Remote Trauma Program Manager Jobs in Austin, TX

The application window is expected to close on: 07/03/2026

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

Applications will be reviewed the weekly of July 6th.

Location: Remote, US

Meet the Team

Cisco's Selection & Assessment Center of Excellence sits at the intersection of science and hiring strategy. We're responsible for designing and delivering the strategy that drives how Cisco identifies, evaluates, and selects talent, and we take that seriously. Every assessment tool, interview framework, and selection system we build has downstream effects on who gets hired and how well they perform, which means our work directly shapes the quality and composition of the workforce.

We're a small, high-ownership team embedded within the broader Talent Acquisition function. We operate at a global scale, which means our decisions have to hold up across regions, legal frameworks, and business contexts simultaneously. The team leans toward rigor without being rigid, and we move fast without cutting corners on the science. If you want to do work that's both technically sound and organizationally meaningful, this is the right seat.

What makes this team interesting right now is that we're actively rethinking what modern assessment looks like. AI is changing what's possible in selection and structured interviewing, and we're building toward that future rather than watching it happen.

Your Impact

This role is critical in the design and execution of selection systems that support talent decisions across the organization. You'll be deep in the work, translating an established assessment strategy into tools, programs, and processes that actually get used.

You'll have real scope here. The work touches hiring teams, vendors, legal and compliance partners, and candidates. You'll be the person in the room who understands the science well enough to advocate for it and communicate it clearly to people who aren't I/O practitioners.

Responsibilities:

• Conduct job analyses to identify the competencies and requirements that matter for role success, and use that foundation to build selection systems that actually work

• End-to-end program management support across the full assessment lifecycle from intake through implementation and success measurement, partnering closely with hiring teams at each stage to ensure tools are adopted, used correctly, and delivering results

• Consult with hiring teams to develop role-specific assessments, drawing on vendor content and your own subject matter expertise

• Run validity, adverse impact, and fairness studies to keep our programs legally defensible and equitable

• Build scalable solutions for our structured interview and assessment programs, with an emphasis on using AI and automation to do more without compromising quality

Minimum Qualifications

• Master's degree in Industrial-Organizational Psychology or a closely related field

• 6+ years of applied experience in talent assessment, selection, or a related I/O psychology function

• Demonstrated experience conducting job analyses and building or validating assessment tools in an organizational setting

• Working knowledge of employment testing regulations and fairness standards (EEOC, UGESP, or regional equivalents)

• Hands-on experience building AI agents or using AI tools to augment applied work

Preferred Qualifications

• Experience managing assessment programs end-to-end in a complex, matrixed organization, including stakeholder alignment and change management

• Familiarity with HackerRank for technical assessment or Phenom for talent acquisition workflows

• Experience conducting adverse impact analyses and validity studies in applied settings

• Track record of scaling structured interview programs across large or distributed hiring organizations

• Ability to translate psychometric findings into clear recommendations for non-technical stakeholders

This role can be performed from any location within the United States.

Why Cisco?

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.

Message to applicants applying to work in the U.S. and/or Canada:The starting salary range posted for this position is $109,300.00 to $145,200.00 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 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:

$132,300.00 - $200,100.00

Non-Metro New York state & Washington state:

$117,300.00 - $219,300.00

* 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.