Software Engineer - Networking/Security/TCP IP/Firewall (1-3 years)

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  • Location:
    Bangalore, India
  • Area of Interest
    Engineer - Software
  • Job Type
    Early in Career
  • Technology Interest
    *None
  • Job Id
    1436892

Cisco Next-Generation Fire Power Threat Défense (FTD) is the flagship product from Security Business Group (SBG). FTD integrates aware-willing ASA Firewall services and the world's best and most well-known IPS engine SNORT in to a high-performance appliance. It is an extremely successful product and continues to lead the market with threat centric focus and market-differentiating features. Though we take great pride in being market leaders in threat security for a long time, we are constantly innovating and enhancing our solutions to address the ever-changing threat perceptions and changing data security paradigms so that our customers are always secured. We take our customers' trust in us very seriously and go all the way to ensure we protect their data all times. Our team works on leading security and threat mitigation solutions that are high-performing, scalable and easily manageable.

Currently, the team in India is looking for talented and motivated individuals who can work effectively in a team-oriented environment and lead/contribute to the development and testing of our next-generation firewall technologies.

Who you are

  • 2+ years of experience in Networking/Security Domain Testing        
  • Proficient in - TCP/IP networking and network management, IPv6
  • Expertise on - Network security (Intrusion prevention / Intrusion detection / NAT / Access-list / IPSEC and SSL VPN / TLS )
  • Experience and knowledge of - Routing & Switching (OSPF / BGP / EIGRP / VLAN / STP / DHCP / multicast)
  • Should have worked in Virtual technologies (ESXi, KVM, AWS, Azure, OCI)
  • Hands-on experience with Traffic generator tools, Linux, Windows, Packet tracer, Wireshark, and tcpdump Tools
  • Familiar with - Palo Alto, Checkpoint, Juniper, Fortinet products preferred
  • Strong Automation background on Python/TCL

What You'll Do

  • Be a champion for Performance Testing in the organization
  • Be an advocate for the Resilient and Scalability of Systems
  • Extend our performance engineering framework designing for ease of use for our Engineers
  • Define, measure, and publish meaningful metrics to measure product and build performance and help teams improve them.
  • Understand priorities and risks and help focus our quality build efforts on where they matter the most.

Skills and core proficiencies you have:

  • Strong Software Test background to build and extend our performance framework, understand our product architecture and APIs, make recommendations
  • impactful  Performance Testing across the FTD/ASA products.
  • Understanding of various technologies, best practices, performance tuning, and impact on production traffic
  • Methodical and able to solve performance issues for a root cause
  • Provide recommendations and solutions to performance issues found in a product
  • Communicate Performance Results that are useful to engineers and understood by management
  • Deep knowledge of performance resources - CPUs, Main Memory, Storage Devices, Controllers, Interconnects.
  • Hands-on experience with Python/TCL and MySql
  • Preferred experience also with Redis, kafka, docker and kubernetes
  • Traffic and Data Generation
  • Solid Linux skills
  • Scripting and strongly typed Languages like python (preferred), bash, ruby, go, java, c#, swift
  • Cloud experience (AWS preferred) and cloud automation tooling (Ansible, AWS API, terraform etc.)
  • Deep curiosity about how our product works to help drive performance testing to new limits
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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