Software Engineering Technical Leader-Hypershield

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  • Location:
    Offsite, San Jose, California, US
  • Alternate Location
    REMOTE
  • Area of Interest
    Engineer - Software
  • Compensation Range
    156200 USD - 282900 USD
  • Job Type
    Professional
  • Technology Interest
    Security
  • Job Id
    1437836

Application window is expected to close on April 14, 2025. However, the job posting may be removed earlier if the position is filled or if sufficient number of applications is received.

Preference given to candidates living in or near Ann Arbor MI, Atlanta GA, Austin TX, Boston MA, Cary NC, Fulton MD or San Jose CA.

Who We Are:

As part of Cisco’s Security Business Group, the Security Innovation team incubates ideas for the leading provider of network security services, which enables the world to connect with confidence on any device, anywhere, anytime. Our product portfolio includes the cloud delivered firewall, Web proxy, Zero Trust Proxy, NaaS integrations, and inspection services as highly available distributed systems using cloud engineering practices. We are now engineering a security fabric that brings it all together, Cisco Hypershield. We are highly passionate about the interconnected SASE world, and this is part of our continued dedication to offer customer-focused security products at the edge of technology.

Cisco Hypershield protects applications, devices and data across public and private data centers, clouds and physical locations - anywhere customers need it. Designed and built with AI in mind from the start, Hypershield enables organizations to achieve security outcomes beyond what has been possible with humans alone.

Your Impact:

In this role, you will use your versatile background to drive key feature development in our Management, Control and Data Planes. Typical areas include (but not limited to) security policy engine, policy management, anomaly detection through graph traversals, RBAC, licensing, NetFlow IPFIX logging, plugins to process packet streams, high-availability architecture, and lots of build and release areas to get our control plane and dataplane to run in a variety of DPUs. Typical responsibilities may include:

  • Proactively identify and participate in the resolution of complex problems that impact the direction of the business
  • Develop and deliver innovative strategies that benefit customers and or clients
  • Lead the development and implementation of SDLC and agile engineering strategies across applicable teams in anticipation of the changing software development environment
  • Communicate product or program priorities and shifts in requirements in the context of engineering priorities and user needs
  • Drive technical tradeoff conversations to ensure timing design and specifications meet the needs of both internal and external partners
  • Lead, mentor and influence other engineering team members
  • May represent or present team outputs at external events

Minimum Qualifications for this Role:

  • Bachelor’s degree in Computer Science or related field
  • 10+ years professional programming experience that includes Go, C, or C++ development
  • Specific development experience with software data plane or control plane software
  • Programming experience with networking. e.g. processing packet streams, TCP reassembly, DPDK, or similar 
  • Technical Leadership/experience mentoring junior team members

Preferred Qualifications and Experience:

  • Go programming experience strongly preferred
  • Background in network security applications and products. (e.g. firewalls, secure web gateways, and/orSASE/SSE)
  • Knowledge of computer networking basics: L3/L4/L7, TCP, UDP, IP, HTTP and/or DNS
  • Prior experience in programming or architecting components/features for management plane, control plane or dataplane for security solutions
  • Professional experience with virtualization and container technologies (e.g. Docker)
  • Development and refinement of cloud-native architectures, microservices and cloud applications

#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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