ASIC STA Engineer
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Location:San Jose, California, US
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Area of InterestEngineer - Hardware
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Compensation Range133300 USD - 186800 USD
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Job TypeProfessional
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Technology InterestNetworking
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Job Id1430684
- 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.
- 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.
- 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.
- 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.
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.