ASIC Design/DV Engineer -Shanghai-Sourcing

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  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Early in Career
  • Technology Interest
    *None
  • Job Id
    1427679

Who You'll Work With

Cisco CRDC (China R&D Center) ASIC group is founded in 2006. We're using cutting edge methodologies and technology to develop ASICs for Data Center, switching, routing and security products. CRDC ASIC team has the full-scale of capabilities in architecture, design, DV, PD as well as system bring up. We are currently working on next-Gen chips with consolidated Silicon One architecture, and deeply engaged in the core developments of leading edge ASICs. While Cisco starts silicon only business, CRDC ASIC team will be supporting China customers directly, which expands team's responsibility and opportunities.

What You'll Do

1. Design and implement complex ASICs.

2. Participate in the architecture definition, implementation and verification phases for our products.

3. Help create detailed design specifications and test plans.

4. Design and implement block level RTL, perform synthesis and achieve timing closure goal.

5. Develop test benches and create test cases

6. Work with cross-functional teams (hardware, software, diagnostics and signal integrity).

7. Assist in complex subsystem level lab bring-up, integration, and unit test verification.

8. China customer enablement on pre-sales, system development, SDK/ASIC validation.

Who You Are

1. 1 ~ 3 relevant experience with knowledge on UVM, Verilog, SystemVerilog, C, C++

2. Skillful at utilizing Verilog/System Verilog in complex logic designs

3. Able to create clean code, using the best practices of software design

4. Knowledge of Unix and a scripting tool is a plus

5. Knowledge on networking is a plus

6. Proficient in both written and verbal English/Mandarin.

7. Self-motivation, teamwork and strong communication skills are essential

Why Cisco

We connect everything: people, processes, data, and things. We innovate everywhere, taking bold risks to shape the technologies that give us smart cities, connected cars, and handheld hospitals. And we do it in style with unique personalities who aren't afraid to change the way the world works, lives, plays and learns. We are thought leaders, tech geeks, and pop culture aficionados. We celebrate the creativity and diversity that fuels our innovation. We are dreamers and we are doers. We Are Cisc

Message to applicants applying to work in the U.S. and/or Canada:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

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