Technical Program Manager Hardware Quality

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  • Location:
    Milpitas, California, US
  • Alternate Location
    San Jose, CA
  • Area of Interest
    Project or Program Management
  • Compensation Range
    132900 USD - 241200 USD
  • Job Type
    Professional
  • Technology Interest
    Cloud & AI (DCN & Compute), Networking
  • Job Id
    1448135

This application window is expected to close 10/15/25

Meet the Team

The Common Hardware Group (CHG) delivers the silicon, optics, and hardware platforms for Cisco's core Switching, Routing, and Wireless products. We are a close-knit team focused on hardware quality and failure analysis, within a larger hardware engineering organization which designs Cisco Silicon-One-based high-end networking hardware with market-leading capacity for core, peering, and data center interconnect.

 

Your Impact

You will be part of a team whose foundations are open communications, empowerment, innovation, collaboration, and customer success. We are looking for a motivated Hardware Engineering program manager with a passion for hardware quality and customer satisfaction to contribute to the success of our current and next-generation products in the field.

 

•Drive and track tasks related to Hardware Quality and Engineering Field Failure Analysis including implementation of cross-functional closed-loop corrective actions.

 

•Facilitate hardware engineering support to customer-facing and support groups and collaborate with development and validation teams, manufacturing, and vendors as needed.

 

•Coordinate the engagement between engineering failure analysis, hardware and cross-functional teams to support the fixing and root-cause analysis of hardware issues.

 

•Facilitate communication and creative problem-solving to identify root causes of customer issues, categorize failures, and support the generation and implementation of corrective measures.

 


Minimum Qualifications 

•Bachelor's or Associate or equivalent qualification in Engineering or Engineering Methodologies

•8+ years of relevant experience in hardware development and/or hardware development program management

•4+ years experience as a Program Manager within a technology company

•Experience in managing teams and/or managing technical programs or processes

 

Preferred Qualifications

•Experience in hardware engineering in the networking equipment industry

•Experience leading or Program managing hardware projects and programs, with an understanding of the end-to-end product lifecycle from concept to production release and product-sustaining

•Experience working with customer-facing teams and field issues on hardware products

•Experience working with ODMs and vendors

 

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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