Application window open until further notice.

NOTE: Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

The Meraki cloud supports millions of customer devices from 10 data centers and numerous public cloud regions from around the world. Meraki’s customer base has grown by a factor of 2-3 every year, serving tens of billions of HTTP requests per day globally. Our customers depend on our products to run their critical infrastructure of network switches, security appliances, wireless APs, cameras, sensors and more.

As SREs at Meraki, we are responsible for building and growing the cloud that supports these customers and their networks. As a Site Reliability Engineering Technical Leader on the Performance team you’ll take the lead on ensuring the speed, reliability and efficiency of the Meraki cloud. You’ll work across engineering teams, applying expertise in systems performance, distributed systems and applied observability to find and fix performance problems, and enable others to do the same.

We're a team of passionate software engineers that value quality and customer experience. Our team is based in the US, EMEA and APAC.

Responsibilities and Projects include:

• Analyze and improve the performance of production systems, including APIs, backend services, storage, databases, and infrastructure components.

• Design and implement performance monitoring, benchmarking and profiling strategies across services and platforms.

• Collaborate with development and SRE teams to troubleshoot performance regressions and scalability bottlenecks.

• Lead performance-focused chaos testing, capacity planning, and load testing initiatives.

• Build tools and dashboards to surface latency, throughput, and system utilization metrics across the stack.

• Participate in design reviews to ensure systems are built with performance and scalability in mind from day one.

• Drive incident response and root cause analysis for performance-related incidents in production.

• Mentor other engineers on performance best practices, observability, and system tuning.

You are an ideal candidate if:

• You have 5+ years of experience in SRE, DevOps, or infrastructure-focused engineering roles with a strong performance focus.

• You are proficient in programming with at least one common programming language (e.g. Ruby, Python, Go, Rust), and at least one scripting/automation language or tool (e.g. Bash, Ansible)

• You have deep understanding of Linux internals, networking, filesystems, memory management, and containers.

• You are comfortable with complex, large-scale distributed systems including components like container orchestration, load balancers, databases, and storage systems.

• You have hands-on experience with monitoring and observability tools (e.g. Prometheus, Grafana, OpenTelemetry, eBPF, Flamegraphs), and can work with other teams to apply them to better monitor their services.

• You have experience designing and running load tests using tools like Locust, k6, Gatling, or JMeter.

• Want to work on a highly autonomous team that cares deeply about quality and customer experience.

• Are curious, learn fast and feel comfortable diving into unfamiliar code and systems to solve problems.

• Are willing to be part of a production on-call rotation.

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.