Director - Physical Design

Postuler
  • Lieu :
    San Jose, California, US
  • Centre d'intérêt
    Ingénieur - matériel
  • Plage De Rémunération
    211600 USD - 314200 USD
  • Type de poste
    Expérimenté
  • Intérêt pour la technologie
    *Aucune
  • ID de poste
    1418857
Who We Are



The Common Hardware Group (CHG) delivers the silicon, optics, and hardware platforms for Cisco's core Switching, Routing, and Wireless products. With ~2,100 employees across 16 countries, we design the networking hardware for Enterprises and Service Providers of various sizes, the Public Sector, and Non-Profit Organizations across the world. Cisco Silicon One is the only unifying silicon architecture in the market that enables customers to deploy the best-of-breed silicon from Top of Rack (TOR) switches all the way through web scale data centers and across service provider, enterprise networks, and data centers with a fully unified routing and switching portfolio. Come join us and take part in shaping Cisco's revolutionary solutions by designing, developing and testing some of the most complex ASICs being developed in the industry.



What You Will Do


  • Closely work with Team Leads to Build PD Execution Schedule and Track Milestones through the Project. 
  • As a Soc Physical Design Lead, you will work closely with Architecture/Package/PD Teams to develop, craft, and optimize floor-plans during early chip development to meet Power/Performance/Area Goals for the SoC.
  • Drive the review process and collaborate with the ASIC design team to identify area, interconnect and floorplan improvement opportunities.
  • Build tools and improve existing infrastructure to optimize chip area and speed of execution.
  • Interact with Design team to review constraints.


Your responsibilities will Include

  • Collaborate with Cross Functional Teams across geographies.
  • Drive SoC Physical Design Implementation in Advanced Process Nodes with world class team of Physical Design, Circuit design, DFT and integration engineers.
  • Build a team of hard-working and passionate leaders as we scale.
  • Develop Soc Execution Schedule and Milestone Tracking.
  • Communicate Status and Risks to Senior Management.
  • Expert understanding of both FE and BE ASIC flows.
  • Maintain close interactions with RTL, NPI, Packaging, DFT, Architecture teams.
  • Own power, performance and area optimization of design.
  • Oversee the development of new automation utilities for improved quality, time to delivery and high-quality Designs.
  • Conduct periodic design reviews - with deep technical dives - to make sure the project is tracking to the schedule and maintaining a high quality of work.
  • EMIR analysis and Timing signoff closure.


Minimum Qualifications



  • Demonstrable management experience in leading a team that does SoC and Physical Design.
  • Drive ASIC design methodology and flow from concept to release.
  • Previous demonstrated experience at leading and managing large ASIC developments in advanced process nodes.
  • Demonstrable hands-on experience in ASIC design. 
 
Preferred Qualifications


  • Knowledge of industry standard PnR and signoff tools and their capabilities.
  • Understands the big picture and attention to detail during execution.
  • Prior Experience in developing Physical Design execution Schedule.
  • Knowledge and hands on experience in block level synthesis, place and route, timing closure. 
  • Understanding advanced power analysis and power integrity analysis.
  • Knowledge of scripting languages Tcl, Python.
  • Manage Static Timing Analysis, timing closure and design constraints.
  • Self-motivated, able to work in a highly cross functional team.
  • MS or Bachelor’s in Electrical Engineering or Computer Science.
 
Why Cisco?



#WeAreCisco, we are all unique, but collectively we bring our talents to work as a team, to develop innovative technology and power a more inclusive, digital future for everyone. How do we do it? Well, for starters - with people like you!



Nearly every internet connection around the world touches Cisco. We’re the Internet’s optimists. Our technology makes sure the data travels at light speed across connections does so securely, yet it’s not what we make but what we make happen which marks us out. We’re helping those who work in the health service to connect with patients and each other; schools, colleges, and universities to teach in even the most complicated times. We’re helping businesses of all shapes and sizes to connect with their employees and customers in new ways, providing people with access to the digital skills they need and connecting the most remote parts of the world - whether through 5G, or otherwise.



We take on challenges that come our way. We have each other’s backs and recognize our accomplishments as we grow together. We celebrate and support one another - from big and small things in life to big career moments. And giving back is central to our purpose (we get 10 days off each year to do just that).



We know that powering an inclusive future starts with us. Because without diversity and a dedication to equality, there is no moving forward. Our 30 Inclusive Communities, that bring people together around commonalities or passions, are leading the way. Together we’re committed to learning, listening, caring for our communities, whilst supporting the most vulnerable with a collective effort to make this world a better place either with technology, or through our actions. 

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. A passion for technology and world changing? Be you, with us!



#WeAreCisco

#LI-SR6
Message aux candidats à l'emploi aux États-Unis et/ou Canada. :

Lorsqu’elle est disponible, la fourchette salariale affichée pour ce poste reflète l’échelle d’embauche prévue pour les salaires des nouveaux embauchés aux États-Unis et/ou Canada. Pour les postes non liés à la vente, les fourchettes d’embauche reflètent uniquement le salaire de base; les employés sont également admissibles à des primes annuelles. Les fourchettes d’embauche pour les postes de vente comprennent la rémunération de base et la rémunération incitative. La rémunération individuelle est déterminée par le lieu d’embauche du candidat et par d’autres facteurs, notamment les compétences, l’expérience et les études, certifications ou formations pertinentes. Les candidats peuvent ne pas être admissibles à la fourchette complète des salaires en fonction de leur lieu d’embauche aux États-Unis ou Canada. Le recruteur peut vous donner plus d'informations sur la rémunération du poste dans votre lieu au cours du processus de recrutement.

Les employés américains ont accès à une assurance médicale, dentaire et visuelle de qualité, à un régime 401(k) avec une contribution équivalente de Cisco, à une couverture d’invalidité à court et à long terme, à une assurance vie de base et à de nombreuses prestations de bien-être. Les employés reçoivent jusqu’à douze jours fériés payés par année civile, qui comprennent un jour férié flottant, plus un jour de congé pour leur anniversaire. Les employés peuvent cumuler jusqu'à 20 jours de congés payés (PTO) par an et ont accès à des absences payées pour faire face à des problèmes critiques ou urgents sans avoir à puiser dans leurs congés. Nous offrons du temps supplémentaire rémunéré pour faire du bénévolat et rendre service à la communauté. Les employés peuvent également acheter des actions de l’entreprise dans le cadre de notre Programme d’achat d’actions pour les employés.

Les employés participant à des plans de vente reçoivent, en plus de leur salaire de base, une rémunération incitative fondée sur les performances, qui est répartie entre les composantes sur quota et non. Pour la rémunération incitative basée sur des quotas, Cisco paie au taux standard de 1 % de la cible incitative pour chaque 1 % de chiffre d’affaires réalisé par rapport au quota jusqu’à 100 %. Une fois que la performance dépasse 100 % du quota, les taux incitatifs peuvent augmenter jusqu’à cinq fois le taux standard sans plafonnement de la rémunération incitative. Pour les éléments de performance des ventes non basés sur des quotas, tels que les objectifs de vente stratégiques, Cisco peut payer jusqu’à 125 % de l’objectif. Les plans de vente de Cisco ne prévoient pas de seuil minimum de performance pour le versement de la rémunération incitative des ventes.

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