HW Design Engineer

  • Location:
    Vimercate, Italy
  • Area of Interest
    Engineer - Hardware
  • Job Type
  • Technology Interest
    Software Development
  • Job Id

The selected candidate will work as member of HW design and development team in the Cisco Vimercate design center developing new products in the High End Routing and Optical market segments.

Key role of the design engineer is to work in a global environment to design, validate and bring to production complex and dense electronic blades with high speed signals and complex ASICS / Optical Components. The HW
design engineer will interface with x-functional teams like ECAD design, mechanical design, Manufacturing and Product Engineering to develop high quality products.

Experience during the university courses and/or stage/Thesis on RTL coned (VERILOG/VHDL) for FPGA programmable design is also an experience we look for.

In addition the HW design Engineer play a key role supporting the product during the entire life cycle providing direction to address issue impacting manufacturing / customers or supporting feature enhancement as well as possible cost reduction activities.

This is a great opportunity to work with an experienced team that has broad exposure and influence in product development and performance for the world's leading provider of networking technology

Job description (detailed)

HW specification design, device selection, schematic entry, CAD support 

-  Design of digital boards with high speed busses. Boards are oriented to Telecom and Ethernet Switching and Routing application
- HW/FW integration and board bring up
- CPLD / FPGA design with high level languages (RTL) methodology
- Support to test qualification and validation activities

Skills Required

The ideal candidate should possess the following attributes and skills

- Self-motivated, and highly autonomous 
Creative problem solving skills and excellent troubleshooting/debugging skills
Fluent written and oral English skill
Excellent teamwork attitude, able to work in multicultural teams
Ability to manage multiple tasks 
Flexibility and openness to change
Knowledge of HW design and implementation processes, verification emulation/debugging methodologies and tools
Knowledge of state of the art technology, components and tools is required. 
Data communications or telecommunications course work in addition with the knowledge of major peripheral devices (Ram, Flash, UART, Ethernet Controller, Multiport Ram and RTL coding is a plus.

Message to applicants applying to work in the U.S.:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. 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. 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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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.