Splunk, a Cisco company, is building a safer and more resilient digital world with an end-to-end full stack platform made for a hybrid, multi-cloud world. Leading enterprises use our unified security and observability platform to keep their digital systems secure and reliable. Our customers love our technology, but it's our caring employees that make Splunk stand out as an amazing career destination. No matter where in the world or what level of the organization, we approach our work with kindness. So bring your work experience, problem-solving skills and talent, of course, but also bring your joy, your passion and all the things that make you, you. Come help organizations be their best, while you reach new heights with a team that has your back.
Role Summary
Splunk is looking for a hard-working and innovative Principal software engineer to join our Splunk Observability team who will work on systems that empower our customers to detect and resolve their infrastructure and application issues quickly.
You will work within a multi-functional team of designers, product managers, and quality engineers in a fast-paced environment to design and implement solutions, APIs, services and architecture to enable amazing integrated experiences across multiple products. Our engineering teams are small and highly impactful. You will learn from the best and help us architect and build applications of the future. You will also get many opportunities to share and discuss your work through conferences, meetups, and blogs.
Meet the Products and Technology Team
Want to build security and observability products people love AND work with people as smart (and humble) as you are? Our products and technology team delivers digital resilience at enterprise scale with a self-service Splunk portfolio that offers unified security analytics, full stack observability and real-time visibility of streaming data. Learn more about the team, meet our leaders, and hear from Splunk technologists and engineers at
splunk.com/careers/products-and-technology.
What you'll get to do
- Build new capabilities across multiple products to improve cross product integration, collaboration, security, and visibilty
- Craft and extend solutions using open standards for data exchange and authorization
- Lead projects with wide scope that produce results directly for customers and lay the long term foundations for the Cisco Observability product experience
Must-have Qualifications
- Several years of experience building large-scale backend systems.
- Experience driving and collaborating on technical designs for backend systems with architects and peer engineers.
- Proficiency in Java 8+ and/or Go, familiar with the development environments.
- Proficiency in OAuth, SAML, and other standards, experience with authentication, authorization, and user level security for Enterprise applications
- Leadership and mentoring skills and the ability to work with engineers and non-engineers of various skill levels.
- Skills to adapt quickly and to solve problems through uncertainty.
- Strong communication skills, both verbal and written.
- BS EE or CS degree, or equivalent training or work experience
- 12+ years related experience (or Masters and 8+ years related experience or PhD and 5+ years experience)
Nice-to-have Qualifications
We’ve taken special care to separate the must-have qualifications from the nice-to-haves. “Nice-to-have” means just that: Nice. To. Have. So, don’t worry if you can’t check off every box. We’re not hiring a list of bullet points–we’re interested in the whole you.
- Respect for complexity as well as a desire to simplify
- Experience building and maintaining enterprise software
- Experience with DevOps practices and comfortability operating your own systems.
- Understanding the Observability application space
- Customer-centered and focused on successful outcomes
Splunk is an Equal Opportunity Employer
Splunk, a Cisco company, is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
Note:
Base Pay Range
SF Bay Area, Seattle Metro, and New York City Metro Area
Base Pay Range: $203,200.00 - 279,400.00 per year
California (excludes SF Bay Area), Washington (excludes Seattle Metro), Washington DC Metro, and Massachusetts
Base Pay Range: $182,880.00 - 251,460.00 per year
All other cities and states excluding California, Washington, Massachusetts, New York City Metro Area and Washington DC Metro Area.
Base Pay Range: $162,560.00 - 223,520.00 per year
Splunk provides flexibility and choice in the working arrangement for most roles, including remote and/or in-office roles. We have a market-based pay structure which varies by location. Please note that the base pay range is a guideline and for candidates who receive an offer, the base pay will vary based on factors such as work location as set out above, as well as the knowledge, skills and experience of the candidate. In addition to base pay, this role is eligible for incentive compensation and may be eligible for equity or long-term cash awards.
Benefits are an important part of Splunk's Total Rewards package. This role is eligible for a competitive benefits package which includes medical, dental, vision, a 401(k) plan and match, paid time off and much more! Learn more about our next-level benefits at https://splunkbenefits.com
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.
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.
