ASIC Design Verification Engineer - Cisco Silicon One

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  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1432244

ASIC Design/DV Engineer - Cisco Silicon One

 

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 switching, routing and security products, covering all networking segments. CRDC ASIC team has the full-scale of capabilities in architecture, design, DV, DFT as well as SDK/SW. 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 merchant silicon business, CRDC ASIC team built up a strong SDK/System team supporting China customers, which extended 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

Minimum Qualifications

1. Knowledge on UVM, Verilog, System Verilog, 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. Proficient in both written and verbal English.

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

6. Master of EE/CS or related field.

Preferred Qualifications

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

2. Knowledge on networking

3. Knowledge in Digital Communication and Signal Processing 

4. Experience in Modem design 

5. Knowledge on Mentor Veloce or Cadence Palladium is a strong plus 

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (39 years strong) and only about hardware, but we’re also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!

We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

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 (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter.  Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

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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