Security Engineer Summer 2024 Internship (Meraki)

  • Location:
    Offsite, San Francisco, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    44000 USD - 130000 USD
  • Job Type
    Intern
  • Technology Interest
    Internet of Everything, Security, Software Development
  • Job Id
    1413290

As a Security Engineer Intern at Meraki, you will be a key member of a team that prevents, finds, and fixes vulnerabilities in our products, services, and enterprise. You will partner with teams across the organization to perform architecture reviews, code security reviews, develop security automation solutions, engineer detections to identify attackers, and promote secure development practices. You will seek out opportunities to build security into development pipelines and collect the data you need to understand the security posture of our systems.

Meraki Security Engineers affect change across the entire stack, from the UI and backend to the device firmware. By acting as a guardian of our customers’ networks and deployments, you will have a direct, immediate, and significant impact on our customers and the hundreds of millions of users who rely on Meraki access points, switches, security appliances, cameras, and mobile device management solutions every single day.

At Meraki, we are passionate about building real products that our customers love! We believe in encouraging a positive environment by hiring, mentoring, and empowering inquisitive, effective, low ego people and providing equal opportunities for all employees to thrive. With the support of management, we constantly look for ways to improve organizationally. We are confident you will love it here!

Example projects for a Security Engineer Intern:

  • Perform penetration testing, design and code reviews of our product offerings.
  • Develop code to integrate security services into our CI/CD pipelines
  • Develop security solutions to reduce risk areas and enhance business efficiency 
  • Build security detections in toolsets
  • Work with engineers and leaders to help prioritize and remediate vulnerabilities
  • Collaborate with software engineers across product teams to refine the security of our cloud technologies and deployment practices

You are an ideal candidate if you:

  • You are pursuing a technical bachelors degree or have equivalent experience with a strong foundation in the fundamentals of computer science -OR- pursuing a software/coding boot camp (or educational training program) and/or technical associates degree with a strong foundation in the fundamentals of computer science. Individuals who have completed the relevant networking boot camp within the last 6 months will be considered
  • Can read and write code in Ruby or Python and enjoy learning new programming languages 
  • Thrive in finding and helping address security problems such as authentication, authorization and cryptography 
  • Feel comfortable using Linux 
  • You would flourish within a small engineering team and are excited to solve open-ended problems
  • Authorized to work in the U.S. without requiring sponsorship now or in the future

Bonus points for:

  • Experience with enterprise cloud solutions and serverless applications
  • A focus in Computer Science, Computer Engineering, Information Security, Security Engineering, or a STEM field
  • Experience using source-level debuggers, hardware/JTAG debuggers, network protocol analyzers, or logic analyzers to diagnose problems at all layers of the system

Intern Program Overview:

Meraki interns and co-ops join the team for 12 and 16 week programs, respectively, and are placed directly onto subteams. During the program, interns/co-ops have the opportunity to work on a small starter project, such as integration and implementation of new tools, before spending the majority of the program on a larger project, such as building the infrastructure for a new service. Projects are cross functional, which allow insight into new languages and technologies, help encourage professional growth within engineering, and allow a sense of ownership within the team.

Meraki’s engineering teams place a high emphasis on mentorship. Each intern and co-op is matched 1:1 with a mentor who provides continual feedback and guidance throughout the duration of the program. Mentors help with introductions to other team members, overviews of tools and processes, and provide a seamless integration into Meraki life.

Intern Benefits:

  • Competitive salary
  • Social events inside and outside of the office (Giants games, Exploratorium tickets, friendly soccer games)
  • Meals, if in office
  • Customized laptop and desk setups
  • Medical coverage plan

Cisco is an Affirmative Action and 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. Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.

At Cisco Meraki, we’re challenging the status quo with the power of diversity, inclusion, and collaboration. When we connect different perspectives, we can imagine new possibilities, inspire innovation, and release the full potential of our people. We’re building an employee experience that includes appreciation, belonging, growth, and purpose for everyone.

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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