System Design Leader for Optical Transceivers

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  • Location:
    Nuremberg, Germany
  • Area of Interest
    Engineer - Hardware
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1436449

Meet the Team

Cisco Optical in Nuremberg,Germany, is developing subsystems for high-speed optical networking applications in Cisco’s optical transmission and routing products. The current product portfolio includes advanced 100Gbps, 400Gbps and 800Gbps optical transceiver modules for mass-scale Data-Center and Campus applications

In the system design team we focus on requirements and architectures of next generations optical transceiver modules. We develop and investigate signal processing algorithms which will be implemented into state-of-the art ASICs.

Our core competencies are digital signal processing (e.g. equalization), mixed signal design (e.g. converters and interfaces), detection algorithms (e.g. FEC) and using advanced technology (e.g. optical and ASIC technologies).

We focus on high speed, high performance optical system interfaces for cost-effective high-density system applications in Cisco.

Your Impact

As a System Design Leader for Optical Transceivers with a strong background in communication theory you will strengthen our development team in Nuremberg, Germany. In your work you will cover following topics:

  • Define system architecture including selection and specification of enabling technologies such as optical components and mixed-signal IP.
  • Develop power-efficient DSP algorithms for implementation in state-of-the art ASIC technology.
  • Closely collaborate with international ASIC design team to direct both design and verification of DSP implementation.
  • Develop behavioral simulation models of analog and optical components for integration into simulation platform for performance evaluation.
  • Participate in cross-functional Solution Control Board committee to prioritize and direct investigation and design efforts.
  • Lead and actively participate in performance-related system integration efforts and validation measurements.
  • Closely collaborate with local FW design team. Specify and validate FW-based DSP control and supervision algorithms.

Minimum Qualifications:

  • Deep knowledge in digital signal processing, system theory and channel coding for optical communication.
  • Knowledge in fixed-point DSP algorithm design for target HW-platform considering complexity and power dissipation constraints.
  • Knowledge in C++, Matlab, and Python.
  • Strong background in measurement and characterization of optical transceivers.

Preferred Qualifications:

  • Master degree in electrical engineering or higher.
  • Technical leadership skills including strong background in ISO-compliant development processes.
  • Knowledge in optical components, optical transmission theory and measurement methodology.
  • Background in system-level standard bodies (IEEE, OIF) requirements for optical transceivers.

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

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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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