ASIC Engineering Technical Leader

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  • Location:
    Bangalore, India
  • Alternate Location
    Ahmedabad, India
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1431538

Our creative and versatile Physical Design team in Bangalore, India.  As a member of our physical verification team, you will perform various types of physical verification checks (such as LVS, DRC, design-for-manufacturing, design-for-yield, design-for-reliability and lithography) at the chip and block level. You will collaborate with the CAD, Foundry Operations teams for flow bring up and validation. We work directly with the implementation team during the entire chip design cycle to drive signoff closure for tapeout. You will lead schedules and support cross-functional engineering efforts. You'll work on pad ring, bump, RDL design, and working with the package and floorplan teams.

Technical Requirements

  • 10+ years of physical design experience with emphasis on physical verification
  • Real chip tapeout experience in sub-nm technology nodes with a track record of successful signoff
  • Collaborate with Process Integration, CAD and PDK teams to mitigate physical verification rule deck issues.
  • Strong knowledge of physical verification flows and methodology
  • Code and maintain scribe design specific Calibre DRC/LVS rule decks.
  • Implement automation scripts in Calibre SVRF, Perl, Python, Bash and C-shell.
  • Develop and maintain automation solutions for scribe design specific Calibre DRC/LVS.
  • Knowledge of all aspects of ASIC physical design
  • Scripting skills to debug flow related issues and make enhancements as appropriate
  • Expertise in industry standard tools used for physical verification such as Mentor Calibre, Synopsys ICV, etc.
  • Experience in planning physical verification for closure.
  • Experience in leading and mentoring a team in physical verification.
  • Ability to work cross-functionally with various teams and be productive under aggressive schedules.

We Are Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference. Here’s how we do it.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (30 years strong!) and only about hardware, but we’re also a software company. And a security company. An AI/Machine Learning 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, we give our egos a break, and we give of ourselves (because giving back is built into our DNA.) We take accountability, we take bold steps, and we take difference to heart. Because without diversity of thought and a commitment 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.

     
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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