What are the responsibilities and job description for the Talos Program Manager (SOC2 expert) position at Cisco Systems?
Application window is expected to close by 04/1/2025.
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Meet the Team
SBG develops Cisco’s firewall, intrusion prevention, remote access, identity, web, and email security products. Our teams work with Program Managers to deliver enterprise software, virtual and physical platforms. We are working on next-generation security technology to make cyberspace more secure for those that are connected.
Our PMO and Program Managers drive major programs that deliver innovative, outstanding security products and solutions to our customers and carry out critical initiatives to propel the business forward. We are the glue that keeps our cross-functional program teams together. We make change a reality. We mentor the broader organization on agile program management fundamentals and best practices.
Your Impact
As a top-tier Senior Program Manager, you will lead critical initiatives and complex, multi-product solutions through the entire program lifecycle as we complete our portfolio strategy. We are looking for a Program Manager to drive compliance projects, initially SOC2 with the potential of FedRAMP initiatives in the future. As part of the PMO in Cisco's Security Business Group (SBG), you'll influence a diverse set of partners with your positive relationship skills and dedication to driving good decisions. You will work with cross-functional teams consisting of product management, engineering, support, and operations staff in an agile environment to define, build, and launch products and solutions into the marketplace.
Minimum Qualifications:
- 8 years of program experience delivering enterprise software products, or SaaS-based products
- 6 years of professional work experience with multiple project management methodologies
- 4 years of SOC2 or equivalent compliance experience
- 4 years’ experience with change management
Preferred Qualifications:
- BA/BS (business, or engineering preferred), MS/MBA or equivalent desired
- Ensure a collaborative culture exists across the team and promote team building
- Power to influence peers, managers, and executives, driving towards a decision while handling ambiguity
- Effectively (concisely and with accuracy) communicate problems, issues, risks, solutions, etc. both via written and oral methods to appropriate partners and leadership
- Excellent interpersonal and relationship leadership skills
- Ability to work with stakeholders independently to create and lead a project from beginning to end
- Escalate and resolve issues blocking the team or program
- Ability to work well with many levels of management as well as technical contributors.
- Organized and meticulous, with a high level of integrity and reliability.
- Process improvement experience preferred
- Experience leading off-site/off-shore teams preferred
- Specific experience in commercial/enterprise or SaaS-based software development preferred.
#WeAreCisco
#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.
Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.
We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!
Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!
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.
