Senior Engineering Manager, Engineering Effectiveness (Hybrid)

Who We Are

The name ThousandEyes was born from two big ideas: the power to see what's not ordinarily possible, and the ability to collect intelligence from vantage points as diverse and global as the Internet. As organizations depend on cloud services, the Internet has become their defacto network connecting cloud applications to users. Our Internet and cloud intelligence platform is like a 'Google maps of the Internet', providing the only collectively powered view of digital experiences end-to-end. We enable our customers made up of the world's largest and fastest-growing brands, to identify problems before they impact revenue, brand reputation, or employee productivity.

In August 2020, Cisco Systems completed the acquisition of ThousandEyes, which now forms the ThousandEyes Business Unit within Cisco's Network Services Business Group, and is a foundational component of Cisco's growing Observability business.

What You'll Do

The Engineering Effectiveness team at ThousandEyes has the mission to empower our engineers to be more effective and happier by providing the tools, processes, infrastructure, and support they need to design, implement, test, and operationalize their code quickly and with high quality. The team blends the best from the concepts of Developer Productivity Engineering, Developer Experience, Release Engineering, and DevOps.

As the Engineering Manager for this team, you will have the opportunity to define how we partner with the other engineering teams to provide a productive and frictionless end-to-end developer experience encompassing the entire development, release, and operating lifecycle. You will work with technical leaders to design and implement tooling for our build, continuous integration, and deployment systems. You will work with each team to provide automated testing frameworks, guides, and infrastructure that allow fast and reliable code validation. You will work with our operations engineering teams to provide and create the tools and frameworks that allow the application teams to properly monitor and alert on their production applications. You will bring your full SDLC experience to help improve our overall engineering processes, testing approaches, deployment pipelines, and operational procedures.

We are passionate about optimizing our developer's end-to-end engineering experience to foster the innovation that allows our company to succeed.

Qualifications

• Led a team of 4 - 8 engineers and have 3+ years of software engineering management experience
• Passionate about software quality and reducing friction teams encounter when developing and deploying software
• Experienced in product feature and roadmap development; worked with users to determine pain points, capture requirements, and simple and effective develop solutions
• Provided strong technical vision for your team and ensured consistent delivery on objectives
• Experienced in formulating a team's technical strategy and roadmap; collaborated and partnered effectively with several other teams to execute on shared goals
• Excellent communication and interpersonal skills
• Passion for development and engineering best practices
• Experienced with various build systems (e.g., Gradle, Maven, Make, Bazel), automated build and release pipelines and related tooling (e.g., Jenkins, Argo CD, Weaveworks, Prow), and automated testing tools and frameworks (e.g., TestCafe, Selenium, JMeter, Robot, Spring Testing Framework)
• Experienced with container orchestration tools and platforms (e.g., Kubernetes, EKS, ECS, GKE)
• Experienced with cloud computing platforms (e.g., AWS, Azure, GCP)
• Experienced with infrastructure management tools (e.g., Puppet, Chef, Ansible, Terraform)

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.

Why Cisco

#WeAreCisco, where each person is unique, but we bring our talents to work as a team and make a difference powering an inclusive future for all.

We embrace digital, and help our customers implement change in their digital businesses. Some may think we're "old" (36 years strong) and only about hardware, but we're also a software company. And a security company. We even invented an intuitive network that adapts, predicts, learns and protects. No other company can do what we do –you can't put us in a box! But "Digital Transformation" is an empty buzz phrase without a culture that allows for innovation, creativity, and yes, even failure (if you learn from it.)

Day to day, we focus on the give and take. We give our best, give our egos a break, and give of ourselves (because giving back is built into our DNA.) We take accountability, bold steps, and take difference to heart. Because without diversity of thought and a dedication to equality for all, there is no moving forward.

So, you have colourful hair? Don't care. Tattoos? Show off your ink. Like polka dots? That's cool. Pop culture geek? Many of us are. Passion for technology and world changing? Be you, with us.

We recognize that diverse teams make the strongest teams, and we encourage people from all backgrounds to apply.

Cisco values the perspectives and skills that emerge from employees with diverse backgrounds. That's why Cisco is expanding the boundaries of discovering top talent by not only focusing on candidates with educational degrees and experience but also placing more emphasis on unlocking potential. We believe that everyone has something to offer and that diverse teams are better equipped to solve problems, innovate, and create a positive impact.

We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification. Research shows that people from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy. We urge you not to prematurely exclude yourself and to apply if you're interested in this work

COMPENSATION RANGE

Message to applicants applying to work in the U.S.:

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. 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. 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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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.