Senior Thermal engineer

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  • Location:
    Shanghai, China
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1439108

Job description

Job responsibilities include working out thermal solution for new product, using Flotherm to do thermal simulation, developing thermal test plan and completing thermal test.

 

Essential duties

·      Work with HW/Mechanical engineer to do the concept design for new product.

·   Use thermal & Fluid simulation tools such as Flotherm to do thermal simulation.

·        Cooperate with HW/ECAD/Mechanical engineer to optimize the board placement. 

·   Search and choose cost-effective fan and thermal interface material.

·       Work with Mechanical/MPE to review the detailed manufacture process of heatsink.

·      Create thermal test and acoustic test plan, complete these tests according to schedule.

·        Solve thermal issue during NPI phase and sustaining phase.

·        Work with manufacture team to do cost down for heatsink, TIM and so on.

·      Study advanced thermal solutions such as 3D vapor chamber heatsink, liquid cooling, etc, and apply them into new product which need it.

 

 

Technical skills

·        Rich experience on Flotherm software.

·    Familiar with product development process in network equipment industry.

·        Rich knowledge on the optical module thermal solution, high power density ASIC thermal solution, fan speed control, acoustic test, wind tunnel test and thermal test.

·     Familiar with vapor chamber heatsink, heat pipe, thermo-siphon’s manufacture process.

·       Basic knowledge about advanced thermal solution such as liquid cooling solution.

·        Familiar with PCB placement design and review process.

·        Familiar with Microsoft office software.



Communication

·        Ability to communicate in English.

 

Major requirement

·        Candidate must possess a Bachelor degree or Master degree in Engineering Thermophysics.

·        8 + years experience in network equipment industry or other IT industry.

 

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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