Acacia, now part of Cisco, designs intelligent transceivers using sophisticated signal processing and photonic integration for the 100G, 400G and 1T bit speed fiber optic transmission market deployed in data center, metro, long-haul and ultra-long haul telecommunication networks.
Lead and program manage the development and release to manufacturing of optical modules and silicon photonics. The NPPM is responsible for handling the product lifecycle from pre-concept commit to FCS. You will partner with Optics BUs, PLM, and Engineering and will lead a cross functional team from Cisco Optics Operations to deliver optical transceiver modules. You will be accountable to meet time to market requirements, product cost targets, yield goals, and volume ramp plans.
As part of the NPI team in Optics Operations, the NPPM partners with the Optics BU, PLM, Engineering, and Operations functions. You will work with a cross functional team in Optics Operations and will partner with Supply Chain Operations functions, including Global Sourcing and Technology & Quality.
You are an authority in the manufacturing and supply chain management of optics and opto-electronic assemblies. You are a leader who steers a cross functional team to achieve a common set of goals. You possess:
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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.
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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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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