Senior Mergers & Acquisitions Manager, Office of the CPO

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  • Location:
    San Jose, California, US
  • Area of Interest
    Business Strategy and Operations
  • Compensation Range
    153700 USD - 266900 USD
  • Job Type
    Professional
  • Technology Interest
    Security, Software Development
  • Job Id
    1437882

The application window is expected to close on June 16th, 2025.  Note:  Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Preferred candidates are based in the San Jose / San Francisco, CA area as the position is hybrid and will require to be in office 2-3 days per week, 2-3 weeks per month. 

Meet the Team

We are seeking an exceptional Merger and Acquisition (M&A) Manager to lead our strategic business development initiatives. The ideal candidate will be a strategic thinker with extensive experience in leading complex M&A transactions, driving organizational growth, and ensuring seamless integration of acquired companies.

You will work cross functionally within the organization and contribute to company’s transformation. Your strategic oversight and management skills will directly affect Cisco’s growth in integrating acquired companies.

Your Impact

  • Develop and implement comprehensive M&A strategies that align with the company's long-term business objectives
  • Collaborate with top-level leaders to identify and evaluate potential acquisition targets or strategic partnership
  • Partner in the due diligence process, including compliance review, compatibility assessments, and risk mitigation strategies
  • Develop and execute detailed integration plans to drive operational efficiency
  • Deliver integration updates, track performance metrics, and drive post-merger analysis for continuous improvement
  • Lead team coordination and adoption, support cultural alignment, and operational optimization for acquired companies
  • Manage relationships, act as primary contact, coordinate communications, and facilitate cross functional alignment 

Minimum Qualifications:

  • 10+ years of experience in M&A, corporate and business development or operational program management
  • Experience managing and delivering complex programs in an enterprise environment
  • Program management skills, including strategic planning and integration management 

Preferred Qualifications:

  • PMP Certification
  • Experience teaching, coaching, mentoring and leading teams
  • Adaptability, and resilience in a fast-paced, dynamic environment
  • Expertise in data analytics, reporting tools, and strategic problem-solving with advanced analytical skills
  • Excellent communication and interpersonal skills, including proven expertise in negotiation
  • Meticulous with outstanding organizational skills to manage priorities effectively
  • Strategic thinker with a dedication to continuous learning and professional development

Why Cisco?

At Cisco, we're revolutionizing how data and infrastructure connect and protect organizations in the AI era - and beyond. We've been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint. Simply put - we power the future.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you'll see that the opportunities to grow and build are limitless. We work as a team, collaborating with

empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere.

We are Cisco, and our power starts with you.


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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