Reports to: Test Engineering Manager

Job Description

The test engineering technical leader will collaborate with US test development team on new product test capacity ramp up execution flawless, lead the test optimizations and drive the test cost reductions. To expedite time to market and revenue ramp of high-speed optical transceiver modules.

Key Essential Functions:

1)Lead new product test capacity fast ramp up in early production phase, work with product engineering and design team to drive yield improvement and test time reduction.

2)Lead cost effective, high efficiency test solution development for high volume products.

3)Lead troubleshoots test station\product related issues. identify high failures items and ensure issues are resolved by drive to root cause

4)Support product engineering team to debug NFF and RMA troubleshooting.

5)Test progress yield monitoring and SPC on a time basis.

6)State of art low cost high volume test solutions development for CISCO optics.

Minimum Qualifications, Experience, Skills, Education and Certifications:

1)BS in Computer Science, Electric Engineering, Computer Engineering, or other relevant major.

2)5+ years’ experience supporting optics products test. be capable of develop full test system independently.

3)Experience in software engineering principles and techniques (programming algorithms, source control, deployment techniques, multi-threading)

4)Excellent using Test stand and LabView and python to automate test scripts. Experience of developing a common test platform will be a plus.

5)Deep understand of Linux system and peripheral device management in Linux system.

6)Proven experience with optics test systems, equipment, fixtures.

7)Deep understanding of GRR and SPC progress to qualify and monitoring ATE.

8)Analytics experience with parametric data sets using JMP, Minitab or similar. experience of using SQL is an asset

9)Experience working on test systems that interact with automated handlers, alignment, or similar in a high-volume environment.

10)Excellent verbal and written communications skills.

Additional Considerations: Some travel is required

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.