Software Engineer - Digital Asset Management
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Location:RTP, North Carolina, US
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Alternate Locationpossible remote from AL, AR, AZ, CO, DE, FL, GA, IA, IL, ID, IN, KS, KY, LA, ME, MI, MN, MO, MS, MT, NC, ND, NE, NH, NM, NV, OH, OK, OR, PA, RI, SC, SD, TN, TX, UT, VT, WI, WV, WY
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Area of InterestInformation Technology
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Compensation Range137000 USD - 200500 USD
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Job TypeProfessional
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Technology Interest*None
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Job Id1450238
Meet the Team
The LIO (Lifecycle Innovation and Optimization) team is a dynamic group of people working on big transformational, highly visible initiatives and acquired company integrations. The Cisco.com Engineering team within the LIO organization is leading the charge on crafting a first-in-class digital experience for our customers and partners as they interact with our flagship corporate Cisco.com website, which is the largest and most visited digital platform supporting all stages of the lifecycle. We are at the epicenter of developing modern, cloud-native technologies, integrating various artificial intelligence tools & LLM models that allow us to stay agile and adaptable in a constantly evolving market. Pioneers in our field, Cisco.com Engineering team enables customers and partners to maximize value with a simple, unified Cisco experience, driving accelerated time to impact. Join us and be a part of this exciting, ground-breaking journey.
Your Impact:
A Senior Software Engineer for the Digital Asset Management IT platform is responsible for leading the design, development, and enhancement of scalable, secure, and high-performance DAM systems. This role involves architecting solutions that manage digital assets such as media files, documents, and metadata, ensuring seamless integration with enterprise systems and driving innovation in asset management capabilities.
Key Responsibilities:
- Lead the development and maintenance of the Digital Asset Management platform, ensuring robustness, scalability, and security.
- Architect and implement advanced features for asset ingestion, metadata management, categorization, search, and retrieval.
- Oversee integration of DAM systems with other enterprise content management and business applications.
- Mentor and guide junior engineers, fostering best practices in software development and system design.
- Collaborate cross-functionally with product managers, UX designers, and other engineering teams to deliver high-quality solutions.
- Drive continuous improvement in system reliability, performance, and security.
- Troubleshoot complex issues and lead root cause analysis for production incidents.
- Participate in code reviews, design discussions, and contribute to technical documentation.
- Stay current with industry trends and emerging technologies relevant to digital asset management.
Minimum Qualifications:
- Bachelor’s or Master’s degree in Computer Science, Engineering, or related field preferred.
- Extensive experience in software engineering with a focus on Digital Asset Management or related content management systems.
- Proficiency in programming languages such as Java, Python, or JavaScript. Deep understanding of media asset types (video, images, HTML, firmware) and metadata standards.
- Experience with APIs, microservices architecture, and cloud-native development. Strong knowledge of database design, indexing, and search technologies.
- Familiarity with security best practices, data privacy, and compliance requirements.
- Proven ability to lead technical projects and mentor engineering teams.
- Excellent problem-solving skills and ability to work in a fast-paced, agile environment.
Preferred Qualifications:
- Experience of OpenText Media Management software platforms or similar DAM platforms is a plus.
- A foundational understanding of AI and machine learning concepts, algorithms, and models is preferred.
- Mission-driven with a focus on user experience and impact.
- Proactive in identifying and addressing system reliability and security challenges. Experience working in remote or hybrid team environments.
- Strong communication skills to articulate technical concepts to diverse stakeholders.
#WeAreCisco
(This is the Standard and cannot be changed)
#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!
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.
