The application window is expected to close on: 08/09/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
This role requires the employee to work onsite at the San Jose, CA office location.
Meet the teamThe Common Hardware Group (CHG) creates innovative hardware platforms central to the AI era, powering Cisco's core Switching, Routing, and Wireless products for organizations globally.
Within CHG, the Systems & Optics Team (SaO) serves as the execution engine for Cisco's most strategic hardware initiatives. We partner across silicon, engineering, product management, operations, supply chain, manufacturing, and executive leadership to transform technology strategy into successful product delivery. Our mission is to provide program leadership, governance, transparency, and execution rigor across highly complex system development programs, shaping the future of hyperscale infrastructure.
Your impact- Direct and own the end-to-end execution of Cisco's most critical hyperscale system programs, guiding products from concept definition through customer deployment.
- Lead large-scale, multi-year programs involving system architecture, custom ASICs/silicon development, hardware engineering, software, operations, and manufacturing.
- Establish executive-level program governance, operating mechanisms, risk management frameworks, and decision-making processes to ensure delivery predictability, quality, and business outcomes.
- Drive synchronization across independent internal silicon organizations, platform engineering, validation, and customer deployment activities, anticipating and mitigating risks associated with first-generation technologies.
- Influence and align senior technical leaders, VPs, and executive partners across matrixed organizations, driving resolution of complex multi-functional issues and resource constraints.
- Partner directly with strategic hyperscale account team to understand requirements, lead qualification planning, and ensure successful delivery of products that meet performance, cost, and schedule objectives.
- Provide leadership and direction across Engineering Services, setting strategy, planning resourcing, and establishing program management and Agile principles for high-quality product delivery.
Minimum qualifications- Bachelor's degree in electrical or computer engineering with 15+ years or master's degree in electrical or computer engineering with 12+ years of experience leading large-scale, multi-functional hardware development programs, including complex system-level products with significant technical dependencies.
- Proven experience leading programs involving custom ASICs, silicon development, SoCs, or advanced semiconductor technologies.
- Experience with driving executive-level decision-making, partner alignment, and large programs across matrixed organizations without direct organizational authority.
- Holds a PMP (Project Management Professional) or PgMP (Program Management Professional)
Preferred qualifications- Experience working directly with hyperscale cloud providers and managing large-scale datacenter infrastructure deployments.
- Deep understanding of hardware product development lifecycles (architecture, design, validation, manufacturing, qualification) for computer, networking, switching, optics, or AI infrastructure.
- Strong executive presence with exceptional communication, negotiation, and influence skills to thrive in highly ambiguous environments.
- Experience leading first-generation platform introductions and programs involving significant technology innovation.
Message to applicants applying to work in the U.S. and/or Canada:The starting salary range posted for this position is $225,000.00 to $325,300.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits.
Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees are offered benefits, subject to Cisco's plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:
- 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
- 1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
- Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
- Exempt employees participate in Cisco's flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
- 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
- Additional paid time away may be requested to deal with critical or emergency issues for family members
- Optional 10 paid days per full calendar year to volunteer
For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. 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 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
The applicable full salary ranges for this position, by specific state, are listed below:
New York City Metro Area:
$225,000.00 - $374,100.00
Non-Metro New York state & Washington state:
$208,600.00 - $330,000.00
* For quota-based sales roles on Cisco's sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.
** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.
