The application window is expected to close on 10/15/2024

This is an onsite role and will require working out of the Milpitas/San Jose office location.

Who We Are

The Common Hardware Group (CHG) delivers the silicon, optics, and hardware platforms for Cisco's core Switching, Routing, and Wireless products. With ~2,100 employees across 16 countries, we design the networking hardware for Enterprises and Service Providers of various sizes, the Public Sector, and Non-Profit Organizations across the world. Cisco Silicon One (#CiscoSiliconOne) is the only unifying silicon architecture in the market that enables customers to deploy the best-of-breed silicon from Top of Rack (TOR) switches all the way through web scale data centers and across service provider, enterprise networks, and data centers with a fully unified routing and switching portfolio. Come join us and take part in shaping Cisco's ground-breaking solutions by designing, developing and testing some of the most complex ASICs being developed in the industry.

Who You'll Work With

You will be in the Silicon One development organization as an ASIC Implementation Technical Lead in San Jose, CA with a primary focus on Design-for-Test. You will work with Front-end RTL teams, backend physical design teams to understand chip architecture and drive DFT requirements early in the design cycle. As a member of this team you will also be involved in crafting groundbreaking next generation networking chips. You will help lead to drive the DFT and quality process through the entire Implementation flow and post silicon validation phases with additional exposure to physical design signoff activities.

What You'll Do

You will be part of ASIC physical design Team which is responsible for full Chip physical implementation from RTL to GDSII. As Physical Verification Engineer your main responsibilities will include:

• Perform full chip DRC/LVS/ERC/ANT checks, review and debug the issues, provide solutions and ensure signoff clean results
• Work with block and top level implementation teams to understand physical aspects and feedback on necessary updates
• Work closely with block and TOP level physical implementation, IP development teams and to resolve PV issues and address to proper owners
• Deploy and improve physical verification flows and methodologies. Develop custom check as per need for verification robustness
• Support block and TOP implementation teams to solve local PV issues

Minimum Qualifications:

• BS/MS in Electrical Engineering or Computer Science, with 7+ year minimum of hands-on experience in ASIC implementation and Physical verification
• Prior experience in deep submicron CMOS technologies
• Prior experience with physical verification (DRC, LVS, ERC, ANT), debug and solution
• Experience in one of the scripting languages (Python, Tcl, Skill)

Preferred Qualifications:

• 7+ years of experience working with block or full chip physical verification and/or owning Physical Verification CAD flow development and support
• Experience on 7nm nodes and below
• Prior experience working with semiconductor foundries on installation, and maintenance of process design kits (PDKs) for SOC physical design teams
• Previous work experience working with Package and floorplan teams to define padring and bump-map design
• Background in industry-standard physical verification EDA tools

Why Cisco

#WeAreCisco - We connect everything: people, processes, data, and things. We innovate everywhere, taking bold risks to shape the technologies that give us smart cities, connected cars, and handheld hospitals. And we do it in style with unique personalities who aren't afraid to change the way the world works, lives, plays and learns.

We are thought leaders, tech geeks, pop culture aficionados, and we even have a few purple haired rock stars. We celebrate the creativity and diversity that fuels our innovation. We are dreamers and we are doers.

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.