Second hand knowledge, I have a cousin in Intel Oregon. Intel mass hires PhDs in Physics/ Chemistry or Biology etc, reasoning that a PhD is enough to learn whatever is needed for a process engineer. Assume 30-40 people hired every cohort and there is 12 or so cohorts a year. Another curious thing I noticed, was Intel had online multi correct tests for its engineers that they had to pass weekly, presumably to keep track whether they are actually learning on the job or not. The multi correct tests though just seem like rote memorization and easy to cheat.
Overall my 5000 ft view, was the culture was very different from FAANG or a Bay Area Tech company. If the Bay Area approach is high ownership and high accountability, Intel was much more process driven and low ownership. They even tracked hours worked for engineers in Oregon.
I had a similar realization in biotech. I saw a lot of engineering masters grads hired to break down cardboard boxes and document chamber temperature logs. The idea was they could read and write, and perhaps fit into yet undetermined roles later.
I think it speaks to common challenges when hiring mangers are disconnected from the work, degrees and resumes are worthless, and turnover is difficult.
In many companies team leads dont have a role in the hiring or firing of the employees working for them.
Overall my 5000 ft view, was the culture was very different from FAANG or a Bay Area Tech company. If the Bay Area approach is high ownership and high accountability, Intel was much more process driven and low ownership. They even tracked hours worked for engineers in Oregon.