Technical Lead

Role Description

Responsibilities of This Role

• Developing object-oriented Python code to process large sets of REST API data
• Assist in automating infrastructure provisioning via configuration management tools
• Improve supervising and log analysis systems
• Assist with development of automation via configuration management tools and scripts

Required Skills and Experience

• 6-8 years of recent Linux/Unix administration with emphasis on RedHat
• 6-8 years of scripting experience (Python, Bash, etc)
• Experience coordinating a combination of the following categories of DevOps tools:
• Source code management tools (GitHub Enterprise, Bitbucket, GitLab)
• Build automation tools (Jenkins, CircleCI, Travis CI)
• Artifact management tools (Artifactory, GitLFS, Maven)
• Experience working with REST APIs
• Experience with Configuration Management platforms, tools, and processes (Puppet, Ansible, Chef, Salt)
• Basic understanding of computer networking (OSI layers, DNS, etc)
• Experience generally with troubleshooting in a diverse technical environment
• Proficient with Git and various workflows (forking, gitflow, etc.)
• General knowledge of reverse proxy systems (Nginx, HAProxy, Apache, etc)

Desired Skills and Experience

• Preference will be given to candidates with experience performing administration and monitoring at an enterprise level for the following applications: GitHub Enterprise, Jenkins, and Artifactory
• Experience in applying security best practices to Linux environments
• Experience applying monitoring technologies to application systems (Nagios, AppDynamics, etc)
• Production experience creating and using Docker images / containers
• Experience with AWS including EC2, RDS, ELB, and EKS technologies
• Familiarity with Agile Scrum methodologies

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.

We are Cisco, and our power starts with you.

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.