Physical Design Team Leader

What You'll Do

You'll be joining our Physical Design team within Cisco Silicon One, which is responsible for the entire backend methodology and flow development from RTL to GDS. This is a critical part of the group leading the development of high-quality VLSI designs.

Our Backend Engineers handle all aspects of chip design, including Definition, Physical Synthesis, Place and Route, Optimization, Timing Closure, Design Floor Planning

We demonstrate the latest silicon technologies and processes to build the largest-scale and most complex devices, pushing the boundaries of feasibility.

Who You'll Work With

You'll be part of the Cisco Silicon One team, which is at the heart of Cisco’s software and ASIC design efforts.

As part of our team, you’ll give to the development of our next-generation network devices—Cisco Silicon One™. Our team operates in a startup-like environment within a stable and leading corporation.

Our design center is uniquely equipped, hosting all silicon hardware and software development fields under one roof.

We are revolutionizing the industry by building a new internet for the 5G era, providing a unified, programmable silicon architecture that serves as the foundation for all of Cisco's future routing products. Our devices are crafted to be universally adaptable across service providers and web-scale markets, catering to both fixed and modular platforms. They deliver high speed without compromising on programmability, buffering, power efficiency, scale, or feature flexibility.

Cisco Silicon One ™ is a ground-breaking, groundbreaking technology that will serve our customers and end users for decades to come. The Internet now has a new, faster, better, and safer engine!

Minimum Requirements
A VLSI Design Engineer with extensive experience in backend design.
B.Sc./M.Sc. in Electrical Engineering.
Strong understanding of Place & Route flow.
Preferred/Advantageous Qualifications
Deep understanding of all aspects of Physical construction and Integration.
Experience in Leading Physical Design Projects
Leadership and mentoring skills
Knowledge in Physical Design Verification methodology LVS/DRC.
Familiarity with physical design EDA tools (such as Synopsys, Cadence, etc.).
Great teammate, self-learning skills, and ability to work autonomously.
Learn More About Us Here:
Cisco Silicon One Overview
Fortune Article on Cisco Silicon One
Calcalist Article
Cisco Silicon One on YouTube
Cisco Silicon One Blog
Why Cisco

#WeAreCisco, where each person is unique, but together we bring our talents to work as a team and make a difference, powering an inclusive future for all.

We accept digital transformation and help our customers implement change in their digital businesses. While some may see us as “old” (36 years strong) and primarily a hardware company, we’re also a software company, a security company, and 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 more than just a buzzword to us. It’s a culture that fosters innovation, creativity, and yes, even failure (as long as we learn from it).

Every 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 at our core). We take accountability, bold steps, and take diversity to heart. Because without diversity of thought and a commitment to equality for all, there’s no moving forward.

So, if you have colorful hair? We 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 ideas? Be you, with us!
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.