Product Manager, High-Speed Pluggable Optics

Application window expected to close on 08/20/2026; posting may be removed earlier if the position is filled or sufficient applications are received.

About the Team

Transceiver Module Group (TMGBU) builds the future of connectivity for Cisco switches, routers, and servers. The Product Management Team in TMGBU specifies and manages Cisco’s pluggable optics portfolio, covering a broad range of optical technologies and applications, including AI.

Responsibilities

• Own every aspect of optical transceivers throughout the product lifecycle—from market exploration, requirements definition, and development to go-to-market, product transition, and end-of-sale phases.
• Drive adoption and set commercial aspects of high-speed optics used in AI applications, including growth, pricing, promotions, and marketing collateral.
• Track optics opportunities and develop joint initiatives with host platforms (Cisco switches, routers, servers) to position Cisco high-speed optics with customers.
• Develop product roadmaps and engage cross-functional teams (Engineering, Manufacturing Operations, Procurement, Supply, etc.) to productize them.
• Manage new product introductions, transitions, forecast, and P&L.
• Build partnerships with host-platform counterparts, sales specialists, and account teams to socialize and promote the portfolio.
• Participate in training webinars, blogs, whitepapers, and trade shows to articulate value propositions and competitive advantages.

Requirements

• Bachelor’s degree + 8 years of related experience, or Master’s + 6 years, or PhD + 3 years in Business or Engineering.
• Experience managing multiple issues and initiatives simultaneously.
• Experience with pluggable optics and critical components such as DSPs, lasers, laser drivers, and TIAs.

Preferred Qualifications

• Experience engaging with Webscale and Neocloud companies.
• Product Management experience managing optics and/or platforms (switches, routers, servers).
• Ability to work independently and break complex problems into solvable pieces.
• Strong communication skills to engage stakeholders and articulate complex issues clearly.

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 unparalleled security, visibility, and insights. With a global network of experts, we experiment and create meaningful solutions, making a worldwide impact.

Pay

Starting salary range for this position is $171,600 to $245,000 (U.S. and Canada), not including incentive compensation, equity, or benefits. Individual pay is determined by hiring location, market conditions, job-related skills, experience, qualifications, education, certifications, and training.

Full salary ranges by location:

• New York City Metro Area: $154,900 – $259,100
• Non-Metro New York State & Washington State: $136,500 – $228,300

For quota-based sales roles, 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) that vest over time with continued employment.
• Paid time off:
  • 10 paid holidays per year + 1 floating holiday (non-exempt employees).
  • 1 paid birthday day off.
  • Paid year-end holiday shutdown.
  • 4 paid wellness days.
  • Non-exempt employees: 16 days of paid vacation per year (accrued at 4.92 hours per pay period).
  • Exempt employees: Flexible vacation with no defined limit (subject to business needs).
  • 80 hours of sick time on hire and each January 1st, with up to 80 hours carried forward annually.
  • Additional paid time for critical or emergency family issues.
  • Optional 10 paid volunteer days per year.
• Annual bonuses for non-sales roles (subject to Cisco’s policies).
• Sales roles: Performance-based incentive pay split between quota and non-quota components.
  • Quota-based incentive:
    • 0.75% of target for each 1% of revenue attainment up to 50% of quota.
    • 1.5% of target for each 1% between 50% and 75%.
    • 1% of target for each 1% between 75% and 100%.
    • At or above 1% for each 1% beyond 100% (no cap).
  • Non-quota-based: 0% to 125% of target for strategic sales objectives.

Employees in Illinois will participate in a unique time-off program to meet local requirements.