United States Job Openings

Cisco Systems
Quality Engineer I (Full Time) United States
San Jose
FULL TIME
October 16, 2024
- ASIC Design and Verification
- System/Board Design
- Circuit Board Layout
- Hardware Automation, Validation and Test
- Signal Integrity
- Power Design
- Ability to manage multiple tasks and work toward long-term goals, indicating strong organizational skills and the ability to prioritize effectively.
- Excellent verbal and written communication skills to manage relationships with extended team and business functions.
- Experience in establishing and sustaining positive relationships with an extended team
- Including but not limited to a graduate/upcoming graduate of a technical degree or certification program from a Technical Boot Camp, Apprenticeship, Community College or 4-year University.
- Open to 0-3 years of relevant experience or recent graduate or those in the final year of a Bachelor's in Electrical Engineering, Computer Engineering, Mechanical Engineering, a related program, or holders of equivalent academic certifications.
- Solid understanding in hardware engineering areas such as ASIC Design and Verification, System/Board Design, Circuit Board Layout, Hardware Automation, Validation and Test, Signal Integrity, and Power Design.
- Proven understanding of engineering fundamentals and technical analytical skills
- Able to legally live and work in the country for which you’re applying, without visa support or sponsorship
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.
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