Hardware Engineering Technical Leader - Memory

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    168800 USD - 241200 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1447564

The application window is expected to close on: 10/30/2025. 

 

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


Meet the Team


The Cisco Component Quality and Technology team provides outstanding customer value through technical innovation and quality solutions. We are seeking a driven and experienced technical authority in memory and storage components application to join our technical team. You will work directly with Cisco design, manufacturing, and quality engineering teams, as well as component vendors.


Your Impact


As a senior member of our Component Quality and Technology team, you will have the opportunity to serve as Cisco’s domain authority in memory technologies, advising internal and external technical partners on the selection, validation, and qualification of memory components for Cisco products.

You will analyze and influence vendor roadmaps, participate in technical reviews and selection of memory components for Cisco’s next-generation products. You will influence Cisco’s design and engineering team to ensure the next generation of memory are recommended and integrated into our solutions.

Responsibilities


  • Collaborate with Cisco’s design teams to enhance and improve memory reliability, availability, and serviceability (RAS) features across Cisco platforms.
  • Support supply chain and quality teams with technical expertise for supplier and component evaluations.
  • Lead investigations and end-to-end failure analysis for components and system issues, working with vendors to define, implement, and verify corrective and preventive actions (8D, RCA, etc.).

Minimum Qualifications:


  • BS/MS in Electrical Engineering, Computer Engineering, or related fields.
  • 8+ years experience in memory design/application OR Field Application Engineering.
  • Strong familiarity with JEDEC memory standards to guide and influence design decisions.
  • Experience working with DRAM ECC methodologies, including Partial Chipkill (PCLS) and Single Device Data Correction (SDDC) techniques, to enhance memory reliability.
  • Knowledge of various DRAM types (e.g., DDRx, HBM) used in server and networking applications.

Preferred Qualifications



  • Strong problem-solving skills and effective conflict resolution abilities.
  • Experience with semiconductor device reliability testing and characterization methods, such as HTOL, ELFR, LU and ESD
  • Experience in investigating component failures across NPI, mass production, and field returns, with knowledge of FA techniques.


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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