ASIC Engineer

  • Location:
    Yerevan, Armenia
  • Area of Interest
    Engineer - Hardware
  • Job Type
  • Technology Interest
  • Job Id

Join our incredible team in Yerevan!

What You'll Do


You will be part of ASIC physical design Team which is responsible for full Chip physical implementation from RTL to GDSII.
As Physical Design Engineer your main responsibilities will include:

* Work with Front-End teams to understand the design architecture to ensureoptimal physical implementation

* Gate level netlist synthesis(physical synthesis) 

* Physical implementation (floorplanning, placement, CTS, routing)

* Power, performance and area optimization of design 

* Formal verification

* Static Timing analysis and signoff closure 

* Physical verification and signoff closure

* EMIR analysis and signoff closure 


Who You'll Work With
In addition to working alongside talented colleagues, candidates will have many opportunities to learn through coaching and stretch assignment opportunities. They will be guided by feedback and support to accelerate the learning and maximize their knowledge.


Who You Are

Essential requirements:

* BS/MS in Electrical Engineering or Computer Science

* 3+ year minimum of hands-on experience in ASIC design and verification

* Processes relevant experience in deep submicron CMOS technologies 

* Knowledge of the full design cycle from RTL to GDSII .

* Understanding of Static Timing Analysis, timing closure and design constraints

* Knowledge and hands on experience in block level synthesis, place and route, timing closure. Knowledge of industry standard PnR and signoff tools and their capabilities.

* Automation and programming-minded. Self-motivated, able to work independently or as a team player

* Excellent English verbal and written communication skills.


Why Cisco

#WeAreCisco - 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.

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.