Technical Hardware Program Manager

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  • Location:
    Maynard, Massachusetts, US
  • Area of Interest
    Project or Program Management
  • Compensation Range
    146000 USD - 205400 USD
  • Job Type
    Professional
  • Technology Interest
    Cloud and Data Center, Networking
  • Job Id
    1436026

The application window is expected to close on: 7/14/25.

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

Meet the Team

You will work with a versatile and upbeat team of enthusiastic engineers in an environment where team members experience mutual enhancement and improvement. You will have the opportunity to collaborate cross-functionally with our Hardware, Mechanical Engineering, Optics, and manufacturing Process Engineering teams.

Your Impact

You are a high-energy Technical Program Manager who loves to work on hardware products. You are a standout colleague with a startup mentality who loves to challenge the status quo with creation and innovation. We are often developing the industry’s first ground breaking coherent optical modules. Our ideal candidate can flourish with minimal guidance and is able to navigate uncertainty and ambiguity

  • Build and track NPI program schedules, budgets, and labor requirements.
  • Work directly with the Hardware team to release new hardware on time and on budget
  • Act as the key interface between Hardware engineering and Acacia’s other organizations
  • Provide timely project status to senior management and cross functional teams
  • Contribute to Hardware engineering process definition, improvements, and documentation

Minimum Qualifications:

  • Bachelors in relevant field with a minimum +8 years of hardware program/project management experience, or Master's +6 years of hardware program/project management experience, or +3 years of hardware program/project management experience, with at least 5+ years of direct HW management experience
  • High-speed electrical hardware design and/or management experience is essential for the role
  • Hardware design flow from concept to release experience, including hardware product design life cycle and best practices
  • Project management experience for large multi-disciplinary engineering projects (Budgets, labor, schedules, etc.)
  • Hardware design product life cycle experience
  • Hardware engineering and ISO process documentation experience
  • Experience managing groundbreaking networking hardware products and governing standards

Preferred Qualifications:

  • Experience delivering leading edge hardware for a networking or related communications company
  • Experience presenting complex technical details to both technical and non-technical audiences
  • Experience leading teams, making decisions, and risk planning
  • Experience with conflict resolution in an engineering product development environment
  • Experience working with multiple stakeholder groups

 

Why Cisco?

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put – we power the future.


Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.

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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