at Stryker
Location
San Jose, California
Compensation
$116k–$193k USD
Posted
Yesterday
Market range · company + function + seniority
p25 · target · p75 · n=12
Posted $193k · well above market
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Stryker is seeking a seasoned hardware engineer who owns designs end to end — from schematic capture through layout, bring-up, and verification — and holds the result to a high bar at every stage. The ideal candidate is energized by board-level debugging and root-cause analysis and sweats the details that make or break a board: stackup, impedance control, power integrity, etc. Experience in a regulated industry is essential, and this engineer is comfortable working within design controls, risk management, and standards such as IEC 60601-1. As a Staff-level contributor, they elevate the broader team — mentoring others, working across firmware, mechanical, and systems, and anticipating sourcing, manufacturability, and lifecycle challenges before they arise.
What You Will Do
Own end-to-end PCB design from schematic capture through layout, fabrication, assembly, and board bring-up for multi-layer, multi-board medical device systems
Lead board-level debugging and root cause analysis using oscilloscopes, logic analyzers, spectrum analyzers, network analyzers, and thermal imaging
Drive signal integrity and power integrity analysis, including impedance-controlled routing, decoupling strategies, plane partitioning, and high-speed interface design (LVDS, USB, HDMI, Ethernet)
Develop and refine PCB layout guidelines, stackup definitions, and design rules to meet EMI/EMC and electrical safety requirements per IEC 60601-1
Design power distribution architectures at the board level, including DC-DC converters, LDOs, sequencing, inrush management, and grounding/isolation strategies
Perform component selection and qualification, including derating analysis, alternate sourcing, and obsolescence management for long-lifecycle medical products
Define and execute board-level verification and validation testing, including environmental stress testing, margin testing, and boundary condition characterization
Mentor junior engineers on PCB design best practices, debugging methodology, and design-for-excellence principles (DFM, DFA, DFT)
Collaborate with firmware, mechanical, and systems engineering teams to resolve cross-domain integration issues at the board and system level
Generate and maintain engineering documentation, including schematics, layout guidelines, test reports, DVP&Rs, risk analysis, and design control records
What You Need (Required Qualifications)
Bachelor's degree in Electrical Engineering or related field required
4+ years of experience in electrical hardware design, PCB design, or a related field required
Preferred Qualifications
Experience with PCB design tools (Altium, OrCAD, or Allegro), including multi-layer boards
Proven experience in board bring-up, debugging, and failure analysis
Strong background in signal integrity, power integrity, and mixed-signal design
Experience with high-speed interfaces (e.g., USB, Ethernet, LVDS)
Proficiency with lab instrumentation (oscilloscopes, analyzers, thermal tools)
Experience with board-level power design (DC-DC, LDOs, etc.)
Knowledge of EMI/EMC design and pre-compliance
Experience in a regulated industry (medical preferred)
Familiarity with design controls, risk management, and V&V
Understanding of DFM/DFA/DFT and manufacturing collaboration
Experience with embedded systems (MCU/FPGA interfaces)
Knowledge of PCB thermal management techniques
Exposure to flex/rigid-flex designs and Linux (nice to have)
US30: $116,100 - $193,400 USD Annual
Travel Percentage: 10%Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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