System Level Test Engineer

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  • Location:
    Hsinchu, Taiwan
  • Area of Interest
    Supply Chain
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1429694

What You'll Do

Our team develops test requirements for system level test overhead both in NPI design and for production. We develop custom test solutions spanning high power, large dies, and network silicon to cost-sensitive products. 

You will partner with the Product Development Engineer and OSAT teams to transfer the SLT test programs from the Cisco to the OSAT production environment.

You are our first line of defense as the first responder in case of any production issues - hardware or software-related. You will be responsible for the prompt resolution of any test issues and drive OSATs to meet metrics for throughput, yield, cycle time, and uptime. 

Your role will not only ensure that the SLT capacity ramp plans but also align with the Cisco product roadmap to manage/maintain the production test environment.

So you willclosely work with the Product test, Automation and Data Solutions team to perform statistical data/yield/correlation analysis on large data sets to drive test and yield optimization. 

Who You'll Work With

We collaborate with Silicon design teams as well as several peer groups in Supply Chain & MFG Operations to influence Cisco Silicon One Productization Strategy.

Who You Are/ R&R Requirement

Minimum qualifications:

  • Bachelor's degree in Electrical Engineering, Computer Engineering, a related technical field, or equivalent practical experience.
  • 3 years of experience with hardware testing of systems based on custom ASICs or SoC products.
  • Experience withLinux/Unix, Python programming

Preferred qualifications:

  • Master's degree in Electrical Engineering, Computer Engineering, Computer Science, or a related field.
  • 5 years of experience with hardware or semiconductor testing area.
  • Experience implementing secure ASIC/SoC manufacturing solutions (e.g., SerDes, provisioning, programming, or product lifecycle management).
  • Experience in SQL or C#.
  • Knowledge of ASIC/SoC boot process or CPU performance testing.
  • Experience with OSAT and operation management
  • Ability to thrive in a multifaceted environment.
  • High level of motivation and energy.

Why Cisco
#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all. 

We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (39 years strong) and only about hardware, but we’re also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us! 

We are an equal opportunity employer and value diversity at our company. 
We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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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