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Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

This position is onsite in San Jose, with approximately 10% travel to Asia.

Common Hardware Group (CHG) Wireless is responsible for the Cisco Enterprise Access Point Portfolio. As part of the wireless engineering group, you will collaborate with multi-functional teams-including Hardware Design, Antenna/Compliance, Power Engineering, Signal Integrity, EMC/EMI, and Mechanical Design-to deliver industry-leading wireless products.

• Lead hardware New Product Introduction (NPI) for Cisco Enterprise Access Point programs, from architecture definition to mass production.

• Drive the design and implementation of complex power systems, including Board-Mounted Power and Front-End power solutions. Optimize power stages (buck, buck-boost, flyback, LLC) for maximum efficiency and thermal performance.

• Author Product Requirement Documents (PRDs), participate in RFQs, and iterate on schematics and layout designs. Perform thorough validation using stability analyzers, oscilloscopes, and programmable power sources.

• Provide technical mentorship to the team regarding power topologies, analog design, and component selection.

• Control product schedules through the NPI cycle. Coordinate with Mechanical, Sourcing, Packaging, Certification, and Quality teams.

• Perform and review failure analysis (FA), root cause analysis (RCA), and corrective action reports (CAR/8D). Ensure all designs meet DFM (Design for Manufacturing) and quality assurance standards.

• Connect with firmware and mechanical teams to ensure power supply designs are fully integrated and thermally compliant.

• Bachelor's degree in electrical or computer engineering or power electronics with 8+ years of experience, or master's degree with 6+ years of experience, or PhD with 3+ years of related experience.

• Experience in end-to-end product development, having launched at least 1 hardware product.

• Experience in RF system design and wireless standards.

• Experience with power electronics and analog design, specifically with topologies such as buck, buck-boost, flyback, and LLC.

• Experience in industry-standard tools such as Concept, Allegro, LTspice, PSpice, Simplis, Mathcad, PowerDC, SIWave, Ansys, or Hyperlynx.

• Demonstrated interest and expertise in solving complex, high-density Board-Mounted and Front-End power hardware challenges.

• Experience with Stability analyzers, oscilloscopes, function-generators, electronic loads, and bench programmable AC/DC power sources.

• Knowledge of firmware-level power management and mechanical/thermal design constraints in power supplies.

• Strong understanding of component selection, materials, manufacturing processes, and DFM/QA methodologies.

• Experience with antenna design and the compliance/certification process for Wi-Fi products.

• Familiarity with manufacturing build management and factory processes.

At Cisco, we're revolutionizing how data and infrastructure connect and protect organizations in the AI era - and beyond. We've been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you'll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.

We are Cisco, and our power starts with you.

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 ofunused sick timecarried forwardfrom one calendar yearto 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.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

Non-Metro New York state & Washington state:

* 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.

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