Solutions Engineer

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  • Location:
    Minato, Japan
  • Area of Interest
    Engineer - Pre Sales and Product Management
  • Job Type
    Professional
  • Technology Interest
    Networking, Security
  • Job Id
    1435274

[募集部門]

 

日本政府およびデジタル庁を始めとする官公庁のお客様を担当するソリューションズエンジニア（SE）を募集します。

官公庁担当のハイタッチSEチームでは、Enterprise NetworkingおよびSecurityを中心にシスコが持つ幅広い製品・サービスを活用しながらお客様の課題解決および日本のデジタル社会の実現に貢献します。

官公庁営業部門と協力しながら、本社開発部門・サービス部門・技術サポート部門との協業を推進し、技術面からお客様およびビジネスに貢献していきます。

 

[職務内容]

 

日本政府およびデジタル庁を始めとする官公庁のお客様のハイタッチアカウントSEとして、担当するお客様と信頼関係を構築し、シスコの幅広い製品・サービスを活用しながらお客様の課題を解決するための技術提案活動を行います。

 

・お客様の課題や技術要件の理解と整理

・商談に対して米国本社や他部門との協業

・最適なシスコソリューションの検討と提案

・競合他社との差別化提案

・実機デモや検証作業（PoC）の実施と報告

・プレゼンテーションの資料作成と実施

・提案活動の推進

 

[応募資格]

 

・新しい事へのチャレンジ精神がある方

・ネットワーク製品に関するSEとして7年以上の業務経験

・Enterprise Routing & Switching、Wirelessに関する幅広い知識と経験を有する方

・シスコのSecurity製品・ソリューションに関する幅広い知識と経験を有する方

・お客様のためにプロアクティブな活動ができる方

・コラボレーション能力、プロジェクトマネージメント能力を有する方

・効率的に業務を行い、商談チームを技術面でリードできる方

 

[求められる能力]

 

・プリセールスSEの経験

・ビジネスコミュニケーションスキル

・日本語での高いコミュニケーション能力

・英語力（ドキュメントの読み書き、基本的な会話コミュニケーション）

・公共ビジネス、官公庁ビジネスの知識があれば尚良

・プログラミング能力があれば尚良（Python）

 

As a high-touch account Solution Engineer for government office customers, starting with the Japanese Government and the Digital Agency, we build relationships of trust with the customers in charge and carry out technical proposal activities to solve customer issues while utilizing a wide range of Cisco products and services.

・Understanding and organizing customer issues and technical requirements

・Collaboration with US headquarters and other departments for business negotiations

・Examination and proposal of optimal Cisco solutions

・Proposals for differentiation from competitors

・Implementation and reporting of actual machine demonstrations and verification work (PoC)

・Preparation and implementation of presentation materials

・Promotion of proposal activities

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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