Work Flexibility: Onsite
What You Will Do:
As an Audio QA Engineer for our VOIP handsfree wearable product, you will play a crucial role in ensuring the high-quality performance of the audio features in our cutting-edge communication device. Your primary focus will be on testing and validating the audio functionalities, ensuring a seamless and exceptional user experience for voice communication and speech recognition. You will collaborate closely with the development and product teams to identify, analyze, and rectify audio-related issues, contributing to the overall success of our innovative wearable technology.
Audio Testing: Conduct comprehensive testing of audio functionalities, voice communication, call handling, audio playback, and recording, to ensure adherence to quality standards.
Speech Recognition Testing:
Wake Word Testing:
Test Planning: Develop detailed test plans and test cases based on product specifications and requirements related to audio features.
Regression Testing: Perform regular regression testing to identify and address any regression issues related to audio performance.
Issue Identification and Reporting: Investigate, analyze, and report audio-related issues with clarity, providing detailed information for the development team to facilitate efficient issue resolution.
What You Will Need:
Basic Qualifications:
Preferred Qualifications:
$100k-215k salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors
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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