Brandon Johnson

Reflecting on a significant event a few weeks ago, we at Stellantis engaged in a profound discussion about #AccessibleInterviews with HackerRank (thanks for Kelly Fountain and Kama Dodge) for people with disabilities, neurodivergents, and minorities. This dialogue not only presented our team with an opportunity to explore new avenues of development, but also underscored our commitment to fostering an inclusive environment that caters to the diverse needs of our employees. Do you want some tips? > Assessments: If your team decides to do a technical or behavioral assessment, make sure you can assign those candidates extra time to complete a sample so they know what to expect. > Diverse Hiring Panel: Bring from different backgrounds interviewers that can help to make the hiring process diverse and possible for the candidates to understand we are listening to their needs; > What do they need? Be bold and ask what makes them comfortable or could help them succeed in each interview. Track that information plus the adaptations so that, in case you have similar cases, you can always confirm with the candidate whether those adjustments will work for them.  > Break the Bias: Go study about those accommodations, needs, necessities, and the disabilities they have. This will allow you to build better feedback, interview questions, and interview panels.  > Healthy interview settings: we sometimes want to go faster, but only some candidates are ready for 2-3-4 interviews in a day. Make sure that you create a good and healthy strategy to schedule interviews and send documents for them to prepare themselves in advance; I believe it doesn't have a formula, but it works fantastically for everyone who is willing to listen and bring new talents to the team who are diverse, extraordinary, and extremely ready to join the company. And you? What are some of your key points to support Accessibility in Hiring processes? #hiringprocess #diversityandinclusion #techrecruitment #linkedinnewseurope

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Title: The Hidden Impact of Backing Out: A Message to My dear friends Introduction: Start with an empathetic tone. Acknowledge that candidates may have valid reasons to reconsider job offers, but also explain the ripple effect their decisions have on others. Explain the recruitment process briefly, including the significant time, effort, and resources invested in making a job offer. Understanding the Effort Behind an Offer: Explain the steps taken by recruiters and stakeholders in the company to release an offer. Mention the coordination between various teams like hiring managers, HR, and sometimes even senior management, who review and approve offers. Highlight the hard work that goes into finding the right candidate, from screening to scheduling interviews and negotiating salaries. The Last-Minute Backout: Detail the consequences of a candidate backing out after the offer is extended. It leaves positions vacant, delays projects, and can lead to frustration for hiring managers.  - Mention the additional costs involved, both in time and finances, as the entire hiring process may need to restart from scratch. Transparency and Communication:  - Encourage candidates to communicate openly. If they are unsure about the offer, it’s better to discuss concerns early on rather than back out at the last minute.  - Suggest that candidates ask themselves critical questions about the role, company, and long-term fit before accepting. Professional Courtesy and Reputation:  - Explain how backing out can affect a candidate’s professional reputation, especially within niche industries. Recruiters talk, and candidates who often back out may gain a negative reputation.  - Encourage candidates to think long-term about how they want to be perceived in their field. Balancing Personal Needs with Professionalism:  - Acknowledge that sometimes backing out is the right decision if there’s a personal or professional conflict. However, it should be done thoughtfully and with respect to all parties involved.  - Advise candidates to maintain good relations by informing recruiters at the earliest and thanking them for their time and efforts. Conclusion: End with a respectful reminder that the recruitment process is a partnership. Both sides need to respect each other’s time and effort. Thank candidates who act professionally and understand the impact of their decisions on the organization. Thanks my dear future friends

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Are you an H1B visa holder laid off from your job or actively seeking new opportunities, either from the United States or India? Navigating the process of transferring your H1B visa can be daunting, but fear not, as you're not alone in this journey. Here, we'll discuss key aspects and offer guidance for those embarking on the path of H1B transfer amidst job transitions. Pls contact me on [email protected]

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Are you an H1B visa holder laid off from your job or actively seeking new opportunities, either from the United States or India? Navigating the process of transferring your H1B visa can be daunting, but fear not, as you're not alone in this journey. Here, we'll discuss key aspects and offer guidance for those embarking on the path of H1B transfer amidst job transitions. Pls contact me on [email protected]

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Do you find interviewing difficult? Not really sure if your answer is what they’re looking for? Follow the strategy below to nail your next interview.

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Many engineers are often taken aback when we start a call without reading bullet points from a job description. Instead, we dive straight into understanding who they are and what they aspire to achieve. As recruiters in the semiconductor industry, we understand that finding the right candidate goes beyond just evaluating skills and experience. By taking the time to understand aspirations and long-term goals, we can identify individuals who aren't just technically skilled, but also genuinely passionate about the work and committed to a long-term fit with the company!

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I spent a lot of time just staring at the flashing cursor and all this white space, struggling to figure out what to say with this post but unfortunately, my amazing ride with Rivian has come to an end. When I was contacted by Rivian, on this very platform in fact, about leading Recruiting efforts for Rivian's Global Facilities Team, my first thought was ... What is Rivian? Admittedly, I'm not a car enthusiast. I WAS presented with an opportunity to build out an Owner's Rep Construction company, a mid-sized Architecture firm, a small Real Estate Development Team, and an-in house Facilities Operations team ... ALL under the umbrella of a start-up Electric Vehicle Company bringing the very first Electric Pickup Truck to the masses. This was a very rare opportunity I could not pass up so I was instantly on board. Thousands of zoom meetings and hundreds of signed Offers later, I only reflect positively about my experience at this company. The People at Rivian were always the competitive advantage with extremely empathetic leaders and very high emotional intelligence. These last 3.5 years were hard but that's what made it great! Borrowing a line from A League of Their Own here but "it's supposed to be hard, if it wasn't hard, everyone would do it. The HARD it was makes it great". This was the moniker of our G&A Recruiting Team led by a top shelf leader in Tami P. and I was able to find niche talent and bring on exceptionally skilled leaders to the company. We're talking purple squirrels with rainbow tails here ... more than I can count on both hands. It was an incredible leap of faith to join a company during peak COVID, where I didn't even meet a single co-worker in person for at least the first 8 months. 94% of my peers at Rivian don't even know how tall I am because we have only interacted on Zoom so my only existence lied within the cropped area of a small digital box. All that said, I am going to take some time to decompress, see rivers, see waterfalls, see mountains and kickstart my search in due time. I would love to stay in the AEC Industry if I can because I can make an instant impact there with a vast network but for now, I will only think fondly of my time at Rivian and I look back on it as an amazing experience with only positive relationships day in and day out. #OpenToWork #recruiting #jobsearch

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***Lucid Motors, Rivian, and Ferrari Showcase EV Industry Camaraderie at Pebble Beach Concours.*** In a striking display of industry unity, Lucid Motors CEO Peter Rawlinson and Rivian founder RJ Scaringe were seen together at the Pebble Beach Concours, examining Lucid's new Gravity SUV. This interaction highlights the collaborative spirit within the electric vehicle (EV) sector, contrasting with the often polarizing fan culture surrounding some EV brands. The event also drew attention from traditional automakers, with Ferrari CEO Benedetto Vigna joining the Lucid and Rivian executives to explore Gravity's features, including its spacious frunk (front trunk). This gathering of industry leaders underscores a growing trend in the EV market: a focus on shared progress and innovation rather than divisive competition. Cooperation and mutual respect among manufacturers may shape the future of electric mobility, accelerating the industry's overall advancement. Such moments of cross-company engagement at high-profile events like Pebble Beach not only showcase new technologies but also foster a more collaborative approach to addressing the challenges of sustainable transportation. I love to see this! Images from Lucid Motors. #automotivenews #automotiveengineering #automotivemanufacturing #lucidgravity #rivian #ferrari

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I have a brutal truth for MES directors. You are repelling the best MES talent, by working with too many recruiting agencies. Let me explain. Manufacturing IT is an incredibly niche talent pool. There are about 1,000-2,000 candidates who are eligible for a MES engineering position. You need to narrow this pool down, based on: - Location - Compensation - Industry experience - Platform experience etc. Once you narrow this pool down, you have ~50 candidates to reach out to. Now, imagine 4-5 different recruiting agencies reaching out to these 50 candidates. They each have a different recruiting process. They each have a different interpretation of the role. They each have reached out to the candidate on your behalf. As a result, the candidates gets multiple ‘messaging’ about the role. Some will respond - and you may find a placement. But the top candidates (the ones you really want) will notice something is awry. They will self-select themselves out of the process, before you even reach out to them. You don’t want that. So remember: choose one trusted recruiter in your niche, and let them exclusively represent your company. It’s the best way to make strong impression on the best talent.

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It can be difficult to feel in control of your career after the past 2+ tumultuous years for white collar roles, especially in the tech sector. If you're feeling stuck or lost, know that you are not alone. Although it's impossible to control the market, there are things you can do today that will help you regain control of your career. 1) Networking - networking should be a regular part of your professional life and shouldn't just happen when you're actively looking for a job. Get a coffee with past coworkers. Talk to people with career paths you're interested in to learn about their journey. Reach out to someone working at your dream company to see if they're open to a call with you. Don't ask for favors, but ask for conversations and build your relationships constantly. 2) Learning - even if you're a subject matter expert, I guarantee you can learn something new. There are many free LinkedIn Learning courses available along with YouTube videos or books to check out at your local library. Pick up a new area of expertise that can enhance the experience you already have or help you pivot to a new area. If you're dead set on a completely new career path, consider obtaining more formal education to start down that path. 3) Attitude - this is half the battle. It's disheartening to feel stuck and if you let it, it'll become crippling. It's important to reframe your mindset in order to see your situation as an opportunity. You have an opportunity to learn, to formulate relationships, to pivot your focus, to find a great company that values what you bring to the table, and to take back your career. If you treat it as an opportunity, you'll be a heck of a lot happier while navigating this difficult market. #recruitingtips #careeradvice #networking #learning #attitude

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🚨 CONFIRMED: Waymo and Hyundai Partnership Officially Announced Two weeks ago, I shared rumors of Waymo and Hyundai Motor Company (현대자동차) discussing a potential manufacturing deal for Waymo’s self-driving vehicles. Yesterday, those rumors have been confirmed. Here’s what you need to know: → IONIQ 5 EVs will be assembled at Hyundai’s new plant in Georgia → Plan to produce a fleet of IONIQ 5s equipped with Waymo’s tech in significant volume over multiple years → On-road testing will begin by late 2025, available to Waymo One riders in the years to follow → Both companies are exploring further collaborations beyond the supply agreement My thoughts: This partnership is a significant step for Waymo, strategically positioning the company ahead of potential 100% tariffs on Chinese-made EVs. By manufacturing the IONIQ 5s in Hyundai’s new Georgia plant, Waymo is reducing its exposure to global trade risks and aligning with the growing preference for localized production in the U.S. The decision also signals a shift away from its partnership with Zeekr, which may have been viewed as a strategic misstep, given the geopolitical risks of relying on Chinese manufacturers. This transition allows Waymo to secure a stable supply chain for its #robotaxi fleet, safeguarding against future disruptions from international policy changes. Waymo’s strategic pivot toward Hyundai also demonstrates its commitment to scale. By securing a reliable partner with U.S.-based manufacturing, Waymo can scale production in significant volumes, accelerating its push toward full commercial deployment.

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***Lucid Motors Secures Strategic $1.75B Capital Raise Despite Market Skepticism*** -According to CNBC, luxury EV maker Lucid Group has raised $1.75 billion through a public offering of 262.5 million shares despite facing temporary stock volatility. CEO Peter Rawlinson emphasizes this was a strategically timed decision, not a desperate move, extending the company's runway into 2026. From an automotive industry perspective, this capital raise is crucial for several reasons: -Strategic Timing: With $5.16B in total liquidity already available, Lucid is raising capital from a position of strength rather than necessity. This proactive approach is critical given the capital-intensive nature of the EV industry. -Critical Growth Initiatives: Expansion of Arizona manufacturing facility. Construction of Saudi Arabia plant. Launch of the new Gravity SUV. Development of next-gen powertrain. Expansion of retail/service network. -The messaging around this raise is particularly significant because: It demonstrates continued confidence from major investor PIF (Saudi Arabia's Public Investment Fund), which maintained its 59% ownership stake It provides a clear runway through 2026, coinciding with Lucid's planned midsize platform launch. It helps avoid future "going concern" issues that could damage investor confidence. Despite short-term market reaction (18% stock decline), this financing strengthens Lucid's position in the competitive EV landscape, especially as the company ramps up production of its Air sedan and prepares to launch the Gravity SUV by year-end. The company is targeting 9,000 vehicles for 2024 production. This balance of operational execution and strategic financial planning is critical in the capital-intensive EV sector, where having sufficient funding for growth initiatives can make the difference between success and failure. #automotivenews #manufacturingengineering #automotivemanufacturing #lucidmotors #automotivemanufacturing

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Letting a candidate know they aren’t moving forward is not a fun conversation… but there are ways to make it positive. Aside from feedback for continuous improvement, providing more context to what happened in the process is super helpful. I recently released a few candidates for a design engineer role. 330+ candidates did not make a screening call with me. 11 made it to a screening call and only 7 progressed into further stages. The candidates that learned how far they actually got left with a sense of gratitude and accomplishment even without a job offer. #interviewing #recruitment #TAtips

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Ford is trialing AI-powered automated driving technology designed to make the production process more efficient. For the project, vehicles not only drive themselves off the assembly line, they also self-drive to final testing stations and self-charge before parking up ready for delivery to customers. The E-SELF project uses vehicle-to-infrastructure communication to control and monitor vehicles. Antennas and cameras located around the plant can identify hazards in the vehicle’s path, such as a person or another car, and vehicles are slowed or brought to a halt as required. Project leader Laura Heister explains: “We’ve got different test vehicles which are guided by an automated valet parking system which is infrastructure-based. We also have a cobot which plugs in vehicles and charges them up to a certain level. It then disconnects so the vehicle can self-drive to the next station.” Ford is conducting the two-and-a-half-year trial with partners Institute of Automotive Engineering of the Technische Universität Braunschweig and Kopernikus Automotive. The Federal Ministry of Economy and Climate Protection provided €2 million funding. Would you like be part of projects on the cutting edge of technology? Learn more at www.careers.ford.com. #WeAreFord

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Stuck in the H-1B Job Hunt Maze? Let Anveta Be Your Guide! Feeling lost in the sea of job openings? As an H-1B visa holder, navigating the US job market can be challenging. But fret no more! Anveta is here to be your one-stop shop for landing your dream job. We specialize in connecting top H-1B talent with companies actively seeking skilled individuals like you. Here's how we'll help you stand out: Targeted Job Matches: Say goodbye to generic searches. We leverage our network to find jobs that perfectly align with your skills and experience. Resume & Interview Power-Up: Craft a resume that grabs attention and ace your interview with expert coaching from our team. H-1B Transfer Made Easy: Need to transfer your visa? We'll guide you through the process, ensuring a smooth transition. Don't let the clock tick down on your grace period. Take control of your career, maximize your potential, and find the perfect fit. Contact Anveta Today! Email: [email protected] Phone: +1(469)813-0030 hashtag #H1BVisaExperts hashtag #DreamJobMatch hashtag #USJobs hashtag #H1B hashtag #jobsearch hashtag #careeradvice hashtag #USjobs hashtag #immigration

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Can we recognize folks who need immigration support during the job search process? The job search process is already daunting and this adds another huge layer of complexity. I will admit, I still have a lot of learning to do when it comes to the nuances of job searching and the nuance of visa/immigration support for job seekers. But I think it's fair to say that along with the typical ups and downs of the job search, folks who need any form of support when it comes to visa sponsorship deserve some serious recognition.

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Neither Here Nor There !!! We come to the USA with monetary and career goals. This process takes a minimum of 4-5 years, including completing a degree, OPT, securing a stable job, etc. Then we fight to protect the life we have built. This involves dealing with the H1B visa process, the green card backlog, and other related challenges. During this time, we often get married and have children. The next decade is about stabilization and achieving a semblance of a normal life: fighting for a green card, buying a home, and building a network of friends. Meanwhile, our parents in India keep getting older. Cousins get married at inconvenient times. "Hey, your marriage is in March? My kids will be in school, I can't make it." Grandparents pass away when we have H1B stamping issues and can't travel. Fathers have heart attacks while our companies are laying off employees at a fervent pace. We miss some or all of these events. India doesn’t care. Life goes on for them. Nephews and nieces grow up not knowing us well. They probably know us as the "uncle and aunt who bring phones" every couple of years. Our children lack the meaningful extended family we had. No grandparents, uncles, aunts, or cousins. We become their entire world. Your spouse often becomes your only friend in a foreign land. She, too, is as confused as you are. When you argue with her for two days, who can she talk to about it? There's no one to share with. The friends network you built will soon be beset with jealousy and complaints. Soon, you realize people are not as innocent as they seem. Class and divisions start to appear based on who got a green card first, who bought a big house, who has a Tesla, who became a manager, who has a furnished basement, and so on. You will be caught in existential questions. Will my son or daughter bring a girl/boyfriend home at age 16? You will turn to culture and home. You will involve yourself in Regional(Telugu/Kannada/Tamil) Community, Indian associations, temples, volunteering, etc. You will change your political beliefs based on your situation. You either become a liberal, thinking all is fine, or you become a conservative, thinking I should resist all this. You go to India and find that you don't belong there. All your relatives have changed. You have changed. Uncles and aunts have died. Nephews and nieces are unrecognizable. The streets and city that you grew up in are unrecognizable. You come back and slip into your known world, keeping on working, never knowing the answer to the question: "Am I better off here or should I have stayed back home?" The answer to this question remains unknown. ~ By An Indian who migrated to USA for a living.

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