Solutions Engineer - US Commercial - Heartland/Gulf 1440502

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  • Location:
    Offsite, Minneapolis, Minnesota, US
  • Alternate Location
    KS, NE, MO, LA, MS, AL, ND, SD, IA
  • Area of Interest
    Engineer - Pre Sales and Product Management
  • Compensation Range
    203800 USD - 269900 USD
  • Job Type
    Professional
  • Technology Interest
    Portfolio
  • Job Id
    1440502
New

The application window is expected to close on 4/29/25

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

Strong preference for candidate to be located in Minneapolis, Des Moines, KS, STL or Birmingham.  Also open to anywhere in the following states: KS, NE, MO, LA, MS, AL, ND, SD, IA

Meet the Team

The Heartland-Gulf Operation is transforming business through the power of people and technology in the central U.S. Our five “Select” regions cover medium/large customers in varying verticals from the northern tip of Minnesota all the way to the Gulf of Mexico. Variety is the spice of life, and you’ll have it in abundance with a culture built on Focused Execution, Technical Excellence, Collaboration and FUN.

Your Impact

As a Solutions Engineer covering our Operation, you are a natural Trusted Advisor that consistently advocates for our customers. You look to develop technical relationships every single day and are able to map these solutions to business value and outcomes. With a love of technology and a passion for solving complex customer problems, you’ll be like a kid in a candy store developing solutions for our customers.

Specialization & Focus:

  • Deep versatile technology/solution/architecture expertise, focused on applying it across multiple verticals
  • Drive area enablement around new technologies and solutions
  • Op/Area/Theater initiative involvement and ownership
  • Solution Specialization – Have a specialization focus from a technology/industry/competitive perspective

Customer Engagement & Accountability:

  • 50-75% in direct / in-direct contact with customers; interacting with senior director & VP levels, building relationships with CXOs
  • Leads design, review, verification, & testing of new & existing solutions across multiple customers
  • Acts as new technology/solution evangelist with customers and partners
  • Drives focus on the full life cycle of solutions using CX services offerings
  • High customer intimacy with top accounts in the organization
  • Help lead, plan, and present at customer CXC’s

The Internal Sales Process:

  • Involved in customer planning on the largest opportunities in the Op/Area
  • Technical Support and Partnership with Operation/Area/Theater Leadership Initiatives

Corporate Interlock:

  • Represents Commercial Op/Area at the Theater level from a technical perspective
  • Helps facilitate Early Field Trials with customers in the Op/Area
  • Participates in technical advisory boards, Cisco Technical Advisory Groups (TAG), virtual teams, etc
  • Help create new programs and initiatives at the Op/Area level based on business needs
  • Drive existing and new go-to-market strategies for the SE community
  • Lead teams, programs, initiatives across the Op/Area (Tiger teams, competitive teams, enablement sessions, etc.)
  • Lead technology, process or other enablement activities for the SE community
  • Mentors and develops capabilities within others (career mentorship with clear evidence/endorsement)

Minimum Qualifications

  • 10+ years of networking/telecommunications/datacenter industry-related experience
  • Deep knowledge across the Cisco portfolio and competitive offerings
  • Consistent track record leading/designing strategic multi-architecture technical solutions
  • Bachelors degree or equivalent experience

Preferred Qualifications

  • Experience presenting technical designs and benefits to C-Level positions
  • Software selling and Lifecycle-focused training and experience
  • AI / Cloud and Expert-level Cisco/competitor certifications
  • CCNP-Enterprise Certification or must have done within 18 mos
  • Ability to travel up to 50% of the time

#WeAreCisco

#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!

@Cisco #CiscoJobs #WAreCisco

 
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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