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Meraki Software Engineers breathe life into our cloud-managed network-attached devices, which include switches, routers, wireless access, and security cameras. We use real-time telemetry from thousands of deployed networks spanning the globe to continuously improve the performance and stability of our products. We are passionate about building real products that our customers love.
As a Technical Leader, Software Engineer, MS (Switching) you will initially focus on delivering high-quality fixes for regressions and customer issues with our products. You identify and eliminate technical debt and code smells, accelerating release of our latest features to customers. As you mature in your knowledge of our codebase, you will be responsible for improving and re-architecting existing components and subsystems, as well as developing new features to support the future growth of the product, both in terms of functionality, simplicity, scalability, and availability. Our projects are driven by technological innovation and developer creativity in addition to market demands, giving you the structure and freedom to pursue projects you are most passionate about. You’ll have the opportunity to work across teams to design features and systems to solve complex problems for our customers. With millions of people using Meraki products around the world, your work will have a significant impact from the day it is deployed.
You are an ideal candidate if you have:
- Proficiency in C and C++. If not proficient in C++, must be proficient in another object-oriented programming language
- 5+ years experience in a production software engineering environment
- A focused, organized approach to development, testing, and quality
- Experience with TDD (test-driven development)
- A strong networking foundational knowledge (LANs, routing, switching, wireless)
- Experience developing and troubleshooting in a Linux environment
- Experience working with and writing concurrent programs
- A strong understanding of OS fundamentals and experience working in both kernel and user space
- Excellent communication and presentation skills
Bonus points for:
- Experience developing and implementing core network protocols (TCP/IP, DNS, DHCP, ARP)
- Experience building cloud-based infrastructure and services (e.g. web applications)
- Scripting skills in Ruby or Python
- Understanding of network security fundamentals
- Experience working with version control, specifically Git
- Experience with Yocto
At Cisco Meraki, we’re challenging the status quo with the power of diversity, inclusion, and collaboration. When we connect different perspectives, we can imagine new possibilities, inspire innovation, and release the full potential of our people. We’re building an employee experience that includes appreciation, belonging, growth, and purpose for everyone.
Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis. Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.
Compensation Range:
$156,200—$282,900 USD
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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