Leader, QA Engineering

Isovalent, now part of Cisco, is the company founded by the creators of Cilium and eBPF. Cisco Isovalent builds open-source software and enterprise solutions solving networking, security, and observability needs for modern cloud-native infrastructure. The flagship technology, Cilium, is the choice of numerous, industry-leading, global organizations.

We believe in fostering an inclusive and diverse workplace where every team member feels valued, respected, and empowered. We are committed to building a culture that embraces individuality and collaboration, and we encourage applicants from all backgrounds, experiences, and perspectives to join us in driving innovation and excellence.

**About this role**

Isovalent at Cisco is seeking a dynamic and experienced QA Lead to oversee the development and execution of test plans and ensure the quality of enterprise releases used by customers.

**What you will do**:

- Develop, maintain, and execute comprehensive test environments that most effectively represent our customers with the resources available (headcount and budget)
- Receive product releases and deploy them as a customer would
- Provide feedback to engineering like a customer would
- Focus on quality at scale instead of reproducing individual customer issues.
- Lead and mentor a team of QA engineers, fostering a collaborative and inclusive environment.

**Required Skills and Qualifications**:

- Bachelor's degree in Computer Science, Engineering, or a related field, or equivalent experience.
- Proven experience giving feedback to engineering teams and increasing product quality
- Hands-on experience with Kubernetes and containerization technologies.
- Excellent communication and interpersonal skills, with the ability to work effectively in a diverse team.

**What the role is not about**:

- This role is not a QA persona that receives development builds from engineering for engineers to outsource testing.
- This role is not a testing outsourcing function for complex engineering projects that need to replicate hard to replicate problems

**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

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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

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.