• As a Software Engineer you'll be part of Splunk’s core cloud platform and responsible for designing and developing Kubernetes operators that manage our Splunk upgrades, configuration changes, security changes, and right-sizing
• You will be immersed in both microservices and core platforms as well as have exposure to the full portfolio of technology areas
• Designing and developing algorithms/code for Splunk Enterprise roadmap for Cloud
• Collaborating in a CI / CD development model for cloud native deployments
• Creating high quality distributed design and code and maintain it in cloud
• Analyze and improve performance, scalability and reliability
• Brainstorm and influence technical decision making for features and architecture turns
• Coordinate and collaborate on project timelines and continuously reviews, updates, and communicates project specifications to team members and stakeholders

For quota-based sales roles on Company’s sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined

• Bachelors degree + 5 years of related experience, or Masters + 3 years of related experience, or PhD + 0 years of related experience
• Foundation in data structures, algorithms and software design for cloud scale
• Familiarity with agile development models for cloud native architectures (Microservices, automated CICD, RESTful API’s SOA, etc) at cloud scale

Familiarity with data engineering standard processes to prepare data for AI/ML workloads

Prior experience working with Kubernetes, Docker, Microservices Architecture, AWS/GCP, and Golang

• The starting salary range posted for this position is $126,500.00 to $182,000.00 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 Company’s plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Company matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance

• Please see the Company careers site to discover more benefits and perks
• Employees may be eligible to receive grants of Company restricted stock units, which vest following continued employment with Company for defined periods of time
• U.S. employees are eligible for paid time away as described below, subject to Company’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 Company
• 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 Company’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
• For non-sales roles, employees are also eligible to earn annual bonuses subject to Company’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 Company plan

For quota-based incentive pay, Company 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, Company may pay 0% up to 125% of target

Company sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid