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At Cisco Meraki, we know that technology can connect, empower, and drive us. Our mission is to simplify technology so our customers can focus on what's most meaningful to them: their students, patients, customers, and businesses. We’re making networking easier, faster, and more intuitive with technology that simply works.
The SRE Pipelines Team, part of the SRE Engineering Enablement org at Meraki supports our CI Platforms, Developer Environments, tools, automation and processes that facilitate developers’ day to day work. We support the entire software development lifecycle (SDLC), including core developer tools and environments, build tools, code review, artifact management, CI, education, and documentation. Our customers are all engineers at Meraki.
As a Staff Site Reliability Engineer, you will architect, build, and evolve the developer experience for Meraki's Cloud Engineering teams. You will work within a team distributed across the US and UK and collaborate with other teams across SRE and Cloud Engineering. Your decisions will shape the day to day operations of Meraki's cloud, and enable our engineers to easily, safely, and confidently experiment on and build great products!
Responsibilities:
- Lead the design and evolution of critical infrastructure for building, testing, and deploying our cloud applications.
- Take the lead on complex problem resolution and debugging of internal and vendor-supplied tools.
- Influence and drive operational excellence within the organization.
- Learn and understand the priorities and practices of other engineering teams to design systems that work for them.
- Work on cross-functional initiatives within Cloud Engineering and with non-technical stakeholders.
- Practice sustainable incident response (on call rotation) and blameless postmortems.
You Are an Ideal Candidate If You:
- Have a software development background with many years of demonstrated ability coding with languages like Ruby or Python.
- Quickly learn and dive into new or unfamiliar technologies, and enjoy working with a large range of technologies/tools.
- Like to mentor other specialists and set a high standard on the team.
- Are deeply interested in running highly resilient/scalable systems with an owner/operator approach.
- Embrace the configuration-as-code and automation-first industry best-practices.
- Have experience with modern Unix/Linux operating systems/distributions.
Bonus Points For:
- Experience in a hybrid cloud environment (we deploy to bare metal, container orchestration, and managed cloud services).
- Experience building and supporting tools for a quickly growing engineering organization (1200+ and growing).
- Background in containerization.
- Familiarity with DORA and SPACE published DevOps measurement metrics.
- Believe that development and operations are best carried out in close co-operation; all our teams are developers, and own what they create.
Keywords: SRE, Site Reliability Engineering, Engineering Enablement, Release Engineering, Developer Tools, Software Engineering, GitLab, GitHub, CI/CD, Jenkins, Artifactory, Terraform, Docker, Kubernetes, Ansible, Athena
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:
$138,800—$215,000 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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