• This role requires the employee to work onsite at the Austin, Texas office location
• This collaborative environment will broaden your expertise, enable you to validate complex platforms, and contribute to the delivery of innovative products to the market
• As a member of the ENT Hardware Assurance team, you will validate hardware platforms for Cisco’s networking products
• These products include Ethernet copper and optical interfaces ranging from 1Gbps to 100Gbps, PoE up to 90W, as well as IoT Wi-Fi and routing solutions
• In this role, you will contribute by modifying test scripts and validating products to ensure their quality and reliability
• You will also participate in developing and implementing AI solutions for hardware validation
• Participate as part of a project team of engineers in the specification, design, development, and testing of hardware
• Define unit and system-level test processes and procedures
• Perform complex system-level unit and integration tests; debug and mitigate complex system-level problems
• Assist with root cause analysis of field issues and support customer concerns
• Collaborate with software engineers to develop an AI model for analyzing test results

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

Bachelor's in computer engineering or computer science with 2+ years of hardware validation experience, or Master's degree in computer engineering or computer science with 1+ years of experience

• Experience with test and measurement equipment, including power supplies, oscilloscopes, multimeters, and network traffic generators

Experience with hardware blocks and subsystems, including CPU/microcontrollers, data paths, control paths, and clocking

• The starting salary range posted for this position is $95,700.00 to $131,200.00 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