Signal Integrity Engineer

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    133300 USD - 186800 USD
  • Job Type
    Professional
  • Technology Interest
    Networking
  • Job Id
    1431076

The Cisco Enterprise Access Switching SI team is seeking a Signal Integrity Engineer for design and analysis of high-speed components, interfaces and power distribution network. As a member the of Enterprise Access Switching SI team, you will help develop the Next Generations of Cisco Switch products, be a part of the definition and design of current and next generation ASIC, package, printed circuit board (PCB), and system interconnect. You will be working in a larger team working closely with system architects, logic designers, ASIC engineers, package engineers and versatile and knowledgeable SI/PI engineers in creation of next generation networking products.

What You'll Do:

  • High-Speed link modeling and simulation, including high-speed I/O, IC package and system interconnections.
  • Modeling and analyzing power delivery networks
  • Electromagnetic modeling of complex 3-dimensional structures
  • Perform pre- and post-route signal integrity analysis of both PCB and ASIC package designs
  • Write signal integrity design guideline, test plan and test report
  • Decide appropriate PCB material, stack-up, and work with vendors to address any DFM issues
  • Support prototype function bring-up, validation and trouble-shooting
  • Address signal integrity challenges on system high-speed interconnections, clock, power etc.
  • Work closely with other hardware function teams including HW design, eCAD, Mechanical, Power, EMC, Diag to deliver first-class products.

Who You Are:

  • PhD/MSEE or BSEE combined with 2+ years related experience
  • Strong lab skills and measurement experience are desired (VNA, TDR, Real Time Scope, BERT)
  • Strong tools knowledge (HFSS, ADS, Matlab, Cadence PowerSI/DC, Allegro, Simbeor, HSpice)
  • Proficiency with 3-D field solvers and PI simulation tool such as PowerSI/DC
  • Working experience with high speed NRZ and PAM4 SerDes, high-speed PCB/package development, and PI analysis is a plus
  • Self-motivation, collaboration, strong communication and a desire to innovate are important
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.

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