Senior Hardware Engineer - Power

  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
  • Technology Interest
  • Job Id

Provides leadership in the development of Power Systems for Cisco products.

Knowledge, skills & responsibilities include the following:

Knowledge & Skills

·     Self-motivated, able to work with no direct supervision

·     Expertise in most power conversion topologies

·     Proficient in analog, digital circuits and components, plus knowledge of digital control, control methods, and regression testing

·     Strong knowledge of components, materials and manufacturing processes, and quality assurance (QA) and DFM

·     Familiar with ME and thermal design in power supply

·     Expertise in EMC, safety compliance design and test


·     Responsible for the specification, design, development, implementation, validation & sustaining of Power Systems for Cisco products, and able to handle multi projects simultaneously

·     Generate power system and subsystem functional specifications with internal cross-functional teams for clear definition and product requirements.

·     Define, direct and participate in power design verification tests.

·     Design/ develop power systems to meet international regulatory requirements, EMC requirements, reliability requirements, environmental requirements, and leading telecom industry requirements including NEBS.

·     Study power systems/product feasibility in conjunction with COG and delivery targets.

·     Lead and enhance power product design/development processes for high efficiency and highly reliable power products.

·     Lead resolutions for power related field/product problems including FA and customer issues on assigned projects.

·     Provide technical documents for power RFQ package and review vendor’s technical capabilities/ development processes for the power project team’s vendor selection and program award process.

·     Lead front end power developments with vendors in line with Cisco power development and quality process, identify possible issues proactively, and resolve them to meet committed deliverables through regular project team meetings and follow-ups.

·     Evaluate new potential power conversion techniques/new power components to improve power efficiencies and power density.

·     Interface cross-functionally and lead team collaboration globally, extending beyond the work group.

·     Resolve conflicts by fostering team communications.

·     Translate BU level goals into individual work assignments.

·     Ensure that all hardware engineering projects, initiatives, and processes are in conformance with organization's established policies and objectives.

·     Perform design reviews of schematics, BOMs, layout and routing.

·     Perform and review failure analysis (FA), root cause analysis (RCA), and corrective action reports (CAR), and 8D reports.

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, 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.