Cloud Engineer, Remote in Canada

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  • Location:
    Offsite, Ottawa, Ontario, Canada
  • Area of Interest
    Engineer - Software
  • Compensation Range
    133900 CAD - 173000 CAD
  • Job Type
    Professional
  • Technology Interest
    Cloud and Data Center
  • Job Id
    1440678

Application window is expected to close on 7/30/25

Come Join CloudV Team

CloudV owns and operates standardized virtualization infrastructure (OpenStack) that enables our product teams to shine.

Our platform is early in lifecycle, so we have lots of interesting problems to solve around core functionality, tenant ux, operational process, development lifecycle, and much more.

Can you help?

Who You’ll Work With

We are a distributed and diverse team of developers and operators, united under the charter to make running virtualized workloads easy and frictionless for our tenants.

Who You Are

You are an experienced developer or operator (or maybe both), familiar with working on infrastructure and services at scale.

What You’ll Do

As owners and operators of OpenStack, you’ll work with the rest of the team to mature every aspect of the platform. That includes everything from lifecycle automation for the OpenStack platform itself through to observability and other operability improvements, through to new tenant facing functionality.

Minimum Requirements:

In the interest of saving everyone time, this role does have some minimum requirements to apply:

  • Bachelor's degree in Computer Science, Information Technology, or a related field
  • 7+ years of industry experience in infrastructure, virtualization, or cloud engineering
  • Experience working with a public cloud such as AWS, Azure, or GCP
  • Experience working with Docker; and working with CI/CD or DevOps systems
  • Software development skills

Preferred Requirements

This role could be a good fit for you if you bring experience with some of:

  • Management and operations of the OpenStack platform
  • Design, implementation and operation of distributed software
  • Infrastructure management tools such as Intersight and UCS Manager
  • Network administration, Linux administration (especially Linux networking)
  • Virtualization technologies, Containerization technologies e.g. Docker
  • Python, Ansible, Terraform.

This role could be a great fit for you if you also bring mid-career to senior level experience, a growth mindset, and the desire to do what's best for your team.

Let's Run OpenStack together!

We Are 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 company. And a 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 difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colorful hair? Don’t care. Tattoos? Show off your ink. Like polka dots? That’s cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us!

Message to applicants applying to work in the U.S. and/or Canada:

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.

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