ASIC Design Verification

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  • Location:
    San Jose, California, US
  • Alternate Location
    Austin, Texas
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    107000 USD - 186800 USD
  • Job Type
    Professional
  • Technology Interest
    Networking
  • Job Id
    1432973

The application window is expected to close on 1/10/2025

This role can sit in our Milpitas/San Jose office location, or remotely in Austin, TX.


What You'll Do:

It used to be that high-speed packet forwarding was performed in dedicated ASIC designs. These days we are looking to make those ASICs more general and programmable. Cisco Common ASIC Group is looking for a Senior ASIC Verification Engineer to drive existing projects and engage in new development of our next-generation switching systems.

As part of the ASIC team, you will be developing the ASICs at the heart of each of these switch products. There are only a very few teams worldwide that implement such devices. Every time you access the Internet, chances are, your data's been through one of our switches.

Who You'll Work With:

You will work with Cisco’s best-in-class switching solution team. Our team is responsible for driving integration of the Nexus systems and ACI with software, including OpenStack, Docker, and Open vSwitch, to help our customers build multitenant clouds.

Who You Are:

You are a talented, motivated ASIC verification engineer to join the team and contribute to the verification of very complex ASICs. You will have a Design Verification background, and hands-on experience in System Verilog and UVM methodology, with in-depth knowledge of C++, scripting, as well as ASIC design and verification flow.

You’ll be part of the Cisco Common ASIC Group, focusing on developing and upgrading various test benches and contributing to different aspects of verification infrastructure.

You will collaborate closely with the design team and the hardware team to verify the ASIC in simulation, in emulation, and during ASIC bring-up.

Responsibilities Include:

  • Create block level test benches including components like drivers/monitors/sequences
  • Maintaining existing test benches for block level and/or cluster level
  • Upgrading test benches to accommodate new features
  • End-to-end verification of various design blocks
  • Developing test plans, cover points
  • Upgrading/updating configuration/reset sequences (APIs)
  • Collaboration with designers/verification engineers to perform cross-block verification
  • Writing tests, and debugging regressions
  • Contributing to top level verification
  • Be a part of emulation testing efforts

Education and Experience Required:

  • Master’s degree in EE (Electrical & Electronics) or CE (Computer Engineering) with 2+ YoE in Design Verification
  • Bachelor’s degree in EE or CE and 3+ YoE in Design Verification

Knowledge and Skills:

  • Required Skills:
    • Hands-on and deep understanding of System Verilog and UVM methodology
    • Ability to write System Verilog constraints, construct testbench including scoreboard, agents, sequencers, and monitors
    • Ability to debug issues independently
    • Proficient in functional coverage and constrained random DV environments
    • Good written and verbal communication skills
    • Collaborative and team-focused, with the drive to learn and grow
  • Nice to have Skills:
    • Basic scripting experience (Python, Perl, shell programming)
    • Nice to have C, C++ programming and debugging skills


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Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

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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 (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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