Director Solutions Engineering - UKI

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  • Location:
    London, United Kingdom
  • Alternate Location
    Alternate locations - UK
  • Area of Interest
    Engineer - Pre Sales and Product Management
  • Job Type
    Professional
  • Technology Interest
    Portfolio
  • Job Id
    1436185

Meet the Team


Our team is searching for a Solutions Engineering Director who will be the focal point for the SE community and be a key part of the UKI Senior Leadership Team. The UKI team has recently witnessed YOY growth as Cisco continues to strengthen its market position. The Solutions Engineer Director will be supported by outstanding talent who continue to drive Cisco's success within the region. With a combined team of Managers and Engineers across Enterprise, Public Sector and Commercial it will be your responsibility to lead from the front and set the Go to Market Strategy for the region.


Your Impact

The Solutions Engineering Director will be responsible for setting the technical vision and strategy for the team, identifying expertise to grow the team, and facilitating critical partnerships between the customer and internal organisations. This is an ideal position for someone who has a high EQ with a consistent track record of leading and scaling high-performance solutions engineering teams in a fast-paced sales and technology company.


Minimum Qualifications

  • 10+ years within a sale’s technical leadership role. Able to demonstrate technical vision and strategy for customer CTO level priorities.
  • Proven Team leadership experience: Define and drive specific cultures to attract, retain and develop the best solution engineering talent in the industry: coaching, mentoring, career development, and career pathing within and outside the direct team.
  • Act as “CTO,” partner with the Sales Leadership and Account teams with the ability to clearly articulate the current state, needs, and challenges at the level of technical decision-making at our Customers and Partners.
  • Demonstrate the ability to clearly articulate issues, challenges, and gaps technically and from a business perspective.
  • In-depth understanding and experience in leading all aspects of sales pre-sales solution engineering processes—detailed understanding of organisational structures, management practices, staff development, and retention.

#WeAreCisco

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!

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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