Principal Site Reliability Engineer, Efficiency and Performance

Cisco ThousandEyes is a Digital Experience Assurance platform that empowers organizations to deliver flawless digital experiences across every network - even the ones they don t own. Powered by AI and an unmatched set of cloud, internet and enterprise network telemetry data, ThousandEyes enables IT teams to proactively detect, diagnose, and remediate issues - before they impact end- user experiences.

ThousandEyes is deeply integrated across the entire Cisco technology portfolio and beyond, helping customers deploy at scale while also delivering AI-powered assurance insights within Cisco s leading Networking, Security, Collaboration, and Observability portfolios.

Efficiency and Performance SRE team is focused on driving holistic cloud operations focused on reliability and efficiencies around the ThousandEyes cloud infrastructure and platform. The team is responsible for driving tooling, processes and standards that are crosscutting and critical for the reliability of the ThousandEyes platform defining how we operate. From driving AMI generation and OS standardization to the strategic approach of how ThousandEyes implements FinOps or operational excellence through metric-driven alert/error budgets.

As a Principal Site Reliability you will focus on innovating and providing strong technical vision as well as work with the team to build reliable, scalable frameworks with the goal of driving the key principle of having one operational model. You will focus on simplifying and making the platform easy to operate at scale. You will partner with leaders across ThousandEyes as a subject matter expert to help design the best architectures and processes, automations and be a role model for the Engineering team in delivery and team work.

We re looking for a reliability-focused SRE to focus on automation and help drive Efficiency and Performance to take operational excellence to a new level.

Here are some of the main things we are looking for:

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 candidates 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.