Leader, Software Development

Meet the Team

The Delivery Orchestration Platform (DOP) team owns the fulfillment and provisioning systems that power Splunk's product delivery — from the moment a customer signs to the moment their product is live. Our work sits at the heart of Splunk's go-to-market delivery pipeline, connecting the systems and teams that make customer onboarding happen reliably and at scale. We operate with high autonomy, take broad end-to-end ownership, and are in the middle of something 

meaningful: building a next-generation Order Management Platform that will modernize how Splunk fulfills its entire product portfolio. If you want to drive architecture on systems that matter, grow the engineers around you, and shape the technical direction of a platform used by some of the world's largest enterprises, this is the team. 

Your Impact

Lead large, complex initiatives spanning multiple teams — from technical design through delivery — driving workstreams, managing dependencies, and making trade-offs that keep the platform moving forward. Influence and shape the engineering roadmap, identifying opportunities to evolve the fulfillment platform to meet growing product and customer demands. Set the standard for code quality, architectural patterns, and engineering best practices across the team and with 

partner teams, raising the technical bar through design reviews, code review, and direct mentorship. Drive architectural decisions with a focus on security, scalability, and long-term reliability, contributing to threat modeling and observability strategy at the product level. Success looks like a more capable and reliable fulfillment platform, a stronger and more independent engineering team, and technical decisions that hold up as Splunk scales. 

Minimum Qualifications

- Bachelor's degree + 8 years of related experience, or Master's + 6 years, or PhD + 3 years in software engineering or a related technical field 

- Prior experience in backend technologies such as Go or Python, with a strong foundation in distributed systems, API design, cloud infrastructure, and observability 

- Previous background with leading large cross-team technical initiatives end-to-end, from design through production delivery 

- Prior experience influencing architectural decisions, set engineering standards, and drive technical direction across multiple teams 

- Prior experience mentoring and growing engineers at multiple levels, fostering technical excellence and a culture of continuous improvement 

Preferred Qualifications

- Experience modernizing or migrating legacy fulfillment, provisioning, or order management systems while maintaining production continuity 

- Prior experience with Kubernetes-native provisioning models and cloud-native infrastructure patterns 

- Prior experience articulating complex technical trade-offs clearly to engineering leadership, product management, and cross-functional stakeholders 

- Prior experience proactively identifying and resolving production risks, and building monitoring and observability tooling that improves platform reliability 

- Prior experience contributing to the broader engineering community through internal publications, design sessions, brownbags, or cross-org knowledge sharing

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. 

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.