Software Engineering Technical Leader

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Meet The Team:

The Wireless CoreNetwork Operation Team is responsible for end-to-end administration and operations of HLR/HSS Systems for Cisco Mobility Control Center service. This entails employing the teams demonstrated expertise in wireless core network systems, 3G/4G HLR/HSS subscriber management, and signaling protocols.

Your Impact:

• HLR/HSS System Administration & Operations including daily administration and health checks of HLR/HSS platforms, monitor and respond to system alarms, logs, and KPIs to ensure high availability and reliability, maintain system and service configurations.
• Incident & On-Call Support including on-call support for system alarms and customer-reported issues, troubleshoot and resolve service-impacting problems, including HLR/HSS call flow and signaling failures, collaborate with vendors and internal teams for escalations and root cause analysis.
• System Deployment & Upgrades including plan and implement new HLR/HSS system deployments, software upgrades, and patch management, support hardware refreshes and capacity expansions, and validate changes through lab testing and controlled rollout.
• HLR/HSS Subscriber Management including lead subscriber migration activities across HLR/HSS systems, ensure data consistency, backup, and recovery strategies, and subscriber provisioning processes.
• Problem solving including perform end-to-end call flow and signaling troubleshooting across 3G/4G networks and 5G in future, analyze system performance, capacity trends, and optimize resource usage, drive continuous improvement of operational efficiency through automations.
• Leads major business projects which impact a region or entire function. Contributes to the development of annual organizational objectives/priorities. Builds and maintains long-term relationships with key collaborators to ensure products and services reflect the needs and direction of the business. Translates and influences the regional or functional strategic vision into a technical vision with clear engineering priorities, ensuring understanding and alignment across teams.
• Develops and drives utilization and support for processes for issue identification and sustainable response, proactive tooling, and continuous improvement for production systems. Industry or thought leader on scale, performance, or design patterns. May represent or present team outputs at external events. Communicates product or program priorities, deadlines, and shifts in requirements in the context of engineering priorities and user needs.
• Negotiates and drives trade-offs in timing, design, and specifications to meet the needs of users and cross-functional partners. Leads, mentors, and influences senior engineers. Improves knowledge sharing processes.

Minimum Qualifications

• 15+ years of proven experience in Wireless Core Network architecture, design, and operations, with a consistent track record of leading large-scale deployments and transformation programs.

• Deep expertise in wireless core network architecture, protocols, and call flows across 3G, 4G, and 5G, with strong understanding of evolution paths and interoperability.

• Knowledge of 3GPP standards and protocol stacks, including SS7, SIGTRAN (M2PA, M3UA, SCTP), MAP, SMPP, Diameter, IMS/VoLTE/VoNR, SMSC/MMSC, and interworking functions.

• 10+ years in HPE HLR/HSS system design, architecture, and deployment including end-to-end solution design, high-availability planning, capacity scaling, multi-vendor integration, and migration strategies.

• Strategic problem-solving expertise for sophisticated, multi-layered HLR/HSS, EPC, IMS, and 5G Core environments.

Preferred Qualifications:

• Leadership in large deployments: network modernization, software lifecycle management, subscriber migrations, and performance optimization.

• Experience influencing vendor roadmaps and working with cross-functional teams, including IT, security, cloud, and operations, to align architecture with business goals.

• Strong leadership and mentoring guiding teams of engineers, review designs, and set architectural standards and guidelines.

• Ability to operate in high-pressure environments, balancing operational stability with forward-looking architectural innovation.

• Excellent communication and presentation skills, with ability to articulate complex technical concepts to senior leadership and non-technical stakeholders.

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 ofunused sick timecarried forwardfrom one calendar yearto 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.