ASML

Many young engineers are in the department, so it's easy to meet and make friends at work. The holiday shutdown in the last week of December is fully paid. Also, there is a total of 4 weeks of paid time off per year. There is no competition for lithography equipment in the semiconductor industry. There have been no layoffs in the last 4 years, so it's a secure job in the area. The salary is slightly above the average for similar positions in the CT area. There is constant demand for the product in the market. Major customers are in Asia, so there are opportunities to travel. A good HR team is on-site to answer any questions and help with life-related issues.

The electrical department is micromanaged, and there is buddy practice at the highest level in the department. A few buddies make the team in the department.

Senior engineers and managers are in the office for 5 hours per day, and hardly anyone mentors junior engineers and new hires.

Many competent engineers are in the department, but there is no visibility and no clear responsibility or role for competent engineers.

There is a very high turnover of engineers in the Wilton electrical department because managers are blind, short-sighted, and micromanaging the group.

Many bright engineers joined the department in the last 5 years, but all of them have left the company now.

Team leaders are just hired from the street to fill positions because the good team leads have just left.

There are poor quality processes and tools, and an open, noisy office environment that feels like a call center.

There is no training for new hires; no mentoring; be ready to meet the date from the first hour or move on somewhere.

Too many contractors are not qualified for jobs and do not have the skill set to get the job done. They are a burden to the team.

They have meetings and operate in buildings without properly meeting CDC guidelines during the Coronavirus epidemic. Managers do not enforce safety measures and protocols on how to keep staff safe.

• Change and overhaul is required in the Wilton electrical department.
• Hire skilled people instead of street contractors.
• Inspire the team to work individually and develop group competence.
• Ask senior engineers to mentor new hires and allow flexibility within the team.
• Stop micromanaging engineers and do not "baby seat" them so they can learn and contribute to company success.
• Build positive energy in the group and allow flexibility within the team.