Would you like to be trusted technical authority to Cisco customers and partners?
Be among the first to lay hands on the latest and greatest technologies?
Meet outstanding engineers from different countries and backgrounds?
JOIN TAC Data Center Routing and Switching Team!
TACs purpose is to identify and fix problems with Cisco Products, which heavily involves Quality Assurance and feedback for Product and Engineering Teams.
Support engineers in Data Center R&S TAC Team:
You will learn the ins and outs of both the software architecture and the forwarding logic of Cisco Nexus Switches, allowing you to swiftly troubleshoot complex data-center networks.
As a Data Center Support Engineer, you should have:
Limited experience with Cisco products isnt a roadblock. We believe that if an engineer has a solid understanding of the technology and is dedicated, then is fully capable of getting used to the Cisco specific implementation.
It's not crucial, but we appreciate if you also have:
In TAC DCRS Team:
Working hours: Monday Friday 8am - 4pm (periodic weekend shifts on Saturday or Sunday 8am - 2pm with additional monetary and day off compensation).
Cisco is offering a lot of benefits
Watch a video showing the work in Cisco Krakow TAC Team! Cisco Krakow
When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. 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. 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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