ASIC STA Engineer

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    133300 USD - 186800 USD
  • Job Type
    Professional
  • Technology Interest
    Networking
  • Job Id
    1430684
The application window has been extended and is expected to close on 01/06/2024 

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.  
 


Who We Are
The Common Hardware Group (CHG) delivers the silicon, optics, and hardware platforms for Cisco's core Switching, Routing, and Wireless products. We design the networking hardware for Enterprises and Service Providers of various sizes, the Public Sector, and Non-Profit Organizations across the world. Cisco Silicon One (#CiscoSiliconOne) is the only unifying silicon architecture in the market that enables customers to deploy the best-of-breed silicon from Top of Rack (TOR) switches all the way through web scale data centers and across service provider, enterprise networks, and data centers with a fully unified routing and switching portfolio. Come join us and take part in shaping Cisco's ground-breaking solutions by designing, developing and testing some of the most complex ASICs being developed in the industry. 

What You'll Do
  • This role expects you to be responsible for closing timing at block, sub-chip, and full-chip levels, performing quality checks such as setup, hold, transition, and noise, while managing ECO tasks.  
  • Your role may include extraction and STA flow development, convergence strategies, and correlation between PNR, Spice, and STA, along with advising the Physical Design team on best practices. 
  • Additionally, you’ll develop methodologies, guidelines, and checklists to streamline STA work, resolve design and flow issues, and drive execution to ensure progress and accuracy. 
Who you’ll work with 
You will collaborate with ASIC Front-end and Back-end teams to understand chip architecture and guide them in refining design and timing constraints for seamless physical design closure. As part of this team, you’ll be working closely with the timing lead on backend timing signoff, including CDC checks, static timing verification, and silicon debugging. 

Who You Are 
  • Experience in generating timing constraints and performing quality checks such as setup, hold, transition, and noise. 
  • Timing closure with various timing ECO including transition, setup, hold, noise, crosstalk, and power recovery.
  • Familiarity with various on-chip variation including AOCV, POCV and voltage, temperature, aging-based timing derates 
  • Proficient in synthesis constraints and using industry standard synthesis tools. 
  • Good written and verbal communication skills. 
  • Collaborative and team-focused with the commitment to learn and grow. 
Minimum Qualifications 
  • Bachelor’s degree in electrical or computer engineering (or other equivalent field) with 5+ years of related work experience. 
  • Prior experience using Synthesis Tools: Synopsys DC/DCG/FC. 
  • Prior experience in Static Timing Analysis & ECO: Synopsys Primetime/Cadence Tempus. 
  • Prior experience with scripting such as TCL, Perl, or Python.
Preferred Qualifications
  • Master’s degree in electrical or computer engineering (or other equivalent field) with 2+ years of related work experience. 
  • Experience using: Synopsys PTPX/Tweaker/PrimeClosure 
  • Experience using Formal Verification: Synopsys Formality and Cadence LEC. 
  • Experience using Parasitic Extraction: Synopsys Star-RCXT, Cadence Quantus.

Why Cisco?

#WeAreCisco. We are all unique, but collectively we bring our talents to work as a team, to develop innovative technology and power a more inclusive, digital future for everyone. How do we do it? Well, for starters – with people like you!

Nearly every internet connection around the world touches Cisco. We’re the Internet’s optimists. Our technology makes sure the data travelling at light speed across connections does so securely, yet it’s not what we make but what we make happen which marks us out. We’re helping those who work in the health service to connect with patients and each other; schools, colleges and universities to teach in even the most challenging of times. We’re helping businesses of all shapes and size to connect with their employees and customers in new ways, providing people with access to the digital skills they need and connecting the most remote parts of the world – whether through 5G, or otherwise.

We tackle whatever challenges come our way. We have each other’s backs, we recognize our accomplishments, and we grow together. We celebrate and support one another – from big and small things in life to big career moments. And giving back is in our DNA (we get 10 days off each year to do just that).

We know that powering an inclusive future starts with us. Because without diversity and a dedication to equality, there is no moving forward. Our 30 Inclusive Communities, that bring people together around commonalities or passions, are leading the way. Together we’re committed to learning, listening, caring for our communities, whilst supporting the most vulnerable with a collective effort to make this world a better place either with technology, or through our actions.

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! #WeAreCisco

 
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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