Competitive Intelligence Leader

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  • Location:
    London, United Kingdom
  • Alternate Location
    EMEA, US
  • Area of Interest
    Business Strategy and Operations
  • Compensation Range
    153700 USD - 266900 USD
  • Job Type
    Professional
  • Technology Interest
    Cloud & AI (DCN & Compute), Network (incl: IIoT, SD-WAN, & ThousandEyes), Security and Observability, Wireless, Mobility
  • Job Id
    1443655
New

Manager, RTM and Channels Competitive Enablement

 

The Team

The Competitive Intelligence team informs on Cisco strategic GTM and driving strategy across Routing, Switching, Wireless, Optics, Security, CAI, OT, Core Software and Solutions.  Our customer is Sales and Partner Sales.  Our stakeholders include Networking and Compute AI, Security, Collaboration and I&MI Architecture teams, as well as, WW Channels, Services, Systems Engineering, Marketing, Sales Enablement, Strategic Product Marketing, and Distribution Teams.  

Our accountabilities include:

 

·      Drive channel strategy by partnering with worldwide and regional partner orgs, worldwide and regional distribution orgs, and managed service provider org.

·      Drive field and channel investment and pricing decisions for standard and non-standard programs.

·      Create new competitive product offers to drive growth.

·      Create localized offers for country or segment specific initiatives.

·      Drive competitive testing, enablement, and strategy to arm the sales, systems engineering, and partners with the right information at the right time to win.

·      Provide feedback to platform product management groups on market trends and competitive threats.

·      Drive QBR content from GTM perspective.

·      Partner with Product and Solutions Marketing team to map GTM initiatives directly to marketing plan.

·      Lead development of new business models that cut across multiple product groups.

To achieve the above objectives Channel Partners are a key part of GTM success for the BE including offers, programs, early field trials (EFT), Alpha and Beta Product Controlled Introduction and global segment readiness.   The BE Partner Leader accomplishes this by understanding global markets by Enterprise, Commercial, and Small Business segments, value chain assessments, and competitive intelligence.


Key Responsibilities Include: 

·     Product Positioning by GEO, Segment, RTM

·     Portfolio Rationalization based upon how Partners/Customer sell/purchase EISG products

·     SME for Cisco Channels Tier One, Tier 2, Dist’y as requested by GPO

·     Partner Readiness Content Creation – partner with Marketing to ensure content is field ready and not we are the partner enablement team

·     Forecast EN Partner Capacity for EN portfolio

·     Identify EFT opportunities for Tier One, Two and Disty Partners

·     Regular Partner visits accompanied by Channels, Account Team Members

·     Value Chain Assessments of Partners, Coopetitors, Emerging Competitors

·     Collaborate daily (if not hourly) with GPO for strategic alignment, ideation

·      Offer/Promotion Creation



Demonstrated Competencies Required:

§  Business Acumen

§  Relationship Management

§  Conflict Management

§  Stakeholder Management

§  Collaboration

§  Results and Action Orientation

§  Entrepreneurial

§  Developmental People Leadership

§  Executive Presence

§  Communications, Written, Public Speaking

Experience Required:

§  5 years business, channels, engineering

§  2-5 Years Cisco Sales or Channels Management Experience

§  2-5 Years Accounting or  FP&A

§  Understanding of Cisco Routes to Market

§  Bilingual+, Preferred

§  B. S. or B. A or Military Equivalent

§  MBA or Masters, Preferred

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.

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