Join us as we pursue our exciting new vision to make machine data accessible, usable, and valuable to everyone. We are a company filled with people who are passionate about our product and seek to deliver the best experience for our customers. At Splunk, we’re committed to our work, customers, having fun, and most importantly to each other’s success. Learn more about Splunk careers and how you can become a part of our journey! You will be a technical leader in Splunk’s Analytics Engine Management team and work with other team members to deliver new capabilities to our platform, extending Splunk’s capability to search and analyze data wherever it resides. If you possess a passion for outstanding technology leadership and embrace the challenge of working on highly scalable systems that handle large volumes of data, this position is for you. **In this role, you will:** + Architect and build a cloud-native service layer for our data processing applications, including a robust compute resources management system + Provide technical leadership and guidance within our engineering organization + Apply deep knowledge of cloud-native technologies and distributed systems + Drive the adoption of the best patterns of software development, testing, and deployment + Write production-quality, high-performance distributed systems code + Collaborate with software engineers on and beyond the team to deliver efficient data processing capabilities + Mentor and guide engineers, fostering their technical growth + Innovate and contribute to the product roadmap + Be informed and creative – know about meaningful problems, devise new solutions **Ideal Experience:** + Proven experience in software development with a significant focus on backend systems + Extensive experience with Apache Spark, Databricks, or similar high volume data technologies + Consistent track record mentoring and guiding engineering teams + Extensive experience designing, building and operating large scale, highly available, multi-tenant cloud-native systems in AWS, Azure, and/or GCP + Expert level programming skills relevant to distributed systems development (e.g., Go, Python, Java, C++) + Experience working with large scale data processing technologies, including data transformation, indexing, query optimization and processing is strongly desired + Deep understanding of cloud cost optimization strategies and tools + Ability to own product features end to end, from design and implementation to operations and continuous improvement + Passion for solving hard problems and exploring new technologies + Excellent communication and documentation skills **Cisco is an Equal Opportunity Employer** At Cisco, we believe creating a culture of belonging isn’t just the right thing to do; it’s also the smart thing. We prioritize diversity, equity, inclusion, and belonging to ensure our employees are supported to bring their best, most authentic selves to work where they can thrive. Qualified applicants receive consideration for employment without regard to race, religion, color, national origin, ancestry, sex, gender, gender identity, gender expression, sexual orientation, marital status, age, physical or mental disability or medical condition, genetic information, veteran status, or any other consideration made unlawful by federal, state, or local laws. We consider qualified applicants with criminal histories, consistent with legal requirements. Note: **Base Pay Range** Base Pay Range: $162,560 - 243,840 per year 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.