Applications are accepted until further notice.
At Meraki, we’re making IT easier, faster, and smarter. Our full stack teams build and maintain our web application, which manages millions of network devices from our cloud. Our customers use the Meraki dashboard to monitor and configure critical IT infrastructure that serves tens of millions of people every single day.
On the Meraki Assurance team, we help our customers guarantee the performance of their networks and respond quickly and effectively to any networking issues. We are building AI experiences and snappy, delightful UIs that aggregate large data sets and deliver clear insights.
As a Lead Full-Stack Engineer, you will collaborate with different teams to design, plan, and build these AI-based and web-based experiences. With the help of product managers, UX and domain experts, you will construct intuitive and powerful workflows that help our customers prevent and solve networking performance problems.
Meraki’s assurance eng teams are small, fast-moving teams striving to make our products unique in balancing their feature-rich abilities and their simplicity. Our engineers are well versed in a wide array of CS concepts and excited to jump around languages, platforms, and all levels of the Meraki stack!
Example projects of a Senior Full-Stack Engineer:- Start as a key contributor with a clear path to take on tech and project leadership for a 6–12 month initiative involving 2–4 engineers and cross-functional collaboration with PM, UX, and multiple teams.
- Prompt engineering and fine tuning an LLM to meet networking use cases
- Designing performant storage and delivery of network topology data in clickhouse
- Analyzing performance bottlenecks for a web page and proposing optimizations in JS loading environment or identifying rails API improvements
- Work with PM and product teams to deeply understand a customer use case and investigating data types and edge case coverage needed to implement a robust and comprehensive solution
- Design and build systems to facilitate data exchange between different cloud storages
- Have 8+ years of experience writing professional production code, ideally in a very large code base with legacy code
- Have 5+ years of experience in web languages, frameworks and technologies, like Ruby on Rails, Python, JavaScript, postgres, clickhouse
- Experience with LLMs and non-deterministic systems
- You are driven by creating excellent user experiences and extendable, reliable, well-tested code (maybe you use figma, kibana, grafana, sentry, rspec, TeamCity, vitetest)
- You are agile, flexible and seek to prioritize must-haves
- Experience and interest in mentorship
- Strong collaboration skills, excellent at project management and adding clarity
- You value a fun-spirited, diverse, international team!
- Experience or interest in networking
- Experience working with LLMs
- Experience with kafka, scala, k8s
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.
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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