Finance Analyst

Application window closes on 10/12/2026 or earlier if the position is filled. This is a hybrid role requiring two days per week at Cisco’s RTP office; alternate locations may be considered on an exception basis.

About the Team

Our team is seeking a Senior Finance Analyst to provide OPEX support to the Routing Software Engineering Organization. This role offers the opportunity to support forecasting and reporting for the business, as well as influence strategic investment decisions. Success in this role requires solid organizational, financial modeling, communication, influencing, and business partnering skills.

Responsibilities

• Support Engineering leadership in prioritization, decision-making, portfolio planning, annual budgeting, and quarterly commit processes.
• Manage month-end and quarterly close activities, forecasting, reporting, variance analysis, and compliance.
• Provide Finance support to a VP in Engineering and manage a budget of ~$48M per quarter.
• Drive forecast accuracy to ensure teams spend to the commit target.
• Model headcount costs and discretionary spend to identify opportunities to pull back or accelerate spend based on prioritization.
• Proactively provide updates on actual spend and bottoms-up forecasts through monthly presentations to the VP in Engineering.
• Partner closely with the Finance team and Engineering Operations lead to establish best practices across the organization.

Requirements

• Bachelor's degree in Finance or a Business-related field with 3+ years of relevant experience.
• Intermediate Excel skills.
• Proficiency with finance tools such as Essbase, Business Objects, FinABC, Budget Tool, and SI (Systems Integrator).
• Excellent interpersonal, organizational, and communication skills.

Preferred Qualifications

• Previous OpEx or COGS experience.
• Experience in the Business Entity (BE) organization.
• Ability to drive process improvements and automation.
• Experience with PowerBI, Tableau, or other finance tools for building dashboards.

Why Cisco?

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era. We innovate fearlessly to create solutions that power collaboration across physical and digital worlds, providing customers with security, visibility, and insights. Our global team collaborates with empathy to make a meaningful impact. As part of Cisco, you’ll have opportunities to grow, experiment, and drive big solutions.

Pay

The starting salary range for this position is $99,600 to $130,600 for U.S. and Canada locations, not including incentive compensation, equity, or benefits. Individual pay is determined by hiring location, market conditions, skills, experience, qualifications, education, certifications, and training. Specific state ranges include:

• New York City Metro Area: $120,000 - $181,000
• Non-Metro New York State & Washington State: $106,700 - $160,900

For quota-based sales roles, the ranges include base pay and sales target incentive compensation combined.

Benefits

• Medical, dental, and vision insurance.
• 401(k) plan with Cisco matching contribution.
• Paid parental leave, short- and long-term disability coverage, and basic life insurance.
• Restricted stock units (RSUs) for eligible employees, vesting over time.
• Paid time off, including:
  • 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees.
  • 1 paid day off for employee’s birthday, year-end holiday shutdown, and 4 paid days off for personal wellness.
  • Non-exempt employees: 16 days of paid vacation per full calendar year, accrued at 4.92 hours per pay period.
  • Exempt employees: Flexible vacation time off with no defined limit (subject to business needs).
  • 80 hours of sick time off provided on hire and each January 1st, with up to 80 hours carried forward.
  • Additional paid time off for critical or emergency family issues.
  • 10 paid days per full calendar year for volunteering.
• Annual bonuses for non-sales roles, subject to Cisco’s policies.
• For sales roles: Performance-based incentive pay split between quota and non-quota components, with no minimum threshold for payout.