Senior Signal & Power Integrity Engineer

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    149600 USD - 214100 USD
  • Job Type
    Professional
  • Technology Interest
    Networking
  • Job Id
    1436061
New

The application window is expected to close on: 3/3/25


This position requires that you work at the San Jose, CA office 5 days per week as the role requires lab work.


Meet the Team

Cisco enterprise and cloud networking SI team is seeking a Senior Signal & Power Integrity Engineer for the analysis and design of high-speed components, interfaces, and power distribution networks. You will be a member of the CHG (Common Hardware Group) signal integrity team developing the Next Generations of Cisco Switch products, and participate in the definition and design of current and next generation ASIC, package, printed circuit board (PCB), and system interconnect. You will work in a larger team and work closely with system architects, logic designers, ASIC engineers, package engineers, and other versatile and knowledgeable SI/PI engineers in the creation of next-generation networking products.


Your Impact

  • Working directly with ASIC and system design teams to evaluate design tradeoffs and optimize design performance/risk/cost/manufacturability
  • Drive next-generation SerDes IP characterization
  • Drive next-generation ASIC/system feasibility studies
  • Design and analysis of multi-gigabit serial links/ parallel bus in system development
  • Electromagnetic modeling of complex 3-dimensional structures
  • Perform pre- and post-route signal integrity analysis of both PCB and ASIC package designs
  • Generating and verifying PCB layout rules
  • Modeling and analyzing power delivery networks
  • Performing physical measurements to collect data for design validation and simulation correlations
  • Driving methodology enhancements and automation improving performance and efficiency
  • Development simulation tools with EDA vendor(s) whenever needed for analysis.
  • Mentor junior engineers and interns

Minimum Qualifications

  • PhD with 2+ years, MSEE with 4+ years, or BSEE with 7+ years of related experience.
  • Strong understanding of EE fundamentals, EM theory & coupling mechanisms.
  • Strong understanding of transmission line theory, simulation, channel modeling & signal, and power integrity concepts.
  • Strong lab & hands-on measurement experience (VNA, TDR & Scopes).
  • Strong understanding & hands-on experience of simulation to measurement correlation efforts on individual SI/PI analysis during system SI/PI signoff.

Preferred Qualifications

  • Working experience with high-speed NRZ and PAM4 SerDes, PLLs, CDR, and FEC
  • Experience with ASIC development focused on SerDes, memory (DDR) and IO IP selection, package design, and simulation, and ASIC level power integrity.
  • In-depth knowledge of the IEEE 802.3 and OIF specifications for 25G/56/112Gbps Serdes Interfaces. Knowledge of 224Gbps+ SerDes speeds is a plus.
  • Experience with a broad range of PCB materials, understanding cost/performance trade-offs, loss modeling & loss budgeting.
  • Knowledge of DDR4/5 simulation methodology and timing analysis
  • Exposure to system-level power integrity and budgeting (DC, AC, transient analysis)
  • Well-versed with 3-D field solvers & IBIS-AMI models
  • Strong tools knowledge (HFSS, ADS, Matlab, Cadence PowerSI/DC, Allegro, Simbeor, HSpice)
  • Generating the routing requirements and electrical margins for specific interfaces and verifying their correctness
  • Ability to define a project schedule and requirements, then deliver to that schedule.
  • Experience driving cross-functional teams to deliver project timelines.
  • Self-motivation, collaboration, high curiosity & passion for SI/PI, strong communication skills, and out-of-the-box thinking with a strong desire to innovate are important
  • Knowledge of optical transceiver module types, form factors, and requirements.

#WeAreCisco

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, and 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!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us! 

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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