Hardware Engineer-Power

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  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    Cloud and Data Center
  • Job Id
    1440591

Meet the Team

Common Hardware Group (CHG) Power is a central team that supports power design across various products like Cisco 8000 Series Routers, Catalyst 9000 switches, IoT, and many others. As part of the central hardware power engineering group, you will collaborate with various functions like Hardware Design and Test, ASIC Design and Test, Power Engineering, Signal Integrity, EMC / EMI, and Mechanical Design, expanding the breadth of your knowledge, designing power and delivering amazing products to the market.

Your Impact

As a Hardware Engineer, you will develop highly reliable Power solutions for Cisco's networking products. These products range from 10W IP phones to 3000W+ Data Center and Service Provider switches and routers.

This individual will contribute to the power development team and be responsible for all design aspects of the System power.

Responsibilities:

Develop and qualify System power to meet the power requirements of new products.

Participate in power design verification tests.

Develop and execute test plans for upcoming power designs.

Document procedures, plans, and specifications used by the Power team.

Ensure that all hardware engineering projects, initiatives, and processes are in conformance with the organization's established policies and objectives

Assist in the resolution of power-related field/product issues for assigned projects.

Engage with power supply vendors to develop power supply that meets Cisco Quality requirement and timeline.

Design/develop power systems to meet international regulatory requirements, EMC requirements, reliability requirements, environmental requirements, and leading telecom industry requirements including NEBS.

Perform design reviews of schematics, BOMs, layout and routing.

Perform and review failure analysis (FA), root cause analysis (RCA), and corrective action reports (CAR), and 8D reports.

 Minimum Qualifications:

Bachelor’s degree in electrical or computer engineering or Power electronics with 5+ years of experience or a master’s degree in electrical or computer engineering or Power electronics with 3+ years of experience or PhD with 0+ years of related experience.

Experience with power design or power electronics or analog design.

Experience with design tools for example Concept or Allegro or LTspice or PSpice.

 

Preferred Qualifications:

  • You have a background in analog or power design and possess the capabilities to learn quickly
  • Knowledge and interest in both Board Mounted and Front-End Power hardware design. Proficient in all power design topologies.
  • Circuit simulations, circuit/system analysis, design analog circuit/system, digital circuit/system.
  • Schematic capture and CAD layout review tools.
  • Experience using Stability analyzers, oscilloscopes, function-generators, electronic loads, bench programmable AC or DC power sources etc.
  • Experience with designing power supplies to meet international regulatory requirements, EMC requirements, reliability requirements, environmental requirements, and leading telecom industry requirements including NEBS.
  • Strong knowledge of components, materials and manufacturing processes, and quality assurance (QA) including performing design for manufacturing (DFM)
  • Experience with and expertise in troubleshooting complex analog or power designs.
  • Experience in designing system power for highest efficiency.
  • Familiar with Firmware, Mechanical and thermal design in Power Supply.
  • Knowledge of software like Phyton, Labview, C++ and system design.
  • Ability to work in a fast-paced environment.
  • Self-motivated, able to work with no direct supervision.
  • Ability to think and act pro-actively and drive issues to resolution.
  • Ability to work effectively with cross-functional teams.
  • Excellent presentation skills, with a focus on presenting to various audiences effectively.
  • Ability to quickly document the results of your work in a clear, concise, and complete manner.

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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