Principal Software Engineer - Wi-Fi Wireless Technologies (Onsite)

Work Flexibility: Onsite

Stryker is seeking an experienced Principal Software Engineer with deep expertise in wireless technologies. (Wi-Fi, Bluetooth, IR, UWB)

What You Will Do

Lead and mentor technical team in the design and development of wireless technologies for medical devices.
Assess and integrate new wireless technologies and capabilities (prototyping, testing, et.al.) for the organization.
Work with Customers to address various wireless/connectivity issues in field.
Lead architecture of a complex system and guide design tradeoff decisions.
Generate and review the necessary documents with project teams. (requirements/design/architecture/bugs/test)

What You Need (Required Qualifications)

Bachelor's degree in Software Engineering/ Computer Science or related discipline & 8+ years of work experience.

Preferred Qualifications (Strongly desired)

Technical Skills:
Lead system software implementation using programming skills (C,C++).

Demonstrated experience in implementing wireless solutions for Embedded devices and deploying products to field.

Demonstrated experience in wireless technologies (Wi-Fi, Bluetooth, UWB, IR).
Collaboratively lead strategies for integration and deployment processes.
Software Process Skills:
Lead the adoption of Software Development Life Cycle process changes and best practices. Provide strategic planning and guidance for project based SDLC decisions.
Lead teams in creating estimates for code implementation including time/resources for projects.
Regulatory and compliance standards applied to the SDLC (Software Development Life Cycle).

Travel Percentage: None

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.