Software Engineering Technical Leader (remote) - 2025538

*Remote position, preferred location is Raleigh/Durham, NC, area (RTP) or Austin, TX but candidate can be located anywhere in U.S.

Meet the Team

Join the Secure SDLC Methodology Team within Security & Trust Organization (S&TO). We are responsible for defining, governing, and transforming the software security requirements and methodologies that protect our products and operations. Our team collaborates across Stewards, Subject Matter Experts (SMEs), and developers to ensure security is seamlessly integrated into the software development lifecycle. We are driving strategic initiatives like CSDL Reimagined, threat modeling, build environment security to ensure operational excellence and durable growth.

Your Impact

As a Software Engineering Technical Leader, you will support the day-to-day operations of Software Security Requirements (SSR) governance and the SSR transformation initiative. You will manage the intake of improvement requests, coordinate regularly scheduled requirements releases, and drive strategic SDLC governance initiatives. You will participate in transforming software security requirements from static policy documents into structured, machine-readable requirements, partnering on the authoring and refinement of requirements from a developer's perspective. Additionally, you will design, build, and maintain agentic workflows that support security requirements governance, verification, and reporting, while supporting critical initiatives such as thread modeling and build environment security.

Minimum Qualifications

• Bachelors + 8 years of related experience, or Masters + 6 years of related experience, or PhD + 3 years of related experience, or equivalent related work experience.

• Extensive experience in Secure SDLC Methodology, including defining and governing software security requirements and release management.

• Proven track record in Security Requirements Engineering, transforming static policies into actionable, machine-readable requirements for engineering workflows.

• Demonstrated ability to lead cross-functional transformation initiatives, coordinating across subject matter experts, developers, and product operations.

• Strong background in DevSecOps and Build Environment Security strategy, including designing agentic workflows and automation to support security governance, verification, and reporting.

Preferred Qualifications

• Advanced knowledge of Threat Modeling and Secure Architecture & Design principles to proactively identify and mitigate security risks.

• Experience supporting strategic SDLC governance initiatives, such as requirements development and maintenance, automated evidence collection, and quantitative risk calculations.

• Exceptional communication skills to build consensus among stakeholders with competing priorities and explain complex security topics clearly.

• Demonstrated ability to establish durable, repeatable processes for requirements intake and release management that scale across the organization

Why Cisco? 

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. 

We are Cisco, and our power starts with you. 

Message to applicants applying to work in the U.S. and/or Canada:

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:

Non-Metro New York state & Washington state:

* 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.