[People with Disability Hiring / 장애인 채용] General Admin Support

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  • Location:
    Seoul, Republic Of Korea
  • Area of Interest
    Administrative and Business Support
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1383583
Please note this posting is to advertise potential job opportunities. This exact role may not be open today, but could open in the near future. When you apply, a Cisco representative may contact you directly if a relevant position opens.

해당 포지션은 현재 적극적인 채용을 진행하고 있지 않지만 시스코와 함께 하기 위해 이력서를 미리 등록하여 주세요! 추후 좋은 기회가 있거나, 포지션 채용이 시작된다면, 가장 먼저 이력서 검토 후 채용 절차를 안내드리도록 하겠습니다.


**This role is exclusively for people who have or are in the process of applying for a government-issued disability certificate.
해당 직무는 정부에서 발급한 장애인 증명서를 소지하고 있거나 신청할 자격이 있는 분들만 지원 가능합니다 (최종 합격 시 장애인 증명서 제출 필요).




We are looking to hire people with disability to assist with Cisco's general admin / support roles. Below is a generic job description for the types of roles we are looking for and the role can be altered based on the finalist we hire.


What You'll Do
  • Good communication with leaders and employees at Cisco
  • Arrangement of various documents
  • Data input work
  • Administrative work related to personnel management


Who You'll Work With
Different personnel within Cisco Korea.


Who You Are

Minimum Qualifications
  • Must fulfill the disability requirement
  • Know how to use a laptop
  • Korean communication
Desired Qualifications
  • English communication



[담당업무]
  • 고문발행 업무
  • 회의 일정 조율 및 준비
  • 비용 처리
  • 엑셀 데이터 정리
  • 기타 법인 서류 정리

[자격요건]
  • 장애여부 : 장애인고용촉진 및 직업재활법 제2조에 따른 장애인
  • 컴퓨터를 사용할 줄 아는 분
  • 학력 무관
  • 협동적이며 적극적인 업무 태도
  • 영어 활용 가능하신 분 우대
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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