Hardware Engineer

Meraki, LLC

San Francisco, CA 94199

United States

Posted July 1, 2025

{VOLUNTEER,FULL_TIME,TEMPORARY}

Valid until July 31, 2025

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Job Description

The application window is expected to close on 7/11/2025

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

This position requires that you commute to the San Francisco, CA office 2 days a week.

Meet the Team

Our San Francisco Hardware team is seeking a technical expert in Wireless development to build future Meraki’s MR Cloud-Managed Wireless Access Points products.

Our RF Systems Engineer leads the design and qualification of all RF systems in an access point. From architecture and initial sketches through detailed design and the final drive to mass and sustaining production, nothing escapes this role’s sphere of influence and responsibility. Join our high-impact team and work with every part of the machine that brings the Meraki Magic to market!

Your Impact

Develop architecture, author PRDs, and participate in RFQs for our wireless access point portfolio.
Validate and iterate on layout and schematics. Drive vendors on component selection, qualification and FA.
Control product schedule through NPI, coordinating with ME, sourcing, packaging, certification, and quality teams. Provide technical guidance as needed.
Interface with firmware resources and incorporate feedback into the development plan.
Develop manufacturing flow, test plans, and quality processes.
Work with Product Management, Supply Chain, and Marketing to coordinate launch plans.
Cooperate with quality and sourcing through sustaining production. Lead FA as required.

Minimum Qualifications

BS and/or MS in Electrical Engineering or related discipline.
5+ years of experience working with hardware products, track record of launch at least 1 hardware product
Expertise in RF system design and wireless standards.
Have a track record of successful end to end product development
Able to travel up to 10% to Asia

Preferred Qualifications

Experience with antenna design
Familiarity with manufacturing processes and build management
Expertise in RF system design and wireless standards.

Does this sound like you? We’d love to hear from you.

Why Cisco? (This is the Standard and cannot be changed)

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put – we power the future.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with

empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.

We are Cisco, and our power starts with you.

Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis. Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.

Compensation Range:

$133,300 — $186,800 USD

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.employeeshave access 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.