Work Flexibility: Hybrid
What You Will Do:
- As a Software Test Engineer, you will develop and execute robust software verification procedures
- You will work closely with hardware and software design teams to identify test methods and tools
- Understand software and system requirements to identify the best methods to verify their implementation
- Be responsible for documentation of test procedures and test forms, as well as supporting documents
- Drive root cause investigations for failures from software tests
- Be a key contributor to the software development process for embedded medical devices.
- Participate in the greater Stryker software community to continually improve the way we work.
What You Will Need:
Required Qualifications:
- Bachelor’s Degree in Engineering, Computer Science or related field with 6 or more years’ experience.
- Experience developing production software in a team environment using C, C++, or a similar language
- Experience developing software to control multi-actuator, electro-mechanical systems
- Understanding of software reliability, fault detection/isolation, and performance algorithm techniques.
- Experience in HW/SW and GUI development for embedded Linux systems
- Experience developing in a controlled environment under configuration management
- Knowledge of standard communication data protocols (UART, USB, I2C, Ethernet)
Preferred Qualifications:
- Experience with Software for bootloader, kernel, and applications developed in C/C++ according to regulated standards for the Software Development Life Cycle within the Medical Device industry
- $118,000 - $196,700 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.
