Hardware/Software Performance Engineer
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Lieu :San Jose, California, US
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Centre d'intérêtIngénieur - logiciels
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Plage De Rémunération192500 USD - 244700 USD
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Type de posteExpérimenté
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Intérêt pour la technologieDéveloppement de logiciel, tests
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ID de poste1430348
Application window has been extended and is expected to close 11/25/2024
Who We Are
At Cisco, we are a global leader in networking and IT, driving innovation and redefining how people connect, communicate, and collaborate. Our mission is to shape the future of the internet by creating unprecedented value and opportunity for our customers, employees, investors, and ecosystem partners. We are committed to encouraging a diverse and partnership environment where everyone can thrive and encourage our collective success.
Who You'll Work With
You will have the ability to work multi-functionally; networking with engineers, leadership, account teams, support, sales teams, and customer success to ensure the customer issues are resolved holistically.
Who You Are
We are seeking a highly skilled Hardware/ Software GPU Performance Tuning Engineer. The ideal candidate will possess BIOS, Hardware architecture as well as what the tools are to access CPU's and GPU's. Good project management, communication, and technical skills. You have the perfect mix of technical expertise with the Collaboration portfolio, and an outstanding ability to deal with critical customers in high-reaching situations. Project planning, implementation, and tracking are a must as we often work through both collaboration expansion and service improvement plans for customers affected by systemic issues.
What You'll Do
You will join our team to help optimize the performance of our applications. You will play a pivotal role in identifying and addressing bottlenecks, ensuring our software runs efficiently on various GPU architectures.
Profiling and Analysis: Conduct in-depth profiling of GPU-accelerated applications to identify performance bottlenecks, memory usage patterns, and computational inefficiencies.
Optimization Techniques: Implement and evaluate optimization strategies, including kernel fusion, loop unrolling, and data reuse techniques, to improve GPU utilization and throughput.
Hardware and Software Integration: Collaborate with hardware engineers to understand GPU architectures and leverage their capabilities effectively. Work closely with software developers to integrate performance optimizations into the application codebase.
Benchmarking and Measurement: Develop and execute thorough benchmarking methodologies to measure performance improvements and supervise progress against optimization goals.
Problem-Solving and Troubleshooting: Diagnose and resolve sophisticated performance issues related to GPU drivers, operating systems, and application code.
Stay Updated: Keep tabs on the latest GPU technologies, architectures, and optimization techniques to ensure our applications remain driven.
Minimum Requirements
- Strong programming skills in languages like C++, CUDA, or OpenCL.
- In-depth understanding of GPU architectures, parallel programming paradigms, and memory management.
- Experience with GPU profiling tools and performance analysis techniques.
- Proven track record to optimize GPU-accelerated applications for maximum performance.
- Excellent problem-solving and analytical skills.
- Strong communication and collaboration skills.
- A passion for innovative technologies and performance optimization.
Preferred Requirements
- Experience with machine learning frameworks like TensorFlow or PyTorch.
- Hardware architecture
- Knowledge of deep learning algorithms and optimization techniques.
- Experience with cloud-based GPU platforms.
Why Cisco
#WeAreCisco. We are all unique, but collectively we bring our talents to work as a team, to develop innovative technology and power a more inclusive, digital future for everyone. How do we do it? Well, for starters – with people like you!
Nearly every internet connection around the world touches Cisco. We’re the Internet’s optimists. Our technology makes sure the data traveling at light speed across connections does so securely, yet it’s not what we make but what we make happen which marks us out. We’re helping those who work in the health service to connect with patients and each other; schools, colleges, and universities to teach in even the most challenging of times. We’re helping businesses of all shapes and sizes to connect with their employees and customers in new ways, providing people with access to the digital skills they need and connecting the most remote parts of the world – whether through 5G, or otherwise.
We tackle whatever challenges come our way. We have each other’s backs, we recognize our accomplishments, and we grow together. We celebrate and support one another – from big and small things in life to big career moments. And giving back is in our DNA (we get 10 days off each year to do just that).
We know that powering an inclusive future starts with us. Because without diversity and a dedication to equality, there is no moving forward. Our 30 Inclusive Communities, that bring people together around commonalities or passions, are leading the way. Together we’re committed to learning, listening, caring for our communities, whilst supporting the most vulnerable with a collective effort to make this world a better place either with technology, or through our actions.
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! #WeAreCisco
Lorsqu’elle est disponible, la fourchette salariale affichée pour ce poste reflète l’échelle d’embauche prévue pour les salaires des nouveaux embauchés aux États-Unis et/ou Canada. Pour les postes non liés à la vente, les fourchettes d’embauche reflètent uniquement le salaire de base; les employés sont également admissibles à des primes annuelles. Les fourchettes d’embauche pour les postes de vente comprennent la rémunération de base et la rémunération incitative. La rémunération individuelle est déterminée par le lieu d’embauche du candidat et par d’autres facteurs, notamment les compétences, l’expérience et les études, certifications ou formations pertinentes. Les candidats peuvent ne pas être admissibles à la fourchette complète des salaires en fonction de leur lieu d’embauche aux États-Unis ou Canada. Le recruteur peut vous donner plus d'informations sur la rémunération du poste dans votre lieu au cours du processus de recrutement.
Les employés américains ont accès à une assurance médicale, dentaire et visuelle de qualité, à un régime 401(k) avec une contribution équivalente de Cisco, à une couverture d’invalidité à court et à long terme, à une assurance vie de base et à de nombreuses prestations de bien-être. Les employés reçoivent jusqu’à douze jours fériés payés par année civile, qui comprennent un jour férié flottant, plus un jour de congé pour leur anniversaire. Les employés peuvent cumuler jusqu'à 20 jours de congés payés (PTO) par an et ont accès à des absences payées pour faire face à des problèmes critiques ou urgents sans avoir à puiser dans leurs congés. Nous offrons du temps supplémentaire rémunéré pour faire du bénévolat et rendre service à la communauté. Les employés peuvent également acheter des actions de l’entreprise dans le cadre de notre Programme d’achat d’actions pour les employés.
Les employés participant à des plans de vente reçoivent, en plus de leur salaire de base, une rémunération incitative fondée sur les performances, qui est répartie entre les composantes sur quota et non. Pour la rémunération incitative basée sur des quotas, Cisco paie au taux standard de 1 % de la cible incitative pour chaque 1 % de chiffre d’affaires réalisé par rapport au quota jusqu’à 100 %. Une fois que la performance dépasse 100 % du quota, les taux incitatifs peuvent augmenter jusqu’à cinq fois le taux standard sans plafonnement de la rémunération incitative. Pour les éléments de performance des ventes non basés sur des quotas, tels que les objectifs de vente stratégiques, Cisco peut payer jusqu’à 125 % de l’objectif. Les plans de vente de Cisco ne prévoient pas de seuil minimum de performance pour le versement de la rémunération incitative des ventes.