Performance-based Interview Scorecard

Candidate Information

Candidate: Sarah Chen

Position: Factory Solutions Manager

Company: Texas Instruments

Interview Date: 2025-01-15

Interview Summary

Sarah Chen is a strong candidate with 12+ years of semiconductor manufacturing IT experience, currently serving as Sr. Manager at Intel. She demonstrates solid technical capabilities and has successfully led MES implementations and automation projects.

Key Strength:

Strong technical background with proven ability to deliver complex projects on time and under budget.

Primary Concern:

Limited experience with distributed teams and matrix organizations. All leadership experience has been with direct reports in single locations.

Overall Assessment

3.4

Above Average

Recommend proceed with additional assessment

Competency Ratings

Motivation

Interest in job, career goals alignment, commitment level

3.5

Good

Supporting Evidence

•Actively seeking broader leadership opportunity
•Wants to lead digital transformation at scale
•High interest level (8/10) in role
•TI is preferred over Samsung opportunity
•Willing to relocate from Phoenix to Dallas
•Interested in long-term growth to VP level

Concerns

•Compensation expectations may be slightly high for level
•Needs more clarity on role before full commitment

Team Skills (EQ) & Development, Leadership

Ability to lead, develop, and collaborate with teams

2.5

Below Average

Supporting Evidence

•Turned around underperforming team in 6 months
•Team satisfaction improved from 65% to 85%
•Successfully resolved conflict with manufacturing director
•Implemented training and mentorship programs

Concerns

•Limited experience with distributed/matrix teams
•Never managed managers before
•All team leadership in single location
•Struggled initially with stakeholder alignment
•May need development for executive presence

How to Improve This Rating

To raise this score to 3.5-4.0, we would need to see: • Examples of leading virtual or distributed teams successfully • Experience managing managers or leading matrix organizations • More sophisticated stakeholder management across multiple sites • Evidence of influencing without direct authority • Examples of building teams from scratch vs. inheriting them Recommended actions: 1. Conduct reference checks focused on team leadership 2. Consider panel interview with other department heads 3. Discuss specific scenarios for managing remote teams 4. Explore her experience with organizational change management 5. Assess executive communication skills more deeply

Job Fit with Recent Comparable Results

Relevant experience and proven ability to handle similar challenges

3.5

Good

Supporting Evidence

•Led MES implementation similar to TI needs
•Project being scaled to other Intel sites
•12+ years in semiconductor manufacturing IT
•Experience with fault detection and automation

Concerns

•Limited multi-site integration experience
•All experience in single-fab environments
•Would need to scale up from 12 to larger team

Achiever Pattern & Growth Trend

Track record of accomplishments and career progression

4.0

Very Good

Supporting Evidence

•Promoted to Sr. Manager within 1 year at Intel
•Intel Achievement Award 2023
•Consistent career progression across companies
•Delivered projects early and under budget

Concerns

•Growth has been steady but not exceptional
•No experience at Director level yet

Interview Notes by Step

Step 1

Welcome and Review Job/Motivation

3 evidence items

Interview Notes:

Sarah showed strong interest in the Factory Solutions Manager role. Currently Sr. Manager of Manufacturing IT at Intel's Arizona fab - been there 4 years. Looking for broader scope and leadership opportunity. Key motivations: - Wants to lead digital transformation at scale - Interested in TI's multi-fab environment - Seeks role with both technical depth and strategic impact Current job hunting status: Actively looking for 2 months, has had 3 other interviews but this role most aligned with career goals.

Evidence Collected:

4 years at Intel leading Manufacturing IT Experience

Wants to lead digital transformation at scale Motivation

Actively seeking broader leadership opportunity Motivation

Step 2

Measure Impact of First Impression

1 evidence item

Interview Notes:

Initial impression: Professional, articulate, perhaps slightly nervous. Came across as technical-focused initially but warmed up as interview progressed. Good eye contact, engaged listening.

Evidence Collected:

Professional demeanor, engaged listening Managerial Fit

Step 3

Review Work History and Background

4 evidence items

Interview Notes:

Career progression: - 2021-Present: Sr. Manager Manufacturing IT, Intel (promoted from Manager in 2022) - 2018-2021: IT Systems Manager, TSMC Phoenix - 2015-2018: MES Engineer, GlobalFoundries - 2012-2015: Software Engineer, Applied Materials Notable achievements: - Led 12-person team at Intel - Implemented new MES system saving $2M annually - Recognized with Intel Achievement Award 2023 - Steady progression but all in single-fab environments

Evidence Collected:

Promoted to Sr. Manager within 1 year at Intel Achiever Pattern & Growth Trend

Led MES implementation saving $2M annually Talent & Overall Technical Ability

12+ years in semiconductor manufacturing IT Experience

Intel Achievement Award 2023 Achiever Pattern & Growth Trend

Step 4a

Assess Major Team Accomplishments

4 evidence items

Interview Notes:

Team Leadership Example: - Inherited underperforming IT support team in 2022 - 3 of 8 members were on performance plans - Implemented new training program and mentorship - Within 6 months, all team members meeting expectations - Team satisfaction scores increased from 65% to 85% Challenge: Had conflict with manufacturing director over system priorities - Initially struggled to align on roadmap - Took time to understand his perspective - Created joint steering committee - Now have strong working relationship Concern: Limited experience with large, distributed teams or matrix organizations. Most team leadership has been direct reports in single location.

Evidence Collected:

Turned around underperforming team in 6 months Team Skills (EQ) & Development, Leadership

Team satisfaction improved from 65% to 85% Team Skills (EQ) & Development, Leadership

Limited experience with distributed/matrix teams Team Skills (Weakness)

Successfully resolved conflict with manufacturing director Team Skills (EQ) & Development, Leadership

Hiring Recommendation

Proceed with Caution

Sarah is a solid candidate with good technical skills and a track record of delivering results. However, the team leadership concerns need to be addressed before making a final decision.

Recommended Next Steps:

Conduct reference checks specifically focused on team leadership and matrix management
Arrange panel interview with peer managers to assess cultural fit
Consider a case study presentation on managing distributed teams
Discuss detailed development plan for first 90 days if hired
Potentially negotiate a lower starting level with clear path to target role