Senior Linux Operations Engineer

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  • Location:
    Prague, Stredocesky, Czech Republic
  • Area of Interest
    Engineer - Software
  • Job Type
    Professional
  • Technology Interest
    Networking, Security
  • Job Id
    1432722

What You'll Do

The successful candidate will be responsible for maintaining and expanding our infrastructure. Using tools like saltstack, VMware ESXi, docker, etc. you’ll help us automate our deployment of systems as we roll out data centers all over the world.

We maintain a customer-facing portal to a malware analysis system. The work we do keeps bad things out of good people’s computers.


Who You'll Work With

Our ThreatGrid Operations team is a group with broad experience totaling more than 100 years across the group. We’re constantly looking to improve our internal solutions. Whether it involves reusing an external project or writing something from scratch we’re open to all innovation. Leave big egos at the door. We’re always willing to learn.


Who You Are

A solid development experience is required as we move towards automating our infrastructure's management. We need someone to join the Operations team in building services for our engineers and customers, improving our build and testing pipelines and working on advanced orchestration systems. 


Minimum Qualifications

  • 4+ years’ experience in Linux systems administration and datacenter-based infrastructure
  • Proficiency in infrastructure and service monitoring tools
  • Awareness of general DevOps concepts and practices

Preferred Skills

  • Familiarity with source code control systems
  • Familiarity with saltstack, git, VMWare, Cisco UCS hardware
  • Ability to efficiently respond to interrupt-driven tasks such as production issues and external team requests
  • Ability to independently work on a subset of tasks as part of road-mapped projects when not on-call
  • Ability to function within a team structure and effectively communicate status to project stakeholders
  • Ability to context switch between multiple tasks and priorities

#WeAreCisco 

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all. 

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best. 

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do! 

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and 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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