Lead Software Engineer - Observability Infrastructure Monitoring (33029)

Apply
  • Location:
    San Francisco, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    174800 USD - 240350 USD
  • Job Type
    Professional
  • Technology Interest
    Software Development
  • Job Id
    1443895
Lead Software Engineer - Observability Infrastructure Monitoring
Join us as we pursue our exciting new vision to make machine data accessible, usable, and valuable to everyone. We are a company filled with people passionate about our product and seeking to deliver the best experience for our customers. At Splunk, we’re committed to our work, customers, having fun and most importantly to each other’s success. Learn more about Splunk careers and how you can become a part of our journey!
As applications and systems become more sophisticated and user experience is at high stake, observability - the ability to monitor and understand the systems and how they impact users, becomes one of the biggest challenges for engineering teams. We are building world-class tools to help engineers deliver better, faster, and more reliable applications.

About the Role

Splunk is looking for hardworking and creative full stack Software Engineers to join our Splunk Observability team who will work on systems that empower our customers to quickly detect and resolve their infrastructure and application issues.
You will be a key contributor and lead for the user facing web application for Splunk Observability Infrastructure Monitoring. Splunk’s Observability Suite is a leader in the Gartner Magic Quadrant and Infrastructure Monitoring is one of the most used and popular products in this suite.

Responsibilities

  • Operates as a lead engineer, independently executes tasks as determined and owns the outcomes.
  • Own and organize processes for the team such as sprint planning, retrospectives, backlog refinements, program increment (PI) planning, and more.
  • Understand the business direction and is able to promote innovative ideas and acquire alignment with multi-functional teams; can influence PM on features, product direction and priority.
  • Collaboratively lead design discussions under technical purview, ensuring both functional & non-functional requirements (like scale, security, operability, usability, etc) are considered
  • Lead the development new product features, clarify and improve designs, help put together a plan for how to make it happen; participate in code review
  • Build relationships with cross-area teams to effectively understand dependencies, gain alignments and set up collaborations
  • Grow senior engineers through design & code review, tech seminars, mentoring, pair-programming, etc.
  • Take actions to improve the team’s engineering and operational practices

Requirements

  • Proven track record of architecting, designing, and delivering complex, large-scale backend systems.
  • Expertise in Golang for backend development; experience with Python or Java is a plus.
  • Strong hands-on experience with OpenTelemetry, Prometheus, and Grafana for observability and monitoring in distributed environments.
  • Deep understanding of microservices architecture and distributed systems, ensuring scalability, performance, and reliability.
  • Experience developing cloud native applications in Kubernetes, or Openshift, Server clusters in distributed environments in AWS, GCP clouds or on-prem clusters.
  • Rich experience with 1 or more relational databases & NoSQL databases
  • Knowledge and experience leveraging AI technologies is a BIG plus and desirable.
  • Knowledge and experience using observability tools would be an advantage.
  • Ability to drive architectural decisions, set technical direction, and mentor engineers, fostering a culture of excellence and innovation.
  • Strong communication skills, both verbal and written.
  • Bachelor’s degree in Computer Science, Computer Engineering or related majors; approximately 8-10 years of relevant and proven experience
We value diversity at our company. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or any other applicable legally protected characteristics in the location in which the candidate is applying. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Splunk, a Cisco company, is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
 
Note:
Splunk provides flexibility and choice in the working arrangement for most roles, including remote and/or in-office roles. We have a market-based pay structure which varies by location. Please note that the base pay range is a guideline and for candidates who receive an offer, the base pay will vary based on factors such as work location as set out above, as well as the knowledge, skills and experience of the candidate. In addition to base pay, this role is eligible for incentive compensation and may be eligible for equity or long-term cash awards.
Benefits are an important part of Splunk's Total Rewards package. This role is eligible for a competitive benefits package which includes medical, dental, vision, a 401(k) plan and match, paid time off and much more! Learn more about our next-level benefits at https://splunkbenefits.com.
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.

Share

Apply