ASIC Design Engineer Technical Leader

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  • Location:
    Bangalore, India
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1430853

What You'll Do

You will get involved in the definition, architecture, design and verification of dedication ASICs on the latest technology nodes. You will be working with software and marketing teams to define the feature sets and architect the solutions. Work will include new designs from scratch as well as maintaining or enhancing existing designs. You will be responsible for defining the test plan and actively working with verification teams to deliver high-quality designs. Debug tests in simulation and emulation environments. You’ll also work actively with the physical design team to resolve implementation and timing issues.

This is primarily an opening for a design engineer but if you are proficient in both design and verification, then we have the ideal match. In the verification role, you will be responsible for defining the test plan, developing the verification environment, and defining and coding the test suites. You will be verifying at the block level as well as the full chip level, in simulation and emulation.

You will be working with multiple teams across geographies.

We are looking for motivated individuals, who have excellent analytical and problem-solving abilities, who are open and have the ability to assimilate new techniques and enjoy challenging tasks.

Who You Are

  • Proficient in Verilog
  • Have extensive experience in ASIC front-end ASIC design.
  • Strong experience with synthesis, timing analysis and power analysis.
  • Perl/Python/Makefiles scripting is strongly preferred
  • Experience designing ASICs for networking protocols (Ethernet, FC) is a plus
  • Must be strong at documenting the design specifications, verification plan and presentations
  • Strong problem-solving and ASIC debugging skills
  • Ability to debug system-wide issues
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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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