Thermal Engineering Technical Leader
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Location:San Jose, California, US
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Area of InterestEngineer - Hardware
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Compensation Range162000 USD - 238700 USD
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Job TypeProfessional
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Technology InterestNetworking
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Job Id1418403
- Design and develop thermal solutions (air cooled or liquid cooled) for systems with high-power ASICs and high-density optical transceivers.
- Develop detailed package, board, and system level simulations using Computational Fluid Dynamic tools such as Flotherm or Icepak to simulate and analyze thermal solutions.
- Collaborate with Distinguished Engineers and HW leads on system architectures and cooling.
- Manage or perform thermal testing (including airflow, acoustic, thermocouple testing, modules, and/or platform level validations) to validate simulation models.
- Lead and mentor other thermal engineers in the group.
- Investigate and implement new innovative thermal technologies.
- Collaborate with mechanical engineers, and other cross-functional teams to identify risks, derive tradeoffs and deliver objective, data-driven solutions.
- Develop test plans and test reports and present simulations reports to project team and management.
- Master’s Degree in Mechanical Engineering and 8+ years of experience.
- 6+ years of experience in design, simulation, and testing of thermal solutions for electronic devices and systems.
- PhD in Mechanical, Thermal Engineering, or relevant degree and 5+ years of experience.
- 5+ years of relevant experience in the thermal design of telecom, compute, or networking equipment.
- Expert in use of Computational Fluid Dynamic analysis tools such as Flotherm or Icepak.
- Extensive knowledge and experience with advanced air-cooling technologies (vapor chamber and remote heat sinks, thermal interface materials, fans/fan trays).
- Experience with designing liquid cooling and/or immersion cooling systems.
- Experience with performing other analysis such as Finite Element Analysis (FEA) and Data Center cooling simulations.
- Basic proficiency with 3D MCAD modeling tools such as PTC's Creo or NX.
- Strong knowledge of optical transceiver module types, form factors, and requirements.
When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. 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 up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.