Hardware Engineer (Ent Switching) - Intern - Shanghai - Sourcing

  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
  • Technology Interest
  • Job Id
BU Introduction:
Catalyst 9000 switches are the next generation in the legendary Catalyst family of enterprise LAN access, distribution and core switches. Our team focuses on core switching platform, the most high-end series in Catalyst 9000. Core Switching Group at Cisco China Research and Development Center has been concentrating on most core switching products hardware design with large deployment world-wide.
Catalyst 9000交换机是传奇的Catalyst系列交换机的下一代产品, 提供企业网以太网接入,分配和核心交换。我们的硬件团队负责Catalyst 9000系列中最高端的核心交换机(C9600)硬件平台的开发。部门从思科上海研发中心成立以来,长期独立承担多款产品研发。产品已广泛应用于全球各类客户。
As key member of Cisco System hardware team, the individual will define and design next generation high-end switch families. Responsibilities include system and board level specification, schematic capture, FPGA design, ASIC/System level bring up and troubleshooting, etc. The individual is expected to bring up the system to work with multiple groups including ASIC, DFT, Signal Integrity, software, Diagnostics and Manufacturing team to resolve any design issues. A positive working attitude and good communication skills are essential for this position.
作为思科系统硬件团队的核心成员,我们致力寻找一流的人才,设计和定义下一代企业网核心交换机,职责包括系统和单板规格设计,原理图设计,FPGA设计,ASIC调试和诊断,系统调试和验证。我们寻求具有团队精神的人才,和ASIC,DFT,信号完整性,软件 ,诊断和产品工程师紧密合作,解决设计和生产的问题, 积极的工作态度和良好的沟通技能至关重要。
Familiar with common HW technology, including power, clock, memory, CPU, FPGA and variety of interfaces.
Experience with complex high-speed board design and board bring-up.
Experience in schematic, PCB and Verilog HDL/VHDL design.
Experience on the scripts (Python, Tcl, etc.) is a plus.
Knowledge on the ethernet protocol is a plus
Self-motivation, teamwork and strong communication skills are essential.
Good oral and writing in English and Chinese
具有编写脚本语言经验者优先,如Python, TCL, Perl等
Educational Background:
EE, Computer Science, Communication, Automation or relevant Major preferred
Shanghai, Caohejing
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.