1413017 Senior Full Stack Developer (Remote)

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  • Location:
    Offsite, San Jose, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    137900 USD - 234400 USD
  • Job Type
    Professional
  • Technology Interest
    Cloud and Data Center, Networking, Security, Software Development, Testing
  • Job Id
    1396767

What You’ll Do


As a Full Stack Developer in Cisco’s Security Business Group (SBG) you will be working in a React, Redux, JavaScript, TypeScript, MySQL Database, and Python environment, with a particular focus on backend REST API integration to UI.

Responsibilities include:

  1. Design and develop user interfaces using ReactJS and Redux, with an understanding of the principles of component-based architecture
  2. Implement backend services and APIs using Python and ensure flawless integration with the frontend
  3. Write reusable, testable, and efficient code in JavaScript and TypeScript
  4. Manage MySQL databases, ensuring data integrity, performance, security, and scalability
  5. Design and develop RESTful APIs and integrate them with the user interface
  6. Collaborate with other team members and stakeholders to meet project objectives
  7. Deploy and manage services on AWS, ensuring efficient performance and security
  8. Implement CI/CD pipelines using Jenkins, maintaining high software quality and accelerating the development process
  9. Test, troubleshoot, and optimize application components for maximum speed, security, and scalability
  10. Keep abreast of developments in web applications, programming languages, and new technologies

Who You Are

Daily EMEA cash positioning (transfers, FX payments & forecasts)

• Support the Finance Organization on payment and other Treasury related issues or questions

• Maintain high-level bank relationship; keep up to date on bank and treasury trends to ensure the business can take advantage of it as appropriate and mitigate risk

• Challenge/optimize our current EMEA banking structure (interco loans, cash pooling structure, improve Treasury effectiveness and processes)

• Being a point of contact for European region with some of our major banking partners; manage the day-to-day operations such as Ebanking access and Treasury related issues 

• Integration of new acquired companies within our Banking and Payment structure 

• Assist a variety of Treasury related projects, including the improvement of the treasury management system 

• Partnering with Tax, Legal, Finance, Accounting and other functions of Treasury to insure operational efficiency.


Why Cisco Secure

We're global, we're adaptable, we're diverse, and our security portfolio is as extensive as it is groundbreaking. Have you heard of Threat, Detection & Response, Zero Trust by Duo, Common Services Engineering, or Cloud & Network Security? Those are only a few of our product teams! The only thing we're missing is YOU.

Join an enterprise security leader with a start-up culture, committed to driving innovation and giving you the opportunity to make an impact. We #InnovateToWin and we know we're better together, that's why we're dedicated to inclusivity, collaboration, and diversity in everything we do.

We're proud to be the Best Small and Mid-Size Enterprises Security Solution Cisco Secure continues to grow and evolve year after year with 100% of Fortune 100 Companies using our products, and we're excited to see the new heights we'll reach with your passion for security, your customer focus, and your desire to change things up!

There are so many amazing reasons to join Cisco. Learn more here!



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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