Principal Analog / Mixed Signal IC Design Engineer - Acacia

Acacia, a Cisco company, develops high-speed intelligent transceivers (100G/400G/1T) using advanced signal processing and photonic integration for fiber optic transmission across global networks (data center/metro/long-haul/ultra-long haul).

Key Responsibilities

• Analog/Mixed-Signal IC Design: Architect, design, layout, measure, and productize high-speed (>25Gb/s) ultra-deep submicron CMOS analog circuits.
• Technical Leadership: Lead large block design, mentor colleagues, manage deliverables, and drive robust design methodologies from concept to production.
• Collaboration: Work closely with packaging, hardware, digital/DSP, system, and module teams to ensure integration and signal/power integrity.
• Peer Review & Innovation: Participate in peer reviews, contribute to best practices, and drive continuous improvement.

Who You Are

• Passionate about high-speed AMS circuit design and pushing technological boundaries.
• Highly experienced, detail-oriented, energetic, and solution-driven.
• Self-motivated and collaborative; comfortable with independent and team-based work.
• Strong communicator, open to feedback, and focused on team effectiveness.

Minimum Qualifications

Education & Experience:

• BSEE + 15 years, MS + 10 years, or PhD + 7 years (or equivalent)

Expertise in at least 3 of:

• Voltage regulators
• High-performance PLLs
• Opamps and programmable gain amplifiers

Preferred Qualifications

• Experience with electrical transceiver applications (backplane/cable comms)
• FinFET process experience
• Floor planning and custom transistor layout
• High-frequency layout (inductors, transformers, transmission lines)
• Design for Manufacturability
• PVT and Monte Carlo characterization
• Electromigration (Totem, Voltus or equivalent)
• Power/IR drop analysis
• ESD practices and custom test setups
• Software/Tool Proficiency
• High-frequency test equipment (BERT, jitter analysers, VNA/PNA)
• Design capture/layout in Cadence Virtuoso
• Simulation in Spectre/APS/SpectreX, mixed-signal simulations in AMS
• Layout validation in Calibre/ICV/Pegasus
• Post-layout extraction in Quantus/StarRC, electromagnetic in EMX
• Matlab
• Track record of innovation; publications a plus

#WeAreCisco

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Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. 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, is what 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 a step towards a more inclusive future for all. Take your next step and be you, with us!

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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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