Finops Engineer Jobs in Raleigh, NC (NOW HIRING)

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Splunk Cloud FinOps is dedicated to maximizing the business value of our cloud investments by driving financial accountability and optimizing cloud spend across the organization. We sit at the strategic intersection of engineering, finance, and business units, fostering deep collaboration to ensure efficient resource utilization, predictable cloud costs, and data-driven decision-making at scale. Our tight-knit team, comprised of a Scrum Master, an Engineering Team Lead, two Engineers, and two FinOps Practitioners, thrives on a culture of support, partnership, and innovation. We are passionate about building automation-first and API-first solutions to serve our diverse internal customer base, tackling complex challenges across nine-figure cloud spend at massive scale. If you're excited about making a tangible impact on how a leading technology company manages and optimizes its cloud infrastructure, this is the team for you.

Analyze on-demand cloud spend patterns and strategically apply Reservations (RIs), Savings Plans (SPs), and Committed Use Discounts (CUDs) to maximize coverage while minimizing risk of overcommitment or unused capacity. Lead dedicated monthly reviews with Engineering, Product Management, and Finance teams to advance FinOps principles, incorporating FinOps deliverables into roadmaps and helping guide engineers to solve FinOps problems based on risk and business value. Partner closely with Cloud Architecture, Product, and Engineering teams to understand architecture strategy and identify optimization opportunities that materially impact Splunk's operating margins. Create dashboards, metrics, and reporting to enable cost visibility and accountability across the organization, relied on by hundreds of engineers spanning multiple products. Monitor daily cloud spend and investigate anomalies that create variances from forecasts, while continuously identifying, developing, and improving the FinOps metrics used across the business.

• 3 - 5+ years of hands-on AWS cost management expertise required, with additional Azure or GCP knowledge preferred.

• Bachelor's Degree in Finance, Computer Science, Engineering, Business, or a related field.

• Experience FinOps or cloud financial management role at a company with eight to nine figure annual cloud spend.

• Deep knowledge of cloud billing models, including hands-on purchasing and management of Reservations (RIs), Committed Use Discounts (CUDs), and Savings Plans (SPs).

• Advanced data analysis and Excel/Google Sheets proficiency, including pivot tables, complex formulas, and data visualization.

• Experience with programming languages such as Python or GoLang preferred.

• Proven ability to lead cross-functional FinOps initiatives that deliver measurable cost savings.

• Familiarity with cloud infrastructure architecture, software engineering, SRE, or DevOps practices.

• Strong proficiency with cloud cost management tooling platforms such as CloudZero, CloudHealth, or Cloudability.

• Skilled in creating dashboards and reports to support monthly reviews, track key KPIs, and drive cost visibility through actionable metrics.

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.

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.

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 Cisco's plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.

U.S. employees are eligible for paid time away as described below, subject to Cisco'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 Cisco

• 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 Cisco'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 ofunused sick timecarried forwardfrom one calendar yearto 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 Cisco'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 Cisco plan. 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 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

Non-Metro New York state & Washington state:

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

** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.