Physical Verification Engineer

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  • Location:
    Yerevan, Armenia
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1445162
Meet the Team

Join the Cisco Armenia CHG Team, a trailblazer in physical design and implementation for innovative networking chips under the globally recognized Silicon One brand. At the forefront of innovation, our team focuses on advancing the physical design and implementation of next-generation silicon technologies. Working collaboratively with global teams, we deliver solutions that redefine the possibilities of networking and connectivity. Here, you’ll partner with passionate engineers and technical leaders who thrive on innovation, collaboration, and continuous learning, as we build the foundation for the future of networking.

Your Impact

In this role, you’ll play a pivotal part in advancing Cisco’s Silicon One technology by driving full-chip physical verification efforts. Your contributions will ensure our designs meet the highest standards of reliability, manufacturability, and performance. As a key member of our global team, you’ll take on complex challenges in deep submicron CMOS technologies, collaborate with cross-functional teams, and deploy advanced verification flows and methodologies. Beyond technical contributions, you’ll join a team that values mentorship, celebrates success, and fosters personal and professional growth. Together, we’re building technology that connects and empowers people worldwide.

What You'll Do
  • Perform full-chip physical verification tasks, including DRC, LVS, ERC, and ANT checks, ensuring signoff-clean results.
  • Debug and resolve physical verification issues at both block and chip levels, working closely with implementation teams and IP developers.
  • Collaborate with block and TOP-level implementation teams to provide feedback on physical design updates.
  • Deploy and enhance physical verification flows and methodologies, including the development of custom checks for robust verification.
  • Support block and chip-level teams in resolving local physical verification challenges.

Minimum Qualifications
  • 5+ years of experience in TOP-level physical verification, including debugging and providing solutions for DRC, LVS, ERC, and ANT issues.
  • Strong expertise in deep submicron CMOS/FinFet technologies and experience with relevant processes.
  • Solid understanding of physical verification and signoff methodologies.
  • Bachelor’s or Master’s degree in Electrical Engineering, Computer Science, or a related field.
  • Excellent verbal and written communication skills in English.
Preferred Qualifications
  • Comprehensive understanding of the full physical design cycle from RTL to GDSII.
  • First hand experience with ASIC implementation and verification workflows.
  • Proficiency in scripting languages such as Python, Tcl, or Shell for automation and efficiency improvements.
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Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.
We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!
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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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