Wireless Compliance Engineer

The Cisco Wireless Hardware team is a group of hardware engineers that bring wireless access points from concept to mass production.

The Wireless Compliance Engineer leads our technical partner management and certification of Cisco's wireless devices. You will work alongside hardware, software, and test engineers; manufacturing partners; local and international laboratories; and the Cisco Corporate Compliance community.

• Be the primary manager and scheduler of testing, reporting, and FCC, ISED, CE and MIC submissions. Stay up to date on relevant EMC/RF regulations (FCC, ISED, CE and MIC, etc)
• Conduct EMC/RF compliance testing according to regulatory specifications.
• Develop and execute strategies to address evolving wireless spectrum standards and requirements.
• Provide internationalization mentorship to products, sales, and marketing teams and optimally communicate technical information to various partners, including engineering, product, regulatory agencies, and test labs.
• Prepare and review test plans, reports, and other vital documentation for compliance submissions.

• 5+ years of proven experience, specific to wireless technology compliance.
• 5+ years of program or project management experience, strong organizational skills.
• Ability to work with multi-functional teams and prioritise multiple external partners.
• Clear communicator; high-reaching negotiating skills a plus.
• Solid understanding base of wireless standards (Wi-Fi, Bluetooth, LTE, etc.).
• Familiarity with international regulatory standards and type approval processes (FCC, EU/CE/RED, PTCRB, GCF, etc.).
• Strong understanding of EMC principles, RF technology, and wireless communication.
• Willingness to travel up to 10%
• Bachelor's Degree in Electrical Engineering, Computer Engineering, Computer Science, or equivalent experience

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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 have 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