Senior DFT Engineer
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Location:San Jose, California, US
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Area of InterestEngineer - Hardware
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Compensation Range165700 USD - 232900 USD
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Job TypeProfessional
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Technology InterestNetworking
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Job Id1430907
The application window is expected to close on 11/30/2024
This position will work out of the San Jose, CA office location
Who We Are
- Responsible for thorough test planning and development of test benches to verify comprehensive Design-for-Test (DFT) architecture that supports ATE screening, in-system test, debug and diagnostics needs of the design.
- Work closely with the design/design-verification and PD teams to enable the integration and validation of the Test logic in all phases of the implementation and post silicon validation flows.
- Work with the team on Innovative Hardware DFT & test strategy aspects for new silicon device models, bare die & stacked die, driving re-usable test and debug methodologies and standards
- Work with the team on DFT challenge identification, cross-functional solution brainstorming and implementation plan development, and lead junior engineers to deliver expected implementations on schedules
- Bachelor's or a Master’s Degree in Electrical or Computer Engineering required with at least 8 years of experience.
- Prior experience with the latest innovative trends in DFT, test and silicon engineering.
- Prior experience with scripting languages, Jtag protocols, Scan and BIST architectures, including memory BIST and boundary scan.
- Prior experience with hardware design specifications and verification plan/matrix, RTL & testbench implementations.
- Prior experience on DFT quality sign off checklist and reviews for chip tape out, including test coverage, STA.
- Prior experience pre-silicon DFT implementation and verification flows, and post-silicon test bring up procedures.
- DFT CAD development – Test Architecture, Methodology and Infrastructure
- Post silicon validation using DFT patterns.
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.