πŸ“
Chicago, IL

Baseband Electrical Engineer

2 years experience
Technology & Digital
Engineering
Posted:
December 28, 2025

Lenovo

Smart devices & infrastructure technology leader
79.3
Palpable Score
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Come to the heart of Chicago, Illinois to join Motorola Mobility's 312 Labs Development Team as a Baseband Hardware Engineer. You will have the opportunity to work with various interdisciplinary departments including Mechanical, RF/Antenna, Software, Supply Chain, and Industrial Design to develop, optimize, and integrate analog and digital circuits into best-in-class mobile products. This team focuses on innovative and creative designs with consumer appeal to differentiate in the market and lead the next generation of unique devices. The 312 Labs organization focuses on applied research and advanced product engineering expertise to investigate new form factors, experiences, and emerging trends such as AI in order to accomplish Lenovo’s goal of β€œsmarter technology for all”.

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About the company

Lenovo

Company overview
Lenovo is a global technology company that designs and sells PCs, laptops and workstations (including the ThinkPad line), plus tablets, monitors, accessories, and gaming devices. The company also sells enterprise infrastructure such as servers, storage, and edge solutions, alongside services that support deployment and managed IT needs. Through Motorola Mobility, Lenovo also competes in smartphones and related mobile hardware. Lenovo sells to both consumers and large organisations through retail, channel partners, and direct enterprise sales.

Locations and presence

Lenovo is incorporated and listed in Hong Kong, with headquarters in Beijing (China) and Morrisville, North Carolina (USA). Early-career programmes highlighted publicly are commonly office-based and rotational, with flexibility described as varying by programme and region.

Palpable Score

79.3
/ 100
Lenovo scores well because Lenovo publishes clear evidence of high-volume early-career hiring through internships and structured rotational pathways across multiple regions. The main limiter is that hiring transparency and feedback expectations are described well for some programmes, but less consistently across the wider job family mix, and public outcome data on retention and promotion rates is limited.
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