Engineering Manager- Cloud Operations- Fedramp
for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)
- Use - for lists
- Use
for prose
- Don't repeat job title as heading
- Don't put Job ID/requisition numbers as headings
- Preserve ALL substantive information
- Remove boilerplate (cookie/navigation/legal/EEO/scam-warning)
- Include section ONLY when real specific content exists
- Never emit heading followed by filler/placeholder text
- Never create Pay/Schedule/Benefits sections unless posting actually states them
- Output ONLY HTML fragment
Let me structure this:
1. "Meet the Team" + "What's exciting about this team" - this could be "About the team" or "About the role". Since it describes the team and the opportunity, I'll use "About the team" as h3.
2. "Your Impact" - this is clearly responsibilities. Use "Responsibilities" as h3.
3. "Minimum Qualifications" - use "Requirements" as h3.
4. "Preferred Qualifications" - use "Qualifications" as h3 (or "Preferred qualifications"). The rules mention "Qualifications" as a heading option.
5. "Why Cisco?" - this contains benefits, pay, schedule info. I need to split this into appropriate sections: Benefits, Pay, Schedule.
The pay section has specific salary ranges and details. The benefits section lists medical, dental, vision, 401k, parental leave, etc. The schedule section lists holidays, vacation, sick time, etc.
Also there's a note at the top: "The application window is expected to close on: 12/30/2026 This position will perform work that the U.S. government has specified can only be performed by a U.S. citizen on U.S. soil." This is metadata - should fold into a short
or drop. Since it's important (citizenship requirement), I'll include as a
at the beginning.
Now, let me write the HTML.
I'll start with a
for the citizenship requirement and application window.
Then sections:
About the team
...team description...
Responsibilities
- ...each bullet from "Your Impact"...
Requirements
- ...minimum qualifications...
Qualifications
- ...preferred qualifications...
Pay
...salary ranges...
- ...specific state ranges...
Benefits
- ...benefits list...
Schedule
- ...time off details...
Need to ensure I don't include boilerplate like "Message to applicants..." but that's part of pay/benefits info.
Also note: "For non-sales roles, employees are also eligible to earn annual bonuses..." and sales plan details. Since this is a non-sales role (Manager of Cloud Operations Engineering), I should include the bonus info but maybe not the sales plan details? The posting includes both. I'll include the non-sales bonus mention and perhaps summarize the sales plan as it's part of the compensation transparency.
But the rule: "Preserve ALL substantive information". So I should include it.
Let me parse the content carefully.
First, the opening metadata:
"The application window is expected to close on: 12/30/2026 This position will perform work that the U.S. government has specified can only be performed by a U.S. citizen on U.S. soil."
I'll put this in a .
Meet the Team:
"The Webex Contact Center FedRAMP team builds and operates secure, reliable cloud services for U.S. government customers. We partner closely with application engineering, security, compliance, and infrastructure teams to support the Webex for Government environment and deliver services that meet strict availability and control requirements. The team is made up of cloud operations, platform, and security-minded engineers who thrive in a highly regulated, high-visibility environment. What’s exciting about this team is the opportunity to improve reliability and automation at scale while helping power mission-critical services for government users."
This is prose, so
tags.
Your Impact:
"As a Manager of Cloud Operations Engineering, you will lead a team of Cloud Engineers, DevOps, Infrastructure Operations Engineers and Systems Administrators, helping them grow while building a culture focused on reliability and continuous improvement. You'll support your team through day-to-day challenges, mentor them in infrastructure technologies and best practices, and help them develop their careers. You'll oversee the operations and maintenance of cloud-based, hybrid, and data centre infrastructure, working with your team to troubleshoot issues, optimize performance, and keep systems running smoothly. You'll collaborate across the organization with platform, security, and application teams to solve complex infrastructure problems and align on priorities. On the engineering side, you'll champion automation and infrastructure-as-code practices to reduce manual operational work, help streamline deployment and operational workflows, and support your team in adopting modern DevOps and cloud operations best practices. You'll also help establish clear communication during incidents and work with stakeholders to keep everyone informed on system status and technical updates."
This is a list of responsibilities. I'll break into bullet points.
Minimum Qualifications:
- Bachelor's degree in Computer Science, Information Technology, Engineering, or related field plus 8 years of relevant experience in cloud operations or DevOps engineering, with 3+ years in a team lead or supervisory role, OR Master's degree plus 6 years of experience with 2+ year in a leadership capacity
- 2+ years of experience leading/supervising technical teams (e.g., cloud operations, DevOps, SRE, infrastructure operations) including mentoring and performance management.
- Experience operating production cloud/hybrid environments and leading incident response, root-cause analysis, and corrective actions in a 24x7 setting.
- Experience with automation and infrastructure-as-code for infrastructure deployments and operational workflows (e.g., Terraform or comparable tooling).
- Experience working with security/compliance to support FedRAMP and/or NIST 800-53 and/or SOC 2-aligned environments.
Preferred Qualifications:
- Experience directly leading multidisciplinary cloud teams (e.g., cloud infrastructure, DevOps, platform, or SRE specialists), including mentoring and performance management.
- Experience operating AWS infrastructure including Kubernetes, CI/CD pipelines, and infrastructure-as-code solutions.
- Hands-on automation tooling experience with Terraform, Jenkins, Git, Python, shell scripting, or comparable technologies.
- Knowledge of FedRAMP continuous monitoring and related security/compliance practices, including vulnerability remediation, audit evidence, incident reporting, and maintaining an authorized system boundary.
- Experience owning operational readiness and high-severity processes, including on-call rotation management (e.g., PagerDuty), and defining runbooks/monitoring/support models/onboarding standards.
Why Cisco? - This is company boilerplate but also contains specific benefits, pay, schedule. The first paragraph is generic Cisco marketing. Then "Message to applicants applying to work in the U.S. and/or Canada:" starts the specific compensation and benefits.
I'll include the specific compensation and benefits, but maybe skip the generic "At Cisco, we're revolutionizing..." paragraph? The rule says remove boilerplate. That paragraph is generic company marketing. However, it's part of the posting. But "Why Cisco?" is a section heading in the posting. The rules say "include a section ONLY when the posting has real, specific content for it". The generic marketing is not specific to the role. The specific content is the pay, benefits, schedule. So I'll create Pay, Benefits, Schedule sections from that content, and maybe not include a "Why Cisco?" heading.
The pay section: "The starting salary range posted for this position is $166,300.00 to $238,300.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits. 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."
Then specific state ranges:
"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"
Then bonus info:
"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 $186,900.00 - $307,800.00 Non-Metro New York State & Washington State $166,300.00 - $2
for prose - Don't repeat job title as heading - Don't put Job ID/requisition numbers as headings - Preserve ALL substantive information - Remove boilerplate (cookie/navigation/legal/EEO/scam-warning) - Include section ONLY when real specific content exists - Never emit heading followed by filler/placeholder text - Never create Pay/Schedule/Benefits sections unless posting actually states them - Output ONLY HTML fragment Let me structure this: 1. "Meet the Team" + "What's exciting about this team" - this could be "About the team" or "About the role". Since it describes the team and the opportunity, I'll use "About the team" as h3. 2. "Your Impact" - this is clearly responsibilities. Use "Responsibilities" as h3. 3. "Minimum Qualifications" - use "Requirements" as h3. 4. "Preferred Qualifications" - use "Qualifications" as h3 (or "Preferred qualifications"). The rules mention "Qualifications" as a heading option. 5. "Why Cisco?" - this contains benefits, pay, schedule info. I need to split this into appropriate sections: Benefits, Pay, Schedule. The pay section has specific salary ranges and details. The benefits section lists medical, dental, vision, 401k, parental leave, etc. The schedule section lists holidays, vacation, sick time, etc. Also there's a note at the top: "The application window is expected to close on: 12/30/2026 This position will perform work that the U.S. government has specified can only be performed by a U.S. citizen on U.S. soil." This is metadata - should fold into a short
or drop. Since it's important (citizenship requirement), I'll include as a
at the beginning. Now, let me write the HTML. I'll start with a
for the citizenship requirement and application window. Then sections:
About the team
...team description...
Responsibilities
- ...each bullet from "Your Impact"...
Requirements
- ...minimum qualifications...
Qualifications
- ...preferred qualifications...
Pay
...salary ranges...
- ...specific state ranges...
Benefits
- ...benefits list...
Schedule
- ...time off details...
. Meet the Team: "The Webex Contact Center FedRAMP team builds and operates secure, reliable cloud services for U.S. government customers. We partner closely with application engineering, security, compliance, and infrastructure teams to support the Webex for Government environment and deliver services that meet strict availability and control requirements. The team is made up of cloud operations, platform, and security-minded engineers who thrive in a highly regulated, high-visibility environment. What’s exciting about this team is the opportunity to improve reliability and automation at scale while helping power mission-critical services for government users." This is prose, so
tags. Your Impact: "As a Manager of Cloud Operations Engineering, you will lead a team of Cloud Engineers, DevOps, Infrastructure Operations Engineers and Systems Administrators, helping them grow while building a culture focused on reliability and continuous improvement. You'll support your team through day-to-day challenges, mentor them in infrastructure technologies and best practices, and help them develop their careers. You'll oversee the operations and maintenance of cloud-based, hybrid, and data centre infrastructure, working with your team to troubleshoot issues, optimize performance, and keep systems running smoothly. You'll collaborate across the organization with platform, security, and application teams to solve complex infrastructure problems and align on priorities. On the engineering side, you'll champion automation and infrastructure-as-code practices to reduce manual operational work, help streamline deployment and operational workflows, and support your team in adopting modern DevOps and cloud operations best practices. You'll also help establish clear communication during incidents and work with stakeholders to keep everyone informed on system status and technical updates." This is a list of responsibilities. I'll break into bullet points. Minimum Qualifications: - Bachelor's degree in Computer Science, Information Technology, Engineering, or related field plus 8 years of relevant experience in cloud operations or DevOps engineering, with 3+ years in a team lead or supervisory role, OR Master's degree plus 6 years of experience with 2+ year in a leadership capacity - 2+ years of experience leading/supervising technical teams (e.g., cloud operations, DevOps, SRE, infrastructure operations) including mentoring and performance management. - Experience operating production cloud/hybrid environments and leading incident response, root-cause analysis, and corrective actions in a 24x7 setting. - Experience with automation and infrastructure-as-code for infrastructure deployments and operational workflows (e.g., Terraform or comparable tooling). - Experience working with security/compliance to support FedRAMP and/or NIST 800-53 and/or SOC 2-aligned environments. Preferred Qualifications: - Experience directly leading multidisciplinary cloud teams (e.g., cloud infrastructure, DevOps, platform, or SRE specialists), including mentoring and performance management. - Experience operating AWS infrastructure including Kubernetes, CI/CD pipelines, and infrastructure-as-code solutions. - Hands-on automation tooling experience with Terraform, Jenkins, Git, Python, shell scripting, or comparable technologies. - Knowledge of FedRAMP continuous monitoring and related security/compliance practices, including vulnerability remediation, audit evidence, incident reporting, and maintaining an authorized system boundary. - Experience owning operational readiness and high-severity processes, including on-call rotation management (e.g., PagerDuty), and defining runbooks/monitoring/support models/onboarding standards. Why Cisco? - This is company boilerplate but also contains specific benefits, pay, schedule. The first paragraph is generic Cisco marketing. Then "Message to applicants applying to work in the U.S. and/or Canada:" starts the specific compensation and benefits. I'll include the specific compensation and benefits, but maybe skip the generic "At Cisco, we're revolutionizing..." paragraph? The rule says remove boilerplate. That paragraph is generic company marketing. However, it's part of the posting. But "Why Cisco?" is a section heading in the posting. The rules say "include a section ONLY when the posting has real, specific content for it". The generic marketing is not specific to the role. The specific content is the pay, benefits, schedule. So I'll create Pay, Benefits, Schedule sections from that content, and maybe not include a "Why Cisco?" heading. The pay section: "The starting salary range posted for this position is $166,300.00 to $238,300.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits. 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." Then specific state ranges: "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" Then bonus info: "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 $186,900.00 - $307,800.00 Non-Metro New York State & Washington State $166,300.00 - $2