The application window is expected to close on: 09/21/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

The application window is expected to close on: 04/27/2026.

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received. This role is onsite based in Cisco's San Jose office.

Meet the Team

We represent one of the technical arms of Data Center Network Product, Component and Quality Operations. Our team works collaboratively with cross-functional groups across Cisco, including Product Management, Hardware Engineering, Global Manufacturing Operations, Compliance and Service. We also need to work closely with CM / EMS and suppliers. We are responsible for products cost, delivery and quality throughout their entire life cycle from NPI (New Product Introduction) to EOS (End of Sales).

Your Impact

We are looking for a motivated and experienced individual to provide mechanical product engineering support for new and sustaining products. This individual will be responsible for products' cost, quality and time to market from NPI to EOL.

Mechanical Engineer provides new product and on-going engineering (including DFM/DFA) for a specific product or group of products from pre-concept commit through end of life. For new products, this individual will collaborates with Design Engineering (mechanical and hardware), process, test and reliability engineering to solve problems and ensure cost avoidance and quality at FCS. For sustaining products, this individual will focus on cost reduction and design related yield improvements.
• May lead small scale mechanical engineering projects (one to two features) with manageable risks and resource requirements and may tackle project management responsibilities.
• Collaborates with multiple partners to support assembly, fabrication and manufacturing of products by using an understanding of manufacturing process for plastic, diecast, sheet metal, interconnect and power delivery and conducts failure mode and effects analysis (FMEA).
• Performs stack up tolerance analyses to ensure designs meet six sigma quality for high volume mass production.
• Assists senior engineers with test plans, mechanical design testing, failure analysis, reliability, environmental testing and verification plans for developed design elements, materials, parts and products.
• Value engineering - Engage early with Component Engineering, GSM and Hardware engineering and influence on component selection, process efficiency, and design changes.
• Verifies the quality of the design, resolves issues and calls out as needed.
• Reviews and compiles the BoM for large teams or across multiple products.
• Contributes to design improvements and assembly cost savings and avoidance by helping identify the right materials.
• Monitors scope, schedule and budgets for projects . Collaborates with multiple stakeholders to conduct design feasibility testing and prototyping, including working with marketing teams directly to ensure feature and requests from customers are achievable
• Ensures that feasibility and prototyping guidelines are met.
• Optimizes thermal solutions with thermal engineers prior to prototype.
• Assessing CM and supply chain technical capability and capacity gaps.
• Creating, analyzing and release product documentations.
• Technical lifecycle management including defect reduction, new component qualification, etc.

Minimum qualifications

• 8+ years of experience in mechanical manufacturing.
• Experience at L6 Liquid cooling.
• BS degree in mechanical egg.
• Possess experience in using Pro-E/Creo.

Preferred qualifications

• Master's degree in relevant field.
• Experience in liquid cooling cold plate manufacturing process.

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

The starting salary range posted for this position is $154,900.00 to $225,300.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits.

Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees are offered benefits, subject to Cisco's plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.

U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:

• 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
• 1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
• Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
• Exempt employees participate in Cisco's flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
• 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
• Additional paid time away may be requested to deal with critical or emergency issues for family members
• Optional 10 paid days per full calendar year to volunteer

For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. 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 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:
$154,900.00 - $259,100.00

Non-Metro New York state & Washington state:
$136,500.00 - $228,300.00

* For quota-based sales roles on Cisco's sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.

** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.