[Remote] Engineering Product Manager, Developer Foundations

Note: The job is a remote job and is open to candidates in USA. Cisco is a leader in revolutionizing how data and infrastructure connect in the AI era. They are seeking an Engineering Product Manager for Developer Foundations, which involves owning the shared layer that other teams build on, shaping the strategy for foundational services, and ensuring reliability and performance for internal and external developers.

Responsibilities

• Own Developer Foundations: the shared layer the rest of Cisco builds on
• Set the direction for that layer and own its outcomes
• Shape the strategy for the foundations and carry accountability for where they go
• Make the building blocks reliable, coherent, and easy to build on
• Own how partners and third-party developers build on it: the public-facing APIs and SDK, and the integration and governance model
• Partner across DevNet, Legal, and Security to make that real
• Be measured on outcomes that matter: reliability and performance, how quickly teams can build on the foundations, SDK and API adoption, and how little friction the experiences above you hit

Skills

• 8+ years in product management or an equivalent discipline, including owning a platform or infrastructure area end to end with accountability for its outcomes
• Hands-on software engineering background. You have shipped production code and can earn the trust and respect of senior engineers on technical merits
• Fluency with AI coding agents. You use them in your own work and understand how AI agents build on platforms and APIs, because they are fast becoming the developer you build for
• Platform depth: hosting and runtimes, service APIs, SDK design, Model Context Protocol (MCP), and integrating with identity and OAuth systems
• Platform as a product: experience owning APIs, SDKs, or platform services that other teams build on
• Internal-customer mindset: experience treating an internal platform as a product with internal customers and clear contracts while operating in large, matrixed enterprises where many teams depend on the same foundations
• External surface: exposing a platform externally through public APIs, SDKs, and partner integration and governance
• Communication: excellent written and verbal communication, with the range to speak credibly to internal teams and external customers and stakeholders alike

Benefits

• Medical, dental and vision insurance
• A 401(k) plan with a Cisco matching contribution
• Paid parental leave
• Short and long-term disability coverage
• Basic life insurance
• Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
• 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.
• Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.

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