Technical Lead/Manager - SONiC Software Engineering
Cisco
As a Tech Lead/Manager for RDMA (Remote Direct Memory Access)/QoS (Quality of Service) Engineering team, you'll lead an agile team engaged in the design, development, automation and execution of tests for RDMA/QoS related functionalities on fixed and distributed Cisco 8000 platforms using SONiC network operating system. The feature sets include Queuing, Policers, WRED, PFC, ECN etc.
- Working with Network Operating Systems and in System and Software Qualification.
- Helping to deliver an automation first approach and experience with scripting languages and test frames works.
- Be passionate about open-source development and contribution.
Minimum Qualifications:
- Bachelors in Computer Science, Electrical Engineering, Computer Engineering or a related field with 12 + years of experience in network engineering or software engineering, or Masters + 8 years of related experience, or PhD + 5 years of related experience.
- Programming experience with C, C++ and/or Python.
- Background in working within Networking and Networking Technologies.
- Experience with Linux or other like network operating systems.
- Experience managing and leading teams of software engineers.
Preferred Qualifications:
- Exposure to network operating systems, preferably SONiC
- Knowledge of control & data plane technologies including L2, L3, VXLAN
- Experience with RDMA, HPC networks
- Knowledge of RoCE and InfiniBand protocols
- Experience leading teams with a focus on Quality of Service (QOS)
- Hands on experience with GIT, Jira, Jenkins and CI/CD pipeline tools
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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 (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.
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.
