Engineering

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Join us as we pursue our disruptive new vision to make machine data accessible, usable and valuable to everyone. We are a company filled with people who are passionate about our product and seek to deliver the best experience for our customers. At Splunk, we’re committed to our work, customers, having fun and most importantly to each other’s success. Learn more about Splunk careers and how you can become a part of our journey!

Role:

As the Senior Principal Machine Learning Engineer in the Artificial Intelligence group, you will be a key player in defining and executing the technical roadmap for the team, as we develop the core AI/ML capabilities to power the entire Splunk product portfolio and help our customers to drive their journey to digital resiliency. You will collaborate with cross-functional teams, mentor junior team members, and help drive the end-to-end product development lifecycle from ideation to production.

Responsibilities:

The responsibilities of this role include:

Lead the development of core AI/ML models and algorithms that drive our product’s key use cases in the cybersecurity and observability domains.
Collaborate with product managers to translate the business and product requirements into concrete objectives for our technology roadmap.
Provide technical guidance and mentorship to team members to ensure the development of their skills.
Actively participate in cross-functional discussions and strategic decisions related to AI research directions and product roadmaps.
Collaborate with fellow technical leaders to ensure the successful and timely delivery of AI/ML models and service integration.
Stay up to date with the latest research and developments in the field of AI/ML, and ensure that these advancements are properly incorporated into our technology roadmap.
Develop production code and advocate for the best coding and engineering practices.
Participate in project planning, review, and retrospective sessions.
Identify and mitigate risks in our plans and executions, especially at the intersection of business and engineering

Requirements:

Knowledge, Skills, and Abilities:

PhD in Computer Science or a related field with at least 10 years of experience OR MS in Computer Science or related field with at least 15 years of industry experience
Demonstrated experience in leading impactful AI product development at scale.
Deep understanding of ML frameworks (e.g., TensorFlow, PyTorch) and programming languages commonly used in AI research.
In-depth knowledge and proven track record in AI/ML technology, including deep learning, time series modeling, natural language processing, and unsupervised learning.
In-depth knowledge and proven track record in Generative AI technology and Large Language Models (LLM).
Experience developing large-scale, complex models and deploying them in production systems.
Experience large-scale data processing and parallel computing – GPU, multi-GPU and distributed training
Commitment to staying up-to-date with the field and applying academic advances to solve complex business problems, and bringing them into production.
Strong problem-solving skills and the ability to translate research insights into practical solutions that address real-world challenges.
Excellent communication skills with the ability to articulate complex technical concepts to both technical and non-technical audiences.
Experience in mentoring and guiding junior researchers or team members.
Experience in the Cybersecurity and/or Observability industry is preferred.

Annual Base Pay: $242,400 - $363,600 USD

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.

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.

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