Thread regarding GlobalFoundries layoffs

When did you receive an interview/employment offer?

Hey all,

I applied for a handful of entry level Engineer positions specifically at the Malta NY site, ranging from Dec 9th to Dec 20th. I've yet to hear back from them regarding the next steps, be it an interview or employment offer. I'm just wondering, when did you hear back from them regarding an employment or interview offer? Thanks

by
| 1704 views | | 24 replies (last )
Post ID: @OP+1eEkvFFO

24 replies (most recent on top)

@3pzl not foolish, there's definitely a honeymoon period. A lot of people use GF as a stepping stone, intentionally or not.

Based on your current situation it seems like you might benefit from change, and exposure to GF/the IC industry. You can join and spend a couple of years here and see if it meets your expectations. Maybe you'll like it, maybe not.

The biggest thing to remember is that your success and happiness at GF will largely depend on your manager/which team you join.

I've had a few interviews that led to offers over the past 6 months that I've turned down. I want to leave GF because I burnt out and have been spinning my tires since. I've stuck with GF for various reasons:

  • benefits aren't as good (time off, low premiums)
  • pay increase not enough to switch
  • not impressed with hiring manager
  • scope creep before I start

Good luck either way!

by
|
Post ID: @5oga+1eEkvFFO

Hi all, OP here.

The response that I received here is overwhelming. And truly, I'm sorry that many of you have had unfortunate experiences with GlobalFoundries HR. I will be patient especially during this crazy time with the new year coming in and the pandemic and whatnot. With that being said, I will heed everyone's advice and remain vigilant in following up and trying to get ahold of HR, or what's left of them at least.

It seems that many people have gripes with the HR at GF, well before Omicron reared its ugly head. And even worse, it seems like there's a disconnect between the workers at GF and the upper management. From the outside looking in, it does come across as a disappointing surprise.

But I have my reasons for still wanting to pursue a job at GF. Namely, I'd like to break into the semiconductor manufacturing industry and GF has been on my radar for a while, amongst other companies whom I've either haven't heard back or have been rejected.

Truth be told, this is all too familiar to me because right now my current job has all of these facets: An incompetent, juvenile, clique-y HR department, geriatric upper management that has no idea what's going on, middle managers who can only be described as f**king tyrants, and an undertrained, overworked, disrespected body of engineers and line operators.

Does it seem foolish that I'd even want to consider pursuing a job here despite everyone's warnings? Yeah, I would say so. But, I've already navigated an arguably more toxic work atmosphere and I think I'd at least try to survive at GF a little longer.

by
|
Post ID: @3pzl+1eEkvFFO

@2ejt+1eEkvFFO First of all let me thank you for acknowledging the shortcomings of HR.
For some of the reasons that you mentioned they do sound excuses because can you imagine the leadership telling our customers the following reasons for not delivering:

  1. There is too much attrition we do not have enough resource for under delivering
  2. Well we are getting 75% yield that is close to 100%.

This is unacceptable. Now if HR cannot convince the leadership of increasing the budget to meet employees demands than that is their incompetence in the same way if TC asks the sales guys to get more business but they cannot get it.

As @3qsv+1eEkvFFO points out correctly all the salary increase action was taken after the complains and the amount of attrition that is going on not before that you need to be forthcoming and if those actions are not taken in a timely fashion than it is your incompetence.

All these years the leadership has been beating their own drums about how good they are with respect to their industry peers which was all a big lie and nobody has accepted or acknowledged their shortcomings. In fact no one ever has been truthful ever.

I still remember how they were celebrating 7nm milestone a weekend before the layoffs.

Finally why don’t you also enlighten us why incompetent managers still exist and there is budget to keep training them which does not yield any return.

by
|
Post ID: @3ifu+1eEkvFFO

Boohoo for the HR defender.

  1. 10 business days to get responses to questions when we have them. Unacceptable by any industry standard.
  1. Maybe HR would get more credit if they weren’t so reactionary and were, for once, proactive, when it came to serving the workers. By the time HR does something good, it is normally too late.
  1. Health insurance costs didn’t really start to go up until Global decided to go with corporate Willis Towers Watson to administer our benefits, which introduces a middle-man to further increase cost. With the size of Global, there is zero excuse why our own benefits team can’t negotiate on the workers’ behalf, especially when MVP is two towns away.
  1. Remember when HR and leadership decided that exit interviews were no longer needed, because they got sick and tired of hearing the truth? Now, they decided that they are needed, as of recent.
  1. ER needs to be fired. “She/her” has been an ineffective HR head. While Global is hemorrhaging talent, with no end in sight, you would think her team would step up. Instead, looking online, you would think diversity and inclusivity is the biggest issue Global has. What a joke.
by
|
Post ID: @3qsv+1eEkvFFO

or the 3rd option, did managers completely sc--w up the balance of rewards during focal?

by
|
Post ID: @2fea+1eEkvFFO

@2ejt you seem to work for or closely with HR

how did they get the merit raises in 2021 so wrong? Did HR know it would be disastrous going in and the SLT ignored them? Or was HR+SLT caught completely off guard by all the complaints?

by
|
Post ID: @2jen+1eEkvFFO

@2kcl+1eEkvFFO
Benefits: Every year I have to pay more in medical expenses and I have a family so I really feel it when costs go up but I know enough to not blame the benefits department. The fact is that medical costs across the country go up every year and the benefits team is given a budget on how much we spend on benefits and it's up to them to minimize the impact on our employees. It's not their fault our insurance vendors change us more every year for the same coverage. They have the impossible task of trying to minimize the impact on our employees. If anything their the reason why you're not paying even more than you are. Working in benefits is a thankless job and many of them quit this year.

Compensation: GF did an uplift in pay in the fabs this year who do you think helped to drive this? It was Compensation and other parts of HR collectively telling the business that they are underpaying their employees. Compensation pulled the market data that proved that we were paying below market. If you were one of the employees who got that raise you can thank HR. And yes I know that there is a lot of work to be done in this area and its far from perfect. Solving our pay issues isn't something that can be achieved overnight.

Our HR department is far from perfect there have been loads of really bad hires and leadership in that area for years, however, there are also a lot of unsung heroes in HR that have done amazing things and get no credit for it. And understand I'm not criticizing you. A lot of your complaints are absolutely correct and valid and need to be addressed. Just keep in mind that the root cause isn't always HR.

Kinda like when you're in a restaurant and it's taking forever for your food to be served. Usually, it's the waitress that gets blamed but most of the time it's because the kitchen is backed up and that waitress is just as upset at the situation as you are.

by
|
Post ID: @2ejt+1eEkvFFO

@2lhw+1eEkvFFO Point well made and now did you ask yourself why HR had been thrown under the bus probably not. Out of the many departments that you mentioned all of them collectively have shown incompetence.
Benefits: moving to prudential has had no benefits for employees from the 401k growth to getting a personal loan. Pathetic service. Health benefits have been becoming expensive year after year and now GF charges if spouse declines their benefits and decides to come under GF insurance bucket.
Compensation: Not competitive to industry standard. Discrimination while providing stock options when going public
Training: waste of time as there is no accountability especially when managers are concerned.
Compass: HR has all the say but no they decided to go with it

Remember the AB email what happened to all the folks associated with it some left the company and others got promoted.

The most incompetent chain of leadership I have ever seen

by
|
Post ID: @2kcl+1eEkvFFO

I sent resumes for 6 months and never heard back until I was a waiter and an engineering manager dining at my table gave me his email.

by
|
Post ID: @2jri+1eEkvFFO

I'm not a fan of Compass and I would like to see it updated but to your point, it has changed a lot recently and I don't think there is an appetite to change it yet again. I think people believe that HR is some monolithic entity where everyone does that same job but that's not true. HR contains many sub-disciplines(Benefits, Compensation, TA, Training, etc) just like engineering or finance or supply chain. Most people under the HR function had nothing to do with Compass and probably dislike it as much as you. Let's not throw an entire Department under the bus for the decisions made by a few (probably well-meaning) people. As I stated before HR's involvement in the focal process is there to consult with the process and implement their decisions but they don't decide who gets raises or promotions the business does. If there is a manager who makes bad decisions on hiring, promoting there isn't much HR can do about it unless there is a case where there is an obvious violation of policy or eithics. I'm sure if there were cases where a manager was handing out promotions to his golfing buddies that HR would step in but there has to be a formal complaint for any action to be taken. This isn't a GF issue btw , most companies have these problems. If you don't believe me look at the topics on Intel's board or Samsung. It's the same issues.

by
|
Post ID: @2lhw+1eEkvFFO

@2jrg agreed on the budget part, but they establish the policy and method. How many times have they re-branded the ancient lemon that is now COMPASS? 3 times?

GPM, Path2HP, COMPASS and one other that I'm forgetting

Same process, same outdated way of measuring performance and rewarding individuals for their contributions

Teams can have several high performers and people get left out. Managers can have favorites or some other bias that influences poor decision making, and employees have no recourse.

by
|
Post ID: @2fir+1eEkvFFO

HR Doesn't decide who gets raises or by how much. Each department gets a focal budget from finance and it's up to the managers to divide that among their employees. HR just assists with the process but they don't make the calls. HR often takes the blame for things so that the management team doesn't have to. In most cases, HR only has influence but not the authority to make decisions and HR can't fix budget issues. Also to address the OP, Talent Acquisition is severely short-staffed so don't take it personally if you don't get contacted. Just keep applying to jobs that match your career goals that will increase the chances that you get a call.

by
|
Post ID: @2jrg+1eEkvFFO

anyone at fab8 take part in the focus groups Tom had when he first became GM (2014ish)?

I was in one. People complained about HR giving them non-answers regarding issues with pay, advancement etc. Tom blamed line managers instead and fully supported HR. I'd guess this is a pattern and HR, in his eyes, can do no wrong

by
|
Post ID: @2cqp+1eEkvFFO

End of fiscal year, holidays and pandemic. Be patient and follow-up.

by
|
Post ID: @2oqc+1eEkvFFO

When did we ever have a competent HR

by
|
Post ID: @1kbz+1eEkvFFO

I don't think our HR people go primarily to GE. They come from there and most of them stay or go elsewhere after

by
|
Post ID: @1ruo+1eEkvFFO

is GF constantly trading HR people with GE? aren't two senior HR people from GE, and then some other lower HR people too

by
|
Post ID: @1muj+1eEkvFFO

the HR that are left are the ones who cant work , those who left are the ones who can work and is a real HR ... and many HR who left are joining GE .. from those i know who are good ...

by
|
Post ID: @1lah+1eEkvFFO

Yes, everyone is quitting. It’s nuts

by
|
Post ID: @1onq+1eEkvFFO

50% of HR has quit over the past year, so you may be waiting a while. It can usually take up to a month before you hear something.

by
|
Post ID: @1sbq+1eEkvFFO

I think omicron is probably slowing hiring as a lot are sick and working from home who weren't before. You can reach out to a hiring manager on linkedin. I think it makes more sense than HR. HR just screens for keywords to make sure you are a fit.

by
|
Post ID: @fsz+1eEkvFFO

give it another week or two, then if you still haven't heard anything you can try to find TA specialists or recruiters on LinkedIn and introduce yourself there. Try searching "recruiter globalfoundries". This might seem odd, but it's new age networking so don't sweat it. Just be professional. Worst case they don't respond to your message or connect with you.

good luck if this is what you really want. I thought the posts here would be enough to dissuade anyone

by
|
Post ID: @xiz+1eEkvFFO

HR has been slower these days. Add in the holiday and you may be waiting a few more days than usual.
If you hear nothing try emailing the email provided.

by
|
Post ID: @pok+1eEkvFFO

Post a reply

: