Account Executive - AI & Data Center (Service Provider)
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Location:Minato, Japan
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Area of InterestSales - Product
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Job TypeProfessional
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Technology InterestAI or Artificial Intelligence, Cloud and Data Center
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Job Id1441038
【募集概要】
サービスプロバイダー部門のお客様(電気通信事業者)を担当する Acccount Sales を募集します。
AIやデータセンターソリューションを中心に、シスコが持つ幅広い製品・サービスを活用することで、お客様の課題解決およびビジネス拡大に貢献するためのプリセールス活動を行います。
SE部門と協力しながら、サービス部門・技術サポート部門・本社開発部門との協業を推進し、客様にとって最適な提案や様々な問題解決を実施します。
【業務内容】
当社のアカウントチームで、AIやデータセンターソリューションの営業活動を実施します。
サービスプロバイダーのお客様を対象に、お客様のニーズに合わせたソリューションを提供し、ビジネスの変革を支援します。AI技術に対する理解と、お客様の変革をサポートするためのユースケースを定義する能力を発揮し、お客様のビジネス課題の解決、新サービス開発の支援、パートナーシップの強化を推進することが、本ポジションの業務となります。具体的な業務としては下記の通りとなります。
- アカウントマネージャとしてサービスプロバイダー様へのハイタッチセールスを担当
- 戦略的にアカウントプランの立案および実行
- お客様の課題や技術要件のヒアリング、整理、提案活動のリード
- お客様やパートナー様からの見積もり対応や技術的な問い合わせ対応のリード
- 商談に対して米国本社や国内他部門との連携
- 商談パイプラインの管理や報告
【必須となる経験とスキル】
- ハイタッチ・アカウントマネージャ（営業）としての3年以上の経験
- ネットワーキング、コンピューティング/AIアクセラレータなどを含む、クラウドおよびデータセンターインフラストラクチャに関する基礎知識
- 日本語での高いコミュニケーション能力がある方
- ビジネスレベルの英語によるコミュニケーションができる方
- 戦略的な営業手法を取りながら動ける方
- お客様、パートナー、およびシスコ全体にとって有益なソリューションを作成するための交渉スキル
- お客様のためにプロアクティブな活動ができる方
- 自分よりもチームメンバーに協力してチームワークを重んじる方
- 大規模なクロスファンクショナルな部門と協力連携しながらビジネスを進めたことがある方
【望ましい経験とスキル】
- サービスプロバイダーのお客様担当としてのプリセールスの経験
- ビジネスやコンピュータサイエンスの学士号、または同等の経験
- 新しい技術を用いたビジネス拡大の実績
- リーダーシップスキルの経験
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.
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.
