Who We Are

Double the deployments in half the time is the vision set by our executive leadership. To accomplish a task of this magnitude we will need to take a broad approach for the entire IT Developer Experience. As a member of the IT Engineering Productivity organization you will be the domain expert for all developer activities for a given technology stack (SAP) and help identify a broad range of problems. You'll then design the optimal solution using infrastructure, tooling, and process automation to improve IT Engineering velocity.

What you'll do

• You'll be tasked with investigating current state, identifying bottlenecks, and driving implementation teams to deliver on critical initiatives.
• Design and develop tools that make engineering processes better
• You are passionate about eliminating technical debt for good
• You are excited to leverage automation to replace manual tasks
• You enjoying working with developers and engineers to understand their bottlenecks and generate a developer community
• Collaborate with head of data analytics team to determine optimal data set to use to quantify and measure developer productivity
• You like to design system interfaces and business application prototypes and deliver Proof of Concept(POC) that showcase new technology and process combinations
• You will identify, analyze, and/or resolve system/process/adoption weaknesses and areas of productivity gains
• Influence the future the IT application development lifecycle used across multiple systems and platforms

Minimum Qualifications:

• 10+ years of proven proficiency and practitioner experience with SAP, DevOps tools and processes including complete and complex frameworks, systems or processes specifically for the SAP platform that span all aspects of DevOps
• 7+ years of evaluating and optimizing CI/CD processes and tooling that adheres to Cisco standard pipelines
• 7+ years using analytical tools to capture end to end developer productivity metrics (AI/ML a plus)

Preferred Qualifications:

• Expertise in applying multi-layered technical expertise to understand and advise on architectural implications for next generation IT initiatives (such as code generation using AI based tools (e.g. Github Copilot))
• Multi-functional experience to understand key requirements impacting critical initiatives during discovery phases
• Work with partners to explain new processes/tools and how these designs will impact the developer experience
• Interact with IT partners and leadership to understand business requirements for Engineering Productivity Initiatives during discovery and collaborate with team members to explain new processes/tools and how these designs will impact the developer experience
• Influence the shaping of future solutions by contributing to the IT centric development lifecycle architecture used across multiple systems and platform.
• Leverage multi-layered technical expertise to understand and advise on architectural implications for next generation initiatives such as UIPath AI/Automated testing strategies
• Define and implement end to end developer productivity analytics that is normalized specific to Oracle developers
• Hands on practitioner experience with Oracle DevOps tools and processes

Why Cisco ?

• #WeAreCisco, each person brings their outstanding talents to work as a team and make a difference. Yes, our technology changes the way the world works, lives, plays, and learns, but our edge comes from our people.
• We connect everything – people, process, data, and things – and we use those connections to change our world for the better.
• We innovate everywhere - From launching a new era of networking that adapts, learns and protects, to building Cisco Services that accelerate businesses and business results. Our technology powers entertainment, retail, healthcare, education, and more – from Smart Cities to your everyday devices.
• We benefit everyone - We do all of this while seeking a culture that empowers every person to be the difference, at work and in our communities.

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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

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.