Thermal Engineering Technical Leader

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Hardware
  • Compensation Range
    165700 USD - 232900 USD
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1433781
The application window is expected to close on: 02/24/2025
 
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.  

Meet the Team 
We are part of Cisco Common Hardware Group (CHG), focusing on data center switch product, with high bandwidth and high power density. We are looking for an exceptional Thermal Engineer to tackle the challenges of high-power ASIC’s, next generation cooling, and high-density I/O. We focus in various cooling solutions, from forced air, convection cooling to liquid cooling in Modular or fixed to rack platforms. You will work very closely with Hardware & mechanical Engineering, Product Management/Marketing, Product Operations team, Global Supplier Management (GSM), External Vendors/Suppliers, Manufacturing Operations, and CM partners. 

Your Impact 
The Thermal Engineer Technical Leader helps to conceptualize the design and develop innovative electronic systems from a thermal aspect. You will impact and shape the development of cutting-edge network gears and hardware designs. Use your strong technical background in computational fluid dynamic, acoustic and thermal knowledge to develop and innovate next generation cooling solution. This is not limited to forced air cooling, but also free convection, liquid cool solution, and beyond. You will collaborate with Cisco cross-functional teams to architect, define, build, and validate the Enterprise switches, high density I/O, and next generation ASIC cooling challenges. 

Primary Responsibilities: 

•Architect, design, and deliver electronic enclosure’s cooling solution per customer, marketing and specification of product requirements
•Work on current and next generation system designs for network switches, including modular and fixed platform
•Collaborate with ASIC and SI to create component level thermal modeling
•Drive consistent thermal methodologies, test spec, deliverables, and documentation across the Business Unit
•Mentor/coach team members on career development and provide development feedback
•Drive the resolution of issues from customer escalation, test, or manufacturing partners
•Define test scope/report and manage multiple projects per deliverable schedule
•Participate and/or take a lead role in Cisco’s Patent Program
•Interface cross-functionally and lead team collaboration extending beyond work group
•Support vendor in custom heatsink or fan development
•Assist with the evaluation and selection of new vendor

Minimum Qualifications 
•Bachelor’s Degree in Thermal engineering or equivalent degree +8 years of work experience or Master's degree in Thermal Engineering or equivalent degree and +6 years of related experience
•8+ years of work experience in electronic cooling solutions, including heatsink design, fan development, and thermal interface materials
•Prior experience with I/O technology, including ICM and optical transceivers like SFP, QSFP, QSFP-DD
•Experience with FloTHERM or other CFD modeling tools 

Preferred Qualifications 
•Experience with air-cooled and free convection compact switches
•Expertise with common CFD analysis tools in conjunction with dissemination of results clearly to inter-disciplinary team members
•Hands on experiences in wind tunnel and acoustic tests
•Ability to communicate thermal solutions at an executive level and influence the outcome
 
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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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