• The work is essential for supporting the increasing demands of hybrid work environments and ensuring reliable, high-capacity network connections
• The Physical Design Engineer Co-op will perform one or more of the following tasks while working on Company's elite optical communication products
• The Co-op will be assigned relevant work assignments to challenge them according to their current level of experience and capability.
• The Co-op may find themselves working in the following areas:
• Work with Front-End teams to understand the design architecture to ensure optimal physical implementation
• Gate level netlist synthesis (physical synthesis)
• Physical implementation (floorplanning, placement, CTS, routing)
• Power, performance and area optimization of design
• Static Timing analysis and signoff closure
• Physical verification and signoff closure
• EMIR analysis and signoff closure

Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements

• Must be able to be onsite in Maynard, MA two days a week
• Knowledge of the design cycle from RTL to GDSII
• Understanding of Static Timing Analysis, timing closure and design constraints

Knowledge in block level synthesis, place and route, timing closure, PnR and signoff tools and their capabilities

Completion within the past 3 years, or current enrollment with expected completion within 12 months, of a Bachelor’s degree program in computer science, electrical engineering, or related program

• The full salary range for certain locations is listed below
• For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process

U.S. employees are offered benefits, subject to Company’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Company matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance

• Please see the Company careers site to discover more benefits and perks
• Employees may be eligible to receive grants of Company restricted stock units, which vest following continued employment with Company for defined periods of time
• U.S. employees are eligible for paid time away as described below, subject to Company’s policies:
• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
• 1 paid day off for employee’s birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Company
• Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
• Exempt employees participate in Company’s flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
• Additional paid time away may be requested to deal with critical or emergency issues for family members
• Optional 10 paid days per full calendar year to volunteer
• For non-sales roles, employees are also eligible to earn annual bonuses subject to Company’s policies
• Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Company plan

For quota-based incentive pay, Company 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, Company may pay 0% up to 125% of target
• Company sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid

For quota-based sales roles on Company’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined