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Cisco Meraki, a division of Cisco Networking, is a cloud-managed IT company and leader in cloud-controlled Wi-Fi, routing, and security. Our intuitive platform enables organizations of all sizes to deliver customer and employee experiences at scale. To provide best-in-class technologies to our customers, we’ve created an unrivaled company culture for our employees. One where diverse backgrounds, perspectives, and experiences shape our work and fuel our evolution. One that is collaborative, flexible, and inclusive and provides employees with the autonomy to develop technology that’s accessible and secure for everyone.
The modern world runs on the internet, and the internet cannot exist without its underlying infrastructure. Meraki makes setting up, running, and maintaining that infrastructure easier than it has ever been before. Meraki enables connectivity everywhere from neighborhood cafes to education institutions to global hospitality groups operating thousands of sites.
We are passionate about building real products that our customers love. As a member of our firmware security team, you will have a substantial impact on the security of millions of Meraki users all around the world. Our device firmware is built on Linux and open-source software. We work individually and in small teams to release several new products each year.
As a product security engineer you will:
- Implement and maintain SecDevOps practices throughout the entire Secure Development Lifecycle (SDL)
- Build and maintain automated security testing frameworks, including static analysis, dynamic analysis, and fuzz testing
- Implement and run secure CI/CD pipelines, incorporating security checks and controls at each stage
- Collaborate with product engineering teams to implement security-by-design principles and ensure consistency to SDL practices
- Develop and maintain security metrics to measure and improve SDL efficiency
- Monitor and triage incoming product security issues from our public bug bounty program
- Mentor and train development teams on SecDevOps best practices and tools
You are an ideal fit for this role if you have:
- 2+ years of experience in software or firmware security, with a focus on SecDevOps and Secure Development Lifecycle implementation
- Programming skills in languages such as Python or Ruby, with experience in C/C++ code review
- Experience with DevOps tools and practices (e.g., Jenkins, GitLab CI, Docker, Kubernetes)
- Experience implementing and running security tools such as SAST, DAST, SCA, and container security solutions
Bonus points for:
- Experience with agile development methodologies
- Experience with embedded systems security and IoT device security
- Experience with fuzzing, penetration testing, or static analysis
- Knowledge of AI and machine learning concepts, with experience applying them to security problems
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.
At Cisco Meraki, we’re redefining the status quo with the power of diversity, inclusion, and collaboration. When we connect different perspectives, we can pursue 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.
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.
