The CHG team in Armenia is at the forefront of designing a cutting-edge family of chips under the globally recognized SiliconOne brand. We address the challenges of large-scale chip design by employing advanced physical design methodologies and utilizing top-tier tools from leading vendors.

Why You’ll Love Cisco

We change the World, you will become passionate about your employer and the brand you represent. Everything is converging on the Internet, making networked connections more meaningful than ever before in our lives. Our employees' groundbreaking ideas impact everything. Here, that means we take creative ideas from the drawing board to dynamic solutions that have real-world impact. You'll collaborate with Cisco leaders, partner with mentors, and develop incredible relationships with colleagues who share your interest in connecting the unconnected. You'll be in a team that cares about its customers, enjoys having fun, and you'll take part in changing the lives of those in our local communities. Come prepared to be encouraged and inspired.

What You'll Do

• Lead a team responsible for the physical implementation and sign-off of high-complexity blocks, driving all aspects from RTL to GDS.
• Collaborate closely with multiple functional teams to ensure seamless operations and enable the effective implementation of blocks.
• Lead all aspects of the entire physical design process, ensuring that designs meet performance, area, and power requirements.
• Ensure smooth handoffs between the top-level implementation team, meeting all criteria within the established timelines.
• Provide technical leadership and mentorship to team members, ensuring they have the support and resources needed for success.

Who You'll Work With

As a Physical Design Manager in the Silicon One development team in Armenia, you'll focus on full chip physical implementation from RTL to GDSII and tape-out. You will collaborate with a diverse range of teams, including the chip-level implementation team, frontend team, IP vendors, and tool vendors, as well as global teams and various business units. Our team values collaboration, inclusivity, and innovation. We encourage all members to contribute ideas in strategy meetings and embrace flexibility in our operations. Collaboration occurs both locally and internationally, fostering strong relationships.

Who You Are

You are an integral part of the ASIC Physical Design Team, overseeing the full chip physical implementation from RTL to GDSII and tape-out. With excellent communication and leadership skills, you have a proven track record of managing technical teams effectively. You are autonomous, make timely decisions, and handle interruptions efficiently.

Minimum Qualifications:

• BS or MS in Electrical Engineering, Computer Science, or a related field.
• 8+ years of experience in ASIC design and verification.
• Strong experience with deep submicron CMOS technologies.
• Extensive knowledge of the full design cycle from RTL to GDSII.
• Strong understanding of Static Timing Analysis, timing closure, and design constraints.
• Expertise in block-level synthesis, place and route, and timing closure.
• Familiarity with industry-standard PnR and sign-off tools.

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 adopt digital and help our customers implement change in their digital businesses. Some may think we’re “old” (36 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 the 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!

#WeAreCisco

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.