Our Mission:

We are the Multicloud Defense team delivering on the promise of cloud-first simplicity with robust cloud security.

The Role:

Innovate, design, and develop features for Cisco Multicloud Defense Cloud Controller and related infrastructure.

Primary Responsibilities:

• Contribute to product design from conception to completion, including troubleshooting, and implementation
• Leverage feedback from local field sales teams, colleagues in product and design marketing, and competitor information to innovate new product features
• Design and build components of the product ensuring stability and high availability to achieve both single and multi-tenancy

Who you are:

• Well-versed in Go OR have a solid Java background
• Experience with Cloud platforms like AWS, GCP and Azure
• Experience with Databases such as MySQL, Elastic Search, Kafka, MongoDB, other similar databases.
• Hands-on experience in Microservices, Serverless and Kubernetes
• Strong understanding of OOP design principles
• Have an eye for clean architectural and code design
• Adaptive in a dynamic working environment, very ample learning of new technologies, tools, and platforms
• BS/MS/PhD in Computer Science, Electrical Engineering or related technical field

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference, powering an inclusive future for all.

We embrace digital and help our customers implement change in their digital businesses. Some may think we’re “old” (36 years strong) and only about hardware, but we’re also a software and security company. We even invented an intuitive network that adapts, predicts, learns, and protects. No other company can do what we do – you can’t put us in a box!

But “Digital Transformation” is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take differences to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings. Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. 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 up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.