What are the responsibilities and job description for the Sr. Development Engineer - ISP Fiber Management Systems & Racks position at AFL Global?
AFL manufactures industry-leading fiber optic cable, connectivity and accessories and provides engineering and installation services for some of the largest telecom customers in the world. Our company was founded in 1984 with a single fiber optic cable and today, we manufacture thousands of products, generate an excess of $1.5B in revenue, and employ approximately 7,000 associates worldwide. At AFL, we recognize that our employees are our greatest asset. We hire and train each individual, investing in them to ensure success in their careers. With a commitment to professional development and growth, let us connect you to your next career opportunity.
What We Offer :
- Flexible time off policy
- A hybrid office schedule for qualifying employees
- 401K Company match (up to 4% - dollar for dollar)
- Professional development, training, and tuition reimbursement programs
- Excellent medical, dental, vision, and life insurance policy options
- Opportunities for career advance with an industry leading company!
The Product Development Engineer - Inside Plant Fiber Management Systems and Racks will work with cross-functional stakeholders on the development, qualification, release, and industrialization of inside plant (ISP) fiber management systems (FMS) and rack products for Telecom Service Provider, Enterprise, and Hyperscale Markets. The Product Development Engineer will drive technical solutions that meet customer requirements utilizing a Stage-Gate process that includes gate reviews, formal and informal communication to commercial & business teams, and frequent in-depth technical reviews with the project leaders.
Responsibilities
Personal Qualities
Qualifications
Working Conditions
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
