Software Program Manager

lwtsquad

San Jose (CA)

On-site

USD 159,800 - 202,300

Full time

14 days+

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Benefits offered by this job

Medical, dental and vision insurance

401(k) plan with matching contribution

Paid holidays and leave

Paid volunteer time

Job summary

A leading technology company in San Jose, CA is seeking a Software Product Lifecycle Manager to oversee project metrics and collaborate across various business units. This role requires 8+ years of experience in a cross-functional environment and a solid understanding of software monetization and licensing. The chosen candidate will also be responsible for product launch to EOL processes, ensuring improvements in cost and quality throughout the product lifecycle.

Qualifications

8+ years of demonstrated ability in cross functional BU/Operations environment.
Licensing experience a must, preferably in-house or outside.
Strong Excel and PowerPoint skills desired.

Responsibilities

Accountable for Software Product Lifecycle Management project metrics.
Communicate moderately-complex concepts to advise on project activities.
Handles integration of small to medium projects focused on cost and quality.

Skills

Cross functional BU/Operations experience

Software license management knowledge

Smart Licensing

Tableau

SQL

Excel

PowerPoint

Education

Bachelor's degree in engineering, MS or MBA

Job description

The application window is expected to close on: 10/30/2025

Meet the Team

You will work across the company’s product management, IT, engineering, services and support organizations to evolve our approach to delivering licensing solutions. You will be working with a team of Program Managers and Specialists that provide licensing solutions to Enterprise Routing and Switching, Mobility, Security, Video, Data Center, Cloud and Virtualization business units. The Software Product Lifecycle Management role concentrates on digital products; software delivered on-prem, bundled, as a service (aaS) and via the cloud. Partners with the Software Product Management and Engineering teams to bring digital products to market. This is a highly collaborative role spanning across all operational functions.

Your Impact

The person who fills this role will represent Operations in bringing all the relevant guides, services and tools together to realize and maintain the customer experience. You will be responsible to translate the businesses' software monetization strategy into a unified model and drive the creation of that model, to enable offer and software purchasing and consumption. Through cross functional leadership, you will handle the data and inspire changes to these products throughout the lifecycle including but not limited to: monetization, provisioning, licensing, delivery, mediation, third party components, compliance and hosting. Partners with the software businesses to identify areas for improvement and optimization of processes, cost, quality and delivery. The SWPM has an understanding of the software industry, SaaS and Cloud delivery. Acts as a consultant bringing a knowledge of order management and software as consumption and monetization. The SWPM maintains an understanding of both their businesses’ digital product roadmap and Cisco’s internal operational tools; including processes and requirements to continuously align requirements with internal systems.

Accountable for Software Product Lifecycle Management project and program metrics, resource utilization, final deliverables, implementation and, change management processes
Communicate moderately-complex concepts; interacts with others, including project partners, to advise and direct action against project activities and process improvement initiatives
Handles integration and alignment of small to medium projects, programs, or initiatives focused on cost, quality, and product line performance
Performs Software Product Lifecycle Management activities from product launch to EOL, requiring strong foundational knowledge and proven experience
Responsible for sustaining partner concerns, such as line-stop resolution, CAP accounts, and AVL management
Supports strategy development and action planning related to Value Engineering, risk management, compliance, product field performance, and EOL.

Required Qualifications

8+ years of demonstrated ability in cross functional BU/Operations environment.
Familiar with de facto industry standards in software license management - like Flexera, Sentinel.
Knowledge of Smart Licensing, Tableau, SQL, Excel, PowerPoint.

Preferred Qualifications

Bachelor's degree in engineering, MS or MBA preferred.
Licensing experience a must, preferably in-house or outside.
Strong Excel and Power Point skills desired.

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. Simply put – we power the future.

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.

Message to applicants applying to work in the U.S. and/or Canada: When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. 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 up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

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