What are the responsibilities and job description for the Front End Power and Systems Power Architect position at Cisco Systems, Inc.?
Job Details
The application window is expected to close on 03/14/2025
The Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Meet the Team:
Front End Power (FEP) team is a central engineering team that is part of the Common Hardware Group (CHG). The FEP designs and develops PSUs for Cisco hardware products, that include High-End Cisco8000 Series Routers, Catalyst 9000 switches, and many others. The team collaborates multi-functionally with hardware engineers and architects, safety and EMC engineers, PSU vendors, supply chain teams, throughout the product development process.
Your Impact:
#WeAreCisco, where every individual brings unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.
Our passion is connection-we celebrate our employees' diverse backgrounds and focus on unlocking potential. Cisconians often experience one company and many careers, where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing everyone to give their best and be their best.
We understand our outstanding opportunity to unite communities; our people are at the heart of that. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer-80 hours each year-allows us to give back to causes we are passionate about, and nearly 86% do!
Our purpose, driven by our people, makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is towards a more inclusive future for all. Take your next step and be you with us!
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 have 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 of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco's flexible Vacation Time Off policy, 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 of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 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.
The Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Meet the Team:
Front End Power (FEP) team is a central engineering team that is part of the Common Hardware Group (CHG). The FEP designs and develops PSUs for Cisco hardware products, that include High-End Cisco8000 Series Routers, Catalyst 9000 switches, and many others. The team collaborates multi-functionally with hardware engineers and architects, safety and EMC engineers, PSU vendors, supply chain teams, throughout the product development process.
Your Impact:
- Define system-level power architectures, ensuring efficiency, scalability, and reliability.
- Optimize power consumption at the system level, balancing performance, thermal, and energy efficiency trade-offs.
- Work with multi-functional teams to define power supply requirements based on system needs.
- Design and develop power supply units (AC-DC, DC-DC converters, linear and switching power supplies).
- Collaborate with PCB, mechanical, and thermal engineers to integrate power solutions into products.
- Perform circuit design, simulation, power electronics components, and systems validation.
- Select and specify power components, including VRMs, DC-DC converters, batteries, and power management ICs (PMICs).
- Work with firmware and software teams to implement dynamic power management strategies.
- Troubleshoot and resolve power-related issues in prototypes and production systems.
- Document designs, test procedures, and validation reports for production and future development.
- Drive innovation in power delivery, exploring emerging trends such as AI-driven power optimization, digital power control, and energy harvesting.
- Bachelor's degree in Electrical Engineering, Power Electronics, or related field or equivalent experience.
- 15 years of experience in power system design, electronics, and architecture.
- Experience in power management, power conversion, and distribution strategies.
- Experience with power simulation and analysis tools (SPICE, MATLAB).
- Experience with lab equipment (oscilloscopes, power analyzers, spectrum analyzers).
- Proficiency in PCB design tools (Cadence, Mentor Graphics).
- Knowledge of battery management systems (BMS) and power-saving techniques.
- Understanding of thermal considerations and their impact on power design.
- Experience with data center/hyper-scaler power architecture
- Knowledge of analog and digital power control (DSP/MCU-based power regulation)
- Experience with FPGA-based power management and control algorithms
- Strong analytical skills and problem-solving abilities.
#WeAreCisco, where every individual brings unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.
Our passion is connection-we celebrate our employees' diverse backgrounds and focus on unlocking potential. Cisconians often experience one company and many careers, where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing everyone to give their best and be their best.
We understand our outstanding opportunity to unite communities; our people are at the heart of that. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer-80 hours each year-allows us to give back to causes we are passionate about, and nearly 86% do!
Our purpose, driven by our people, makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is towards a more inclusive future for all. Take your next step and be you with us!
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 have 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 of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco's flexible Vacation Time Off policy, 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 of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 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.
Employers have access to artificial intelligence language tools (“AI”) that help generate and enhance job descriptions and AI may have been used to create this description. The position description has been reviewed for accuracy and Dice believes it to correctly reflect the job opportunity.
