Leader Engineering: SONiC Development, L2/L3 Protocol, C/C++/Python, Control Plane, 15-20 yrs

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  • Location:
    Bangalore, India
  • Area of Interest
    Engineer - Network
  • Job Type
    Professional
  • Technology Interest
    Networking
  • Job Id
    1429340

 

Who We Are

The Cisco Distributed System Engineering (DSE) group is at the forefront of developing products that power the largest networks in the world. The networking industry is going through a massive transformation to build the next generation infrastructure to meet the needs of AI/ML workloads and continuously increasing internet users and application. We are uniquely positioned to capture that market transition.

 

Who You’ll Work With

This team builds products by harnessing the potential of open-source technologies while pushing the boundaries on Systems and Silicon Architecture. They are the developers and leaders who are passionate about tackling complex technology, building large scale distributed systems and comfortable working with open-source communities and technologies. 

As an Engineering Manager, you will manage a group of engineers, technical leads and collaborate extensively with other engineering managers across geography.

You will be involved with a fast-paced work environment and responsible for end-to-end product development and production support.

 

What You'll Do

 

The SONiC team in DSE is looking for awesome talented leaders to build the Next Generation NOS, SONiC, for Datacenter Enterprise customers and Service Providers.

 

In this role you will:

  • Mentor and develop engineering talent, fostering a culture of continuous learning and professional growth within the broader SONiC Group.
  • Give technical inputs to the team on L2 and L3 areas.
  • Guide team members technically, participate in the architecture discussions and code reviews.
  • Own deliverables schedule and track progress of the projects.
  • Collaborate closely with cross-functional teams, including development, product management and security.
  • Be a role model of company culture and values.

 

Who You Are

 

You are an experienced leader with a successful track record of leading product teams responsible to design and develop high quality networking products.

 

  • Around 15 years of work experience with 5 years of hands on management experience. You have managed 10-15 people.
  • Prior work experience with software data and control plane software, data structure, Linux user space/OS internals is a must.
  • Comfortable with networking technologies such as L2, L3, VLAN, Port Channel, LAG, VXLAN, Segment Routing, BGP, QoS, ACL etc. You have worked on these areas for at least 5 years as a developer.
  • Besides managing the team, you will use your domain expertise to participate in technical discussions. You are comfortable going deep into L2 and L3 networking areas and provide inputs to the team whenever necessary.
  • Eager to participate in code reviews in C, C++ and Python whenever required.
  • Fair understanding of Docker, Containerized environment, Opensource tools, Security vulnerabilities.
  • Enjoy leading fast paced, high performance agile development teams. You like leading the team from the front, identify team strengths, build in-house talent and competencies.
  • Good in hiring and retaining top talents across grades. Involved in performance evaluation, salary planning, budgeting and forecasting.
  • Proponent of innovation and process improvements in the team with a focus on improving team productivity.
  • Excellent written and verbal communications and negotiation skill. Quick learner, self motivated.
  • If you have a background on SONiC, it's a huge plus.
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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