• 10+years of related work experience.
• 7+ years in Incident or Problem management role.
• 5+ years of people leader experience/Manager role.
  

• Well-established track record of optimally managing a team in information security or software engineering and/or support, with proven coaching and mentoring skills.
• Experience collaborating successfully with security, operations, and IT teams.
• Deep knowledge of, and hands-on experience, in building hard-working teams
• Solid grasp of Escalation and work prioritization best-practices
• Aware of trending and repeated issues
• Engages in product roadmap discussions and product commit meetings.
• Participates and leads in customer case reviews with the goal of improving product and interpersonal processes.
• Leads by example, in accountability, leadership, and versatility.
• Provides mentorship to team members as needed on accomplishing goals.
• Measures performance against initiatives, providing appropriate feedback to all team members.
• Provides mentor and support for more junior managers.
• A passion for enabling engineering teams to operate at their full potential.
• A vision for what successful security- Escalation engineering program looks like and what the maturation steps vital to achieving this state.

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.