Analog Engineer - Cisco Silicon One

Meet the Team

Join the Cisco Silicon One team in driving our game-changing next-generation network devices—Cisco Silicon One™. Our unique team operates in a startup atmosphere within a stable and leading corporation. We are redefining the industry and building a new internet for the 5G era, providing a unified, programmable silicon architecture that serves as the foundation for all future Cisco routing products. Our design center hosts all silicon hardware and software development disciplines under one roof, offering a dynamic and collaborative environment.

Your Impact

As an Analog Design Engineer, you will:

Design and develop high-speed analog/mixed-signal circuits for industry-leading CMOS process nodes.
Lead all design stages, from architecture definition to final layout sign-off.
Perform circuit simulations, analysis, and debugging to ensure robust performance and reliability.
Collaborate with system architects, digital designers, and layout engineers to optimize circuit performance, power, and area.
Engage in post-silicon validation, debugging, and optimization to enhance circuit functionality.
Minimum Qualifications
B.Sc./M.Sc. in Electrical Engineering or a related field.
At least 5 years of experience in Analog Circuit Design on advanced process nodes.
Strong knowledge of circuit design flows and tools, from definition to layout.
Proven ability to independently handle complex design tasks.
Team player with a positive, can-do attitude.
Preferred Qualifications
Experience in high-speed analog design, including mixed-signal methodologies.
Knowledge of advanced CMOS process nodes and high-speed interfaces.
System-level understanding of silicon integration and debugging.
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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.