Test Engineer

Cisco Systems, Inc.; Guadalajara; Presencial; MXN 558,000 - 931,000; Jornada completa

Descripción de la vacante

An industry leader in networking solutions is seeking a motivated Test Engineer to join its dynamic Web scale and Service Provider Product Operations Test Team in Guadalajara. The role involves collaborating with engineering teams to resolve product-related issues, developing repair processes, and leading projects from product introduction to end of life. Candidates should have a bachelor’s degree in engineering and over five years of relevant experience in electronics manufacturing, particularly in hardware testing and debugging.

Servicios

Health insurance

401(k) plan with matching

Flexible vacation and time off policy

Formación

• Over 5 years of experience in electronics manufacturing and hardware testing.
• Extensive knowledge of low and high-speed hardware protocols (I2C, SPI, SerDes).
• Expertise in statistical data analysis.

Responsabilidades

• Support EMS partners to resolve product-related issues.
• Collaborate with the product team to develop and implement repair guidelines.
• Analyze and address manufacturing yield issues and implement preventive measures.

Conocimientos

Debugging

Data Analysis

Problem Solving

Educación

Bachelor’s degree in Electrical, Electronic, or Computer Engineering

Descripción del empleo

We are the Web scale and Service Provider (SP) Product Operations Test Team within Cisco’s Supply Chain Organization, specializing in new product introductions for next-generation data center routers. Our team supports cutting-edge data center and cloud routers that deliver high performance, low latency, and exceptional power efficiency in compact form factors. These routers incorporate groundbreaking technologies, making them industry leaders.

As part of our outstanding team, you will collaborate with HW/SW/Diagnostics Engineers, Product Operations teams, the Central team, manufacturing operations, and contract manufacturers. You will have the opportunity to lead projects from the New Product Introduction (NPI) phase through to the End of Life (EOL) phase.

Your impact

The organization is seeking a Test Engineer, offering you the chance to innovate and enhance your skills!

Responsibilities:

• Support EMS partners to resolve product-related issues including both test and hardware related issues.
• Collaborate with the product team to develop and implement repair guidelines and processes.
• Analyze and address manufacturing yield issues and field escapes; implement preventive measures and drive test/hardware related improvements and optimizations.
• Support product debug and test automation scripts using Python as required.
• On-site support at manufacturing facilities is required.

Minimum Qualifications:

• Bachelor’s degree in Electrical, Electronic, or Computer Engineering.
• Over 5 years of experiencein electronics manufacturing and hardware testing, with a strong ability to debug, analyze, and identify root causes of manufacturing yield and test/hardware issues.
• Extensive knowledgeof both low and high-speed hardware protocols (I2C, SPI, SerDes) and programmable devices (FPGA, CPLD).
• Expertise in statistical data analysis, enabling effective interpretation and utilization of data for informed decision-making.
• Programming languages, with a preference for Python.

Preferred Qualifications:

• Ability to multi-task and solve complex problems.
• Proactive and self-driven, with a results-oriented mindset and strong dedication.
• Excellent written and verbal communication skills.

Message to applicants applying to work in the U.S. and/or Canada:

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 haveaccess 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 (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days ofvacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Offpolicy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours ofunused sick timewill be carried forwardfrom one calendar yearto the nextsuch that the maximum number of sick time hours an employee may have available is160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

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.

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