Senior Manager, Global Virtual Sales India

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  • Location:
    Bangalore, India
  • Area of Interest
    Sales - Services, Solutions, Customer Success
  • Job Type
    Professional
  • Technology Interest
    Networking, Security, Webex (Collaboration)
  • Job Id
    1424705

The Global Virtual Sales team (GVS) is driving the next generation of Sales in Cisco and the industry. Growing double-digits every year with increasing momentum,

The Global Virtual Sales team in APJC is redefining sales. In a fast changing business environment, we take bold risks and innovate, we leverage Cisco’s own collaboration tools to create a virtual and borderless customer and partner experience.

As the GVS leader in India, you have the chance to define a massive impact to Cisco and be at the forefront of the virtual sales industry.

Role & Responsibilities

As the senior leader, you will be responsible as the general manager for the Global Virtual Sales strategy, all execution and operation in India .

  • Lead, coach and develop the GVS India team to build sustainable strong growth.
  • Champion the GVS vision and brand in Cisco.
  • Build relationships with executive stakeholders to drive virtual sales growth in India .
  • Identify and develop internal, market and customer opportunities for expanding and enhancing GVS operations.
  • Lead and participate in regional and global growth initiatives.

Minimum Qualifications

  • BS, BA or equivalent.
  • 10 - 12 years in a sales management position.
  • Proven track record in delivering excellent results against pre-defined sales goals and targets.
  • Experience in building and developing dedication sales teams.
  • Strong communicator fluent in English and India national language.
  • Exposure or experience outside of India is an advantage.

Desired Skills

  • Hires great people, develops great people.
  • Thinks strategically but stays on top of tactical execution.
  • Has the innate ability to inspire passion in others.
  • Drives relentlessly high standards.
  • Exhibits excellent judgment.
  • Works effectively with regional and global teams.
  • Knows how to have fun.
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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.

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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