Mechanical Engineering Technical Leader
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Location:San Jose, California, US
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Area of InterestEngineer - Hardware
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Compensation Range137200 USD - 202200 USD
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Job TypeProfessional
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Technology InterestNetworking
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Job Id1425385
- Architect, design, and deliver next generation chassis and cards that meets system product requirements.
- Perform detailed 2D tolerance analysis for complex electro-mechanical assemblies using spreadsheet and/or 3D tolerance analysis tool such as CETol.
- Design and develop innovative mechanical solutions using sheet metal, plastic, and die-cast that meets EMI, safety, and compliance requirements.
- Develop 3D CAD model using Creo or NX.
- Create detailed drawings by applying Geometric Tolerancing and Dimensioning (GD&T) principles.
- Lead resolution of issues by working closely with manufacturing team and suppliers, developing mitigation plans, and keeping management informed.
- Collaborate with cross functional teams (Hardware, Signal Integrity, CAD, Thermal, Manufacturing, etc.) to negotiate requirements and evaluate technical risks and tradeoffs.
- Collaborate with thermal engineers to design and implement cooling solutions.
- Provide technical design guidance and mentoring for junior engineers.
- Bachelor’s degree in Mechanical Engineering or equivalent and 8+ years of experience designing electronic enclosures.
- 3+ years of relevant experience in design of compute/networking products.
- Expertise in use of 3D MCAD tools (Creo/NX).
- Experience with sheet metal design.
- Experience with GD&T and tolerance analysis.
- Master’s degree in Mechanical Engineering or equivalent and 6+ years of experience designing electronic enclosures.
- Relevant experience in the mechanical design of computer/networking equipment for data center.
- Strong knowledge in manufacturing tooling for sheet metal, plastic, and die-casting.
- Experience in designing plastic and die-cast parts.
- Mechanism design experience.
- Experience in performing static and dynamic analysis using tools such as Creo Simulate or ANSYS
- Expert in tolerance analysis, Geometric Dimensioning and Tolerancing (GD&T) and statistical analysis.
- Experience in Model-Based Definition (MBD).
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.