Senior Director, Security Solutions Engineering, Incubation

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  • Location:
    Offsite, San Jose, California, US
  • Alternate Location
    AMER Remote, EMEA Remote
  • Area of Interest
    Sales - Product
  • Compensation Range
    376400 USD - 451100 USD
  • Job Type
    Professional
  • Technology Interest
    Security
  • Job Id
    1439938

The application window is expected to close on: April 25th, 2025

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


Meet the Team

The Global Security Technical Incubation and Velocity team has two distinct focuses: building the GTM and technical sales process for new and innovative products and leading global Security SMB technical teams.


Your Impact

Our Security Sales Engineering team is looking for a dynamic and experienced leader to drive our Technical Incubation and SMB strategy and execution. You will lead and develop a team of product and solution focused leaders and SMB team to strategically evolve our technical support to an ever-expanding portfolio.


Strategic Incubation and Velocity Vision and Leadership

Lead, mentor, and develop a globally dispersed team of elite Solution Engineers. Foster a culture of inclusivity and excellence to attract and retain top engineering talent. Provide regular career development support and set clear expectations for team members.

Work with our sales AE leadership and partner/channel leadership to develop a vision and direction for our SMB technical SEs.

Work with sales incubation leadership, the business unit, and across Cisco to develop the technical sales and GTM strategy for new internally built and acquired products.


Proactive Technical Sales Support

Collaborate with the Technical Enablement and GTM teams to develop training plans that ensure team members are well-equipped to drive new product introduction and growth. Support initiatives such as SE Summits, Technical Advisory Groups, and Champions Programs to foster a robust technical community.

Develop and execute technical sales strategies that maximize Cisco's opportunities in the customer environment. Work with Security Sales Org and BU leadership to define initiatives that optimize growth and market share for Cisco's Secure Access Platform.

Strategize and create programs, events, workshops, and technical showcases to accelerate new products and initiatives. Develop tools and processes to enhance the See -> Try -> Buy motion, including demos, proof of values (POVs), and health checks. Regularly interact with Cisco teams and external partners to capture market opportunities and address challenges arising from our continued transformation. Provide thought leadership based on short and long-term business and industry drivers.


Cross-Functional Collaboration

Build strong partnerships with internal stakeholders, including sales, engineering, product management, and finance teams, to align on goals and drive joint success. Act as a key interface between sales and BU teams to ensure timely resolution of product issues and enhancements.

Cultivate strong executive relationships with customers and partners. Engage directly in the market opportunity pipeline to drive transformative security and differentiation for Cisco.


Minimum Qualifications:

  • Experience bringing a new product to market, from concept to full maturity.
  • 7+ years experience leading high performance SE teams
  • Experience as a second or third line manager
  • Experience with networking, segmentation, and network security, threat detection and response, SSE, and SASE.
  • Experience building and maintaining cross-business relationships with product management, product marketing, technical marketing, customer success, and across the pre-sales organization. Capable of monitoring team progress against a dynamic business plan, with a day-one mentality pivoting quickly with the market and business.

Preferred Qualifications

  • Experience having led organizations greater than 100 people
  • Foundational understanding of cloud security, cloud service providers, containers, and container orchestration.
  • Proven ability to initiate programs that improve pipeline generation, sales success, and customer experience to boost Cisco's brand loyalty.

#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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