Our team drives the post-silicon validation cycle to meet Product Quality and Time to Market Metrics. In a multi-function team, you will define test, characterization and qualification plans. This role will set cost and yield drive-to targets for a product and execute to plan to achieve test time reduction and yield optimization. This role is also responsible for production screening guard-band specifications based upon design intent and characterization results, and transferring new tests and test programs into full manufacturing release by collaborating with suppliers and offshore manufacturing personnel.
Your role will also be to drive component failure analysis, containments, and root cause corrective actions and to work with development/manufacturing engineering and management representatives to resolve complex technical problems.
An additional skillset is to handle product qualification and burn in testing to JEDEC specs. You should have demonstrated the ability to perform statistical data/yield/correlation analysis on large data sets from wafer sort to system final test to find yield issues and drive test and yield optimization.

Who You'll Work With
We collaborate with ASIC design teams as well as several peer groups in Supply Chain Operations to influence Cisco Silicon One Productization Strategy.

Who You Are
Minimum Qualification
l Bachelor’s degree (or higher) in Electrical Engineering/Computer Engineering (or equivalent experience)
l 6+ years’ experience in SOC/VLSI IC bring-up, production and characterization test, and product engineering.
l Strong track record of yield data analytics and driving yield improvements
l Experience with statistical analysis and correlation.
Preferred Qualification
l Experience with scripting/programming knowledge (Python or Perl)
l Direct experience with device qualification, conversant with JEDEC qualification requirements.
l Knowledge of the cutting edge in DFT and test solutions.
l Can communicate concisely for action - with both internal and external executives via executive summaries and project status overviews
l Ability to thrive in a complex environment
l High level of motivation and energy

Why Cisco
WE ARE CISCO
#We Are Cisco, where each person is unique, but we bring our talents to work as a team and make a difference. Here’s how we do it.
We embrace digital, and help our customers implement change in their digital businesses. Some may think we’re “old” (30 years strong!) and only about hardware, but we’re also a software company. And a security company. A blockchain company. An AI/Machine Learning 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, we give our egos a break and we give of ourselves (because giving back is built into our DNA.) We take accountability, we take bold steps, and we take 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.
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

#Cisco Silicon One
#Si Ops

Message to applicants applying to work in the U.S. and/or Canada:

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.