Scale Sales Leader (People Leader) - Korea

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  • Location:
    Seoul, Republic Of Korea
  • Area of Interest
    Sales - Product
  • Job Type
    Professional
  • Technology Interest
    *None
  • Job Id
    1434673
New
Meet the Team
Our team is on a journey of transformation that will change the experience for our customers, partners and employees, driving higher relevance and stronger business results for Cisco. Our sales teams use technology to grow revenue and establish relationships with customers and partners, and we are expanding our sales coverage to help accelerate key market segments/products. These sales leadership roles are core to Cisco’s growth and go-to-market strategy and carry a sales goal with a defined list of customers or partners.

As we continue to uphold our standard of excellence in Korea Sales, we are embracing unprecedented innovation as tremendous opportunity for growth. We succeed because we listen to customers and anticipate their needs as the market shifts and technology transitions accelerate. Our customers are versatile, agile and adopt technology fast to compete aggressively and grow their business. We are confident our model in Korea provides you with unlimited opportunities to succeed at Cisco. Our culture is one of support and empowerment.


Your Impact
As a leader, you'll drive the strategy, operating model, and execution of the new GTM. You will have to lead and collaborate across various cross-functional teams to develop and scale RTMs. Your role includes scaling the business, measuring the impact, and understanding customer buying behaviors, market needs, and competitive dynamics.

Key Responsibilities:
  • Lead and collaborate with cross-functional teams, including portfolio architecture, sales specialists, operations, distribution, marketing, etc. to develop and grow RTMs.
  • Align with Cisco's global transformation strategy for the commercial segment.
  • Understand customer and partner needs, market opportunities, and competitive conditions.
  • Engage with customers and channels to adapt business strategies.
  • Identify and develop specific routes to market.
  • Scale business constructs by RTM with the resources available.
  • Conduct regular business reviews to ensure GTM strategic execution and provide recommendations for improvement.
  • Ensure that an inclusive and diverse culture is inculcated in which team members can thrive and grow.

Minimum Qualifications:
  • 15+ years of sales management experience in diverse team environments and leadership capacity.
  • Solid understanding of software sales in B2B environment.
  • Proven ability in business planning, forecasting accuracy, and work effectively with cross-functional teams.
  • Experience building actionable business plans based on market understanding.
  • Fluent in Korean and business English communication.

Preferred Qualifications:
  • Ability to transition from strategic thinking to solving tactical issues.
  • Demonstrated leadership in cross-functional collaboration (leading a highly matrixed model) to drive outcomes.
  • Familiarity with Cisco’s products, architectures, and service offerings is an added plus.
  • Background in product, service, and channels sales, with a track record as a “change agent.”
  • Bachelor’s degree from a reputable university/college. MBA desirable but not required.
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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