Hack to Secure: Cisco Security Hackathon

1 week ago


Bengaluru, Karnataka, India Cisco Systems Full time

Hack to Secure 2023- Building a secure future for all
Do you want to know complex problems Cisco Security is solving?

  • Cisco "Hack to Secure" Coding Challenge 2023 provides you with an exciting opportunity for you to be part of of the innovation journey at Cisco.
Cisco Hack to Secure is an online contest powered by HackerRank coding platform. Participants will be challenged to solve three coding problems of varying complexities within 90 minutes. You can join the challenge by on any one of the three days and complete the 90- mins challenge.

Event Date

  • 24th to 26th March 2023

How to Apply
There are exciting prizes to win

Skills

  • Cloud Security, Network Security, AWS, Linux, Terraform, Penetration Testing, Java, Python, GO, Vulnerability Assessment, DevOps, CI/CD, SRE, API, IaC, Network Reliability, Virtualization, Kubernetes
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, plus a day off for their birthday.

Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO.

We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.


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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%.

Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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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