Regional Sales Leader for FED Defense Industrial Base
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Location:Fulton, Maryland, US
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Alternate LocationDC, Virginia
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Area of InterestSales - Product
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Compensation Range318700 USD - 438500 USD
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Job TypeProfessional
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Technology InterestPortfolio
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Job Id1435092
The application window is expected to close on: 02/01.
MEET THE TEAM
One Winning Team Engagement - Effectively facilitating joint initiatives with cross-functional teams and strategically engaging cross-functional resources (e.g. Services, Architectures, Customer Experience Delivery, Capita,l and Partners) to achieve business outcomes for the customer and your team’s goals.
YOUR IMPACT
You are strong in executive-level communication, building customer and partner relationships, and territory planning and segmentation. You have senior-level mentoring skills and have the goal of transforming the Cisco value proposition to our customers while focusing on business outcomes rather than simply product sales. You have a deep understanding of IT market transitions, including cloud and IoT.
- Motivate and develop the Account Managers. Engaging internal supporting teams and external partner teams as one team
- Develop and execute strategy and tactics that improve Cisco's opportunities in the defense market
- You will be responsible for an annual booking/revenue quota with significant growth in subsequent years with sales planning and accurate forecasting
- You will focus on your people with talent development
MINIMUM QUALIFICATIONS
- 10+ years of Sales Experience in account and channel; And at least 5 years of Sales manager experience is preferred
- Bachelor's Degree or equivalent work experience
- Understanding of the US Defense Industrial Base customers
- Ability to make critical resource decisions that apply both corporate and account team resources to new opportunities
- Specific examples of winning large, strategic projects with solution-selling
PREFERRED QUALIFICATIONS
- Creative thinking and systematic execution to lead the team
- You possess strategic business logic and can succeed as a leader and mentor in a demanding and rewarding sales environment
#WeAreCisco (This is the Standard and cannot be changed)
#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, and 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!
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.
