Issue link: https://iconnect007.uberflip.com/i/1190860
DECEMBER 2019 I DESIGN007 MAGAZINE 45 where maybe they didn't have to do that be- fore, and there are design challenges. Do you see any instances where people are coming to you with their designs just for analysis and re- view? Miller: We are. I think the visibility from the book and some of the other marketing that we've been doing is opening customers' eyes who may not have been thinking about going outside for a design review. This past week, we received a request to perform a review from a customer that had an existing design to per- form a review. They were going to take the de- sign into volume production, and they came to us and asked us to do a review of it, to add test points, and to look for improvements for man- ufacturability. Andy Shaughnessy: What are some of the big- gest challenges that you see as a company and for your customers? Miller: If you're familiar with the PCB design industry, it's no surprise that it's a graying in- dustry. The majority of the North American PCB designers are age 50 and above, with lots of experience, but also closing in on retire- ment. One of the biggest challenges is to iden- tify and develop talent that can replace those who are going to exit the industry for retire- ment or whatever the reason. Shaughnessy: And it seems to be changing a little. Do you see more young people in the de- sign community? Miller: As PCB design becomes more visi- ble, younger people are becoming interest- ed. As one of the largest and more visible de- sign companies, we are approached by young people who are interested to know if we have trainee positions. Some of them are individu- als with parents who were or are designers, but some become interested as they hear and learn about the PCB design career path. I do see things changing, but more older people are leaving the industry than younger people com- ing into it. Shaughnessy: You mentioned training. Do you work with schools? Miller: No, we have a homegrown training pro- gram. We've run four different training class- es where we have hired interns to teach them the process of PCB design. We have a sylla- bus and a proven methodology for training them on all aspects of layout. We start with the basics of silkscreens and assemblies and then help them understand schematics, rout- ing, and placement. We take them through the whole process. We have been successful to the point where most of our young designers are the ones we brought in and trained. Shaughnessy: You can't assume that everybody knows about that. Miller: Right. The value to trainees is they are partnered and mentored by some of the best designers in the business. They are exposed to a lot of experience and knowledge. In addition, one of the tools we have within our company to help promote shared learning is an email alias called the "Designer" alias. This alias copies our entire design team and is like an in- tracompany helpdesk. If a designer is tackling something they haven't dealt with before, they can ask questions of the team. As we learn a new tip or trick, the designers can share it via Designer alias to the 30 or so designers that we have. And if they find a way to do something or there's a new technology or technique that's either board-related or fabrication-related, we share it. To be part of that environment as a young designer can be more valuable than a classroom only experience. Nolan Johnson: As you're recruiting and talk- ing to young engineers and designers, what are some of the attributes you look for? For exam- ple, do you look for specific job skills or a gen- eral attitude? Miller: I'll steal a phrase from a former employ- ee who worked for us, Robert Jardon; it's apti- tude and attitude. We look for somebody who has an ambition and is seriously interested in