Software Engineer - Catalyst SD-WAN

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    121000 USD - 165900 USD
  • Job Type
    Professional
  • Technology Interest
    Software Development
  • Job Id
    1441593

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Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Meet the Team

We are a fast-growing and industry leading product line in the space of Networking, Security, Analytics, Cloud and Virtualization.

The Catalyst SD-WAN Manager development team is a distributed team of highly skilled and motivated engineers. As a team, we invest a lot in mentorship, training, and internal mobility. On the SD-WAN Manager team, you would learn:

  • How distributed systems in networking work
  • Networking protocols (BGP, OMP, IPsec, etc.)
  • How large-scale systems are designed and tested

You will get to grow not just as a coder, but as a network-savvy engineer.

Your Impact

Cisco’s SD-WAN solutions are used by thousands of enterprise networks globally. As part of the SD-WAN Manager team, you’d help build the UI and backend systems that manage entire wide-area networks—think of automating traffic flows, optimizing performance, or securing enterprise connectivity across multiple branches.

You're not just coding for a niche product—your work could directly affect Fortune 500 networks!

Required Skills

  • 0-3 years of overall experience in software development.
  • Java/Go/Python with strong knowledge of data structures and algorithms
  • Strong programming skills and design ethics.
  • Solid knowledge of traditional and distributed database systems, OS and networking concepts.
  • Skills and motivation to work with global, highly technical teams in a fast-paced environment. Own what you build - ability to ensure and commit to a higher standard of quality in the face of time to market pressures.

Preferred Skills

  • Prior software and architecture experience in a technology-based company focused on building large scale distributed systems
  • Strong networking and SD-WAN concepts
  • Proficiency in Unix/Linux environments
  • Netconf experience is a plus
  • Prior experience working with development tools using prompt-engineering, such as Co-pilot

#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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