Director Pricing and Strategy

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  • Location:
    San Jose, California, US
  • Alternate Location
    Bay Area Preferred: San Francisco, Seattle, Los Angeles, San Diego
  • Area of Interest
    Business Strategy and Operations
  • Compensation Range
    184200 USD - 304200 USD
  • Job Type
    Professional
  • Technology Interest
    Security
  • Job Id
    1445187
New

The application window is expected to close on: July 1,2025 

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

Meet the Team

Join Cisco’s Pricing and Strategy team—an essential part of our Product Organization—where innovation meets impact. We develop pricing strategies, drive monetization initiatives, and optimize pricing models to enable Cisco’s platformization strategy, accelerate AI offerings, and unlock cross-sell and upsell potential across our global portfolio.

Your Impact

We are seeking a dynamic Pricing Strategy Leader to own and advance pricing and monetization strategies for Cisco’s cybersecurity portfolio, which spans both hardware and software solutions. In this high-impact role reporting to the Vice President of Pricing and Strategy, you will help shape how Cisco gains value in a constantly evolving market ensuring we lead with both innovation and discipline.

Key responsibilities will include:

  • Develop and execute pricing strategies for Cisco’s cybersecurity products.
  • Collaborate with cross-functional teams (product management, engineering, finance, operations, and sales) to deliver actionable pricing and packaging solutions.
  • Conduct annual pricing reviews, competitive analysis, and market research to optimize monetization models and benchmark industry trends.
  • Analyze customer behavior and price elasticity to refine pricing strategies.
  • Partner with the broader team to build scalable pricing tools and capabilities.

Minimum Qualifications:

  • 7+ years shown experience in pricing strategy, revenue management, or business strategy, ideally within technology, cybersecurity, SaaS, or consulting firms.
  • Deep knowledge of hardware, software, and services pricing models (e.g., subscription, consumption-based, perpetual licensing).
  • Strong proficiency in data analytics, financial modeling, and pricing elasticity methodologies.
  • Shown success in leading cross-functional critical initiatives and influencing senior stakeholders.
  • Experience with pricing and analytical tools

Preferred Qualifications:

  • MBA or equivalent experience in business strategy, finance, or economics
  • Previous experience at a management consulting firm

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. Simply put – we power the future.

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:

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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