Senior Portfolio Strategist

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  • Location:
    Offsite, London, United Kingdom
  • Alternate Location
    San Jose
  • Area of Interest
    Engineer - Software
  • Compensation Range
    219000 USD - 364300 USD
  • Job Type
    Professional
  • Technology Interest
    Portfolio
  • Job Id
    1448058

Meet the Team

Cisco is seeking a dynamic, high-impact senior leader to join our Portfolio Strategy team. In this influential role, you will work directly with C-suite executives—both within Cisco and at our top 500 customer organizations—to deliver the One Cisco message. You will serve as a critical bridge between Cisco’s visionary strategy and its technical execution, ensuring our largest, most strategic clients clearly understand how Cisco’s portfolio can deliver on their business outcomes.

Your Impact:

  • Executive Engagement: Partner directly with Cisco’s C-suite, Office of the CEO, the sales and partner leaders, and their direct reports to drive One Cisco positioning and technical advisory focused on delivering exceptional customer outcomes.
  • Team Collaboration: Operate as a senior member of the Field CTO team, contributing expertise and working collaboratively to engage with Cisco’s top 500 customers.
  • Cross-Functional Partnership: Collaborate closely with Product General Managers, senior sales leaders, and other key stakeholders to identify, shape, and help close high-value opportunities.
  • Strategic Messaging Execution: Deliver and tailor the One Cisco story—crafted by Cisco’s CPO—to executive stakeholders at customer organizations, focusing on the practical, technical, and implementation details that are aligned to our strategic vision.
  • Technical Depth & Influence: Operate at both the strategic and technical levels: articulate technology roadmaps, solution architectures, and implementation paths to customer executives.
  • Customer Advocacy: Serve as a trusted advisor to customer executives, helping them translate Cisco’s vision into actionable strategies for their unique business and technical needs.

Minimum Qualifications:

  • Proven track record of executive-level engagement and influence, especially with C-suite customers in large, complex organizations.
  • Strong ability to work collaboratively as part of a highly experienced technical team.
  • Deep understanding of enterprise technology landscapes, digital transformation, and the ability to translate high-level vision into actionable technical strategies.
  • Exceptional communication and executive presence, with the ability to deliver complex technical concepts to senior, non-technical audiences.
  • Ability to travel as required for key customer and executive meetings.

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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