Issue link: https://iconnect007.uberflip.com/i/1531663
JANUARY 2025 I PCB007 MAGAZINE 43 candidates because some candidates just didn't fit. ey were looking for an internship but didn't even know what they were applying to. How many interns did you have and where do you hope they'll be in their studies? Last year, we had four, including some who worked in our assembly operation and the apprentice circuit workshops. We are gener- ally looking for juniors, seniors, and recent graduates who are still looking for a job. In 2024, we took a slightly different direction and recruited based on our need to develop soware. We took on seven interns studying computer science, the programming field, and specifically, large language models (LLM). We are connecting our operations to be more effi- cient using AI as part of a bigger operational picture. is year's interns had a pretty awe- some task to make things different and better than how many fabricators have done things their entire careers. The system you describe allows for more consistent work across all facilities and locations, especially as we see more consolidation of shops. Yes, that's the intention of the soware devel- opment project. It's a big task, but it has already paid off. We are more on point and commu- nicate in real-time, not just in long strings of emails. We're focused on using one system where everyone can comment on operations, suggest next actions, or put in requests. Every- one has the same access to it. You can go to a system and say, "ese are all the active jobs. is is where we are at this moment." Commu- nication is clear, and things don't get missed. It's interesting how your first group of interns focused on the shop floor, but you pivoted to focus on software for your second group. That is a consistent trajectory in the industry. Companies seem more ready to take a hard look at AI and how it can enable greater efficiencies in different operational areas. We are very cognizant that we must develop the workforce our company needs in the future, and it can't be done the way we've always done it. We need to think outside the box and bring in new people with these skills. We have to get them excited about being in this industry and that they can make a difference. at is a big challenge for the electronics industry, espe- cially in the United States. It is so important to provide exposure to our industry and then to create excitement around it with young candidates. Yes, and Summit is doing a lot in workforce development. For example, some of our newer employees are writing blog posts as part of IPC's Emerging Engineer Program, which gives them access to mentors and subject mat- ter experts across the industry. ey are cre- ating long-term relationships throughout the industry—a team of colleagues and peers that help them solve common problems. at leads to solving big problems as we move forward. How do you keep your interns excited about the work and the company? We do a lot of internal training. We use learn- Gerry Pardita