Sr. Director of Product Management - Product Growth, Go-to-Market, and Enablement

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  • Location:
    San Jose, California, US
  • Area of Interest
    Engineer - Software
  • Compensation Range
    280100 USD - 384800 USD
  • Job Type
    Professional
  • Technology Interest
    Security, Software Development
  • Job Id
    1451240

The application window is expected to close on: Oct 29th, 6 PM ET 2025


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


Meet the Team


We're seeking a strategic Senior Director of Product Management in our Security Business Group’s SASE (Secure Access Service Edge) team to lead our customer success and adoption efforts. This role will focus on developing and executing product strategies that drive customer engagement, retention, and growth. The ideal candidate will have a strong background in product management, customer success, and a passion for delivering exceptional customer experiences.


Your Impact


  • Customer Adoption and Engagement: Design and implement product features and programs that drive customer adoption, retention, and growth, by prioritizing customer needs, pain points, and success metrics.
  • Success Metrics and Analytics: Define and track key customer success metrics, using data to inform product decisions and measure impact.
  • Cross-Functional Collaboration: Partner with customer success, sales, marketing, and support teams to ensure alignment and effective customer engagement.
  • Go-to-market Lifecycle Management: Be involved in the conception, launch, messaging, enablement, and maintenance of customer-facing products and features.
  • Customer Feedback and Insights: Collect and incorporate customer feedback into product decisions, ensuring products meet customer needs.
  • Stakeholder Management: Communicate execution plans, progress, and results to executive leadership, stakeholders, and customers.

Minimum Qualifications:


  • Demonstrable experience in leading growth strategy in the infrastructure software space for a network, data center or a security product (eg: SASE) via customer success and product led adoption.
  • Bachelor’s degree in computer science or business administration, related field or an equivalent 15+ years of product management in the network, security or a related field.

Preferred Qualifications:


  • MBA or advanced degree.
  • Experience with customer success platforms and tools.
  • Familiarity with SASE (Secure Access Service Edge) industry trends and emerging technologies.
  • Certifications in product management or customer success.
  • Customer-centric mindset with a passion for delivering exceptional customer experiences.
  • Technical marketing and field enablement experience.

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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