Director, SRE Operations

  • Location:
    Milpitas, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    211600 USD - 314200 USD
  • Job Type
  • Technology Interest
  • Job Id

What You’ll Do

Cisco is seeking a seasoned executive in Site Reliability Engineering to lead, grow, and encourage a high-performing SRE team. The successful candidate will lead all aspects of reliability and scalability of our cloud service, Crosswork Cloud, particularly focusing on a high-growth next-generation project.

Who You’ll Work With

An ideal candidate has hands-on SRE experience or a background in system/network administration background, and familiarity with Amazon Web Services (AWS). Understanding to some level of internet routing and DNS would be nice but are not crucial. Our team is extremely collaborative between product engineering, service engineering and SRE functions - we work together as one, with clear lines of responsibility, in a high-trust manner.


  • Lead and manage the SRE team in ensuring high availability, scalability, and performance of cloud services.
  • Act as an escalation point for critical incidents, coordinating with multi-functional teams for resolution.
  • Develop and maintain service level objectives (SLOs), service level indicators (SLIs), and key performance indicators (KPIs).
  • Coordinate on-call rotations, understanding the complexities of managing "the pager".
  • Collaborate closely with the engineering team to implement reliability features and supportability changes.
  • Build and foster a culture of continuous improvement within the SRE team with a heavy focus on automation.
  • Create and implement strategies for capacity planning, performance tuning, and cost management in a cloud environment, particularly AWS.

Minimum Qualifications

  • 10+ years as a Senior Engineering Leader.
  • Minimum of 5 years of experience in an SRE, system administration, or network administration role.
  • Extensive experience in managing teams, with a proven track record to lead strong-willed technical professionals.
  • Strong understanding of cloud computing, with a focus on AWS services.

Preferred Qualifications

  • Technical proficiency in scripting languages (Python, Shell, Go) and infrastructure-as-code (Terraform, Ansible).
  • Experience mentoring team members and conducting regular talent assessments and provide feedback.

Why Cisco?

#WeAreCisco. We are all unique, but collectively we bring our talents to work as a team, to develop innovative technology and power a more inclusive, digital future for everyone. How do we do it? Well, for starters – with people like you!

Nearly every internet connection around the world touches Cisco. We’re the Internet’s optimists. Our technology makes sure the data traveling at light speed across connections does so securely, yet it’s not what we make but what we make happen which marks us out. We’re helping those who work in the health service to connect with patients and each other; schools, colleges, and universities to teach in even the most challenging of times. We’re helping businesses of all shapes and sizes to connect with their employees and customers in new ways, providing people with access to the digital skills they need and connecting the most remote parts of the world – whether through 5G, or otherwise.

We tackle whatever challenges come our way. We have each other’s backs, we recognize our accomplishments, and we grow together. We celebrate and support one another – from big and small things in life to big career moments. And giving back is in our DNA (we get 10 days off each year to do just that).

We know that powering an inclusive future starts with us. Because without diversity and a dedication to equality, there is no moving forward. Our 30 Inclusive Communities, that bring people together around commonalities or passions, are leading the way. Together we’re committed to learning, listening, caring for our communities, whilst supporting the most vulnerable with a collective effort to make this world a better place either with technology, or through our actions.

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! #WeAreCisco

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, 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.