Develop and execute long-term strategies for organic IC substrates, focusing on dual-sourcing, capacity reservation, and strategic supply agreements.
Identify and assess new entrants based on technology roadmaps, yield maturity, financial health, and scalable capacity.
Lead supplier qualification—from RFQ/RFI and technical design rule reviews to first article inspection and qualification builds.
Build and maintain should-cost and Total Cost of Ownership models, accounting for layer counts, panel utilization, process flows, material content, and yield losses.
Lead negotiations for pricing, NRE/tooling, lead times, and allocation. Draft and finalize complex commercial agreements (MPA, MOU, Capacity, VMI).
Mitigate upstream material risks, including build-up dielectric films, glass cloth, and copper foil.
Drive Quality and Yield improvements through data-driven scorecards, 8D corrective actions, and thorough DPPM targets.
Collaborate with internal Engineering, Operations, and OSAT partners to manage ramp planning, incoming inspection, and technical data sharing (warpage/coplanarity).
Manage quarterly business reviews and executive-level critical issues, ensuring alignment on Cost, Quality, Delivery, and Technology (CQDT).
Minimum Qualifications
7+ years in Supply Chain/Commodity Management, with proven experience sourcing/running advanced IC package substrates (FCBGA) within the semiconductor, networking, or optical sectors.
Deep understanding of substrate technologies, including ABF-type dielectrics, core stack-ups, glass-fiber-reinforced cores, and mSAP/SAP fine-line processing.
Expertise in advanced substrate supplier landscapes, global capacity, and Capex cycles.
Proven ability to develop should-cost models and challenge supplier cost structures; strong data analytics and reporting capabilities.
Extensive experience drafting and negotiating high-stakes commercial contracts and supply agreements.Exceptional track record of accomplishing multi-horizon strategies, driving cross-functional collaboration, and leading complex change management initiatives.
Why Cisco?
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.
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.
Message to applicants applying to work in the U.S. and/or Canada
The starting salary range posted for this position is $144,100.00 to $182,200.00 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
$162,500.00 - $236,200.00
Non-Metro New York state & Washington state
$144,100.00 - $214,500.00
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.
