As the Solutions Engineering Leader, you will be responsible for setting the technical vision and strategy for the Japan partner organization Across market segment.

This includes, but is not limited to, identifying expertise to grow the team and facilitating key partnerships between customers, partners and internal organizations. This is an ideal position for someone who has a consistent record of building and scaling high-performance sales engineering teams and provides an opportunity to join a diverse team of highly engaged critical thinkers.

• Technology leadership: Technical vision and strategy for partners CTO/CXO priorities and based on industry direction and customer priorities
• Team leadership: Define and drive a culture that will attract and retain the best system engineering talent in the industry. Coaching, mentoring, career pathing/development within and outside the direct team.
• Partnership with sales leadership both inside the Specialists Organization and the direct/portfolio teams (Architecture Leadership, AVP, SED/SSEM, RM/SEM, AM/SE, etc.)

System Engineering Management Impact:

• Establish and execute lightweight processes to drive efficiency and effectiveness to SE team.
• Optimize organizational structure in partnership with Sales Leadership and align business priorities to improve bookings and minimize operational expenses.
• Ensure execution of all engineering programs including technical sales process/closure, demand generation, and pipeline development.
• Develop strategic engineering initiatives based on the priorities of the APJC / Japan partner organization
• Engage BU, Architecture and Engineering stakeholders in influencing product direction and roadmap
• Drive execution of New product launches and drive partner and customer mindshare
• Engage with Partners and Field team in driving customer demands and pipeline
• Engage with partners in building competencies and Cisco platform capabilities
• Drive growth and revenue with partners through strategic engagement and initiatives

Technical and Presales Knowledge Impact:

• Clearly articulate and navigate issues, challenges and gaps both technically from a business perspective and regarding people resources.
• Strong understanding of industry trends and customer priorities
• Strong understanding of Cisco Technology and products
• Understanding of industry products and competitive landscape is an added advantage

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.