Senior DFT Engineer - Cisco Silicon One

Meet the Team

Join the Cisco Silicon One team and be part of the cutting-edge innovation that drives our next-generation network devices—Cisco Silicon One™. Our unique team operates in a startup-like atmosphere within a stable and leading corporation, working on some of the most advanced silicon technologies. Our design center is home to all silicon hardware and software development disciplines, creating an environment that fosters collaboration and technical excellence.

We are redefining the industry and building the next-generation internet for the 5G era, providing a unified, programmable silicon architecture that is the foundation for all of Cisco's future routing products. Cisco Silicon One™ delivers high-speed networking while ensuring programmability, power efficiency, and scalability across a range of service provider and web-scale markets.

Your Impact

As a Design for Test (DFT) Engineer, you will:

Develop and implement DFT features to ensure high-quality, testable, and manufacturable designs.
Contribute to the full product cycle, from pre-silicon design to post-silicon debug and production qualification.
Work closely with chip architects, design engineers, and verification teams to define and optimize DFT strategies.
Implement ATPG, scan compression, and memory BIST techniques to improve test coverage and efficiency.
Lead debugging and root-cause analysis of silicon failures to improve yield and reliability.
Establish DFT methodologies and best practices to enhance the efficiency of future designs.
Minimum Qualifications
B.Sc./M.Sc. in Electrical Engineering or a related field.
Hands-on experience with one or more DFT features, such as scan insertion, BIST, or boundary scan.
Proficiency in full product lifecycle development, from pre-silicon design to silicon bring-up and production qualification.
Preferred Qualifications
Experience with Automatic Test Pattern Generation (ATPG) methodologies.
Strong ability to establish and refine DFT methodologies from design phase to high-volume production.
Ability to quickly learn new concepts and adapt to evolving technologies.
Excellent communication and presentation skills.
Strong attention to detail and system-level understanding of networking and silicon solutions.
#WeAreCisco

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and 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.