Company details

Almere, Netherlands

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://asm.com

About the company

ASM designs, manufactures, sells, and services wafer-processing equipment used in semiconductor fabrication, with a focus on thin-film deposition tools. ASM’s systems support processes like atomic layer deposition and other deposition technologies used by leading chip manufacturers. ASM operates globally across multiple R&D, manufacturing, and customer support locations to serve semiconductor fabs. ASM is headquartered in Almere, the Netherlands.

Locations and presence

ASM lists a global footprint with 15 key locations and roles across the US, Europe, and Asia, with headquarters in Almere. Early-career and intern postings commonly specify a named site (for example Phoenix) and internships explicitly state on-site, full-time participation.

Palpable Score

66.3

/ 100

ASM offers real entry points through paid internships and clearly labelled “Early Career” roles with 0–2 years’ experience criteria, so access is not limited to senior hires. Hiring transparency is mixed: ASM has public guidance on interview stages, but candidate reports also describe long or inconsistent processes. Support and outcomes are harder to judge because ASM publishes few early-career outcome metrics, and employee feedback on training and job security is uneven.

Pillar 1: Early-career access

Score

16.0

/ 20

The company’s careers site lists multiple paid internships (including summer 2026 roles) with defined duration and clear student eligibility.
ASM advertises full-time “Early Career” roles that explicitly target graduates within the past two years and 0–2 years of experience, which lowers the barrier to entry.
The company shows early-career hiring across several geographies and job families (engineering, hardware/software, field support), rather than limiting junior access to a single team.

Pillar 2: Hiring fairness and transparency

Score

12.8

/ 20

The company is described publicly by its talent team as using a staged interview flow for entry-level candidates (screen, panel, hiring manager), which helps applicants prepare.
ASM has interview feedback describing multi-step processes that can stretch out and sometimes feel poorly coordinated, which reduces predictability for candidates.
The company’s role postings often clarify who the job is intended for (for example “graduating in Spring 2026” and “0–2 years”), but timelines and feedback expectations are not consistently spelled out in listings.

Pillar 3: Learning and support

Score

13.0

/ 20

The company positions learning and mentoring as part of how people “grow and thrive,” and links this to career support across stages.
ASM’s internship postings describe hands-on project work alongside engineers and include specific “what to expect” and learning-oriented benefits language.
The company has employee feedback noting uneven training quality in some teams, which limits confidence that support is consistent across early-career roles.

Pillar 4: Pay fairness and stability

Score

13.7

/ 20

The company’s internship listings explicitly state internships are paid, which is a baseline fairness signal for early-career access.
ASM publishes Global Employment Standards covering wages and benefits principles, including compliance with wage laws and paying in line with market practices where laws do not apply.
The company rarely posts pay ranges directly in early-career job ads, so candidates have to rely on external estimates and interviews to confirm compensation expectations.

Pillar 5: Early-career outcomes

Score

10.8

/ 20

The company has employee feedback reporting below-average “job security and advancement” sentiment in at least one major hub, which is a warning sign for early-career progression confidence.
ASM has employee comments that include concerns about layoffs, long hours, and inconsistent training, which can translate into weaker early-career retention and development outcomes in affected teams.
The company does not publish early-career outcome data like intern-to-full-time conversion, promotion timelines, or retention rates, which caps how high this pillar can score on evidence.