In this role, you will ensure exceptional product quality from New Product Introduction (NPI) through End of Life (EOL), with a heightened focus on early engagement for critical component technologies and robust test planning to enable high-quality product launches You will collaborate cross-functionally—including with design, process, test, and reliability engineering—to address technical and manufacturing challenges, implement quality best practices, and drive measurable improvements at First Customer Ship (FCS) and beyond

• Your efforts will also contribute to ongoing technology readiness and process optimization as Cisco evolves
• You will work closely with Product Operations, Engineering, Global Manufacturing Operations, Test and Quality, Service & Logistics, and CM partners
• Together, you will address complex quality and manufacturability challenges, implement leading-edge test strategies, and proactively prepare for next-generation technologies and product introductions
• You will play a critical role in ensuring Cisco’s manufacturing and test processes are positioned to deliver the next wave of technology-driven products
• Drive integrated quality and test practices across the PLM lifecycle (NPI to EOL), emphasizing system-level risk assessment, xDVT strategy, and DFX/DFM principles for next-gen hardware and manufacturing test processes
• Lead early engagement initiatives with focus on critical component technology assessment, functional test strategy development, and system-level verification for high-quality product launches

Collaborate with cross-functional teams (Supply Chain, Component Engineering, GSM, Hardware/System Engineering, Test Engineering) to influence technology selection, implement robust test and risk mitigation strategies, and ensure readiness for advanced technologies and manufacturing processes

• Lead and resolve quality and test issues, ensuring closed-loop feedback, thorough root cause analysis, and continuous improvement within the PLM and test lifecycle
• Advocate for quality and test enhancements, leveraging lessons learned from xDVT and field/factory feedback, and contribute to the development of dashboards and metrics for proactive risk management
• Drive cost avoidance, support ongoing manufacturing quality improvement, and assess the impact of new component/technology introductions on test, manufacturability, and product reliability

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

• You possess a strong background in system-level engineering, xDVT planning/execution, and manufacturing test development
• Your technical acumen and communication skills enable you to influence cross-functional teams and leadership
• You thrive in dynamic environments, managing a broad scope of technical and quality responsibilities, and are adept at adapting to evolving priorities
• Your sense of ownership and integrity, combined with your ability to drive change across engineering and manufacturing, makes you an ideal fit
• BS degree in Electrical Engineering, Systems Engineering, or a related technical field
• Minimum 5 years’ experience in System or Electrical Product Engineering, with a strong focus on hardware/system verification (xDVT), manufacturing test strategy, and process quality
• Demonstrated experience in developing and executing system-level test plans (including xDVT), and functional test strategies for complex hardware, with exposure to root cause analysis and field failure diagnostics

Hands-on experience with Design for Manufacturing (DFM) or Design for Test (DFT), and test planning for high-complexity products

Strong understanding of next-generation technology/components, PCB design and fabrication, and practical experience with manufacturing test equipment, test automation, and product health dashboards

• The starting salary range posted for this position is $140,800.00 to $183,000.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits
• Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training
• 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 Cisco’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance

• Please see the Cisco careers site to discover more benefits and perks
• Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time
• U.S. employees are eligible for paid time away as described below, subject to Cisco’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 Cisco
• 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 Cisco’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 Cisco’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 Cisco plan

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 0% up to 125% of target
• Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid

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