Hardware Engineer

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    152400 USD - 221800 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1449168

The application window is expected to close on: 10/13/25. 

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

This role is onsite in our San Jose, California location

MEET THE TEAM 

You will join the Product Development Team as a Hardware Engineer in the Silicon Operations team taking Silicon One ASICS from prototype to production. You will be working with custom network processors, transceivers, mixed signal ICs, multi-die modules, bare die and stacked die.

This team drives the post-silicon validation cycle to meet Product Quality and Time to Market Metrics. We develop test requirements for groundbreaking IP, to minimize test overhead both in design and for production. We develop custom test solutions spanning high power, large dies and packages to cost-sensitive products.

YOUR IMPACT 

In this role, you will own the end-end system test solution for your product, including:

  • Develop and customize the SLT hardware for high volume manufacturing (industrial design, automation support, power, performance, testability etc).
  • Bring up and validate hardware, SDK and test scripts.
  • Develop the tests for the characterization and volume manufacturing phases to optimize product cost, throughput and quality.
  • Collaborate with ASIC design, HW, ATE test groups to develop the end-end test solution and drive continuous improvements over product lifecycle.
  • Support hardware/ test related issues during the sustain phase.

We collaborate with ASIC design teams as well as several peer groups in Supply Chain Operations to influence Cisco Silicon One Productization Strategy.

MINIMUM QUALIFICATIONS:

  • BS in Electrical Engineering.
  • At least 5 years of experience with system level test in validation and/or manufacturing testing environments spanning application specification, infrastructure selection, execution, data collection and analysis.
  • At least 5 years of experience in New Product Introduction, specifically SLT test case definition/generation/selection/execution and data analysis.
  • Experience with developing, diagnosing and maintaining hardware. Ability to debug hardware using lab equipment
  • Software skills particularly in test automation, diagnostic and maintenance utilities.
  • Background in SOC/VLSI/Mixed Signal IC bring-up, production and characterization test, and product engineering.
  • Fundamental knowledge in IC design, Design for Test and manufacturing concepts.

PREFERRED QUALIFICATIONS:

  • MSEE (or higher) in Electrical Engineering
  • Ability to thrive in a multifaceted environment
  • High level of motivation and energy

WHY CISCO?

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put – we power the future. 

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. 

We are Cisco, and our power starts with you. 


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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