The job listing was for a MEMS engineering position within their Mirasol display technology group. It was open only to PhDs with some processing skills and extensive design, theory, development, and test skills.

I was first scheduled for a phone interview with an engineering manager. The interview was a standard discussion of my CV details and experience.

Within a week, they invited me for an on-site interview, which took place the following week. The on-site interview was rigorous, a full day, and a combination of technical and personality assessments.

I started with an hour-long presentation of my research. I was frequently interrupted with questions from their engineers who did not fully grasp the processing technology I employed, due to their limited experience. Their engineering manager had to step in to explain the nuances. This resulted in me being unable to cover approximately 50% of my presentation, as the questions consumed significant time.

Following that, I had one-on-one interviews with every person in the group. These interviews were again, mostly a review of my background and some fairly simple questions on lithography, materials mechanics, and device technology.

One of the engineers, realizing I had career academic aspirations, told me bluntly that QMT was not a suitable place for me. He detailed the internal political processes that left him quite dissatisfied with his job and expressed his desire to move on.

I then had an interview with the QMT director, who quizzed me on cohesive zone fracture models and specific details of my adhesion rupture models for brittle materials. That concluded the interview process.

I was offered the job after three months of waiting. I did not accept it because the environment there seemed poisoned.

How is the inner adhesion potential generally taken into account in the Lennard-Jones models?